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Q:
Identify the correct statement regarding predictive validation.
A. It is the least effective method of measuring validity.
B. It uses the test scores of all applicants and looks for a relationship between the scores and future performance.
C. It involves administering a test to people who currently hold a job and comparing their scores to existing measures of their current job performance.
D. It is the quickest and easiest method compared to other ways of measuring validity.
E. Its scores are influenced by applicants' job experiences.
Q:
Which leadership theory or model do you prefer? Why?
Q:
Tiara Inc., an international clothing brand, recruited 15 people as brand managers. They all took a test as part of the recruitment process. Three months after the recruitment, their test scores were analyzed along with their performance on the job to find a substantial correlation between the two factors. Which of the following methods of research is exemplified in this scenario?
A. Content validation
B. Predictive validation
C. Concurrent validation
D. Construct validation
E. Diagnostic validation
Q:
Which of the four supervisory styles would you like your boss to use with you? Why would you prefer this particular style?
Q:
Which of the following measures of validity is based on showing a substantial correlation between test scores and job performance scores?
A. Criterion-related validity
B. Diagnostic validity
C. Content validity
D. Convergent validity
E. Construct validity
Q:
What are your views on situational supervision? Recall a manager you have now or have had. Which of the four styles does or did the manager use? Would you use the model on the job?
Q:
Which of the following is true of the validity of selection criteria?
A. Validity cannot be explained using correlation coefficients.
B. Validity identifies the extent of random error in a selection procedure.
C. Validity assures the accuracy of selection criteria.
D. Validity cannot measure the relevance of selection criteria.
E. Validity ensures the fairness of employment practices during selection procedures.
Q:
What are your views on normative leadership theory? Recall a manager you have now or have had. Which of the five styles does or did the manager use?
Q:
The HR department at Buckworth Consulting recently developed and employed a certain test in the selection process for managers. After observing a certain trend in the organization, the HR department concluded that the test being used was not a valid selection criterion. Which of the following most likely led to that observation?
A. Managers who were recruited without the tests performed well when promoted to other roles.
B. Managers who got low scores on the tests performed poorly when promoted to other roles.
C. Managers who fared well in the tests performed well in their roles.
D. Managers who performed well on the tests performed poorly in their roles.
E. Managers who were recruited without the tests performed poorly in their roles.
Q:
What are your views on the leadership continuum? Recall a manager you have now or have had. Which of the seven styles does or did the manager use?
Q:
The _____ of an employment test is indicated by the extent to which the test scores relate to actual job performance.
A. reliability
B. validity
C. generalizability
D. utility
E. dependability
Q:
What are your views on contingency leadership theory? Do you agree with Fiedler's recommendation to change the situation rather than the leader's style?
Q:
Nathaniel believes that assessing the reliability of a selection method is the only requirement for predicting the success of the selection method. Which of the following statements weakens his argument?
A. Reliability cannot clarify if something that matters is being measured.
B. Reliability cannot answer whether something is measured accurately.
C. Reliability is only suitable for tests that measure abstract qualities.
D. Reliability cannot be measured for generalizable selection methods.
E. Reliability is only useful for tests that measure intelligence and leadership quality.
Q:
What are your views on the Leadership Grid? Recall a manager you have now or have had. Which of the five styles does or did the manager use?
Q:
Amelia takes online practice tests as part of her preparation for a competitive examination. If the tests are known to be highly reliable, which of the following would most accurately be the correlation coefficient of her test results over a seven-day period?
A. 0.5
B. 0.43
C. 0
D. 0.99
E. 0.72
Q:
What are your views on leadership trait theory? Recall a manager you have now or have had in the past. Which of Ghiselli's six traits does or did the person have? Which traits does or did the person lack?
Q:
Juan takes a test in which the questions are of varying levels of difficulty. As the questions become harder, his scores go down. In this context, which of the following accurately shows the correlation factor between the difficulty levels of the questions and Juan's scores?
A. 0.5
B. 0.98
C. 0
D. -0.92
E. -0.24
Q:
Give detailed reasons why leadership skills are important to a specific organization.
Q:
A correlation coefficient of -1.0 between two sets of numbers indicates _____.
