MGMT Exam 1

C

A construction firm is in need of a construction superintendent, whose primary responsibilities involve organizing, supervising, and inspecting the work of several subcontractors. The firm administers a construction-error recognition test, where an applicant enters a shed that has 25 construction errors and where he/she is asked to record as many of these problems as can be detected. What type of validity is being established in this case? Question options: A. Concurrent validity B. Construct validity C. Content validity D. Representative validity E. Predictive

C

A correlation coefficient of -1.0 between two sets of numbers indicates _____. Question options: 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 partial correlation between the two sets E. an indefinite relationship between the two sets

A

A reliable test would be one for which scores by people with similar attributes have a correlation close to _____. Question options: A. 1.0 B. 0 C. -1.0. D. -10.0 E. ∞

B

A selection method that is valid in other contexts beyond the context in which it was developed is said to be _____. A. reliable. B. generalizable. C. practical. D. utilitarian. E. dependable.

A

A typing test for an administrative assistant's job is an example of a(n) _____ test. Question options: A. job performance B. cognitive ability C. physical ability D. personality inventories E. emotional intelligence

Which of the following statements is true of an apprenticeship?

An apprentice can earn an income while learning a trade.

C

An assessment center: Question options: A. is a place where job applicants for manufacturing jobs undergo physical ability tests. B. conducts a single test for all job applicants to test their technical potential. C. uses multiple selection methods to rate applicants on their management potential. D. is a selection method generally used for unskilled employees. E. has the lowest validity because it combines several assessment methods.

Russell is paid for assisting a welder on a construction site. He also is adding to his welding skills by attending a local trade school. When he finishes his training program and demonstrates he has mastered specific skills, he will become a journeyman welder. Which of the following statements best identifies that Russell is in an apprenticeship program?

Apprentices have hands-on experience assisting a tradesperson.

Which of the following questions can be answered by performing a person analysis?

Are employees ready for training?

E

At which stage in the selection process are supervisors and team members often involved? Question options: A. Administering tests B. Receiving résumés from various sources C. Screening applications D. Reference and background checks E. Interviewing candidates

Which of the following is the correct statement regarding case studies?

Cases encourage trainees by giving them practice in weighing and acting on uncertain outcomes after evaluating a case.

The human resource department of Brown Industries, a consumer electronics manufacturer, wants to set up a learning management system for its global sales force. This way, sales personnel can get training in new models and product lines even while on the road, and managers can ensure their employees are keeping up-to-date. The HR manager looks into "training systems" and identifies five top results. Which of the following systems describes a learning management system?

Crimson: a system that automates the process of administering and delivering training

C

Employers use application forms for all of the following reasons EXCEPT that: Question options: A. they are a low-cost way to gather basic data from many applicants. B. they ensure that the organization has certain standard categories of information. C. they are not subject to equal employment opportunity standards. D. they allow the employer to keep up-to-date records of job applicants. E. they enable organizations to rank applicants.

D

Evan Smith is the HR manager of 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. In other words, he wants to know if this test is a(n) _____ method of personnel selection. Question options: A. substitutable B. evaluative C. practical D. generalizable E. nondirective

C

For most companies, the first step in the personnel selection process is _____. Question options: 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

D

For tests that measure abstract qualities such as intelligence or leadership skills, validity would best be established by _____ validation. Question options: A. criterion-related B. content C. concurrent D. construct E. predictive

C

Generally, the organization checks references _____. Question options: A. only if it believes the information provided by the applicant is incorrect B. immediately after the applicant submits a résumé C. after it has determined that the applicant is a finalist for the job D. because it is a legal requirement under EEO laws E. of all applicants to a job

Daveed, an accounting manager, agreed to work with a coach. He chose this option in order to become more of a team player, which would, in turn, lead him to being considered for a larger role in management. After three weeks, however, he complained to the HR manager that the process was time-consuming and he had not seen any positive results. Which response to Daveed's complaint would best reflect how coaching can contribute to employee development?

