BUSI530 Week 4 Midterm Exam SCORE 100 PERCENT

Question 1 (4 points)

Myra provides accounting services as an independent contractor for Great Northern. Because of this relationship, Great Northern is responsible for withholding and paying Myra's employment taxes, including federal unemployment compensation (FUTA), Social Security (FICA) and FICA excise tax.
Question 1 options:
    1) True
    2) False

Question 2 (4 points)
 The Health Insurance Portability and Accountability Act permits employers to use protected health information in making employment decisions without prior consent.
Question 2 options:
    1) True
    2) False

Question 3 (4 points)
 Affirmative action mandates hiring of underrepresented groups, regardless of their qualification for the job.
Question 3 options:
    1) True
    2) False

Question 4 (4 points)
The only time that a discussion of race should be initiated in a workplace is in the midst of an allegation of racial discrimination.
Question 4 options:
    1) True
    2) False

Question 5 (4 points)
If the Equal Employment Opportunity Commission (EEOC) concludes that a workplace discrimination claim does not violate Title VII of the Civil Rights Act of 1964, the employee has no right to pursue the matter further in any court.
Question 5 options:
    1) True
    2) False

Question 6 (4 points)
The USA PATRIOT Act requires an employer to obtain a judicial warrant to grant access to sensitive data. A court order is not sufficient.
Question 6 options:
    1) True
    2) False

Question 7 (4 points)
For employers, passage of Title VII of the Civil Rights Act of 1964 meant that virtually any employment decision could be challenged by an employee or applicant who falls within the Title VII categories.
Question 7 options:
    1) True
    2) False

Question 8 (4 points)
In a disparate treatment case, the plaintiff must be able to demonstrate that the employer had an "evil" intent to discriminate.
Question 8 options:
    1) True
    2) False

Question 9 (4 points)
In a claim of reverse race discrimination, the ultimate burden of persuasion remains always on the defendant.
Question 9 options:
    1) True
    2) False

Question 10 (4 points)
An employee who is subject to discipline has a right to request that a co-worker be present as a witness during an investigatory interview.
Question 10 options:
    1) True
    2) False

Question 11 (4 points)
The main reason for passing Title VII, and the first of the prohibited categories is race.
Question 11 options:
    1) True
    2) False

Question 12 (4 points)
An employer can successfully defend a charge of disparate treatment discrimination under Title VII of the Civil Rights Act by offering a legitimate, non-discriminatory reason for the action taken against the charging party.
Question 12 options:
    1) True
    2) False

Question 13 (4 points)
The American legal system is based on stare decisis, a system of using legal precedent.
Question 13 options:
    1) True
    2) False

Question 14 (4 points)
Quotas are a necessary part of any affirmative action plan.
Question 14 options:
    1) True
    2) False

Question 15 (4 points)
An English-only rule may be used at a workplace if it is needed to promote the safe or efficient operation of the employer's business.
Question 15 options:
    1) True
    2) False

Question 16 (4 points)
One criteria for determining whether a worker is an employee or an independent contractor is the economic realities test. Under the economic realities test, a court considers whether a worker is economically dependent on the business, or is in business for himself or herself.
Question 16 options:
    1) True
    2) False

Question 17 (4 points)
The discharge of a teacher from her services is upheld when, although fluent in English, she spoke with such a thick accent that her students found it difficult to follow her.
Question 17 options:
    1) True
    2) False

Question 18 (4 points)
Citizenship and national origin are the same.
Question 18 options:
    1) True
    2) False

Question 19 (4 points)
The Drug-Free Workplace Act of 1988 prohibits the drug testing of federal employees under all circumstances.
Question 19 options:
    1) True
    2) False

Question 20 (4 points)
During the hiring process, an employer may ask whether an applicant will need a reasonable accommodation during the hiring process.
Question 20 options:
    1) True
    2) False

Question 21 (4 points)
Valuing diversity means being sensitive to and appreciative of differences among groups, and using those differences as a positive force to increase productivity and efficiency.
Question 21 options:
    1) True
    2) False

Question 22 (4 points)
If the parties involved in a workplace discrimination case reach an agreement through mediation, that agreement is as binding as any other settlement agreement.
Question 22 options:
    1) True
    2) False

