Chapter 11 HRM, Chapter 12 HRM, I/O Psych Ch. 1 Test, Ch. 3 - Needs Assessment, 4.1 Employee selection: Recruiting and Interviewing TB, 5.1 Employees selection: References and testing TB, 7.1 Evaluating employee performance tb, 8.1 Designing and Eval...

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providing feedback

27. Matt constantly posts charts and graphs indicating the latest production statistics. Matt seems to believe in: a. providing feedback b. the Pygmalion effect c. intrinsic motivation theory d. goal setting theory

Variable pay

35. Which part of a pay plan is designed to motivate employees? a. Benefits b. Base pay c. Shift and location adjustments d. Variable pay

Pay-for-performance

39. _______ plans are also called earnings-at-risk plans. a. Pay-for-performance b. Merit pay c. Stock options d. Profit sharing

Merit pay

42. Which of the following incentive plans is not a group incentive plan? a. Merit pay b. Gainsharing c. Profit sharing d. Stock options

merit pay

43. A problem with _____ plans, is that they are based on subjective supervisor ratings. a. pay-for-performance b. merit pay c. stock option d. profit sharing

Group

44. _______ incentive plans often result in social loafing. a. Individual b. Group c. Both individual and group d. Neither individual nor group

profit sharing

45. Employees at Roth Robotics receive a bonus at the end of each year. The bonus is based on the mount of money the company made during the year. Roth is using a _______ system. a. pay-for-performance b. merit pay c. gainsharing d. profit sharing

11%

47. Approximately what percentage of organizations have gainsharing plans? a. 3% b. 11% c. 41% d. 83%

I/O psychologists who work as university professors typically teach in the psychology department or the _____ department. A) business B) engineering C) labor studies D) human factors

In the Hawthorne Studies, researchers were attempting to manipulate _____ to see if it affected job performance. A) light B) noise level C) room temperature D) worker experience

The Hawthorne Studies illustrated that _____ were more important than the physical conditions of work. A) social and psychological conditions B) financial incentives C) leaders D) competencies

future focused

A good example of a ______ interview question is "If a customer started yelling at you, how would you handle the situation?"

A job analysis is typically conducted by: a. job incumbents b. supervisors c. outside consultant d. the human resource department

a personality inventory

A job applicant is given a set of questions in which she is asked to rate the extent to which she is outgoing, anxious, optimistic, careful, and loyal. She is probably taking: a. a personality inventory b. an interest inventory c. a cognitive ability test d. an assessment center

A job evaluation concerns the worth of the _______, not the worth of the _______. a. job / person b. person / job c. performance / product d. product / performance

results-focused

A problem with _____ performance statements is that an employee can do everything asked of him by an organization and still not get the desired results due to factors outside his control. a. results-focused b. trait-focused c. behavior-focused d. emotion-focused

obtrusive

A problem with the observation method of job analysis is that it is often

A problem with the observation method of job analysis is that it is often: a. illegal b. unreliable c. unethical d. obtrusive

65) Research suggests that employee stock ownership plans encourage employees to develop: A) a sense of ownership in and commitment to the firm. B) an interest in gainsharing. C) a lack of interest in their job. D) little interest in unions. E) concern about their retirement plan.

A) a sense of ownership in and commitment to the firm

1) Total rewards refers to: A) all forms of pay or other compensation provided to employees. B) payroll costs. C) contractual pay methods or fringe benefits to employees. D) certain forms of pay and rewards to employees. E) cash payments only.

A) all forms of pay or other compensation provided to employees.

2) The total rewards approach has arisen from the: A) changing business environment of the last several decades. B) organizationʹs business needs. C) executive boardroom. D) changing global economy. E) employeeʹs requirement for stability.

A) changing business environment of the last several decades.

62) The following are elements in a managerʹs compensation package EXCEPT: A) commission. B) long-term incentives. C) short-term incentives. D) benefits. E) salary.

A) commission.

34) The job evaluation committee will want to group similar jobs (in terms of their ranking or number of points, for instance) into grades for: A) pay purposes. B) assessment purposes. C) wage structure purposes. D) personal growth. E) non-economic reasons.

A) pay purposes.

