HR MGMT Exam 3 Ch. 7-10

Which of the following factors accounts for the increased diversity in organizations? A. The globalization movement B. The privatization movement C. Legislation that mandates organizations to adopt ethnocentric practices D. The increased need for job embeddedness

a

Which of the following statements is true of Hispanic women employees in the United States? A. They are generally underrepresented in the executive ranks of most organizations. B. They are not covered under the Fair Labor Standards Act of 1938. C. They are paid higher than might be expected. D. They constitute the largest ethnic group in organizations.

a

Which of the following statements is true of knowledge workers? A. They tend to work in high-technology firms. B. They require little or no specialized training. C. They add value to organizations simply because of their experience. D. They include blue-collar workers.

a

Which of the following statements is true of organizational citizenship behaviors? A. They are never stated as formal requirements of a job. B. They do not represent an employee's overall contribution to the organization. C. They are more important than counterproductive and task behaviors. D. They include the activities that individuals do when transitioning between jobs.

a

Which of the following statements is true of recommendation letters? A. There is a growing concern about legal liability in the preparation of recommendation letters. B. They usually provide subjective information about the candidate and therefore make it difficult to check for the candidate's work history. C. Most organizations have a policy of not providing recommendation letters to outgoing employees. D. They are of the highest value in assessing the applicants' performance, capabilities, or the likelihood for success in a new setting.

a

Which of the following statements is true of the classification system for job evaluation? A. Once job grades have been determined, the job evaluator writes descriptions of each job class. B. It cannot accommodate changes in the value of various individual jobs in a firm. C. After classifying the jobs in a firm, each set of jobs is ranked according to the skills required to perform them. D. It is extremely complex, difficult to use, and time consuming.

a

Mike, a manager, is evaluating the performance of his team members by comparing each member with every other member, two at a time. Which of the following performance-appraisal methods is Mike using in the given scenario? A. The critical incident method B. The paired-comparison method C. The management-by-objectives system D. The goal-based system

b

The ultimate test of an organization's commitment to managing diversity is its _____. A. compensation package B. culture C. grievance policy D. productivity

b

Which of the following happens when a firm becomes truly diverse? A. Its workforce adopts an ethnocentric attitude. B. Conflicts and subgroup dynamics in its workforce disappear. C. It suffers massive trade penalties. D. Many identifiable minority groups exist within its workforce.

b

Which of the following is a characteristic of a multicultural organization? A. It achieves partial structural integration. B. It is characterized by pluralism. C. It experiences high levels of job embeddedness. D. It promotes ethnocentrism in the workplace.

b

Eileen is a newly appointed team leader for the sales team at Bethet Inc. The senior manager, whom Eileen reports to, wants to gather information about how well she has been able to motivate her team to work effectively. In this case, which of the following would most likely be the best source of information? A. Eileen's peers B. Eileen's clients C. Eileen's subordinates D. Eileen's former employers

c

Evaluating management development programs is most likely problematic because: A. these programs target only simple type of behaviors that are easy to change. B. the training is solely geared at helping managers to prepare for present jobs. C. it may take a longer period of time and outcome measurement to evaluate them. D. it may be difficult to find qualified individuals to evaluate the employees at managerial positions.

c

In the context of popular selection techniques, _____ focus on the same type of information that is found in a regular application but go into more complex and detailed assessments about that background. A. employee declarations B. weighted application blanks C. biodata application blanks D. self-report inventories

c

In the context of selection errors, a _____ is an error in which an applicant who is predicted to be successful is hired but who ultimately fails. A. first-impression error B. nonrelevancy error C. false positive error D. contrast error

c

In the years immediately after _____ was passed, many HR managers operated under the assumption that they were required by law to treat everyone equally. A. the Employment Non-Discrimination Act B. the Americans with Disabilities Act of 1990 C. Title VII of the 1964 Civil Rights Act D. Executive Order 11246

c

Marie, a new employee at Glaxnic Inc., was nominated by her manager to attend a few sessions on content development. The sessions included lessons on grammar, idea creation, vocabulary, and so forth. Marie was asked to implement her learning from these sessions in the project that she was working on. After a review of the dispatched file, her manager concluded that the sessions were productive. Which of the following statements is true of the given scenario? A. Marie was part of an assessment center. B. Marie received training through computer-assisted instruction. C. Marie was part of a work-based program. D. Marie received vestibule training.