Question 23 (4 points)
The Electronic Communications Privacy Act permits an employer to monitor an employee's telephone calls when the equipment used for the call is what is used in the ordinary course of business.
Question 23 options:
    1) True
    2) False

Question 24 (4 points)
An employer may decide to not hire an applicant solely because they wear a headscarf or turban if there is a policy in place stating that employees may not wear hats, etc. at work.
Question 24 options:
    1) True
    2) False

Question 25 (4 points)
Agency law, based on the traditional law called master and servant, governs employment relationships.
Question 25 options:
    1) True
    2) False

Question 26 (4 points)
To claim a prima facie case for national origin discrimination, an employee needs to prove that:
Question 26 options:
1)     his or her employer's job requirements exceed his or her qualifications.
2)     his or her position was filled by someone who is a member of the same protected class that he or she belongs to.
3)     his or her employer's employment decision caused an adverse employment action to him or her.
4)     his or her employer's employment decision or action was a business necessity.

Question 27 (4 points)
HealthSmart, a private hospital, employs five workers of Hispanic descent in its maintenance department. Though they were told that they would be performing different tasks on a rotation basis, the maintenance supervisor assigns only the five of them, out of the total 20 maintenance employees, to clean the morgue and the basement every time. Although they requested the hospital's management to change their duties, no changes were made. Which of the following holds true in this case?
Question 27 options:
1)     HealthSmart will be liable for national origin discrimination because it illegally segregated the employees based on their national origin, resulting in disparate treatment.
2)     HealthSmart will not be liable for national origin discrimination based on the court's ruling in Garcia v. Spun Steak Co.
3)     HealthSmart will be liable for national origin discrimination because Title VII of the Civil Rights Act of 1964 provides protection against discrimination based on country of citizenship.
4)     HealthSmart will not be liable for national origin discrimination because the Fair Labor Standards Act (FLSA) allows employers to discriminate in favor of U.S. citizens.

Question 28 (4 points)
Rasheed, a black man with a bachelor's degree in physical education, applies for a job at a gym along with a white friend who has the same qualifications. Although his friend gets an interview call from the gym, Rasheed does not receive any interview calls. Suspecting that his application was rejected due to his first name, Rasheed submits an identical résumé to the same gym but changes his first name on the résumé. Consequently, he is invited for an interview. In this scenario, Rasheed was likely a victim of:
Question 28 options:
1)     disparate impact because of his association with someone of a particular race.
2)     constructive discharge under Title VII of the Civil Rights Act of 1964.
3)     discrimination based on the perception of his race.
4)     reverse discrimination under 42 U.S.C. section 1983.

Question 29 (4 points)
National origin was included in Title VII's list of protected classes:
Question 29 options:
1)     As a last-minute attempt to add controversy to the legislation so that it would not be enacted.
2)     To ensure that employers do not make employment decisions based on preconceived notions about employees' or applicants' country of origin.
3)     To satisfy international critics of the legislation who suggested that the protection it afforded was simply not enough.
4)     To ensure that illegal immigrants are given a fair chance at employment.

Question 30 (4 points)
The Ninth Circuit Court of Appeals developed a balancing test to assist in balancing an individual's need to know the information and the employee's right to privacy. The four factors are:
Question 30 options:
1)     the public's interest in disclosure of the information; whether the employee signed a blanket disclosure agreement covering the information; the degree of invasion of personal privacy, whether the employee's desire to keep the information confidential is reasonable
2)     the individual's interest in disclosure of the information; the public's interest in disclosure; the degree of invasion of personal privacy; and whether there are other means to obtain the information
3)     the reasonableness of the employee's desire to keep the information private; the benefits to the public of making the information available; whether there are other ways to obtain the information; an explanation of why the information is needed
4)     an explanation of the need for the information; the employee's consent to the discovery and disclosure of the information; the public's interest in the information; whether there are other means to obtain the information.

Question 31 (4 points)
In the absence of age as a bona fide occupational qualification (BFOQ), the Age Discrimination in Employment Act of 1967 prohibits discrimination against an individual ________ years of age or older.
Question 31 options:
1)     21
2)     35
3)     40
4)     70

Question 32 (4 points)
Under common law, employers can be found liable for fraud in recruitment if they:
Question 32 options:
1)     fill a job position by promoting from within the company.
2)     use word-of-mouth recruiting to obtain new employees.
3)     offer all candidates the same information about a position or their company.
4)     allow an applicant to believe something about a job that they know is false.

