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Q:
If an employee is dismissed on the grounds of poor performance immediately after he/she complained to higher authorities about the bad work ethics of his/her manager, the employee could file a(n):
A. affirmative action lawsuit.
B. unjust dismissal lawsuit.
C. reasonable accommodation lawsuit.
D. discrimination lawsuit.
E. tort-based lawsuit.
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:
Lawsuits related to performance management usually involve charges of discrimination or:
A. unjust dismissal.
B. reverse discrimination.
C. affirmative action.
D. reasonable accommodation.
E. minimum wage.
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:
For which of the following categories of employees are performance improvement measures like withholding pay increases, demotion, and outplacement helpful?
A. Misdirected effort
B. Solid performers
C. Underutilizers
D. Deadwood
E. Nonessential
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:
To improve the performance of underutilizers, managers should:
A. withhold pay increases.
B. demote them from their current position.
C. offer temporary assignments for skill development.
D. link rewards to performance outcomes.
E. identify development opportunities.
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:
Coaching, frequent performance feedback, goal setting, and restructured job assignments are effective ways to improve performance for which category of employees?
A. Solid performers
B. Underutilizers
C. Misdirected effort
D. Deadwood
E. Nonessential
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:
How does a manager motivate an employee who lacks the ability to perform?
A. Demonstrate that the employee is being paid fairly and adequately.
B. Restructure the job so that the employee can handle it.
C. Refer the employee to a counselor for stress management.
D. Direct the employee's attention to the problem by withholding rewards.
E. Link rewards to performance outcomes.
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:
Managers can improve employee satisfaction with the feedback process by:
A. keeping the feedback session short and concentrating on only the positive aspects of performance.
B. using the tell-and-sell approach during the feedback session.
C. avoiding decisions about following up on goals as these tend to intimidate the employee.
D. letting employees voice their opinions and discuss performance goals during the feedback process.
E. focusing on the employee's personality.
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:
Most managers rely on the _____ approach to performance feedback.
A. problem-solving
B. tell-and-sell
C. tell-and-listen
D. tell-and-train
E. listen-and-sell
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 approach to performance feedback is generally most effective?
A. Problem-solving
B. Tell-and-sell
C. Tell-and-listen
D. Tell-and-train
E. Listen-and-sell
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:
How does an organization promote fairness and reduce political behavior in the appraisal system?
A. Use different performance standards to evaluate different employees.
B. Train managers to use the appraisal process.
C. Discourage employees from discussing their weaknesses.
D. Require that managers give feedback once a year during annual appraisal.
E. Encourage managers to recognize accomplishments that only employees have identified.
Q:
Taking on challenging assignments is linked to likelihood of promotion above measures of current performance on the job.
Q:
A(n) _____ is a gathering at which managers discuss employee performance ratings and provide evidence supporting their ratings with the goal of eliminating the influence of rating errors.
A. assessment center
B. 360-degree performance appraisal
C. reliability meeting
D. performance leadership council
E. calibration meeting
Q:
Assessment Centers are very popular because they provide a quick and inexpensive solution to assessing managerial candidates.
Q:
Assessment Centers use a very narrow range of testing methods to determine a candidates likelihood of success in entry-level positions.
Q:
Appraisal politics are likely to occur when:
A. top executives forbid distorted ratings.
B. the goals of rating are compatible with one another.
C. performance appraisal results are directly linked to developmental programs.
D. senior employees tell newcomers stories about distorted ratings.
E. performance appraisal is not directly linked to highly desirable rewards.
Q:
Drug use has not been linked to employee productivity measures; however, it is linked to increased medical costs and that is the reason that a high percentage of U.S. companies use drug testing.
Q:
Which rater error leads employees to believe that no aspects of their performance need improvement?
A. Contrast error
B. Halo error
C. Horn error
D. Strictness error
E. Central tendency error
Q:
Job Compatibility Questionnaire (JCQ) is an example of disguised-purpose dispositional measure.
Q:
If a student evaluating his/her professor at the end of term rates the professor low on all performance criteria due to dissatisfaction with the professor's grading scale, the student has likely committed which rater error?
A. Error based on similarity
B. Halo error
C. Central tendency
D. Horns error
E. Contrast error
Q:
If a company conducts background checks on applicants, they reduce the potential to be sued for negligent hiring.
Q:
If different raters make different kinds of _____ errors, scores by these raters cannot be compared.
A. similarity
B. distributional
C. contrast
D. halo
E. horns
Q:
There is no way that a hiring manager can predict that one candidate will remain in the job any longer than the other candidates.
Q:
A distributional error in which a rater favors lower rankings is known as _____.
A. contrast error
B. central tendency
C. strictness
D. leniency
E. halo error
Q:
Achievement, dependability, order, and cautiousness, as subfactors of conscientiousness (C) help improve the prediction of job performance.
Q:
The distributional error that occurs when the reviewer rates everyone near the top of a rating scale is known as _____.