c

The Employee Retirement Income Security Act (ERISA) was passed to: A. prevent organizations from establishing private pension plans and employee assistance plans for their employees. B. make vesting rights operational after 10 years of service at the most. C. protect employees who had contributed to their pensions but were unable to collect those benefits later. D. prevent employees from carrying a portion of their benefits to another job.

c

Which of the following is a difference between a performance appraisal and performance management? A. A performance appraisal is conducted on a monthly basis, whereas performance management is typically conducted only once or twice a year. B. A performance appraisal encompasses performance-management programs, whereas performance management does not include performance-appraisal activities. C. A performance appraisal is specific in nature, whereas performance management is a general set of activities. D. A performance appraisal relies heavily on performance management, whereas performance management does not rely on a performance appraisal.

c

Which of the following statements is true of a living wage? A. It is equal to the national minimum wage of a country. B. It is earned by prison inmates when they produce handcrafted goods. C. It is enough to allow a family to subsist above the poverty level. D. It is earned by immigrants who relocate to other countries.

c

Which of the following statements is true of an employment application? A. It is a document sent by an applicant's previous employer stating the applicant's skills. B. It is a letter sent by an applicant stating the benefits he or she expects from the organization. C. It can be used to quickly determine if an applicant meets minimum selection criteria. D. It can ask for an applicant's gender, age, or marital status.

c

Which of the following statements is true of career management? A. Hiring for fit is the least helpful selection strategy for career management because the firm hires individuals who match the firm's values but do not fit different jobs. B. Work-family balance does not influence the career success of individuals. C. Organizations involved in career management can find themselves with a large pool of talented individuals. D. Full appreciation of career management activities on the part of the organization comes only after the retirement of employees.

c

Which of the following statements is true of defined benefit plans? A. The size of the benefit in these plans depends on how much money is contributed to the plan. B. The benefits provided by these plans are mandated by the Social Security Act of 1935. C. They are closely monitored under the Employee Retirement Income Security Act of 1974. D. They are funded by the government and employers.

c

Which of the following statements is true of the issues facing older workers? A. There is strong evidence of age-related declines in intelligence, verbal ability, or numerical ability. B. There is a linear relationship between age and performance with performance lowest when workers are older. C. Some of the issues that older workers have to deal with relate to potential age discrimination. D. According to the Social Security Act, to receive full social security benefits, workers cannot retire until the age of 75.

c

Who among the following constitute a distinct ethnic group in the United States? A. Women employees B. Expatriate managers C. Hispanics D. Christians

c

Who among the following is most likely to earn only a living wage? A. A hardware technician B. A knowledge worker C. An unskilled laborer D. An expatriate

c

_____ is the process of developing a pool of qualified applicants who are interested in working for the organization and from which the organization might reasonably select the best individual or individuals to hire for employment. A. Coaching B. Offshoring C. Recruiting D. Onboarding

c

_____ refer to various rewards, incentives, and other things of value that an organization provides to its employees beyond their wages, salaries, and other forms of direct financial compensation. A. Grants B. Bursaries C. Benefits D. Remittances

c

involves interaction between an individual employee or manager in the organization and either a line manager or an HR manager.

career counseling

The _________________ relies on instances of especially good or poor performance on the part of the employee.

critical incident method

A central tendency error occurs when a manager: A. uses only the lower part of a rating scale. B. compares one employee with another instead of against an objective standard. C. assigns relatively high or lenient ratings to all employees. D. tends to rate all employees as average.

d

Harris, a law graduate fresh out of college, went for a job interview at a law firm in Iowa. As opposed to his preconceived notions, the interview was spontaneous and relatively casual in nature. The interviewer did not ask Harris any of the conventional questions, but she instead asked him his interests and talked about various topics in law and authority among other things. In this scenario, which of the following types of interviews was conducted? A. A structured employment interview B. A directive interview C. A semistructured employment interview D. An unstructured interview

d

In the context of employment tests, _____ measure physical abilities such as strength and eye-hand coordination. A. cognitive ability tests B. personality tests C. integrity tests D. psychomotor ability tests

d

In the context of the contributions of diversity to the competitiveness of an organization, the edge of having multiple perspectives and new ways of doing things is: A. part of the resource acquisition argument. B. the focus of the cost argument. C. part of the flexibility argument. D. the focus of the creativity argument.

