Strayer University HRM 300 Final Exam (pdf) | 2026/2027 |
Organizational Behavior Q&A | Business
1. Human resource management (HRM) is best defined as:
A) The process of hiring and firing employees
B) The use of individuals to achieve organizational success
C) The management of financial resources within an organization
D) The process of marketing products to consumers
Correct Answer: The use of individuals to achieve organizational success
Rationale: Human resource management is the use of individuals to achieve
organizational success. It involves planning, recruiting, training, developing,
and compensating employees to meet business needs and achieve
organizational objectives. HRM encompasses all activities related to
managing people in organizations.
2. Which of the following is NOT one of the four basic functions of HRM?
A) Staffing
B) Training and development
C) Motivation
D) Compliance
Correct Answer: Compliance
Rationale: The four basic functions of HRM are staffing, training and
development, motivation, and maintenance. Compliance is not one of the
four core functions; rather, it is an aspect that permeates all HRM activities
as organizations must comply with employment laws and regulations.
,3. The process by which managers design the components of an HRM system
to be consistent with each other and with the organization's strategy is
called:
A) Human resource planning
B) Strategic human resource management
C) Job analysis
D) Performance management
Correct Answer: Strategic human resource management
Rationale: Strategic HRM is the process by which managers design the
components of an HRM system to be consistent with each other, with other
elements of organizational architecture, and with the organization's strategy
and goals. This alignment ensures that HR practices support the
organization's strategic objectives.
4. Which of the following is a type of power in organizational behavior?
A) Legitimate power
B) Expert power
C) Referent power
D) All of the above
Correct Answer: All of the above
Rationale: The five bases of power are legitimate power (authority from
position), expert power (knowledge and expertise), coercive power (ability to
threaten or force), reward power (ability to provide rewards), and referent
power (power based on respect and admiration). All are important in
understanding organizational dynamics.
,5. According to French and Raven, expert and referent power typically result
in which consequence?
A) Resistance
B) Compliance
C) Commitment
D) Indifference
Correct Answer: Commitment
Rationale: Expert and referent power typically result in commitment from
followers. When leaders have expertise or are respected, followers are more
likely to internalize goals and be committed to the organization. Legitimate
and reward power result in compliance, while coercive power results in
resistance.
6. Leader-Member Exchange (LMX) theory focuses on:
A) The relationship between leaders and followers
B) The traits of effective leaders
C) The situational factors affecting leadership
D) The rewards and punishments used by leaders
Correct Answer: The relationship between leaders and followers
Rationale: LMX theory describes the relationship between leaders and
followers, where leaders develop in-groups and out-groups. Subordinates
with in-group status typically have higher performance ratings, less turnover,
and greater job satisfaction. LMX increases job satisfaction and job
performance.
7. A leadership style where the leader makes decisions alone is called:
, A) Democratic leadership
B) Laissez-faire leadership
C) Autocratic leadership
D) Transformational leadership
Correct Answer: Autocratic leadership
Rationale: Autocratic (directive) leadership is a style where leaders make
decisions alone without input from employees. Democratic (consultative)
leadership involves employee participation, and laissez-faire (free-reign)
leadership leaves employees alone to make decisions.
8. Transformational leadership is characterized by:
A) Rewards and punishments
B) Aligning employee goals with leader goals and bringing about change
C) Leaving employees alone to make decisions
D) Making decisions without employee input
Correct Answer: Aligning employee goals with leader goals and bringing
about change
Rationale: Transformational leadership is considered the most effective in
most cases. It involves aligning employee goals with leader goals, bringing
about change by noticing follower needs and concerns, and building trust.
Key factors include trust and the "3 I's" of charisma: individual consideration,
intellectual stimulation, and inspirational motivation.
9. Transactional leadership is primarily based on:
A) Trust and inspiration
Organizational Behavior Q&A | Business
1. Human resource management (HRM) is best defined as:
A) The process of hiring and firing employees
B) The use of individuals to achieve organizational success
C) The management of financial resources within an organization
D) The process of marketing products to consumers
Correct Answer: The use of individuals to achieve organizational success
Rationale: Human resource management is the use of individuals to achieve
organizational success. It involves planning, recruiting, training, developing,
and compensating employees to meet business needs and achieve
organizational objectives. HRM encompasses all activities related to
managing people in organizations.
2. Which of the following is NOT one of the four basic functions of HRM?
A) Staffing
B) Training and development
C) Motivation
D) Compliance
Correct Answer: Compliance
Rationale: The four basic functions of HRM are staffing, training and
development, motivation, and maintenance. Compliance is not one of the
four core functions; rather, it is an aspect that permeates all HRM activities
as organizations must comply with employment laws and regulations.
,3. The process by which managers design the components of an HRM system
to be consistent with each other and with the organization's strategy is
called:
A) Human resource planning
B) Strategic human resource management
C) Job analysis
D) Performance management
Correct Answer: Strategic human resource management
Rationale: Strategic HRM is the process by which managers design the
components of an HRM system to be consistent with each other, with other
elements of organizational architecture, and with the organization's strategy
and goals. This alignment ensures that HR practices support the
organization's strategic objectives.
4. Which of the following is a type of power in organizational behavior?
A) Legitimate power
B) Expert power
C) Referent power
D) All of the above
Correct Answer: All of the above
Rationale: The five bases of power are legitimate power (authority from
position), expert power (knowledge and expertise), coercive power (ability to
threaten or force), reward power (ability to provide rewards), and referent
power (power based on respect and admiration). All are important in
understanding organizational dynamics.
,5. According to French and Raven, expert and referent power typically result
in which consequence?
A) Resistance
B) Compliance
C) Commitment
D) Indifference
Correct Answer: Commitment
Rationale: Expert and referent power typically result in commitment from
followers. When leaders have expertise or are respected, followers are more
likely to internalize goals and be committed to the organization. Legitimate
and reward power result in compliance, while coercive power results in
resistance.
6. Leader-Member Exchange (LMX) theory focuses on:
A) The relationship between leaders and followers
B) The traits of effective leaders
C) The situational factors affecting leadership
D) The rewards and punishments used by leaders
Correct Answer: The relationship between leaders and followers
Rationale: LMX theory describes the relationship between leaders and
followers, where leaders develop in-groups and out-groups. Subordinates
with in-group status typically have higher performance ratings, less turnover,
and greater job satisfaction. LMX increases job satisfaction and job
performance.
7. A leadership style where the leader makes decisions alone is called:
, A) Democratic leadership
B) Laissez-faire leadership
C) Autocratic leadership
D) Transformational leadership
Correct Answer: Autocratic leadership
Rationale: Autocratic (directive) leadership is a style where leaders make
decisions alone without input from employees. Democratic (consultative)
leadership involves employee participation, and laissez-faire (free-reign)
leadership leaves employees alone to make decisions.
8. Transformational leadership is characterized by:
A) Rewards and punishments
B) Aligning employee goals with leader goals and bringing about change
C) Leaving employees alone to make decisions
D) Making decisions without employee input
Correct Answer: Aligning employee goals with leader goals and bringing
about change
Rationale: Transformational leadership is considered the most effective in
most cases. It involves aligning employee goals with leader goals, bringing
about change by noticing follower needs and concerns, and building trust.
Key factors include trust and the "3 I's" of charisma: individual consideration,
intellectual stimulation, and inspirational motivation.
9. Transactional leadership is primarily based on:
A) Trust and inspiration