Question 33 (4 points)
Green Oval Electronics employs approximately 2,700 employees. During a recent workforce survey, it was found that 97 percent of the company's managers are white, although only 62 percent of the company's entire workforce is white. The company decided to implement a voluntary affirmative action plan that would reserve 25 percent of the openings in a managerial development program for blacks and other minorities, only until the percentage of minority employees working as supervisors was representative of the percentage of available minorities in the local labor force. Which of the following holds true in this scenario?
Question 33 options:
1)     This affirmative action plan is illegal because under Executive Order 11246, only a 10 percent quota is permitted.
2)     This affirmative action plan is legal because Title VII of the Civil Rights Act of 1964 mandates employers to protect the interests of minorities and women by setting employment quotas.
   
3)     This affirmative action plan is legal because it is temporary and does not unnecessarily infringe on the rights of white employees.
4)     This affirmative action plan is illegal because it discriminates against white employees.

Question 34 (4 points)
Justin was employed as an auto mechanic with Madison & Sons Auto Shop. Mr. Madison employed 20 mechanics in each of his facilities in Denver, Colorado. Justin was the only African-American mechanic and had been employed by Mr. Madison for approximately nine years. He applied for a promotion to chief mechanic on four separate occasions and each time, the promotion was given to a white male with less seniority and less experience. After being denied the promotion for the fifth time, Justin filed a discrimination claim with the Equal Employment Opportunity Commission (EEOC). Justin's employment was terminated by Mr. Madison after the EEOC contacted Mr. Madison concerning the claim. Which of the following will hold true in this scenario?
Question 34 options:
1)     Mr. Madison may be found liable for violation of the antidiscrimination and the antiretaliation provisions under the Civil Rights Act of 1964.
2)    Mr. Madison cannot be held liable because Title VII of the Civil Rights Act of 1964 covers only employers with more than 50 employees.
3)     Mr. Madison cannot be held liable because Justin is an at-will employee.
4)     Mr. Madison can use the bona fide occupational qualification (BFOQ) defense to protect himself against Justin's discrimination claim.

Question 35 (4 points)
After the Equal Employment Opportunity Commission (EEOC) completes its investigation in an employment discrimination case, ________.
Question 35 options:
1)     it gives the employee a dismissal and a right-to-sue letter if no reasonable cause for the employee's discrimination complaint is found
2)    the EEOC requires the employer to pay compensatory damages within 30 days of the discriminatory event
3)     either party cannot ask for reconsideration of the EEOC's decision
4)    the employee is prohibited from pursuing the matter further in federal court if he or she is not satisfied with the EEOC's ruling

Question 36 (4 points)
Which of the following is the function of a motion for summary judgment?
Question 36 options:
1)     If a party wins a motion for summary judgment, the case is remanded to a lower court.
2)     If a party wins a motion for summary judgment, it means one of the parties did not like the facts found in the court and may appeal based on errors of law.
3)     If a court grants a motion for summary judgment, it means that it will determine the issues and grant a judgment in favor of one of the parties.
4)     If a court grants a motion for summary judgment, it means that it has determined that there is a need for the case to proceed to trial.

Question 37 (4 points)
Pat, a black woman, had been working as an associate photographer for Style Trends magazine for five years. When the chief photographer position opened up, Pat applied for the position but did not get selected. Instead, Sharon, a white woman, was appointed as the chief photographer. Even though Pat was aware that Sharon had better qualifications and experience to be a chief photographer, she filed a racial discrimination claim with the Equal Employment Opportunity Commission (EEOC). Which of the following holds true in this scenario?
Question 37 options:
1)    Pat's complaint will likely prevail under the business necessity defense.
2)     Pat's complaint will likely not prevail because not every decision that is arbitrary or unfair is discrimination.
3)     Pat's complaint will likely not prevail because Title VII of the Civil Rights Act of 1964 prohibits promotions from within an organization.
4)     Pat's complaint will likely prevail because an employee can be hired or promoted simply because he or she belongs to a protected class.

