Exam (elaborations)

Test Bank For Human Resources Management in Canada, 15th Edition by Gary Dessler, ISBN: 9780137291878, All 17 Chapters Covered, Verified Latest Edition

161 views 4 purchases

Course
HRM in Canada, 15th Edition by Dessler

Institution
HRM In Canada, 15th Edition By Dessler

Test Bank For Human Resources Management in Canada, 15th Edition by Gary Dessler, ISBN: 9780137291878, All 17 Chapters Covered, Verified Latest Edition Test Bank For Human Resources Management in Canada, 15th Edition by Gary Dessler, ISBN: 9780137291878, All 17 Chapters Covered, Verified Latest Ed...

[Show more]

Preview 10 out of 242 pages

View example

Uploaded on January 15, 2024
Number of pages 242
Written in 2023/2024
Type Exam (elaborations)
Contains Questions & answers

human
resources
management
gary dessler test bank
dessler test bank answers
solutio
test bank
human resources management in canada
gary dessler 15th edition test bank
test bank and solution manual pdf

Institution HRM in Canada, 15th Edition by Dessler
Course HRM in Canada, 15th Edition by Dessler

TestBanksStuvia

Member since 1 year 1642 documents sold

CA$29.70

Added

Add to cart

Add to wishlist

100% satisfaction guarantee
Immediately available after payment
Both online and in PDF
No strings attached

lOMoAR cPSD| 11700591

TEST BANK For

Human Resources Management in Canada
15th Canadian Edition by Gary Dessler
Chapters 1 - 17

,lOMoAR cPSD| 11700591

, lOMoAR cPSD| 11700591

Answers are at the end of each Chapter

Chapter 1

MULTIPLE CHOICE. Choose the one alternative that best completes the statement or answers the question.
1) Human resources management refers to:
A) the management of people in organizations.
B) concepts and techniques for organizing work activities.
C) all managerial activities.
D) concepts and techniques used in leading people at work.
E) management techniques for controlling people at work.

2) The knowledge, education, training, skills, and expertise of a firm's workers is known as:
A) physical capital.
B) management's philosophy.
C) human capital.
D) production capital.
E) cultural diversity.

3) Human resources practices that support strategy include:
A) performance management.
B) production scheduling.
C) policies and procedures.
D) staffing practices.
E) rewards practices.

4) A company utilizes a system to measure the impact of Human Resources which balances measures relating
to financial results, customers, internal business processes and human capital management. This system is knows
as the:
A) HRIS.
B) balanced strategy.
C) Human Capital Index.
D) balanced scorecard.
E) none of the above.

5) You have been tasked with building employee engagement at the firm you work for. Strategic human
resources initiatives you would consider implementing include:
A) employee recognition programs and management development programs.
B) diversity programs.
C) employee recognition programs.
D) employee relations activity.
E) job design indicators.

6) HR department staff members are traditionally involved in key operational responsibilities. Which of the
following is an operational responsibility?
A) setting goals and objectives
B) collecting metrics
C) analyzing metrics
D) interpreting human right laws
E) interpreting health and safety legislation

, lOMoAR cPSD| 11700591

7) Being completely familiar with employment legislation, HR policies and procedures, collective
agreements, and the outcome of recent arbitration hearings and court decisions is most closely related with which
of the following HR activities?

A) serving as a consultant
B) formulating policies and procedures
C) offering advice
D) providing services
E) serving as a change agent

8) The practice of contracting with outside vendors to handle specified functions on a permanent basis is
known as
A) hiring temporary employees.
B) payroll and benefits administration.
C) contract administration.
D) outsourcing.
E) labour-management relations.

9) The company's plan for how it will balance its internal strengths and weaknesses with external
opportunities and threats in order to maintain competitive advantage is known as
A) HR strategy.
B) strategy.
C) environmental scanning.
D) policies and procedures.
E) none of the above.

10) Rita is the HR Director of a manufacturing company. She recently undertook research to identify
competitor compensation and incentive plans, information about pending legislative changes and availability of
talent in the labour market for the upcoming strategic planning meeting. Rita was conducting:
A) environmental scanning.
B) an employee engagement survey.
C) an external market survey.
D) an envrionmental study.
E) an external opportunities/threats study.

