Principles of Management
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Course Introduction
Principles of Management introduces students to the foundational concepts and functions essential to managing organizations effectively. The course covers topics such as planning, organizing, leading, and controlling, while exploring the roles and responsibilities of managers in diverse organizational settings. Through real-world case studies and practical examples, students learn about decision-making, motivation, team dynamics, and strategic management. Ethical considerations, communication skills, and the impact of globalization on management practices are also examined to provide a comprehensive understanding of modern managerial challenges and opportunities.
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Fundamentals of Human Resource Management 5th Edition by Raymond Noe
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Page 2
Chapter 1: Managing Human Resources
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Q1) No two human resource departments will have precisely the same roles and responsibilities.
A)True
B)False
Answer: True
Q2) Which of the following refers to the process of getting detailed information about jobs?
A) Job rotation
B) Supply chain management
C) Job analysis
D) Policy creation
E) Job orientation
Answer: C
Q3) Human resource management is increasingly becoming a purely administrative function.
A)True
B)False
Answer: False
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Chapter 2: Trends in Human Resource Management
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Q1) Define labor force.Distinguish between internal labor force and external labor market. Answer: The term "labor force" is a general way to refer to all the people willing and able to work.For an organization,the internal labor force consists of the organization's workers-its employees and the people who have contracts to work at the organization.This internal labor force has been drawn from the organization's external labor market,that is,individuals who are actively seeking employment.The number and kinds of people in the external labor market determine the kinds of human resources available to an organization.
Q2) Teamwork gives the employees the authority and ability to decide on how to do their work.
A)True
B)False
Answer: True
Q3) An organization's critical work processes are not altered during a reengineering process.
A)True
B)False
Answer: False
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4
Chapter 3: Providing Equal Employment Opportunity and a Safe Workplace
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Q1) Which of the following is enforced by the Equal Employment Opportunity Commission?
A) Thirteenth Amendment
B) Rehabilitation Act of 1973
C) Fourteenth Amendment
D) Executive Order 11246
E) Americans with Disabilities Act of 1990
Answer: E
Q2) The Americans with Disabilities Act covers people with problems arising from substance abuse.
A)True
B)False
Answer: False
Q3) Disparate treatment could be legal if the discrimination _____.
A) is practiced to increase efficiency
B) is performed by a governmental organization
C) is performed by a private employer
D) is intended to reduce affirmative action
E) is categorized as a bona fide occupational qualification
Answer: E
Page 5
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Chapter 4: Analyzing Work and Designing Jobs
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Q1) Contrast and compare KSOAs and TDRs as they relate to different processes of job analysis.
Q2) A _____ is a list of the knowledge,skills,abilities,and other characteristics (KSAOs)that an individual must have to perform a particular job.
A) job rotation
B) job definition
C) job evaluation
D) job scope
E) job specification
Q3) The industrial engineering approach is most likely to emphasize _____.
A) elaborate work arrangements and reporting requirements
B) streamlining jobs to make them simpler, efficient, and automatic
C) designing jobs in such a way that they require minimal specialization
D) exploring new and diverse ways of doing the same job
E) creating complex and challenging jobs that require innovative employees
Q4) Summarize recent trends in job analysis.
Q5) All job descriptions within an organization should follow the same format.
A)True
B)False
Q6) Outline the steps in a work flow analysis.
Page 6
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Chapter 5: Planning for and Recruiting Human Resources
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Q1) Temporary employment is popular with employers because:
A) it gives them flexibility in operations.
B) it allows them to comply with the requirement of affirmative action imposed by the government.
C) the quality of work is usually far superior.
D) it is most effective for key customer service jobs.
E) the temporary workers are more committed to the organization.
Q2) In general,all companies have to make decisions in three areas of recruiting: personnel policies,recruitment sources,and the characteristics and behavior of the recruiter.
A)True
B)False
Q3) Planners need to combine statistical forecasts of labor supply with expert judgments because:
A) it would motivate the experts in the organization.
B) subjective judgments are always more reliable than historical data.
C) historical data may not always reliably indicate future trends.
D) statistical methods fail to account for historical trends.
E) statistical forecasts work well only in a dynamic environment.
Q4) What are the challenges associated with temporary workers and contract workers?
