SHRM 2024

Question 1

Accounts Payable

Answer 1

Money an organization owes its vendors and suppliers

Question 2

Account Receivable

Answer 2

Money owed to an organization by its customers

Question 3

Active Listening

Answer 3

Communications technique to increase engagement between the communicator and their audiences. It involves two-way communication and attention to nonverbal signs that indicate interest in the speaker and the message.

Question 4

Affiliative Leadership Approach

Answer 4

Leadership approach in which the leader creates strong relationships with and inside the team; team members are motivated by loyalty

Question 5

Affinity Diagramming

Answer 5

Data sorting technique in which a group categorizes and subcategorizes data until relationships are clearly drawn.

Question 6

Analytical Processing

Answer 6

Applications that can analyze data faster and in more ways than traditional relational databases, offering a multidimensional analysis of business data.

Question 7

Assets

Answer 7

Financial, physical, and sometimes intangible properties of an organization

Question 8

Attribution Theory

Answer 8

Motivational theory that states that the way a person interprets the causes for past successes or failures is related to the present level of motivation; Heider and Weiner

Question 9

Authenticity

Answer 9

Ability to stay true to ones values and maintain integrity in both personal and professional settings; from an organizational perspective this is an approach for forming and maintaining relationships

Question 10

Authoritative Leadership Approach

Answer 10

Leadership approach where the leader proposes a bold vision or solution and invites the team to join this challenge.

Question 11

Balance Sheet

Answer 11

Statement of an organization’s financial position, including assets, liabilities, and shareholder equity

Question 12

Balanced Scorecard

Answer 12

Performance management tool that depicts an organization’s overall performance, as measured against goals, lagging indicators, and leading indicators.

Question 13

Behavioral Theories

Answer 13

Category of leadership theories that states that leaders influence group members through certain behaviors- Blake Mouton, leaders manage tasks and employees. (Managers: country club, impoverished, authoritarian, middle-of-the-road, and team leaders)

Question 14

Bribery

Answer 14

Exchange of anything of value to gain influence or preference

Question 15

Business Case

Answer 15

Presentation to management that establishes a specific problem exists and argues for a proposed solution.

Question 16

Business Intelligence

Answer 16

Ability to use information the gain a deeper understanding of an organization and make sound business decisions.

Question 17

Cash Flow Statement

Answer 17

Statement of an organization’s ability to meet its current and short term obligations, showing incoming and outgoing cash and cash reserves in operations, investments, and financing

Question 18

Civil Law

Answer 18

Legal system based on written codes (laws, rules, and regulations)

Question 19

Coaching Leadership Approach

Answer 19

Leadership approach in which the leader focuses on developing team members’ skills, believing that success comes from aligning the organization’s goals with employees’ personal and professional goals.

Question 20

Code of Conduct

Answer 20

Principles that guide decision making and behavior in an organization

Question 21

Coercive Leadership Approach

Answer 21

Leadership approach in which the leader imposes a vision or solution and demands that the team follows this directive.

Question 22

Coercive Power

Answer 22

Power that is created with the leader can punish those who do not follow

Question 23

Common Law

Answer 23

Legal System in which each case is considered in terms of how it relates to legal decisions that have already been made; evolves through judicial decisions over time

Question 24

Confidentiality

Answer 24

Treatment of personal information that has been disclosed to another person or organization

Question 25

Conflict of Interest

Answer 25

Situation in which a person or organization may benefit from undue influence due to involvement in outside activities, relationships, or investments that conflict with our have impact on the employment relationship or outcomes.

Question 26

Consultation

Answer 26

Providing guidance to organizational stakeholders; involves diagnosing problems or identifying opportunities, developing effective solutions, winning support for solutions, and implementing them effectively.

Question 27

Cultural Intelligence

Answer 27

Capacity to recognize, interpret, and behaviorally adapt to multicultural situation and contexts

Question 27

Covering

Answer 27

Defensive behavior that occurs when an organization recruits a diverse workforce but, consciously or otherwise, promotes assimilation rather than inclusion (appearance, affiliation (behaviors), advocacy, and association)

Question 27

Cultural Taxation

Answer 27

Additional workload that is generated for members of an underrepresented group due to their requested participation in DE&I efforts.

