Q&A Hero

Q: "Dennis is trained and has all the means to complete the project, yet he seems distracted." Which of the following factors has been indicated as the reason for his low performance? A. Ability B. Money C. Resources D. Motivation

Q: Which of the following is true about cognitive ability tests? A. They are especially valid for jobs requiring adaptability. B. They are relatively expensive compared to the other tests. C. They measure strength, endurance, psychomotor abilities, and other physical abilities. D. They are free from legal complications. E. They are especially valid for simple jobs.

Q: "The delay in the procurement and installation of the new server has stalled our progress." Which of the following factors has been indicated as the reason for low performance in this situation? A. Ability B. Motivation C. Resources D. Creativity

Q: Tests designed to measure such mental skills as verbal skills, quantitative skills, and reasoning ability are referred to as _____ tests. A. job performance B. honesty C. personality inventories D. cognitive ability E. physical ability

Q: "Although Norman is capable of doing very well, he doesn't seem to focus on his work." Which of the following factors has been indicated as the reason for Norman's low performance? A. Ability B. Motivation C. Money D. Resources

Q: Francisco Holt had applied for the position of an emergency direct care worker at the City Medical Center. In the last round of the selection process, he had to take part in a testing procedure that simulated an emergency situation. He had to run a half-mile on the treadmill, followed by a step test, a posture test, a squat test, and a weight-lifting test. His performance was timed and his heart rate was monitored throughout the tests. Which of the following tests is exemplified in this case? A. Cognitive ability test B. Critical thinking test C. Psychometric test D. Physical ability test E. Achievement test

Q: "Although I put in more hours of work than Joseph, I can never do as well as him." Which of the following factors has been indicated as the reason for low performance in this statement? A. Ability B. Money C. Motivation D. Resources

Q: Donna Hernandez has applied for the position of data systems operator in one of the federal governmental agencies. As part of the selection process, she takes a civil services examination that measures her existing knowledge and skills. This scenario exemplifies a(n) _____. A. psychometric test B. critical thinking test C. judgment test D. aptitude test E. achievement test

Q: According to the performance formula, Performance = _____ Motivation Resources. A. Capital B. Ability C. Mobility D. Labor

Q: In general, the results of reference checks for job applicants will be most valid if employers _____. A. contact many references B. rely exclusively on the list provided by applicants C. avoid direct contact with references D. restrict contact with references through e-mails E. receive positive opinions about the applicants from their references

Q: _____ is the internal process leading to behavior to satisfy needs. A. Motivation B. Attrition C. Procrastination D. Insolation

Q: How can individuals acting as references for job applicants minimize the risk of being sued for defamation or misrepresentation? A. By giving as much information as possible B. By exclusively giving out positive information about a candidate C. By only giving information about observable, job-related behaviors D. By giving only broad opinions E. By excluding employment dates and the employee's final salary

Q: Goal setting is less motivational to cultures in which achievement is not important and quality of life is important, such as Portugal and Chile.

Q: Jonas had a great rsum and a glowing recommendation from his previous employer. Impressed by his qualifications and expertise, Vizion Tech Inc. hired him for the position of quality analyst. However, he was found guilty of sexual misconduct at Vizion after a couple of weeks on the job. During the inquiry, Vizion Tech found that Jonas was fired for sexual misconduct at his previous employer. The management of Vizion Tech could sue Jonas's previous employer for _____. A. misrepresentation B. fraud C. defamation D. negligence E. embezzlement

Q: Although cultural differences suggest that the order of hierarchy may vary across cultures, cultures do not differ in the extent to which they value need for achievement.

Q: Marshall, a 33-year old unemployed software engineer, applied for a job at Bluetel Inc., a Florida-based software company. In his rsum, he gave his former project manager as a reference. But he was rejected soon after the HR specialist at Bluetel called his former manager and learned that Marshall was accused of racial discrimination against another employee. Sensing this to be the reason for his rejection at Bluetel, Marshall can sue his former manager on charges of _____. A. misappropriation B. fraud C. misrepresentation D. defamation E. negligence

Q: Countries such as Denmark, Sweden, Norway, the Netherlands, and Finland prefer quality of life (relationships) over quantity of life (possessions).