9) You are advising the President of a newly formed company as to payroll obligations. This company is provincially regulated and is located in British Columbia. She has asked you to advise her as to legislative minimum standards regarding pay. You respond that the British Columbia Employment Standards Act sets minimum standards regarding pay for each of the following categories EXCEPT: A) pensions. B) paid statutory holidays. C) overtime pay. D) paid vacation. E) minimum wage.

A) pensions.

68) The ʺwage gapʺ between men and women is a result of systemic discrimination, as well as the following EXCEPT: A) performance levels. B) differences in hours worked. C) education levels. D) level of unionization. E) experience levels.

A) performance levels

26) The job evaluation method that rates each job relative to all other jobs, usually based on some overall factor like ʺjob difficulty,ʺ is the: A) ranking method. B) classification method. C) critical incidence method. D) point method plan. E) factor comparison method.

A) ranking method.

36) In a profit-sharing plan, each participant gets a bonus based on the companyʹs results: A) regardless of the participantʹs actual effort. B) adjusted for their departmentʹs results. C) factored together with the participantʹs actual effort. D) combined with no other hard-and-fast rules. E) combined with the individual effort and performance of each manager.

A) regardless of the participant's actual effort

59) Quantitative job evaluation systems, primarily the point plan, are widely used in Canada, partly due to: A) the requirements of pay equity legislation. B) job descriptions that restrict employee behaviour. C) the influence of job specifications on employee behaviour. D) the need for hourly jobs to be compared to salaried positions. E) employee behaviour that is limited to what is on paper.

A) the requirements of pay equity legislation.

job competencies / work activities

According to the text and discussion material, the section of a job description which contains the knowledge, skills, abilities, and other characteristics necessary to be successful on the job is labeled _________; the section containing a list of tasks and activities in which the worker is involved is labeled ___________.

how well an employee is actually doing

According to your text, the greatest problem with all of the employee comparison methods is that they do not provide information about _______. a. the employee's motivation b. how well an employee is actually doing c. work related behaviors d. there are no problems with this method

After conducting a job evaluation we find that Bob is underpaid by $2,000 and Bill is overpaid by $2,000. We would probably: a. give Bob a raise and lower Bill's salary b. not do anything c. redo the job evaluation d. give Bob a raise and leave Bill's salary alone

give Vico a raise and leave Debold's salary alone

After conducting a job evaluation, Rodri Go has found that Vico is underpaid by P3,000, and Debold is overpaid by P5,000. Rodri Go should:

two supervisors

Agreement in performance ratings is highest between: a. two supervisors b. two peers c. two subordinates d. peers and subordinates

Gender of incumbents

All of the following can slightly affect the job analysis outcomes except

When Kish-Gephart, Harrison, and Trevino (2010) talk about "bad cases" in terms of organizational ethics, they are referring to: A) characteristics of people who make poor ethical choices. B) characteristics of situations that lead to unethical decisions. C) organizational characteristics that are defined by poor ethics. D) particularly egregious examples of ethical lapses on the part of a company.

Which book was written by Hugo Munsterberg? A) The Theory of Advertising B) Psychology and Industrial Efficiency C) The Psychology of Management D) The DSM-IV

n which areas do more I/O psychologists work? A) quality of work life B) selection C) industrial engineering D) performance management

40) Statistics Canada provides monthly data on earnings by: A) industry and city. B) geographic area, industry, and occupation. C) geographic area and size of company. D) size of company. E) city and occupation.

B) geographic area, industry, and occupation.

75) Recognition is important for ________, who are driven by internal motivation. A) management B) high performers C) new employees D) low performers E) none of the above

B) high performers

67) When compensating professional employees, the commonly used job evaluation method is: A) factor comparison. B) job classification method. C) competency. D) point. E) ranking.

B) job classification method.

28) To determine eligibility in a short-term incentive program, a job-by-job review is conducted to identify the key jobs (typically only line jobs) that have measurable impact on profitability, which is called the criterion of: A) salary grade. B) key position. C) industry requirements for piece rate production. D) salary level. E) position level.

B) key position

64) The general trend in executive compensation today is to decrease the relative importance of ________ and increase the relative importance of short - and long-term executive incentives. A) perquisites B) employee benefits C) base salary D) pension plans E) commissions

C) base salary

24) Because of the role managers play in determining divisional and corporate profitability, most employers pay their managers and executives some type of: A) gainsharing. B) hourly wage. C) bonus or incentive. D) salary. E) commission.