A. a complete lack of any correlation between the two sets
B. that when one set of numbers goes up, so does the other set
C. that when one set of numbers goes up, the other set goes down
D. a positive correlation between the two sets
E. an indefinite relationship between the two sets
Q:
Which of the following is a good way to develop loyalty?
A. Maintaining confidences
B. Practicing what you preach
C. Admitting your mistakes and apologizing
D. Being conscientious
Q:
Numex, an equities firm, requires its employees to be highly analytical. The company's HR department develops a series of tests to be used in the preliminary rounds of interviews to gauge the candidates' analytical skills. Before using it in the selection process, the HR department got some of the best analysts in the firm to take the test on different days of the week. Surprisingly, each of their scores was highly inconsistent on different days. After an evaluation, the test was found to be unreliable. Which of the following assumptions would lead to such a conclusion?
A. The analysts were randomly chosen.
B. The intelligence quotient levels of the different analysts are on par with each other.
C. The analysts have similar amounts of experience.
D. The on-job performance levels of the analysts decreased over the week.
E. The skills of the analysts remain constant over a week.
Q:
Which of the following is a good way to develop consistency?
A. Admitting your mistakes and apologizing
B. Avoiding gossiping negatively about individuals
C. Being fair
D. Practicing what you preach
Q:
The _____ of a type of measurement indicates how free that measurement is from random error.
A. reliability
B. validity
C. generalizability
D. utility
E. verifiability
Q:
You are considering delegating a new task to one of your best employees, Pete. However, Pete is hesitant to take on the new assignment. You are confident he can do it on his own. As a situational manager, which would be the ideal supervisory style to use in this scenario?
A. Autocratic
B. Laissez-faire
C. Consultative
D. Participative
Q:
Gary, the new human resource manager at Alchemy Corp., proposes using automated systems for screening rsums of applicants. Gary claims that automated systems are better than humans at picking the right profiles. Which of the following statements weakens Gary's claim?
A. Automated systems arbitrarily reject highly qualified people who submit a creatively worded rsum.
B. Automated systems reduce the pace of the selection process by a large margin.
C. Automated systems prevent candidates from knowing the status of their applications.
D. Automated systems do not help in matching rsums to the keywords in job requirements.
E. Automated systems refrain from replying to the candidates when their profiles are rejected.
Q:
Along with 50 other candidates, Rita applied for the position of analyst at Mechalium Inc. Because Rita's profile stood out from other candidates' profiles, she was called for an interview in which she performed well. In the context of the steps involved in the selection process for recruitment, which of the following would most likely be the next step taken by the recruiter?
A. Reviewing Rita's work samples
B. Negotiating salary and benefits with Rita
C. Verifying Rita's qualifications through background checks
D. Sending Rita a job offer letter
E. Getting Rita to sign the job offer
Q:
As a supervisor, you spend little time telling employees what to do and most of the time encouraging them to do a good job. However, at present, your employees have fallen behind schedule on an important project, which is due soon. As a situational manager, which supervisory style should you ideally use?
A. Autocratic
B. Participative
C. Consultative
D. Laissez-faire
Q:
As a supervisor, you want to improve performance in your department. You give specific instructions, telling employees what the task is and when, where, and how to perform it, as well as oversee performance at all major stages through completion. Although you already have ideas covering broad areas, you are open to suggestions from employees. However, you have the final say. Which situational supervisory style has been used in this scenario?
A. Autocratic
B. Consultative
C. Participative
D. Laissez-faire
Q:
In most organizations, the first step in the personnel selection process is:
A. verifying the applicants' qualifications through reference and background checks.
B. negotiating with the employee regarding salary and benefits.
C. screening the applications to see who meet the basic requirements for the job.
D. administering tests and reviewing work samples to rate the candidates' abilities.
E. inviting candidates with the best abilities to the organization for one or more interviews.
Q:
You've been promoted from being an employee in one department to becoming the supervisor in another. The supervisor you are replacing did not succeed in getting much work done because he let employees make ongoing decisions. Production declined in recent months and that is why you got the job. As a situational manager, which supervisory style should you ideally use?
A. Autocratic
B. Consultative
C. Participative
D. Laissez-faire
Q:
Which of the following enables organizations to make decisions about who will or will not be allowed to join the organization?
A. Predictive validation
B. Job analysis
C. Concurrent validation
D. Trend analysis
E. Personnel selection
Q:
According to the situational supervision model, in which of the following situations would a participative supervisory style be used?
