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Q:
The concept which refers to the idea that individuals rise to their lowest level of incompetence is the ________.
A. Peter Principle
B. Promotability Principle
C. Career Concept Principle
D. 4/5 Principle
Q:
Research on the use of selection and experience as internal selection methods indicates that ____________.
A. seniority is a more valid method of internal selection than experience
B. seniority is better suited to predict short-term rather than long-term potential
C. experience is less likely to be content valid if the past or present jobs are similar to the future job
D. experience is unlikely to remedy initial performance difficulties of low ability employees
Q:
Which of the following is true regarding seniority?
A. It refers to length of service or tenure.
B. It is closely related to the type of job experience.
C. It is closely related to the quality of job experience.
D. It is a highly valid selection method.
Q:
The type of selection methods which are used to narrow down a list of finalists to those who will receive job offers is called _________ methods.
A. discretionary
B. initial
C. substantive
D. sequential
E. compensatory
Q:
Which of the following assessment methods does not have at least moderately high validity?
A. assessment centers
B. job knowledge tests
C. seniority
D. work experience
Q:
If the selection objective is to assess a candidate's ability to make a coherent. Persuasive report about the organization's annual results before a group of top managers, the best interview simulation to make this assessment would be a(n) ________.
A. assessment center
B. in-basket exercise
C. role play
D. oral presentation
Q:
The validity of assessment centers as a method for internal selection is approximately ____________.
A. .00
B. .05-.15
C. .25-.35
D. .50-.60
Q:
The use of the case analysis method of assessment is most appropriate for assessing _____________.
A. ability to perform a technical task
B. problem-solving abilities
C. leadership skills
D. social-interactive skills
Q:
A job candidate responding to an "in-basket exercise" would most likely be asked to __________.
A. make a simulated visit to a customer location
B. participate in an interview simulation
C. complete a written test to assess KSAOs
D. draft memos to respond to letters received
Q:
Which of the following factors is the most relevant to the theory behind assessment centers?
A. Prediction of the individual's behavior in critical roles through assessment by multiple methods.
B. Matching applicants to KSAOs required by the job.
C. Shortening the period of time needed to complete an assessment for a managerial position.
D. Substituting HR assessors for line management assessors.
Q:
Which of the following is true regarding performance appraisals and internal selection?
A. It is illegal for organizations to use performance appraisals as a basis for internal selection decisions.
B. Performance appraisals have no validity.
C. Performance appraisals have no reliability.
D. Performance appraisals are readily available in most organizations.
Q:
Which of the following is(are) examples of substantive methods for internal selection?
A. Skills inventories
B. Managerial sponsorship
C. Career concepts
D. Performance appraisals
Q:
Which of the following statements about various methods of managerial sponsorship is false?
A. A coach is available to the person being assisted on and off the job.
B. A coach provides day-to-day feedback.
C. A mentor becomes personally responsible for the success of the person being assisted.
D. A sponsor actively promotes the person being assisted for advancement opportunities.
Q:
An important advantage of peer assessments is ___________.
A. lower probability of bias in the assessment
B. greater clarity in the criteria for assessment
C. enhanced employee morale through the fostering of a competitive spirit
D. greater knowledge of the applicants' KSAOs
Q:
Where peer assessments are concerned, it would be accurate to say that ______________.
A. peer ratings rely on voting to select the most promotable applicants
B. peer assessments are used for both internal and external applicants
C. peer rankings rely on ordering of peers being assessed
D. peer rankings rely on assessments of each applicant using scores on a continuous numerical scale
Q:
Problems with using others' "feelings" about a job applicant include ______________.
A. lowered hiring standards for some employees
B. discrimination on the basis of protected class status
C. decisions with low validity
D. all of these
Q:
While information from internal selection can be better because multiple point of view can be combined, there are concerns that ______________.
A. bribery for promotions is widespread
B. impression management and politics can play a role in who gets promoted
C. internal candidates with poor technical skills are likely to be promoted
D. instincts and intuition are not given enough weight
Q:
Within the context of internal selection, an accurate statement about the logic of prediction would be that ______________.
