Final Exam

A  Situational interview.

B  Behavioral interview

C  Biographical interview

D  Non-directive interview

A  dues checkoff.

B  union security payments.

C  agency fee deduction.

D  electronic funds transfer.

A  Federal Labor-Management Conciliation Authority

B  the U.S. Justice Department

C  National Labor Relations Board

D  U.S. Department of Labor

A  problem-solving

B  positive discipline

C  behavior modification

D  progressive discipline

A  monitoring video cameras in the employee changing area.

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

C  monitoring employee blogs.

D  listening to employee phone conversations.

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 terminated.

B  a contract worker is accessing the computer.

C  new employees are hired.

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

A  human engineering

B  job restructuring

C  security

D  safety

A  Pay Equity Act.

B  Worker’s Compensation Act.

C  the Sarbanes-Oxley Act.

D  Federal Labor Standards Act.

A  commitment

B  paternalistic

C  the equity-based

D  entitlement

A  seniority increase.

B  across-the-board increase.

C  cost-of-living increase.

D  lump-sum increase

A  benchmark group

B  market band

C  occupational category

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  Vietnam Era Veterans Adjustment Assistance Act

B  Uniformed Service Employment and Re-employment Rights Act

C  Rehabilitation Act

D  Civil Rights Act

A  Predictability

B  Consistency

C  Test validity

D  Reliability

A  assessment center

B  panel interview

C  situational jugement test

D  work simulation

A  face-validity test.

B  synthetic validity test.

C  predictive validity test.

D  concurrent validity test.

A  Aptitude tests

B  Psychomotor tests

C  Work sample tests

D  Physical ability tests

A  public relations activity.

B  matching process.

C  operating management responsibility.

D  marketing tool.

A  job specification

B  realistic job preview

C  job analysis

D  truth-in-hiring approach

A  economic cycles that determine the profitability in an organization.

B  promotion of unionization by the federal government.

C  lack of performance-linked bonuses in organizations.

D  dissatisfaction with how they are treated by their employers.

A  FALSE

B  TRUE

A  FALSE

B  TRUE

A  TRUE

B  FALSE

A  a bachelor’s degree in any field.

B  the ability to lift a minimum of fifty pounds.

C  possession  of a commerical driver’s license.

D  basic literacy.

A  Workflow analysis

B  Job process

C  Work process

D  Transfer of responsibility

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  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  an internet job board such as Monster or HotJobs.

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

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

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

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

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

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  Disabilities Discrimination Act

C  Fair Labor Standards Act

D  Civil Rights Act

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

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

A  the result of negligent selection by the bank.

B  a realistic job preview.

C  poor person-organization fit.

D  poor person-job fit.

A   task

B  duty

C  responsibility

D   job

A  voluntary turnover

B  dysfunctional turnover

C  wrongful discharge

D  deconstructive discharge

A  face-to-face interviews with finalists.

B  placement of advertisements.

C  preliminary screening of resumes.

D  initial telephone contacts with applicants.

A   selection

B  applicant

C  talent

D  labor

A  FALSE

B  TRUE