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Q:
Which of the following holds good under the Immigration Reform and Control Act of 1986?
A. Employers must verify and maintain records on the legal rights of applicants to work in the United States.
B. Employers must file a completed Form I-9 with the Immigration and Naturalization Service and retain the documents for at least ten years.
C. Employers can pay lower wages to the immigrant workers.
D. Employers must verify the legal age of employees who do not hold American citizenship.
E. Employers are allowed to discriminate against persons on the basis of citizenship status.
Q:
The act of participation in itself establishes better communication with both the group and the organization.
Q:
Which of the following is an impermissible question for job applications and interviews?
A. What is your full name?
B. Have you ever been convicted of a crime?
C. What was your major in college?
D. Do you have any disabilities?
E. Can you meet the requirements of the work schedule?
Q:
A more formal version of the group-decision approach is the self-managing team.
Q:
Which of the following is a permissible question for job applications and interviews?
A. How would you feel about working for someone younger than you?
B. Are you a citizen of the United States?
C. What religious holidays do you observe?
D. Where were you born?
E. Will you need any reasonable accommodation for this hiring process
Q:
The total quality management (TQM) approach gets only the most technically competent employees involved in the process of searching for continuous improvements in their operations.
Q:
Which of the following is true according to the Americans with Disabilities Act (ADA) of 1991?A. The employer can ask preemployment questions to investigate disabilities.B. The interviewer is prohibited from asking a candidate if he/she can meet the attendance requirements for the job.C. The interviewer is permitted to ask the candidate the number of sick leaves he/she took at his/her previous job.D. The employer is permitted to use, for hiring decisions, employment physical exams that could reveal a psychological or physical disability.E. Employers are required to make reasonable accommodation to disabled individuals.
Q:
The quality-circle approach helps employees feel they have some influence on their organization even if not all their recommendations are accepted by higher management.
Q:
Which act prohibits preferential treatment in favor of minority groups?
A. The Americans with Disabilities Act of 199191
B. The Immigration Reform and Control Act of 1986
C. The Age Discrimination in Employment Act of 1967
D. The Civil Rights Act of 1991
E. The Fair Labor Standards Act of 1938
Q:
Some supervisors view employee suggestions as criticisms of their own ability and practices.
Q:
The use of a neutral-appearing selection method that damages a protected group is _____.
A. legal if the employer has a turnover of less than $100,000
B. legal if the company using the selection method has 100 or more employees
C. legal if the employer can show that there is a business necessity for using that method
D. illegal and prohibited under all circumstances
E. legal if the company using the selection method operates in the software industry
Q:
A large percentage of employees regularly make suggestions in most firms; the rest may feel no significant level of involvement in suggestion programs.
Q:
Methods that provide economic value greater than the cost of using them are said to have _____.
A. reliability
B. utility
C. validity
D. generalizability
E. dependability
Q:
Participation will be more successful where employees feel they have a valid contribution to make.
Q:
Evan Smith is the HR manager of a publishing company. He wants to know if a certain test of cognitive ability, used in the advertising industry, can be successfully used in his organization. In other words, he wants to know if this test is a(n) _____ method of personnel selection.
A. substitutable
B. evaluative
C. practical
D. generalizable
E. nondirective
Q:
When employees have more participation than they want, they are participatively neutral.
Q:
A selection method that is valid in other contexts beyond the context in which it was developed is said to be _____.
A. reliable.
B. generalizable.
C. practical.
D. utilitarian.
E. dependable.
Q:
Managers who are low in emotional intelligence are unlikely to be able to use participative approaches effectively.
Q:
For tests that measure abstract qualities such as intelligence or leadership skills, validity would best be established by _____ validation.
A. criterion-related
B. content
C. concurrent
D. construct
E. predictive
Q:
Intrinsically satisfying tasks may diminish the need for greater participation, while routine tasks may suggest that participation could produce fruitful results.
Q:
Which of the following is true about content validity?
A. It is usually measured on the basis of expert judgment.
B. It indicates how free a measurement is from random errors.
C. It is most suitable for tests that measure abstract qualities.
D. A test that scores high on content validity tends to score low on generalizability.
E. It is useful for tests that measure intelligence and leadership quality.
Q:
At times, a manager may find it necessary to limit the participation used with one employee while consulting freely with another.
Q:
Which of the following best describes content validity?
A. It is the extent to which something provides economic value greater than its cost.
B. It is the extent to which a measurement is free from random error.
C. It is the consistency between the test items or problems and the kinds of situations or problems that occur on the job.
D. It is the consistency between a high score on a test and high level of a construct such as intelligence or leadership ability, as well as between mastery of this construct and successful performance of the job.
E. It is the measure of validity based on showing a substantial correlation between test scores and job performance scores.
Q:
A prerequisite for participation is that employees must have enough time to participate before action is required.
Q:
Participation increases the power of employees but not their managers.
