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The headquarters of the car manufacturer is located in the United States, whereas the manufacturing units are spread across different countries. A manager with a successful career at headquarters receives a promotion to vice president and will run the company's motor vehicle assembly plant in Indi a. He is popular amongst his direct reports for being engaging and for sharing both responsibilities and recognition with them. What challenges is he likely to face in his new position?
A. His new direct reports might not appreciate him distributing important tasks within theteam.
B. He might have to adjust project deadlines because employees tend to be late.
C. His new employees are likely to challenge his authority.
D. He might experience difficulties creating harmony within the new team he is leading.
Answer: B
Explanation:
According to Hof stede's dimensions of culture, the United States is a country with low power distance, whereas India is a country with high power distance. The VP's approach of sharing responsibilities and recognition with his employees is not likely to be well received because Indian employees would expect a manager to complete important tasks himself.
NEW QUESTION # 51
The Fair Labor Standards Act (FLSA) mandates that most employees be paid overtime for more than 40 hours in a week unless they fall under certain criteri a. Which is NOT an FLSA exemption?
A. Outside sales exemption
B. Advanced engineer exemption
C. Creative prof essional exemption
D. Computer employee exemption
Answer: B
Explanation:
There is no specific advanced engineer exemption. The Fair Labor Standards Act (FLSA) exemptions apply only to white collar-type employees who fall under the salary and duties test that include executive, administrative, prof essional (learned and creative), computer, outside sales, and highly compensated employees.
NEW QUESTION # 52
While at work, two employees get into a serious argument that results in a physical altercation on company property. The employees have a clear understanding that this violates company policy. The manager pulls both employees into the of the to terminate their employment. What step should the manager have taken beforehand?
A. Review the company,s performance management system.
B. Consult with legal counsel.
C. Establish a baseline for the termination.
D. Interview the employees as part of an investigation.
Answer: D
Explanation:
The company should conduct a thorough investigation before making the decision to terminate an employee. As part of the investigation, the manager should interview each of the employees to hear their side of the story. The employees should then be suspended pending investigation. This will give HR time to research and review all relevant information, including any prior similar instances, before making a final decision.
NEW QUESTION # 53
What are the three key qualities of a leader that are crucial for leading a learning organization, according to Peter Senge?
A. Planner, visionary, communicator
B. Manager, trainer, strategist
C. Mentor, change agent, motivator
D. Designer, steward, teacher
Answer: D
Explanation:
In a learning organization, leaders are designers, stewards, and teachers. As designers, they create the vision, values, and processes of the organization. They have a sense of stewardship for their employees as well as for the company's mission. As teachers, they encourage others to discover and seek new possibilities.
NEW QUESTION # 54
The HR and IT directors meet to discuss plans to purchase an applicant tracking system to support the continued growth of the organization. Which is the first step the directors should take?
A. Determine the automation needs of the organization.
B. Research integration capabilities.
C. Evaluate any existing recruitment processes.
D. Ensure scalability to support growth.
Answer: A
Explanation:
* Needs Assessment: Understanding the specific needs and pain points in the current recruitment process is essential for selecting an appropriate applicant tracking system (ATS).
* Customized Solutions: By identifying automation needs, the organization can choose an ATS that best fits its requirements, enhancing efficiency and effectiveness in recruitment.
* Stakeholder Input: Engaging stakeholders in determining these needs ensures that the system meets the practical demands of HR and aligns with the broader organizational goals.
* Future Growth: Considering automation needs helps ensure the chosen system can scale with the organization, supporting long-term growth and evolving recruitment strategies.
References:
* SHRM, "Choosing an Applicant Tracking System," available at SHRM.org.
* SHRM, "Automation in Recruitment: Best Practices," available at SHRM.org.
NEW QUESTION # 55
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