11) The HR manager of Smith & Yu company was heavily involved in a downsizing exercise of the company's
sales force due to an economic downturn. He was also involved in arranging for outplacement services and
employee retention programs as well as restructuring of the business following the downsizing. This is an example
of HR's role in:
A) formulating strategy.
B) operational activities.
C) environmental scanning.
D) environmental scanning and executing strategy.
E) executing strategy.

12) The core values, beliefs, and assumptions that are widely shared by members of an organization are known
as:
A) organizational climate.
B) the strategic plan.
C) the mission statement.
D) organizational culture.
E) the pervading atmosphere.

, lOMoAR cPSD| 11700591

13) As the HR consultant of a newly formed company, Arun has planned a presentation for the line managers
on organizational culture and the purpose it serves. Which of the following points would Arun have included in his
presentation?

A) creating a worldlier atmosphere
B) fostering employee loyalty and commitment
C) increasing training levels
D) succession planning
E) fostering employee loyalty and commitment and providing employees with a sense of direction

14) The prevailing atmosphere or ''internal weather" that exists in an organization and its impact on employees
is
A) the importance of having a mission statement.
B) the need for a corporate culture.
C) a myth about organizations.
D) organizational climate.
E) the need for performance appraisals.

15) Revlex Inc. has decided to allow its front line workers to make decisions regarding the ordering of certain
supplies that were formerly made by managers. This initiative is an example of:
A) workplace incentives.
B) a change in organizational climate.
C) management development.
D) job restructuring.
E) employee empowerment.

16) Joe Brown was hired by a manufacturing firm as a supervisor. During his first few weeks as a supervisor he
realised that employees who report to him expect a lot of direction from him and expect all of the decision making
to be done by him. Joe Brown decided to train his employees to take on additional responsibilities and make
decisions within a specific scope. Joe Brown is:
A) embracing his staff.
B) outsourcing his staff.
C) empowering his staff.
D) reducing his staff.
E) none of the above.

17) Economic downturns are generally associated with:
A) high turnover.
B) more competition for qualified employees.
C) skills shortages.
D) an overwhelming number of job applicants for vacancies.
E) lower unemployment rates.

18) The ratio of an organization's outputs to its inputs is known as:
A) the labour market.
B) productivity.
C) the supply and demand equation.
D) competitive ability.
E) the equity ratio.

19) External environmental influences having a direct or indirect influence on HRM include which of the
following:

, lOMoAR cPSD| 11700591

A) labour market conditions.
B) organizational culture.
C) organizational climate.
D) decreasing work force diversity.

E) increasing empowerment.

20) The ratio of an organization's outputs such as goods and its inputs such as capital is which of the following:
A) productivity.
B) workforce diversity.
C) outsourcing.
D) an internal environmental influence.
E) the labour market.

21) When unemployment rates fall:
A) training and retention strategies increase in importance.
B) there is always a greater demand for services and training strategies increase.
C) unions are more likely to organize workers.
D) there is always a greater demand for services.
E) retention strategies increase in importance.

22) Mortgage Financial needs to recruit 10 employees for a period of three months to assist its team of
underwriters during the busy season. The company does not want to provide these 10 employees regular
full-time or part-time status. As the HR manager, what would you suggest the company do in this situation?
A) increase the workload of staff
B) use contingent employees
C) outsource the underwriting function
D) do nothing about the situation
E) develop a retention plan

23) The characteristics of the work force are known as:
A) unionization.
B) organizational climate.
C) diversity.
D) demographics.
E) population trends.

24) The single most important factor governing the size and composition of the labour force is:
A) population growth.
B) the death rate.
C) the birth rate.
D) immigration patterns.
E) diversity.

25) Any attribute that humans are likely to use to tell them, "that person is different from me," and thus
includes such factors such as race, gender, age, values and cultural norms, is known as
A) characteristics.
B) diversity.
C) minorities.
D) differences.
E) perceptions.