Page 7
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Chapter 6: Selecting Employees and Placing Them in Jobs
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Q1) Under the ADA,when an employer makes hiring decisions,he is permitted to use employment physical exams that could reveal a psychological or physical disability.
A)True
B)False
Q2) Usually a supervisor makes the final employee selection decision.
A)True
B)False
Q3) Ricky Jones,a 33-year old unemployed software engineer,had applied for a job in SeaTech Inc.,a Florida-based software company.He had mentioned his former project manager as his reference in the application form.But he was rejected soon after the HR of SeaTech called his former manager and learnt that Ricky was involved in an issue of sexual misconduct.Sensing this to be the reason for his rejection at SeaTech,Ricky threatened to sue his former manager on charges of _____.
A) misappropriation
B) fraud
C) misrepresentation
D) defamation
E) negligence
Q4) Discuss the steps of the selection process.
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Chapter 7: Training Employees
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Q1) Training programs use case studies to develop employees' management skills.
A)True
B)False
Q2) Which of the following statements is true of simulators used in training?
A) They must have elements identical to those found in the work environment.
B) They cannot be used when the risks of a mistake on a job are great.
C) They are used for on-the-job training.
D) They are inexpensive to develop.
E) They do not need constant updating.
Q3) Presentation methods are preferred over hands-on training methods in helping trainees to handle interpersonal issues.
A)True
B)False
Q4) Social support refers to the ways the organization's people encourage training.
A)True
B)False
Q5) Experiential programs are an example of presentation methods.
A)True
B)False
Q6) Discuss the three elements of a needs assessment process.
Page 9
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Chapter 8: Managing Employees Performance
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Q1) Performance management is the process through which managers ensure that employees' activities and outputs contribute to the organization's goals.
A)True
B)False
Q2) In the case of performance appraisal,validity refers to whether the appraisal measures all aspects of performance,both relevant and irrelevant.
A)True
B)False
Q3) Coaching,frequent performance feedback,goal setting,and restructured job assignments are effective ways to improve performance for which category of employees?
A) Solid performers
B) Underutilizers
C) Misdirected effort
D) Deadwood
E) Nonessential
Q4) Define types of rating errors,and explain how to minimize them.
Q5) What are the different ways to produce improvement in unsatisfactory performance?
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Chapter 9: Developing Employees for Future Success
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Q1) The temporary cross-functional move is the least common way to use downward moves for employee development.
A)True
B)False
Q2) Research on the validity,reliability,and effectiveness of the Myers-Briggs Type Indicator is inconclusive.
A)True
B)False
Q3) The career management process starts with:
A) self-assessment.
B) goal setting.
C) reality checking.
D) identifying the steps and timetable to reach a goal.
E) specifying competencies to be developed.
Q4) What are group mentoring programs?
Q5) Assessment centers are primarily used to identify employees' technical skills.
A)True B)False
Q6) How do managers and peers develop employees through coaching?
Q7) What are the four steps of a basic career management system?
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Chapter 10: Separating and Retaining Employees
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Q1) To prevent job withdrawal,organizations therefore need to promote job satisfaction,a pleasant feeling resulting from the perception that one's job fulfills or allows for the fulfillment of one's important job values.This definition has three components:
A) compensation, working conditions, and peer support.
B) values, perceptions, and ideas of what is important.
C) job involvement, organizational commitment, and job withdrawal.
D) physical environment, social environment, and the person.
E) emotional, physical, and financial well-being.
Q2) Role conflict is uncertainty about what the organization and others expect from the employee in terms of what to do or how to do it.
A)True
B)False
Q3) Employees with negative affectivity tend to:
A) experience high job satisfaction.
B) experience feelings of anger, contempt, fear, and guilt.
C) seek change in socially acceptable ways.
D) look for the good in others, but not themselves.
E) think highly of themselves, but not others.
Q4) Write a short note on exit interviews.
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Chapter 11: Establishing a Pay Structure
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Q1) The equity of executive pay does not affect other employees.
A)True
B)False
Q2) Which of the following is true about job-based pay structures?
A) The ambiguous definition of a job's responsibilities can contribute to an attitude that some activities "are not in my job description," at the expense of inflexibility.
B) Their focus on higher pay for higher status can work in favor of efforts of empowerment.
C) They usually reward desired behaviors, particularly in a rapidly changing environment.