Q:
A construction firm is in need of a construction superintendent, whose primary responsibilities involve organizing, supervising, and inspecting the work of several subcontractors. The firm administers a construction-error recognition test, where an applicant enters a shed that has 25 construction errors and where he/she is asked to record as many of these problems as can be detected. What type of validity is being established in this case?
A. Concurrent validity
B. Construct validity
C. Content validity
D. Representative validity
E. Predictive
Q:
Martha Stevens is the HR manager of C-Soft Inc., a software company located in New York. She wants to establish the validity of a test designed for computer technicians using a predictive criterion-related validation strategy. According to this validation, Martha must administer the test to _____.
A. at least half the present computer technicians in C-Soft
B. people doing similar jobs in other companies
C. people applying for computer technician jobs in C-Soft
D. only current computer technicians in C-Soft who are performing at acceptable levels
E. a random selection of computer technicians currently employed at C-Soft
Q:
Participative programs result in mental and emotional involvement that produces generally favorable outcomes for both the employees and the organization.
Q:
Participation can have statistically significant effects on performance and satisfaction.
Q:
To test the validity of the selection test for advanced widget designers, Correll-Techno Inc. administers the test to the present widget makers in the company. The test results are then compared with the employees latest performance appraisal scores. In this instance, what type of validation does Correll-Techno implement?
A. Predictive validation
B. Concurrent validation
C. Content validation
D. Construct validation
E. Diagnostic validation
Q:
Participation helps employees become good organizational citizens who take ownership for results rather than nonresponsible, machinelike performers.
Q:
Predictive validation is more accurate than concurrent validation because _____.
A. the research administers tests to people who currently hold the job
B. test performance is influenced by firsthand experience with the job
C. the group is more likely to include people who perform poorly on the test
D. it is less time-consuming and relatively simple
E. test takers tend to be less motivated to do well on the tests
Q:
Participative managers typically turn their management responsibilities over to empowered employees.
Q:
Which of the following is true about predictive validation?
A. It is the least effective method of measuring validity.
B. It uses the test scores of all applicants and looks for a relationship between the scores and future performance.
C. It involves administering a test to people who currently hold a job and comparing their scores to existing measures of job performance.
D. It is the quickest and easiest method compared to other ways of measuring validity.
E. It permits an employees firsthand experience with the job to influence his performance in the test.
Q:
Empowerment helps enhance employee feelings of self-efficacy.
Q:
_____ validity is a measure of validity based on showing a substantial correlation between test scores and job performance scores.
A. Criterion-related
B. Diagnostic
C. Content
D. Convergent
E. Construct
Q:
Chapter 8
Empowerment and Participation
True/False Questions
Q:
The _____ of an employment test is indicated by the extent to which the test scores relate to the actual job performance.
A. reliability
B. validity
C. generalizability
D. utility
E. dependability
Q:
Name the areas in which most managers admit they need coaching.
Q:
A reliable test would be one for which scores by people with similar attributes have a correlation close to _____.
A. 1.0
B. 0
C. -1.0.
D. -10.0
E. ∞
Q:
Describe Vrooms decision-making model. Why was it created and how can it help managers?
Q:
A correlation coefficient of -1.0 between two sets of numbers indicates _____.
A. a complete lack of any correlation between the two sets
B. that when one set of numbers goes up, so does the other set
C. that when one set of numbers goes up, the other set goes down
D. a partial correlation between the two sets
E. an indefinite relationship between the two sets
Q:
There are two major contingency factors a leader must analyze. One of these factors is the work environment. What three things must a leader identify in the work environment?
Q:
What does a correlation coefficient of 0 indicate?
A. A perfect positive relationship
B. A perfect negative relationship
C. A partial correlation
D. No correlation
E. An indefinite correlation
Q:
What are the four alternatives of leadership identified by the path-goal model?
Q:
The _____ of a type of measurement indicates how free that measurement is from random error.
A. reliability
B. validity
C. generalizability
D. utility
E. verifiability
Q:
Describe path-goal leadership. What are its major goals?
Q:
At which stage in the selection process are supervisors and team members often involved?
A. Administering tests
B. Receiving rsums from various sources
C. Screening applications
D. Reference and background checks
E. Interviewing candidates
Q:
Describe the four major styles in Hersey and Blanchards situational leadership model.
Q:
For most companies, the first step in the personnel selection process is _____.
A. verifying the applicants qualifications through reference and background checks
B. negotiating with the employee regarding salary and benefits
C. screening the applications to see who meet the basic requirements for the job
D. administering tests and reviewing work samples to rate the candidates abilities
E. inviting candidates with the best abilities to the organization for one or more interviews
Q:
According to Hersey & Blanchards situation leadership model, what is development level and how do managers assess this level?
Q:
The process through which organizations make decisions about who will or will not be allowed to join the organization is referred to as _____.
A. recruitment
B. job analysis
C. forecasting
D. trend analysis
E. personnel selection
Q:
List three useful guidelines that managers are encouraged to use as a result of Fiedlers contingency model.
