Final Exam

A  Behavioral interview

B  Situational interview.

C  Non-directive 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  National Labor Relations Board

C  Federal Labor-Management Conciliation Authority

D  the U.S. Justice Department

A  positive discipline

B  progressive discipline

C  problem-solving

D  behavior modification

A  monitoring employee blogs.

B  monitoring video cameras in the employee changing area.

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

D  listening to employee phone conversations.

A  compensation

B  the parties’ statutory rights

C  general job duties and expectations

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  security

C  human engineering

D  job restructuring

A  the Sarbanes-Oxley Act.

B  Worker’s Compensation Act.

C  Pay Equity Act.

D  Federal Labor Standards Act.

A  paternalistic

B  entitlement

C  commitment

D  the equity-based

A  seniority increase.

B  cost-of-living increase.

C  across-the-board increase.

D  lump-sum increase

A  benchmark group

B  occupational category

C  job family

D  market band

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  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?

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

A  Vietnam Era Veterans Adjustment Assistance Act

B  Civil Rights Act

C  Rehabilitation Act

D  Uniformed Service Employment and Re-employment Rights Act

A  Predictability

B  Reliability

C  Test validity

D  Consistency

A  situational jugement test

B  panel interview

C  assessment center

D  work simulation

A  synthetic validity test.

B  face-validity test.

C  predictive validity test.

D  concurrent validity test.

A  Psychomotor tests

B  Aptitude tests

C  Work sample tests

D  Physical ability tests

A  matching process.

B  operating management responsibility.

C  marketing tool.

D  public relations activity.

A  job analysis

B  job specification

C  truth-in-hiring approach

D  realistic job preview

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  possession  of a commerical driver’s license.

C  a bachelor’s degree in any field.

D  basic literacy.

A  Transfer of responsibility

B  Workflow analysis

C  Work process

D  Job process

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

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

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

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

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  an internet job board such as Monster or HotJobs.

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  a posting on the employer’s own web site.

A  The company has a high rate of turnover.

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

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

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

A  Civil Rights Act

B  Americans with Disabilities Act

C  Fair Labor Standards Act

D  Disabilities Discrimination 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 avoid making status-blind employment decisions.

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

A  poor person-organization fit.

B  poor person-job fit.

C  a realistic job preview.

D  the result of negligent selection by the bank.

A   job

B  duty

C   task

D  responsibility

A  voluntary turnover

B  dysfunctional turnover

C  deconstructive discharge

D  wrongful discharge

A  face-to-face interviews with finalists.

B  preliminary screening of resumes.

C  placement of advertisements.

D  initial telephone contacts with applicants.

A  talent

B  labor

C   selection

D  applicant

A  TRUE

B  FALSE