Final Exam

A  Situational interview.

B  Behavioral interview

C  Biographical interview

D  Non-directive interview

A  dues checkoff.

B  agency fee deduction.

C  union security payments.

D  electronic funds transfer.

A  National Labor Relations Board

B  Federal Labor-Management Conciliation Authority

C  U.S. Department of Labor

D  the U.S. Justice Department

A  behavior modification

B  progressive discipline

C  problem-solving

D  positive discipline

A  listening to employee phone conversations.

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

C  monitoring video cameras in the employee changing area.

D  monitoring employee blogs.

A  compensation

B  the names of the parties to the contract

C  general job duties and expectations

D  the parties’ statutory rights

A  an employee is terminated.

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

C  new employees are hired.

D  a contract worker is accessing the computer.

A  human engineering

B  security

C  safety

D  job restructuring

A  Federal Labor Standards Act.

B  Pay Equity Act.

C  the Sarbanes-Oxley Act.

D  Worker’s Compensation Act.

A  entitlement

B  paternalistic

C  the equity-based

D  commitment

A  cost-of-living increase.

B  seniority increase.

C  across-the-board increase.

D  lump-sum increase

A  market band

B  benchmark group

C  occupational category

D  job family

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

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

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  Civil Rights Act

D  Rehabilitation Act

A  Predictability

B  Test validity

C  Consistency

D  Reliability

A  situational jugement test

B  panel interview

C  work simulation

D  assessment center

A  concurrent validity test.

B  predictive validity test.

C  face-validity test.

D  synthetic validity test.

A  Work sample tests

B  Aptitude tests

C  Physical ability tests

D  Psychomotor tests

A  operating management responsibility.

B  matching process.

C  public relations activity.

D  marketing tool.

A  job specification

B  realistic job preview

C  truth-in-hiring approach

D  job analysis

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  TRUE

B  FALSE

A  FALSE

B  TRUE

A  the ability to lift a minimum of fifty pounds.

B  a bachelor’s degree in any field.

C  basic literacy.

D  possession  of a commerical driver’s license.

A  Work process

B  Transfer of responsibility

C  Job process

D  Workflow analysis

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

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

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

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

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

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

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

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

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

B  an internet job board such as Monster or HotJobs.

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

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

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

D  The company has a high rate of turnover.

A  Americans with Disabilities Act

B  Civil Rights Act

C  Fair Labor Standards Act

D  Disabilities Discrimination Act

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

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

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

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

A  poor person-job fit.

B  a realistic job preview.

C  the result of negligent selection by the bank.

D  poor person-organization fit.

A  responsibility

B  duty

C   job

D   task

A  voluntary turnover

B  deconstructive discharge

C  dysfunctional turnover

D  wrongful discharge

A  preliminary screening of resumes.

B  placement of advertisements.

C  face-to-face interviews with finalists.

D  initial telephone contacts with applicants.

A  talent

B  labor

C  applicant

D   selection

A  TRUE

B  FALSE