C) bonus or incentive

50) Collapsing salary grades and ranges into just a few wide levels or ʺbandsʺ is called: A) compensation banding. B) wide banding. C) broadbanding. D) red circle banding. E) job specialization.

C) broadbanding.

23) The chief disadvantage of group plans is that: A) each worker sees his/her effort leading to the desired reward. B) a group incentive plan may not prove as effective as an individual incentive plan in improving performance. C) each workerʹs rewards are no longer based just on his/her own efforts. D) a group incentive plan does not facilitate on-the-job training. E) a group incentive plan is problematic when conflict arises between group members.

C) each worker's rewards are no longer based just on his/her own efforts

68) The Scanlon plan has been quite successful at reducing costs and fostering a sense of sharing and cooperation among: A) employer associations. B) industrial associations. C) employees. D) global environment associations. E) stakeholders.

C) employees

53) Rates being paid to overpaid employees are often called: A) black circle pay rates. B) excessive pay rates. C) red circle pay rates. D) silver circle pay rates. E) premium jobs pay rates.

C) red circle pay rates

Which of these is the BEST definition of a competency? A) whether an individual is willing to take a test of his or her skills B) whether an individual popular among his or her peers C) whether an individual has enjoys his or her job D) whether employees have the skills, behaviors, and capabilities necessary to effe

Which of these occurred during the time period between the 1960s and the mid-1980s? A) The first I/O PhD was awarded to Bruce V. Moore. B) The Army Alpha and Army Beta intelligence tests were administered for the first time. C) The Hawthorne studies were conducted. D) The civil rights movement led to a greater focus on fairness and discrimination issues.

72) Sue, the Compensation Analyst, found recent research that indicates that there are seven principles that support effective implementation of incentive plans. They include: A) group incentives must be complex. B) firms get what they pay for. C) rewards may undermine responsiveness. D) link incentives to measurable competencies. E) none of the above

D) link incentives to measurable competencies

65) When compensating professional employees, most employers use a: A) skill-based pay approach. B) pay equity approach. C) job-based pay approach. D) market-pricing approach. E) job evaluation approach.

D) market-pricing approach.

58) Professional employees almost always reach their positions through prolonged periods of: A) reference groups. B) political influence. C) work experience. D) formal study. E) informal networking.

D)formal study

6) Work/life programs help employees do their jobs effectively using: A) recognition programs. B) advancement opportunities. C) vacation and holidays. D) employer-paid insurance. E) flexible scheduling and childcare.

E) flexible scheduling and childcare.

the Pygmalion effect

Temea spends a lot of effort selecting her employees. Thus, when she hires someone, she knows they will perform well and has a lot of confidence in them. According to _______, the employees probably will perform well. a. equity theory b. the Pygmalion effect c. intrinsic motivation theory d. goal setting theory

psychomotor

Tests of ______ ability might contain measures of finger dexterity and manual dexterity aptitudes. a. cognitive b. developmental c. perceptual d. psychomotor

psychopathology

Tests of _______ determine if individuals have serious psychological problems such as depression and bipolar disorder a. psychopathology b. psychometrics c. character d. integrity

reference check

The process of confirming the accuracy of information provided by the applicant is called a: a. reference b. reference check c. letter of recommendation d. trait evaluation

Both are problems - Coaching reduces the expert's productivity - Good workers are not always good trainers

Though coaching has many strong points as a training method, it is not without its problems. Which of the following is a problem associated with using coaching as a training method? a. Coaching reduces the expert's productivity b. Good workers are not always good trainers c. Neither of the two are problems d. Both are problems

job crafting

When employees change parts or components of their jobs without the proper change in the job description, they are said to be engaging in

Primacy effects

Which of the following factors would suggest that making a favorable first impression is important?

Most applicants are highly skilled

Which of the following is NOT a factor contributing to reference leniency? a. Applicants choose their own references b. Employers fear legal ramifications c. Most applicants are highly skilled d. All three contribute to leniency

Use of an interview

Which of the following is NOT a requirement for an assessment center? a. Multiple assessors b. Multiple assessment exercises c. Use of an interview d. At least one simulation exercise

Relativity

Which of the following is NOT an important principle used in writing a resume?

