Explore topic-wise MCQs in General Aptitude.

This section includes 1449 Mcqs, each offering curated multiple-choice questions to sharpen your General Aptitude knowledge and support exam preparation. Choose a topic below to get started.

1051.

For the Strategic HR Planning Process to stimulate critical thinking:

A. it needs to create common bonds among the various work units in the organization.
B. it should focus on day-to-day management issues.
C. it cannot include specific operational planning but must remain at the conceptual level.
D. it should manage work flows at the same time.
E. it must be a continuing, flexible process rather than a rigid procedure.
Answer» F.
Discussion
1052.

The current trend to downsize results in:

A. higher commitment levels among employees as they try to perform in such a way as to prevent being laid off.
B. an increased poor performance stigma for those laid off.
C. significantly decreased HRM costs due to outplacement and unemployment claims.
D. increased social problemsfor local governments and companies to deal with.
E. increased diversity among the workforce and those firms dealing with layoffs.
Answer» E. increased diversity among the workforce and those firms dealing with layoffs.
Discussion
1053.

Which of the following HR strategies best fits a firm with an overall cost leadership business strategy?

A. emphasis on innovation and flexibility.
B. external recruitment.
C. performance appraisal as a control device.
D. broad job classifications.
E. all of the above
Answer» D. broad job classifications.
Discussion
1054.

HR strategies that fit a company’s focus strategy would be:

A. similar to those of a Miles and Snow defender strategy.
B. the same as those of a Miles and Snow prospector strategy.
C. identical to those of a company using a differentiation strategy.
D. identical to those of a company using a low-cost strategy.
E. between those of a differentiation and a low-cost strategy.
Answer» F.
Discussion
1055.

Thurmont’s steel mill is considering a new HR strategy. Which of the following couldbe considered an important element of the basic strategy?

A. Fostering moral commitment among the employees.
B. Discouraging informal socializing.
C. Implementing job-specific training.
D. Implementing generic job training.
E. Instituting more flexible HR strategies.
Answer» D. Implementing generic job training.
Discussion
1056.

Knott’s Construction builds one house every month. Mr. Knotts and Scott perform all the structural work themselves while they subcontract the plumbing and electrical work. This subcontracting is an example of:

A. organizational restructuring.
B. the rise of the service sector.
C. the growth of the small business.
D. time efficiency.
E. outsourcing.
Answer» F.
Discussion
1057.

Organizational culture:

A. is often shaped by HRM practices.
B. can be defined in terms of the right or wrong culture.
C. is made up of a number of elements such as norms, behaviors, values, etc.
D. refers to basic assumptions and beliefsshared by members of an organization.
E. isthe non-pervasive climate or atmosphere within which people work.
Answer» E. isthe non-pervasive climate or atmosphere within which people work.
Discussion
1058.

Firms that are low on uncertainty and change and that operate in stable environmentswould benefit most from HR strategies that involve:

A. variable pay and flexibility.
B. control emphasis and fixed pay.
C. loose work planning and flexibility.
D. external recruitment and an informal hiring process.
E. low dependency on superiors and tailored appraisal procedures.
Answer» C. loose work planning and flexibility.
Discussion
1059.

Refer to Case 1.4. The reactions of employees at Crowe show a change in thecompany’s:

A. centralization efforts.
B. organizational challenges.
C. staffing practices.
D. environment.
E. organizational culture.
Answer» E. organizational culture.
Discussion
1060.

Refer to Case 1.1. Caplin’s discussion of costs, quality, and capabilities shows that they are trying to address:

A. the organizational challenge of competitive position.
B. the environmental challenge of rapid change.
C. the individual challenge of matching the individual and the organization/job.
D. the benefits of strategic HR planning.
E. their strategic HR choices.
Answer» B. the environmental challenge of rapid change.
Discussion
1061.

Managers who often depend on their personal views and experiences to solve problems and make business decisions run the risk of:

A. alienating employees who want to contribute to the decision-making process.
B. undermining the goals of the company by becoming too independent.
C. taking on more responsibility than is necessary in a given business venture.
D. making assumptions about the business and economic environment that are untrue, thereby threatening the profitability of the company.
E. threatening the profitability of the company by encouraging centralized decisionmaking processes.
Answer» E. threatening the profitability of the company by encouraging centralized decisionmaking processes.
Discussion
1062.

Refer to Case 1.1. The discussion about people’s work habits represents the organizational challenge for HR of:

A. the problems with empowerment.
B. outsourcing.
C. organizational culture.
D. the use of technology.
E. the ethics and social responsibility of employers.
Answer» D. the use of technology.
Discussion
1063.

