(Test Bank) Fundamentals Of Human Resource Management

Bauer, 1

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Author(s): Bauer

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Bauer, Fundamentals of Human Resource Management, 1e SAGE Publishing, 2021 Chapter 1: Human Resource Management Test Bank Multiple Choice 1. ______ refers to the constellation of decisions and actions associated with managing individuals throughout the employee lifecycle to maximize employee and organization effectiveness in attaining goals. A. Knowledge revolution B. People decisions C. Human resource management D. Organizational culture Ans: C Learning Objective: 1.1: Understand the definition of human resource management (HRM). Cognitive Domain: Knowledge Answer Location: Defining Human Resource Management Difficulty Level: Easy AACSB Standard: Application of knowledge SHRM: Workforce Management 2. Filling out an application is part of the human resource management ______ function. A. training B. selection C. hiring D. screening Ans: B Learning Objective: 1.1: Understand the definition of human resource management (HRM). Cognitive Domain: Comprehension Answer Location: Defining Human Resource Management Difficulty Level: Medium AACSB Standard: Application of knowledge SHRM: Workforce Management 3. Ultimately, HRM is about "people decisions," which means ______. A. decisions made about people B. decisions people make C. decisions made managers D. decisions made by applicants Ans: A Learning Objective: 1.1: Understand the definition of human resource management (HRM). Bauer, Fundamentals of Human Resource Management, 1e SAGE Publishing, 2021 Cognitive Domain: Comprehension Answer Location: Defining Human Resource Management Difficulty Level: Medium AACSB Standard: Application of knowledge SHRM: Workforce Management 4. ______ bias is the tendency to rely more on information that is readily available to us and thus we discount alternative information. A. Availability B. Anchoring C. Overconfidence D. Ethical Ans: A Learning Objective: 1.1: Understand the definition of human resource management (HRM). Cognitive Domain: Knowledge Answer Location: Defining Human Resource Management Difficulty Level: Easy AACSB Standard: Application of knowledge SHRM: Workforce Management 5. ______ bias is the tendency to rely too much on the first piece of information given. A. Availability B. Anchoring C. Overconfidence D. Ethical Ans: B Learning Objective: 1.1: Understand the definition of human resource management (HRM). Cognitive Domain: Knowledge Answer Location: Defining Human Resource Management Difficulty Level: Easy AACSB Standard: Application of knowledge SHRM: Workforce Management 6. ______ bias is the tendency to seek confirmation of one’s own beliefs or expectations. A. Availability B. Anchoring C. Overconfidence D. Ethical Ans: C Learning Objective: 1.1: Understand the definition of human resource management (HRM). Cognitive Domain: Knowledge Answer Location: Defining Human Resource Management Bauer, Fundamentals of Human Resource Management, 1e SAGE Publishing, 2021 Difficulty Level: Easy AACSB Standard: Application of knowledge SHRM: Workforce Management 7. When making decisions, Larry tends to rely more on information that is readily available to him and to discount alternative information. It is likely that Larry is guilty of ______ bias. A. availability B. anchoring C. overconfidence D. ethical Ans: A Learning Objective: 1.1: Understand the definition of human resource management (HRM). Cognitive Domain: Comprehension Answer Location: Defining Human Resource Management Difficulty Level: Medium AACSB Standard: Cognitive reasoning and individual behaviors in organizations and society SHRM: Structure of the HR Function 8. A small construction company with all male workers is hiring. The human resource manager does not consider placing ads that might be targeted toward women because he believes the work is better suited for men. This is an example of ______. A. a clan culture B. bias C. the Hawthorne effect D. perspective Ans: B Learning Objective: 1.1: Understand the definition of human resource management (HRM). Cognitive Domain: Application Answer Location: Defining Human Resource Management Difficulty Level: Medium AACSB Standard: Analytical thinking SHRM: Workforce Management 9. Suzanne, a human resource manager, interviews Carol. Carol shares that she currently works at ABC Hospital. Suzanne has hired others from ABC Hospital before, and they have performed well. She decides to hire Carol instead of another equally qualified applicant from an unknown hospital based on her past experience hiring from ABC Hospital. This is an example of ______ bias. A. availability B. anchoring C. overconfidence D. ethical Bauer, Fundamentals of Human Resource Management, 1e SAGE Publishing, 