Use of intuition

Which of the following is NOT part of a highly structured interview? a. Job-related questions b. All applicants are asked the same questions c. Use of intuition d. A standardized scoring key for each question

Drug testing is not accurate

Which of the following is NOT true about drug testing? a. Most organizations use drug testing b. Illegal drug users are absent more often c. Drug testing is not accurate d. Applicants consider drug testing to be fair

b. Social support

Which of the following is considered an "input" in the context of person analysis? a. Awareness of performance standards b. Social support c. Cognitive ability d. Workgroup norms

Cognitive ability

Which of the following is the best predictor of training proficiency? a. Cognitive ability b. Experience c. Education d. Vocational interest

will be able to correctly answer 90% of customer questions

Which of the following is the best training objective? "By the end of this training, the employee:" a. will be a better salesperson b. will be able to correctly answer 90% of customer questions c. will have learned about our product line d. will be more knowledgeable

b. What is the focus of training?

Which of the following issues is addressed by task analysis? a. Who needs training? b. What is the focus of training? c. Does training support the company's strategic direction? d. Should training be built or bought?

Which of the following job analysis methods provides information about working conditions? a. PAQ b. JCI c. FJA d. AET

Which of the following job analysis techniques is NOT a good source of information about competencies? a. CIT b. F-JAS c. AET d. TTA

Trait focus

Which of the following performance appraisal approaches focus on employees' attributes such as their dependability, assertiveness, and friendliness? a. Competency focus b. Goal focus c. Task focus d. Trait focus

Goal focus

Which of the following performance appraisal approaches would have dimensions such as "prevent crimes from occurring" and "minimize citizen complaints"? a. Competency focus b. Goal focus c. Task focus d. Trait focus

Goals

Which of the following performance appraisal dimensions focuses on what an employee accomplishes? a. Traits b. Behaviors c. Goals d. Cognition

Subordinate

Which of the following performance appraisal evaluators is not common or well regarded by managers? a. Supervisor b. Peer c. Subordinate d. Customer

Which of the following practical uses of job analysis may discover lapses in organizational communication? a. Training b. Personpower planning c. Organizational analysis d. Performance appraisal

Competencies

Which of the following sections in a thorough job description contains what is commonly called job specifications?

Which of the following sections in a thorough job description contains what is commonly called job specifications? a. Brief summary b. Performance standards c. Work activities d. Competencies

Assessment centers

Which of the following selection methods uses multiple techniques and multiple observers to evaluate applicants as they perform different job-related tasks? a. Work samples b. Assessment centers c. Psychological testing d. job-knowledge testing

Which of the following social networking sites is used by the most number of recruiters?

Chronological

_____ resumes list jobs in order beginning with the most recent job.

The Premack principle

32. A supervisor rewards a restaurant employee for cleaning the bathrooms by allowing the employee to stock the salad bar. ______ would predict that the opportunity to stock the salad bar would actually be reinforcing. a. Gainsharing b. The Premack principle c. Social loafing d. Classical conditioning

the Premack principle

33. Managers constructing a reinforcement hierarchy for employees are probably using: a. gainsharing b. the Premack principle c. social loafing d. classical conditioning

the Premack principle

34. An individual does not like to do laundry but prefers to do laundry over studying for exams. Because doing laundry is liked more than studying, _______ predicts that the opportunity to do laundry will motivate a person to study. a. equity theory b. the Anderson adage c. the Thompson tenet d. the Premack principle

security / incentive

36. Benefits provide ______ and variable pay provides _____. a. incentive / security b. security / security c. incentive / incentive d. security / incentive

social recognition

37. Lona gives her employees attention, smiles at them, and nods her head in approval when they perform well. She is using _____ to motivate her employees. a. social recognition b. social learning c. equity d. valence

pay-for-performance

38. Employees at Denton Electronics receive $3 for each electrical switch they assemble. Denton is using a _____ system. a. pay-for-performance b. merit pay c. gainsharing d. profit sharing

Pay-for-performance

40. Which of the following incentive plans is most geared toward short term performance? a. Pay-for-performance b. Profit sharing c. Stock options d. All three are short-term oriented

merit pay

41. Janelle will receive $1,000 if her performance appraisal score is at least a 4.0. It sounds like Janelle is under a _____ plan. a. pay-for-performance b. merit pay c. gainsharing d. profit sharing

gainsharing

46. In 2011, Harris Optical lost $450,000 in missing merchandise. As a result, it developed a plan in which employees in 2012 would share half of each dollar under $450,000 that was lost. Harris Optical is using a ______ plan. a. pay-for-performance b. merit pay c. gainsharing d. profit sharing

