Managing People in Organizations Exam Review
Course Introduction
Managing People in Organizations explores the principles and practices essential to effectively leading and developing talent within contemporary workplaces. The course covers key topics such as motivation, team dynamics, leadership styles, communication, performance management, conflict resolution, and organizational culture. Through case studies, discussions, and practical exercises, students gain a comprehensive understanding of how to foster employee engagement, manage diversity, implement change, and align human resources strategies with organizational goals. By the end of the course, students are equipped with the knowledge and skills to navigate complex interpersonal and structural challenges, and to contribute positively to organizational success.
Recommended Textbook
Human Resource Management 6th Edition by
H. John Bernardin
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Page 2
Chapter 1: Strategic Human Resource Management in a Changing Environment
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Q1) In their research,Huselid,Becker and Beatty found that traditional financial performance measures such as return on equity,and ROI are ________ and can be predicted by the way a company conducts its HR practices which are ___________.
A) Opportunities, strengths
B) Lagging indicators, leading indicators
C) Qualitative, subjective
D) Measures of marginal productivity, lagging indicators
E) Leading indicators, lagging indicators
Answer: B
Q2) The following is not a characteristic of a HPWP:
A)Large number of highly qualified applicants for each strategic position
B)Extensive training and development of new employees
C)Low differential in pay between high and low performers
D)Low percentage of employees covered by union contract
E)Above market compensation for key positions
Answer: C
Q3) Fair treatment of workers results in lower performance and increased costs.
A)True
B)False
Answer: False
Page 3
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Chapter 2: The Role of Globalization in HR Policy and Practice
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Q1) List few reasons why a company would choose exports as an option for international commerce.
Answer: Most companies export in order to increase sales and revenues.Companies with high research and development costs resort to exporting to spread costs over large sales volume.Companies may also export in order to relieve excess capacity.Some companies export as a form of diversification to sustain their maturing domestic markets.Finally,some companies export as they lack the necessary knowledge to directly do business effectively on foreign shores.
Q2) Management contract is a special form of licensing.
A)True
B)False
Answer: False
Q3) HR within a global company is complex because of the different cultures,politics and laws that exist between locations.
A)True
B)False
Answer: True
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Page 4
Chapter 3: The Legal Environment of Hrm: Equal Employment Opportunity
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Q1) A manager is suggesting that the company use the results of genetic testing as criteria for promotion to senior technical positions.The company will pay for the testing.Employees who do not agree to the testing will not be offered promotional opportunities.Which of the following is correct?
A)This is legal because the company is paying for the costs associated with the testing, and they will apply the criteria consistently across all employees being considered
B)It cannot be determined if this is legal or illegal because we do not have information that tell us if the criteria is job related or not.
C)This is illegal under ADA because the testing is being imposed on current employees. If it were for outside applicants, it would be illegal
D)This is legal under GINA, because employers are allowed to test current employees, however results of genetic testing cannot be used in decisions regarding applicants.
E)This is illegal under GINA, which prohibits the use of genetic test results being used for firing, or promotional decisions.
Answer: E
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Chapter 4: Work Analysis and Design
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Q1) Compare and contrast the Position Analysis Questionnaire (PAQ)and Competency Modeling.
Q2) Job analysis work can be used to justify the use of particular selection tests and related cut off scores.
A)True
B)False
Q3) What do critical incidents describe?
Q4) Which of the following is NOT a characteristic of critical incident?
A)Specific
B)Observable
C)Context
D)Consequences
E)Knowledge
Q5) Smaller businesses are more likely to use formal approaches for conducting job analyses.
A)True
B)False
Q6) List the seven general style categories into which O*NET classifies jobs.
Q7) How might work analysis data vary?
Q8) Explain three products of job analysis information.
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Chapter 5: Human Resource Planning and Recruitment
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Q1) The most effective reengineering efforts are successful when they recognize that A) having a focus on the customers needs to be put on hold until the dust settles and managers sort out their budgets.
