1. 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.



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

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



3. 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



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

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



5. 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.