d

Jonita, a new employee at an investment firm, is being mentored by Dave, her supervisor. When Dave assigns a task to Jonita, he explains the work requirements and the work procedure to her. She then applies what she learned in her work. In this scenario, Jonita is: A. part of an assessment center. B. undergoing outbound training. C. part of an induction program. D. undergoing on-the-job-training.

d

Laura is a talented layout artist at an advertising agency and has been part of the organization for five years. However, she earns lesser than Andrea, a digital artist, who has been in the organization for only three years. This is because the latest trend in the advertising industry is digital advertising, and hence, there is a huge demand for digital designers in the market. The given scenario is an example of _____. A. pay compression B. a performance-based pay system C. a criteria-style benefits plan D. pay inversion

d

Oliver, a stockbroker at an investment firm, is addicted to alcohol. This addiction has severely affected his performance at work. He speaks with his HR manager about the issue and signs up for a voluntary program at his office that helps employees deal with chronic alcohol addiction. In the given scenario, Oliver has most likely signed up for _____. A. a wellness program B. life-cycle benefits C. the Social Security program D. an employee assistance plan

d

The Employee Retirement Income Security Act (ERISA) was passed to: A. prevent employees from carrying a portion of their benefits to another job. B. prevent organizations from establishing private pension plans and employee assistance plans for their employees. C. make vesting rights operational after 10 years of service at the most. D. protect employees who had contributed to their pensions but were unable to collect those benefits later.

d

The most basic and fundamental goal of an organization's recruiting effort is to: A. study the behavior of new employees. B. match the work philosophy of the applicants with that of the organization. C. assess and predict the performance of new employees. D. develop a pool of qualified applicants.

d

Which of the following is a difference between salaries and wages? A. Wages are paid to permanent employees, whereas salaries are paid to temporary employees. B. Performance is the basis for wages, whereas time is the basis for salaries. C. Waged employees are exempt from the overtime provisions of the Fair Labor Standards Act, whereas salaried employees are eligible for them. D. Wages generally refer to hourly compensation, whereas salaries refer to monthly or annual compensation.

d

Which of the following is an advantage of the forced-distribution method of performance appraisal? A. It increases reliability by providing specific behavioral examples to reflect good and bad behaviors. B. It is the most objective method for rating performance. C. It always results in meaningful distinctions between the performance of employees. D. It results in a normal distribution of performance ratings.

d

Which of the following is the ultimate goal for any organization that uses performance appraisals? A. Making decisions about the termination of employees B. Training employees on their areas of weaknesses C. Negotiating a profitable way to align the goals of employees with the goals of the organization D. Improving the performance of employees on the job

d

Which of the following statements is true of a multicultural organization? A. A single group has the potential to influence the organization's culture and its fundamental norms. B. Diversity within the organization is different from that of its external labor market. C. Employees in the organization have an ethnocentric attitude. D. No glass ceilings exist in the organization.

d

A______________ is an individual working for an executive search firm who seeks out qualified individuals for higher-level positions.

headhunter

A ______________ occurs when the manager downgrades other aspects of an employee's performance because of a single performance dimension.

horns error

The _____________________ of career planning requires that individuals analyze carefully what they perceive to be their own abilities, competencies, skills, and goals.

individual assessment phase

____________is a type of error that occurs when an interviewer is influenced by information that is not relevant to an individual's ability to perform the job.

nonrelevancy

In the ______________________ of performance appraisal, each individual employee is compared with every other individual employee, two at a time.

paired-comparison method

Using ________________________, a mechanism for internal recruiting, a manager solicits nominations or recommendations for a position that needs to be filled from supervisors in the organization.

supervisory recommendations

refers to the ethnic composition of a group or organization.

ethnicity

in compensation refers to comparisons made by employees to others employed by different organizations performing similar jobs.

External equity

_____________________ is the process of looking to sources outside the organization for prospective employees.

External recruiting

refers to the extent to which the compensation of any individual in an organization is secret or the extent to which information on compensation is formally made available to other individuals.

