MGMT Chapter 11
During a campus placement drive, Plusterk, a hardware company, wants to conduct a common test while hiring candidates to fill positions in various departments of the company. Irrespective of the department, the company gives utmost importance to candidates' math skills, information technology skills, and verbal comprehension skills. In this scenario, which of the following selection tests should Plusterk conduct in its campus placement drive?
A cognitive ability test
Flodrivec, a chemical manufacturing company, is moving its administrative office to larger premises; therefore, it currently has various job openings. Due to paucity of time, the recruitment manager of Flodrivec wants to conduct a common interview test for all the candidates. The work at Flodrivec demands its staff to be good at critical thinking, math, verbal reasoning, and quantitative concepts. In this scenario, which of the following selection tests should Flodrivec conduct to hire the right candidates?
A cognitive ability test
The instructors at Edudrakel, a tutoring center for undergraduate students, are required to teach multiple subjects that are not limited to their expertise or their majors. Therefore, the employee selection criteria at Edudrakel does not include testing of subject knowledge but focusses on assessing the logical, mental, numerical, problem-solving, and verbal abilities of the job applicants. In this scenario, which of the following selection tests should Edudrakel conduct to hire the right candidates?
A cognitive ability test
_____ helps a company meet the legal requirement that its human resource decisions be job related.
A job description
Which of the following is a difference between a quid pro quo case and a case of hostile work environment?
A quid pro quo case can result in economic injury, whereas a case of hostile work environment can lead to psychological injury.
To fill a vacancy for the post of a picture library assistant at Brentedith Museum, the museum's recruitment team laid down the following job requirements for candidates: passion for pictures; interest in current affairs, history, and world issues; good communication skills; and good customer service skills. In this scenario, which of the following selection tests should the museum's recruitment team conduct to find the right candidate?
A specific ability test
Victor applied for the position of a field service technician at an electronics manufacturing company where he was assessed for his problem-solving skills, customer service skills, organizational skills, and his ability to work quickly under pressure without supervision. Given this information, which of the following selection tests was conducted by the company?
A specific ability test
When Aaron was called for an interview at a content development company, his first selection test assessed his creative writing and editing skills. The interviewers basically looked at Aaron's score in the International English Language Testing System (IELTS). Given this information, which of the following selection tests did Aaron most likely undergo?
A specific ability test
When Tamara applied for the position of a fashion photographer at a monthly magazine, she had to go through an interview test that assessed her photography skills and her capability to operate effectively under pressure. Given this information, which of the following selection tests did Tamara most likely undergo?
A specific ability test
Zenzar Corp. is a software firm that plans to hire technical writers for its new project. The job requires candidates with good technical writing skills. Which of the following tests would be appropriate to test this ability of candidates?
A specific ability test
During the hiring process for a customer relationship manager at Jocylles, a toy manufacturer, the applicants were given role-playing exercises in which they were asked to interact directly with a trained role player. This was designed to assess the communication and interpersonal skills of the candidates. In this scenario, which of the following selection tests did Jocylles employ to hire a customer relationship manager?
Assessment centers
Which of the following is a similarity between job descriptions and job specifications?
Both are important results of a job analysis.
Identify a difference between central tendency error and leniency error.
Central tendency error occurs when assessors rate all workers as average, whereas leniency error occurs when assessors rate all workers as performing particularly well.
_____ measure the extent to which applicants have abilities in perceptual speed, verbal comprehension, numerical aptitude, general reasoning, and spatial aptitude.
Cognitive ability tests
_____ includes both the financial and nonfinancial rewards that organizations give employees in exchange for their work.
Compensation
_____ is intentional discrimination that occurs when people, despite being qualified, are intentionally not given the same hiring, promotion, or membership opportunities as other employees because of their race, color, age, sex, ethnic group, national origin, or religious beliefs.
Disparate treatment
Which of the following is a purpose of performance appraisals of employees?
Evaluating human resource programs
In the context of measuring job performance of employees, identify a subjective performance measure.
Graphic rating scales
In the context of training methods, which of the following is a difference between on-the-job training and role-playing?
In on-the-job training, trainees learn by watching experienced employees perform their job and eventually by working alongside the experienced employees, whereas in role-playing, trainees practice new behaviors by acting out what they would do in job-related situations.
