MGT300 Final Exam Self-Test Chapter 11 The organizational function that deals people-related issues, such as recruitment, performance management, benefits, training, employee motivation, safety, and administration while ensuring compliance with employement and labor laws, is: Organizational development Information technology (IT) Human resource management (HRM) Human relations development (HRD)   The concept of equal employment opportunity states that every employee has an equal right to advance in a company regardless of: Knowledge, skills, and abilities Qualifications Work performance Age, sex, race, disability, or color   A strategic, deliberate approach to attracting new, highly skilled workers and developing the abilities of existing employee to meet current and future organizational objective is: Talent management Hiring Promoting Compensation   __________recruiting involves creating a pool of existing employees who may have the qualifications to fill required job vacancies, while__________recruiting is the process of creating a pool of qualified applicants outside the organization

MGT300 Final Exam Self-Test

Chapter 11

The organizational function that deals people-related issues, such as recruitment, performance management, benefits, training, employee motivation, safety, and administration while ensuring compliance with employement and labor laws, is:

1. Organizational development
2. Information technology (IT)
3. Human resource management (HRM)
4. Human relations development (HRD)

The concept of equal employment opportunity states that every employee has an equal right to advance in a company regardless of:

1. Knowledge, skills, and abilities
2. Qualifications
3. Work performance
4. Age, sex, race, disability, or color

A strategic, deliberate approach to attracting new, highly skilled workers and developing the abilities of existing employee to meet current and future organizational objective is:

1. Talent management
2. Hiring
3. Promoting
4. Compensation

__________recruiting involves creating a pool of existing employees who may have the qualifications to fill required job vacancies, while__________recruiting is the process of creating a pool of qualified applicants outside the organization.

To the extent that a selection test predicts future job performance, its said to have:

1. Reliability
2. Variance
3. Predictive validity
4. Discretion

____________ is a new employee orientation where workers acquire the skills, knowledge and behaviors to aid transition into an organization

What does the acronym ADDIE stand for?

Affirmative action is legally mandate quota that requires a organization to hire a certain number of minority and women applicants.

1. True
2. False

_____________ is remuneration in the form of salary or wages to reward employees, while _____________ is non-monetary remittance in the form of health insurance, pensions, paid vacation, etc., which may very form industry to industry.

A performance ___________ is the process of measuring and assessing an employee’s performance objectively and providing feedback to that employee.

1. Appraisal
2. Examination
3. Test
4. Development

Which of the following tools is used to increase that accuracy to performance appraisals?

1. Accuracy Insured Performance Appraisals (AIPA)
2. Behaviorally Anchored Rating Scales (BARS)
3. Situationally Determined Rating Scales (SDRS)
4. Performance-Enhanced Measurement Appraisals (PEMA)

Chapter 13

Leadership is the process of __________ aimed at directing behavior toward the accomplishment of objectives.

1. Engagement
2. Motivation
3. Coercion
4. influence

Power is Ability to influence.

Which of the following is not one of the four basic types of leaders?

1. Directive
2. Transformational
3. Dictatorial
4. Empowering

Transactional leadership involves creating and communicating a higher-level vision in a charismatic way that elicits an emotional response.

1. True
2. False

The _________ perspective is a system of ideas that focuses on identifying effective leaders through personal characteristics that are difficult to obtain or cannot be learned.

1. Trait
2. Behavioral
3. Contingency
4. Cognitive

The Ohio State studies divided leadership behaviors into which of the following two categories?

1. Employee oriented and production oriented
2. Consideration and initiating structure
3. Promotion and inhibiting
4. Directing and engaging

Fiedler’s contingency theory matches the most suitable leadership style with a particular business situation.

1. True
2. False

What are the three contingency factors included in Fiedler’s contingency theory?

The primary contingency factor in the situational leadership model is to be a follower ____

What are the four categories of leader behavior according to the path-goal theory?

________ leadership encourages followers to take greater responsibility for their own behaviors resulting in a deeper level of commitment based on ownership.

1. Transformation
2. Committed
3. Responsible
4. Empowering

How is servant leadership different from many other leadership approaches?

_______ leadership can be viewed as an interactive process that results in the distribution of leadership influence among group members for the purpose of achieving group or orientation goals or both.

1. Shared
2. Distributed
3. Decentralized
4. Interactive

Authentic leadership includes behaviors that encourage positive psychological capacities, an wthical climate, greater self-awareness, an information, and self-development

1. True
2. False