Pay secrecy

are surveys of compensation paid to employees by other employers in a particular geographic area, industry, or occupational group.

Pay survey

In a ______________ , performance information is gathered from people on all sides of the manager: above, beside, below, and so forth.

360-degree appraisal

Which of the following statements is true of the point system of job evaluation? A. It typically evaluates eight to ten compensable factors for each job. B. It evaluates or compares jobs using a factor-comparison scale as a benchmark. C. It is less sophisticated than the classification system. D. It requires managers to describe the value of the various elements of specific jobs in subjective terms.

a

Which of the following statements is true of unemployment insurance? A. Employers pay premiums to the unemployment insurance fund. B. A person should have a part-time job to be eligible for insurance benefits. C. An individual must have worked at least two years to be eligible for unemployment insurance. D. It was created in the United States as part of the Fair Labor Standards Act.

a

_____ describe compensation on a monthly or annual basis and compensate employees not for how much time they spend in the organization but for their overall contributions to the organization's performance. A. Salaries B. Bursaries C. Wages D. Remittances

a

_____ is a more universal dimension of diversity than other dimensions. A. Religion B. Sexual orientation C. Disability status D. Age

a

_____ is the set of rewards that organizations provide to individuals in return for their willingness to perform various jobs and tasks within the organization. A. Compensation B. A remittance C. Reimbursement D. A bursary

a

_____ rewards employees for acquiring new expertise. A. Skill-based pay B. Seniority-based pay C. Job-based pay D. Performance-based pay

a

In the context of legal issues arising in organizations, a prima facie case of discrimination must prove that the basis for the selection decision was job related by: A. reconducting the employee selection test using the same selection instrument. B. establishing the validity of the selection instrument. C. demonstrating that the decision was based on the age and seniority of the applicant. D. conducting a study to validate the ethics and culture of the organization.

b

_____ is a method for determining the relative value or worth of a job to the organization so that individuals who perform that job can be compensated adequately and appropriately. A. A self-report inventory B. Job evaluation C. A maturity curve D. Job rotation

b

places a much heavier emphasis on recognizing and appreciating differences among people at work and attempting to provide accommodations for those differences to the extent that is feasible and possible.

diversity management

is the first traditional career stage and involves identifying interests and opportunities.

exploration

_______________ are applicants who are predicted to be successful and are hired but who ultimately fail.

false positives

________________ is a mechanism for internal recruiting in which vacancies in the organization are publicized through various media such as company newsletters, bulletin boards, internal memos, and the firm's intranet.

job posting

are employees who add value simply because of what they know.

knowledge workers

The ____________________ is one that has achieved high levels of diversity, can capitalize fully on the advantages of the diversity, and has few diversity-related problems.

multicultural organization

_______________ involves having employees learn the job while they are actually performing it.

on-the-job training

_______________ refers to the process by which an organization "learns" from past mistakes and adapts to its environment.

organizational learning

In ____________, the external market changes so rapidly that new employees are actually paid more than experienced employees.

pay inversion

The ___________, used to implement the point system of job evaluation, carefully and specifically defines the degrees of points from first to fifth.

point manual

____________ involve a combination of on-the-job training and classroom instruction.

Apprenticeships

____________________ measure mental skills.

Cognitive ability tests

refers to tasks an employee does on the job that are not required as part of the job but that still benefit the organization in some way.

Contextual performance

____________________ is the extent to which a selection technique accurately predicts elements of performance. It is most typically demonstrated by establishing a correlation between a test or measured performance in a simulated work environment and measures of actual on-the-job performance.

Criterion-related validity

____________ refers to teaching managers and professionals the skills needed for both present and future jobs.

Development

is specifically designed to enable members of an organization to function better in a diverse workplace.

Diversity training

______________ are special forms of work simulations for prospective managers. They consist of collections of hypothetical memos, letters, and notes that require responses.

In-basket exercises

in compensation refers to comparisons made by employees to other employees within the same organization.

Internal equity

____________ is the process of looking inside the organization for existing qualified employees who might be promoted to higher-level positions.

Internal recruiting

is a method for determining the relative value or worth of a job to the organization so that individuals who perform that job can be compensated adequately and appropriately.