Getting results can take several months—and the employee has to keep practicing.

B

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/her previous employment, the new employer may sue the former for _____. Question options: A. negligence B. misrepresentation C. defamation D. misappropriation E. libel

A

If a person who is the reference gives negative information about the 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

A

If a person who is the reference gives negative information about the 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. Question options: A. defamation B. misappropriation C. fraud D. misrepresentation E. negligence

A

In general, the results of reference checks for job applicants will be most valid if the employer _____. A. contacts many references B. relies exclusively on the list provided by the applicant C. avoids direct contact with the reference D. restricts contact with the references through e-mails E. receives positive opinions about the employee from the reference

A

In general, the results of reference checks for job applicants will be most valid if the employer _____. Question options: A. contacts many references B. relies exclusively on the list provided by the applicant C. avoids direct contact with the reference D. restricts contact with the references through e-mails E. receives positive opinions about the employee from the reference

Identify the correct statement regarding audiovisual training.

It is not affected by an individual trainer's goals and skills.

What is a characteristic of task analysis?

It is usually conducted along with person analysis.

C

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

Which person demonstrates an experiential training method?

Maurice and his colleagues take part in a wall-climbing activity sponsored by their company.

B

Methods that provide economic value greater than the cost of using them are said to have _____. Question options: A. reliability B. utility C. validity D. generalizability E. dependability

Which of the following is an example of the cross-training method?

Olivia, a cashier, is being trained to stock shelves in case there is a shortage of employees.

B

Organizations typically use résumés _____. A. as substitutes for interviews B. as a basis for deciding which candidates to investigate further C. to save the cost of administering tests related to the performance on the job D. because they can control the content of the information, as well as the way it is presented E. because they are generally an unbiased source of information

Identify the correct statement regarding computer-based training.

a method that gives a company the flexibility in scheduling training

A

Predictive validation is more accurate than concurrent validation because _____. A. the research administers tests to people who currently hold the job B. test performance is influenced by firsthand experience with the job C. the group is more likely to include people who perform poorly on the test D. it is less time-consuming and relatively simple E. test takers tend to be less motivated to do well on the tests

A

Predictive validation is more accurate than concurrent validation because _____. Question options: A. the research administers tests to people who currently hold the job B. test performance is influenced by firsthand experience with the job C.the group is more likely to include people who perform poorly on the test D. it is less time-consuming and relatively simple E.test takers tend to be less motivated to do well on the tests

A

Review of résumés is most valid when the content of the résumés 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 the organization

D

Ricky Jones, a 33-year old unemployed software engineer, had applied for a job in SeaTech Inc., a Florida-based software company. He had mentioned his former project manager as his reference in the application form. But he was rejected soon after the HR of SeaTech called his former manager and learnt that Ricky was involved in an issue of sexual misconduct. Sensing this to be the reason for his rejection at SeaTech, Ricky threatened to sue his former manager on charges of _____. Question options: A. misappropriation B. fraud C. misrepresentation D. defamation E. negligence

D

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

A

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

A

The _____ of a type of measurement indicates how free that measurement is from random error. Question options: A. reliability B. validity C. generalizability D. utility ' E. verifiability

B

The _____ of an employment test is indicated by the extent to which the test scores relate to the actual job performance. A. reliability B. validity C. generalizability D. utility E. dependability

Stronx Consulting tests its salespeople on listening skills and then implements a training program to teach all of them to be better listeners. At the conclusion of the last training session, it conducts a posttest to measure listening skills again. Based on the results, the training manager reports that the training program increased listening skills by a significant amount. Which of the following statements represents the main weakness in the manager's conclusion?

The actual impact of the training can only be evaluated by comparing the performance of employees who underwent training and those who did not.

A

The controversial practice that treats a range of scores as being similar and thus allows the employer to give preference to underrepresented groups within these "similar" scores is known as _____. Question options: A. banding B. generalizing C. affirmative action D. sensitizing

Ionia Inc. uses simulators to train its cable installers. Several employees who completed the simulation training did not pass the test in which they were supposed to demonstrate the necessary skills. The training manager investigated and identified the source of the problem. Which of the following would be the most likely source?