Q: If a former employer gives a glowing statement about a candidate and the new employer later learns of misconduct on the part of the employee during his or her previous employment, the new employer may sue the former for _____. A. negligence B. misrepresentation C. defamation D. misappropriation E. libel

Q: Job design is the process of eliminating, combining, and/or changing the work sequence to increase performance.

Q: If a person who is a reference gives negative information about a job candidate, there is a chance the candidate will claim _____, meaning the person damaged the applicant's reputation by making statements that cannot be proved truthful. A. defamation B. misappropriation C. fraud D. misrepresentation E. negligence

Q: A management by objectives (MBO) program is a motivator, not a hygiene.

Q: A. only if it believes the information provided by an applicant is incorrect. B. immediately after an applicant submits a rsum. C. after it has determined that an applicant is a finalist for a job. D. because it is a legal requirement under equal employment opportunity laws. E. because it is an unbiased source of information. Usually the organization checks references after it has determined that an applicant is a finalist for a job.

Q: While filling out an application for the position of administrative assistant, Rachel was asked to provide the name and phone number of her previous supervisor. She was also provided the alternative of presenting a letter from her previous supervisor vouching for her performance on the job. Which of the following tools used in the initial selection process is illustrated in this case? A. Application form B. Rsum C. Background checks D. Aptitude tests E. References

Q: Objectives state how a task will be accomplished.

Q: Praise is a motivator (not a hygiene) because it meets employees' needs for esteem/self-actualization, growth, and achievement.

Q: Review of rsums is most valid when the content of the rsums is evaluated in: A. terms of the elements of a job description. B. comparison with other applicants' qualifications. C. terms of the incumbent's competencies. D. terms of the industrial benchmarks. E. comparison with other employees in an organization.

Q: Why do organizations typically review applicant rsums? A. They are used as a substitute for interviews. B. They are used as a basis for deciding which candidates to investigate further. C. They are used to save the cost of administering tests related to the performance on the job. D. They are used because they can control the content of the information as well as the way it is presented. E. They are used because they are generally an unbiased source of information.

Q: _____ trust is the most fragile since one violation or inconsistency can destroy human relations.

Q: What is a disadvantage of using rsums as a source of information about job applicants? A. It is a relatively expensive method of gathering information. B. It does not allow applicants to highlight accomplishments. C. Review of rsums is least valid when the content of the rsums is evaluated in terms of the elements of a job description. D. It is biased in favor of the employer. E. The content of the rsum is controlled by the applicant.

Q: The _____ style entails low-directive-low-supportive behavior and is appropriate when interacting with outstanding employees.

Q: Which of the following is an accurate feature of a job application form? A. It is an expensive way of gathering information from candidates. B. It ensures that certain standard categories of information are obtained. C. It prevents human resource personnel from ranking candidates. D. It has a customized format for every candidate. E. It is usually biased in favor of certain candidates.

Q: The participative style is characterized by _____ behavior and is appropriate when interacting with employees with high capability.

Q: The consultative style involves _____ behavior and is appropriate when interacting with moderate-capability employees.

Q: Irene is filling out an application form for the position of an elementary school teacher. While she is filling it out, she comes across a section that asks for information about her high school, college, courses, and grades. Which of the following sections of the application form is being referred to here? A. Mailing address B. Work experience C. Racial details D. Educational background E. Declaration

Q: Identify the detail that needs to be asked in an application form to gather information about suitable candidates. A. Marital status B. History of disabilities C. Number of children D. Educational background E. Applicant's race

Q: The autocratic style involves _____ behavior and is appropriate when interacting with low-capability employees.

Q: Rigatel Corp., an investment bank, was in the final stage of its selection process for a business analyst. Rob was one of the desired candidates for the position. As part of background checks, the bank wanted to look at his credit history. Which of the following requires them to obtain Rob's consent before using a third party to check his credit history? A. The Civil Rights Act of 1991 B. The Fair Credit Reporting Act C. The Fair Labor Standards Act D. The Labor-Management Reporting and Disclosure Act E. The Consumer Credit Protection Act

Q: _____ leadership, developed by Paul Hersey and Kenneth Blanchard, is a model for selecting from four leadership styles the one that matches the employees' maturity level in a given situation.