2021 Ans: A Learning Objective: 1.1: Understand the definition of human resource management (HRM). Cognitive Domain: Application Answer Location: Defining Human Resource Management Difficulty Level: Hard AACSB Standard: Analytical thinking SHRM: Workforce Management 10. Malcolm, a human resource manager, hears that an internal applicant for an open position calls out sick frequently. During an interview the applicant explains that a recent issue in her current position was absences related to recovering from pneumonia but that she is better now. Malcolm worries frequent call outs will be an issue if he moves this applicant into a new position. This is an example of ______ bias. A. availability B. anchoring C. overconfidence D. ethical Ans: B Learning Objective: 1.1: Understand the definition of human resource management (HRM). Cognitive Domain: Application Answer Location: Defining Human Resource Management Difficulty Level: Medium AACSB Standard: Analytical thinking SHRM: Workforce Management 11. Kathleen, a human resource manager, believes all nurse educators should be nurses rather than professional trainers. She discusses her belief with the Director of Nursing for confirmation, even though the Director of Training has explained that professional trainers can provide the required trainings assigned to the opened position. This is an example of ______ bias. A. availability B. anchoring C. overconfidence D. ethical Ans: C Learning Objective: 1.1: Understand the definition of human resource management (HRM). Cognitive Domain: Application Answer Location: Defining Human Resource Management Difficulty Level: Medium AACSB Standard: Analytical thinking SHRM: Workforce Management 12. Which of the following is an example of availability bias? Bauer, Fundamentals of Human Resource Management, 1e SAGE Publishing, 2021 A. The human resource manager’s gut instinct tells him a potential hire is not right, so he looks for evidence to confirm his suspicion. B. The human resource manager is looking for a replacement for an excellent former employee, so she compares all potential hires to that employee. C. The human resource manager hires someone because she is a recent graduate from a university that other successful hires have come from. D. The human resource manager carefully weighs the information about a new hire before making a decision. Ans: C Learning Objective: 1.1: Understand the definition of human resource management (HRM). Cognitive Domain: Analysis Answer Location: Defining Human Resource Management Difficulty Level: Hard AACSB Standard: Analytical thinking SHRM: Workforce Management 13. Which of the following is an example of anchoring bias? A. The human resource manager’s gut instinct tells him a potential hire is not right, so he looks for evidence to confirm his suspicion. B. The human resource manager is looking for a replacement for an excellent former employee, so she compares all potential hires to that employee. C. The human resource manager hires someone because she is a recent graduate from a university that other successful hires have come from. D. The human resource manager carefully weighs the information about a new hire before making a decision. Ans: B Learning Objective: 1.1: Understand the definition of human resource management (HRM). Cognitive Domain: Analysis Answer Location: Defining Human Resource Management Difficulty Level: Hard AACSB Standard: Analytical thinking SHRM: Workforce Management 14. Which of the following is an example of overconfidence bias? A. The human resource manager’s gut instinct tells him a potential hire is not right, so he looks for evidence to confirm his suspicion. B. The human resource manager is looking for a replacement for an excellent former employee, so she compares all potential hires to that employee. C. The human resource manager hires someone because she is a recent graduate from a university that other successful hires have come from. D. The human resource manager carefully weighs the information about a new hire before making a decision. Ans: A Bauer, Fundamentals of Human Resource Management, 1e SAGE Publishing, 2021 Learning Objective: 1.1: Understand the definition of human resource management (HRM). Cognitive Domain: Analysis Answer Location: Defining Human Resource Management Difficulty Level: Hard AACSB Standard: Analytical thinking SHRM: Workforce Management 15. The ______ framework suggests influence in an organization happens through who is attracted to join the organization, who is selected to join the organization, and who decides to remain or leave the organization. A. A-S-A B. selection impact C. KSAO D. organizational Ans: A Learning Objective: 1.2: Articulate why HRM matters. Cognitive Domain: Knowledge Answer Location: People Matter Difficulty Level: Easy AACSB Standard: Application