Which of the following is a difference between structured interviews and unstructured interviews?
In structured interviews, interviewers prepare standardized interview questions ahead of time, whereas in unstructured interviews, interviewers are free to ask applicants anything they want.
Which of the following is a difference between internal recruiting and external recruiting?
Internal recruiting involves hiring people who already work in the company, whereas external recruiting involves hiring people from outside the company.
Which of the following is true of internal recruiting?
It improves employee commitment and morale.
Which of the following defines job posting?
It is a procedure for advertising job openings within a company to existing employees.
In the context of performance appraisal, which of the following is true of developmental feedback?
It is designed to improve future performance.
In the context of recruitment, which of the following best defines validation?
It is the process of determining how well a selection test or procedure predicts future job performance.
Which of the following is an advantage of internal recruiting?
It reduces recruitment start-up time and costs.
Which of the following is an advantage of a structured interview?
It reduces the chances that interviewers will ask questions about topics that violate employment laws.
Which of the following is true of the Occupational Safety and Health Act (OSHA)?
It requires that employers provide employees with a workplace that is free from recognized hazards that are causing or are likely to cause death or serious physical harm.
_____ is defined as a purposeful, systematic process for collecting information on the important work-related aspects of a job.
Job analysis
In the context of performance appraisal, which of the following is a difference between developmental feedback and administrative feedback?
Managers act as coaches when they give developmental feedback, whereas managers act as judges when they give administrative feedback.
Camila is a new employee at Dario Enterprises and is undergoing training. A senior employee from her team is assigned the task of mentoring Camila. Camila learns by watching her mentor perform various tasks and by working on simple tasks alongside her mentor. Which of the following training methods has Dario Enterprises adopted to train Camila?
On-the-job training
Plebbon, a public relations firm, is an organization where hard work is greatly valued. The management of Plebbon makes sure that it hires and retains genuinely sincere and hardworking employees. Given this information, which of the following selection tests does Plebbon most likely conduct to hire the right candidates?
Personality tests
To get a job as a web content manager at Glentap, an e-commerce site, one must be organized and excellent at meeting deadlines, and must be hardworking. This is because Glentap's management believes that these capabilities cannot be developed through training. In this scenario, which of the following selection tests does Glentap most likely conduct to hire the right candidates?
Personality tests
Flagon Inc., a bottle manufacturing company, pays its employees 50 cents for every bottle that is produced in addition to the production rate of 200 bottles per day. Which of the following compensation systems has Flagon adopted?
Piecework
_____ is the process of developing a pool of qualified job applicants.
Recruiting
Which of the following is an example of adverse impact, a criterion used in determining whether companies have engaged in discriminatory hiring and promotion practices?
Sixty percent of the questions on a competitive exam taken by blacks, Hispanics, and Chinese were on African American history, and most of the candidates who passed the test were black.
In the context of selection tests, which of the following is a difference between specific ability tests and work sample tests?
Specific ability tests measure aptitude for doing a particular task well, whereas work sample tests require applicants to perform tasks that are actually done on the job.
In the context of selection tests, which of the following is a difference between specific ability tests and cognitive ability tests?
Specific ability tests predict job performance in only particular types of jobs, whereas cognitive ability tests accurately predict job performance in almost all kinds of jobs.
For the past three years, the interviews conducted at Gavallet, an e-commerce site, have been following the same pattern. Candidates often prepare by using the previous interview questions available online. Even when interviewers at Gavallet change, they are given a fixed set of interview questions by the company's human resources department to follow. In this scenario, which of the following kinds of interviews is Gavallet most likely using?
Structured interviews
Which of the following acts provides for jury trials and punitive damages for employment discrimination on the basis of race, color, religion, gender, or national origin?
The Civil Rights Act of 1991
In the context of recruiting, which of the following kinds of information can be gathered by job analysis?
The knowledge, skills, and abilities needed to perform a particular task
_____ means providing opportunities for employees to develop the job-specific skills, experience, and knowledge they need to do their jobs or improve their performance.
Training
Which of the following is a criterion outlined in the Uniform Guidelines on Employee Selection Procedures that is used to determine whether companies have engaged in discriminatory hiring and promotion practices?
Unbiased recruitment
In the context of employment discrimination, which of the following is a difference between disparate treatment and adverse impact?
Unlike disparate impact, adverse impact is unintentional discrimination.