Job evaluation

____________________ is a system-wide effort, managed from the top of the organization, to increase the organization's overall performance through planned interventions

Organizational development (OD)

is the collective, institutional record of past events.

Organizational memory

occurs when individuals with substantially different levels of experience, performance abilities, or both are paid wages or salaries that are relatively equal.

Pay compression

involves compensating employees for learning specific information.

Pay for knowledge

________________ measure traits, or tendencies to act, that are relatively unchanging in a person.

Personality tests

______________ measure physical abilities such as strength, eye-hand coordination, and manual dexterity.

Psychomotor ability tests

___________ is the process of developing a pool of qualified applicants who are interested in working for the organization and from which the organization might reasonably select the best individual or individuals to hire.

Recruiting

_____________ is the consistency of a particular selection device—that is, it measures whatever it is supposed to measure without random error; this is not the same as accuracy.

Reliability

__________ is concerned with identifying the best candidate or candidates for a job from among the pool of qualified applicants developed during the recruiting process.

Selection

a mandated protection plan, is intended to provide a basic subsistence payment to employees who are between jobs.

Unemployment insurance

another mandated protection program, is insurance that covers individuals who suffer a job-related illness or accident.

Workers' compensation

he _____ oversees how pension plans are funded and can seize corporate assets to support underfunded plans. A. Benefits Review Board B. Pension Benefit Guaranty Corporation C. Employees' Compensation Appeals Board D. Pension Rights Center

b

allow employees to choose those benefits they really want.

cafeteria-style benefits plans

_____ involves looking to sources outside the organization for prospective employees. A. Offshoring B. Onboarding C. Job posting D. External recruiting

d

are private pension plans in which the size of the benefit depends on how much money is contributed to the plan.

defined contribution plans

The fourth traditional career stage, _______________ involves the individual gradually beginning to pull away from work in the organization. Priorities change, and work may become less important.

disengagement

An __________________________ asks individuals for various bits of information pertaining to their personal background.

employment application

The _______________ stage of the traditional career model involves creating a meaningful and relevant role in the organization.

establishment

The _________________ method for job evaluation assesses jobs, on a factor-by-factor basis, using a factor-comparison scale as a benchmark.

factor-comparison

A __________________ occurs when an interviewer makes a decision too early in the interview process. This error may significantly affect a decision even when subsequent information indicates the first impression may have been wrong.

first-impression error

The ______________________ involves grouping employees into predefined frequencies of performance ratings.

forced-distribution method

A ________________________________________________ system is based largely on the extent to which individuals meet their personal performance objectives.

goal-based or management-by-objectives (MBO)

A _____________________ consists of a statement or question about some aspect of an individual's job performance.

graphic rating scale

A ____________ occurs when one positive performance characteristic causes the manager to rate all other aspects of performance positively.

halo error

The ______________________ involves optimizing talents or capabilities.

maintenance stage

The ________________ involves showing an individual an ambiguous stimulus, such as an inkblot or a fuzzy picture, and then asking what he or she "sees."

projective technique

A_______________________ is an effective technique for ensuring that job seekers understand the actual nature of the jobs available to them.

realistic job preview (RJP)

________ is a planned attempt by an organization to facilitate employee learning of job-related knowledge, skills, and behaviors.

training

An _____________________________ involves relatively little advance preparation. The interviewer may have a general idea about what she or he wants to learn about the job applicant but has few or no advance questions that are formally constructed.

unstructured employment interview

is the ongoing process of managing a wage and salary structure.

wage and salary administration

generally refer to hourly compensation paid to operating employees; the basis is time.

wages

A ______________________ relies on numerical indexes to determine the relative importance of various personal factors for predicting a person's ability to perform a job effectively.

weighted application blank

are special benefits programs that concentrate on keeping employees from becoming sick rather than simply paying expenses when they do become sick.

wellness program

In __________________, the organization simply informs current employees that positions are available and encourages them to refer friends, family members, or neighbors for those jobs.

word-of-mouth recruiting

___________________ tie training and development activities directly to performance of the tasks.

work-based programs

___________ is the amount of time the individual has spent working in either a general capacity or a particular field of study.

