BUSI 342 EXAM 2

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Question 1 

  1. Lumina Corporation began      operations in 2015 with 4900 employees. During the first half of that      year, the company did not see any attrition. Profits were high, and the      training and orientation programs were efficient. New hiring continued at      a healthy pace and by mid-year, the employee strength of the company was      5000. However, in the second half of that year, 200 employees were laid      off, and no new hiring took place. The turnover rate at Lumina Corporation      in 2015 was _____.

 

a.

50%

 

b.

2%

 

c.

4%

 

d.

25%

2 points

Question 2 

  1. Insufficient pay is one of the      reasons that lead to employee turnover.

True

False

2 points

Question 3 

  1. Customer dissatisfaction is a      direct cost of absenteeism.

True

False

2 points

Question 4 

  1. The performance-reward linkage      described in the expectancy theory of motivation refers to employees’      beliefs that working harder will lead to better performance.

True

False

2 points

Question 5 

  1. Churn refers to the practice of      hiring _____.

 

a.

only those employees who   have more than five years of prior experience in a similar industry

 

b.

employees on a short-term   contract basis

 

c.

new employees while   laying off others

 

d.

through realistic job   previews

2 points

Question 6 

  1. Which of the following is the      first step in the process of managing retention?

 

a.

Management intervention

 

b.

Evaluation and follow up

 

c.

Measurement and   assessment

 

d.

Tracking of intervention   results

2 points

Question 7 

  1. A(n) _____ refers to the unwritten      expectations that both employees and employers have about the nature of      their work relationships.

 

a.

psychological contract

 

b.

non-compete agreement

 

c.

employment contract

 

d.

effort-performance   linkage

2 points

Question 8 

  1. Paid orientation time is a      training cost involved in turnover.

True

False

2 points

Question 9 

  1. _____ is the desire within a      person causing that individual to act.

 

a.

Motivation

 

b.

Attention

 

c.

Calibre

 

d.

Aptitude

2 points

Question 10 

  1. Which of the following is      considered to be a motivator by the motivator/hygiene theory?

 

a.

Salary

 

b.

Advancement

 

c.

Administration

 

d.

Company policy

2 points

Question 11 

  1. A passive job seeker is one      who _____.

 

a.

is an employed individual   who is not satisfied with his or her current job

 

b.

conducts a haphazard and   unplanned job search

 

c.

seeks a job merely   because it is a requirement of receiving unemployment compensation

 

d.

has a good job and is not   actively looking to change jobs

2 points

Question 12 

  1. Edison Inc., an electrical utility      company, is moving from using only traditional sources of electricity to      promoting the use of solar and wind power. It is one of the first      utilities in the country to move heavily to solar and wind-generated      electricity. Which of the following steps should the HR director take in      order to cope with these new technologies at Edison Inc.?

 

a.

Focus on training and   development to generate internal candidates for all the new positions at the   utility

 

b.

Avoid including specific   designations such as EEO/M-F/AA/ADA in the job advertisements

 

c.

Plan to do more extensive   external recruiting for technical and engineering positions

 

d.

Highlight terms such as   “young and enthusiastic” and “ journeyman lineman” in their official Web   sites

2 points

Question 13 

  1. An organization with a strong      union has a higher probability of having less flexibility than a nonunion      company in deciding who will be hired and where a newly hired person will      be placed.

True

False

2 points

Question 14 

  1. Employment agencies typically have      their own workforce, which they supply by contract to employers with jobs.

True

False

2 points

Question 15 

  1. Priam Designs Inc. is recruiting      fashion designers through LinkedIn. This recruiting mode typically      provides direct access to the _____.

 

a.

applicant population

 

b.

entire pool of eligible   candidates

 

c.

entire labor market

 

d.

applicant pool

2 points

Question 16 

  1. The _____ pool consists of all persons      who are actually evaluated for selection.

 

a.

selection

 

b.

labor

 

c.

talent

 

d.

applicant

2 points

Question 17 

  1. The process of generating a pool      of qualified applicants for organizational jobs is called _____.

 

a.

summoning

 

b.

requisitioning

 

c.

pre-screening

 

d.

recruiting

2 points

Question 18 

  1. Niche job sites are more useful      for recruiting applicants with specific technical skills than are general      job boards.

True

False

2 points

Question 19 

  1. Which of the following statements      is true about good recruiting efforts?

 

a.

Wording about specific   designations such as EEO/M-F/AA/ADA in employment advertisements would be   considered illegal.

 

b.

A salon that advertises   job openings for “young and enthusiastic” employees would be considered   impartial.

 

c.

Advertising job openings   for “exercise boys” for a race track would be considered legal terminology.

 

d.

If a disparate impact   exists between an employer’s workforce and the relevant labor markets, then   the employer is required by law to expand its external recruiting efforts.

2 points

Question 20 

  1. Contingency firms charge a client      a set fee whether or not the contracted search is successful.

True

False

2 points

Question 21 

  1. Listening responses such as      mirroring and echoing may backfire for managers doing job interviews      because these responses give feedback to the applicant.

True

False

2 points

Question 22 

  1. For the position of firefighter in      Redville, the physical requirements are rigorous and the selection process      involves many ability tests. Mark has a hearing impairment. This      impairment alone caused him to be disqualified, even though Mark passed      all the other physical tests and pencil-and-paper tests that were      conducted earlier. This is an example of _____.

