Q&A Hero

Q: What are the benefits of participation?

Q: Discuss the steps of the selection process.

Q: Describe the employee ownership plan.

Q: Which of the following information does NOT need to be included in a job offer? A. Employment history of the candidate B. Job responsibilities C. Work schedule D. Rate of pay E. Starting date

Q: Give a brief description of quality circles.

Q: The process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another is termed the _____ model. A. multiple-hurdle B. norming C. compensatory D. behavior description E. situational

Q: What are the responsibilities to be fulfilled by employees for the success of participative programs?

Q: Which of the following best describes multiple-hurdle model of personnel selection? A. It is a process of selecting employees in which a very high score on one type of assessment can make up for a low score on another. B. It is a process of arriving at a selection decision by eliminating some candidates at each stage of the selection process. C. It is a selection process in which several members of the organization form a panel and interview each candidate. D. It is a testing program that establishes different norms for hiring members of different racial groups. E. It is a selection process that treats a range of scores as being similar and divides candidates into groups based on the range into which they fall.

Q: How does a managers emotional intelligence affect the use of participation?

Q: Which of the following is true about a well-planned interview? A. It should address subjective matters. B. It should specifically measure the individuals skills. C. It should focus on the job and the organization. D. It should be non-standardized and non-structured. E. It should focus on measuring the individuals abilities.

Q: List the prerequisites for participation.

Q: What does the leader-member exchange model of leadership suggest?

Q: Interviewing effectiveness may be enhanced by _____. A. emphasizing on making subjective judgments B. keeping the interviews narrow, structured, and standardized C. limiting the use of panel interviews D. focusing on questions that measure abilities and skills E. focusing on accomplishing a wide range of goals

Q: Explain in detail how consent and participation improve motivation.

Q: Which of the following is an advantage of using interviews as part of a personnel selection process? A. They are by far the most accurate method for making selection decisions. B. They have high validity and reliability. C. They are the most inexpensive means of making selection decisions. D. They generally facilitate selection decisions that are free from bias against particular groups. E. None of these.

Q: A(n) _____ interview is a situational interview in which the interviewer asks the candidate to describe how he or she handled a type of situation in the past. A. in-basket B. fitness-for-duty C. behavior description D. nondirective E. unstructured

Q: Explain the five broad approaches to empowerment.

Q: During an interview for a sales position at Cart-Logistics Inc., a candidate is asked about what he would do to regain business with a client whose consignment was damaged during a business transaction with Cart-Logistics. This is an example of a(n) _____ interview. A. behavior description B. situational C. nondirective D. exit E. in-basket

Q: The main goal of servant leadership is to: A) make and announce decisions. B) show reluctance in admitting mistakes. C) help others develop their talents fully. D) avoid the development of ones own skills.

Q: A _____ interview is a selection interview that consists of a predetermined set of questions for the interviewer to ask. A. situational B. nondirective C. structured D. behavior description E. work sample

Q: Which of the following is NOT a key trait of servant leaders? A) Treating others with respect B) Admitting mistakes C) Asking for help D) Listening passively

Q: Which type of interview allows the interviewer discretion in choosing the questions to be asked and generally includes open-ended questions about the candidates strengths, weaknesses, career goals, and work experience? A. Behavioral B. Situationa C. Nondirective D. Structured E. Computerized

Q: Which of the following factors impedes the success of a participative program? A) Managers confessing their own vulnerability and seeking help B) Theory Y beliefs by managers C) Lack of preparation for new roles in an empowered environment D) Managers viewing themselves as partners with employees

Q: Which of the following is true about medical examinations of job candidates? A. Medical examinations are conducted specifically for candidates of minority groups. B. Medical examinations are conducted upon the receipt of the candidates rsum. C. Medical examinations are conducted specifically for individuals with disabilities. D. Medical examinations that measure size and strength can never be used for a job. E. Medical examinations are conducted after the candidate has been given a job offer.

Q: Which of the following statements is true of the benefits of participation? A) All the benefits of participation are intangible. B) Managers find it extremely easy to adjust to their new roles in a high-involvement system. C) The top management team guarantees its consistent support to the participative program. D) Employees show more commitment toward their goals.