The Imitation Products is considering how to specialize their product in order to create a niche for themselves and how much they should spend to improve the product while considering the cash flow increase that may come from product specialization. Imitation is discussing their:

A. decentralization strategies.
B. Total Quality Management (TQM).
C. competitive position.
D. human resource strategy.
E. organizational restructuring.
Answer» C. competitive position.
Discussion
1064.

Out of the number of small businesses that start every year, only will survivea decade.

A. 5%
B. 10%
C. 15%
D. 20%
E. 25%
Answer» C. 15%
Discussion
1065.

The need for skilled employees in the United States:

A. has intensified in the service sector, which has produced more jobs than manufacturing.
B. has intensified in manufacturing, as the turnaround in the “rust belt” has resulted in a 20% decease in jobs.
C. has decreased as the number of service, technical, and managerial jobs requiring a college education has declined.
D. is easing as both private and government training programs’ funding has resulted in a highly trained workforce.
E. has decreased due to increased immigration of highly educated information workers.
Answer» B. has intensified in manufacturing, as the turnaround in the “rust belt” has resulted in a 20% decease in jobs.
Discussion
1066.

One of your best MIS people left to work for a competitor. When she left, she took with her a partially completed proposal for an enhanced MIS system that would reduce costs and increase the speed of handling information. You’ve just experienced:

A. empowerment.
B. an organizational restructuring.
C. a competitive advantage.
D. brain drain.
E. the results of the glass ceiling.
Answer» E. the results of the glass ceiling.
Discussion
1067.

Due to the increasing work pace and burnout in the United States, more workers are facing higher degrees of stress. According to your text, some companies have chosen to:

A. provide employees with coaching/stress management courses.
B. resort to continual-hiring practices to replace workers.
C. encourage employees to take longer breaks during the work day.
D. do more work from home, in a family environment.
E. inform potential employees of this challenge during the interviewing process.
Answer» B. resort to continual-hiring practices to replace workers.
Discussion
1068.

Tammy has a small jam-and-jelly business and has joined up with Hillside Farm toproduce “Hillside Farm Preserves.” This type of partnership is called:

A. co-laboring.
B. a joint venture.
C. cooperative marketing.
D. a business cooperative.
E. downsizing.
Answer» C. cooperative marketing.
Discussion
1069.

A study of small high-technology firms shows that they should hire people who are:

A. very well organized and structured.
B. experienced in administration and organization since the company will probably lack these skills.
C. able to handle high uncertainty and rapid change in exchange for the satisfaction of possible future payoffs.
D. experienced in working with large corporations, preparing the company for its transition to be a major player in its market.
E. technically competent and should disregard personality issues.
Answer» D. experienced in working with large corporations, preparing the company for its transition to be a major player in its market.
Discussion
1070.

As the director of HR, you are in a meeting with your corporate officers discussing the firm’s deliberate use of human resources to gain a competitive edge against your competitors in the marketplace. You are discussing:

A. your HR strategy for the company.
B. the general business environment in which your company must operate.
C. the tactics you plan to use in reaching corporate objectives.
D. the individual issues that are involved in creating your HR plan.
E. the legal environment in which your company operates.
Answer» C. the tactics you plan to use in reaching corporate objectives.
Discussion
1071.

Refer to Case 1.2. If this firm chooses to also address its employee relations, itshould:

A. look at its policy on union avoidance or support.
B. develop policies to protect employee interests.
C. decentralize policy formation.
D. provide continuing support to employees who left the company involuntarily.
E. promote from within.
Answer» B. develop policies to protect employee interests.
Discussion
1072.

Tony works in the finance department as an accounting clerk. He keeps a time cardand receives extra pay for any overtime he works. Tony is:

A. an exempt line employee.
B. a nonexempt staff employee.
C. an exempt staff employee.
D. a nonexempt line employee.
E. not in any of these categories.
Answer» C. an exempt staff employee.
Discussion
1073.

Refer to Case 1.4. When Crowe’s employees were fired, this was an example of:

A. unfair disciplinary practices.
B. organizational strategies.
C. the creation of common bonds.
D. employee separations.
E. outsourcing.
Answer» E. outsourcing.
Discussion
1074.

A firm that encourages an entrepreneurial climate may do which of the following:

A. display informal hiring strategies.
B. display a strong top-down managerial preference.
C. discourage innovation and risk taking.
D. ignore HR strategies.
E. rely on employees’ moral commitment to the firm.
Answer» B. display a strong top-down managerial preference.
Discussion
1075.

The role of HR is to:

A. alleviate the personnel management responsibility from managers.
B. develop technical expertise to win more management battles than it loses.
C. mind its own business and leave the understanding and running of the business to the line managers.
D. support and help managers perform their jobs.
E. all of the above
Answer» E. all of the above
Discussion
1076.