of knowledge SHRM: Workforce Management 16. Human capital refers to ______. A. people’s decision-making capabilities B. an individual’s influence over peers C. the amount of diversity in the workforce D. people’s knowledge, skills, and abilities Ans: D Learning Objective: 1.2: Articulate why HRM matters. Cognitive Domain: Knowledge Answer Location: People Matter Difficulty Level: Easy AACSB Standard: Reflective thinking SHRM: Workforce Management 17. Lower share prices may be an indicator of a(n)______ workforce. A. diverse B. overtrained C. older D. disengaged Ans: D Learning Objective: 1.2: Articulate why HRM matters. Cognitive Domain: Comprehension Answer Location: People Matter Difficulty Level: Medium Bauer, Fundamentals of Human Resource Management, 1e SAGE Publishing, 2021 AACSB Standard: Application of knowledge SHRM: Workforce Management 18. Damaris attended a mandatory training at her company. At the end of the training, Damaris was tested on what she learned and did not pass the test. The company values honest feedback and coaching. Given the stated values of the company, what could you assume happened next? A. Damaris was provided honest feedback and asked to resign from the company. B. Damaris was provided feedback and demoted to a role that better matches her skill set. C. Damaris was provided feedback and suspended to allow time for her to study. D. Damaris was provided feedback and coached to master the necessary knowledge and skills. Ans: D Learning Objective: 1.2: Articulate why HRM matters. Cognitive Domain: Analysis Answer Location: Organizational Culture Matters Difficulty Level: Hard AACSB Standard: Analytical thinking SHRM: Workforce Management 19. Jill works in the marketing division of her company. There is emphasis on team work and she is empowered to reach out to internal business partners for collaboration. Jill feels she is part of a cohesive group and enjoys working on a team where people matter. Jill works in a(n) ______ culture. A. clan B. adhocracy C. market D. hierarchy Ans: A Learning Objective: 1.2: Articulate why HRM matters. Cognitive Domain: Application Answer Location: Types of Organizational Culture Difficulty Level: Medium AACSB Standard: Analytical thinking SHRM: Workforce Management 20. Organizational ______ is the shared, “taken-for-granted” assumptions that members of the organization have that affect the way they act, think, and perceive their environment. A. culture B. structure C. strategy D. hierarchy Ans: A Learning Objective: 1.2: Articulate why HRM matters. Bauer, Fundamentals of Human Resource Management, 1e SAGE Publishing, 2021 Cognitive Domain: Knowledge Answer Location: Organizational Culture Matters Difficulty Level: Easy AACSB Standard: Application of knowledge SHRM: Workforce Management 21. Organizational culture is ______. A. the degree of diversity within an organization B. the shared assumptions about an organization C. the value placed on differences D. the entrepreneurial spirit of employees Ans: B Learning Objective: 1.2: Articulate why HRM matters. Cognitive Domain: Comprehension Answer Location: Organizational Culture Matters Difficulty Level: Medium AACSB Standard: Application of knowledge SHRM: Workforce Management 22. ______ cultures are collaboration-oriented and are characterized by valuing being cohesive, people-oriented, team players, and empowering employees. A. Clan B. Adhocracy C. Market D. Hierarchy Ans: A Learning Objective: 1.2: Articulate why HRM matters. Cognitive Domain: Knowledge Answer Location: Types of Organizational Culture Difficulty Level: Easy AACSB Standard: Application of knowledge SHRM: Workforce Management 23. ______ cultures focus on creating and emphasize being entrepreneurial, flexible, taking risks, and being creative. A. Clan B. Adhocracy C. Market D. Hierarchy Ans: B Learning Objective: 1.2: Articulate why HRM matters. Cognitive Domain: Knowledge Answer Location: Types of Organizational Culture Difficulty Level: Easy AACSB Standard: Application of knowledge SHRM: Workforce Management Bauer, Fundamentals of Human Resource Management, 1e SAGE Publishing, 2021 24. ______ cultures are characterized by competition and value being aggressive, competitive, and customer-oriented. A. Clan B. Adhocracy C. Market D. Hierarchy Ans: C Learning Objective: 1.2: Articulate why HRM matters. Cognitive Domain: Knowledge Answer Location: Types of Organizational Culture Difficulty Level: Easy AACSB Standard: Application of knowledge SHRM: Workforce Management 25. ______ cultures focus on controlling and value being efficient, timely, and consistent. A. Clan B. Adhocracy C. Market D. Hierarchy Ans: D Learning Objective: 1.2: Articulate why HRM matters. Cognitive Domain: Knowledge Answer Location: Types of Organizational Culture Difficulty Level: Easy AACSB Standard: Application