The simulation contained elements unlike those found in Ionia's work environment.

The employees at a company acknowledge that their supervisor is excellent at his work, as he has received many accolades during his 40-year career. However, they claim he is a dysfunctional manager. When confronted, the supervisor argues that his work should speak for itself and the employees' opinions of his behavior are irrelevant. Which statement, if true, would support the employees' claim?

The supervisor often discourages employees from challenging tasks, saying that they are incapable of accomplishing them.

C

The use of a neutral-appearing selection method that damages a protected group is _____. Question options: A. legal if the employer has a turnover of less than $100,000 B. legal if the company using the selection method has 100 or more employees C. legal if the employer can show that there is a business necessity for using that method D. illegal and prohibited under all circumstances E. legal if the company using the selection method operates in the software industry

Which of the following statements is true of simulators used in training?

They must have elements identical to those found in the work environment.

B

To test the validity of the selection test for advanced widget designers, Correll-Techno Inc. administers the test to the present widget makers in the company. The test results are then compared with the employees' latest performance appraisal scores. In this instance, what type of validation does Correll-Techno implement? Question options: A. Predictive validation B. Concurrent validation C. Content validation D. Construct validation E. Diagnostic validation

B

What do achievement tests measure? Question options: A.The ability of a person to perform well under pressure B. A person's existing knowledge and skills C. The ability of a person to acquire skills D. The future achievement potential of an individual E. The attitude of an individual

D

What does a correlation coefficient of 0 indicate? Question options: A. A perfect positive relationship B. A perfect negative relationship C. A partial correlation D. No correlation E. An indefinite correlation

B

What is race norming? Question options: A.Treating a range of scores as being similar B.Establishing different norms for hiring members of different racial groups C.A legal quota system that protects interests of people with disabilities D.Basing selection decisions on a common norm for all races, regardless of impact E.Use of cognitive tests that discriminate against women and people with disabilities

D

Which act prohibits preferential treatment in favor of minority groups? Question options: A. The Americans with Disabilities Act of 199191 B. The Immigration Reform and Control Act of 1986 C. The Age Discrimination in Employment Act of 1967 D. The Civil Rights Act of 1991 E.The Fair Labor Standards Act of 1938

C

Which of the following best describes content validity? A. It is the extent to which something provides economic value greater than its cost. B. It is the extent to which a measurement is free from random error. C. It is the consistency between the test items or problems and the kinds of situations or problems that occur on the job. D. It is the consistency between a high score on a test and high level of a construct such as intelligence or leadership ability, as well as between mastery of this construct and successful performance of the job. E. It is the measure of validity based on showing a substantial correlation between test scores and job performance scores.

D

Which of the following details need to be asked in an application form to gather information about suitable candidates? Question options: A. Marital status B. History of disabilities C. Number of children D. Educational background E. Applicant's race

A

Which of the following holds good 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 can pay lower wages to the immigrant workers. D. Employers must verify the legal age of employees who do not hold American citizenship. E. Employers are allowed to discriminate against persons on the basis of citizenship status.

A

Which of the following holds good under the Immigration Reform and Control Act of 1986? Question options: 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 can pay lower wages to the immigrant workers. D. Employers must verify the legal age of employees who do not hold American citizenship. E. Employers are allowed to discriminate against persons on the basis of citizenship status.

C

Which of the following is a concern relating to the use of cognitive ability tests? Question options: A. Lack of validity of the tests for complex jobs B. Lack of reliable and commercially available tests C. Legal issues related to administering the tests D. Lack of validity of the tests for those jobs that require adaptability E. Relatively high cost

E

Which of the following is a disadvantage of using résumés as a source of information about job applicants? Question options: A. It is a relatively expensive method of gathering information. B. It does not allow applicants to highlight accomplishments. C. Review of résumés is least valid when the content of the résumés 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 information is controlled by applicants.