Question 38 (4 points)
Which information below is NOT legally protected (i.e., it can be legally accessed by the employer) under U.S. privacy law?
Question 38 options:
1)    an employee's criminal record
2)     that obtained by a search of the employee's body or physical space (so by a pat-down or body search)
3)     the contents of an employee's phone call made using the employer's phone, on the employer's premises, during working hours
4)     the contents of an employee's private e-mail, accessed on a work computer

Question 39 (4 points)
Once an employee has articulated a prima facie case of discrimination based on national origin, the burden falls on his or her employer to:
Question 39 options:
1)    prove that there has been a violation of the doctrine of promissory estoppel.
2)     identify a bona fide occupational qualification (BFOQ).
3)    show that the employee belongs to a protected class.
4)     establish that no other employee was subjected to such disparate treatment.

Question 40 (4 points)
Which of the following is true about constitutional protections available to public employees and/or private employees for inappropriate disclosure of personal information by their employer?
Question 40 options:
1)     Constitutional protection applies only to employees of federal agencies, and not employees of private employers.
2)     Employees of private employers enjoy constitutional protections, while employees of public employers do not.
3)    Public employees and private employees enjoy equal constitutional protections.
4)     Employees of private employers enjoy more constitutional protection than public employees.

Question 41 (4 points)
 Title VII's (of the Civil Rights Act of 1964) ban on racial discrimination applies:
Question 41 options:
1)     specifically to black and Hispanic people.
2)     to all citizens equally.
3)     to all member countries of the United Nations.
4)     only to black people.

Question 42 (4 points)
Constructive discharge exists when an:
Question 42 options:
1)     employer terminates a group of employees together for a legitimate, non-discriminatory reason.
2)     employer terminates an employee after providing 90 days' advance notice.
3)     employee is fired for engaging in constitutionally protected activities.
4)     employee sees no alternative but to quit her or his position; that is, the act of leaving was not truly voluntary.

Question 43 (4 points)
Which of the following statements is true of affirmative action?
Question 43 options:
1)    Under affirmative action, an applicant can simply be a female or a minority to be placed in a job.
2)    Minorities and females cannot be terminated from their jobs for any cause under affirmative action plans.
3)     Affirmative action requires employers to remove qualified whites and males from their jobs and give these jobs to minorities.
4)    Workplace productivity and efficiency do not suffer under affirmative action plans.

Question 44 (4 points)
Which of the following best relates to the employment-at-will doctrine?
Question 44 options:
1)     An employer can terminate an employee for any reason as long as the reason is not prohibited by law.
2)     An employer is free to discriminate against employees based on their gender, race, religion, or national origin.
3)     A government employee usually loses his or her constitutional rights when on the job.
4)    Highly paid skilled workers in building and construction trades can pass their jobs on to a family member when they retire.

Question 45 (4 points)
Who among the following has committed the tort of slander?
Question 45 options:
1)     A manager who searchers an employee's office without consent
2)     A manager who negligently reveals private information about an employee to another employee
3)     A manager who gives false, defamatory information about a former employee while on a conference call
4)     A manager who monitors an employee's private e-mail

Question 46 (4 points)
If an employer enforces an English-only policy in all areas of the workplace and at all times, including break times and other free time, the:
Question 46 options:
1)     employer impermissibly violates Title VII of the Civil Rights Act, which protects the ability of workers to express their cultural heritage at the workplace.
2)     employer's policy is not unlawful because all individuals, irrespective of their national origin, are required to speak English in the United States.
3)     employer is much safer from a charge of national origin discrimination than an employer who only enforces the policy in certain areas and at certain times.
4)     employer's policy is presumptively discriminatory according to the Equal Employment Opportunity Commission (EEOC).

Question 47 (4 points)
Under the Americans with Disabilities Act of 1990, employers are strictly prohibited from asking job applicants with disabilities about:
Question 47 options:
1)     the different languages they can read, speak, or write.
2)     past experience with workers' compensation.
3)     their experience working with a certain age group.
4)     skills they acquired in their previous jobs.