B) it is best to begin with a very generous severance package to control the flow of talent within the organization.
C) labor unions must be neutralized in order for performance to be a high priority in decision making.
D) the organization should focus on short term gains to not be overwhelmed by long term consequences.
E) downsizing individuals that are vital to the creation of customer value will erode the organization's competitive advantage.
Q2) Trend analysis,simple and multiple linear regression analysis are qualitative methods for forecasting labor demands.
A)True
B)False
Q3) List the six steps in trend analysis.
Q4) When are private agencies most effective?
Q5) List a few methods available for external recruiting.
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Chapter 6: Personnel Selection
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Q1) How can an organization improve the reliability and validity of interviews?
A)Use a standardized job related interview (e.g. structured, panel, or situational)
B)Assure consistency through the use of a single interviewer.
C)Encourage hiring managers to pay attention to their "gut feel".
D)Allow interviewees to share information about their unrelated previous work history.
E)Avoid training managers because is can increase anxiety related to interviewing.
Q2) A typing test has _____ validity while a personality test has ______ validity?
A) empirical, content
B) content, empirical
C) consistency, subjective
D) generalized, construct
E) construct, generalized
Q3) Taking on challenging assignments is linked to likelihood of promotion above measures of current performance on the job.
A)True
B)False
Q4) List the most common assessment exercises and explain any two.
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8
Chapter 7: Performance Management and Appraisal
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Q1) The __________ rating method presents raters with pairs of behavioral statements reflecting different levels of performance on the same performance dimension.
A)behaviorally anchored rating scales (BARS)
B)computerized adaptive rating scales (CARS)
C)management by objectives (MBO)
D)behavioral observation scales (BOS)
E)performance distribution assessment (PDA)
Q2) The more precise the definition and measurement of performance,the more difficult it becomes for a manager to effectively and fairly appraise performance.
A)True
B)False
Q3) When planning a feedback session as part of the performance appraisal process,it is important to allow the ratee to share their thoughts and to address career aspirations.
A)True
B)False
Q4) Define the six different types of outcomes that may be measured in a work performance system.Provide brief examples for each.
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9
Chapter 8: Training and Development
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Q1) How is it determined when training is needed and when might training not be appropriate?
Q2) Which of the following statements is TRUE regarding well-written learning objectives?
A)They specify what the supervisor has requested that employees be trained in.
B)They should contain observable actions, measurable criteria, and the conditions of performance.
C)They should be general in nature so that they can apply to all employees being trained.
D)They describe the performance you want trainees to be able to exhibit before you consider them for training.
E)They are based on qualitative data analysis and prepared before the needs assessment.
Q3) What are the four mechanisms that help goal setting improve performance?
Q4) Podcasts are an effective method of training because:
A)It allows for trainees to learn new motor skills
B)Trainees are more engaged in the training
C)It allows for two-way communication
D)Whole learning is most effective
E)Use of computers is in decline
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Chapter 9: Career Development
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Q1) Describe several career development programs that are methods for evaluating employees' potential for growth and development within an organization.
Q2) List a few recommendations to help the organization make the process of downsizing less traumatic and fair.
Q3) Career counseling sessions often are conducted on a one-on-one basis.
A)True
B)False
Q4) A company is concerned about the fact that a senior manager is planning to retire in 2 years.The most direct way to be prepared to have a replacement of the retiree is to:
A)Have all employees complete career workbooks within the next two weeks
B)Implement a succession planning process
C)Schedule mid level manager for career planning workshops
D)Train managers to conduct one-on-one career counseling
E)Distribute a copy of "What Color is my Parachute" to all employees
Q5) Describe at least three problems that repatriates face in their companies and suggest how the company might solve the problem.
Q6) Explain the benefits of a career development system for an organization.
Q7) List a few advantages and problems of E-mentoring.
Page 11
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Chapter 10: Compensation: Base Pay and Fringe Benefits
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Q1) Which of the following law amended the FLSA to include a prohibition against pay differentials based on gender?