Stock options

48. Which of the following is the most complicated incentive plan? a. Merit pay b. Profit sharing c. Stock options d. Pay for performance

Stock options

49. Which of the following plans is most geared toward long-term organizational performance? a. Merit pay b. Profit sharing c. Stock options d. Gainsharing

expectancy / instrumentality

50. In expectancy theory, _____ is the perceived relationship between the amount of effort an employee puts in and the resulting outcome, and ______ is the extent to which the outcome of a worker's performance will result in a particular consequence. a. instrumentality / expectancy b. expectancy / instrumentality c. instrumentality / valence d. valence / expectancy

multiplied

51. In expectancy theory, the three components are ____ to get an overall motivation index. a. added b. divided c. subtracted d. multiplied

valence

52. An employer will give $3 each month to every employee with perfect attendance. According to the ____ component of expectancy theory, this plan will not motivate employees. a. equity b. expectancy c. instrumentality d. valence

instrumentality

53. The president of Peso Bank tries to motivate employees by giving them $1,000 every time he notices them providing excellent customer service. The problem is that the president is never in the branch offices. According to the ____ component of expectancy theory, this plan will not motivate employees. a. equity b. expectancy c. instrumentality d. valence

expectancy

54. The sales manager for Clinton Inhalants has promised a $5,000 bonus to any sales representative who increases sales by 500%. According to the ____ component of expectancy theory, this plan will not motivate employees. a. equity b. expectancy c. instrumentality d. valence

Length of the letter of reference

A factor contributing to the low validity between references and performance is "leniency." Which of the following factors does NOT contribute to leniency of references? a. Length of the letter of reference b. Applicants choose their own references c. Confidentiality of the reference d. Fear of legal ramifications

Clarifying

A good example of a _______ interview question is "Your resume says that you worked for the AMFAM Club, what is that?"

c. Survey

A primary disadvantage of using ____ in the needs assessment process is that the data obtained may lack detail. a. Crowdsourcing b. Interviewing c. Survey d. Observation

reliability

A problem associated with letters of recommendation is the lack of agreement between two people who provide references for the same person. This lack of agreement is related to the issue of: a. reliability b. knowledge of the applicant c. leniency d. extraneous factors

Frequency

A rating scale that uses anchors such as always, often, and seldom is an example of which type of rating scale? a. Employee comparison b. Frequency c. Expectations d. Goal

Job Structure Profile

A revised version of the Position Analysis Questionnaire which is used by a job analyst rather than a job incumbent is the:

work sample

A selection method that requires data-entry clerk applicants to actually enter information into a computer using a particular software package is MOST accurately referred to as: a. an assessment center b. a work sample c. job knowledge testing d. a cognitive ability test

A specialized job analysis interview that uses groups and focuses on objectives is: a. critical incidents b. PAQ c. the Ammerman technique d. task analysis

A task statement rated ____ on frequency and ____ on importance would be left out of the job description. a. low / low b. high / high c. high / low d. low / high

increased supervisor performance

According to most research, subordinate feedback results in: a. higher supervisor turnover b. bad feelings among employees c. increased supervisor performance d. subordinates being fired

does not increase subordinate self-esteem

According to research by Eden (1998), training supervisors to use the Pygmalion Leadership Style: a. increases employee self-esteem b. does not increase subordinate self-esteem c. has had mixed results d. will save an organization money

According to the author, the section of a job description which contains the knowledge, skills, abilities, and other characteristics necessary to be successful on the job is labeled ______; the section containing a list of tasks and activities in which the worker is involved is labeled ________. a. job competencies/ work context b. job competencies / work activities c. work context / work activities d. performance standards / work activities

Task

According to your text, if the results of the organizational analysis indicate that a positive climate for training exists, the next step is to conduct a ____analysis. a. climate b. demographic c. task d. person

source of contamination

Amy works at a bank that is trying to get customers to apply for vehicle loans. As hard as Amy tries, she is unsuccessful because the bank's loan rates are not very competitive. When evaluating Amy's performance, her supervisor must consider the loan rates as a: a. modifier b. source of contamination c. halo factor d. performance dimension

the location can serve as a reward

An advantage of holding a training session off-site is: a. the location can serve as a reward b. a reduction in training expenses c. that it is easier to organize the training d. all of the above are advantages

interviewer-interviewee similarity

An applicant who looks around the interviewer's office and pays close attention to such items as pictures and plaques probably has a good understanding of the role ________ plays in their interview score

the Galatea effect

An employee thinks he is an idiot and will never be able to master the new computer system. The employee takes a training class on the new system and fails. This situation might best be explained by: a. social learning theory b. the Galatea effect c. expectancy theory d. equity theory

