Q&A Hero

Q: The ProMES method of performance appraisal is effective when management wants to build a sense of ownership and empowerment for their employees.

Q: The most popular way to empower employees is to design work so that it can be performed single-handedly by individuals.

Q: The greater the specificity in the content of the appraisal, assuming the content is compatible with the strategic goals of the organization, the more effective the appraisal system.

Q: High-performance work systems are characterized by high employee turnover.

Q: Appraisal cannot be person-oriented.

Q: The reward systems of an organization include the performance measures by which employees are judged and the methods of measuring performance.

Q: Performance refers to the traits, personal characteristics, or competencies of the employee.

Q: List the most common assessment exercises and explain any two.

Q: An organization's HR department makes most decisions about organizational structure.

Q: Define the Situational Judgment Test (SJT).

Q: How can companies help expatriates return to the home country after completing a foreign assignment?

Q: List the predictors of voluntary turnover.

Q: Briefly explain the reasons for the low (but useful) validity of personality and motivational tests in the employment context.

Q: What is cross-cultural preparation? What are the methods used in this process? In which phases of an international assignment is cross-cultural preparation required?

Q: What is the advantage of the 16PF over other self-report inventories?

Q: What does the self-report personality inventory consist?

Q: List the five-factor model (FFM) to describe personality.

Q: Discuss the ethical issues and points of view raised by both the critics of employment testing and those who support the use of employment testing.

Q: Please describe the strategy a manager should use who has been asked to establish an employee selection testing program.

Q: Describe the basic steps in the process of deriving record weights for WABs.

Q: Above all it is important to maintain fairness in the selection process. Fairness can be attained when managers do all of the following except: A) Treat applicants consistently B) Base selection on job related criteria C) Follow organizational policy D) Use subjective, arbitrary criteria E) Communicate in an honest and accurate way

Q: What are the reasons behind the trend toward expansion into global markets?

Q: Letters of recommendation are: A) Used for selection in the public sector, however, it is illegal to ask for letters of recommendation in the private sector B) Most useful to an organization as a selection tool, when they are written by the reference without any direction from the company with regard to tasks related to the job in question C) Very helpful in the selection process because they provide information that is not related to the job, and that would otherwise not have been known. D) Useful predictors of performance on the job because they provide details about the applicants personal life that can not be asked on an application E) Most useful to the company when there is some guidance provided to the reference related to the specific skills required for the job

Q: In the context of the activities that an organization uses to help expatriates return home, which of the following activities involves giving the expatriate recognition for the overseas service when the person returns home? A. Resolution B. Dissolution C. Rationalization D. Communication E. Validation

Q: Which of the following is NOT helpful in easing the repatriation of employees after an overseas assignment? A. Organization staying in touch with employees during their stay abroad B. Expatriates maintaining important contacts in the company and industry C. Communicating career development plans before and during the overseas assignment D. Giving expatriates praise and recognition for their overseas service E. Limiting all professional ties in the home country while overseas

Q: In order to be in compliance with the Fair Credit Reporting Act the company: A) Must provide verbal notification to the applicant that you will be pulling their credit history B) Should not tell the employee that they intend to look at their credit until after the results have been received and there is a negative report C) Should use the information only as a tie breaker if there are two candidates who are otherwise equally qualified D) Avoid getting the report in writing; until there is a written report, the company is under no obligation to share the report with the candidate E) Can allow other companies to share the report as long as they are hiring for the same job, without notification to the applicant.

Q: In the context of the activities that an organization uses to help repatriated employees through the transition to the home-country, which of the following activities involves the expatriate receiving information and recognizing changes while abroad? A. Validation B. Equalization C. Communication D. Resolution E. Rationalization

Q: Cognitive Ability Tests are controversial because while they demonstrate high validity, they: A) Have little economic utility B) Often result in adverse impact C) Often result in disparate intent D) Have not proven to be valid predictors of job performance. E) Can be replaced with tests with lower validity

Q: Two activities used by companies in the process of helping employees repatriate are communication and _____. A. validation B. equalization C. dissolution D. resolution E. exclusion

Q: When making a selection decision on an expatriate assignment A) It is important to remember the skills necessary for success in foreign assignments is the same for domestic assignments B) It is important to look for someone who is married, because the spouse adds a level of stability. C) The candidate needs to possess both technical skills and relational attributes to be successful D) Candidates who show the least amount of interest in other cultures will be most successful; they can keep their focus on the job E) A candidate should think short term and not consider how the assignment fits with their overall career plan

Q: Repatriation refers to the process of: A. preparing employees to go on an overseas assignment. B. negotiation between unions and management. C. preparing employees to return home from a foreign assignment. D. helping employees to adjust to a new culture and its norms, values, and perspectives. E. preparing employees to work with host-country nationals.

