Final Exam

A  Biographical interview

B  Situational interview.

C  Behavioral interview

D  Non-directive interview

A  agency fee deduction.

B  dues checkoff.

C  electronic funds transfer.

D  union security payments.

A  Federal Labor-Management Conciliation Authority

B  National Labor Relations Board

C  U.S. Department of Labor

D  the U.S. Justice Department

A  behavior modification

B  progressive discipline

C  positive discipline

D  problem-solving

A  listening to employee phone conversations.

B  reading an employee’s business e-mail and learning he was committing adultery.

C  monitoring employee blogs.

D  monitoring video cameras in the employee changing area.

A  general job duties and expectations

B  the parties’ statutory rights

C  the names of the parties to the contract

D  compensation

A  an employee is tranferred to a different department in the company.

B  new employees are hired.

C  an employee is terminated.

D  a contract worker is accessing the computer.

A  security

B  safety

C  human engineering

D  job restructuring

A  the Sarbanes-Oxley Act.

B  Worker’s Compensation Act.

C  Pay Equity Act.

D  Federal Labor Standards Act.

A  entitlement

B  commitment

C  the equity-based

D  paternalistic

A  seniority increase.

B  lump-sum increase

C  cost-of-living increase.

D  across-the-board increase.

A  market band

B  benchmark group

C  occupational category

D  job family

A  Have you ever been arrested for child abuse, child pornography, or any other sex offense?

B  Most people here are church-goers.  We find that our teachers fit better into the community if they have the same values.  Would you be active in any of the churches here?

C  All of our students are native-English speakers.  What language do you speak and write fluently?

D  Are you married? It is really hard to meet single people out here, and we have had a lot of single teacher quit.

A  Rehabilitation Act

B  Uniformed Service Employment and Re-employment Rights Act

C  Civil Rights Act

D  Vietnam Era Veterans Adjustment Assistance Act

A  Test validity

B  Reliability

C  Consistency

D  Predictability

A  panel interview

B  assessment center

C  work simulation

D  situational jugement test

A  predictive validity test.

B  face-validity test.

C  synthetic validity test.

D  concurrent validity test.

A  Aptitude tests

B  Physical ability tests

C  Work sample tests

D  Psychomotor tests

A  matching process.

B  marketing tool.

C  operating management responsibility.

D  public relations activity.

A  job analysis

B  realistic job preview

C  job specification

D  truth-in-hiring approach

A  dissatisfaction with how they are treated by their employers.

B  economic cycles that determine the profitability in an organization.

C  lack of performance-linked bonuses in organizations.

D  promotion of unionization by the federal government.

A  TRUE

B  FALSE

A  FALSE

B  TRUE

A  TRUE

B  FALSE

A  possession  of a commerical driver’s license.

B  a bachelor’s degree in any field.

C  basic literacy.

D  the ability to lift a minimum of fifty pounds.

A  Work process

B  Workflow analysis

C  Job process

D  Transfer of responsibility

A  An employer fires a supervisor who discriminates against a protected-class member.

B  A hospital demotes a radiology technician who has complained about ethnice discrimination.

C  A dismissed employee files a false complaint of discrimination with the EEOC.

D  The EEOC targets an employer with a history of unlawful discrimination.

A  all the duties of the job and whether they are essential or marginal according to the ADA.

B  the knowledge, skills, and abilities an individual needs to perform the job satisfactorily.

C  what the job accomplishes and how performance is measure in key areas of the job description.

D  the tasks, duties, and responsibilities of a job.

A  The web site for that particular professional or ocupational association.

B  e-mails to its current employees asking if they can recommend anyone in this specialty.

C  an internet job board such as Monster or HotJobs.

D  a posting on the employer’s own web site.

A  Most of the workload falls during the months betwen April and October.

B  The employer is a federal contractor and it is staffing up for a new contract.

C  The company has a high rate of turnover.

D  The organization needs to cut labor costs, and temporary workers would not receive benefits.

A  Disabilities Discrimination Act

B  Fair Labor Standards Act

C  Civil Rights Act

D  Americans with Disabilities Act

A  It requires employers to avoid making status-blind employment decisions.

B  It requires that employers show that there are instances of glass ceiling in their organizations.

C  It requires that employers show than an employment practice is job related for a position.

D  It requires employers to discourage the occurrence of affirmative actions in the work place.

A  a realistic job preview.

B  the result of negligent selection by the bank.

C  poor person-organization fit.

D  poor person-job fit.

A   task

B   job

C  responsibility

D  duty

A  wrongful discharge

B  deconstructive discharge

C  dysfunctional turnover

D  voluntary turnover

A  placement of advertisements.

B  face-to-face interviews with finalists.

C  preliminary screening of resumes.

D  initial telephone contacts with applicants.

A  applicant

B   selection

C  talent

D  labor

A  FALSE

B  TRUE