An employee who inquires about his/her level of pay compared to other employees within the same organization is addressing the issue of _______. a. internal equity b. external equity c. merit d. comparable worth

Resignations

An employee's attendance can be separated into several different criteria. According to your text, which of the following is NOT a criteria used to measure attendance? a. Absenteeism b. Resignations c. Tardiness d. Tenure

Halo error

An employee's ratings on the dimension of initiative are highly correlated with all of the other performance appraisal dimensions (e.g., cooperation, job accomplishment, job knowledge). Which type of rating error may be occurring? a. Central tendency error b. Strictness error c. Halo error d. Proximity error

the Pygmalion effect

An employee's supervisor places full confidence in the employee and believes that the employee can handle a fairly difficult task. This boosts the employee's self-esteem which in turn increases her performance. This phenomena is known as: a. consistency b. the Pygmalion effect c. the Golem effect d. socially influenced self-esteem

An excellent group job-analysis interview technique is the: a. task analysis b. Ammerman technique c. brain storming d. Position Analysis Questionnaire

Person analysis

An organization decides to send cashiers who have a high incidence of shortages on the job to a retraining program in order to correct this problem. This practice demonstrates which type of needs analysis? a. Organizational analysis b. Person analysis c. Choice analysis d. Job analysis

EXTERNAL Recruitment

An organization has difficulty getting enough qualified applicants from its existing employees to fill a vacant position. As a result, the organization seeks qualified applicants from outside the organization. This best exemplifies:

come to training

An organization that provides food during training and allows the employees to choose the training topics, is trying to motivate employees to: a. come to training b. perform better in training c. pay attention during training d. transfer what is learned in training to the job

Andre is completing a questionnaire containing 400 items covering five major categories: tools and equipment, perceptual and physical requirements, mathematical requirements, communication requirements, and decision making and responsibility. Andre is using the: a. Job Components Inventory b. Position Analysis Questionnaire c. Critical Incident Technique d. Threshold Traits Analysis

respond by calling

Applicants are asked to _______ when an organization either wants to quickly screen applicants or hear an applicant's phone voice.

contrast effect

Applicants attempting to be interviewed immediately after a poor applicant are demonstrating their understanding of the:

Cascio's (1995) research suggests that when laid-off employees are rehired: A) they have lost many of the skills they used to have. B) they earn a lower wage than they were earning at the time they were laid off. C) they are less likely to be laid off again in the near future. D) they experience discrimination from employees who have been working at the company for longer.

During which time period did I/O psychology begin to expand beyond the academic and military realms into government and private industry? A) pre-World War I B) from World War I through the 1920s C) from World War II to the mid-1960s D) from the mid-1960s to the mid-1980s

I/O psychologists who are mainly concerned with the measurement and improvement of job-related attitudes work in the area known as: A) performance appraisal. B) quality of work life. C) consumer psychology. D) organizational development

Janice, an I/O psychologist, spends most of her time designing tests to help her select new employees, train those new employees, and help managers conduct performance evaluations. Most of Janice's work would fall under the _____ subspecialty of I/O psychology. A) personality psychology B) industrial psychology C) organizational psychology D) selective psychology

One area that is expected to be a focal point for technology use is: A) employee motivation. B) employee selection. C) employee training. D) the creation of organizational development interventions.

One emerging issue in workplace diversity is value differences among: A) people who come from different regions of the United States. B) employees of different generations. C) parents and nonparents. D) telecommuters and traditional workers.

One important implication of downsizing is that: A) organizations will likely expand again and will need to rehire many former employees. B) those who are not laid off will need to handle more diverse jobs and heavier workloads. C) organizations will want to repopulate the workforce with older applicants. D) reverse discrimination will increase.

One reason why the number of traditional jobs for workers and organizations has decreased is: A) a decrease in the number of Generation X workers. B) new technology. C) an increase in the number of baby boomer generation workers D) labor law.

