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UARK MGMT 2103 - Final Review Questions with Accurate Answers
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UARK MGMT 2103 - Final Review
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UARK MGMT 2103 - Final ReviewLow Cost Strategy - answer Create value by reducing costs
Differentiation Strategy - answer Convincing the market that your product is different
Complimentary/Alliance Partners - answer(Ex: Consultants) collaborative, unique skills
not directly related
Supporting Labor - answer (Ex: Clerical Workers) compliance-based, skills of less
strategic value and available
Strategic Knowledge Workers - answer (Ex: Top Management) commitment based,
unique skills directly linked
Core Employees - answer(Ex: sales managers) performance based, value to company
but not unique
Civil Rights Act - answer Prohibits discrimination based on...
Age Discrimination Act - answer Prohibits from discriminating against 40+
Disability Act - answerphysical or mental impairment that limits one or more major life
activities
Family/Med Leave Ace - answerprovide employees with job-protected and unpaid leave
for qualified medical and family reasons
OSHA - answerOccupational Safety and Health Administration, which develops and
enforces mandatory job safety and health standards
Disparate Treatment - answerexists when individuals in similar situations are
intentionally treated differently based upon race, color, religion, sex, national origin, age,
or disability status.
Disparate (Adverse) Impact - answeroccurs when a neutral employment practice
disproportionately excludes a protected group from employment opportunities.
4/5 Rule - answeradverse impact when the selection rate for any racial, ethnic, or sex
class is less than four-fifths (or 80 percent) of the rate of the class with the highest
selection rate.
, Bona Fide Occupational Qualification (BFOQ) - answerSuitable defense against a
discrimination charge only where membership in a protected class is an actual
qualification for performing the job
Quid Pro Quo - answersomething given in exchange or return for something else
(sexual harassment)
Hostile Work Environment - answera form of sexual harassment in which unwelcome
and demeaning sexually related behavior creates an intimidating and offensive work
environment
Affirmative Action - answerConceived as a way of taking extra effort to attract and retain
minority employees
Employment at Will - answerProvisions state that either party in the employment
relationship can terminate that relationship at any time, regardless of cause
Reliability - answerdegree to which a measure is free from random error
Correlation Coefficient - answermeasure of the degree to which two sets of numbers are
related.
Test-Retest Reliability - answerknowing how scores on the measure at one time relate
to scores on the same measure at another time.
Validity - answerextent to which a performance measure assesses all the relevant -and
only the relevant- aspects of job performance.
Criterion-related validity - answermethod of establishing the validity of personal
selection methods by showing a substantial correlation between test scores and job-
performance score
Predictive validation - answer·seeks to establish an empirical relationship between
applicants' test scores and their eventual performance on the job.
Concurrent validation - answer·test is administered to all the people currently on the job
and then correlating test scores with existing measures of each person's performance.
Similar to Me - answersimilar to us in race, gender, background, interest, beliefs, etc.
receive higher ratings than those who are not
Contrast - answerrating influenced by comparing 2 individuals instead of an objective
standard
Leniency - answergives high ratings to all employees regardless
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