of knowledge SHRM: Workforce Management 26. Joe is a project manager for a start-up company. The team is working to design a line of products and needs to move quickly to meet deadlines. Joe notices that the team leads are willing to take risks and think creatively “outside of the box” when barriers arise. There is an expectation for people to adapt quickly to change, understanding that the entrepreneurial spirit of a start-up requires flexibility. Joe works in a(n) ______ culture. A. adhocracy B. hierarchy C. clan D. market Ans: A Learning Objective: 1.2: Articulate why HRM matters. Cognitive Domain: Application Answer Location: Types of Organizational Culture Difficulty Level: Medium AACSB Standard: Analytical thinking SHRM: Workforce Management Bauer, Fundamentals of Human Resource Management, 1e SAGE Publishing, 2021 27. Renee is a sales representative at a major pharmaceutical company. She is frequently on the road visiting clients and works aggressively to meet exceed her sales goals. Renee’s boss values her competitiveness. Renee works in a(n) ______ culture. A. adhocracy B. clan C. hierarchy D. market Ans: D Learning Objective: 1.2: Articulate why HRM matters. Cognitive Domain: Application Answer Location: Types of Organizational Culture Difficulty Level: Medium AACSB Standard: Analytical thinking SHRM: Workforce Management 28. Liam works in a call center. The supervisors are always present and walking around the floor. There is a lot of emphasis on scripting and the metrics such as time to answer a call and one call resolution. Liam works in a(n) ______ culture. A. adhocracy B. market C. hierarchy D. clan Ans: C Learning Objective: 1.2: Articulate why HRM matters. Cognitive Domain: Application Answer Location: Types of Organizational Culture Difficulty Level: Medium AACSB Standard: Analytical thinking SHRM: Workforce Management 29. By 2030, ______ or more of those in the United States are projected to be aged 65 or older, which is more than double the percentage in 1970. A. 10% B. 20% C. 30% D. 40% Ans: B Learning Objective: 1.3: Explain the changing context of HRM. Cognitive Domain: Knowledge Answer Location: Demographics Are Changing Difficulty Level: Easy AACSB Standard: Application of knowledge SHRM: Workforce Management Bauer, Fundamentals of Human Resource Management, 1e SAGE Publishing, 2021 30. In 2015, for every dollar a Caucasian male employee made, Asian male employees made ______. A. 1.20 B. 0.76 C. 0.68 D. 1.75 Ans: A Learning Objective: 1.3: Explain the changing context of HRM. Cognitive Domain: Knowledge Answer Location: Demographics Are Changing Difficulty Level: Easy AACSB Standard: Application of knowledge SHRM: Workforce Management 31. By 2055, Caucasians are estimated to make up less than ______ of the population in the United States. A. one third B. one fourth C. one half D. three fourth Ans: C Learning Objective: 1.3: Explain the changing context of HRM. Cognitive Domain: Knowledge Answer Location: Demographics Are Changing Difficulty Level: Easy AACSB Standard: Application of knowledge SHRM: Workforce Management 32. Which of these is an example of a glass ceiling? A. Companies are more hesitant to hire women because of concerns about legal claims. B. Women and people of color are more likely to participate in a gig economy than White males. C. African American male employees make 76 cents for every dollar a Caucasian male makes. D. Only a handful of large multinational corporations are run by CEOs of Hispanic descent. Ans: D Learning Objective: 1.3: Explain the changing context of HRM. Cognitive Domain: Analysis Answer Location: Demographics Are Changing Difficulty Level: Hard AACSB Standard: Analytical thinking SHRM: Workforce Management Bauer, Fundamentals of Human Resource Management, 1e SAGE Publishing, 2021 33. A ______ economy is characterized by the prevalence of temporary employment positions and individuals are employed as independent workers rather than actual employees of an organization. A. gig B. product C. market D. freelance Ans: A Learning Objective: 1.3: Explain the changing context of HRM. Cognitive Domain: Application Answer Location: The Gig Economy is Growing Difficulty Level: Medium AACSB Standard: Application of knowledge SHRM: Workforce Management 34. A ______ is defined as a single project or task that a worker is hired to do on demand. A. competency B. benchmark C. signal D. gig Ans: D Learning Objective: 1.3: Explain the changing context of HRM. Cognitive Domain: Application Answer Location: The Gig Economy is Growing Difficulty Level: Medium AACSB Standard: Application of knowledge SHRM: Workforce Management 35. Sue and many of her colleagues accept work as independent workers moving from project to project on demand. They are instructional designers and find a prevalence of freelance opportunities. This