HRCI FINAL EXAM QUESTIONS
AND 100% CORRECT ANSWERS!!
Which of the following intervention strategies should you recommend to an
employer wanting to improve creativity and innovation in the workplace? A. Create
a bonus program.
B. Increase diversity.
C. Improve the quality of tools and equipment to encourage these outcomes.
D. Allow employees to adjust their schedules based on project needs.
B. Traditional application of many motivation theories is based on increasing rewards or
punishment. Studies have found that this does not work when it comes to improving creativity; in
fact, it actually narrows the focus to simply getting the reward. Increasing diversity has been
shown to open up creative processes by gaining multiple perspectives and different ways of
thinking.
The desire to do something that matters is an example of what type of reward?
A. Psychological
B. Direct
C. Extrinsic
D. Intrinsic
D. Intrinsic rewards are those that come from within. Employees who perform because they like
the work or take pride in their effort are said to be intrinsically motivated.
Which of the following management techniques should you recommend to an employer
that requires immediate compliance from their employees, such as for air traffic
controllers or emergency dispatchers?
A. Decentralized
B. Self-direction
C. Open systems
D. Traditional
,D. Management as a practice has had to evolve as the nature of business has evolved. Traditional
forms of management made up of hierarchies, policies, and rules are most effective in
environments where high degrees of compliance are necessary or desired.
The customer service representatives at your business are experiencing high degrees of
burnout because 90 percent of their calls are from disgruntled customers. Which of the
following is the most likely source of their burnout? A. Low emotional intelligence
B. High degree of emotional labor
C. Negative collective affect
D. Low pay
B. Emotional labor is the degree of effort it takes to manage emotions at work. In customer
service settings, for example, an employee may get frustrated with an angry customer but
must mask their true feelings to meet customer demands.
An employee complains to their supervisor that another employee is always late, stating
that "it must be because he is lazy and just doesn't want to come to work." The next day,
the complaining employee was late, and when asked why, he stated that "construction on
his normal commute was heavier than usual that day." The complaining employee is
most likely making what type of error?
A. Values-based
B. Discrimination
C. Bias
D. Fundamental attribution
D. The fundamental attribution error states that people have a tendency to attribute other
people's negative behavior to an internal character flaw and their own negative behaviors to a
cause of the situation.
The president of the company you work for wants to embark on a cost savings initiative
throughout all departments. All employees will receive a percentage of the savings at
the end of the year. This is an example of what type of compensation program? A.
Deferred compensation
, B. Gain-sharing
C. Discretionary bonus
D. Commission
B. A gainsharing plan is a type of compensation that is tied to performance. It can be the result of
either increased revenue or cost-saving activities.
Which of the following theories of motivation looks at how people compare their
efforts with their rewards?
A. Equity
B. Intrinsic
C. Extrinsic
D. Systems
A. Equity theories of motivation pivot on the idea that employees are motivated most by when
their inputs (what they put into the job) are equal to the rewards (what they receive in return).
Many employees are struggling to perform under the new management structure that has
recently been put into place. Their primary concern is that they don't know how long the
new structure will hold, simply because the company has tried it before and it didn't work.
As a result, they are hesitant to invest too much effort into the new requirements. This is an
example of which of the following conditions of change?
A. Freezing
B. Norming
C. Change uncertainty
D. Change avoidance
C. Change uncertainty is a source of stress for employees that is directly tied to changes in the
workplace. It occurs in the context of employees being uncertain as to how a change will affect
them personally, their department, or the company as a whole.
Organizational development is made up of which of the following scientific domains?
A. Social psychology
B. Industrial-organizational psychology
AND 100% CORRECT ANSWERS!!
Which of the following intervention strategies should you recommend to an
employer wanting to improve creativity and innovation in the workplace? A. Create
a bonus program.
B. Increase diversity.
C. Improve the quality of tools and equipment to encourage these outcomes.
D. Allow employees to adjust their schedules based on project needs.
B. Traditional application of many motivation theories is based on increasing rewards or
punishment. Studies have found that this does not work when it comes to improving creativity; in
fact, it actually narrows the focus to simply getting the reward. Increasing diversity has been
shown to open up creative processes by gaining multiple perspectives and different ways of
thinking.
The desire to do something that matters is an example of what type of reward?
A. Psychological
B. Direct
C. Extrinsic
D. Intrinsic
D. Intrinsic rewards are those that come from within. Employees who perform because they like
the work or take pride in their effort are said to be intrinsically motivated.
Which of the following management techniques should you recommend to an employer
that requires immediate compliance from their employees, such as for air traffic
controllers or emergency dispatchers?
A. Decentralized
B. Self-direction
C. Open systems
D. Traditional
,D. Management as a practice has had to evolve as the nature of business has evolved. Traditional
forms of management made up of hierarchies, policies, and rules are most effective in
environments where high degrees of compliance are necessary or desired.
The customer service representatives at your business are experiencing high degrees of
burnout because 90 percent of their calls are from disgruntled customers. Which of the
following is the most likely source of their burnout? A. Low emotional intelligence
B. High degree of emotional labor
C. Negative collective affect
D. Low pay
B. Emotional labor is the degree of effort it takes to manage emotions at work. In customer
service settings, for example, an employee may get frustrated with an angry customer but
must mask their true feelings to meet customer demands.
An employee complains to their supervisor that another employee is always late, stating
that "it must be because he is lazy and just doesn't want to come to work." The next day,
the complaining employee was late, and when asked why, he stated that "construction on
his normal commute was heavier than usual that day." The complaining employee is
most likely making what type of error?
A. Values-based
B. Discrimination
C. Bias
D. Fundamental attribution
D. The fundamental attribution error states that people have a tendency to attribute other
people's negative behavior to an internal character flaw and their own negative behaviors to a
cause of the situation.
The president of the company you work for wants to embark on a cost savings initiative
throughout all departments. All employees will receive a percentage of the savings at
the end of the year. This is an example of what type of compensation program? A.
Deferred compensation
, B. Gain-sharing
C. Discretionary bonus
D. Commission
B. A gainsharing plan is a type of compensation that is tied to performance. It can be the result of
either increased revenue or cost-saving activities.
Which of the following theories of motivation looks at how people compare their
efforts with their rewards?
A. Equity
B. Intrinsic
C. Extrinsic
D. Systems
A. Equity theories of motivation pivot on the idea that employees are motivated most by when
their inputs (what they put into the job) are equal to the rewards (what they receive in return).
Many employees are struggling to perform under the new management structure that has
recently been put into place. Their primary concern is that they don't know how long the
new structure will hold, simply because the company has tried it before and it didn't work.
As a result, they are hesitant to invest too much effort into the new requirements. This is an
example of which of the following conditions of change?
A. Freezing
B. Norming
C. Change uncertainty
D. Change avoidance
C. Change uncertainty is a source of stress for employees that is directly tied to changes in the
workplace. It occurs in the context of employees being uncertain as to how a change will affect
them personally, their department, or the company as a whole.
Organizational development is made up of which of the following scientific domains?
A. Social psychology
B. Industrial-organizational psychology