Q: The rules for drug testing include all of the following EXCEPT: A. drug testing should be administered systematically to all applicants for the same job. B. the drug test reports should not be sent to applicants. C. drug testing should be conducted for employees working in jobs that involve safety hazards. D. drug testing should be conducted in an environment that is not intrusive. E. drug-testing programs should allow for strict confidentiality of results.

Q: Which of the following programs for participation offers the highest degree of participative decision making? A) Self-managing teams B) Total quality management C) Employee ownership D) Just-in-time

Q: Which of the following tests is a legal means to test the integrity of job applicants and generally involves asking applicants directly about their attitudes toward theft and their own experiences with theft? A. Polygraph test B. Paper-and-pencil honesty test C. Cognitive ability test D. Personality inventory test E. In-basket test

Q: A key feature of self-managing teams is _____. A) total autonomy B) the diminished role of the manager C) the extensive training of employees in statistical methods D centralized decision making

Q: Sean Mathers, a recruiter for a retail firm, is looking for candidates to fill a sales position. Since the job requires the salesperson to interact with customers, Sean is looking for candidates who are expressive and convincing with customers. He also wants the candidates to be friendly and social. Which one of the Big Five traits is Sean looking for in particular? A. Extroversion B. Adjustment C. Agreeableness D. Conscientiousness E. Inquisitiveness

Q: Which of the following statements is true of rapid-cycle decision making? A) It involves the creation of a self-managing team. B) It is an inclusive and transparent process. C) It seldom yields definitive outcomes. D) It requires final judgments to be made by the CEO when consensus cannot be achieved.

Q: Which of the following traits describe conscientiousness? A. Sociable, gregarious, assertive, talkative B. Dependable, organized, persevering, achievement-oriented C. Courteous, trusting, good-natured, tolerant D. Emotionally stable, nondepressed, secure, content E. Curious, imaginative, artistically sensitive, broad-minded

Q: Which of the following is the defining feature of total quality management (TQM)? A) It gets every employee involved in the process of searching for continuous improvements in their operations. B) It is a form of participation that accents individual initiative instead of group problem solving and teamwork. C) It ensures that work groups are given a large degree of decision-making autonomy and are expected to control their own behavior and results. D) All of the above.

Q: The Big Five traits that include extroversion, adjustment, agreeableness, conscientiousness, and inquisitiveness, are all _____ dimensions. A. physical ability B. cognitive ability C. aptitude D. personality E. skills

Q: All of the following participative programs accent team work EXCEPT: A) quality circle programs. B) suggestion programs. C) self-managing teams. D) total quality management.

Q: In-basket tests are an example of _____ tests. A. job performance B. physical ability C. honesty D. personality E. cognitive ability

Q: Which of the following guidelines should be followed in order to make a quality circle successful? A) Train operational level workers and not supervisors in facilitation skills. B) Apply the groups skills to problems external to the circles work area. C) Use these programs for addressing long-term issues exclusively. D) Obtain continuous support from top management.

Q: Which of the following is true about job performance tests? A. They provide fair evaluations for applicants. B. They have the lowest level of validity compared to other tests. C. These tests are highly generalizable. D. Customization of these tests for various jobs is inexpensive. E. They are best suited for identifying the particular skills or traits the individual possesses.

Q: An assessment center: A. is a place where job applicants for manufacturing jobs undergo physical ability tests. B. conducts a single test for all job applicants to test their technical potential. C. uses multiple selection methods to rate applicants on their management potential. D. is a selection method generally used for unskilled employees. E. has the lowest validity because it combines several assessment methods.

Q: Which of the following is typically the responsibility of an employee toward making a participative program successful? A) Identifying the issues to be addressed B) Seeking to use the perspectives of others C) Specifying the level of involvement desired D) Allocating fair rewards

Q: The success of any participative program is contingent upon all managers agreeing to: A) focus solely on individual contributors. B) identify the issues to be addressed. C) operate outside organizational policies. D) avoid seeking others perspectives.

Q: A typing test for an administrative assistants job is an example of a(n) _____ test. A. job performance B. cognitive ability C. physical ability D. personality inventories E. emotional intelligence

Q: Which of the following statements is true of differing employee needs for participation? A) Employee participation programs are successful regardless of the validity of contributions. B) All employees desire similar levels of participation. C) Educated people tend to have lower performance when not allowed to contribute. D) Higher-level workers often seek less participation.

