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




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#51995 | Written in 18-Jul-2015

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