Reference no: EM13522602
Multiple Choice Questions
1. Some of the features of hierarchical mobility paths include
A. they are easier to administer
B. the prospect of promotions can motivate employees
C. they may not be useful in flat organizational structures
D. all of the above
2. Which of the following is true regarding mobility paths?
A. Hierarchical mobility paths are primarily lateral in direction.
B. Hierarchical mobility paths make it easy to identify where to look for applicants in an organization.
C. Alternative mobility paths may move in any direction.
D. Parallel tracks allow a person to pursue one primary career track and a second career track of less importance.
3. Which of the following is a disadvantage of alternative mobility paths?
A. they can discourage development of core disciplinary knowledge
B. they are seen as hostile to the advancement of women and minorities
C. they promote narrow skill sets
D. they often need to be supplemented with alternative reward systems to maintain motivation
4. A lattice mobility path is _________.
A. characterized by upward, lateral, and downward movement
B. found mostly within the external recruitment process
C. used in conjunction with union contracts
D. concerned with management level recruitment only
5. Organizations have become interested in alternative mobility paths because ______________.
A. they are extremely easy to administer
B. they allow employees to specialize in technical work or management work and advance within either
C. they promote healthy competition to obtain rewards
D. unions find them more acceptable
6. A well-defined mobility path should include all of the following except: ______________.
A. clear communication of the intent of the policy
B. rules regarding compensation and advancement
C. encouragement for all individuals to apply
D. supervisors' responsibilities for employee development
7. In developing career path policies, a good approach for promotion would not include which of the following?
A. Communication of management's intentions.
B. Reasons why external sources are preferred.
C. Rules regarding compensation.
D. Rules concerning fringe benefits.
8. Under a closed internal recruitment system, which of the following is not likely to occur?
A. speed of decisions is faster than with open systems
B. contacted employees are immediately given preference under such a system
C. managers have less influence over the ultimate decision
D. overall effectiveness of the system in identifying qualified applicants will drop
9. An open system of internal recruitment can be expected to minimize ________.
A. competition among employees
B. scrutiny of job qualifications
C. overlooking talent
D. low morale among those not advanced
10. Some of the advantages of a closed internal recruitment system include:
A. helps minimize favoritism
B. it can uncover hidden talent
C. it helps employees evaluate their qualifications for advancement
D. none of the above
11. Which of the following is true regarding closed internal recruitment systems?
A. Employees are made aware of all job openings.
B. They are very inefficient.
C. They are not costly to implement.
D. They are very time-consuming to implement.
12. Which of the following is true regarding an open internal recruitment system?
A. Employees are made aware of all job openings.
B. They use a job posting and job bidding system.
C. They often lead to uncovering "hidden talent."
D. All of the above are correct.
13. Job postings influence the recruitment process by ________.
A. clarifying requirements of the job
B. reducing competition for the job
C. eliminating external sources from consideration
D. reducing the need for formal applications
14. Job postings are effective internal recruitment tools because they ________.
A. resemble and support external messages
B. are efficient in matching employees to organizational needs
C. reduce record keeping
D. are far easier to prepare than external messages
15. An empirical study of the characteristics of a job posting system which lead to high user satisfaction found that _________ was(were) critical.
A. the adequacy of job descriptions
B. the adequacy of job notification procedures
C. treatment during the interview
D. all of the above
16. KSAOs which are used in making advancement decisions are stored in _________.
A. job descriptions
B. job specifications
C. talent management systems
D. ability inventories
17. Which of the following statements regarding talent management systems is(are) true?
A. talent management systems are maintained by the employee
B. talent management systems simplify record keeping
C. talent management systems reduce the need for supervisory judgment in promotion decisions
D. talent management systems require a user-friendly data base for effective use
18. A company's internal e-mail and internet capabilities ________________.
A. make it easy and inexpensive to disseminate internal recruiting messages
B. tend to be very time-consuming ways to send messages about recruiting
C. cannot effectively complement internal recruiting methods
D. are used by 100% of organizations looking to recruit internally
19. Which of the following statements regarding talent management systems is true?
A. they are usually based on paper files
B. they are seen as a historical tool that is not used much any more
C. they are increasingly integrated with all of an organization's human resources information systems
D. they are almost always cheap and easy to maintain
20. Why might an organization use internal temporary pools?
A. to decrease accountability for personnel errors
B. to avoid paying agency fees to temporary help agencies
C. to provide a buffer against lawsuits
D. both a and c
21. A ______________ provides employees with opportunities to fill out interest inventories, explore career options, and discuss plans with counselors.
A. job-talk center
B. succession plan
C. lattice career path
D. career development center
22. Key metrics for evaluating an internal staffing system include:
A. cost
B. quantity
C. quality
D. all of the above
23. Which of the following are important components of ensuring sufficient quality in an internal recruiting system?
A. internal job posting systems
B. regular performance appraisals of all employees
C. systematic review of the employee value proposition
D. all of the above
24. Which of the following is true of realistic previews in internal recruiting?
A. they are even more important than for external recruiting
B. research suggests they can increase turnover
C. they are more necessary for newly created jobs or jobs in new locations
D. they cannot really be used for internal selection
25. Which of the following is true of recruiting messages in internal recruiting?
A. supervisors can describe mobility paths in detail to internal candidates
B. peers can give internal recruits a realistic idea of what happens in internal promotions and transfers
C. word of mouth among internal employees can lead to inaccurate information
D. all of the above are true
26. Formal policies for promotion and other internal recruiting activities can enhance:
A. interpretive justice
B. procedural justice
C. psychological contract violations
D. extrinsic discouragement
27. From a legal standpoint, it can be said that __________.
A. the EEOC is more concerned about external recruitment procedures than internal ones
B. revised Order No. 4 does not deal with seniority
C. promotions based on subjective assessments of who is more senior are not likely to be supported in court
D. existence of "bona fide" seniority systems facilitates compliance on EEO/AA matters
28. A bona fide seniority system is _________________.
A. typically banned by the EEOC
B. permitted in most cases under EEOC law even if it results in adverse impact
C. carefully defined by the law
D. based on a mix of factors that include perceived loyalty, commitment, and KSAO sets in the workforce
29. The combination of factors that tend to place women and minorities in fewer top management positions are collectively termed _________________.
A. res ipsa loquitor
B. Jacob's ladder
C. the broken elevator
D. the glass ceiling
30. Which of the following have contributed to the Glass Ceiling?
A. rising interest rates
B. lack of outreach recruitment practices
C. frequent updating of organizational records
D. legal definition contradictions