Experience

Arnold, a team leader, was impressed by the manner in which Keith, one of his team members, handled a technical problem in a software product. During the annual performance appraisal, Arnold gave Keith a high rating because of his exceptional technical skills. Moreover, he gave Keith a positive feedback and high ratings on all other aspects even though Keith is not a team player and is not punctual. Which of the following rating errors did Arnold make in the given scenario? A. A halo error B. A distributional error C. A contrast error D. A horns error

a

Danish had applied for a job at an insurance company. During the interview, the interviewer asked Danish to provide a document from his previous employer that confirmed he worked at the organization and stated his previous job profile. In this scenario, Danish was asked to produce a(n) _____. A. recommendation letter B. no objection certificate C. employee declaration certificate D. cover letter

a

Which of the following statements is true of computer-assisted instruction? A. It allows self-paced learning. B. It does not provide feedback to the trainee. C. It is the most common method of work-based training. D. It can help a firm achieve a return on the labor cost of an employee immediately.

a

In the context of personality measures, _____ involves showing an individual an ambiguous stimulus, such as an inkblot or a fuzzy picture, and then asking what he or she sees. A. a self-report inventory B. the projective technique C. the logistic regression technique D. a psychomotor ability test

b

In the context of the performance-appraisal process, a rater is responsible for: A. determining the timing of the performance appraisal. B. preparing the employee to perform at desired levels. C. selecting the method to be used for the performance appraisal. D. developing the general performance-appraisal process.

b

A ______________________ is an appraisal system that represents a combination of the graphic rating scale and the critical incident method.

behaviorally anchored rating scale (BARS)

In the context of the competitive advantage of diversity, the _____ suggests that organizations that manage diversity effectively will become known among women and minorities as good places to work. A. marketing argument B. problem-solving argument C. resource acquisition argument D. cost argument

c

In the context of the selection process, which of the following is part of the big five personality traits that are used to assess applicants? A. Introversion B. Misanthropy C. Neuroticism D. Narcissism

c

In the context of the traditional model of career stages, the _____ of a typical career involves optimizing talents or capabilities. A. exploration stage B. establishment stage C. maintenance stage D. disengagement stage

c

A _____________ occurs when the interviewer is unduly influenced by other people who have been interviewed. For example, suppose an interviewer meets with one candidate who is extremely good or extremely bad. The next person interviewed may suffer or benefit by the contrast with this person.

contrast error

occurs when we compare people against one another instead of against an objective standard.

contrast error

Which of the following statements is true of a truly diverse organization? A. Positive gains and problems increase at the same rate for the organization. B. Employees of the organization adopt an ethnocentric attitude. C. Minority groups become more prominent in the organization. D. Employees view themselves as members of the same organization.

d

_____ refers to a situation where new employees in an organization are actually paid more than experienced employees in the organization because of rapid changes in the external market. A. Wage elasticity B. Pay compression C. External inequity D. Pay inversion

d

The ___________________ is a type of interview, growing in popularity, in which the interviewer asks the applicant questions about a specific situation to see how the applicant reacts.

situational interview

Which of the following statements best defines contextual performance? A. It is the position of an organization in the market, with respect to similar firms, measured against factors such as current profits, volume of business handled, and so forth. B. It is the set of strategies that a management must focus on to ensure its long-term survival in a competitive scenario. C. It refers to tasks an employee does on the job that are not required as part of the job but that nevertheless benefit the organization in some way. D. It refers to the set of experiences and activities that people engage in related to their job and livelihood over the course of their working life.

c

The ____________________ for job evaluation attempts to group sets of jobs together into clusters, which are often called grades.

classification system

means treating people fairly and equitably and taking actions that do not discriminate against people in protected classes on the basis of some illegal criterion.

Equal employment opportunity

A ____________ occurs when the interviewer is unduly influenced by the fact that the interviewee is similar to the interviewer in one or more important ways. As a result of the perception of similarity, the interviewer may be more favorably disposed toward the candidate than the candidate's credentials warrant.

similarity error

______________ attempt to assess an applicant's moral character and honesty.

Integrity tests

is income paid to an individual on the basis of performance, not on the basis of time.

Salary

rewards employees for acquiring new skills.

Skill-based pay

____________ involves a work-simulation situation in which the job is performed under a condition that closely simulates the real work environment.

Vestibule training

are guaranteed rights to receive pension benefits.

