Final Exam

A  Non-directive interview

B  Situational interview.

C  Behavioral interview

D  Biographical interview

A  dues checkoff.

B  agency fee deduction.

C  electronic funds transfer.

D  union security payments.

A  U.S. Department of Labor

B  the U.S. Justice Department

C  National Labor Relations Board

D  Federal Labor-Management Conciliation Authority

A  problem-solving

B  progressive discipline

C  positive discipline

D  behavior modification

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

B  monitoring employee blogs.

C  monitoring video cameras in the employee changing area.

D  listening to employee phone conversations.

A  the names of the parties to the contract

B  compensation

C  general job duties and expectations

D  the parties’ statutory rights

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  human engineering

B  job restructuring

C  security

D  safety

A  the Sarbanes-Oxley Act.

B  Pay Equity Act.

C  Federal Labor Standards Act.

D  Worker’s Compensation Act.

A  entitlement

B  commitment

C  paternalistic

D  the equity-based

A  cost-of-living increase.

B  across-the-board increase.

C  seniority increase.

D  lump-sum increase

A  job family

B  occupational category

C  market band

D  benchmark group

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  Uniformed Service Employment and Re-employment Rights Act

B  Civil Rights Act

C  Rehabilitation Act

D  Vietnam Era Veterans Adjustment Assistance Act

A  Test validity

B  Predictability

C  Consistency

D  Reliability

A  panel interview

B  assessment center

C  situational jugement test

D  work simulation

A  synthetic validity test.

B  face-validity test.

C  concurrent validity test.

D  predictive validity test.

A  Work sample tests

B  Psychomotor tests

C  Aptitude tests

D  Physical ability tests

A  marketing tool.

B  operating management responsibility.

C  public relations activity.

D  matching process.

A  job specification

B  realistic job preview

C  job analysis

D  truth-in-hiring approach

A  promotion of unionization by the federal government.

B  lack of performance-linked bonuses in organizations.

C  economic cycles that determine the profitability in an organization.

D  dissatisfaction with how they are treated by their employers.

A  TRUE

B  FALSE

A  FALSE

B  TRUE

A  TRUE

B  FALSE

A  basic literacy.

B  the ability to lift a minimum of fifty pounds.

C  possession  of a commerical driver’s license.

D  a bachelor’s degree in any field.

A  Transfer of responsibility

B  Job process

C  Workflow analysis

D  Work process

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

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

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

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

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

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

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

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

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

B  an internet job board such as Monster or HotJobs.

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 company has a high rate of turnover.

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

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  Disabilities Discrimination Act

B  Civil Rights Act

C  Americans with Disabilities Act

D  Fair Labor Standards Act

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

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

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

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

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   task

B   job

C  duty

D  responsibility

A  wrongful discharge

B  dysfunctional turnover

C  deconstructive discharge

D  voluntary turnover

A  face-to-face interviews with finalists.

B  placement of advertisements.

C  initial telephone contacts with applicants.

D  preliminary screening of resumes.

A  labor

B  talent

C   selection

D  applicant

A  FALSE

B  TRUE