68. The approach to recruitment that informs applicants about all aspects of a job, including both its desirable and
undesirable facets, is called:
a.
honesty recruiting.
b.
a realistic job preview.
c.
balance recruiting.
d.
a negative or positive job assessment.
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
69. The benefits of providing job applicants with a balanced, honest, and realistic portrayal of a job position include all of
the following EXCEPT:
a.
improved job satisfaction.
b.
reduced voluntary turnover.
c.
realistic job expectations.
d.
enhanced expectations and aspirations.
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
70. _____ are people who are not looking for jobs but could be persuaded to take new ones given
the right opportunity.
a.
Passive job seekers
b.
Transient employees
c.
Global workers
d.
Expendable laborers
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
71. Some surveys have shown that _____ is the most popular means of e-recruiting.
a.
social networking
b.
online mail
c.
text messaging
d.
fax
c
Easy
MGHR.SNEL.17.5-2
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
72. A 2010 study by the Kessler Foundation and National Organization on Disability (NOD) found that 85 percent of
adults without disabilities access the Internet, whereas only _____ of adults with disabilities do.
a.
b.
c.
d.
a
Moderate
United States – BUSPROG: Reflective Thinking
United States – OH – DISC: HRM
Bloom’s: Knowledge
73. _____ is the way by which most job positions are filled.
a.
Advertising
b.
The Internet
c.
Word-of-mouth recommendation
d.
Text messaging
c
Easy
MGHR.SNEL.17.5-2
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
74. According to the Attraction-Selection–Attrition (ASA) model, which of the following is NOT a reason for
organizational inbreeding to occur?
a.
Attraction
b.
Appraisal
Bloom’s: Knowledge
c.
Selection
d.
Attrition
75. The practice of hiring relatives is known as:
a.
family-based hiring.
b.
inverted familial diversification.
c.
re-recruiting.
d.
nepotism.
Easy
MGHR.SNEL.17.5-2
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
76. The fees charged by search firms can range anywhere from _____ percent of the annual salary for the position to be
filled.
a.
5 to 20
b.
25 to 40
c.
45 to 60
d.
75 to 100
Easy
MGHR.SNEL.17.5-2
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
77. _____ is the process of keeping track of and maintaining relationships with former employees to see if they would be
willing to return to the firm.
a.
Nepotism
b.
Rerecruiting
c.
Realistic job preview
d.
Recruiting outsourcing
Easy
Moderate
MGHR.SNEL.17.5-2
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
78. _____, with their various types of specialized training, can provide candidates for technical jobs.
a.
Community colleges
b.
High schools
c.
Employment agencies
d.
Community organizations
a
Easy
MGHR.SNEL.17.5-2
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
79. _____ of the fifty U.S. states maintain an employment agency that administers its
unemployment insurance program.
a.
A few
b.
About half
c.
The majority
d.
All
Easy
MGHR.SNEL.17.5-2
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
80. The means by which organizations can assess and weigh the knowledge and skills that each of its jobs requires is
called _____.
a.
competency analysis
b.
job development assessment
c.
skill inventories
d.
human capital mapping
a
Moderate
MGHR.SNEL.17.5-4
United States – OH – DISC: HRM
Bloom’s: Knowledge
MGHR.SNEL.17.5-2
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
81. The lines of advancement for an individual within an organization are known as:
a.
career paths.
b.
job shadows.
c.
skills inventories.
d.
career plateaus.
82. The placement of an employee in another job at a higher level in the organization with an increase in pay and status is
known as:
a.
job enlargement.
b.
a transfer.
c.
a promotion.
d.
job rotation.
c
Easy
MGHR.SNEL.17.5-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
Bloom’s: Knowledge
83. The placement of an employee in another job for which the duties, responsibilities, status, and remuneration are
approximately equal to those of the previous job is known as:
a.
a promotion.
b.
a transfer.
c.
relocation.
d.
job rotation.
Easy
MGHR.SNEL.17.5-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
84. Services that are offered to employees who are constantly transferred to different locations are known as:
a.
outplacement services.
b.
relocation services.
c.
advisory services.
d.
adjustment services.
a
Easy
MGHR.SNEL.17.5-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
85. Outplacement services are:
a.
useful in attracting individuals to a career
b.
designed to help terminated employees find a job elsewhere.
c.
rarely provided to executive employees.
d.
offered to employees who are constantly transferred to different locations.
Easy
MGHR.SNEL.17.5-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
86. Stages of career development include organizational entry, early career, midcareer, late career, and _____.
a.
post career
b.
preparation for work
c.
retirement
d.
career re-entry
Easy
MGHR.SNEL.17.5-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
87. _____ is the career stage that is devoted to soliciting job offers and selecting an appropriate job.
a.
Preparation for work.
b.
Organizational entry.
c.
Early career.
d.
Job seeking.
Easy
MGHR.SNEL.17.5-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
Easy
MGHR.SNEL.17.5-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
88. A career plateau is a situation in which:
a.
economic conditions remove promotional opportunities for employees.
b.
either organizational or personal reasons reduce the probability of moving up the career ladder.
c.
employees are given opportunities for lateral growth where advancement does not exist.
d.
one observes his or her own work environment to better understand what he or she does.
89. People experience a life plateau when:
a.
they allow work or any other factor to become the most significant aspect in their lives.
b.
no more promotional opportunities exist.
c.
they become bored with their job because they know it too well.
d.
retirement occurs in their lives.
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
90. Career counseling involves speaking with employees about all of the following EXCEPT:
a.
their current job activities and performance.
b.
their past career decisions.
c.
their personal and career interests and goals.
d.
their personal skills.