Vesting rights

____________ (or work samples) involve asking the prospective employee to perform tasks or job-related activities that simulate or represent the actual work for which the person is being considered.

Work simulations

In the context of internal knowledge management, organizational learning: A. begins with individual learning and change. B. depends more on cognitive processes than on social processes. C. occurs only in truly diverse multicultural organizations. D. involves developing an ethnocentric attitude among employees.

a

In the context of popular selection techniques, a(n) _____ asks individuals for various facts and information pertaining to their personal background. A. employment application B. prospecting letter C. employee testimonial D. appraisal form

a

Shireen, a chartered accountant at an investment firm, is dissatisfied with the compensation she receives from her firm. She speaks to Davis, her college friend, who works at a rival firm and has the same job profile as her. She learns that his salary is substantially higher than hers. In the given scenario, Shireen is most likely to be concerned about _____. A. external equity B. her vesting rights C. her stock-option plans D. pay inversion

a

Thomson, a manager at Aberlin Inc., had enrolled for a two-day selection process organized by his firm for the position of supervising manager. During the process, Thomson, along with twelve other candidates, had to go through several tests and exercises, including group decision-making tasks, case analyses, and role-playing exercises. These tasks were then assessed by one of the senior managers at Aberlin Inc. In this scenario, Thomson was part of: A. an assessment center. B. on-the-job training. C. an outbound training program. D. vestibule training.

a

Which of the following is a difference between the forced-distribution and the critical incident methods of rating employees? A. The forced-distribution method relies on predefined frequencies of performance ratings, whereas the critical incident method relies on the especially good or poor performance of employees. B. Unlike the forced-distribution method, the critical incident method ensures control over how much money is spent on merit pay. C. The forced-distribution method is a combination of the goal-based system and the behavioral observation scale, whereas the critical incident method is a combination of the simple ranking method and the graphic rating scale. D. Unlike the forced-distribution method, the critical incident method results in a normal distribution of performance ratings.

a

Which of the following organizations trades in knowledge? A. An investment firm that helps people in managing their assets B. A leading newspaper that provides political magazines as supplements to its readers C. An electrical appliance manufacturing firm that produces eco-friendly machines D. A recruitment agency that specializes in hiring executives for companies

a

Which of the following statements defines the forced-distribution method of performance appraisal? A. It is the method that involves grouping employees into predefined frequencies of performance ratings. B. It is the method in which a rater assigns a score for each performance dimension of an employee and adds them to get an overall score for the employee. C. It is the method that involves having a manager rank-order each member of a particular work group or department from top to bottom or from best to worst. D. It is the method that involves comparing each individual employee with every other individual employee, one at a time.

a

Which of the following statements is true of an internship? A. In an internship, firms are required to pay the interns at least a month's salary. B. It helps an organization respond to work demands in the short term. C. It is an expensive method of internal recruiting. D. In an internship, interns are required to work at least three months.

b

Which of the following statements is true of hiring for fit? A. People with the best set of job-specific knowledge, abilities, and skills are considered the best fit for the organization. B. It involves hiring individuals who are a good match for the overall organization based on their personality and values. C. It involves hiring the most qualified person out of the pool of qualified applicants. D. Assessing organizational fit is highly objective.

b

Which of the following statements is true of performance appraisals? A. Performance-appraisal decisions are devoid of any biases and problems. B. When performance appraisals are used as the basis for human resource decisions, they are considered the same as any other test under the law. C. It is easy to validate appraisal decisions using content validity, construct validity, and criterion-related validity. D. If a firm uses an appraisal system for providing only feedback, it is legally required to demonstrate that the ratings provided are in areas that are job related.

b

Who among the following is a knowledge worker? A. An employee who assembles products in a factory B. An employee who designs engines in an automobile manufacturing company C. A businessman who owns a group of educational institutions D. A shareholder in a firm that is involved in knowledge processing operations

b

____ generally occurs as the composition of an organization's workforce gradually begins to mirror the composition of the surrounding labor market. A. Job enlargement B. Social change C. The glass ceiling D. Discrimination

b

The ____________________ involves having the manager rank-order each member of a particular work group or department from top to bottom or from best to worst.