A. When the employees are unable and/or unwilling to do a task without direction
B. When the employees have moderate ability and are motivated
C. When the employees are high in ability but lack self-confidence or motivation
D. When the employees are very capable and highly motivated
Q:
In an organization, a supervisor usually makes the final employee selection decision.
Q:
In the situational supervision model, the _____ style entails low-directive-low-supportive behavior and is appropriate when interacting with outstanding employees.
A. autocratic
B. consultative
C. participative
D. laissez-faire
Q:
According to the situational supervision model, a manager who focuses on end results, lets employees do tasks their own way, spends limited time overseeing their performance, and makes decisions in tandem with employees has a(n) _____ supervisory style.
A. autocratic
B. consultative
C. participative
D. laissez-faire
Q:
The multiple-hurdle model is based on a process of increasing the number of candidates at each stage of the selection process.
Q:
In the situational supervision model, the _____ style involves high-directive-high-supportive behavior and is appropriate when interacting with moderate-capability employees.
A. autocratic
B. consultative
C. participative
D. laissez-faire
Q:
In the situational supervision model, the _____ supervisory style involves high-directive-low-supportive behavior and is appropriate when interacting with low-capability employees.
A. consultative
B. autocratic
C. participative
D. laissez-faire
Q:
Interviewing is considered the most accurate basis for making a selection decision.
Q:
In a behavior description interview, a candidate is asked by the interviewer how he or she handled a type of situation in the past.
Q:
In situational leadership, a leader uses a delegating style when his followers' maturity level is:
A. high.
B. moderate to high.
C. low.
D. moderate to low.
Q:
In a nondirective interview, the interviewer always asks questions from an established set of questions.
Q:
In situational leadership, a leader uses a participating style when his followers' maturity level is:
A. high.
B. moderate to high.
C. low.
D. moderate to low.
Q:
In situational leadership, a leader uses a selling style when his followers' maturity level is:
A. high.
B. moderate to high.
C. low.
D. moderate to low.
Q:
The Polygraph Act legalized the use of polygraph tests for employment screening in most organizations.
Q:
In situational leadership, a leader uses a telling style when his followers' maturity level is:
A. high.
B. moderate to low.
C. low.
D. moderate to high.
Q:
The Civil Rights Act of 1991 encourages the use of sex norming as a selection tool.
Q:
According to Hersey and Blanchard, which of the following denotes a selling leadership style?
A. High relationship, low task
B. High task, high relationship
C. High task, low relationship
D. Low relationship, low task
Q:
Race norming refers to establishing different norms for hiring members of different racial groups.
Q:
According to Hersey and Blanchard, which of the following denotes a participating leadership style?
A. High relationship, low task
B. High task, high relationship
C. High task, low relationship
D. Low relationship, low task
Q:
According to Hersey and Blanchard, which of the following denotes a delegating leadership style?
A. High relationship, low task
B. High task, high relationship
C. High task, low relationship
D. Low relationship, low task
Q:
Achievement tests are only used to measure how well a person can acquire skills and abilities.
Q:
According to Hersey and Blanchard, which of the following denotes a telling leadership style?
A. High relationship, low task
B. High task, high relationship
C. High task, low relationship
D. Low relationship, low task
Q:
Aptitude tests assess a person's existing knowledge and skills.
Q:
Which of the following is a model, developed by Paul Hersey and Kenneth Blanchard, for selecting from four leadership styles the one that matches the employees' maturity level in a given circumstance?
A. Normative leadership theory
B. Situational leadership
C. The leadership continuum
D. Contingency leadership theory
Q:
Most organizations check references as soon as they receive a candidate's application form.
Q:
In which of the following Vroom's leadership styles does a group make decisions?
A. Delegate
B. Facilitate
C. Consult group
D. Decide
Q:
Review of rsums is most valid when the content of the rsums is evaluated in terms of the elements of a job description.
Q:
_____, 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.
A. Situational leadership
B. Normative leadership theory
C. The leadership continuum
D. Contingency leadership theory
Q:
An application form can request information regarding an applicant's marital status and race.
Q:
_____, developed by Tannenbaum and Schmidt, identifies seven leadership styles based on the use of boss-centered versus employee-centered leadership.
