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(TCO 1) Celeste spends most of her time at work establishing goals for her staff....

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Question 1.1. (TCO 1) Celeste spends most of her time at work establishing goals for her staff of 50 employees and developing procedures for various tasks. In which function of the management process does Celeste spend most of her time? (Points: 5);Leading;Controlling;Organizing;Planning;Question 2.2. (TCO 1) Sweet Leaf Tea, a Texas-based maker of bottled iced tea, is a small but fast-growing firm that has gained a loyal following for its use of fresh, organic ingredients in its beverages. Although beverage industry experts recommended that Sweet Leaf replace the organic cane sugar and honey it uses with less costly high-fructose corn syrup, Sweet Leaf refused because of the company's mission to provide a high-quality, organic beverage to consumers. The 11-year-old company has 50 employees, and its products are available in 30% of the U.S. market. Sweet Leaf Tea recently received multimillion dollar investments that will enable the business to expand its national presence.;Which of the following, if true, best supports the idea that Sweet Leaf Tea has implemented a competitive strategy of differentiation? (Points: 5);New Sweet Leaf Tea customers are initially attracted to the unique labels and logo on the bottles.;Loyal customers of Sweet Leaf Tea seek products that are U.S. Department of Agriculture-certified organic despite the associated higher costs.;Other brands of bottled iced tea compete with Sweet Leaf Tea by offering new flavors at competitive prices.;Sweet Leaf Tea sells both lemonade and teas in a variety of flavors that appeal to consumers of all ages.;Question 3.3. (TCO 2) The four major areas of human resource management are (Points: 5);training, development, legal, and outsourcing.;training, development, IRS, and benefits.;employment, training and development, compensation and benefits, and employee relations.;hiring, firing, promoting, and training.;Question 4.4. (TCO 2) Which of the following refers to an analysis by which an organization measures where it currently stands and determines what it has to accomplish to improve its HR functions? (Points: 5);HR methodology;HR benchmark;HR checklist;HR audit;Question 5.5. (TCO 3) Which of the following best defines termination at will? (Points: 5);Employees can refuse to collaborate with specific coworkers for personal reasons.;Either the employer or the employee can end the employment relationship at anytime.;Employers can deny employees' requests for vacation and leave for any reason.;Customers can end relationships with service providers for any reason at anytime.;Question 6.6. (TCO 3) A company used a personality test to select job candidates for customer service positions. There were 40 male candidates and 20 female candidates. It appeared that 30 men passed the personality test and five women passed the personality test. Was there evidence of disparate impact against female candidates with this personality test? (Points: 5);No, because this is an example of disparate treatment.;No, because a passing rate of 25% (5/20) for the female candidates is fairly good.;Yes, because the passing rate of the female candidates (25%) is less than 80% of the passing rate of the male candidates (75%).;Yes, because the passing rate of the female candidates can?t be determined.;Question 7.7. (TCO 4) Which of the following lists of reasons for being terminated consists of all exceptions to the employment at will policy? (Points: 5);Whistle-blowing, pregnancy, reduction in force;Pregnancy, armed forces deployment, a pilot who turns age 70;Armed forces deployment, whistle-blowing, an 18-month jury duty;Whistle-blowing, being convicted of DUI, armed forces deployment;Pregnancy, being hospitalized for 6 months, armed forces deployment;Question 8.8. (TCO 4) Which of the following would least likely foster diversity in the workplace? (Points: 5);Changing the culture through diversity training education programs;Appointing a small group of minorities to high-profile positions;Recruiting minority members to the board of directors;Using metrics to evaluate diversity programs;Question 9.9. (TCO 5) Pick the list that only includes methods of job analysis. (Points: 5);Diary, walk-about, questionnaire, interviews;Questionnaire, restructuring, interviews, focus groups;Diary, questionnaire, technical conference;Focus groups, reduction in force, interviews;Walk-about, focus groups, interviews;Question 10.10. (TCO 5) Leona has gathered job analysis data with a structured questionnaire for managerial jobs in remote locations of her firm. Exit interviews have produced comments such as, "You should have told me what was really expected." She wants to use an additional collection technique to avoid misrepresentation in job descriptions. Leona's boss told her, "Be thorough. Job analysis time and cost are nothing compared to the cost of replacing these managers." Which method should she use? (Points: 5);Individual interview;Technical conference;Diary;Gap analysis;Question 11.11. (TCO 6) When using either a trend analysis or a ratio analysis, it is assumed that _____ will remain the same. (Points: 5);staffing levels;currency rates;productivity levels;recruitment plans;Question 12.12. (TCO 6) Which is not a constraint on recruiting efforts? (Points: 5);Job attractiveness;Recruiting costs;State influence;Organization image;Question 13.13. (TCO 7) Which is the difference between a conditional job offer and a permanent job offer? (Points: 5);The conditional job offer is made when employment tests are passed. The permanent job offer is made when background checks are passed.;The conditional job offer is made by the recruiter. The permanent job offer is made by the interviewer.;The conditional job offer is made after salary is set. The permanent job offer is based on performance expectations before salary is set.;Conditional job offers are made to hourly workers. Permanent job offers are made to salaried workers.;The conditional job offer is made before the initial screening. The permanent job offer is made after medical requirements are met.;Question 14.14. (TCO 7) Why are performance simulation tests used more often today instead of written tests in the selection process? (Points: 5);Employment tests are more expensive than performance simulation tests.;It is easier to train an interviewer to administer a performance simulation test than an employment test.;Performance simulation tests more easily meet the criteria of job relatedness because they evaluate actual job behaviors.;Employment tests are conducted after hiring decisions are made, not during the selection process

 

Paper#18891 | Written in 18-Jul-2015

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