Practice Exam 2 Review

Question 1

Participative leadership

Answer 1

A style of leadership in which all members of the organization work together to make decisions. Participative leadership is also known as democratic leadership, as everyone is encouraged to participate.

Question 2

Walk-Through Survey

Answer 2

The purpose of a walk-through survey is to recognize and identify potential health and safety hazards in the workplace.

Question 3

Organic vs. Mechanistic Org Structure

Answer 3

Organic
- Decentralized, flat, homogeneous, wider spans of control

Mechanistic
- Centralized, hierarchical

Question 4

The leadership style preferred by Generation X is:

Answer 4

Direct, competent, and supportive of learning opportunities

Question 5

Span of control

Answer 5

The term refers to the number of subordinates or direct reports a supervisor is responsible for.

Question 6

What aspects of an organization do managers focus on when introducing organizational change?

Answer 6

People, technology, structure

Question 7

Increasing loyalty and shared pride that employees feel toward their organization is a sign of:

Answer 7

In-group collectivism

Question 8

The impact of an HR program on overall customer satisfaction is:

Answer 8

Strategic Metric

Question 9

Interactional Fairness

Answer 9

When individuals feel they have received respectful and informative communication about their organization’s performance.

Question 10

The path-goal leadership theory is concerned with which of the following four kinds of leader behaviour?

Answer 10

Theory based on specifying a leader’s style or behavior that best fits the employee and work environment in order to achieve a goal.

Directive behaviour
Supportive behaviour
Participative behaviour
Achievement-oriented behaviour

Question 11

Directive Behavior

Answer 11

Refers to situations where the leader lets employees know what is expected of them and tells them how to perform their tasks. The theory argues that this behavior has the most positive effect when the employees’ role and task demands are ambiguous and intrinsically satisfying.

Question 12

Supportive Behavior

Answer 12

Directed towards the satisfaction of employees’ needs and preferences. The leader shows concern for the employees’ psychological well-being. This behavior is especially needed in situations in which tasks or relationships are psychologically or physically distressing.

Question 13

Participative Behavior

Answer 13

Involves leaders consulting with employees and asking for their suggestions before making a decision. This behavior is predominant when employees are highly personally involved in their work.

Question 14

Achievement-Oriented Behavior

Answer 14

Refers to situations where the leader sets challenging goals for employees, expects them to perform at their highest level, and shows confidence in their ability to meet this expectation. Occupations in which the achievement motive were most predominant were technical jobs, sales persons, scientists, engineers, and entrepreneurs.

Question 15

Social Exchange Theory

Answer 15

Proposes that social behavior is the result of an exchange process where people weigh the potential benefits and risks of social relationships. When the risks outweigh the rewards, people will terminate or abandon that relationship.

E.g., When an employee’s supervisor treats them with respect and generosity, they are more likely to respond in the same way.

Question 16

The leadership style preferred by Baby Boomers is:

Answer 16

Treat employees as equals, purposeful, with a democratic approach.

Question 17

The two principal criteria for determining/selecting the best candidates for promotions are:

Answer 17

Knowledge & Skills

Question 18

__________ is the process of examining the methods employed to do a job and the time it takes to complete a task.

Answer 18

Industrial Engineering

Question 19

Dual Career Path

Answer 19

A career development plan that allows upward mobility for employees without requiring that they be placed into supervisory or managerial positions.

This type of program typically serves as a way to advance employees who have deep technical skills and/or education but who are not interested or inclined to pursue a management or supervisory track.

Question 20

Trait Rating Approach

Answer 20

Recruitment scoring method that involves rating candidates separately on their interviews, qualifications, and reference checks and adding the scores together for a final score.

Question 21

Hollands Self-Directed Search Model

Answer 21

Involves six career preferences: realistic, investigative, conventional, artistic, enterprising, and social.

Question 22

Schein’s Career Anchors

Answer 22

Suggest that individuals fall into five career disciplines: technical/functional, managerial, creativity, autonomy, security.

Question 23

Recency Error

Answer 23

The rater’s tendency to allow more recent incidents (either effective or ineffective) of employee behavior to carry too much weight in evaluation of performance over an entire rating period.

Question 24

Contrast Error

Answer 24

Contrast Error is a concept during a performance appraisal of a candidate where his/her valuation is impacted by the fact that the previous candidates were relatively good or bad. It is an error where a person sets a certain benchmark, which affects the appraisal of the candidate being interviewed

Question 25

Attribution Error

Answer 25

The fundamental attribution error (also known as correspondence bias or over-attribution effect) is the tendency for people to over-emphasize dispositional, or personality-based explanations for behaviors observed in others while under-emphasizing situational explanations.

Question 26

The responsibility of a company to act in the best interest of the people and communities it serves is:

Answer 26

Corporate social responsibility

Question 27

In Canada, the strongest trends affecting labour force participation are:

Answer 27

Immigrants as a key source of new employees and the aging workforce.

Question 28

Risk Retention

Answer 28

Risk retention is an individual or organization’s decision to take responsibility for a particular risk it faces, as opposed to transferring the risk over to an insurance company by purchasing insurance.

E.g., When an organization decides to self-fund its dental plan.

Question 29

Risk Transfer

Answer 29

A mechanism of risk management that involves the transfer of future risks from one person to another, and one of the most common examples of risk management is purchasing insurance where the risk of an individual or a company is transferred to a third party (insurance company).

Question 30

Interviewers are experiencing __________ when they allow the attributes of the last candidate interviewed to impact their views of the next candidate to be interviewed.

Answer 30

Contrast Error