A. Situational leadership theory
B. Normative leadership theory
C. The leadership continuum
D. The situational supervision model
Q:
The Fair Credit Reporting Act requires that employers obtain a candidate's consent before downloading his or her rsum from an online job site.
Q:
"These are the two projects which I think need your expertise. Which one would you choose to work on first?" According to the leadership continuum, this is an example of a leadership style where:
A. a leader lets employees make a decision within set limits.
B. a leader presents ideas and invites questions.
C. a leader makes a decision and announces it.
D. a leader presents a tentative decision that is subject to change.
Q:
Under the Americans with Disabilities Act (ADA), when an employer makes hiring decisions, it can use employment physical exams that could reveal a psychological or physical disability.
Q:
"I am planning to reduce the duration of lunch break by 10 minutes. Does anyone have any objection to this policy?" According to the leadership continuum, this is an example of a leadership style where:
A. a leader sells a decision.
B. a leader presents ideas and invites questions.
C. a leader makes a decision and announces it.
D. a leader presents a tentative decision that is subject to change.
Q:
Equal employment opportunity laws affect the kinds of information an organization may gather on application forms and in interviews.
Q:
"Gentlemen, I will consider all your ideas before I decide the final strategy for this project." According to the leadership continuum, which of the following leadership behaviors is reflected in this statement?
A. A leader who presents a tentative decision that is subject to change
B. A leader who defines limits and asks the group to make a decision
C. A leader who presents a problem, gets suggestions, and makes a decision
D. A leader who sells a decision
Q:
"Sam, make sure you reach office no later than 8 A.M. tomorrow." According to the leadership continuum, which of the following leadership styles does the statement reflect?
A. Laissez-faire
B. Participative
C. Consultative
D. Autocratic
Q:
Selection procedures that provide economic value greater than the cost of using them are said to have utility.
Q:
Content validation is most suitable for measuring abstract qualities such as intelligence or leadership ability.
Q:
Donovan, a senior manager, is loved by his subordinates. He delegates assignments with very clear objectives and simplified processes. However, he does not have the authority to reward workers who perform well. According to Fiedler's contingency leadership theory model, the _____ leadership style would be most appropriate for Donovan's situation.
A. power-oriented
B. relationship-oriented
C. task-oriented
D. team-oriented
Q:
Jeremy, a newly promoted supervisor, has been unsuccessful in getting along with his workers. He wants them to achieve targets without fail and follow all documentation procedures. Fortunately, his recommendations for employee incentives are not taken seriously. According to Fiedler's contingency leadership theory model, _____ leadership style would be most appropriate for Jeremy's situation.
A. task-oriented
B. relationship-oriented
C. power-oriented
D. team-oriented
Q:
A predictive criterion-related validation strategy establishes consistency between the test items or problems and the kinds of situations that occur on the job.
Q:
Rufus, a supervisor at an automobile store, is considered friendly by his subordinates and has the authority to assign important work to high performers under his wing. However, he does not chalk out clear objectives for his workers. According to Fiedler's contingency leadership theory model, _____ leadership style would be most appropriate for this situation.
A. task-oriented
B. relationship-oriented
C. power-oriented
D. team-oriented
Q:
_____, developed by Fiedler, is used to determine whether a person's leadership style is task-or relationship-oriented and if the situation matches the leader's style.
A. Situational leadership
B. Normative leadership theory
C. The leadership continuum
D. Contingency leadership theory
Q:
Reliability answers the important question if one is measuring something that matters.
Q:
The assumption that the appropriate leadership style varies from situation to situation is made by _____.
A. leadership trait theory
B. the Ghiselli Study
C. contingency leadership theories
D. leadership trait theory
Q:
"You don't look well. Go home and rest. Don't worry about anything here at work. We'll take care of it." According to the Leadership Grid, which of the following leadership styles does this example reflect?
A. The sweatshop manager
B. The organized-person manager
C. The team manager
D. The country club manager
Q:
Automated systems always ensure that all highly qualified candidates are included in the selection process.
Q:
"You have to complete all assignments before you go on leave. You may have to extend your working hours." According to the Leadership Grid, which of the following leadership styles does this example reflect?
A. The country club manager
B. The team manager
C. The sweatshop manager
D. The impoverished manager