Question 48 (4 points)
Magda comes to work in clothes that are highly reflective of her national origin. This happens to violate the dress code of her workplace. After being politely asked to follow the office dress code several times by her supervisor, Magda is finally asked to return home and change into clothing that conforms to the company's dress code. Which of the following holds true if Magda decides to file a discrimination claim based on national origin?
Question 48 options:
1)     The employer can defend the dress code if it can show that Magda's attire overlaps with her religion.
2)     Magda has a claim under Title VII of the Civil Rights Act of 1964 for national origin discrimination because it guarantees her the right to freedom of cultural expression.
3)     Magda's employer can defend the dress code because Title VII of the Civil Rights Act of 1964 does not require an employer to accommodate an employee's attire of national origin.
4)     Magda has a claim under Title VII the Civil Rights Act of 1964 for national origin discrimination if she can prove that her attire does not encourage other employees to dress casually.

Question 49 (4 points)
An affirmative action plan under E.O. 11246:
Question 49 options:
1)     prohibits termination of women or minorities, even if they cannot effectively perform the necessary elements of their job.
2)     is developed without input or consent of the employer.
3)     is a management tool—integral to conducting business.
4)     interferes with the effective management of the business by mandating the hire of unqualified, inexperienced employees.

Question 50 (4 points)
The federal agency with primary responsibility for handling most employment discrimination claims under federal law is the:
Question 50 options:
1)     Office of Federal Contract Compliance Programs (OFCCP)
2)     Department of Justice (DOJ)
3)     Equal Employment Opportunity Commission (EEOC)
4)    Federal Civil Rights Agency (FCRA)

BUSI530 Week 4 Discussion 6

Discuss the four elements an employee must show to establish a claim of discrimination based on national origin.

BUSI530 Week 4 Discussion 5

In addition to the protections afforded employees by Title VII of the Civil Rights Act, most states have statutes that prohibit discrimination in employment, housing, etc.

• Research your state's statutes and provide the name of the applicable anti-discrimination (or "human rights") statute, the agency responsible for enforcing its provisions, and what types of discrimination are covered by the statute.

 

BUSI530 Week 3 Discussion 3

In its 2013-2016 Strategic Enforcement Plan, the EEOC set forth six priority enforcement areas it would pursue. Subsequently, it updated the SEP for Fiscal Years 2017-2021.

• What are the six priority enforcement areas identified in the original SEP?
• What two areas were added to the "emerging issues" priority in the updated SEP?
• Which area or areas you do feel are most important today? Why do you feel this/these area(s) are most important?

BUSI530 Week 2 Discussion 2

The Electronic Communications Privacy Act of 1986, as amended in 1994, extends some right of privacy to employees when sending and receiving e-mail messages on the employer's computer system and calls made and received on employer-owned cell phones.

However, the statute provides several exceptions that permit employers to intercept and/or monitor employee e-mail, Internet, and cell phone use at work.

• Describe your current (or previous) employer's policy regarding employee use of e-mails, Internet, and phones for personal matters while at work.
• Be sure to indicate if the policy is a formal, written policy, or an informal policy.
• In addition, is the policy administered in a uniform and consistent manner?

BUSI530 Week 2 Assignment 1

Instructions

For this assignment, assume you are the owner of a small business in the Midwest with a sales force of ten people whose territories cover five states. Your sales force is commission-based, so their earnings depend on whether they exceed or fall short of their monthly sales quotas, which are determined by the company. At the time a salesperson joins the company, you have them sign an agreement acknowledging that they are independent contractors, not employees. The agreement prohibits them from representing any of your competitors, although they may do work for non-competing businesses. They must perform their sales duties themselves, and may not hire assistants without your approval and at no additional cost to your company. They are not reimbursed for travel, food, or lodging expenses. For convenience, they have access to cubicles at your main office, along with a laptop and cell phone, although they are not required to use the facilities or equipment. They do not receive benefits, such as sick leave, vacation, and holidays. They are paid monthly, and no payroll taxes or social security deductions are withheld from their checks. Since they are on the road a lot, you carry liability insurance. Your insurance broker told you that if they are injured while performing their duties, they could sue the company, so you told your workers' compensation carrier that they are employees so they would be covered by workers' compensation insurance. Although the salespeople are not required to report their hours worked each month, they are expected to meet or exceed sale quotas and complete monthly reports, indicating the number and names of clients contacted, follow-up calls, and related information documenting their activities. If they failed to meet their monthly sales quotas, they must provide a written explanation.

