Final Exam

A  Situational interview.

B  Behavioral interview

C  Biographical interview

D  Non-directive interview

A  agency fee deduction.

B  dues checkoff.

C  union security payments.

D  electronic funds transfer.

A  National Labor Relations Board

B  Federal Labor-Management Conciliation Authority

C  the U.S. Justice Department

D  U.S. Department of Labor

A  progressive discipline

B  behavior modification

C  problem-solving

D  positive discipline

A  monitoring video cameras in the employee changing area.

B  monitoring employee blogs.

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

D  listening to employee phone conversations.

A  general job duties and expectations

B  the names of the parties to the contract

C  the parties’ statutory rights

D  compensation

A  new employees are hired.

B  a contract worker is accessing the computer.

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

D  an employee is terminated.

A  safety

B  human engineering

C  job restructuring

D  security

A  the Sarbanes-Oxley Act.

B  Pay Equity Act.

C  Worker’s Compensation Act.

D  Federal Labor Standards Act.

A  paternalistic

B  the equity-based

C  commitment

D  entitlement

A  cost-of-living increase.

B  lump-sum increase

C  across-the-board increase.

D  seniority increase.

A  job family

B  occupational category

C  market band

D  benchmark group

A  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?

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

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

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  Civil Rights Act

B  Vietnam Era Veterans Adjustment Assistance Act

C  Rehabilitation Act

D  Uniformed Service Employment and Re-employment Rights Act

A  Test validity

B  Predictability

C  Consistency

D  Reliability

A  panel interview

B  situational jugement test

C  assessment center

D  work simulation

A  concurrent validity test.

B  predictive validity test.

C  face-validity test.

D  synthetic validity test.

A  Psychomotor tests

B  Aptitude tests

C  Physical ability tests

D  Work sample tests

A  operating management responsibility.

B  matching process.

C  public relations activity.

D  marketing tool.

A  realistic job preview

B  job specification

C  job analysis

D  truth-in-hiring approach

A  promotion of unionization by the federal government.

B  economic cycles that determine the profitability in an organization.

C  lack of performance-linked bonuses in organizations.

D  dissatisfaction with how they are treated by their employers.

A  FALSE

B  TRUE

A  TRUE

B  FALSE

A  TRUE

B  FALSE

A  the ability to lift a minimum of fifty pounds.

B  basic literacy.

C  possession  of a commerical driver’s license.

D  a bachelor’s degree in any field.

A  Workflow analysis

B  Transfer of responsibility

C  Work process

D  Job process

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

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

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

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

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

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

A  Civil Rights Act

B  Fair Labor Standards Act

C  Disabilities Discrimination Act

D  Americans with Disabilities Act

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

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

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

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

A  poor person-organization fit.

B  the result of negligent selection by the bank.

C  a realistic job preview.

D  poor person-job fit.

A  responsibility

B   task

C   job

D  duty

A  dysfunctional turnover

B  wrongful discharge

C  voluntary turnover

D  deconstructive discharge

A  preliminary screening of resumes.

B  placement of advertisements.

C  initial telephone contacts with applicants.

D  face-to-face interviews with finalists.

A  labor

B  talent

C   selection

D  applicant

A  FALSE

B  TRUE