Q:
What characteristics and behaviors would you look for in your recruiters so as to increase the positive impact they have on job candidates?
Q:
What are the three broad types of skills leaders use? Define and provide an example of each.
Q:
In terms of external sources of recruitment, who are direct applicants and referrals? Why are these two groups regarded as excellent sources of recruitment?
Q:
Describe the primary traits of leadership.
Q:
According to the taxonomy of leadership behaviors, which of the following statements is true of the relations-oriented category? A) It mainly involves stimulating creativity, mutual learning, and environmental adaptation by envisioning, advocating, and encouraging change. B) It typically involves human capital by supporting, developing, recognizing, and empowering people. C) It primarily involves accomplishing objectives by clarifying, planning, and monitoring operations. D) It exclusively involves acquiring resources for the organization and promoting the unit to its stakeholders by networking, external monitoring, and engaging in representational behaviors.
Q:
What are internal sources of recruitment? What are the advantages and disadvantages of using this source?
Q:
Outline two personnel policies that are especially relevant to recruitment.
Q:
Which of the following is considered an enhancer for leadership?
A) Peer appraisal/feedback
B) Staff available for problems
C) Increased group status
D) Employee indifference toward rewards
Q:
Which of the following is a substitute for leadership?
A) Inflexible work rules
B) Peer appraisal/feedback
C) Increased group status
D) Superordinate goals
Q:
Outsourcing poses many challenges. Provide suggestions for employers to overcome these challenges.
Q:
What are the challenges associated with temporary workers and contract workers?
Q:
With regard to a leaders attempts to influence employees, which of the following is NOT considered a neutralizer?
A) Physical distance
B) Inflexible work rules
C) Cohesive work groups
D) Gain-sharing reward systems
Q:
According to Vrooms decision-making model, a(n) _____ leader meets with a group of subordinates to share the problem and obtain inputs, and then decides.
A) consultative II
B) group II
C) consultative I
D) autocratic II
Q:
What are early-retirement programs? What is a phased-retirement program and what are its benefits?
Q:
According to Vrooms decision-making model, a(n) _____ leader individually solves the problem using the information already available.
A) consultative II
B) group II
C) consultative I
D) autocratic I
Q:
What is the primary reason organizations downsize? How do they meet this objective?
Q:
In the Vroom decision-making model, _____ dimensions include cost considerations and the availability of information and whether or not the problem is structured.
A) decision-quality
B) employee-acceptance
C) goal-setting
D) task-structure
Q:
What is the second step in human resource planning? Explain the significance of this step.
Q:
According to the path-goal model of leadership, _____ refers to alternative beliefs about whether an employees achievements are the product of his or her own effort or the result of outside forces.
A) self-perceived task ability
B) narcissism
C) locus of control
D) leader−member relation
Q:
What is forecasting? Describe one method each for forecasting labor demand and supply.
Q:
According to the path-goal model, in _____, the leader invites employees to provide input to decisions, and seriously seeks to use their suggestions as final decisions are made.
A) directive leadership
B) supportive leadership
C) achievement-oriented leadership
D) participative leadership
Q:
Sharon wants to apply for a job vacancy. She calls the recruiter who had advertised this vacancy to know more about the job. The recruiter gives some background information to Sharon about the positive and negative qualities of the job. Which of the following terms refers to the job information given by the recruiter?
A. Vacancy Analysis
B. Substantive Job Criticism
C. Pragmatic job survey
D. Realistic Job Preview
E. Role Examination
Q:
According to the path-goal model, in _____, the leader demonstrates concern for employees well-being and needs, while trying to create a pleasant work environment.
A) directive leadership
B) supportive leadership
C) achievement-oriented leadership
D) participative leadership
Q:
Realistic job previews:
A. are proven to "inoculate" employees against the negative features of a job.
B. have a weak and inconsistent effect on turnover.
C. exaggerate the positive qualities of vacancies and downplay their negative qualities.
D. lead to unmet job expectations and high employee turnover.
E. are the most effective at helping organizations minimize turnover among new employees.
Q:
According to the path-goal model, which of the following statements is true of achievement-oriented leadership?
A) The leader communicates confidence in the employees ability to attain challenging goals.
B) The leader seriously seeks to use employees suggestions while making final decisions.
C) The leader focuses on clear task assignments and work schedules.
D) The leader demonstrates concern for employees well-being and needs.
Q:
Which of the following is the first step in the path-goal leadership process?
A) Attainment of goals
B) Leaders connecting rewards with goals
C) Employees becoming satisfied and motivated
D) Leaders identifying employee needs
Q:
To compute _____, find the cost of using a particular recruitment source for a particular type of vacancy. Then divide that cost by the number of people hired to fill that type of vacancy.
A. cost per hire
B. yield ratio
C. return on investment
D. total cost of hiring
E. hiring conversion rate