A. contrast error
B. strictness
C. halo error
D. horns error
E. leniency
Q:
The NEO personality inventory is one of the most reliable and valid measures of the five-factor model.
Q:
Which rater error makes it difficult to distinguish among employees rated by the same rater because the rater tends to use only one part of the rating scale?
A. Contrast error
B. Distributional error
C. Halo error
D. Error based on similarity
E. Horns error
Q:
Introversion is a positive personality characteristic to look for in candidates for managerial positions.
Q:
Which of the following errors occur when a rater compares an individual, not against an objective standard, but against other employees?
A. Contrast errors
B. Distributional errors
C. Halo errors
D. Leniency errors
E. Horns errors
Q:
One of the concerns with projective personality tests is that applicants can determine the purpose of the test, and fake their results to match the desired outcome.
Q:
Which of the following steps should be taken to protect employees when they provide evaluations of managers' performance?
A. The process should be anonymous.
B. The process should use only two employees to rate each manager.
C. The process should encourage employees to highlight the negative aspects of the manager's performance.
D. The evaluations should be used primarily for administrative decisions.
E. The process should require that subordinates identify themselves.
Q:
The majority of personality tests have been developed around five personality factors.
Q:
You have a high degree of turnover and theft at your company. It would be wise to incorporate a personality test into the selection process.
Q:
Subordinate evaluations of performance are most appropriate when the performance results are to be used for:
A. administrative purposes.
B. investigative purposes.
C. strategic purposes.
D. developmental purposes.
E. executive purposes.
Q:
A linear relationship between test scores and job performance indicates that there is no relationship between higher test scores prediction of higher performance on the job.
Q:
Which of the following is true of peers as a source of performance information?
A. Peers are poor sources of information about performance in a job.
B. Peer ratings, according to research, are not influenced much by friendships.
C. Peers evaluations generally lack validity.
D. Peers are less willing participants in reviews to be used for employee development.
E. Peers are comfortable with rating employees for decisions that may affect themselves.
Q:
A company that provides a three-week management-training program for its new hires would benefit from administering the Wonderlic Personnel Test.
Q:
What is the disadvantage of peers as a source of performance information?
A. Peers do not have expert knowledge of job requirements.
B. Peers are uncomfortable with rating employees for decisions that may affect themselves.
C. Assessments of performance by peers generally lack validity.
D. Peers are generally less favorable toward participating in reviews to be used for employee development.
E. Peers are poor sources of performance information in any job.
Q:
Cognitive ability tests enable the hiring manager to directly measure an applicants ability to perform the physical tasks of a job.
Q:
The performance measurement system that combines information from most or all of the possible sources, is known as:
A. the critical incidents technique.
B. the behavioral observation scale.
C. management by objectives.
D. a 360-degree performance appraisal.
E. upward feedback.
Q:
Weighted application blanks use qualitative data to help make decisions regarding the likelihood that an applicants response will be significantly related to higher performance on the job.
Q:
How does total quality management (TQM) obtain objective feedback?
A. From the methods that use charts to detail causes of problems, measures of performance, or relationships between work-related variables.
B. From the methods that rate behaviors in terms of a scale showing specific statements of behavior that describe different levels of performance.
C. From the methods that use several statements describing each trait to produce a final score for that trait.
D. From the method that lists traits and provides feedback for each trait.
E. From managers, peers, and customers about the employee's personal qualities.
Q:
A selection method that has low cost per hire and results in hiring employees who have significantly higher productivity rates, has high utility and validity.
Q:
Total quality management differs from traditional performance measurement in that it:
A. has an external, rather than an internal, focus.
B. is a top-down review process.
C. assesses both individual performance and the system within which the individual works.
D. focuses exclusively on support decisions about work assignments, training, and compensation.
E. provides only subjective feedback based on the work process.
Q:
Lower correlations indicate stronger validity.
Q:
What is the disadvantage of results-oriented performance management?
A. It is generally more subjective than other kinds of performance measurements.
B. It has low acceptability among employees.
C. It has problems with validity.
D. It is not preferred by managers.
E. It is not easy to link to the organization's goals.
Q:
The level of reliability can be represented by a consistency of measurement.
Q:
What is the advantage of results-oriented performance measurement?
A. They are very effective in providing guidance on how to improve.
B. They are relatively easy to link to the organization's goals.
C. They are generally more subjective than other kinds of performance measurement.
D. They are highly acceptable to employees, but not to managers.
E. They tend to be highly valid.
Q:
The most important criterion for a selection method is reliability.
Q:
Personnel selection applies only for promotions.
Q:
Which of the following is true of management by objectives (MBO)?
A. Goals are generally nonspecific.
B. Goals are typically subjective.
C. Goals are easy to achieve.
D. Feedback is given only during the appraisal period.
E. Managers and their employees work together to set the goals.
Q:
A large food services company determines that it needs to recruit externally for a comptroller. This job has been identified as a key position within the organization. The need for external recruitment would :
A) be an indication that the company did not use regression analysis
B) be a sign that the company will be going out of business
C) result in the recruitment costs being lower than internal recruiting
D) be an indication that there was not an effective succession planning
E) be a result of a highly detailed internal training and development program
Q:
Which of the following is true of behavioral approaches to performance measurement?
