Final Exam

A  Behavioral interview

B  Situational interview.

C  Non-directive interview

D  Biographical interview

A  union security payments.

B  agency fee deduction.

C  dues checkoff.

D  electronic funds transfer.

A  U.S. Department of Labor

B  Federal Labor-Management Conciliation Authority

C  National Labor Relations Board

D  the U.S. Justice Department

A  behavior modification

B  progressive discipline

C  positive discipline

D  problem-solving

A  listening to employee phone conversations.

B  monitoring employee blogs.

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

D  monitoring video cameras in the employee changing area.

A  general job duties and expectations

B  the parties’ statutory rights

C  compensation

D  the names of the parties to the contract

A  an employee is terminated.

B  a contract worker is accessing the computer.

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

D  new employees are hired.

A  job restructuring

B  human engineering

C  safety

D  security

A  the Sarbanes-Oxley Act.

B  Pay Equity Act.

C  Federal Labor Standards Act.

D  Worker’s Compensation Act.

A  paternalistic

B  commitment

C  entitlement

D  the equity-based

A  cost-of-living increase.

B  across-the-board increase.

C  lump-sum increase

D  seniority increase.

A  job family

B  benchmark group

C  market band

D  occupational category

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

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

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  Vietnam Era Veterans Adjustment Assistance Act

C  Rehabilitation Act

D  Uniformed Service Employment and Re-employment Rights Act

A  Test validity

B  Consistency

C  Reliability

D  Predictability

A  work simulation

B  assessment center

C  situational jugement test

D  panel interview

A  synthetic validity test.

B  concurrent validity test.

C  predictive validity test.

D  face-validity test.

A  Physical ability tests

B  Psychomotor tests

C  Work sample tests

D  Aptitude tests

A  marketing tool.

B  public relations activity.

C  matching process.

D  operating management responsibility.

A  job analysis

B  truth-in-hiring approach

C  job specification

D  realistic job preview

A  lack of performance-linked bonuses in organizations.

B  dissatisfaction with how they are treated by their employers.

C  promotion of unionization by the federal government.

D  economic cycles that determine the profitability in an organization.

A  FALSE

B  TRUE

A  FALSE

B  TRUE

A  FALSE

B  TRUE

A  basic literacy.

B  a bachelor’s degree in any field.

C  possession  of a commerical driver’s license.

D  the ability to lift a minimum of fifty pounds.

A  Transfer of responsibility

B  Work process

C  Workflow analysis

D  Job process

A  A hospital demotes a radiology technician who has complained about ethnice 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  The EEOC targets an employer with a history of unlawful discrimination.

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

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

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

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

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

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

C  an internet job board such as Monster or HotJobs.

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

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  The company has a high rate of turnover.

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

A  Americans with Disabilities Act

B  Fair Labor Standards Act

C  Disabilities Discrimination Act

D  Civil Rights Act

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

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

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

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  poor person-organization fit.

C  poor person-job fit.

D  a realistic job preview.

A   task

B  responsibility

C   job

D  duty

A  wrongful discharge

B  dysfunctional turnover

C  deconstructive discharge

D  voluntary turnover

A  preliminary screening of resumes.

B  face-to-face interviews with finalists.

C  placement of advertisements.

D  initial telephone contacts with applicants.

A  labor

B  applicant

C   selection

D  talent

A  FALSE

B  TRUE