Difference between structured and unstructured interviews


Assignment:

Question 1 Companies use early retirement incentive programs (ERIPs) to:

  • replace less-experienced employees with retirees.
  • create job opportunities for people inside the company.
  • add new job positions after employees retire.
  • increase the number of experienced employees.

Question 2 Which of the following is a difference between structured interviews and unstructured interviews

  • In structured interviews, interviewers tend to ask applicants personal questions; whereas, in unstructured interviews, interviewers ask only for important, job-related information.
  • In structured interviews, interviewers prepare standardized interview questions ahead of time; whereas, in unstructured interviews, interviewers are free to ask applicants anything they want.
  • In structured interviews, employers are unable to compare applicants; whereas, in unstructured interviews, employers are able to compare applicants since all applicants are asked the same questions.
  • In structured interviews, interviewers often disagree about which questions should be asked; whereas, in unstructured interviews, interviewers strongly agree that the same questions must be asked to all applicants.

Question 3 Which of the following statements is true of the norming stage of team development

  • Team members are likely to disagree about what the group should do in the norming stage of team development.
  • Team members begin to settle into their roles as team members in the norming stage of team development.
  • Team members try to establish a favorable role for themselves on the team in the norming stage of team development.
  • Team members meet each other for the first time in the norming stage of team development.

Question 4 Which of the following acts provides for jury trials and punitive damages for employment discrimination on the basis of race, color, religion, gender, or national origin

  • Civil Rights Act of 1991
  • Equal Pay Act of 1963
  • Title VII of the Civil Rights Act of 1964
  • Age Discrimination in Employment Act of 1967

Question 5 In the context of recruiting, which of the following kinds of information can be gathered by job analysis

  • The list of shareholders involved in a particular project
  • Personal characteristics of the existing employees
  • Confidential data of a client
  • The knowledge, skills, and abilities needed to perform work

Question 6 Which of the following is a difference between a diversity program and an affirmative action program

  • A diversity program punishes companies for not achieving specific sex and race ratios in their work forces, whereas an affirmative action program seeks to benefit both organizations and their employees by encouraging organizations to value all kinds of differences.
  • A diversity program involves purposeful steps taken by an organization to create employment opportunities for minorities and women, whereas an affirmative action program has a broader focus that includes demographic, cultural, and personal differences.
  • A diversity program aims at creating a positive work environment where no one is advantaged or disadvantaged, whereas an affirmative action program aims at compensating for past discrimination and preventing ongoing discrimination.
  • A diversity program is required by law for private employers with fifty or more employees, whereas an affirmative action program is not.

Question 7 Social loafing occurs when:

  • workers withhold their efforts and fail to perform their share of the work.
  • workers feel intense pressure not to disagree with each other so that a group can approve a proposed solution.
  • workers complete the assigned tasks and socialize with team members.
  • workers develop interpersonal relationships with other team members.

Question 8 Which of the following statements is true of functional departmentalization

  • It helps companies respond to the demands of different markets.
  • It allows companies to manage in an efficient manner large, complex tasks.
  • It focuses an organization on customer needs rather than on products.
  • It allows work to be done by highly qualified specialists.

Question 9 Which of the following is a declining stage when teams are not effectively managed

  • De-porting
  • De-forming
  • De-merging
  • De-performing

Question 10 The term _____ refers to a variety of demographic, cultural, and personal differences among an organization's employees and customers.

  • conscientiousness
  • integrity
  • diversity
  • attrition

Question 11 Which of the following is true of developmental feedback

  • It only judges the achievement of results.
  • It is a reward for past performance.
  • It is designed to improve future performance.
  • It is also known as administrative feedback.

Question 12 Darlene Jespersen used to work in a sports bar. Despite being nominated by her manager for a promotion for her outstanding performance, the nomination was rejected, and a male coworker was awarded the promotion. Subsequently, Darlene's manager informed her that she was not promoted because the post requires working extra hours, and the management considered that to be a difficult task for a female employee. This is an example of _____.

  • minority dominance
  • affirmative action
  • adverse impact
  • disparate treatment

Question 13 Which of the following is true of diversity

  • It increases employee turnover.
  • It curbs business growth.
  • It decreases absenteeism.
  • It often leads to expensive lawsuits.

Question 14 Unlike cognitive conflict, affective conflict:

  • refers to the emotional reactions that can occur when disagreements between coworkers are professional rather than personal.
  • undermines team performance by preventing teams from engaging in the kinds of activities that are critical to team effectiveness.
  • is characterized by a willingness to examine, compare, and reconcile differences to produce the best possible solution
  • increases the satisfaction of team members, leads to cordiality between coworkers, and increases team cohesiveness.

Question 15 Stephanie is a receptionist at Violetcoast Corp. Over a period of six months, Stephanie has done a variety of jobs, such as data entry and preparing financial statements, along with her daily work. This scenario is an example of _____.