In the context of pay-structure decisions, which of the following is a difference between hierarchical pay structures and compressed pay structures?
Unlike hierarchical pay structures, the basic idea behind compressed pay structures is that similar pay levels should lead to higher levels of cooperation and better group and team performance.
Anstantink, an audit firm, conducts interviews for hiring new employees. Individual interviewers are given the liberty by the human resources department to ask questions of their choice. Given this information, which of the following kinds of interviews is Anstantink most likely using?
Unstructured interviews
Pathrazine, a publishing firm, wants to hire copy editors. It gives the candidates copyediting and proofreading exercises. This enables the firm to assess consistency in the candidates' style of writing and their copyediting skills. Given this information, which of the following selection tests does Pathrazine most likely conduct to hire the right candidates?
Work sample tests
To be a translator at Papesixe, a company that provides online document translation services, a candidate needs to be fluent in multiple languages, needs to be an effective writer, and needs to know how to use at least three prominent translation memory software. In this scenario, which of the following selection tests should Papesixe conduct to hire the right candidates as translators?
Work sample tests
_____ is a planned sequence of jobs through which employees may advance within an organization.
a career path
June does not like her new job as a web designer at a software company because she finds the work culture unfitting. Her female peers go on dinner dates with the project manager to get their work approved. She also has male colleagues who exhibit inappropriate behavior. In the context of employment legislation, this scenario best illustrates _____.
a hostile work environment
Stacy is uncomfortable at work because the office is poorly lit and her male colleagues occasionally make lewd remarks. In the context of employment legislation, this scenario best illustrates _____.
a hostile work environment
Job specifications can be defined as:
a written summary of the qualifications needed to successfully perform a particular job
At Abendreg, a multinational law firm, only English-speaking trainers are given the opportunity to impart training to employees in different countries. This is because the company has most of its branches in English-speaking countries, while only three of its branches are in countries where English is not an official language. In the context of employment discrimination, this scenario best illustrates _____.
adverse impact
Goschan Bank is a multinational bank. The employees from the bank's branches in underdeveloped countries are not given higher positions at the headquarters because their industrial knowledge is often insufficient and irrelevant to be employed in the parent country. In the context of employment discrimination, this scenario best illustrates _____.
adverse impact
At Bapostsyl, a telecommunications company, marketing managers are hired after testing their strategic thinking capabilities through a job simulation exercise. This scenario illustrates that Bapostsyl uses _____ for the selection of marketing managers.
assessment centers
While hiring a human resources manager at Naongiam, an automobile dealer, applicants were given the details of a fictitious company and asked to assume a role in it. They had to solve personnel issues in the company in a given amount of time. This in-basket exercise was administered via computer and reviewed by a trained evaluator. This scenario illustrates that Naongiam used _____ for the selection of a human resources manager.
assessment centers
Due to an increase in its employee turnover, a company decides to be very thorough in gathering accurate information about its job applicants. It decides to take steps to uncover all job-related information not provided by the applicants so as to hire only those candidates who have a consistent employment history. Given the scenario, the company should conduct _____.
background checks
While recruiting law graduates through campus placements, the recruitment team at Prangley, a law firm, asks the universities to furnish details about candidates that are not disclosed in their résumés. These details include remarks of the candidates' project guides, disciplinary actions taken against the candidates, and attendance history of the candidates. In the context of job selection, this scenario best illustrates _____.
background checks
A(n) _____ is an exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions, but only if they are "reasonably necessary to the normal operation of that particular business."
bona fide occupational qualification
Carrieck., a company that manufactures handbags for women, posted a requirement for a female model in an online job portal. In the context of federal employment laws, this scenario exemplifies a(n) _____.
bona fide occupational qualification
Roadling Inc., a private bus company, has set minimum and maximum age limits for the recruitment of bus drivers. This is because younger bus drivers may not understand the seriousness of safeguarding the life and safety of passengers, and older bus drivers may not be able to work for long hours and night shifts. In the context of federal employment laws, this scenario exemplifies a(n) _____.
bona fide occupational qualification
The management of Elaka Air, an airline company, has set a mandatory retirement age for its flight attendants. This is because the management strongly feels that with age, flight attendants find it difficult to work in a pressurized cabin for extended periods. In the context of federal employment laws, this scenario exemplifies a(n) _____.
