Final Exam

A  Non-directive interview

B  Behavioral interview

C  Situational interview.

D  Biographical interview

A  agency fee deduction.

B  union security payments.

C  dues checkoff.

D  electronic funds transfer.

A  National Labor Relations Board

B  the U.S. Justice Department

C  U.S. Department of Labor

D  Federal Labor-Management Conciliation Authority

A  problem-solving

B  behavior modification

C  positive discipline

D  progressive discipline

A  reading an employee’s business e-mail and learning he was committing adultery.

B  monitoring video cameras in the employee changing area.

C  listening to employee phone conversations.

D  monitoring employee blogs.

A  the parties’ statutory rights

B  the names of the parties to the contract

C  general job duties and expectations

D  compensation

A  a contract worker is accessing the computer.

B  an employee is tranferred to a different department in the company.

C  new employees are hired.

D  an employee is terminated.

A  human engineering

B  security

C  safety

D  job restructuring

A  Federal Labor Standards Act.

B  the Sarbanes-Oxley Act.

C  Pay Equity Act.

D  Worker’s Compensation Act.

A  commitment

B  paternalistic

C  the equity-based

D  entitlement

A  seniority increase.

B  lump-sum increase

C  cost-of-living increase.

D  across-the-board increase.

A  job family

B  market band

C  benchmark group

D  occupational category

A  All of our students are native-English speakers.  What language do you speak and write fluently?

B  Have you ever been arrested for child abuse, child pornography, or any other sex offense?

C  Most people here are church-goers.  We find that our teachers fit better into the community if they have the same values.  Would you be active in any of the churches here?

D  Are you married? It is really hard to meet single people out here, and we have had a lot of single teacher quit.

A  Civil Rights Act

B  Vietnam Era Veterans Adjustment Assistance Act

C  Uniformed Service Employment and Re-employment Rights Act

D  Rehabilitation Act

A  Test validity

B  Reliability

C  Predictability

D  Consistency

A  panel interview

B  situational jugement test

C  assessment center

D  work simulation

A  face-validity test.

B  concurrent validity test.

C  synthetic validity test.

D  predictive validity test.

A  Psychomotor tests

B  Aptitude tests

C  Work sample tests

D  Physical ability tests

A  public relations activity.

B  operating management responsibility.

C  marketing tool.

D  matching process.

A  job analysis

B  truth-in-hiring approach

C  job specification

D  realistic job preview

A  economic cycles that determine the profitability in an organization.

B  lack of performance-linked bonuses in organizations.

C  promotion of unionization by the federal government.

D  dissatisfaction with how they are treated by their employers.

A  TRUE

B  FALSE

A  FALSE

B  TRUE

A  FALSE

B  TRUE

A  a bachelor’s degree in any field.

B  basic literacy.

C  the ability to lift a minimum of fifty pounds.

D  possession  of a commerical driver’s license.

A  Transfer of responsibility

B  Workflow analysis

C  Job process

D  Work process

A  A hospital demotes a radiology technician who has complained about ethnice discrimination.

B  A dismissed employee files a false complaint of discrimination with the EEOC.

C  An employer fires a supervisor who discriminates against a protected-class member.

D  The EEOC targets an employer with a history of unlawful discrimination.

A  what the job accomplishes and how performance is measure in key areas of the job description.

B  the tasks, duties, and responsibilities of a job.

C  the knowledge, skills, and abilities an individual needs to perform the job satisfactorily.

D  all the duties of the job and whether they are essential or marginal according to the ADA.

A  e-mails to its current employees asking if they can recommend anyone in this specialty.

B  a posting on the employer’s own web site.

C  The web site for that particular professional or ocupational association.

D  an internet job board such as Monster or HotJobs.

A  The employer is a federal contractor and it is staffing up for a new contract.

B  The company has a high rate of turnover.

C  Most of the workload falls during the months betwen April and October.

D  The organization needs to cut labor costs, and temporary workers would not receive benefits.

A  Fair Labor Standards Act

B  Civil Rights Act

C  Disabilities Discrimination Act

D  Americans with Disabilities Act

A  It requires that employers show than an employment practice is job related for a position.

B  It requires that employers show that there are instances of glass ceiling in their organizations.

C  It requires employers to discourage the occurrence of affirmative actions in the work place.

D  It requires employers to avoid making status-blind employment decisions.

A  the result of negligent selection by the bank.

B  poor person-job fit.

C  a realistic job preview.

D  poor person-organization fit.

A   job

B  responsibility

C   task

D  duty

A  wrongful discharge

B  dysfunctional turnover

C  voluntary turnover

D  deconstructive discharge

A  face-to-face interviews with finalists.

B  preliminary screening of resumes.

C  initial telephone contacts with applicants.

D  placement of advertisements.

A  labor

B  talent

C   selection

D  applicant

A  TRUE

B  FALSE