Q: The controversial practice that treats a range of scores as being similar and thus allows the employer to give preference to underrepresented groups within these similar scores is known as _____. A. banding B. generalizing C. affirmative action D. sensitizing

Q: Managers with high emotional intelligence: A) have very good self-management abilities but poor relationship management competencies. B) are poor in practicing participative management styles. C) set an example through their sensitivity, humility, and comfort with ambiguity. D) typically lack sensitivity to employee emotions and needs and have poor self-awareness.

Q: What is race norming? A. Treating a range of scores as being similar B. Establishing different norms for hiring members of different racial groups C. A legal quota system that protects interests of people with disabilities D. Basing selection decisions on a common norm for all races, regardless of impact E. Use of cognitive tests that discriminate against women and people with disabilities

Q: _____ is a combination of two personal abilitiesself-awareness and self-managementand two social competenciessocial awareness and relationship management. A) Emotional intelligence B) Empowerment C) Impostor phenomenon D) Intelligence quotient

Q: Which of the following is a concern relating to the use of cognitive ability tests? A. Lack of validity of the tests for complex jobs B. Lack of reliable and commercially available tests C. Legal issues related to administering the tests D. Lack of validity of the tests for those jobs that require adaptability E. Relatively high cost

Q: Which of the following styles of management involves managers asking groups for recommended action before taking a decision? A) Democratic management B) Consultative management C) Participative committee D) Consensus decision making

Q: Which of the following is true about cognitive ability tests? A. They are especially valid for jobs requiring adaptability. B. They are relatively expensive compared to the other tests. C. They measure strength, endurance, psychomotor abilities, and other physical abilities. D. They are free from legal complications. E. They are especially valid for simple jobs.

Q: Which of the following statements is true of the consensus decision making style? A) It involves managers making and announcing decisions. B) It involves managers deciding with groups. C) It involves managers asking groups for recommended action before deciding. D) It involves managers asking groups to come to a decision regarding an issue.

Q: Tests designed to measure such mental skills as verbal skills, quantitative skills, and reasoning ability are referred to as _____ tests. A. job performance B. honesty C. personality inventories D. cognitive ability E. physical ability

Q: A(n) _____ manager makes and announces decisions. A) anarchist B) consultative C) autocratic D) benevolent

Q: _____ tests are sometimes called intelligence tests. A. Achievement B. Psychomotor C. Adaptability D. Cognitive ability E. Endurance

Q: Which of the following is NOT a restraint on the area of job freedom for a department? A) The number of employees in the department B) The physical environment C) Personal limitations D) Collective-bargaining agreements

Q: What do achievement tests measure? A. The ability of a person to perform well under pressure B. A persons existing knowledge and skills C. The ability of a person to acquire skills D. The future achievement potential of an individual E. The attitude of an individual

Q: Which of the following statements is NOT a prerequisite for participation? A) Neither party should feel that its position is threatened by participation. B) Employees should have enough time to participate before action is required. C) The potential benefits of participation should be greater than the costs. D) All employees, regardless of mental capacity, should participate.

Q: Which of the following tests assess how well a person can learn or acquire skills and abilities? A. Personality inventories tests B. Work sample tests C. Achievement tests D. Aptitude tests E. Physical ability tests

Q: Which of the following statements reflects participative view power? A) It is applied by management. B) It flows downward. C) It is a fixed amount. D) It is applied by shared ideas in a group.

Q: In general, the results of reference checks for job applicants will be most valid if the employer _____. A. contacts many references B. relies exclusively on the list provided by the applicant C. avoids direct contact with the reference D. restricts contact with the references through e-mails E. receives positive opinions about the employee from the reference

Q: Which of the following is one of the ways by which individuals acting as references for job applicants can minimize the risk of being sued for defamation or misrepresentation? A. By giving as much information as possible B. By exclusively giving out positive information about a candidate C. By only giving information about observable, job-related behaviors D. By giving only broad opinions E. By excluding employment dates and the employees final salary

Q: The _____ view of management is that power is a fixed quantity, is legitimate, and flows downward, so someone must lose what another gains. A) democratic B) consultative C) autocratic D) benevolent

Q: Participative employees are: A) highly stressed from working under an authoritarian manager. B) generally more satisfied with their work and their supervisor. C) bound to have low levels of self-efficacy. D) none of the above.