The concern with ethnic and racial differences on selection tests and the fairness of those tests resulted from the: A) need to match military recruits to jobs. B) social, political, and legal climate of the 1960s. C) "flattening" of organizations. D) emphasis of the scientist/practitioner model in I/O psychology training programs

The subspecialty that involves the study of the assessment, measurement, and selection of people in their jobs is: A) personality psychology. B) industrial psychology. C) performance psychology. D) organizational psychology.

What is one of the top trends in I/O psychology according to a SIOP article published in 2016? A) the growing importance of preventing workplace violence B) a focus on developing and coaching employees C) addressing intergenerational issues D) a lack of competent leadership in the workplace

Which of these is an important area for an I/O psychologist to be competent in? A) marketing strategies B) research methods C) counseling distressed individuals D) graphic design

Which of these occurred during the time period between World War I and the 1920s? A) Organizational psychology became a more equal partner with industrial psychology. B) The Army Alpha and Army Beta intelligence tests were administered for the first time. C) The Hawthorne studies were conducted. D) The civil rights movement led to a greater focus on fairness and discrimination i

n terms of their educational training, most I/O psychologists have: A) received training from the APA. B) obtained a PhD in I/O psychology. C) earned a PhD from a business school. D) attended graduate school outside of the United States and Canada.

63) When a predetermined portion of profits is placed in each employeeʹs account under the supervision of a trustee, this is called a(n): A) cash profit-sharing plan. B) deferred profit-sharing plan. C) employee trust fund plan. D) employee trust fund. E) predetermined account plan.

B) Deferred profit-sharing plan

12) A type of incentive plan that is an organization-wide pay plan designed to reward employees for improvements in organizational productivity is: A) a group incentive program. B) a gain-sharing program. C) a profit-sharing plan. D) variable pay. E) a spot bonus.

B) a gain-sharing program

33) When a target bonus is set for each eligible position, and adjustments are then made for greater - or less-than-targeted performance, this is called: A) retirement income. B) an individual award. C) an annual bonus. D) a lump-sum bonus. E) gainsharing.

B) an individual award

39) Long-term incentives most often reserved for senior executives are called: A) performance achievement plans. B) capital accumulation programs. C) stock option programs. D) book value plans. E) stock appreciation rights programs.

B) capital accumulation programs

51) There has been a definite movement away from the extremes of straight commission or fixed salary for salespeople to: A) pay-for-performance. B) combination plans. C) incentive plans. D) merit pay. E) variable pay.

B) combination plans

20) Job evaluation involves comparing jobs to one another based on their content. Job content is assessed using: A) behavioural anchors. B) compensable factors. C) job design. D) critical incidence. E) comparable worth.

B) compensable factors.

44) There are several steps in pricing jobs with a wage curve. The first is: A) determine the pay rate for a cluster of jobs. B) find the average pay for each pay grade. C) determine the pay grade. D) create a wage line. E) determine the rate range.

B) find the average pay for each pay grade.

6) Accurate ________ are a precondition for effective variable pay plans. A) job evaluation B) performance appraisals C) salary curves D) job specifications E) job descriptions

B) performance appraisals

43) Long-term incentive plans whose payment or value is contingent on financial performance measured against objectives set at the start of a multi-year period are called: A) multi-year plans. B) performance plans. C) contingent plans. D) financial plans. E) book value plans.

B) performance plans

17) The following are disadvantages of a piecework incentive plan EXCEPT: A) new job evaluation produces a new wage rate; thus piece rates need to be revised. B) piece-rate plans appear equitable in principle. C) employers arbitrarily increase the standard because of workers earning ʺexcessiveʺ wages. D) in workersʹ minds production standards become tied inseparably to the amount of money earned. E) workers resist attempts to raise production standards.

B) piece-rate plans appear equitable in principle

45) There are several steps in pricing jobs with a wage curve. The second is: A) determine the rate range. B) plot the pay rates. C) find the average pay for each pay grade. D) create a wage line. E) price jobs.

B) plot the pay rates.

One emerging issue related to downsizing is that older individuals who are downsized: A) are more likely to receive a leadership position when they are rehired. B) opt not to rejoin the workforce and retire instead. C) take longer to find a new job than younger applicants. D) tend to have a lighter workload when they are reemployed.