  • job rotation
  • job enrichment
  • job specialization
  • job enlargement

Question 16 Flagon Inc., a bottle manufacturing company, pays its employees 50 cents for every bottle that is produced in addition to the production rate of 200 bottles per day. Which of the following compensation systems has Flagon adopted

  • Profit sharing
  • Piecework
  • Commission
  • Stock options

Question 17 Which of the following is a reason for downsizing

  • Previous nonaggressive hiring
  • Insourcing
  • Cost cutting
  • Increasing market share

Question 18 Manuela, a Hispanic sales executive, is a new employee at Taupe Inc. Kevin, an Irish American, is also a marketing executive at Taupe with two years of experience. Kevin is assigned the task of mentoring Manuela. The objective of mentoring is not only to train Manuela but also to change employees' stereotypical beliefs and attitudes about different ethnic groups. This scenario illustrates _____.

  • awareness training
  • skills-based diversity training
  • diversity pairing
  • work sample assessment

Question 19 _____ is solving problems by consistently applying the same rules, procedures, and processes.

  • Specialization
  • Decentralization
  • Departmentalization
  • Standardization

Question 20 _____ is a management principle that workers should report to just one boss.

  • Unity of command
  • Task identity
  • Staff function
  • Line authority

Question 21 Which of the following is a difference between employee involvement teams and semi-autonomous work groups

  • Employee involvement teams do not have the authority to make decisions, whereas semi-autonomous groups have the authority to make decisions.
  • Members of employee involvement teams can change the designs of teams, whereas members of semi-autonomous groups cannot change the designs of teams.
  • Members of employee involvement teams are selected based on their experience, whereas members of semi-autonomous groups are selected based on their expertise.
  • Employee involvement teams provide advice and suggestions to management, whereas semi-autonomous groups do not provide advice and suggestions to management.

Question 22 Which of the following is a difference between a line function and a staff function

  • A line function contributes directly to selling a company's products, whereas a staff function does not contribute directly to selling a company's products but instead supports line activities.
  • A line function can only be exercised by employees at the lower levels of the chain of command, whereas a staff function empowers employees on every level.
  • A line function includes accounting, human resources, or legal services, whereas a staff function includes activitiesthat take place within the manufacturing and marketing departments.
  • A line function does not contribute directly to creating a company's products, whereas a staff function contributes directly to creating a company's products.

Question 23 Which of the following is a difference between a quid pro quo case and a case of hostile work environment case

  • A quid pro quo case deals with the sexual harassment of male employees, whereas a case of hostile work environment deals with the sexual harassment of female employees.
  • A quid pro quo case can result in economic injury, whereas a case of hostile work environment can lead to psychological injury.
  • A quid pro quo case relates to intentional discrimination, whereas a case of hostile work environment relates to unintentional discrimination.
  • In a quid pro quo case, an individual submits to sexual harassment, whereas in a hostile work environment case, an individual resists sexual harassment.

Question 24 Which of the following is necessary for stretch goals to effectively motivate teams

  • Teams must include employees from a single functional area.
  • Teams must be empowered with control of resources, such as budgets, workspaces, and computers.
  • Teams must have a low degree of autonomy over how they achieve their goals.
  • Teams must go through the process of multilevel reviews and sign-offs to get management approval before making changes.

Question 25 Rosemond Inc. manufactures cosmetics for women. Although majority of its customers are females, it has only 30 percent female employees. The company has been witnessing decline in sales as more innovative products have entered the market. The top management at Rosemond has realized that the company should understand customer needs and introduce new products. In this scenario, which of the following steps should Rosemond take to understand customer requirements

  • The company should start targeting male customers since most of its employees are males.
  • The company should focus exclusively on local markets.
  • The company should recruit more female employees.
  • The company should use innovative methods to promote its existing products.

Question 26 Zenzar Corp. is a software firm that plans to hire technical writers for its new project. The job requires candidates with good technical writing skills. Which of the following tests would be appropriate to test this ability of candidates

  • Psychometric test
  • Cognitive ability test
  • Minnesota clerical test
  • Specific ability test

Question 27 Job specifications are:

  • written descriptions of the basic responsibilities required of an employee holding a particular job.
  • planned sequences of jobs through which employees may advance within an organization.
  • written summaries of the qualifications needed to successfully perform a particular job.
  • procedures for advertising job openings within a company to existing employees.

Question 28 A female worker is working late hours at her office. Her manager approaches her on the pretext of inquiring about work updates. He casually turns the conversation into a personal one and starts touching her and making explicit remarks about her body. The female worker reacts furiously and tells the manager that she would take this issue to the human resources department. The manager feels intimidated and threatens her that if she files any complaints, her appraisal will be affected. This case is an example of _____.

  • quid pro quo sexual harassment
  • disparate treatment
  • adverse impact
  • hostile work environment

Question 29 Tom is an editor for the sports column at Mailing Daily. Chloe, Tom's manager, asks him to handle the essay column along with the sports column. Which of the following job redesign techniques is used by Chloe

  • Job rotation
  • Job enrichment
  • Job specialization
  • Job enlargement

Question 30 A popular cell phone company is known for its diverse work force. When the company had to make a decision on product positioning in a new market, managers of different ethnic groups had different views due to cultural differences. Such conflicts were common in several decision making situations, which has become a critical issue in the company. In this scenario, _____ should be employed to minimize these differences among the managers.

  • emotional intelligence
  • a glass ceiling
  • an affirmative action program
  • social integration

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HR Management: Difference between structured and unstructured interviews
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