Transferring responsibility and decision-making authority from central office staff to the people closest to the situation that demands attention is an example of:

A. decentralization.
B. corporate restructuring.
C. the effect of the evolving nature of work roles.
D. downsizing.
E. outsourcing.
Answer» B. corporate restructuring.
Discussion
1077.

An evolutionary corporation would most likely display which of the following characteristics?

A. It would be a mixture of several different industrial firms.
B. It would exhibit strong managerial control over employees.
C. It would be very decentralized and flexible.
D. It would emphasize long-term career development among employees.
E. It would emphasize moral commitment.
Answer» D. It would emphasize long-term career development among employees.
Discussion
1078.

Refer to Case 1.3. The company’s differentiation strategy is an example of a(n):

A. HR tactical plan.
B. corporate strategy.
C. emergent strategy.
D. business unit strategy.
E. organizational personality characteristic.
Answer» E. organizational personality characteristic.
Discussion
1079.

Which of the following is NOT a key strategic HR choice when working with international management in a business?

A. Establishing a repatriation agreement with each employee going abroad versus avoiding any commitment to expatriates.
B. Sending expatriates abroad to manage foreign subsidiaries versus hiring local people to manage them.
C. Establishing travel packages and benefits to those who will be expatriated versus making other compensation changes.
D. Creating a common company culture to reduce inter-country cultural differences versus allowing foreign subsidiaries to adapt to local cultures.
E. Establishing company policies that must be followed in all subsidiaries versus decentralizing policy formulation so that each local office can develop its own.
Answer» D. Creating a common company culture to reduce inter-country cultural differences versus allowing foreign subsidiaries to adapt to local cultures.
Discussion
1080.

One potential pitfall of decentralizing a firm is:

A. the inflexibility that decentralizing a firm causes.
B. the few opportunities it leaves for employees to move up the company hierarchy.
C. more layers of management will need to be created, thereby slowing flow of communication between authorities and local managers.
D. a decrease in clear communication between the firm authority and local employees may lead to insecurity and a lack of focus within the firm.
E. dissatisfaction among employees who want more responsibility and decision-making authority.
Answer» E. dissatisfaction among employees who want more responsibility and decision-making authority.
Discussion
1081.

A company can take a number of steps to foster an effective relationship between managers and HR, such as:

A. focusing on the technical side of productivity and teaching it to HR.
B. hiring outside consultants to assist HR in implementing its programs.
C. requiring some management experience as part of HR professionals’ training.
D. developing a tough minded, win/lose mentality among HR professionals.
E. mandating after-work socializing among HR professionals and line managers.
Answer» D. developing a tough minded, win/lose mentality among HR professionals.
Discussion
1082.

A firm considering the volatility of its product market, the degree of change that its product is experiencing over the passing of time, and the number of competitors with which it is competing is probably examining its HR strategy’s:

A. fit with organizational characteristics.
B. fit with organizational capabilities.
C. customized appraisals within the market.
D. fit with the environment.
E. defender capabilities.
Answer» E. defender capabilities.
Discussion
1083.

Mona is interested in buying a new computer. She has heard that Shell processors are on the low end of the cost spectrum and that the company offers an excellent warranty. Mona is focused on the firm’s:

A. fit with the market.
B. distinctive competencies.
C. consumer appreciation.
D. fit with organizational capabilities.
E. consumer enjoyment.
Answer» C. consumer appreciation.
Discussion
1084.

HRM faces a number of environmental challenges, including:

A. increasing organizational labor costs.
B. decentralization of decision making.
C. marketplace globalization.
D. the need to empower company employees.
E. self-managed work teams.
Answer» D. the need to empower company employees.
Discussion
1085.

Refer to Case 1.2. The HR strategies suggested are examples of one way to addressthe strategic HR planning challenge of:

A. creating a common bond among the management team.
B. coping with the environment.
C. avoiding excessive concentration on day-to-day problems.
D. combining intended and emergent strategies.
E. reinforcing overall business strategy.
Answer» F.
Discussion
1086.

The relative contribution of an HR strategy to an organization’s performance increases:

A. the less it fits the external environment.
B. to the degree that it increases bottom-line profitability, regardless of the cost to labor.
C. if the HR strategy is distinct from the firm’s business strategies.
D. the more HR strategies are independent of each other.
E. the more HR strategy fits the uniqueness of the organization.
Answer» F.
Discussion
1087.

For an HR strategic plan to fit with organizational strategies, it needs to align with:

A. individual employees’ personal goals.
B. its use of technology.
C. work flows used by the organization.
D. the firm’s corporate and business unit strategies.
E. the company’s international management plans.
Answer» E. the company’s international management plans.
Discussion
1088.