A)Minimum Wage Law of 1938
B)Equal Pay Act (EPA)of 1963
C)Davis-Bacon Act of 1931
D)Walsh-Healey Act of 1936
E)Services Contract Act of 1965
Q2) When considering what level of benefits to provide to an expatriate,tax implications need to be considered.
A)True
B)False
Q3) Which of the following law has a provision that workers employed in construction industry must be paid at the prevailing local pay rate when working on government contracts?
A)Fair Labor Standards Act (FLSA)of 1938
B)Equal Pay Act (EPA)of 1963
C)Davis-Bacon Act of 1931
D)Walsh-Healey Act of 1936
E)Services Contract Act of 1965
Q4) Explain the demerits of the traditional approach to pay.
Page 12
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Chapter 11: Rewarding Performance
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Q1) What are the advantages of Scanlon and Rucker plans over IMPROSHARE?
Q2) Considering the procedure to calculate the standard rate,if the standard time for a task is two hours and the fair hourly wage is $10,the standard rate is $20.
A)True
B)False
Q3) The incentive stock option that gives an executive the right to purchase stock is priced higher than the market price.
A)True
B)False
Q4) A draw,in a sales incentive plan,is essentially an interest-free loan to the salesperson,repayable when commissions are below the draw limit.
A)True
B)False
Q5) List the factors to be considered in designing a gain-sharing program.
Q6) The piece-rate system and the standard hourly rate,as the two types of individual incentive systems,are based on rated output.
A)True B)False
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Chapter 12: Managing the Employment Relationship
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Q1) The difference between punishment and discipline is:
A)Punishment is focused on positive encouragement
B)Discipline is forward focused and aimed at developing positive behavior
C)Discipline is focused on the past and comparing performance among employees
D)Punishment is always the preferred reaction
E)Punishment allows for positive rewards to improve behavior
Q2) Failure to follow organizational policy or procedure is one of the reasons a company may choose to terminate an employee.
A)True
B)False
Q3) __________ is an arrangement by which the employee has latitude over the preferred hours he/she wants to work,as long as he/she is present during the core hours of the work day.
A)Flextime
B)Compressed workweek
C)Job sharing
D)Flexplace
E)WFH
Q4) What is survivor syndrome and what measures can organizations take to avoid it?
Q5) Which is more important,procedural or distributive justice? Why?
Page 14
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Chapter 13: Labor Relations and Collective Bargaining
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Q1) The future of unionization in the U.S.is positive,especially with legislative and political forces in favor of unions.
A)True B)False
Q2) The Taft-Hartley Act of 1947 prohibits union discrimination against workers who do not want to participate in union activities,including strikes.
A)True B)False
Q3) "Right-to-work" laws declare that:
A)management cannot interfere with or restrain workers in their right to organize.
B)union security agreements which require membership as a condition of employment are illegal.
C)unions can not discriminate against workers who do not participate in strikes.
D)employers may not interfere with employee representation and collective bargaining rights.
E)employers can interfere with employee representation.
Q4) Briefly discuss the two perspectives on the effects of labor unions.
Q5) Briefly explain the three most common forms of bargaining.
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Chapter 14: Employee Health and Safety
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Q1) Companies should make sure that their drug testing policy includes all of the following EXCEPT:
A)Notice to employees (or applicants)that drug testing will be conducted and the procedures to be used.
B)A careful chain of custody to ensure that samples are not lost, mixed up, or switched.
C)A dignified but secure method of collecting samples.
D)Confirmation of all positive drug results with more sensitive tests.
E)Opportunity for the individual to not disclose which prescription or over-the-counter drugs he/she uses.
Q2) Discuss some of the major responsibilities of OSHA.
Q3) In civil law,negligence must be established through litigation before any compensation is awarded.
A)True
B)False
Q4) Penalties of up to $70,000 may be proposed for each willful OSHA violations,with a minimum penalty of $5,000 for each violation.
A)True
B)False
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