D) Organizations may avoid change because it requires repeating the time-consuming process of creating job descriptions and related paperwork.
E) They always encourage innovation and customer service.
Q3) Paying a salary does not necessarily mean a job is exempt.
A)True
B)False
Q4) What is benchmarking?
Q5) What is skill-based pay? What are its advantages and disadvantages?
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Chapter 12: Recognizing Employee Contributions With Pay
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Q1) Which of the following types of incentive plans are specifically designed to promote group performance?
A) Performance bonuses
B) Gainsharing
C) Standard hour plans
D) Merit pay
E) Commissions
Q2) In merit pay programs,an individual's compa-ratio represents his/her:
A) pay relative to performance of other workers in the industry.
B) pay relative to average pay.
C) comparable worth versus others.
D) ratio of pay to benefits.
E) the average worth of the skills possessed by the individual.
Q3) Employees should exercise the stock options even if the stock price has decreased.
A)True
B)False
Q4) How do employee stock ownership plans differ from stock options?
Q5) What is balanced scorecard? What is its purpose? What are the advantages of using a balanced scorecard?
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Chapter 13: Providing Employee Benefits
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Q1) Which one of the following is true of workers' compensation?
A) Employees are covered under the "no-fault" provision even if the injury is self-inflicted.
B) Disability income is not covered under this benefit.
C) It provides payments to offset lost income during involuntary unemployment.
D) Funding for the program comes from the state taxes on employees.
E) The benefits provided to the workers are not taxable.
Q2) Employers in the U.S.are legally required to provide 30 days of paid vacation to both new and existing employees every year.
A)True
B)False
Q3) Which type of retirement plan guarantees a specified level of retirement income?
A) 401(k) plan
B) Profit sharing plan
C) Money purchase plan
D) Defined benefit plan
E) Employee stock ownership plan
Q4) Why is it essential for organizations to communicate the nature and value of benefits to their employees?
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Chapter 14: Collective Bargaining and Labor Relations
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Q1) What are right-to-work laws?
Q2) A labor union all of whose members have a particular skill or occupation is known as a(n)_____ union.
A) common
B) industrial
C) craft
D) regional
E) employer's
Q3) Which of the following is a characteristic of an industrial union?
A) All the members are in the same occupation.
B) Union leaders try to limit the number of members in order to maintain high wages.
C) Members are linked by their work in a particular industry.
D) Members change employers more frequently than in other types of unions.
E) It is often responsible for training its members through apprenticeships.
Q4) Describe the different approaches to collective bargaining proposed by Richard Walton and Robert McKersie,giving examples wherever possible.
Q5) Why do unions place a high priority on negotiating contract provisions with an employer? What are the different types of contract provisions?
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Chapter 15: Managing Human Resources Globally
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Q1) The balance sheet approach for determining expatriate compensation adjusts a manager's compensation so that it equals the host country's standard of living,further ensuring assimilation into the local culture.
A)True
B)False
Q2) Which of the following is true about the influence of economic systems on human resource practices in international markets?
A) Socialist economic systems provide ample opportunities for educational development.
B) In developed countries with great wealth, labor costs are relatively low.
C) In capitalist economic systems, education is free for students.
D) Capitalism may not provide economic rewards for increasing one's education.
E) In socialist systems, students bear more of the cost of their education.
Q3) In cultures high in _____,people think of themselves mainly as group members.
A) power distance
B) individualism
C) masculinity
D) short-term orientation
E) collectivism
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Chapter 16: Creating and Maintaining High-Performance Organizations
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Q1) In general,HR departments should be able to improve their performance through some combination of greater efficiency and greater effectiveness.In this context,greater effectiveness means that:
A) the rate of employee turnover is considerably high.
B) the HR personnel use fewer and less-costly resources to perform its functions.
C) the average employee compensation in the organization is well above the prevailing market rate.
D) what the HR department does has a more beneficial effect on employees' and the organization's performance.
E) there is a relatively narrow gap between the highest and the lowest salaries paid in the organization.
Q2) Which of the following is a measure of customer satisfaction that indicates the success of the staffing efforts of an HR department?
A) Anticipation of personnel needs
B) Average years of experience/education of hires per job family
C) Average days taken to fill open requisitions
D) Ratio of acceptances to offers made
E) Ratio of minority/women applicants to representation in local labor market
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