• Based on the above information, prepare a 4-6 page, double-spaced essay indicating whether the salespeople would more likely be considered as independent contractors or employees, based on the IRS 20-Factor Test.
• Please post by Sunday evening at 11:59 p.m. CT.
• The assignment covers material from the text for Week 2. Be sure to read the assignment carefully.
• You should prepare the assignment using the following guidelines:
1. A 12-point Times New Roman or similar business font,
2. Submitted in Word format (docx, doc, or rtf file formats),
3. Style and citations should follow the 6th edition of the APA Manual.
• The assignment is worth 150 points.

 

 

 

 

BUSI504 Mid Term Exam

Question 1 (2 points)
 Research shows that about 93 percent of a message comes from nonverbal communication.
Question 1 options:
    1) True
    2) False

Question 2 (2 points)
One of the more serious problems associated with collaborative writing is dealing with conflicts that arise.
Question 2 options:
    1) True
    2) False

Question 3 (2 points)
Face-to-face communication is almost always the best way a manager should deliver a message.
Question 3 options:
    1) True
    2) False
Question 4 (2 points)

Four concepts that help to understand the use of mediated communication are: bandwidth, perceived personal closeness, feedback, and the symbolic interactionist perspective
Question 4 options:
    1) True
    2) False
Question 5 (2 points)

An attempt to use empathic listening is often enough to open communication.
Question 5 options:
    1) True
    2) False
Question 6 (2 points)

Active and passive are two types of listening.
Question 6 options:
    1) True
    2) False
Question 7 (2 points)

An appropriate strategy for negative situations is the indirect one.
Question 7 options:
    1) True
    2) False
Question 8 (2 points)

A report writer should gather data before developing solutions or action items.
Question 8 options:
    1) True
    2) False
Question 9 (2 points)

An organization's culture can encourage or discourage information flow.
Question 9 options:
    1) True
    2) False
Question 10 (2 points)

Managerial communication behavior represents ritualistic responses to the need to appear competent, intelligent, legitimate, and rational.
Question 10 options:
    1) True
    2) False

Question 11 (2 points)

The way in which managers communicate messages is influenced by the type of authority they are perceived to have.
Question 11 options:
    1) True
    2) False
Question 12 (2 points)

The communication process consists of an exchange of messages that are comprised of words.
Question 12 options:
    1) True
    2) False
Question 13 (2 points)

Diversity issues are found in the areas of gender, culture, age, and education.
Question 13 options:
    1) True
    2) False
Question 14 (2 points)

The most likely audience question when reading written communication is "What is the purpose of this message?"
Question 14 options:
    1) True
    2) False
Question 15 (2 points)

Ethics in business is constantly evolving to match emerging norms and values and varies from country to country.
Question 15 options:
    1) True
    2) False
Question 16 (2 points)

The groundwork or preliminary effort a report writer makes before the report is written often takes more time than actually writing the report.
Question 16 options:
    1) True
    2) False
Question 17 (2 points)

When nonverbal signals contradict verbal ones, the verbal ones are usually the ones to trust.
Question 17 options:
    1) True
    2) False
Question 18 (2 points)

Attire is an important part of the first impression we form when meeting others, and is often the key to initial credibility.
Question 18 options:
    1) True
    2) False
Question 19 (2 points)

Managers should discourage their subordinates from listening to the grapevine because the information is usually false.
.
Question 19 options:
    1) True
    2) False
Question 20 (2 points)

The difference between positive and negative wording is more a matter of content than emphasis.
Question 20 options:
    1) True
    2) False

Question 21 (5 points)

Major factors affecting communication contingencies are ___________________
Question 21 options:
1)     product quality, diversity, subordination, and competition
2)     ethics, diversity, product quality, and competition
3)     time, diversity, ethics, and competition
4)     competition, creative analysis, product quality, and ethics

Question 22 (5 points)
Which movement has been shown to positively influence the flow of conversation?
Question 22 options:
1) mimicry
2)     affect display
3)     illustrating
4)     striding
Question 23 (5 points)

Contemporary managerial communication stresses the importance of which of the following?
Question 23 options:
   

1)     listening
2)     keeping written records
3)     giving orders
4)     maintaining discipline
Question 24 (5 points)

Which of the following is not a strategy for emphasizing a main idea?
Question 24 options:
   