Q: Which of the following requires test takers to quickly compare either names or numbers and to indicate pairs that are the same? A) Knowledge-based test B) Achievement tests C) Cognitive ability test D) Bennett Mechanical Comprehension test E) Minnesota Clerical Test

Q: Which of the following is true about the administration of drug tests? A) The tests are administered mainly out of curiosity, there is no link between drug use and behavior on the job B) Employees have successfully challenged dismissals based solely on the result of a random drug test. C) Use of drug testing is in decline given the number of law suits lost when applicants claim invasion of privacy D) Maintaining the confidentiality of test results is not an important part of the drug testing process E) The most useful information gained from drug testing is an indication of how frequently an applicant uses drugs.

Q: Which of the following is true of the four components of expatriates' total pay package? A. Usually, the employer of an expatriate withholds the amount of tax to be paid in the host country, then pays the taxes due in the parent country. B. Housing allowances ensure that the expatriate can maintain the same standard of living as other employees in the host country. C. Expatriates' salaries are usually lower than the pay of employees working at the headquarters. D. Determining the base salary is simple because exchange rates rarely fluctuate. E. Most benefits issues have to do with whether an employee can use the same benefits in the foreign country.

Q: Honesty has been correlated with increased job performance and a decrease in theft. In order to test for this trait you recommend using A) a polygraph test B) Achievement tests C) Cognitive ability test D) an integrity test E) Minnesota Clerical test

Q: Which of the following is an advantage of the balance sheet approach? A. It ensures that the expatriates maintain a balance between productivity and expected performance. B. It develops the criteria for measuring the success of an overseas assignment. C. It helps expatriate managers to recognize differences and similarities between cultures. D. It helps managers to get the same standard of living as in the home country. E. It helps expatriates to develop valuable skills during the overseas assignment.

Q: When deciding what selection test to use, a company should not consider A) The number of people who have taken the test B) The degree to which there is a linear relationship between test results and performance C) Evaluating cut off scores based on the race of the candidate to eliminate adverse impact D) Using a multiple hurdle approach for instance using both testing and interviews E) The validity of the test and potential for causing adverse impact

Q: Which of the following determines the compensation of expatriates by adjusting the manager's compensation so that it gives the manager the same standard of living as in the home country plus extra pay for the inconvenience of locating overseas? A. The scorecard approach B. The balance-sheet approach C. The equalization approach D. The exchange-rate approach E. The correspondence approach

Q: The basic formula for calculating utility involves __________. A) estimating the decrease in revenue as a function of the use of the selection method before adding the cost of the method. B) estimating the increase in revenue as a function of the use of the selection method after adding the cost of the method. C) estimating the increase in revenue as a function of the use of the selection method after subtracting the cost of the method. D) estimating the increase in revenue as a function of the use of the selection method before subtracting the cost of the method. E) estimating the decrease in revenue as a function of the use of the selection method after adding the cost of the method.

Q: Which of the following is true about preparing expatriates for international assignments? A. Learning a new language is usually not required for communicating in a foreign country. B. Preparation of the expatriate should include career development activities. C. The preparation process ends when the employee leaves for the assignment. D. Cross-cultural training is used to create an appreciation of the host country's culture and not of the home culture. E. Instilling verbal skills should be given more importance over writing skills.

Q: Which of the following shows that an employee is motivated enough for an overseas assignment? A. The employee has no medical problems that can be a hindrance to the success of the assignment. B. The employee has a realistic understanding of what working and living abroad require. C. The employee's spouse has the ability to meet the language requirements. D. The employee is very ethnocentric. E. The employee has the technical skills required for training employees abroad.

Q: Correlations from __________ show the direction and strength of the relationship between selection methods and successful performance on the job. A) 0 to 1.0 B) -1 to +1 C) -1 to 0 D) -1 to 0.8 E) 0.8 to 1

Q: You are hiring a cashier, who will be earning minimum wage. You could consider using A) an assessment center to determine risk of theft from the applicants. B) General impressions gathered through a non-structured interview. C) Evaluating information from candidates based on a variable rating standards. D) Selection methodology with limited utility to control costs. E) A weighted application blank that factors in where the applicant lives.

Q: According to expatriates, the most important qualities for an international assignment are, in order of importance: A. family situation, flexibility and adaptability, job knowledge and motivation, relational skills, and openness to other cultures. B. openness to other cultures, flexibility and adaptability, relational skills, job knowledge and motivation, and family situation. C. job knowledge and motivation, flexibility and adaptability, relational skills, openness to other cultures, and family situation. D. self-confidence, a sense of advantage, technical know-how, and family situation. E. adaptability, job knowledge and motivation, relational skills, family situation, and openness to other cultures.

