Personnel Security CPP Study Review

Practice Test

March 23, 2007

1.

Of All Security Processes, the Most Critical Is:

a. Information b. Personnel c. Physical d. Perimeter

March 23, 2007

1.

Of All Security Processes, the Most Critical Is:

a. Information b. Personnel c. Physical d. Perimeter

March 23, 2007

2. The Concept That an Individual Should Be Aware of the Security Program and Persuaded That the Program Is Relevant to His or Her Own Behavior Is Known As:
a. Security consciousness

b. Security awareness
c. Security motivation

d. Motivation analysis

March 23, 2007

2. The Concept That an Individual Should Be Aware of the Security Program and Persuaded That the Program Is Relevant to His or Her Own Behavior Is Known As:
a. Security consciousness

b. Security awareness
c. Security motivation

d. Motivation analysis

March 23, 2007

3.

The Theory That the Human Organism Is Motivated by an Ascending Series of Needs and That Once the Lower Needs Have Been Satisfied, They Will Be Supplanted by the Higher Needs As Motives for Behavior Is Known As:

a. Maslows Hierarchy of Prepotency

b. McGregors Theory X
c.

McGregors Theory Y d. Herzbergs Two Factor Theory

March 23, 2007

3.

The Theory That the Human Organism Is Motivated by an Ascending Series of Needs and That Once the Lower Needs Have Been Satisfied, They Will Be Supplanted by the Higher Needs As Motives for Behavior Is Known As:

a. Maslows Hierarchy of Prepotency

b. McGregors Theory X c.

McGregors Theory Y d. Herzbergs Two Factor Theory

March 23, 2007

4.

Which of the Following Is Not an Example of the Intelligence Test:

a. Stanford-Binet IQ Test

b. Henman-Nelson IQ Test
c. Armed Forces General Classification

d. Manual Placement Test

March 23, 2007

4.

Which of the Following Is Not an Example of the Intelligence Test:

a. Stanford-Binet IQ Test

b. Henman-Nelson IQ Test
c. Armed Forces General Classification

d. Manual Placement Test

March 23, 2007

5. Which of the Following Is Not a Basic Requirement for Handling Pre-employment Interviews:
a. Interview must be voluntary b. Interviews to be effective should be

conducted with a friend of applicant prese c. Interview must be unbiased d. Interviewer should not give out information
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5. Which of the Following Is Not a Basic Requirement for Handling Preemployment Interviews:
a. Interview must be voluntary b. Interviews to be effective should be

conducted with a friend of applicant present c. Interview must be unbiased d. Interviewer should not give out information
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6. The Basic Principle of Personnel Security Is:

a. To weed out bad apples among employees

after they are located b. Education is the key to loss prevention c. Attitudes and honesty of rank and file employees are key to minimizing theft loss d. Terminate undesirables

March 23, 2007

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6. The Basic Principle of Personnel Security Is:

a. To weed out bad apples among employees

after they are located b. Education is the key to loss prevention c. Attitudes and honesty of rank and file employees are key to minimizing theft losses d. Terminate undesirables
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7. Probably the Single Most Important Safeguard for Preventing Internal Theft Is:
a. An extensive statement of personal

history b. The personal interview c. Interviewing reference d. Upgrading the screening of new employees

March 23, 2007

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7. Probably the Single Most Important Safeguard for Preventing Internal Theft Is:
a. An extensive statement of personal

history b. The personal interview c. Interviewing reference d. Upgrading the screening of new employees

March 23, 2007

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8.

An employer may not question an applicant on which of the following:

a.

Unexplained gaps in the employment history b. Unsatisfactory interview c. An arrest for a crime against property d. A conviction for a crime against property

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8.

An Employer May Not Question an Applicant on Which of the Following:

a.

Unexplained gaps in the employment history b. Unsatisfactory interview c. An arrest for a crime against property d. A conviction for a crime against property

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9.

Questioning an Employee Should Be:

a. Behind a closed door

b. With the door open

c. Closed and locked door

d. At a police station

March 23, 2007

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9.

Questioning an Employee Should Be:

a. Behind a closed door

b. With the door open

c. Closed and locked door

d. At a police station

March 23, 2007

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10. Impelling Type of Leadership Tends to Reduce Employee Dishonesty Because:

a. It sets a good example

b. It creates discipline
c. It reduces employee frustration d. It improves morale

March 23, 2007

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10. Impelling Type of Leadership Tends to Reduce Employee Dishonesty Because:

a. It sets a good example

b. It creates discipline
c. It reduces employee frustration d. It improves morale

