1. Motivation Theories Which reward might actually create job dissatisfaction rather than job satisfaction?

A) Employee B is rewarded if all of her team members pass a certification exam.
B) Employee A can go to a training event, but only if Employee B succeeds in getting all of her people certified.
C) Employee D gives Employee E a small cash reward for getting done early even though Employee E wasn’t expecting a reward.
D) Employee C, a trainer, is asked to come to a design team party.



2. An HR team member is working on a critical activity that must be done in a very precise sequence with no room for innovation. Because the task is important, the HR manager monitors the team member's performance very closely. The performance is routinely satisfactory and often exemplary. The manager notes that the team member seems to have low morale and a bad attitude. According to Herzberg’s motivation-hygiene theory, what can the manager do to reduce job dissatisfaction?

A) Help the team member follow the process but be creative in other ways.
B) Stop supervising the team member so closely.
C) Give the team member the chance to take paid training related to the work.
D) Recognize the team member’s efforts in the next team meeting.



3. You are conducting a market salary survey to make sure that your team members are being adequately compensated and won’t seek employment elsewhere. You are seeking to meet which level of needs in Maslow’s hierarchy?

A) Physical needs
B) Safety and security
C) Belonging and love
D) Self-esteem and respect for others



4. Refer to the following scenario for the next 3 questions. While applying for a job on a computer in a company's employment office, an applicant made a statement to an office staff member that there was a sticky substance on the keyboard. Later that day during an on-site interview, the same applicant complained that a rash emerged on his fingers from the sticky substance. At the end of the day, the applicant was not hired because the background screening process revealed criminal charges two years ago. Instead, the hiring manager selected a different applicant who more closely matched the needs of the position and passed the background screen. Before leaving for the day, the applicant who was not hired filed a grievance with the HR manager claiming he had not been hired because he complained during the interview of an unknown substance causing a rash on his fingers. Upon investigation, the sticky substance was identified from the observation camera to be strawberry jelly from the applicant's sandwich eaten at the desk just prior to completing the application. What should the HR manager do first to address the applicant's filed grievance?

A) A. Forward the grievance to the hiring manager who made the decision not to hire the applicant.
B) B. Inspect the keyboard with the risk manager, collecting a sample of the sticky substance for further analysis.
C) C. Tell the applicant his sandwich left the sticky substance on the keyboard and his complaint did not impact the hiring decision.
D) D. Suggest that the applicant reapply for the position when the rash has cleared up.



5. After the sticky substance has been identified as jelly from the applicant's sandwich, which action should the HR manager take to prevent a recurrence of this situation?

A) A. Clean and visually inspect each workstation prior to applicant use.
B) B. File an ISO 31000 risk management report.
C) C. Post a sign prohibiting all applicants from eating at the workstations.
D) D. Have a risk management officer attend and monitor the application and interview process.



6. The hiring manager asks for guidance in the event an applicant challenges the results of the background screening process in the future. What should the HR manager advise the hiring manager to do if such a challenge occurs?

A) A. Evaluate the business risk associated with hiring someone with the applicant's background screen results.
B) B. Ask the company's legal counsel to respond to the applicant's challenge of the background screen results.
C) C. Present the background screen results to senior management, asking them to make the final hiring decision.
D) D. Give the applicant a copy of the results of the background screen and allow time for the applicant to provide a response.



7. Which motivation theory appeals to an employee's need for achievement?

A) McClelland
B) Vroom
C) Theory X/Theory Y
D) Attribution



8. A manager delegates work to team members by clearly explaining the desired result and any necessary processes to follow. The manager explains the consequences of failure, but then allows team members to self-manage. What motivational theory does this manager likely follow?

A) Maslow’s needs hierarchy
B) Theory X
C) Theory Y
D) Herzberg’s motivation-hygiene theory



9. Which motivational theory emphasizes the importance of autonomy, competency, and purpose?

A) Self-determination
B) Behavioral reinforcement
C) Theory Z
D) Motivation-hygiene theory



10. Refer to the following scenario for the next 4 questions. An organization with multiple locations across the United States and parts of western Europe wants to increase the diversity of its sales force to better reflect its customer base, which is quite diverse in terms of its racial, gender, and ethnic demographics. Their goal of promoting diversity has been moderately successful so far. However, senior leaders and the board of directors are becoming increasingly concerned about whether they are in the best position to compete for top talent. The organization also wants to better understand employee satisfaction from a diversity perspective and is analyzing its employee engagement survey results. The VP of HR considers engaging an external diversity consultant to assist in devising a new diversity strategy that will be different from the organization's traditional approach to diversity. The primary goal is to integrate this diversity and inclusion strategy with the human resources component of the organization's strategic plan in order to better position the organization as an employer of choice. The secondary goal is to clearly articulate the role of the employees and managers and how they assist in implementing the strategy. Which action should the diversity consultant take to help the VP of HR with the creation and implementation of a successful diversity and inclusion strategy?

A) A. Advise the VP on how to manage the six layers of diversity and avoid issues stemming from covering.
B) B. Propose to the board that the strategy be implemented to avoid negative public perceptions.
C) C. Partner with the VP to ensure that stakeholders actively support the diversity and inclusion strategy.
D) D. Tell the VP of HR to predominantly focus on assimilation and not inclusion.