is an example of ______. A. a weak economy B. a gig economy C. a slow economy D. an interest-based economy Ans: B Learning Objective: 1.3: Explain the changing context of HRM. Cognitive Domain: Application Answer Location: The Gig Economy is Growing Difficulty Level: Medium AACSB Standard: Application of knowledge SHRM: Workforce Management 36. Kelsi recently was hired by a company, on a temporary basis, to design a new product. This is an example of a(n) ______. Bauer, Fundamentals of Human Resource Management, 1e SAGE Publishing, 2021 A. job B. side hustle C. gig D. extraction Ans: C Learning Objective: 1.3: Explain the changing context of HRM. Cognitive Domain: Application Answer Location: The Gig Economy is Growing Difficulty Level: Medium AACSB Standard: Application of knowledge SHRM: Workforce Management 37. Paige finds that gigs work best for her because she has young children and needs to adapt to their changing schedules. A characteristic of gigs that attract people like Paige is ______. A. flexibility B. stability C. mobility D. adaptability Ans: A Learning Objective: 1.3: Explain the changing context of HRM. Cognitive Domain: Application Answer Location: The Gig Economy is Growing Difficulty Level: Medium AACSB Standard: Application of knowledge SHRM: Workforce Management 38. Most gigs do not offer ______. A. benefits B. flexibility C. experience D. knowledge Ans: A Learning Objective: 1.3: Explain the changing context of HRM. Cognitive Domain: Comprehension Answer Location: The Gig Economy is Growing Difficulty Level: Medium AACSB Standard: Application of knowledge SHRM: Workforce Management 39. Which are the fastest growing economies? A. United States and China B. India and Korea C. China and India D. United States and India Ans: C Bauer, Fundamentals of Human Resource Management, 1e SAGE Publishing, 2021 Learning Objective: 1.3: Explain the changing context of HRM. Cognitive Domain: Knowledge Answer Location: Globalization Is Increasing Difficulty Level: Easy AACSB Standard: Application of knowledge SHRM: Workforce Management 40. ______, put forth in 1965, states the capacity of computer chips would double roughly every 2 years at around the same cost. A. Hawthorne Effect B. Law of Big Data C. Law of Capacity D. Moore’s Law Ans: D Learning Objective: 1.3: Explain the changing context of HRM. Cognitive Domain: Comprehension Answer Location: Technology Is Rapidly Evolving Difficulty Level: Medium AACSB Standard: Application of knowledge SHRM: Workforce Management 41. ______ refers to data that are large in volume, variety, and velocity. A. Analytics B. Predictive modeling C. Big data D. General data Ans: C Learning Objective: 1.3: Explain the changing context of HRM. Cognitive Domain: Comprehension Answer Location: Availability of Data Is Increasing Difficulty Level: Medium AACSB Standard: Application of knowledge SHRM: Workforce Management 42. ______ is a system of principles that governs how a business operates, how decisions are made, and how people are treated. A. Organizational culture B. Business ethics C. Hierarchy D. Adhocracy Ans: B Learning Objective: 1.3: Explain the changing context of HRM. Cognitive Domain: Knowledge Answer Location: Ethical Challenges and Corporate Social Responsibility Difficulty Level: Easy AACSB Standard: Application of knowledge Bauer, Fundamentals of Human Resource Management, 1e SAGE Publishing, 2021 SHRM: Workforce Management 43. Who is involved in human resource management? A. human resource managers B. recruiters C. everyone in the organization D. leadership teams Ans: C Learning Objective: 1.5: Summarize the HRM profession. Cognitive Domain: Knowledge Answer Location: Who Is Involved in HRM? Difficulty Level: Easy AACSB Standard: Application of knowledge SHRM: Workforce Management 44. How many years of human resource–related experience do most HR manager jobs require? A. 5–7 years B. 4–6 years C. 3–5 years D. 1–2 years Ans: C Learning Objective: 1.5: Summarize the HRM profession. Cognitive Domain: Knowledge Answer Location: Line Managers Difficulty Level: Easy AACSB Standard: Application of knowledge SHRM: Workforce Management 45. Sarah is looking for a job at a new company in human resources. She has worked for the past couple of year in human resources and particularly likes the training functions of the job. She often wishes she could just focus on this one aspect of her job. What role is well-matched to Sarah’s desire to focus on one aspect of human resource management? A. human resource generalist B. human resource business partner C. human resource specialist D. human resource assistant Ans: C Learning Objective: 1.5: Summarize the HRM profession. Cognitive Domain: Application Answer Location: HR Careers Difficulty Level: Medium AACSB Standard: Application of knowledge SHRM: Workforce Management