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Q:
Information that is gathered for measuring the effectiveness of a performance management system but is irrelevant represents "_____" of the performance measure.
A. validity
B. deficiency
C. contamination
D. reliability
E. specificity
Q:
The use of 360-degree appraisal systems is a high-performance work practice.
Q:
In the case of performance appraisal, _____ refers to whether the appraisal measures all the relevant aspects of performance and omits irrelevant aspects of performance.
A. acceptability
B. specificity
C. reliability
D. dependability
E. validity
Q:
A qualified rater includes an internal or external customer who is the recipient of the performers products or services.
Q:
MBO is most effective when goals are set by the manager at a level that the employees believe is not attainable because that will motivate the employee to work harder.
Q:
Which of the following criteria for determining the effectiveness of a performance management system is concerned with maximizing the overlap between actual job performance and job performance measure?
A. Reliability
B. Acceptability
C. Specificity
D. Validity
E. Dependability
Q:
Performance management has a(n) _____ purpose, meaning that it serves as a basis for improving employees' knowledge and skills.
A. systematic
B. tactical
C. strategic
D. administrative
E. developmental
Q:
When using the behavioral observation scales (BOS), a manager will consider at what frequency a behavior occurs.
Q:
The administrative purpose of a performance management system refers to:
A. linking employees' behaviors with the organization's goals.
B. developing employees' knowledge and skills.
C. linking performance measurements to the organization's goals and communicating the goals and feedback about performance to employees.
D. measuring each employee's performance to identify areas where expectations are not being met.
E. the ways in which organizations use the system to provide information for day-to-day decisions about salary, benefits, and recognition programs.
Q:
BARS are graphic scales with specific behavioral descriptions defining various points along the scale for each dimension.
Q:
_____ means effective performance management helps the organization achieve its business objectives.
A. Systematic purpose
B. Investigative purpose
C. Developmental purpose
D. Administrative purpose
E. Strategic purpose
Q:
Because of the perception of fairness that results from the use of forced distribution in performance appraisals, this method has been well received not only by employees being rated, but also by managers conducting the appraisal.
Q:
An organization helps link employees behavior with the organizations goals. This helps the organization serve its _____ purpose.
A. strategic
B. logistical
C. administrative
D. developmental
E. evaluative
Q:
Paired comparisons, straight ranking, and forced distribution are appraisal systems that require raters to make comparisons among ratees according to some measure of effectiveness or simply overall effectiveness.
Q:
To meet which of the following broad purposes do organizations establish performance management systems?
A. Systematic
B. Rational
C. Investigative
D. Strategic
E. Analytical
Q:
Providing training for managers is a means to reduce bias in performance appraisals.
Q:
How does an organization specify the aspects of performance that are relevant to the organization?
A. Based on the job analysis
B. By conducting performance appraisals
C. Through performance feedback sessions
D. By adjusting behavior to meet the organization's goal
E. By identifying the underlying problem
Q:
Graphic rating scales are the most widely used type of rating format.
Q:
The process through which managers ensure that employees' activities and outputs contribute to the organization's goals is known as:
A. quality analysis.
B. administrative planning.
C. project management.
D. strategic planning.
E. performance management.
Q:
Appraisal data cannot be used to determine the effectiveness of human resource programs.
Q:
The more precise the definition and measurement of performance, the more difficult it becomes for a manager to effectively and fairly appraise performance.
Q:
Ratings of frequency are better than ratings of intensity.
Q:
Lawsuits related to performance management usually involve charges of discrimination or unjust dismissal.
Q:
The bias displayed by managers when conducting performance appraisals is unintentional and cannot be corrected through training.
Q:
The most effective way to improve performance varies according to an employee's ability.
Q:
Representativeness refers to the tendency to insufficiently alter a judgment away from some starting point when new information is received.
Q:
Graphic rating scales such as BARS and MBO help identify whether or not the ratees performance matches the anchor.
Q:
In the "tell-and-sell" approach, managers tell employees their ratings and then let the employees explain their side of the story.
Q:
The ProMES method of performance appraisal is effective when management wants to build a sense of ownership and empowerment for their employees.
Q:
Appraisal politics are most likely to occur when raters are accountable to the employee being rated.
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:
Raters should use only one part of a rating scale to avoid distributional errors from occurring.
Q:
Appraisal cannot be person-oriented.
Q:
Performance refers to the traits, personal characteristics, or competencies of the employee.
Q:
Generally, peers are more favorable toward participating in reviews to be used for employee development.
Q:
List the most common assessment exercises and explain any two.
Q:
Define the Situational Judgment Test (SJT).
Q:
Traditional performance measurement differs from total quality management (TQM) in that it assesses both individual performance and the system within which the individual works.
Q:
List the predictors of voluntary turnover.
Q:
Management by objectives (MBO) does not link employee performance with the organization's strategic goals.
Q:
Briefly explain the reasons for the low (but useful) validity of personality and motivational tests in the employment context.
Q:
Behavioral approaches to performance measurement, such as organizational behavior modification and rating scales, tend to be valid, reliable, and acceptable.
Q:
What is the advantage of the 16PF over other self-report inventories?
Q:
Organizational behavior modification (OBM) is a plan for managing the behavior of employees through an informal system of feedback and reinforcement.
Q:
What does the self-report personality inventory consist?
Q:
Compared to a behavioral observation scale (BOS), managers and employees prefer to use the behaviorally anchored rating scale (BARS).
Q:
List the five-factor model (FFM) to describe personality.
Q:
An advantage of behaviorally anchored rating scales (BARS) is improved interrater reliability.
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:
To rate employee behaviors, the organization begins by defining which behaviors are associated with success on the job.
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:
In terms of measuring performance, a major advantage of rankings is that they are often linked to the organization's goals.
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 forced-distribution method of performance measurement, managers rank employees in their group from the highest performer to the poorest performer.
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:
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:
In the case of performance appraisal, validity refers to whether the appraisal measures all aspects of performance, both relevant and irrelevant.
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:
Organizations establish performance management systems to meet three broad purposes: strategic, administrative, and developmental.
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:
Performance management is the process through which managers ensure that employees' activities and outputs contribute to the organization's goals.
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:
What are the different ways in which a company can ensure that it has a legally defensible performance management system?
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:
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:
Discuss different ways to improve a performance feedback session.
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:
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:
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:
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:
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 NOT a type of interview format?
A) Appraisal interview
B) Structured interview
C) Situational interview
D) Panel interview
E) Behavioral interview
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:
Identify a criticism against electronic monitoring systems.
A. They can store records of employee performance, work-rule violations, and disciplinary actions.
B. The systems prevent employees from exaggerating the number of hours they worked.
C. They cannot monitor performance measures electronically.
D. They threaten to make the workplace an electronic sweatshop, robbing employees of their dignity.
E. They do not increase productivity.
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:
What can an organization do to protect itself against discrimination and unjust dismissal lawsuits?
A. The organization should provide for a review of all top performance ratings by upper-level managers.
B. Performance measures should evaluate personal traits.
C. Requirements for job success should be clearly communicated to all the employees.
D. The organization should use a single rater to rate all the employees.
E. The organization should dismiss poor performers.
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