Ch. 5-8 Exam

As a rule of thumb, a supervisor should spend approximately __________ percent of the time talking during an appraisal interview. 40 to 45 20 to 25 30 to 35 10 to 15

30 to 35

__________ organizational structures in firms means that individuals seeking career advancement need to consider lateral moves rather than just promotions. Flatter Organic Taller Simpler

Flatter

Which of the following should NOT be asked on an application form? National origin Ability to do the job Application date References

National origin

A performance rating error in which the rater is reluctant to give employees either extremely high or extremely low ratings is referred to as a(n) error of central tendency. halo error. leniency or strictness error. recency error.

error of central tendency.

Which of the following recruitment sources could result in charges of inbreeding and possible violation of the EEO regulations? Employee referrals Newspaper ads Job postings Educational institutions

Employee referrals

Which of the following is inappropriate on an application form? Making inquiries about the ability of the applicant to perform job functions. References' names, addresses, and phone numbers. High school and college attendance with dates. Indicating whether the applicant has the legal right to work in the U.S.

High school and college attendance with dates.

Renata needs to fill an open position in her department. In what situation should she use the nine-box grid? If she wants to recruit minorities. If she needs to fill an entry-level position. If she wants to promote from within. If she wants to avoid a glass-ceiling audit.

If she wants to promote from within.

__________ are labor markets in which workers are hired into entry level jobs and higher level jobs are filled from within. External labor markets Global sourcing markets Outsourcing markets Internal labor markets

Internal labor markets

Which of the following is NOT an advantage of the trait method of appraisals? Uses meaningful dimensions. Easy to use. Inexpensive to develop. Low potential for rating errors.

Low potential for rating errors.

__________ are people who are not looking for jobs but could be persuaded to take new ones given the right opportunity. Expendable laborers Global workers Passive jobseekers Transient employees

Passive jobseekers

__________ is the process of keeping track of and maintaining relationships with former employees to see if they would be willing to return to the firm. Re-recruiting Nepotism Recruiting outsourcing Realistic job preview

Re-recruiting

The two primary purposes of performance appraisals are managerial and administrative. managerial and informative. administrative and developmental. informative and developmental.

administrative and developmental.

In order to effectively identify career opportunities and requirements within an organization, the firm should assess and weigh the knowledge and skills that each of its jobs requires by using a competency analysis. human capital map. job development assessment. skills inventory.

competency analysis.

If an appraisal focuses on a narrow set of results criteria to the exclusion of other important but less quantifiable performance dimensions, the performance management system may suffer from rater bias. criterion deficiency. criterion contamination. lack of reliability.

criterion deficiency.

Couples that pursue their individual careers and actively support each other's career development are known as corporate couples. modern-day couples. dual-career couples. dual-working couples.

dual-career couples.

A career plateau is a situation in which either organizational or personal reasons reduce the probability of moving up the career ladder. economic conditions remove lateral transfer opportunities for employees. one observes his or her own work environment to better understand what he or she does. employees are given opportunities for lateral growth where advancement does not exist.

either organizational or personal reasons reduce the probability of moving up the career ladder.

The purposes served by application forms include all of the following EXCEPT providing the basis for interview questions. offering sources for reference checks. eliminating the need for interviews. determining if the applicant meets the minimum requirements.

eliminating the need for interviews.

Research suggests that when it comes to our own performance, most of us first attribute our bad performance to poor motivation. inadequate training. lack of ability. external constraints.

external constraints.

A hiring manager wants to understand how talkative, sociable, active, aggressive, and excitable the candidates are. This manager is interested in the "Big Five" factor of extroversion. conscientiousness. neuroticism. agreeableness.

extroversion.

The question "Should an employee who falsified information on a timecard be fired?" might appear on a(n) __________ test. integrity concurrent validity cognitive ability quantitative

integrity

The use of polygraph tests to screen applicants is prohibited by federal law for most private employers. is prohibited by executive order for government contractors only. is a recommended procedure for all potential employees. should be used only in high-security employment areas.

is prohibited by federal law for most private employers.

One major advantage of a behaviorally anchored rating scale is that it requires a great deal of employee participation which leads to greater acceptance. it takes a relatively short time to develop. the rating scale can be developed with little expertise. the same rating scale can be used across all the departments of an organization.

it requires a great deal of employee participation which leads to greater acceptance.

The set of standardized questions used in a structured interview is based on the applicant's area of specialization. job analysis. effective communication techniques. hypothetical situations.

job analysis.