Q: A typing test has _____ validity while a personality test has ______ validity? A) empirical, content B) content, empirical C) consistency, subjective D) generalized, construct E) construct, generalized

Q: The day-to-day decisions about labor relations are usually handled by foreign subsidiaries because: A. labor costs in industrialized countries are far lower than in newly industrialized countries. B. the control over labor relations is centralized in most countries. C. labor relations on an international scale involve differences in laws and economic systems. D. this reduces the power distance across countries. E. the host governments require them to do so.

Q: Which type of interview uses questions based on the critical incident technique (CIT) analysis? A) semi-structured B) situational C) highly structured D) group or panel E) psychological

Q: Which of the following statements is true of international labor relations? A. In comparison with U.S. organizations, European organizations exert more centralized control over labor relations in the various countries where they operate. B. The day-to-day decisions about labor relations are usually handled by each foreign subsidiary. C. Governments never get involved to protect workers who immigrate to other countries. D. Most U.S. organizations, in contrast to European organizations, bargain with a union representing an entire industry's employees, rather than with the local union. E. Companies that operate across national boundaries mostly work only with unions in the home-country.

Q: As part of its selection process, Techno industries requires that each applicant be interviewed by the department manager, direct supervisor, and human resource director, all at the same time. This type of interview format is known as __________. A) panel interview B) serialized interview C) structured interview D) behavioral interview E) semi-structured interview

Q: Which of the following is true of employee benefits? A. In both the U.S. and Europe, the awarding of stock options is linked to specific performance goals. B. Pension plans are more widespread in the U.S. and Japan than in Western Europe. C. Unlike in the U.S., compensation plans in other countries are less likely to include benefits. D. Paid vacation tends to be more generous in Western Europe than in the United States. E. Although stock options became a common form of incentive pay in Europe during the 1990s, American businesses did not begin to adopt them until the end of that decade.

Q: Which of the following is NOT a type of interview format? A) Appraisal interview B) Structured interview C) Situational interview D) Panel interview E) Behavioral interview

Q: Which of the following is true about decisions related to a global compensation strategy? A. They affect a companys costs and ability to compete. B. They focus more on flexibility than on fairness to account for differences across cultures. C. They are made on the basis of the cost of living in the home country. D. They focus only on comparing wages across countries. E. They are determined only by labor costs.

Q: How can an organization improve the reliability and validity of interviews? A) Use a standardized job related interview (e.g. structured, panel, or situational) B) Assure consistency through the use of a single interviewer. C) Encourage hiring managers to pay attention to their gut feel. D) Allow interviewees to share information about their unrelated previous work history. E) Avoid training managers because is can increase anxiety related to interviewing.

Q: Which of the following is a reason for big pay differences between jobs? A. Shortage of talent in local labor markets B. Government rules regarding minimum wages for different jobs C. Low rates of employee turnover in certain jobs D. Low power distance E. High uncertainty avoidance

Q: An employers best defense when a case of negligent hiring goes to court is to A) Produce the employees signed application form B) Produce letters of reference provided by the employer C) Produce evidence of employment and reference checking D) Prove that the misconduct occurred after regular work hours E) Produce evidence that the employee was given a personality test

Q: Which of the following is true of the performance management process across national boundaries? A. The specific methods of performance management work the same way in almost every country. B. U.S. employees are much more used to indirect feedback than are employees in other countries. C. Which behaviors are rated, how and the extent to which performance is measured, who performs the rating, and how feedback is provided are usually uniform across countries. D. While the measures used may vary from country to country, the legal requirements remain the same as those in the United States. E. In rapidly changing regions, the organization may have to update its performance plans more often than once a year.

Q: During an interview, Josh realized that the interviewee displayed the same work attitudes that he held. Based on this, Josh gave the interviewee favorable ratings. Josh's ratings were most likely biased by which type of phenomenon? A) Similar-to-me effect B) Coping effect C) Efficiency effect D) First-impression effect E) Matching effect

Q: For which phase of an international assignment does the preparation involve providing information about the employee's community and home-country workplace? A. Preparation for departure from the home-country B. Preparation during the assignment itself C. Preparation for the culture shock phase in the host country D. Preparation for the return to the home-country E. Preparation for the honeymoon phase in the host country

Q: The XYZ Company has a large number of job openings that need to be filled in the next two weeks. The majority of the supervisory and management staff is new to the organization and has limited interviewer training and experience. What should they do to be able to ensure that the decisions made from interviewing applicants are as valid and effective as possible? A) Implement drug testing and develop a medical examination for the jobs. B) Ensure the use of ambiguous questions that differ from one candidate to another. C) Implement either a panel interview with at least 3 interviewers or have the applicants participate in at least three separate interviews. D) Do not allow the managers to review the job description before conducting the interviews to ensure their neutrality. E) Hold interviews away from the work site to ensure that the applicants are not influenced by the experience of visiting the work site.