simple ranking method

The ___________________ —neuroticism, extraversion, openness to experience, agreeableness, and conscientiousness—tend to be more behavioral than cognitive or emotional and are likely to be more important for job performance than more traditional personality traits.

big five personality traits

____________________ focus on the same type of information that is found in a regular application but go into more complex and detailed assessments about that background.

biodata application blank

Aaron, the marketing lead of a newspaper, has been instructed by his manager to increase the number of advertisements published in the newspaper. To achieve this, he instructs his team members to bring in at least 10 new clients every month. During the performance appraisals of Aaron's team members, which of the following performance dimensions should be given the most preference? A. The team member's initiative in acquiring new clients B. The team member's behavior toward prospective clients C. The team member's achievement of sales targets D. The team member's attitude toward peers

c

Dianne, a team leader at a firm, meets with each of her subordinates and sets annual targets for him or her. These targets are objective and quantifiable. During performance appraisal, she evaluates the subordinates based on the targets they were able to achieve. In the given scenario, Dianne is using the _____ for performance appraisal. A. forced-distribution method B. paired-comparison method C. management-by-objectives system D. behaviorally anchored rating scale system

c

In the context of compensation, _____ refers to comparisons made by employees to other employees within the same organization. A. job evaluation B. a self-report inventory C. internal equity D. a maturity curve

c

The managers of an organization are given an employee evaluation form that has many questions and several options for each question. One such question is as follows: The employee shows initiative in improving work quality. Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree The managers are asked to select the most appropriate option. In the given scenario, which of the following methods of performance appraisal is the organization using? A. The management-by-objectives system B. The paired-comparison method C. The graphic rating scale D. The goal-based system

c

The third step in the employee selection process involves: A. assessing how closely an individual or individuals fit the desired profile. B. collecting information about each applicant's experience and attitude. C. making the actual decision about which candidate or candidates will be offered employment. D. gathering information about each applicant's levels of requisite knowledge, skills, and abilities.

c

Which of the following is a responsibility of the ratee in the performance-appraisal process? A. The ratee should select the method to be used for performance evaluation. B. The ratee determines the timing of the performance appraisal. C. The ratee should acquire information about the performance of his or her co-workers. D. The ratee has to learn and develop standards for the appraisal process.

c

A ________ is the set of experiences and activities that people engage in related to their job and livelihood over the course of their working life.

career

Which of the following statements is true of false negatives? A. They are training techniques that are predicted to be successful and reliable but that ultimately fail. B. They are employee benefits that are claimed by an organization but not provided to the employees. C. They are performance review errors made by managers during employee appraisals. D. They are applicants who are predicted to fail and are not hired, but if they had been hired would have been successful.

d

Which of the following statements is true of nonmandated benefits? A. These benefits include unemployment insurance and workers' compensation. B. They may be funded by the government. C. No laws or regulations are applicable on these benefits. D. Businesses may elect to provide these benefits in order to attract more qualified workers.

d

Which of the following statements is true of organizational development (OD)? A. It is a system-wide effort, managed from the bottom of the organization. B. Two techniques exclusively used for OD are in-basket and leaderless group exercises. C. Survey feedback is an OD tool used solely for resolving interpersonal conflicts. D. This technique relies heavily upon behavioral science technology.

d

Which of the following statements is true of the point system of job evaluation? A. It is less sophisticated than the classification system. B. It requires managers to describe the value of the various elements of specific jobs in subjective terms. C. It evaluates or compares jobs using a factor-comparison scale as a benchmark. D. It typically evaluates eight to ten compensable factors for each job.

d

_____ is a mechanism for internal recruiting in which vacancies in the organization are publicized through various media such as company newsletters, bulletin boards, internal memos, and the firm's intranet. A. Rightsizing B. Headhunting C. Job listing D. Job posting

d

__________ refers to the formal classroom training an individual has received in public or private schools and in a college, university, or technical school.

education

An _______________ is a device for measuring the characteristics of an individual such as personality, intelligence, and aptitude.

employment test

_____________ are applicants who are predicted to fail and are not hired, but if they had been hired would have been successful.

false negatives

A ____________ is a schedule specifying the amount of annual increase a person will receive.

maturity curve

Test __________ means that scores on a test are related to performance on a job. This must be determined empirically, and it is critical to defending against charges of discrimination in hiring.

validity