A. They link the company's goals to the specific behavior required to achieve those goals.
B. They work well for complex jobs.
C. They provide little feedback on areas of improvement.
D. They have a low degree of validity and reliability.
E. They have a low degree of acceptability.
Q:
What is the difference between a behaviorally anchored rating scale (BARS) and a behavioral observation scale (BOS)?
A. A BARS asks the manager to rate the frequency with which the employee has exhibited the behavior during the rating period.
B. A BOS discards many items in creating the rating scale.
C. A BOS uses many examples to define all behaviors necessary for effective performance.
D. Managers and employees prefer BARS compared to BOS for ease of use and maintaining objectivity.
E. A major drawback of BARS is the amount of information required as compared to BOS.
Q:
When a manager uses the number of calls a phone operator can manage per hour to make decisions on staffing levels, which forecasting method are they using?
A) Linear programming
B) Trend analysis
C) Delphi technique
D) Multiple regression analysis
E) Nominal group technique
Q:
As a part of Environmental scanning HR planners should:
A) Use data to determine if there are threats to the organization, such as political changes that will impact the demand for highly trained personnel within the company.
B) Interview managers to gain a better understanding of the specific department in which HR decisions are or will be made.
C) Develop a process and forms that will predict the availability of human resources through succession planning.
D) Ensure that final interviews of qualified applicants provide more realistic job previews.
E) Use regression analysis in order to quantifiably project resource availability from internal and external sources.
Q:
The performance management method that requires managers to rate the frequency with which an employee has exhibited a behavior during a rating period is the:
A. behaviorally anchored rating scale.
B. behavioral observation scale.
C. graphic rating scale.
D. mixed-standard scale.
E. forced-distribution scale.
Q:
All of the following are examples of internal factors that can influence HR planning EXCEPT:
A) strategic business planning
B) diversification
C) legal environment
D) projected staff availability
E) recruitment planning
Q:
_____ use several statements describing each trait to produce a final score for that trait.
A. Behaviorally anchored rating scales
B. Mixed-standard scales
C. Behavioral observation scales
D. Graphic rating scales
E. Forced distribution scales
Q:
The method of performance measurement that uses several statements describing each trait to produce a final score for that trait is known as the _____.
A. behaviorally anchored rating scale
B. mixed-standard scale
C. behavioral observation scale
D. graphic rating scale
E. forced distribution scale
Q:
Which of the following reconciles the forecast of labor supply and demand?
A) Action programming
B) Gap analysis
C) Control and evaluation
D) Environmental scanning
E) Labor demand forecast
Q:
If a manager considers one employee at a time and circles a number/word to signify the degree to which that employee demonstrates a particular trait, he/she is using a:
A. mixed-standard scale.
B. critical-incident approach.
C. graphic rating scale.
D. behavioral observation scale.
E. behaviorally anchored rating scale.
Q:
The six sequential steps in the Human Resource Planning (HRP) process are:
A) labor analysis, supply analysis, environmental scanning, gap analysis, action programming, evaluation
B) evaluation, labor analysis, supply analysis, environmental scanning, gap analysis, action programming
C) environmental scanning, labor analysis, supply analysis, gap analysis, action programming, evaluation
D) environmental scanning, supply analysis, labor analysis, gap analysis, action programming, evaluation
E) gap analysis, supply analysis, labor analysis, action programming, environmental scanning, evaluation
Q:
Yield ratios provide a methodology to help make more effective decisions regarding what recruitment method to use.
Q:
Which of the following is the most widely used method for rating attributes?
A. Behaviorally anchored rating scales
B. Mixed-standard scales
C. Behavioral observation scales
D. Graphic rating scales
E. Critical-incident methods
Q:
Downsizing should be an organizations first response when supply is greater than demand.
Q:
Which of the following is a disadvantage of ranking using paired-comparison method for performance measurement?
A. It does not provide a scope for interpretation.
B. It is time consuming.
C. It leads to controversy.
D. It does not support decisions about how to distribute pay raises.
E. It tends to evaluate behavior more strictly than other methods.
Q:
If the result of your GAP analysis indicates that demand is greater than supply, a solution could be increasing the use of overtime and temporary employees.
Q:
The _____ method of performance measurement compares each employee with each other employee to establish rankings.
A. paired-comparison
B. graphic rating scale
C. forced-distribution
D. mixed standard
E. BARS
Q:
While IRCA outlines a process and provides an organization with forms to use to verify an applicants authorization to work in the U.S., there is no actual penalty for employers who fail to have employees complete an I-9 form.
Q:
The Immigration Reform & Control Act is a means for the U.S. to control the supply of labor.