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
91. A program that provides for a relatively rapid progression through a number of managerial positions is known as a:
a.
management development program.
b.
fast-track program.
c.
career advancement program.
d.
fast-mentor program.
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
92. Executives who coach, advise, and encourage individuals of a lesser rank are referred to as:
a.
executive coaches.
b.
mentors.
c.
HR recruiters.
d.
leaders.
Easy
MGHR.SNEL.17.5-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
93. The Society for Human Resource Management (SHRM) reports that companies with fewer than 50 employees can
save anywhere from _____ in time and labor costs annually by hiring a professional employer organization.
a.
$100,000 to $1 million.
b.
$50,000 to $500,000
c.
$10,000 to $100,000
d.
$5,000 to $50,000
Easy
MGHR.SNEL.17.5-2
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
94. For what reason should a person seeking a mentor research the potential mentor’s background?
a.
To prevent negligent choosing of mentor
b.
To find someone to introduce one to the mentor
c.
To establish a relationship with the mentor
d.
To learn about the mentor’s weaknesses
c
Easy
MGHR.SNEL.17.5-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Comprehension
Easy
MGHR.SNEL.17.5-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
95. An informal network of interpersonal relationships that has traditionally provided a means for senior members of an
organization to pass along career tips to junior members is:
a.
a mentoring network.
b.
the women’s network.
c.
the juniors network.
d.
the good old boys’ network.
96. If 100 resumes were obtained from an employment agency and 17 of the applicants submitting those resumes were
invited for an on-site interview, the yield ratio for that agency would be _____.
a.
100 percent
b.
83 percent
c.
34 percent
d.
17 percent
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Comprehension
97. The artificial barriers based on attitudinal or organizational bias that prevent qualified individuals from advancing
upward in their organizations into management positions refers to:
a.
labor barriers.
b.
the glass ceiling.
c.
the shadowing process.
d.
career plateaus.
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
98. A program that offers students an opportunity to learn the job and gain hands-on experience while they are still in
college is known as a(n):
a.
outplacement program.
b.
internship program.
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
c.
mentorship program.
d.
career management program.
99. A downward transfer is known as:
a.
lateral regression.
b.
relocation.
c.
demotion.
d.
nepotism.
c
Easy
MGHR.SNEL.17.5-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
100. The area of employment that is slowest to respond to affirmative action appeals is:
a.
the advancement of women to top management positions.
b.
the advancement of minorities to middle and top management positions.
c.
the advancement of female single parents.
d.
the advancement of dual-career couples to first level supervisor positions.
Easy
MGHR.SNEL.17.5-5
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
101. A ____ occurs when a person has learned a job too well and is bored with day-to-day activities.
a.
life plateau
b.
content plateau
c.
structural plateau
d.
sabbatical plateau
Easy
MGHR.SNEL.17.5-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
Easy
MGHR.SNEL.17.5-5
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
102. All of the following statements about recruiting disabled employees are true EXCEPT that:
a.
a large number of disabled people have hearing or vision impairments.
b.
physical disabilities may limit only certain job requirements.
c.
the superior performance attributed to the disabled is because of low expectations.
d.
the majority of disabled people do not like to work.
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
103. A _____ marks the end of promotions.
a.
content plateau
b.
structural plateau
c.
life plateau
d.
sabbatical plateau
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
104. Organizations prefer to hire older workers because:
a.
they have proven employment experience.
b.
they learn faster.
c.
they are more willing to relocate.
d.
they do not require medical benefits.
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
105. Retirees often return to their old employers because:
a.
they cannot afford their retirement lifestyle.
b.
the Age Discrimination Act has eliminated mandatory retirement ages.
c.
the employers request them to comeback.
United States – OH – DISC: HRM
Bloom’s: Knowledge
d.
they have knowledge of their employers’ needs despite the negative effect on their work groups.
106. Couples that pursue their individual careers and actively support each other’s career development are known as:
a.
dual-working couples.
b.
modern-day couples.
c.
corporate couples.
d.
dual-career couples.
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
107. The most frequent organizational accommodations made to dual-career couples are:
a.
flextime working schedules.
b.
parental leave policies.
c.
work from home policies.
d.
day-care facilities.
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
108. A major problem that dual-career couples face is:
a.
the need for childcare.
b.
the threat of relocation.
c.
emotional stress.
d.
the greater possibility of divorce.
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
109. _____ organizational structures in firms means that there are fewer promotion possibilities.
a.
Taller
b.
Flatter
c.
Simpler
d.
Organic
Easy
MGHR.SNEL.17.5-4
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
110. Some labor unions maintain _____ that provide a supply of job applicants.
a.
applicant rosters
b.
employee rolls
c.
service centers
d.
hiring halls
Easy
MGHR.SNEL.17.5-2
United States – BUSPROG – Analytic – Business knowledge and analytic skills
United States – OH – DISC: HRM
Bloom’s: Knowledge
111. What can managers do to improve the effectiveness of external recruitment?
Moderate
MGHR.SNEL.17.5-3
United States – BUSPROG: Analytic
United States – OH – DISC: HRM
Bloom’s: Comprehension
Bloom’s: Knowledge
112. Compare and contrast the advantages of internal and external sources of recruitment.
113. Describe the basic conditions that must be present if a career development program has to be successful.
114. Describe the first two stages of career development, and briefly describe what stages three through five have in
common.
115. Discuss some of the characteristics of a good mentor.
116. What are some of the guidelines to an employee seeking a mentor?
117. Career development programs often contain segments designed to further the advancement of special groups within
an organization. Briefly discuss some of the ways employers can facilitate the career development of women.
118. How can retirees participate in the work force? How can employers accommodate them?
119. What are common difficulties faced by dual-career couples?