March 23, 2007

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11. Non-directional Counseling of Upset Employees:

a. Should not be used because it is not

effective b. Does not carry the danger inherent in giving advice c. Does not directly advise, criticize or try to help d. Involves primarily being a good listener
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11. Non-directional Counseling of Upset Employees:

a. Should not be used because it is not

effective b. Does not carry the danger inherent in giving advice c. Does not directly advise, criticize or try to help d. Involves primarily being a good listener
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12. The First Skill the Manager Must Learn Is:

a. How to give orders
b. How to check up on procedures c. How to maintain authority d. The ability to listen
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12. The First Skill the Manager Must Learn Is:

a. How to give orders
b. How to check up on procedures c. How to maintain authority d. The ability to listen
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13. On the Whole, Employees Are:

a. Easily tempted b. Honest c. Indifferent d. Conscientious, honest individuals who

have the firms best interest at heart

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13. On the Whole, Employees Are:

a. Easily tempted b. Honest c. Indifferent d. Conscientious, honest individuals who

have the firms best interest at heart

March 23, 2007 27

14. In Conducting Interviews During a Background Investigation, the Investigator Should More Appropriately Tell the Person Being Interviewed That the Employee Is:
a. Being considered for a promotion b. Suspected of wrongdoing

c. Being investigated in connection with a

position of trust d. Tell the interviewee nothing

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14. In Conducting Interviews During a Background Investigation, the Investigator Should More Appropriately Tell the Person Being Interviewed That the Employee Is:
a. Being considered for a promotion

b. Suspected of wrongdoing
c. Being investigated in connection with

a position of trust d. Tell the interviewee nothing

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15. The Frequency of Reinvestigation of the Financial Life Style Inquiry Should Generally Be:
a. Never
b. Every 6 months

c. Every year
d. Every 18 months

March 23, 2007

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15. The Frequency of Reinvestigation of the Financial Life Style Inquiry Should Generally Be:
a. Never
b. Every 6 months

c. Every year
d. Every 18 months

March 23, 2007

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16. Any investigation which includes unfavorable information, or which results in an adverse employment decision, should be:
a.

Retained in file for a minimum of three years

b. Retained in file for a minimum of five years c.

Retained in file for one year

d. Destroyed when the employment decision is

made
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16. Any Investigation Which Includes Unfavorable Information, or Which Results in an Adverse Employment Decision, Should Be:
a. Retained in file for a minimum of three years b. Retained in file for a minimum of five years c.

Retained in file for one year

d. Destroyed when the employment decision is

made
March 23, 2007 33

17. Which of the Following Is Not True With Regard to a Resume?

a.

It does not provide the information which the company requires b. It is never accepted in lieu of a completed application form c. It is always accepted and is reviewed as part of the investigation d. It is an acceptable form of information for a professional position

March 23, 2007

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17. Which of the Following Is Not True With Regard to a Resume?

a. It does not provide the information

which the company requires b. It is never accepted in lieu of a completed application form c. It is always accepted and is reviewed as part of the investigation d. It is an acceptable form of information for a professional position
March 23, 2007 35

18. The Persons Who Find Integrity Tests Offensive Are:

a. Twice as likely to admit to criminal or

drug abuse behavior b. No more likely than anyone else to admit to criminal or drug abuse behavior c. Sensitive persons who should not be required to take the test d. Usually found to have a violent criminal past
March 23, 2007 36

18. The Persons Who Find Integrity Tests Offensive Are:

a. Twice as likely to admit to criminal

or drug abuse behavior b. No more likely than anyone else to admit to criminal or drug abuse behavior c. Sensitive persons who should not be required to take the test d. Usually found to have a violent criminal past
March 23, 2007 37

19. Completed Background Investigations:

a.

If apparently completed favorable, may be reviewed by an investigative clerk b. If apparently completed favorable or containing unfavorable information, are reviewed by a responsible supervisory security employee c. If containing unfavorable information, should be immediately referred to legal counsel d. Should be reviewed jointly by the Human Relations Director and the Security Director
March 23, 2007 38

19. Completed Background Investigations:

a.

If apparently completed favorable, may be reviewed by an investigative clerk b. If apparently completed favorable or containing unfavorable information, are reviewed by a responsible supervisory security employee c. If containing unfavorable information, should be immediately referred to legal counsel d. Should be reviewed jointly by the Human Relation Director and the Security Director
March 23, 2007 39

20. The qualifications and background of an

applicant are considered in light of the needs of the company to perform duties of a specific position. Which of the following is not accurate regarding the job description for the position:
a.

It must include accurate specifications and genuine skill requirements b. The details of the description may tend to exclude certain groups of people c. The specifications and skills should be described concisely and without prejudice d. The job description should be intentionally vague in order to allow the max number of applicants to qualify for the position
March 23, 2007 40

20. The qualifications and background of an

applicant are considered in light of the needs of the company to perform duties of a specific position. Which of the following is not accurate regarding the job description for the position:
a.

It must include accurate specifications and genuine skill requirements b. The details of the description may tend to exclude certain groups of people c. The specifications and skills should be described concisely and without prejudice d. The job description should be intentionally vague in order to allow the max number of applicants to qualify for the position
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