26) Baby boomers:

, lOMoAR cPSD| 11700591

A) are currently causing a great deal of competition for advancement.
B) will be increasing rapidly in numbers over the next few decades.
C) were born between 1946 and 1965.
D) have had very high fertility rates.

E) resulted in a focus on recruitment and selection in organizations in the past.

27) Characteristics of Generation X employees include:
A) action-orientedness.
B) eagerness to make a contribution.
C) a desire for work/life balance.
D) mastering of technology.
E) sense of security linked to corporate loyalty.

28) The Sandwich Generation refers to:
A) individuals who are caught in the generation gap.
B) individuals with responsibilities for young dependents and elderly relatives.
C) Generation Y.
D) employees who have to bring their lunch to work because they can't afford to eat out.
E) employees with older and younger coworkers.

29) If you were the HR advisor of a company where the majority of the workforce consisted of employees born
after 1980, what initiatives would you recommend providing to keep the group challenged?
A) job security
B) empowerment and challenging work
C) continuous skill development
D) flexible work arrangements
E) eldercare benefits

30) If you were the HR advisor of a company where the majority of the workforce consisted of employees born
before 1965 what initiatives would you recommend providing to keep the group challenged?
A) job security
B) flexible work arrangements
C) onsite gym facilities
D) independent work
E) eldercare and pension benefits

31) Canadians who are functionally illiterate are:
A) involved in academic upgrading through their place of employment.
B) older Canadians who did not have the opportunity to attend school.
C) exacting a toll on organizations' productivity levels.
D) able to perform routine technical tasks without assistance.
E) no longer in the work force.

32) Approximately percent of the Canadian population could be members of visible minorities by 2017.
A) 40
B) 20
C) 50
D) 30
E) none of the above

33) Which of the following statements is true?
A) The proportion of visible and ethnic minorities entering the Canadian labour market peaked in the mid-

, lOMoAR cPSD| 11700591

1990s and is gradually decreasing.
B) Ethnic diversity is increasing. Currently, more than 200 different ethnic groups are represented among
Canadian residents.
C) Ethnic diversity is starting to level off in Canada.

D) The majority of Canadians are of French or British origin.
E) Most visible and ethnic minority Canadians are professionals.

34) Technological advances in manufacturing have:
A) decreased the importance of white-collar jobs.
B) eliminated many blue-collar jobs.
C) resulted in a decline in the impact of workforce diversity.
D) led to significant increases in the employment of persons with disabilities.
E) had little impact on service-sector firms.

35) Which of the following jobs are likely to increase in the market as a result of technological advances?
A) professional jobs
B) assembly line work
C) professional jobs and managerial positions
D) no types of jobs will increase
E) blue-collar jobs

36) Questions concerning are at the core of a growing controversy brought about by the new information
technologies.
A) job satisfaction
B) data control, accuracy, right to privacy and ethics
C) speed, accuracy, and efficiency
D) employee stress levels
E) privacy and social responsibility

37) You are the Director of Human Resources at a real estate development company based in Toronto. To
attract and retain employees born after 1981 which of the following would be the most strategic to implement?
A) eldercare
B) greater job security
C) more opportunity to work independently
D) a comprehensive pension plan
E) an environmental stewardship program

38) You are the HR generalist of a national railway. Which employment legislation would you refer to when it
comes to employee relations issues within the organization?
A) provincial
B) territorial
C) federal
D) provincial/territorial
E) none of the above

39) Which of the following apply to employers and employees across Canada?
A) Employment Insurance and employment legislation
B) the Canada Labour Code
C) Employment Insurance and Canada/Quebec Pension Plan
D) Employment equity legislation
E) Employment Insurance and human rights legislation

, lOMoAR cPSD| 11700591

40) The tendency of firms to extend their sales or manufacturing to new markets abroad is known as:
A) international marketing.
B) domestication.
C) product diversification.

D) globalization.
E) cultural diversity.

41) The globalization of markets and manufacturing has vastly increased:
A) the quality of products and services.
B) standardization practices.
C) international competition.
D) the prices of products and services.
E) employee turnover.