A. the logic of prediction can be applied more precisely for internal selection than for external selection
B. the logic of prediction has identical application for internal and external selection
C. the logic of prediction works better for external selection than for internal selection
D. this concept does not apply to internal selection
Q:
In comparing internal selection with external selection, an advantage of internal selection is that _________.
A. internal selection requires few procedures to locate and screen viable job candidates
B. internal selection presents fewer dangers of incurring legal liability than external selection
C. information about internal candidates tends to be more verifiable than information about external candidates
D. there is less need to use multiple predictors in assessing internal candidates than with external candidates
Q:
One step an organization can take to shatter the "glass ceiling" would be to have greater use of selection plans.
Q:
Security is of even greater importance in the administration of internal selection predictors than it might be in the external selection process.
Q:
Personality tests are used to predict the success of employees in overseas assignments.
Q:
One of the biggest limitations of assessment centers is their cost.
Q:
Assessment centers have no validity in predicting performance and promotability beyond personality traits and cognitive ability tests.
Q:
In-basket exercises are the most commonly used exercises in assessment centers.
Q:
One advantage of using review boards representing various constituencies for hiring is that it means constituents will be less likely to voice objections once the candidate is hired.
Q:
If, during an interview simulation, a job candidate is required to solicit information from the interviewer in order to solve a problem, this is most likely a "role play" type interview simulation.
Q:
Assessment centers tend to generate positive reactions from participants.
Q:
Where assessment centers are concerned, research has shown that the inclusion of peer evaluations and the use of psychologists as job candidate assessors rather than managers causes validity to increase.
Q:
When using assessment centers to predict job performance, available research has shown an average validity coefficient of .37, which should be considered a low level of validity.
Q:
An "in-basket" exercise involves a timed exercise that requires a job candidate to respond to simulated memoranda, reports, and other items requiring responses.
Q:
A substantive assessment method often used in the selection of production workers and staff technicians is the assessment center.
Q:
The incremental validity of assessment centers in predicting performance is relatively small.
Q:
One potential problem with promotability ratings is that they may yield results that are different from results of performance appraisals and evaluations for pay increases.
Q:
In using performance appraisals to predict the performance of an individual being considered for promotion from a junior to a senior level position, it would be appropriate to use the results of performance appraisals for a junior-level technical position to make a selection decision concerning a promotion to a senior level managerial position.
Q:
The argument behind the Peter Principle is that individuals who are good performers in one job will probably be good performers in the next job up the promotion ladder.
Q:
One advance over the simple use of performance ratings is to review past performance records more thoroughly, including an evaluation of various dimensions of performance that are particularly relevant to job performance.
Q:
Job knowledge tests hold great promise as a predictor of job performance.
Q:
Experience is better suited to predict long-term rather than short-term potential.
Q:
The validity of experience is higher than seniority for internal selection.
Q:
Seniority is a highly valid method for internal selection.
Q:
Seniority and experience are among the most prevalent methods of internal selection.
Q:
Experience refers to length of service or tenure with a job, department or organization.
Q:
A different set of criteria are used to evaluate the effectiveness of internal assessment methods, since concepts like validity and adverse impact are unimportant for internal hiring.
Q:
A virtue of peer assessments is that they rely on raters who are very knowledgeable of applicants' KSAOs.
Q:
Organizations find that talent management systems are low cost and require little expertise.
Q:
Talent management systems keep an ongoing organizational record of the skills, talents, and capabilities of an organization's employees.
Q:
Sometimes individuals who have excellent skills in engineering and scientific positions do not have good managerial skills.
Q:
Depth of information and relevance are the only advantages that internal selection has over external selection.
Q:
Organizations typically have better data with which to make choices on internal than external candidates.
Q:
In internal selection, managers tend to overemphasize subjective opinions about job candidates, with a consequent increase in decisions with low validity.
Q:
In comparison with external selection, internal selection places greater emphasis on predictor signs than samples.
Q:
Internal selection is virtually identical to external selection both in terms of the applicability of the logic of the prediction principle, and in terms of the relevance of data about past job experiences.
Q:
Evidence suggests that most applicants have relatively positive reactions towards personality testing.
