DEVRY MGMT410 WEEK 4 QUIZ

| November 24, 2016

Question
(TCO 1) The vice president of marketing tells a marketing manager to prepare a presentation by the end of the week. The vice president is most likely exercising which of the following?

Staff authority

Procedural authority

Line authority

Functional authority

Points Received: 0 of 5

Comments:

Question 2. Question : (TCO 1) Sweet Leaf Tea, a Texas-based maker of bottled iced tea, is a small but fast-growing firm that has gained a loyal following for its use of fresh, organic ingredients in its beverages. Although beverage industry experts recommended that Sweet Leaf replace the organic cane sugar and honey it uses with less costly high-fructose corn syrup, Sweet Leaf refused because of the company’s mission to provide a high-quality, organic beverage to consumers. The 11-year-old company has 50 employees, and its products are available in 30% of the U.S. market. Sweet Leaf Tea recently received multimillion dollar investments that will enable the business to expand its national presence.

Which of the following, if true, would most likely undermine the argument that Sweet Leaf Tea should implement a corporate-level strategy of vertical integration?

Sweet Leaf Tea lacks the facilities or knowledge to produce the raw ingredients for its beverages.

Market research suggests that Sweet Leaf Tea customers primarily purchase only one flavor of tea.

Most loyal customers of Sweet Leaf Tea purchase the beverage at neighborhood convenience stores.

Sugar farmers used by Sweet Leaf Tea have agreed to a fixed price for the next 5 years so that the company can keep prices low.

Question 3. Question : (TCO 2) The four major areas of human resource management are

training, development, legal, and outsourcing.

training, development, IRS, and benefits.

employment, training and development, compensation and benefits, and employee relations.

hiring, firing, promoting, and training.

Question 4. Question : (TCO 2) All of the following practices are most likely implemented by companies with high-performance work systems except

hiring employees based on validated selection tests.

providing pay increases based on service years.

filling positions with internal candidates.

utilizing self-managing work teams.

Question 5. Question : (TCO 3) Which Supreme Court case was used to define unfair discrimination in conjunction with EEO laws?

Brown v. Board of Education

Griggs v. Duke Power Company

West Coast Hotel Co. v. Parrish

Abington School District v. Schempp

Question 6. Question : (TCO 3) A company used a personality test to select job candidates for customer service positions. There were 40 male candidates and 20 female candidates. It appeared that 30 men passed the personality test and five women passed the personality test. Was there evidence of disparate impact against female candidates with this personality test?

No, because this is an example of disparate treatment.

No, because a passing rate of 25% (5/20) for the female candidates is fairly good.

Yes, because the passing rate of the female candidates (25%) is less than 80% of the passing rate of the male candidates (75%).

Yes, because the passing rate of the female candidates can’t be determined.

Question 7. Question : (TCO 4) Health-Tech Materials is a firm that manufactures medical equipment purchased by hospitals and clinics. The firm employs over 2,500 workers in its two manufacturing facilities located in Texas and Arizona. Recently, Health-Tech dismissed a number of employees for ethics violations ranging from improper Internet usage to stealing company funds. In addition, the firm has been sued by two former employees for wrongful discharge. As a result, Health-Tech’s top executives are evaluating the firm’s hiring process, ethics training system, reward system, and disciplinary system to determine how to promote ethics and fair treatment.

Which of the following best supports the argument that Health-Tech should make significant changes to its disciplinary process?

According to surveys, Health-Tech employees feel that managers do not listen to their concerns or take their opinions seriously.

Health-Tech requires employees to receive annual ethics training to ensure that they understand the firm’s latest policies.

Health-Tech’s main competitor uses fictional scenarios to test applicants’ morality and has fewer ethics problems than Health-Tech.

Historically, arbitrators have overturned the dismissal decisions of Health-Tech’s managers because of unclear company rules.

Question 8. Question : (TCO 4) Which of the following would least likely foster diversity in the workplace?

Changing the culture through diversity training education programs

Appointing a small group of minorities to high-profile positions

Recruiting minority members to the board of directors

Using metrics to evaluate diversity programs

Question 9. Question : (TCO 5) Pick the list that only includes methods of job analysis.

Diary, walk-about, questionnaire, interviews

Questionnaire, restructuring, interviews, focus groups

Diary, questionnaire, technical conference

Focus groups, reduction in force, interviews

Walk-about, focus groups, interviews

Question 10. Question : (TCO 5) Which method interviews the job incumbents simultaneously?

Group interview method

Observation method

Structured method

Individual view method

Question 11. Question : (TCO 6) When using either a trend analysis or a ratio analysis, it is assumed that _____ will remain the same.

staffing levels

currency rates

productivity levels

recruitment plans

Question 12. Question : (TCO 6) Jane is the director of recruiting for a large corporation. Which of the following is a warning signal that her efforts are not effective?

Recruiting costs have increased 5% over the last 3 years.

Twenty-five percent of resumes are received through the Internet.

Jane’s secretary spends more time acknowledging ad responses from qualified applicants than she did a year ago.

Jane’s secretary spends more time acknowledging ad responses from underqualified applicants than she did a year ago.

Question 13. Question : (TCO 7) Which is the difference between a conditional job offer and a permanent job offer?

The conditional job offer is made when employment tests are passed. The permanent job offer is made when background checks are passed.

The conditional job offer is made by the recruiter. The permanent job offer is made by the interviewer.

The conditional job offer is made after salary is set. The permanent job offer is based on performance expectations before salary is set.

Conditional job offers are made to hourly workers. Permanent job offers are made to salaried workers.

The conditional job offer is made before the initial screening. The permanent job offer is made after medical requirements are met.

Question 14. Question : (TCO 7) Why are performance simulation tests used more often today instead of written tests in the selection process?

Employment tests are more expensive than performance simulation tests.

It is easier to train an interviewer to administer a performance simulation test than an employment test.

Performance simulation tests more easily meet the criteria of job relatedness because they evaluate actual job behaviors.

Employment tests are conducted after hiring decisions are made, not during the selection process.

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