Question 28

Culture

Answer 28

Basic beliefs, attitudes, values, behaviors, and customs shared and followed by members of a group which give rise to the group's sense of identity.

Question 29

Delphi Technique

Answer 29

A process to generate group decisions that progressively collections information for a group of anonymous respondents by asking questions that are answered in rounds.m

Question 30

Democratic Leadership Approach

Answer 30

Leadership approach in which the leader invites followers to collaborate and commits to acting by consensus.

Question 31

Diversity

Answer 31

The similarities and differences between individuals; (legacy, experiential, and thought)

Question 32

Due Process

Answer 32

Concept that laws are enforced only though accepted, codified procedures

Question 33

Emergent Leader

Answer 33

Leadership theory that states that leaders are not appointed, but emerge from a group, which chooses the leader based on interactions.

Question 34

Emotional Intelligence

Answer 34

Ability to be sensitive to and understand one's own and others' emotions and impulses.

Question 35

Employee Resource Group

Answer 35

Voluntary group for employees who share a particular diversity dimension (race, religion, ethnicity, sexual orientation, etc.); also known as affinity group or network group.

Question 36

Enterprise Resource Planning

Answer 36

Business management software, usually a suite of integrated applications, that a company can use to collect, store, manage, and interpret data from many business activities.

Question 37

Equity Theory

Answer 37

Theory that states that motivation is based on an employee's sense of fairness; the individual compares their perceived value with that of others in similar roles and makes a calculation based on their inputs and outputs.

Question 38

Equity

Answer 38

Amount of owners' or shareholders' portion in a business.

Question 39

Expectancy Theory

Answer 39

Motivation theory that states that effort increases in relation to one's confidence that the behavior will result in a positive outcome and reward; includes Vroom's theory.

Question 40

Expert Power

Answer 40

Power that is created when a leader is recognized as possessing great intelligence, insight, or experience.

Question 41

Focus Group

Answer 41

Small group of invited persons (typically six to twelve) who actively participate in a structured discussion, led by a facilitator, for the purpose of eliciting their input.

Question 42

Force-field Analysis

Answer 42

Tool designed to analyze the forces favoring and opposing a particular change; a group identifies and weighs factors that could influence an outcome in either a negative or positive matter according to their possible impact and then uses these factors to score different opportunities.

Question 43

Framing

Answer 43

Process of constructing a message so that an audience sees communicated facts in a certain way and is persuaded to take a certain action.

Question 44

Global Mindset

Answer 44

Ability to take an international perspective, inclusive of other cultures' views.

Question 45

Goal-setting Theory

Answer 45

Theory that states that motivation can be increased by providing employees with goals against which they can assess their achievement.

Question 46

Gross Profit Margin

Answer 46

Ratio of gross profit to net sales.

Question 47

High-context Cultures

Answer 47

Societies or groups characterized by complex, usually long-standing networks of relationships; members share a rich history of common experience, so the way they interact and interpret events is often not apparent to outsiders.

Question 48

Impostor Syndrome

Answer 48

A feeling that one's success is due to luck, not hard work or skill; can lead individuals to feeling unfit for their current role.

Question 49

Integrity

Answer 49

Maintaining consistency between one's values and one's actions.

Question 50

Income Statement

Answer 50

Statement that reports revenues, expenses, and profits for a specified period of time, for example, quarterly or annually.

Question 51

Inclusion

Answer 51

Extent to which each person in an organization feels welcomed, respected, supported, and valued as a team member.

Question 52

J Curve

Answer 52

Visualization of the impact of change on productivity. When change is introduced, there is typically a decrease in productivity and then a gradual return or, ideally, a surpassing of previous levels of productivity.

Question 53

Jurisdiction

Answer 53

Right of a legal body to exert authority over a given geographical territory, subject matter, or persons or institutions.

Question 54

Leader-member Exchange Theory

Answer 54

Leadership theory that focuses on a two-way relationship between leaders and chosen employees; the leader mentors selected team members and gives them access to more information and resources in order to strengthen levels of trust and support.

Question 55

Legitimate Power

Answer 55

Power that is created formally, through a title of position in the hierarchy that is associated with the rights of leadership.