Intended strategies are as opposed to emergent strategies, which are.

A. proactive / reactive
B. spontaneous / planned
C. fuzzy / detailed
D. based on company politics / based on company environment
E. necessary in large companies / necessary in smaller companies
Answer» B. spontaneous / planned
Discussion
1089.

Refer to Case 1.4. The corporate strategy that Crowe would most likely espouse is:

A. an evolutionary strategy.
B. a business unit strategy.
C. a decentralizing strategy.
D. a cost-cutting strategy.
E. a steady state strategy.
Answer» F.
Discussion
1090.

When it comes to managers dealing with ethical issues, it is safe to say that:

A. what is ethical or unethical is seldom clear cut.
B. issues clearly resolve themselves into right and wrong choices.
C. the implementation of ethical codes has significantly helped managers with their ethical struggles.
D. employee expectations are on the decline.
E. business, unlike other areas of life, generally has clear choices about what to do or not to do in ethical situations.
Answer» B. issues clearly resolve themselves into right and wrong choices.
Discussion
1091.

Working on his HR strategic plan, Jose is thinking about whether to recommend specific job descriptions or broad job classes, and detailed or loose work planning. Jose is considering the HR strategic choice related to:

A. performance appraisals.
B. training and development.
C. staffing.
D. work flows.
E. employee compensation.
Answer» E. employee compensation.
Discussion
1092.

Kori and Joe are discussing their firm’s HRM strategies for dealing with a sexual harassment suit. Their discussion exemplifies the HRM environmental challenge stemming from:

A. globalization.
B. workforce diversity.
C. legislation.
D. organizational culture.
E. matching people to the organization.
Answer» D. organizational culture.
Discussion
1093.

Emergent strategies generally:

A. evolve and change as needs arise.
B. involve only portions of an organization.
C. are proactive and well developed in advance.
D. encourage strong leadership within a firm.
E. are less beneficial to a small company.
Answer» B. involve only portions of an organization.
Discussion
1094.

Carson is gathering information for an HR audit. Which of the following areas should he be concerned with?

A. HR strategies’ fit with the environment.
B. potential for brain drain and discontent among employees.
C. the technology available to the employees.
D. increasing employee interdependence.
E. the risk-taking tendencies of the managers.
Answer» C. the technology available to the employees.
Discussion
1095.

The Society for Human Resource Management (SHRM) offers which of the following to the HR field?

A. An honorary doctorate in Human Resources to HR professionals who have been in the business for over 30 years.
B. Special benefit packages to all members.
C. The opportunity for HR professionals to be certified at the Professional Human Resources (PHR) or the Senior Professional Human Resources (SPHR) level.
D. Subsidized HR auditsto members’ firms.
E. Specialized managerial training to Fortune 500 companies’ HR professionals.
Answer» D. Subsidized HR auditsto members’ firms.
Discussion
1096.

Stacey notes that her firm is risk averse, operates with a flexible, delegating management style, and is outwardly focused. Stacey’s observations describe which organizational characteristic of a company?

A. Its production process for converting inputs into outputs.
B. The firm’s market posture.
C. Its organizational structure.
D. The firm’s management philosophy.
E. The organization’s overall personality.
Answer» E. The organization’s overall personality.
Discussion
1097.

The matching of people to the organization, not just to a job, is:

A. important, but not the critical task it was once thought to be since studies show that personality has little to do with success.
B. creating ethical dilemmasfor corporations in today’s legal environment.
C. a significant part of an organization’s social responsibility.
D. getting easier through the use of technology.
E. increasingly important as studies show executive personalities as well as their competencies can affect company performance.
Answer» F.
Discussion
1098.

Since companies can now monitor their employees’ use of the Internet and e-mail, which of the following is a legislative concern?

A. The decrease in employee productivity.
B. Privacy issues regarding individuals.
C. The “fuzzy line” between what could be seen as obscene to some people but harmless slang to others.
D. The use of this information to plan surprise birthday parties for employees.
E. The potential for the information to be used to compile mailing lists for different corporations.
Answer» C. The “fuzzy line” between what could be seen as obscene to some people but harmless slang to others.
Discussion
1099.

RCA is working on a corporate identity that smoothes over cultural differences in order to increase cooperation within the firm. RCA is addressing the HRM challenge of:

A. globalization.
B. rapid change.
C. legislation.
D. competitive environment.
E. matching the individual to the job.
Answer» B. rapid change.
Discussion
1100.

Refer to Case 1.4. Crowe’s strategy to handle exiting employees who incite othersto quit is what type of strategy?

A. An emergent strategy.
B. An intended strategy.
C. A staffing strategy.
D. An employee separation strategy.
E. An organizational strategy.
Answer» C. A staffing strategy.
Discussion