ELITE COMPREHENSIVE
INTRODUCTION TO MANAGEMENT EXAMINATION 2
Foundations of Modern Management, Leadership and
Organizational Effectiveness
SPRING SEMESTER EXAMINATION MAY 2O26
Characteristics of good training
Clarify objectives
Maximize similarity between the training and the job
Convey general principles
Provide variety of examples
Provide practice and feedback
Use questions to guide attention and encourage active thought
Development options
Education
Assessment and feedback
Work experiences
,Relationships
Managers as teachers
-explain basic concepts (TELL)
-demonstrate performance (SHOW)
-solicit practice (WATCH)
-provide constructive feedback (ENCOURAGE)
-repeat as necessary
Appraisal
Evaluating employee performance relative to standards
Objective measures eg. Number of units sold, (best)
Subjective ratings
Graphic rating scale (worst)
BOS (behavioral observation scale, rate person based off observations), BARS
(better)
EEOC
Equal Employment Opportunity Commission, Enforces laws to prevent unfair
treatment on the job due to sex, race, color, religion, national origin, disability, or
age.
, BFQQ
Bona Fide Occupational Qualification
An exception in employment law that permits sex, age, religion to be used when
making employment decisions, but only if they are reasonably necessary to the
normal operation of that business
Guidelines for effective interviews
i. Planning the Interview
1. Identify and define the knowledge, skills, abilities, and other (KSAO)
characteristics needed for successful job performance
2. For each essential KSAO, develop key behavioral questions that will elicit
examples of past accomplishments, activities, and performance
3. For each KSAO, develop a list of things to look for in the applicant's responses to
key questions
ii. Conducting the Interview
1. Create a relaxed, non-stressful interview atmosphere
2. Review the applicant's application form, resume, and other information
3. Allocate enough time to complete the interview without interruption
4. Put the applicant at ease; don't jump right into heavy questioning
5. Tell the applicant what to expect. Explain the interview process
6. Obtain job-related information from the applicant by asking those questions
prepared for each KSAO
7. Describe the job and the organization to the applicant. Applicants need
adequate information to make a selection decision about the organization
INTRODUCTION TO MANAGEMENT EXAMINATION 2
Foundations of Modern Management, Leadership and
Organizational Effectiveness
SPRING SEMESTER EXAMINATION MAY 2O26
Characteristics of good training
Clarify objectives
Maximize similarity between the training and the job
Convey general principles
Provide variety of examples
Provide practice and feedback
Use questions to guide attention and encourage active thought
Development options
Education
Assessment and feedback
Work experiences
,Relationships
Managers as teachers
-explain basic concepts (TELL)
-demonstrate performance (SHOW)
-solicit practice (WATCH)
-provide constructive feedback (ENCOURAGE)
-repeat as necessary
Appraisal
Evaluating employee performance relative to standards
Objective measures eg. Number of units sold, (best)
Subjective ratings
Graphic rating scale (worst)
BOS (behavioral observation scale, rate person based off observations), BARS
(better)
EEOC
Equal Employment Opportunity Commission, Enforces laws to prevent unfair
treatment on the job due to sex, race, color, religion, national origin, disability, or
age.
, BFQQ
Bona Fide Occupational Qualification
An exception in employment law that permits sex, age, religion to be used when
making employment decisions, but only if they are reasonably necessary to the
normal operation of that business
Guidelines for effective interviews
i. Planning the Interview
1. Identify and define the knowledge, skills, abilities, and other (KSAO)
characteristics needed for successful job performance
2. For each essential KSAO, develop key behavioral questions that will elicit
examples of past accomplishments, activities, and performance
3. For each KSAO, develop a list of things to look for in the applicant's responses to
key questions
ii. Conducting the Interview
1. Create a relaxed, non-stressful interview atmosphere
2. Review the applicant's application form, resume, and other information
3. Allocate enough time to complete the interview without interruption
4. Put the applicant at ease; don't jump right into heavy questioning
5. Tell the applicant what to expect. Explain the interview process
6. Obtain job-related information from the applicant by asking those questions
prepared for each KSAO
7. Describe the job and the organization to the applicant. Applicants need
adequate information to make a selection decision about the organization