Q: Ricky Jones, a 33-year old unemployed software engineer, had applied for a job in SeaTech Inc., a Florida-based software company. He had mentioned his former project manager as his reference in the application form. But he was rejected soon after the HR of SeaTech called his former manager and learnt that Ricky was involved in an issue of sexual misconduct. Sensing this to be the reason for his rejection at SeaTech, Ricky threatened to sue his former manager on charges of _____. A. misappropriation B. fraud C. misrepresentation D. defamation E. negligence

Q: Which of the following actions is a contribution of subordinates in a leadermember exchange model of leadership? A) Delegation B) Performance C) Rewards D) Mentoring

Q: If a former employer gives a glowing statement about a candidate and the new employer later learns of misconduct on the part of the employee during his/her previous employment, the new employer may sue the former for _____. A. negligence B. misrepresentation C. defamation D. misappropriation E. libel

Q: All of the following participative practices will help expedite goals EXCEPT: A) providing power opportunities earlier to minority workers in an increasingly diverse workforce. B) placing more responsibility at higher levels of the organization. C) speeding up the approval process. D) creating participative conditions that allow interested employees to experience feelings of empowerment in their work.

Q: If a person who is the reference gives negative information about the job candidate, there is a chance the candidate will claim _____, meaning the person damaged the applicants reputation by making statements that cannot be proved truthful. A. defamation B. misappropriation C. fraud D. misrepresentation E. negligence

Q: Participation entails all of the following ideas EXCEPT: A) ethnocentrism. B) involvement. C) contribution. D) responsibility.

Q: Generally, the organization checks references _____. A. only if it believes the information provided by the applicant is incorrect B. immediately after the applicant submits a rsum C. after it has determined that the applicant is a finalist for the job D. because it is a legal requirement under EEO laws E. of all applicants to a job

Q: _____ is the mental and emotional involvement of people in group situations that encourages them to contribute to group goals and share responsibility for them. A) Centralization B) Participation C) Empowerment D) None of the above

Q: Which of the following factors enhances job-related self-efficacy? A) Overwhelming jobs B) Job mastery C) Unwanted changes D) Negative leadership

Q: Organizations typically use rsums _____. A. as substitutes for interviews B. as a basis for deciding which candidates to investigate further C. to save the cost of administering tests related to the performance on the job D. because they can control the content of the information, as well as the way it is presented E. because they are generally an unbiased source of information

Q: All of the following are suggested approaches to empowerment EXCEPT: A) holding employees accountable for job performance outcomes. B) giving employees discretion over job performance. C) reducing emotional support. D) providing successful role models.

Q: Which of the following is a disadvantage of using rsums as a source of information about job applicants? A. It is a relatively expensive method of gathering information. B. It does not allow applicants to highlight accomplishments. C. Review of rsums is least valid when the content of the rsums is evaluated in terms of the elements of a job description. D. It is biased in favor of the employer. E. The content of the information is controlled by applicants.

Q: With the _____, individuals fail to acknowledge properly their own expertise and accomplishments and erroneously attribute their success to luck, or charm, instead of talent, competence, or perseverance. A) impostor phenomenon B) self-fulfilling prophecy C) snowball effect D) bandwagon effect

Q: Which of the following details need to be asked in an application form to gather information about suitable candidates? A. Marital status B. History of disabilities C. Number of children D. Educational background E. Applicant's race

Q: Participation appears to be rooted deeply in the culture of free people around the world and is probably a basic drive in human beings.

Q: Employers use application forms for all of the following reasons EXCEPT that: A. they are a low-cost way to gather basic data from many applicants. B. they ensure that the organization has certain standard categories of information. C. they are not subject to equal employment opportunity standards. D. they allow the employer to keep up-to-date records of job applicants. E. they enable organizations to rank applicants.

Q: One of the greatest impediments to success is the lack of support for, or even resistance to, participative programs by top management.