Q:
Socially desirable responding, or presenting oneself in a favorable light, doesn't end once someone takes a job.
Q:
Evidence suggests that faking or enhancement almost never occurs on personality tests.
Q:
There is little controversy over the use of personality measures in personnel selection.
Q:
Individuals who have higher levels of agreeableness tend to have lower-levels of career success and are less able to cope with conflicts.
Q:
Extraversion is associated with higher levels of creativity and adaptability.
Q:
Conscientiousness is a trait that is associated with better job performance, higher job satisfaction, better leadership performance, and higher retention.
Q:
Surveys are the most common means of assessing personality.
Q:
The traits measured by Big Five personality tests are measures of factors brought about entirely by life environments, and not by genetics.
Q:
The Big Five personality test is used to describe emotional and cognitive traits that capture 20% of an individual's personality.
Q:
Currently, personality tests are viewed as having no validity whatsoever as selection methods.
Q:
Contingent assessment methods are used to make sure that tentative job offer recipients meet certain qualifications for the job.
Q:
Discretionary assessment methods are used to reduce the candidate pool to finalists for a job.
Q:
Personality tests and ability tests are examples of substantive assessment methods.
Q:
Which of the following inquiries can be made prior to giving a job offer?
A. Questions about history of illegal drug use
B. Psychological exams designed to detect mental illness
C. Oral or written questions about the existence of a disability
D. None of these
Q:
Which of the following items is a major principle pertaining to selection under the Americans with Disabilities Act?
A. It is unlawful to screen out individuals with disabilities unless the procedure is consistent with a business necessity
B. It is unlawful to screen out individuals with disabilities for any reason
C. It is unlawful for employers to require employees to physical agility tests in a selection context
D. The employer can retain the right to refuse to hire individuals with disabilities if customers have a strong preference for not encountering disabled staff
Q:
The UGESP requires employers to _____.
A. keep records based on religion and marital status for all employees
B. perform a local validation study for every subgroup of employees
C. consider suitable alternative selection procedures if one of the selection techniques has adverse impact
D. assess employee history of drug abuse
Q:
The best description of UGESP is that they are ______.
A. regulations for drug testing in the workplace
B. a set of federal regulations related to selection systems as covered by the Civil Rights Act
C. a set of regulations relating only to disabled individuals
D. regulations that deal only with gender equity and job selection
Q:
Organizations may not ______ prior to making a job offer.
A. make medical inquiries
B. conduct background checks
C. discuss job responsibilities
D. none of these
Q:
Drug tests are not common for many jobs because ______.
A. drug tests do not "catch" many people
B. the law essentially bans drug tests for all jobs not involving operating a vehicle
C. drug tests are extremely expensive
D. the tests produce a massive number of false positive results
Q:
Which of the following is a recommendation for the use of drug testing programs?
A. Drug testing should be done with all jobs.
B. Do not inform applicants of the test results.
C. Provide rejected applicants with an opportunity to appeal.
D. All of these
Q:
Which of the following is true regarding drug testing?
A. Applicants were twice as likely to be tested for alcohol use as drug use.
B. The rate of drug testing has declined slightly in recent years.
C. Upper-level employees are more likely to be tested than lower-level employees.
D. All of these are true.
Q:
Selection for team contexts _____.
A. is not much different than for selection in general
B. should emphasize both interpersonal and self-management KSAOs
C. should not involve members of the team, because that only leads to resentment
D. all of these
Q:
Applicants' reactions to interviews tend to be __________.
A. very favorable
B. somewhat favorable
C. neutral
D. somewhat unfavorable
Q:
The correlation between structured interviews and cognitive ability tests is _____________.
A. positive
B. zero
C. moderately negative
D. very negative
Q:
Which of the following is(are) true based on research regarding interviews?
A. The validity of structured interviews is low.
B. Situational interviews are less valid than job-related interviews.
C. Panel interviews were less valid than individual interviews.
D. All of these are true.
Q:
The type of structured interview that assesses an applicant's ability to project what his/her behavior would be in the future is the ____________ interview.
A. situational
B. experience-based
C. projective
D. KSAO-based