E

Which of the following is a permissible question for job applications and interviews? Question options: 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 hiring process

C

Which of the following is one of the ways by which individuals acting as references for job applicants can 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

C

Which of the following is one of the ways by which individuals acting as references for job applicants can minimize the risk of being sued for defamation or misrepresentation? Question options: 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

A

Which of the following is true about cognitive ability tests? Question options: 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.

A

Which of the following is true about content validity? Question options: 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.

A

Which of the following is true about job performance tests? A. They provide fair evaluations for applicants. B. They have the lowest level of validity compared to other tests. C. These tests are highly generalizable. D. Customization of these tests for various jobs is inexpensive. E. They are best suited for identifying the particular skills or traits the individual possesses.

B

Which of the following is true about predictive validation? Question options: 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 job performance. D. It is the quickest and easiest method compared to other ways of measuring validity. E. It permits an employees' firsthand experience with the job to influence his performance in the test.

E

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

D

Which of the following tests assess how well a person can learn or acquire skills and abilities? Question options: A. Personality inventories tests B. Work sample tests C. Achievement tests D. Aptitude tests E. Physical ability tests

D

_____ tests are sometimes called "intelligence tests." Question options: A. Achievement B. Psychomotor C. Adaptability D. Cognitive ability E. Endurance

A

_____ validity is a measure of validity based on showing a substantial correlation between test scores and job performance scores. A. Criterion-related B. Diagnostic C. Content D. Convergent E. Construct

A

_____ validity is a measure of validity based on showing a substantial correlation between test scores and job performance scores. Question options: A. Criterion-related B. Diagnostic C. Content D. Convergent E. Construct

A customer at Danielle, a French restaurant, complains to Jason, the owner, about a specialty dessert being unacceptable. Jason inspects the dessert and finds that brie, a type of cheese, is overripe. Jason questions the new pastry chef, Mario, who acknowledges he should have substituted another type of cheese for the brie. Jason analyzes the situation and concludes that Mario should be put through additional training to avoid such mistakes in the future. What type of analysis has Jason performed in this situation?

a task analysis

Thomas heads a waste management firm. Recently, his firm was under scrutiny from environmental organizations. To counter any possible negative claims by these organizations against his company, Thomas assigned five of his junior managers to study the issue and propose plans or initiatives that could make the company appear more environmentally friendly. He also instructed senior managers to mentor their subordinates as they devised new ideas. Which of the following form of team training was applied by Thomas?

action learning

__________ training remains the most widely used method of training in the workplace.

classroom

Which of the following is the most accurate way to evaluate a training program?

conduct pretests, train only part of the employees, then compare the trained employees to the untrained

Belinda works at a leading restaurant. She is worried about making mistakes at her workplace, so she pays attention to details. She also prioritizes quality in her work. In the context of the DiSC assessment, she would most likely score high in

conscientiousness

__________ increases an employee's ability to move into jobs that may not yet exist.

development

Roger, the manager of a car dealership, finds it impossible to train his mechanics on the details of every potential repair problem because of the increasing complexity and variety of today's automobiles. Hence, he provides them with a training program that will familiarize them with the basics of engine, emission, and other types of repair. Additionally, in case of a particular problem, the training program will let the mechanics seek expert advice through an online computer application. Which of the following learning approaches is being implemented by Roger?

electronic performance support system

An Individual Coaching for Effectiveness program is designed to

help managers with dysfunctional behavior.

KYG Instruments, a firm that produces manufacturing equipment for various industries, experiences an influx of new sales employees due to a recent expansion. Despite possessing a vast amount of sales experience, most of the new employees perform poorly. This is because the new recruits possess inadequate technical knowledge about the products sold by KYG. To address the issue, the HR department decides to implement a training program using the instructional design process. As part of the process, the HR department's first step should be to

identify what the sales representatives will need to learn.

