SHRM-CP Competencies Questions & Answers, graded A+/ Examinable predictor paper, APPROVED/

SHRM-CP Competencies Questions & Answers, graded A+ 1. A group has formed to organize the annual company picnic. Because one member has experience planning a church fall festival, he volunteers to take the helm. The other employees choose to follow him. Which kind of leadership does this exemplify? - -A) Situational B)Contingency C) Emergent D) Behavioral 1. Right Answer: C) Explanation: The emergent leadership theory proposes that leaders can emerge from a group, deriving their power from the group's agreement with this role. The other leadership theories refer to the ways team leaders use their roles to produce results and engage, develop, and motivate team members. 2. Which is a trait of an effective leader? - -A) Providing detailed directions to subordinates B) Allowing employees to manage themselves C) Fulfilling promises and commitments D) Terminating poor performers and promoting high performers Right Answer: CExplanation: Leaders must model the values the organization aspires to, which means being trustworthy and reliable. Effective leaders may not allow all employees to direct themselves. They provide coaching rather than terminating poor performers. They provide detailed directions to those who need it. 3. A manager uses his skill with people to smooth over problems and to make his employees feel secure in their positions. According to the Blake-Mouton theory, what leadership style is the manager using? - -A) Authoritarian manager B) Country club manager C) Impoverished manager D) Team leader Right Answer: B Explanation: Managers who exhibit low task, high people (country club) leadership styles avoid using their authority because they fear that it will jeopardize their relationships. They try to create a supportive atmosphere and trust that employees will respond positively. An authoritarian leader emphasizes task, and an impoverished leader neglects both task and people. A true team leader attends to needs related to both tasks and people. 4. Refer to the following scenario for the next 2 questions. The administrative assistant to the vice president of operations confides in the HR manager that the VP has been making inappropriate advances that have been getting progressively more forward and aggressive. This has made the administrative assistant uncomfortable, and now she wants to find a new position in the organization. The administrative assistant and the HR manager are long-time personal friends, and this information is shared with the HR manager outside of the work environment, on personal time. While the HR manager informs the administrative assistant that she should bring a formal complaint, the administrative assistant is very clear that she is sharing this information as a friend. She does not want to file a formal complaint out of fear of retaliation. Instead, she asks the HR manager to help her find a new role so that she can quietly leave h - -A) A. Confront the VP of operations directly with the allegations and demand an explanation as to why he has behaved inappropriately. B) B. Respect the friendship with the administrative assistant, honor the request for privacy on the issue, and not take any action in response to the complaint. C) C. Have a follow-up discussion with the administrative assistant reassuring her of protection against retaliation and urging her to formally complain of the behavior. D) D. Notify the VP of HR of the allegations so that a formal investigation can begin of these allegations of harassment. Right Answer: D Explanation: D is the best response. This is a very delicate situation for an HR manager, who must fulfill a duty to the organization. Respecting friendship and honoring other's requests are serious considerations. However, if ignored, claims of harassment put the organization in a precarious position, with potential liability. Given that the allegations are being made against a senior management employee, it is important for the HR manager to escalate this issue to a more senior HR leader to determine the best way to proceed. Furthermore, since the HR manager has a long-standing personal friendship with the employee making the harassment claim, it is probably best for another HR person to step in for the investigation so as to fend off any perception of HR bias. A is incorrect. The VP of operations should not be confronted until a formal plan of action is created. B is incorrect. Once the administrative assistant has shared the allegations with the HR manager, even if in confidence and during personal time, the HR manager has a duty to protect the employer from any liability. If the HR manager does not act on the allegations of misconduct and harassment, she is jeopardizing the organization. C is incorrect. Talking with the a 5. The VP of operations has been identified as one of the top two possibilities to succeed the current CEO. The VP of HR receives a letter from the attorney of a different employee that charges the VP of operations and the organization with unlawful harassment. Which is the best first course of action the HR VP should take? - -A) A. Notify the CEO and the organization's attorney, asking to meet to determine appropriate next steps. B) B. Initiate the investigation by gathering all the facts about the unlawful harassment claim. C) C. Independently speak to the VP of operations and ask if there is any merit to the claim of unlawful harassment. D) D. Terminate the VP of operations' employment immediately in order to mitigate any further risks. Right Answer: A Explanation: A is the best response. The VP of operations plays a critical role in the organization and has been identified as a potential successor to the CEO. Given that this is the second time sexual harassment allegations have been made against him