42) The process of analyzing manufacturing processes, reducing production costs, and compensating
employees based on their performance levels is found in:
A) the human relations movement.
B) the scientific movement.
C) the human resources movement.
D) scientific management.
E) none of the above.

43) Which of the following was given emphasis in Frederick Taylor's theory on HRM?
A) job rotation
B) compensation tied to performance
C) work conditions
D) cross-functional cooperation
E) empowerment of employees

44) Management practices in the late 1800s and early 1900s emphasized:
A) self-management.
B) empowerment.
C) workplace harmony.
D) task simplification and performance-based pay.
E) higher wages.

45) Mary Parker Follett was a:
A) believer in the motivational power of money.
B) believer in self-management.
C) strong advocate of scientific management.
D) supporter of the view that workers are a factor of production.
E) strong advocate of authoritarian management.

46) The management philosophy based on the belief that attitudes and feelings of workers are important and
deserve more attention is known as:
A) the human relations movement.
B) the human resources movement.
C) scientific management.
D) psychology.
E) socialism.

47) The Hawthorne Studies are closely linked with:

, lOMoAR cPSD| 11700591

A) Mary Parker Follett.
B) Frederick Taylor.
C) the human resources movement.
D) scientific management.

E) the human relations movement.

48) Which of the following statements is true of the Hawthorne Studies?
A) Treating workers with dignity and respect was found to have a weak correlation to productivity.
B) Worker morale was greatly influenced by such factors as the supervisor's leadership style.
C) The conclusions had little impact on management practices.
D) Researchers were not interested in the factors influencing worker morale and productivity.
E) Economic incentives were found to be the most closely linked to productivity.

49) Which of the following activities was part of the the traditional role of personnel management in the early
1900s?
A) environmental scanning
B) coaching and mentoring
C) being part of the strategy planning discussions
D) hiring and firing employees
E) handling union-management relations

50) In the early 1900s, personnel administration, as it was then called:
A) focussed on trying to improve the human element in organizations.
B) was closely tied to union-management relations.
C) served a key advisory role in organizations.
D) played a very subservient role in organizations.
E) was highly influenced by laws and regulations.

51) The second phase of personnel management arrived in the 1930s with:
A) health and safety legislation.
B) a decrease in unionizing activities.
C) a decrease in unionizing activities and minimum wage legislation.
D) the decreasing momentum of the scientific management movement.
E) minimum wage legislation.

52) If you were an HR professional in the 1940s or 1950s you would likely have had the following activities
added onto your portfolio of existing responsibilities:
A) handling orientation and performance appraisals.
B) running the payroll department.
C) hiring and firing.
D) administering benefits.
E) focusing on proactive management.

53) The third major phase in personnel management was a direct result of:
A) the impact of the human relations movement.
B) a desire for professionalism.
C) government intervention following the depression.
D) an increase in unionizing activities.
E) the increasing amount of government legislation.

54) The third phase of personnel management was concerned largely with:
A) corporate contribution.

The benefits of buying summaries with Stuvia:

Guaranteed quality through customer reviews

Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.

Quick and easy check-out

You can quickly pay through credit card or Stuvia-credit for the summaries. There is no membership needed.

Focus on what matters

Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!

Frequently asked questions

What do I get when I buy this document?

You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.

Satisfaction guarantee: how does it work?

Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.

Who am I buying these notes from?

Stuvia is a marketplace, so you are not buying this document from us, but from seller TestBanksStuvia. Stuvia facilitates payment to the seller.

Will I be stuck with a subscription?

No, you only buy these notes for CA$29.70. You're not tied to anything after your purchase.

Can Stuvia be trusted?

4.6 stars on Google & Trustpilot (+1000 reviews)

67163 documents were sold in the last 30 days

Founded in 2010, the go-to place to buy study notes for 14 years now

Start selling

Exam (elaborations)

Test Bank For Human Resources Management in Canada, 15th Edition by Gary Dessler, ISBN: 9780137291878, All 17 Chapters Covered, Verified Latest Edition

Document information

Subjects

Written for

Seller

Reviews received

Content preview