Intro to Management MGMT 2100 Final
Exam Questions With Correct Answers
People |Centered |Practices |- |CORRECT |ANSWER✔✔-protection |of |job |security, |rigorous |hiring |
process, |employee |empowerment, |compensation |linked |to |performance, |comprehensive |
training, |reduction |of |status |differences, |sharing |of |key |information
General |model |of |HR |- |CORRECT |ANSWER✔✔-centered |around |desired |performance
What |is |the |#1 |place |people |are |searching |for |jobs? |- |CORRECT |ANSWER✔✔-Corporate |
websites
What |is |the |#1 |place |people |are |getting |jobs? |- |CORRECT |ANSWER✔✔-Referrals
Job |analysis |- |CORRECT |ANSWER✔✔-a |purposeful, |systematic |process |for |collecting |
information |on |the |important |work-related |aspects |of |a |job
Recruiting |tips |- |CORRECT |ANSWER✔✔-Use |social |networks |of |existing |employees |and |friends
Use |personal |contact
Target, |target, |target
Carefully |proofread |all |ads
Structured |interview |- |CORRECT |ANSWER✔✔-standardized |set |of |job-related |questions
unstructured |interview |- |CORRECT |ANSWER✔✔-An |interview |in |which |the |question-answer |
sequence |is |spontaneous, |open-ended, |and |flexible.
,Characteristics |of |good |training |- |CORRECT |ANSWER✔✔-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 |- |CORRECT |ANSWER✔✔-Education
Assessment |and |feedback
Work |experiences
Relationships
Managers |as |teachers |- |CORRECT |ANSWER✔✔--explain |basic |concepts |(TELL)
-demonstrate |performance |(SHOW)
-solicit |practice |(WATCH)
-provide |constructive |feedback |(ENCOURAGE)
-repeat |as |necessary
Appraisal |- |CORRECT |ANSWER✔✔-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 |- |CORRECT |ANSWER✔✔-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 |- |CORRECT |ANSWER✔✔-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 |- |CORRECT |ANSWER✔✔-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
iii. |After |the |Interview
1. |Immediately |after |the |interview, |review |your |notes |and |make |sure |they |are |complete |
2. |Evaluate |the |applicant |on |each |essential |KSAO
Exam Questions With Correct Answers
People |Centered |Practices |- |CORRECT |ANSWER✔✔-protection |of |job |security, |rigorous |hiring |
process, |employee |empowerment, |compensation |linked |to |performance, |comprehensive |
training, |reduction |of |status |differences, |sharing |of |key |information
General |model |of |HR |- |CORRECT |ANSWER✔✔-centered |around |desired |performance
What |is |the |#1 |place |people |are |searching |for |jobs? |- |CORRECT |ANSWER✔✔-Corporate |
websites
What |is |the |#1 |place |people |are |getting |jobs? |- |CORRECT |ANSWER✔✔-Referrals
Job |analysis |- |CORRECT |ANSWER✔✔-a |purposeful, |systematic |process |for |collecting |
information |on |the |important |work-related |aspects |of |a |job
Recruiting |tips |- |CORRECT |ANSWER✔✔-Use |social |networks |of |existing |employees |and |friends
Use |personal |contact
Target, |target, |target
Carefully |proofread |all |ads
Structured |interview |- |CORRECT |ANSWER✔✔-standardized |set |of |job-related |questions
unstructured |interview |- |CORRECT |ANSWER✔✔-An |interview |in |which |the |question-answer |
sequence |is |spontaneous, |open-ended, |and |flexible.
,Characteristics |of |good |training |- |CORRECT |ANSWER✔✔-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 |- |CORRECT |ANSWER✔✔-Education
Assessment |and |feedback
Work |experiences
Relationships
Managers |as |teachers |- |CORRECT |ANSWER✔✔--explain |basic |concepts |(TELL)
-demonstrate |performance |(SHOW)
-solicit |practice |(WATCH)
-provide |constructive |feedback |(ENCOURAGE)
-repeat |as |necessary
Appraisal |- |CORRECT |ANSWER✔✔-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 |- |CORRECT |ANSWER✔✔-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 |- |CORRECT |ANSWER✔✔-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 |- |CORRECT |ANSWER✔✔-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
iii. |After |the |Interview
1. |Immediately |after |the |interview, |review |your |notes |and |make |sure |they |are |complete |
2. |Evaluate |the |applicant |on |each |essential |KSAO
