Final Exam

A  Situational interview.

B  Biographical interview

C  Behavioral interview

D  Non-directive interview

A  agency fee deduction.

B  dues checkoff.

C  union security payments.

D  electronic funds transfer.

A  U.S. Department of Labor

B  National Labor Relations Board

C  Federal Labor-Management Conciliation Authority

D  the U.S. Justice Department

A  positive discipline

B  problem-solving

C  behavior modification

D  progressive discipline

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

B  monitoring video cameras in the employee changing area.

C  listening to employee phone conversations.

D  monitoring employee blogs.

A  compensation

B  general job duties and expectations

C  the parties’ statutory rights

D  the names of the parties to the contract

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

B  a contract worker is accessing the computer.

C  an employee is terminated.

D  new employees are hired.

A  safety

B  human engineering

C  job restructuring

D  security

A  Federal Labor Standards Act.

B  Worker’s Compensation Act.

C  Pay Equity Act.

D  the Sarbanes-Oxley Act.

A  the equity-based

B  paternalistic

C  entitlement

D  commitment

A  seniority increase.

B  cost-of-living increase.

C  lump-sum increase

D  across-the-board increase.

A  market band

B  occupational category

C  benchmark group

D  job family

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

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

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

D  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?

A  Civil Rights Act

B  Rehabilitation Act

C  Vietnam Era Veterans Adjustment Assistance Act

D  Uniformed Service Employment and Re-employment Rights Act

A  Reliability

B  Consistency

C  Predictability

D  Test validity

A  situational jugement test

B  assessment center

C  work simulation

D  panel interview

A  concurrent validity test.

B  predictive validity test.

C  face-validity test.

D  synthetic validity test.

A  Aptitude tests

B  Physical ability tests

C  Work sample tests

D  Psychomotor tests

A  operating management responsibility.

B  marketing tool.

C  matching process.

D  public relations activity.

A  job specification

B  truth-in-hiring approach

C  realistic job preview

D  job analysis

A  promotion of unionization by the federal government.

B  dissatisfaction with how they are treated by their employers.

C  lack of performance-linked bonuses in organizations.

D  economic cycles that determine the profitability in an organization.

A  TRUE

B  FALSE

A  TRUE

B  FALSE

A  TRUE

B  FALSE

A  a bachelor’s degree in any field.

B  the ability to lift a minimum of fifty pounds.

C  basic literacy.

D  possession  of a commerical driver’s license.

A  Job process

B  Transfer of responsibility

C  Work process

D  Workflow analysis

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

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

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

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

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

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

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

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

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

D  an internet job board such as Monster or HotJobs.

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

B  The company has a high rate of turnover.

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

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

A  Fair Labor Standards Act

B  Civil Rights Act

C  Disabilities Discrimination Act

D  Americans with Disabilities Act

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

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

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

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

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  responsibility

C  duty

D   job

A  deconstructive discharge

B  dysfunctional turnover

C  wrongful discharge

D  voluntary turnover

A  placement of advertisements.

B  preliminary screening of resumes.

C  initial telephone contacts with applicants.

D  face-to-face interviews with finalists.

A   selection

B  talent

C  labor

D  applicant

A  TRUE

B  FALSE