bona fide occupational qualification
In the process of performance appraisal, _____ occurs when assessors rate all workers as average.
central tendency error
Bernalk Corp., a financial organization, only promotes Whites to senior management positions. In the context of employment discrimination, this scenario best illustrates _____.
disparate treatment
Darlene Jespersen used to work in a sports bar. Despite being nominated by her manager for a promotion for her outstanding performance, the nomination was rejected; and a male coworker was awarded the promotion. Subsequently, Darlene's manager informed her that she was not promoted because the post requires working extra hours, and the management considered that to be a difficult task for a female employee. This is an example of _____.
disparate treatment
Eva, a human resources associate at a cell phone manufacturing company, was not given the promotion she deserved because she is a foreign national. In the context of employment discrimination, this scenario best illustrates _____.
disparate treatment
Kansamb Residential School, a school run by Christian missionaries, does not recruit teaching staff who practice other religions even when they meet the hiring requirements. In the context of employment discrimination, this scenario best illustrates _____.
disparate treatment
The job application of Annette for the post of a trainer in a tennis club was rejected only because she was a female. In the context of employment discrimination, this scenario best illustrates _____.
disparate treatment
The management of Audrumptus, a fine dining restaurant, only recruits males for the positions of chefs and waiters. In the context of employment discrimination, this scenario best illustrates _____.
disparate treatment
_____ is the planned elimination of jobs in a company.
downsizing
The recruitment head at Auburn Inc. circulated an email to all the employees requesting them to share profiles of suitable candidates for a job opening in the company. Pamela forwarded one of her friends' résumé to the recruitment head as she felt that her friend's expertise would suit the job description. Which of the following methods of recruitment has Auburn Inc. adopted in this scenario?
employee referral
Benjamin, a creative director at a marketing firm, is responsible for conducting the final round of interviews for those who apply for the posts of advertising and editorial photographer, graphic artist, and graphic designer. As part of the interview, he asks candidates to furnish contact details of the supervisors of their previous jobs. This scenario illustrates that Benjamin gives high importance to _____.
employment references
The recruitment team at Pathjomp, a software company, rejects the applications of candidates who do not provide contact details of their previous employers, supervisors, or coworkers who can furnish further job-related information about the candidates. This scenario illustrates that Pathjomp gives high importance to _____.
employment references
After deciding to open a new branch in the city of Rivienques, Brempath Bank posted all the job openings for the new branch in an Internet job site called Jobifynn.com. In this scenario, Brempath Bank is engaged in _____.
external recruiting
After the chief executive officer of Wradamt Inc. resigned, the human resources department of the company placed an advertisement in several leading newspapers inviting applicants with the requisite qualifications and work experience. In this scenario, Wradamt Inc. is engaged in _____.
external recruiting
Agnestorm, a game designing company, has one opening each for the positions of game designer, game programmer, and game artist. The company decides to invite walk-ins to find the right candidates to fill these positions. In this scenario, Agnestorm is engaged in the process of _____.
external recruiting
Bernicald, a fashion e-commerce site that has openings for the posts of content analysts and Internet marketing analysts, decided to advertise its requirements on social media websites. In this scenario, Bernicald is engaged in the process of _____.
external recruiting
Molleenz, a visual effects company, has multiple openings for the positions of compositor, concept artist, digital preparation artist, layout artist, and match move artist. Due to the high attrition rate in the company, the recruitment team decides to post and update these openings on the company website. Job applicants can create a temporary user login on the website to apply for the openings of their choice. In this scenario, Molleenz is engaged in _____.
external recruiting
_____ is the process of developing a pool of qualified job applicants from outside the company.
external recruiting
At Rogopt, a multinational e-commerce site, the human resources department sends out emails to all its branches whenever there are any job openings in the company's headquarters. In this scenario, Rogopt is engaged in _____.
internal recruiting
The junior accountants at Stejings, a textile manufacturing company, are being interviewed to fill a vacancy for the position of senior accountant in the company. In this scenario, Stejings is engaged in _____.
internal recruiting
The top management of a company decided to lay off about 20 percent of its employees to cope with the financial loss the company incurred over the year. This scenario is an example of _____.
involuntary separation
It is a violation to ask a female applicant for her _____ in a job application form.
