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UARK MGMT 2103 Final (all learning objectives) Questions and Answers 100% Correct
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UARK MGMT 2103 Final (all learning objectives)
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UARK MGMT 2103 Final (all learningobjectives)
Behavioral Job Interview - answer(experience based)
seeks to understand how employees may have handled past situations
Situational Job Interview - answer(future-oriented)
uses "what ifs" to measure how well a situation would be performed
Individual Differences - answerbroad category used to collectively describe the vast
number of attributes that describe a person
Basic Steps of Affirmative Action Programs - answer-written affirmation action
commitment statement
-publicize policy and commitment
-appoint top officials to direct and implement
-survey minority employees by department
-develop goals to utilize minorities in each area
-develop and implement specific programs to achieve goals
-establish system to monitor and evaluate progress
-develop support in community programs
Concurrent Validation - answertesting individuals presently performing a job and then
attempting to establish a correlation between those test scores and existing measures
of job performance
Personality - answerstable, physical, behavioral, and mental characteristics that give
individuals their unique identities
Intelligence - answerrepresents individual's capacity for constructive thinking, reasoning,
and problem solving
Multiple Intelligences - answerLinguistic
Logical/mathematical
Musical
Bodily/Kinesthetic
Spacial/Visual
Interpersonal
Intrapersonal
Naturalist
,Practical Intelligence - answerability to solve everyday problems from experience and
adapt to environments
Core Self-Evaluation - answerbroad personality trait comprised of 4 individual traits:
-self-efficacy (belief about own chances of success)
-self-esteem (belief about self worth)
-locus of control (how much responsibility one takes for their behavior and
consequences)
-emotional stability (stable, content, secure)
Emotional Intelligence - answerability to monitor own emotions and those of others and
use information to guide your thinking and actions
Emotions - answercomplex, relatively brief, affective responses associated with a
particular target
Civil Rights Act of 1964 (Title VII) - answerillegal to discriminate against any individual
with respect to employment because of their race, color, religion, sex, or national origin
established Equal Employment Opportunity Commission (EEOC)
Civil Rights Act of 1991 - answerSame as Title VII but allows for compensatory and
punitive damages in cases of intentional discrimination
Age Discrimination Act of 1967 - answerprohibits discrimination agains employees over
the age of 40
Americans with Disabilities Act of 1990 - answerprohibits discrimination against
employees with disabilities
-disability must limit 1 or more major life activities
Family and Medical Leave Act of 1993 - answerrequires employers to provide
employees up to 12 weeks of unpaid leave for:
-birth or adoption of child
-care for sick spouse, child, or parent
-care for own serious health problems
-spouse, child, or parent is in military and called to active duty status
Occupational Health and Safety Act of 1973 - answer2 functions:
-inspection and enforcement
-research and training
General Duty Claus - answeremployers responsibility to furnish employees with a safe
place to work
, Uniform Guidelines of Employee Selection Procedures - answeremployer should
demonstrate that selection procedures are valid in predicting or measuring job
performance in a particular job
-employer must prove there is a direct relationship to job success
Disparate Treatment - answerintentional
Disparate Impact - answeremployment practices that adversely affect different groups
4/5ths Rule - answerThere is a disparate impact if hiring rate for a protected group is
less than 4/5th, 80%, of the hiring rate for the majority group
EX. Women 5/10= 50% Men 75/100= 75%
50/75= 66% = Disparate impact
Business Necessity - answerwork-related practice necessary to the safe and efficient
operation of an organization
-justifies employment decisions as needed
Bona fide Occupational Qualification - answerqualification for performing the job
EX. must have blonde hair
Quid Pro Quo - answera benefit or punishment is contingent upon employee submitting
to sexual advances
Hostile Working Environment - answersomeone's behavior makes it difficult for
someone of a specific sex to work
Affirmative Action - answerinvolves special training programs and recruitment efforts for
minority groups and allows for consideration of group status in making employment
decisions
Employment-At-Will - answeremployee can quit for any reason
employer can fire you for any reason
Exceptions of Employment-At-Will (Wrongful Discharge) - answerfiring violated public
policy, implied contracts, or covenant of good faith
Differentiation Strategy - answercreate value by convincing the market that your product
is different from competitors and charging a premium
Low-Cost Strategy - answercreate value by reducing costs and charging less than
competitors
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