Q: Which of the following is true of cross-cultural preparation for the different phases of an international assignment? A. Training consists only of lectures. B. Preparation ends once the employees have adjusted to the host-country's environment. C. Preparation is only required for the employees, not their families. D. Preparation for departure includes language instruction. E. Employees and their families should be insulated from the locals.

Q: Training to make employees and their family members ready for an assignment in a foreign country is called: A. acculturation. B. international education. C. cross-cultural preparation. D. community training. E. biculturalism.

Q: As part of a selection process, candidates are asked to assume the responsibility of a manager to deal with a subordinate experiencing performance problems. This form of assessment is often referred to as a(n): A) Leaderless group discussion B) Role-play C) In-basket session D) Oral presentation E) Decisiveness skills

Q: A candidates ability to complete an actual job task is best tested through a(n): A) Predictive test B) Work sample test C) Aptitude test D) Achievement test E) Drug test

Q: (p. 470) In the context of the effect of culture on training, a culture with long-term orientation has trainees who: A. expect trainers to be authoritarian and controlling of session. B. value relationships with fellow trainees. C. are likely to accept development plans and assignments. D. have less tolerance for impromptu style. E. expect formal instructional environments.

Q: Employers should obtain which of the following before extending a contingent offer of employment? A) Results of a polygraph test B) Medical records and a physical examination C) Written authorization from the candidate to check credit score D) Information related to previous workers compensation claims E) Background report indicating prior arrest record

Q: Employees from cultures high in uncertainty avoidance expect a training session where: A. trainers adopt an impromptu style of instruction. B. a formal instructional environment exists. C. trainers are flexible and open to schedule and activity changes. D. trainees are allowed to determine the pace of the programs. E. relationships with fellow trainees are emphasized.

Q: What is a significant feature that all projective personality tests have in common? A) The meaning of each test question is clear. B) Evidence of their validity is substantial. C) The purpose and scoring procedure is disguised. D) They are quantitative in nature. E) Respondents must answer questions within a rigid framework.

Q: Employees from cultures high in power distance expect a training session where: A. they are able to discuss and ask questions about the training content. B. an informal, unstructured agenda exists. C. trainers are viewed as experts and are authoritarian and controlling of the sessions. D. trainees are allowed to determine the pace of the programs. E. there is an equal relationship with the trainer.

Q: The General Mental Ability Test (GMAT) is an example of a(n) __________. A) achievement test B) personality test C) performance test D) cognitive ability test E) knowledge-based test

Q: In the context of the effects of culture on training design, a culture low in _____ values relationships with fellow trainees. A. collectivism B. femininity C. uncertainty avoidance D. time orientation E. masculinity

Q: The same standard of job relatedness is applicable to interviews as a selection methodology and therefore, it is important that the interview be free of bias and that questions be based on information related to successful performance on the job.

Q: In the context of the effects of culture on training design, a culture high in _____ expects participation in exercises and questioning to be determined by status in the company or culture. A. collectivism B. femininity C. power distance D. time orientation E. individualism

Q: While companies may have a difficult time increasing the validity of their interviews, the good news is that because they are a subjective methodology, interviews are not held to the same standards related to discrimination as other more objective methods.

Q: Which of the following is a challenge specially associated with the training and development of a global workforce? A. Effective programs for all participating employees, regardless of their country of origin B. Making employees aware of the training content C. Linking training objectives to performance management D. Making employees aware of the development plans E. Deciding the duration of the training program

Q: Interviews are the most common form of personnel selection and the method that requires the least amount of training and attention to achieve high overall validity.

Q: Which of the following terms describe the disillusionment and discomfort that occur during the process of adjusting to a new culture? A. Culture shock B. Honeymoon C. Euphoria D. Acculturation E. Acclimatization

Q: Taking on challenging assignments is linked to likelihood of promotion above measures of current performance on the job.

Q: Which of the following is the first emotional stage associated with a foreign assignment? A. Culture shock B. Learning C. Adjustment D. Honeymoon E. Acculturation

Q: Assessment Centers are very popular because they provide a quick and inexpensive solution to assessing managerial candidates.

Q: Successful completion of overseas assignments is most likely among employees who are: A. agreeable and conscientious. B. more knowledgeable about their job. C. more technically qualified. D. higher in the managerial hierarchy. E. introverted.