maiden name
Fatimah has been hired for the post of a secretary at Mauve Corp. The company conducts a routine background check based on the information provided by Fatimah. Unfortunately, her previous employer declines to provide meaningful references or details about her job history. However, Mauve Corp. ignores this lack of data and assumes that she is a credible employee. Mauve is at the risk of _____ lawsuits.
negligent hiring
Claudia was recruited as the chief marketing officer of Boafil, an automobile manufacturing company, even though her previous employer refused to disclose any details about her. In the context of references and background checks, Boafil is most likely to face a _____.
negligent hiring lawsuit
At Corpceton, a plastic products manufacturing company, all newly hired machine operators are assigned to senior machine operators who train the former for a few weeks. The newly hired machine operators assist the senior machine operators in their work. After the new operators complete three months of probation in the company, each of them is given their own machine to operate. In the context of training methods, this scenario best illustrates _____.
on-the-job training
From a legal perspective, the two kinds of sexual harassment are:
quid pro quo and hostile work environment.
A female worker is working late hours at her office. Her manager approaches her on the pretext of inquiring about work updates. He casually turns the conversation into a personal one and starts touching her and making explicit remarks about her body. The female worker reacts furiously and tells the manager that she is going to take this issue to the human resources department. The manager feels intimidated and threatens her that if she files any complaints, her appraisal will be affected. This case is an example of _____.
quid pro quo sexual harassment
Cathy's supervisor, Jason, did not recommend her for a promotion because, in the past, Cathy had complained to the management about Jason's attempts to touch her inappropriately. In the context of employment legislation, this scenario best illustrates _____.
quid pro quo sexual harassment
Dana's application for the post of marketing manager was rejected because she turned down the interviewer's repeated requests to go out on a date with him. In the context of employment legislation, this scenario best illustrates _____.
quid pro quo sexual harassment
Rhonda, a junior accountant at a manufacturing company, was laid off from her job because she rejected multiple requests from the company's chief financial officer to engage in a physical relationship with him. In the context of employment legislation, this scenario best illustrates _____.
quid pro quo sexual harassment
Bryan was hired as a minilab operator at a photographic laboratory because he possessed excellent customer service skills, good communication skills, the aptitude to pay close attention to detail, and an ability to follow customer instructions accurately. Given this information, Bryan's employer most likely conducted a _____ before hiring him.
specific ability test
Due to disagreement between senior interviewers at Calvtipy, a publishing firm, the human resources department gave each of the senior interviewers in the company the opportunity to conduct interviews individually. They were also allowed to decide the number of rounds for each interview. This scenario best illustrates _____.
unstructured interviews
Crepogip, a publishing company, wants to hire copy editors. In order to accurately predict future job performance of the candidates, it makes the candidates undergo a test that assesses their language skills. In this scenario, Crepogip is engaged in the process of _____.
validation
Mathrans, a textile firm, wants to hire two costume designers for a new movie project. To precisely determine the future job performance of the job applicants, the company makes them take a test that assesses their sense of color and design, expertise in distressing techniques and fabric qualities, skills in machining and bead work, and knowledge of millinery and wig work. This scenario best illustrates the process of _____.
validation
When a new chemist is hired at Praganost, a pharmaceutical manufacturing company, he or she is given rejected samples to work with until his or her supervisor is convinced that he or she can be part of the team involved in the actual production of medicines. This is a cost-efficient training method because the actual expensive and critical ingredients are not used. In the context of training methods, this scenario best illustrates _____.
vestibule training
Which of the following is an external recruitment method?
walk-ins
Jennifer applied for the job of a waitress at Sam's Coffee shop. During the recruitment, the recruiter asked her to make five different types of beverages and wait tables for an hour. In this scenario, the recruiter conducted a _____.
work sample test
Pixelprowe, an animation company, wants to hire roto artists who possess the following skills: basic knowledge of visual effects software, understanding of composition and color, and good line quality. In this scenario, which of the following selection tests should Pixelprowe conduct to hire the right candidates?
work sample tests
To be a technical director at Maschopum, a film production company, one must possess knowledge in Python and other programming languages; must have excellent composition, color, layout, and design skills; must be proficient in professional compositing programs; and must be able to create incredibly complex animations. Given this information, which of the following selection tests should Maschopum conduct to hire the right candidate as a technical director?
work sample tests