1)     repeating it
2)     highlighting it in boldface
3)     using the "you" viewpoint
4)     being indirect
Question 25 (5 points)
   
Which type of internal correspondence may be in either direct or indirect order?
Question 25 options:
1)     form memos
2)     requests for action
3)     announcements
4)     guideline memos
Question 26 (5 points)

The most frequently used medium of communication within an organization is the
Question 26 options:
   

1)     letter
2)     memo
3)     brochure
4)     bulletin board
Question 27 (5 points)

Managers must take the following into account when sending a message.
Question 27 options:
1)     the receiver's relationship and status differences with the manager
2)     the receiver's interest and emotional state
3)     the receiver's knowledge and communication skills
4)     all of the above choices are correct
Question 28 (5 points)

Nonverbal behaviors used during conversations to signal to a partner to slow, stop and even "wait your turn" are known as _____________
Question 28 options:
1)     regulating
2)     contradicting
3)     accenting
4)     substituting
Question 29 (5 points)
 All of the following are common purposes for managerial communication except ________
Question 29 options:
1)     to gain information
2)     to share information
3)     to achieve status
4)     to persuade
Question 30 (5 points)

The information transmission capacity of the available sensory channels is known as ____________
Question 30 options:
1)     capability
2)     perspective
3)     sensuality
4)     Bandwidth
Question 31 (5 points)
 Organizational communication focuses on ___________________
Question 31 options:
1)     internal behavior
2)     two or more people exchanging perceptions
3)     formal and informal meetings
4)     how a group of tasks is linked to complete a job
Question 32 (5 points)
 Letter reports differ from memo reports according to
Question 32 options:
1)     format, tone, and audience
2)     introduction, body, and conclusion
3)     direct, neutral, and indirect order
4)     all of the choices are correct
Question 33 (5 points)

The contingency approach to management communication requires managers to _________
Question 33 options:
1)     see the interdependence of various aspects of jobs, organizations, and communication
2)     use the same communication approach at all times for consistency
3)     use creative analysis only in times of emergency
4)     not let the situation determine the method of communication
Question 34 (5 points)

A memo report
Question 34 options:
1)     always uses direct order
2)     employs headings
3)     always includes bulleted lists
4)     does not include visual aids
Question 35 (5 points)
 Strategic managerial listening requires paying attention to _____________________
Question 35 options:
1)     the spoken words
2)     the nonverbal cues
3)     the total environment
4)     all choices are correct
Question 36 (5 points)

The manager who wants to understand someone's internal frame of reference should use which type of listening?
Question 36 options:
1)     casual
2)     factual
3)     sympathetic
4)     empathic

Question 37 (5 points)
 The type of listening most common in business meetings and conferences is
Question 37 options:
1)     casual
2)     factual
3)     empathic
4)     sympathetic

Question 38 (5 points)
 How short should most routine e-mail messages be?
Question 38 options:
1)     One sentence
2)     One screen
3)     One paragraph
4)     One word

Question 39 (5 points)
The team leader in a collaborative writing group is responsible for ________________
Question 39 options:
1)     setting the guidelines for the group
2)     coordinating the team's collaborative efforts
3)     resolving conflicts among individuals and functional departments
4)     both coordinating the team's collaborative efforts and resolving conflicts among individuals and functional departments

Question 40 (5 points)
Common problems with technology include ________________
Question 40 options:
1)     sensory overload
2)     narrow bandwidth
3)     reduced opportunities for feedback
4)     all of the above choices are correct

 

Question 41 (8 points)

Provide an example in which technology has changed a person's job.

 

Question 42 (8 points)

How can a writer de-emphasize the negative in messages?

Question 43

What are some typical strategies for empowering employees?

 

Question 44

What are the four things a manager should do to become physically and psychologically prepared to listen? Discuss each of these.

Question 45

What are the most common benefits of enterprise social networks?

Question 46

According to the discussion presented in this chapter, what is the difference between interactive and active listening?

Question 47

What are two examples of internal noise and two examples of external noise that can damage a listener's competency at work?

Question 48

You are trying to indicate interest in the other person while listening. What should you be doing with your eyes, head, trunk, and hands?

Question49

What purposes does the transmittal document serve?

 

 

Question 50

What are four strategic advantages of written managerial communication?