Q: Which of the following is a requirement 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 must pay lower wages to immigrant workers. D. Employers must verify the legal age of employees who do not hold American citizenship. E. Employers must ask a potential employee's religion.

Q: _____ theory, developed by Vroom and Yetton, is a decision-tree model that enables the user to select from five leadership styles the one that is appropriate for the situation.

Q: Marianna Baxter attends an interview for the position of a paralegal at one of the biggest law firms in the country. During the interview, she is asked a particular question which she refuses to answer. Frustrated by her behavior, the interviewer repeats the question. She refuses to answer it again and says that it violates her rights under equal employment opportunity law. Which of the following is most likely the question she was asked? A. What is your complete name? B. What is your ancestry? C. Can you meet the requirements of strict work schedules? D. Have you ever been convicted of a crime? E. What organizations or groups do you belong to that you consider relevant to being able to perform this job?

Q: The _____ developed by Tannenbaum and Schmidt, identifies seven leadership styles based on the use of boss-centered versus employee-centered leadership.

Q: Which of the following is a permissible 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: _____ leadership theory developed by Fiedler, is used to determine if a person's leadership style is task-or relationship-oriented and if the situation matches the leader's style.

Q: Which of the following is a permissible question to ask in 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 job position?

Q: _____ leaders like Martin Luther King Jr. and Mother Teresa have the ability to engage employees by energizing them to meet challenging objectives, and inspiring them to greatness.

Q: Which of the following laws restricts an organization from asking indirect questions that gather information about a person's protected status? A. The Civil Rights Act of 1991 B. The employee benefit laws C. The equal employment opportunity laws D. The Age Discrimination in Employment Act E. The Fair Labor Standards Act of 1938

Q: Explain the five dimensions of trust.

Q: Gromart, an international retailer, opens a store in a town predominantly populated by a particular racial group. While recruiting employees for the store, it uses a test that favors a particular racial group in the selection process. When questioned about the selection procedure, the management reasons that the customers are more comfortable with employees of their own race. In the context of the legal standards of selection, which of the following is an accurate statement? A. Gromart's actions during the selection process do not violate the Civil Rights Act of 1991 or the equal employment opportunity law at all. B. Though Gromart's selection process violates the Civil Rights Act of 1991, it's justifiable under the equal employment opportunity law. C. Gromart's selection process is justifiable because the Age Discrimination in Employment Act of 1967 requires employers to make reasonable accommodation according to the demographics of a locality. D. Gromart's actions during the selection process do not violate the Civil Rights Act of 1991, but it violates the equal employment opportunity law. E. Gromart's actions during the selection process violates the Civil Rights Act of 1991 because customer preference is not a justifiable reason for discriminatory practices.

Q: Explain the four situational supervisory styles.

Q: Which of the following statements is true of the Americans with Disabilities Act (ADA) of 1991? A. Employers can ask pre-employment questions to investigate disabilities. B. Interviewers are prohibited from asking a candidate if he or she can meet the attendance requirements for a job. C. Interviewers are permitted to ask candidates the number of sick leaves he or she took at his or her previous job. D. Employers are permitted to use employment physical exams that could reveal a psychological or physical disability for making hiring decisions. E. Employers are required to make reasonable accommodation to disabled individuals.

Q: Explain situational leadership developed by Paul Hersey and Kenneth Blanchard.

Q: Which of the following laws requires employers to make "reasonable accommodation" to incapacitated individuals? A. The Civil Rights Act of 1991 B. The Equal Employment Opportunity Act of 1988 C. The Americans with Disabilities Act of 1991 D. The Age Discrimination in Employment Act of 1967 E. The Fair Labor Standards Act of 1938

Q: Explain normative leadership theory.

Q: Which of the following exemplifies a high utility selection procedure? A. Bette's, a suburban diner, spends a lot of time and money recruiting a server. B. A local gas station has a recruitment procedure that spans four months for the position of a cashier. C. Tywell Capital, an international investment firm, spends close to a million dollars to hire a renowned economist as its new CEO. D. Shinecare, a local car wash, employs a three-month-long selection procedure for hiring one of its operators. E. Haleview High School conducts several rounds of interviews to recruiting a maintenance worker.

