Final Exam

A  Non-directive interview

B  Situational interview.

C  Behavioral interview

D  Biographical interview

A  union security payments.

B  electronic funds transfer.

C  dues checkoff.

D  agency fee deduction.

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  behavior modification

C  problem-solving

D  progressive discipline

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

B  monitoring video cameras in the employee changing area.

C  listening to employee phone conversations.

D  monitoring employee blogs.

A  compensation

B  general job duties and expectations

C  the names of the parties to the contract

D  the parties’ statutory rights

A  new employees are hired.

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

C  a contract worker is accessing the computer.

D  an employee is terminated.

A  job restructuring

B  security

C  safety

D  human engineering

A  Federal Labor Standards Act.

B  Worker’s Compensation Act.

C  the Sarbanes-Oxley Act.

D  Pay Equity Act.

A  entitlement

B  the equity-based

C  commitment

D  paternalistic

A  across-the-board increase.

B  lump-sum increase

C  cost-of-living increase.

D  seniority increase.

A  market band

B  benchmark group

C  job family

D  occupational category

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

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  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  Rehabilitation Act

B  Vietnam Era Veterans Adjustment Assistance Act

C  Civil Rights Act

D  Uniformed Service Employment and Re-employment Rights Act

A  Reliability

B  Consistency

C  Predictability

D  Test validity

A  panel interview

B  work simulation

C  situational jugement test

D  assessment center

A  predictive validity test.

B  concurrent validity test.

C  face-validity test.

D  synthetic validity test.

A  Aptitude tests

B  Work sample tests

C  Psychomotor tests

D  Physical ability tests

A  public relations activity.

B  marketing tool.

C  matching process.

D  operating management responsibility.

A  job analysis

B  truth-in-hiring approach

C  realistic job preview

D  job specification

A  lack of performance-linked bonuses in organizations.

B  dissatisfaction with how they are treated by their employers.

C  economic cycles that determine the profitability in an organization.

D  promotion of unionization by the federal government.

A  TRUE

B  FALSE

A  TRUE

B  FALSE

A  TRUE

B  FALSE

A  possession  of a commerical driver’s license.

B  a bachelor’s degree in any field.

C  the ability to lift a minimum of fifty pounds.

D  basic literacy.

A  Job process

B  Work process

C  Workflow analysis

D  Transfer of responsibility

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

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

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

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

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  the tasks, duties, and responsibilities of a job.

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

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

B  an internet job board such as Monster or HotJobs.

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

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

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

B  The company has a high rate of turnover.

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

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

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

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

A  the result of negligent selection by the bank.

B  poor person-organization fit.

C  a realistic job preview.

D  poor person-job fit.

A  duty

B   task

C  responsibility

D   job

A  deconstructive discharge

B  dysfunctional turnover

C  wrongful discharge

D  voluntary turnover

A  placement of advertisements.

B  initial telephone contacts with applicants.

C  face-to-face interviews with finalists.

D  preliminary screening of resumes.

A   selection

B  talent

C  applicant

D  labor

A  FALSE

B  TRUE