 

a.

the multiple hurdles   approach of combining predictors

 

b.

the compensatory approach   to selection

 

c.

discrimination under the   ADA

 

d.

poor person/organization   fit

2 points

Question 23 

  1. In selection, validity refers to _____.

 

a.

the correlation between a   predictor and job performance

 

b.

the applicant achieving   approximately the same score in a test-retest situation

 

c.

the strength of the   correlation between a test score and a predictor

 

d.

the consistency with   which the predictor actually tests the desired construct

2 points

Question 24 

  1. Voltra Inc. is planning to fill a      number of openings for entry-level professionals. The selection process is      quite extensive and includes several levels of individual interviews,      panel interviews, psychological tests, and general ability tests. Much of      the interview time is spent on the applicant’s philosophy of life and      work. Voltra is highly concerned about _____.

 

a.

person/organization fit

 

b.

complying with EEO and   ADA requirements

 

c.

matching the person to   the job

 

d.

defining who is an   applicant

2 points

Question 25 

  1. Ability, intelligence, and      conscientiousness are all examples of _____.

 

a.

soft skills

 

b.

predictors of selection   criteria

 

c.

elements of job   performance

 

d.

selection criteria

2 points

Question 26 

  1. In the _____ approach for      combining predictors, a minimum cutoff score is set on each predictor, and      to be considered, each minimum level must be “passed.”

 

a.

matching

 

b.

multiple hurdles

 

c.

compensatory

 

d.

universal predictor

2 points

Question 27 

  1. “Aaron might not be the sharpest      person I know, since his cognitive scores are pretty low. But he showed      wonderful interpersonal skills with guests in our simulations. I suggest      that we hire him, and give him some intense training on our desk      procedures.” This is an example of the compensatory approach to combining      predictors of work performance.

True

False

2 points

Question 28 

  1. Which of the following types of      selection interviews is unstructured?

 

a.

Situational interview

 

b.

Competency interview

 

c.

Behavioral interview

 

d.

Nondirective interview

2 points

Question 29 

  1. Which of the following occurs when      interviewers favor or select people whom they believe to be like      themselves on the basis of a variety of personal factors?

 

a.

Halo effect

 

b.

First impression error

 

c.

Cultural noise

 

d.

Similarity bias

2 points

Question 30 

  1. The _____ of a test is the extent      to which a predictor repeatedly produces the same results over time.

 

a.

test validity

 

b.

reliability

 

c.

predictability

 

d.

consistency

2 points

Question 31 

  1. The “cognitive” component of      intercultural competence is the person’s _____.

 

a.

ability to connect with   foreigners on an emotional level

 

b.

level of sensitivity to   cultural issues

 

c.

ability to handle the   emotional stress of an overseas assignment

 

d.

knowledge about a foreign   culture

2 points

Question 32 

  1. Organizations must continually      train their current employees because of _____.

 

a.

the lack of competition   from businesses in low labor cost countries

 

b.

low involuntary turnover   rates of U.S. employees

 

c.

rapid technological   innovation

 

d.

the need to increase the   rate of attrition

2 points

Question 33 

  1. Active practice occurs when      trainees perform job-related tasks and duties during training.

True

False

2 points

Question 34 

  1. Jeanne is 54 years old. She had      worked as a medical research librarian for ten years before quitting in      her late forties. She wants to re-enter the workforce. However, she is      worried about applying for an open position at the library she was      previosly working at because of the major changes in information      technology that have taken place in library management. She also feels      intimidated by computers. The HR director of the library feels Jeanne is      highly qualified for the position in question. Given this scenario, what      would be the main barrier to her learning the job tasks?

 

a.

Jeanne’s low sense of   self-efficacy regarding the use of computer technology

 

b.

Jeane’s low motivation   levels as she wants to get into a new career

 

c.

The fact that Jeanne   won’t see the benefits of learning the library’s computer system

 

d.

The fact that Jeanne may   not have the ability to learn the library’s computer system even with training

2 points

Question 35 

  1. Ideally, training should be viewed      tactically rather than strategically.

True

False

2 points

Question 36 

  1. A gap analysis identifies the      difference between what an individual employee knows and what the employee      should know in order to perform the job satisfactorily.

True

False

2 points

Question 37 

  1. Unions view cross training      unfavorably primarily because _____.

 

a.

it reduces effective   wages per hour

 

b.

it adds supervisory roles   to part-time employees’ duties

 

c.

it increases worker   productivity, and thus threatens job security

 

d.

it threatens job   jurisdiction

2 points

Question 38 

  1. In contrast to informal training,      which is planned, on-the-job training should occur spontaneously.

True

False

2 points

Question 39 

  1. Which of the following is a      disadvantage of the on-the-job training (OJT)?

 

a.

External firms are   typically used for training purposes.

 

b.

It is the least flexible   of all the available modes of employee training.

 

c.

It is more expensive than   classroom training.

 

d.

Incorrect information   from the supervisor can be transferred to the trainees.

2 points

Question 40 

  1. EarthShapers Inc., a manufacturer      of heavy construction equipments based in U.S.A., maintains large sales and      support operations overseas. Before sending new employees to its      operations in Japan, it requires the employees to take courses in Japanese      history and culture so that they can adjust more easily to living in      Japan. This training focuses on the _____ component of international      competence training.

 

a.

cognitive

 

b.

conceptual

 

c.

behavioral

 

d.

emotional

 
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