Final Exam

A  Non-directive interview

B  Behavioral interview

C  Biographical interview

D  Situational interview.

A  union security payments.

B  electronic funds transfer.

C  agency fee deduction.

D  dues checkoff.

A  Federal Labor-Management Conciliation Authority

B  U.S. Department of Labor

C  the U.S. Justice Department

D  National Labor Relations Board

A  positive discipline

B  problem-solving

C  progressive discipline

D  behavior modification

A  listening to employee phone conversations.

B  monitoring employee blogs.

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

D  monitoring video cameras in the employee changing area.

A  the parties’ statutory rights

B  general job duties and expectations

C  compensation

D  the names of the parties to the contract

A  a contract worker is accessing the computer.

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

C  new employees are hired.

D  an employee is terminated.

A  job restructuring

B  safety

C  security

D  human engineering

A  Federal Labor Standards Act.

B  Pay Equity Act.

C  the Sarbanes-Oxley Act.

D  Worker’s Compensation Act.

A  commitment

B  entitlement

C  the equity-based

D  paternalistic

A  cost-of-living increase.

B  across-the-board increase.

C  seniority increase.

D  lump-sum increase

A  benchmark group

B  job family

C  market band

D  occupational category

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

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

A  Uniformed Service Employment and Re-employment Rights Act

B  Vietnam Era Veterans Adjustment Assistance Act

C  Rehabilitation Act

D  Civil Rights Act

A  Consistency

B  Test validity

C  Reliability

D  Predictability

A  panel interview

B  situational jugement test

C  assessment center

D  work simulation

A  predictive validity test.

B  face-validity test.

C  synthetic validity test.

D  concurrent validity test.

A  Aptitude tests

B  Work sample tests

C  Psychomotor tests

D  Physical ability tests

A  matching process.

B  operating management responsibility.

C  marketing tool.

D  public relations activity.

A  truth-in-hiring approach

B  job analysis

C  realistic job preview

D  job specification

A  economic cycles that determine the profitability in an organization.

B  dissatisfaction with how they are treated by their employers.

C  lack of performance-linked bonuses in organizations.

D  promotion of unionization by the federal government.

A  FALSE

B  TRUE

A  TRUE

B  FALSE

A  FALSE

B  TRUE

A  a bachelor’s degree in any field.

B  basic literacy.

C  possession  of a commerical driver’s license.

D  the ability to lift a minimum of fifty pounds.

A  Workflow analysis

B  Work process

C  Job process

D  Transfer of responsibility

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

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

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

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

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

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

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

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

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

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

C  an internet job board such as Monster or HotJobs.

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

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

B  The company has a high rate of turnover.

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

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

A  Americans with Disabilities Act

B  Civil Rights Act

C  Disabilities Discrimination Act

D  Fair Labor Standards Act

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

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

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

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

A  a realistic job preview.

B  poor person-job fit.

C  poor person-organization fit.

D  the result of negligent selection by the bank.

A  responsibility

B   task

C  duty

D   job

A  wrongful discharge

B  deconstructive discharge

C  dysfunctional turnover

D  voluntary turnover

A  initial telephone contacts with applicants.

B  placement of advertisements.

C  face-to-face interviews with finalists.

D  preliminary screening of resumes.

A  talent

B  labor

C   selection

D  applicant

A  FALSE

B  TRUE