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Business Multiple Choice Questions




Question;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#46013 | Written in 18-Jul-2015

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