The type of information obtained from an applicant should be based on the biographical data set. manning tables. the HR manager's preferences. job specifications.

job specifications.

Managers often first assume poor performance of subordinates to inadequate training. poor motivation. lack of ability. external constraints.

lack of ability.

A common problem with performance management systems is that they tend to be objective and consistent. tend to be a bottom-up process. identify weaknesses of employees as well as strengths. limit feedback to formal reviews.

limit feedback to formal reviews.

It is recommended that a diagnosis of poor employee performance focus on all of the following EXCEPT external conditions. personality. effort. skill.

personality.

A manager requested that HR provide his team with training in __________ because he felt they needed help with some of the processes necessary to function effectively as a team. diversity awareness problem solving building trust conflict resolution

problem solving

The degree to which selection procedures yield consistent data when repeated is known as reliability. consistency. validity. conformity.

reliability.

If one inflates the evaluation of people with whom one has something in common, one commits a recency error. similar-to-me error. central tendency error. leniency error.

similar-to-me error.

An interview in which an applicant is given a hypothetical incident and is asked how he or she would respond to it is a panel interview. nondirective interview. computer interview. situational interview.

situational interview.

The most reliable information about an applicant's work habits and performance usually comes from the applicant's supervisors. co-workers. resume. former employer's HR office.

supervisors.

Learning curves show that effective training programs eliminate plateaus. that performance plateaus are natural and are usually overcome with behavior modification. that plateaus in performance are regular and predictable. that performance plateaus are natural and are usually followed by a spontaneous recovery.

that performance plateaus are natural and are usually followed by a spontaneous recovery.

An appraisal system that takes into account financial, customer, processes, and learning categories is called the balanced scorecard approach. the customer-oriented approach. management by objectives. the 360-degree evaluation.

the balanced scorecard approach.

Utility refers to the benefits derived from training relative to the costs incurred. the usefulness of a training program. the costs incurred for a training program. training effectiveness in terms of increased outcomes.

the benefits derived from training relative to the costs incurred.

People experience a life plateau when they become bored with their job because they know it too well. retirement occurs in their lives. they allow work or any other factor to become the most significant aspect in their lives. no more promotional opportunities exist.

they allow work or any other factor to become the most significant aspect in their lives.

Performance appraisal methods can be broadly classified as either __________, __________, or __________ approaches. behavioral, judgmental, results trait, behavioral, results trait, behavioral, judgmental behavioral, judgmental, attitudinal

trait, behavioral, results

__________ refers to how well employees apply what they have learned to their jobs. transfer of training compensatory modeling training effectiveness index learning

transfer of training

Tips for using criticism constructively includes all of the following EXCEPT watching one's timing. considering whether it is really necessary. using the "sandwich technique." not exaggerating.

using the "sandwich technique."

The Uniform Guidelines recognizes and accepts all of the following approaches to validation EXCEPT utility validity. content validity. construct validity. criterion-related validity.

utility validity.

The degree to which a test or selection procedure accurately measures a person's ability is termed evidence. reliability. validity. accuracy.

validity.

__________ is the way by which most job positions are filled. advertising the Internet word-of-mouth recommendation text messaging

word-of-mouth recommendation

The question "What do you do to manage a stressful situation?" might be asked in a(n) __________ test. cognitive ability biodata work sample integrity

biodata

As an appraiser, one should try to do all of the following EXCEPT minimize criticism. be supportive and demonstrate that one cares. change the person, not the behavior. identify the source of ineffective performance.

change the person, not the behavior.

If the performance evaluations that salespeople receive are based solely on sales revenue to the exclusion of other important factors, the performance management system suffers from lack of reliability. organizational politics. criterion deficiency. criterion contamination.

criterion deficiency.

A feedback training program for performance appraisal raters should cover at least all of the following areas EXCEPT diagnosing the root causes of performance problems. effective communication techniques. developing independent learning objectives. setting goals and objectives.

developing independent learning objectives.

Many manufacturers have relocated to the South because lower-cost labor is plentiful there and unions are less prevalent. there is an abundance of surplus labor. there are many high-tech companies in the North. the top computer science schools in the nation are located there.

lower-cost labor is plentiful there and unions are less prevalent.

The practice of hiring relatives is known as nepotism. family-based hiring. re-recruiting. inverted familial diversification.

nepotism.

The type of interview that allows the applicant maximum amount of freedom in determining the course of the discussion is the structured interview. depth interview. situational interview. nondirective interview.

nondirective interview.

The first step in a needs assessment is person analysis. market analysis. organization analysis. task analysis.

organization analysis.