Q: Explain the leadership continuum developed by Tannenbaum and Schmidt.

Q: The extent to which something provides economic value greater than its cost is called its _____. A. practicality B. utility C. validity D. accountability E. reliability

Q: Explain Fiedler's contingency leadership theory.

Q: Which of the following exemplifies a generalizable test? A. Intratel Inc. uses the same test for selecting candidates for different job profiles in two different countries. B. Utopia Corp. uses a test that has a probability of zero random error to recruit its employees. C. Sellatra Corp. uses a test that provides greater economic value than its cost for recruitment. D. ZingUp Inc. uses a test that is relevant to the specific job roles for which it recruits employees. E. Nyx Corp. uses a test that simulates specific job conditions that an employee will experience while in that position.

Q: Explain the Leadership Grid and describe the five major leadership styles it identifies.

Q: David Carr is the HR manager of Witherspoon Inc., 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. This scenario suggests that 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: A test that is valid in other contexts beyond the context in which the selection method was developed is known as a(n) _____ method. A. practical B. generalizable C. reliable D. invalid E. concurrent

Q: Describe leadership trait theory.

Q: Explain what leadership is and how it affects behavior, human relations, and performance.

Q: An international car manufacturing company wants to hire new employees for its new assembly unit. As part of the selection process, the applicants are required to assemble a mini model of one of the company's products. They are judged on their speed, ability to follow a set of instructions, and coordination skills. What type of validity is being established in this scenario? A. Content validity B. Predictive validity C. Diagnostic validity D. Concurrent validity E. Construct validity

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: Do you agree that integrity is at the center of trust, holding the other four dimensions together? Can competence, consistency, loyalty, and/or openness lead to trusting relationships if there is no integrity?

Q: Give some examples of global cultural diversity that you have experienced.

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: Buildtron Inc., a construction firm, is in need of a construction superintendent, whose primary responsibilities involve organizing, supervising, and inspecting the work of several subcontractors. Buildtron administers a construction-error recognition test, where an applicant has to enter a shed that has 25 construction errors and has to record as many of these errors 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 validity

Q: Which of the five contingency leadership theories (Exhibit 7.5) do you prefer?

Q: The consistency between test items or problems and the kinds of situations or problems that occur in a job is known as _____. A. predictive validity B. content validity C. concurrent validity D. diagnostic validity E. construct validity

Q: Fiedler's contingency leadership theory states that managers can't change their leadership style; they are either task-or relationship-oriented. Do you agree with this statement?

Q: Identify an accurate difference between predictive validation and concurrent validation. A. Predictive validation correlates job performance and job roles; concurrent validation does not. B. Predictive validation correlates future job performance and applicant test scores; concurrent validation does not. C. Concurrent validation is very time-consuming; predictive validation is not. D. Concurrent validation is difficult to employ; predictive validation is not. E. Concurrent validation is utilized on new recruits; predictive validation is not.

Q: The Leadership Grid states that the one best style to use in all situations is the 9, 9 team manager style, with a high concern for both people and production. Do you agree with this statement?

Q: The two-dimensional leadership styles developed at Ohio State University and the University of Michigan back in the 1940s still serve as the bases for the current contingency leadership theories. Are the task and relationship dimensions outdated?

Q: Grace is the HR manager of Trelsoft Inc., a software company located in Boston. She wants to establish the validity of a test designed for computer technicians using a predictive criterion-related validation strategy. According to this validation, Grace must administer the test to _____. A. at least half the present computer technicians in Trelsoft B. people doing similar jobs in other companies C. people applying for computer technician jobs in Trelsoft D. only those computer technicians in Trelsoft who are performing at acceptable levels E. a random selection of computer technicians currently employed at Trelsoft

Q: To test the validity of a selection test for advanced widget designers, Techspark Inc. administers the test to its current widget designers. The test results are then compared with the employees' latest performance appraisal scores. In this instance, what type of validation is being used by Techspark? A. Predictive validation B. Concurrent validation C. Content validation D. Construct validation E. Diagnostic validation

Q: There are many traits that are said to be important to leadership success. Which three traits do you believe are the most important? List in order of priority.

Q: Describe the type of leader you want to be.