__________ refers to a process of systematically developing training to meet specified needs.

instructional design

The Myers-Briggs Type Indicator (MBTI) identifies individuals' preferences for source of energy, means of information gathering, way of decision making, and

lifestyle

Organization analysis looks at training needs in light of the

management's support for training activities.

Level On, a firm that creates games for mobile devices and PCs, has an unusual training program for all its new employees. The program lasts for five days and does not involve doing any work. During this period the trainees, in teams of three, visit different departments, gathering information about the company and various department functions. Additionally, they are paired with more experienced employees to discuss their goals at the company and to learn more about the organization's culture and policies. The form of training used for new employees at Level On is known as _____.

onboarding

Faulkner and White Company, a firm that builds enterprise resource planning products for customers, wants to implement training programs for its employees as an HR initiative. Senior management proposes the use of an instructional design process. Which of the following should ideally be Faulkner and White's next step?

organization analysis

Formal education as an approach to employee development includes

organizations organizing structured educational programs at the workplace or off-site to support employee development.

A client asks Tenrep Technologies to carry out a project that involves working on a software tool called POPIL, which is new to the company. The training manager in Tenrep's HR department begins by conducting a needs assessment. Which of the following methods will the manager use to identify individuals' needs and readiness for training?

person analysis

James, the marketing manager for an automobile manufacturer, observes frequent conflicts between two of his subordinates, Jeff and Kevin. He asks the human resource department to help, and the department's training manager, Kelly, investigates. She tells James that the two subordinates lack interpersonal communication skills, but would be likely to improve with proper training. This scenario suggests that Kelly has conducted a(n) _____.

person analysis

In __________, a participant takes the part of a manager or employee in a situation involving the skills to be assessed.

role-plays

A senior journalist at a news agency goes on a temporary leave for six months and travels around different parts of South Asia during his leave. He records his travel experiences in a book and shares it with his colleagues upon his return. During his leave, he was also being paid by the organization. This is an example of a(n)

sabbatical

Ensuring that employees are ready for training in terms of their attitudes, motivation, basic skills, and work environment is the _____ step of the instructional design process.

second

Fernando is hired as a seasonal firefighter by the California Department of Forestry and Fire Protection. The training used to prepare Fernando for his firefighting job involves an online training module. In this game-like module, Fernando is virtually placed in a real-life scenario such as a garage fire or a restaurant fire, and his goal is to put out the fire and save as many lives as possible. This form of training is referred to as a(n) _____.

simulation

Openze Technology, a firm that manufactures mobile phones, has seen a major improvement in cost reduction since it instituted a three-week training program for all of its new recruits. During the training program, the new employees are constantly encouraged to express their thoughts and ideas. Good ideas are rewarded immediately by the trainers, thereby encouraging active participation. Which factor most likely explains the success of the training?

social support

__________ refers to the ways an organization's people encourage training.

social support

Adam, a team leader at a business process outsourcing firm, tells the human resource department that a significant share of his employees are missing deadlines. The department conducts a needs assessment and tells Adam that the employees' jobs require time management skills, so a training session on time management would be likely to improve performance. In this scenario, the department's recommendations would most likely be based on a(n) _____.

task analysis

Compared with other forms of diversity training, which approach do trainees tend to respond to most positively?

teaching employees skills for constructively handling communication barriers, conflicts, and misunderstandings that normally arise

__________ is a training method that coordinates the performance of individuals who work together to achieve a common goal.

team training

Identify the main purpose of diversity training programs that focus on attitudes.

to increase participants' awareness of cultural, ethnic, personal, and physical differences in the workforce

Filler Mayo Inc. recognizes the need for providing on-the-job training to employees whose technical skills are lacking. The company's HR department is tasked with coordinating the entire training process. This function of the HR department at Filler Mayo is called _____.

training administration

__________ requires that employees actually learn the content of the training program and that the necessary conditions are in place for employees to apply what they learned.

transfer of training

For on-the-job training (OJT) programs to be effective, an organization should review OJT practices at companies in similar industries.

true

The stage to prepare for evaluating a training program is

when the program is being developed.