67) One feature of the Scanlon plan is a focus on employee involvement, which means the companyʹs mission or purpose must be clearly articulated and employees must fundamentally understand how the business operates in terms of customers, prices, and costs. This is referred to as: A) involvement system. B) evaluation of the system. C) entitlement. D) competence. E) identity.

E) identity

36) Establishing pay rates involves three stages, which are: A) collecting data used to price every job in the organization, working with a compensation consultant, and working with a benefits specialist. B) consulting with industry, determining salaries for executive positions, and deciding on a benefits plan. C) pricing of benchmark jobs, collecting data on insurance benefits, evaluating benefits packages. D) collecting data on insurance benefits, creating a salary survey, and hiring external consultants. E) job evaluation, conducting salary surveys and combining job evaluation and salary survey results.

E) job evaluation, conducting salary surveys and combining job evaluation and salary survey results.

27) The following are criteria to become eligible for a short-term incentive program: A) key position; salary grade only. B) industry requirements for piece rate production. C) length of service. D) position level. E) key position; salary level; salary grade.

E) key position; salary; salary grade

32) A non-deductible formula is: A) when all employees are earning over the threshold amount. B) a straight percentage used to create a short-term incentive fund. C) job-by-job review to identify the key formula. D) a short-term incentive fund that begins to accumulate only after the firm has met a specified level of earnings. E) none of the above

E) none of the above

63) Executive compensation tends to emphasize performance incentives more than do: A) pay plans for boards of trustees. B) pay plans for boards of directors. C) pay plans for boards of governors. D) stockholdersʹ pay plans. E) other employeesʹ pay plans.

E) other employeesʹ pay plans.

33) Once a job evaluation method has been used to determine the relative worth of each job, the committee can turn to the task of assigning pay rates to each job, but it will usually want to first group jobs into: A) range rates. B) department classes. C) personal contracts. D) labour contracts. E) pay grades.

E) pay grades.

13) The most commonly used and oldest type of incentive plan is this system of pay based on the number of items processed by each individual worker in a unit of time. It is known as a(n): A) process plan. B) gainsharing plan. C) item plan. D) standard hour plan. E) piecework plan.

E) piecework plan

22) The following are reasons to use team incentive plans EXCEPT: A) helping ensure collaboration. B) facilitating on-the-job training. C) reinforcing problem solving. D) reinforcing group planning. E) reinforcing individual incentives.

E) reinforcing individual incentives

47) Compensation plans for salespeople have typically relied heavily on incentives in the form of: A) stock appreciation rights. B) stock options. C) gainsharing. D) profit sharing. E) sales commissions.

E) sales commissions

15) Compensation policies are usually written by the HR or compensation manager together with: A) compensation consultants. B) stockholders. C) supervisors. D) employees. E) senior management.

E) senior management.

41) The right to purchase a specific number of shares of company stock at a specific price during a specified period of time is called a: A) stock appreciation right. B) restricted stock plan. C) phantom stock plan. D) book value plan. E) stock option

E) stock option

7) The following are types of incentive plans EXCEPT: A) individual incentive programs. B) group incentive programs. C) spot bonuses. D) profit-sharing plans. E) straight salary and commission.

E) straight salary and commission.

39) An example of an informal survey conducted by an employer would be a(n): A) professional organization survey. B) governmental agency survey. C) commercial survey. D) industry-wide survey. E) telephone survey.

E) telephone survey.

10) Pay equity laws were enacted in response to: A) pay discrimination against senior citizens B) gender-neutral job evaluation systems. C) the variety of job evaluation systems being used to evaluate jobs. D) the variety of compensable factors being used to evaluate jobs. E) the historical undervaluing of ʺwomenʹs work.ʺ

E) the historical undervaluing of ʺwomenʹs work.ʺ

42) The graphic description of the relationship between the value of the job and the average wage paid for this job is called a: A) wage structure. B) rate range. C) wage grade. D) pay grade. E) wage curve.

E) wage curve.

43) Assigning pay rates to each pay grade (or to each job) is usually accomplished with a: A) rate range. B) job evaluation. C) wage grade. D) performance appraisal. E) wage curve.

E) wage curve.

49) The rate range is usually built around the: A) Hay system. B) performance appraisal. C) job evaluation. D) job specialization. E) wage line or curve.

E) wage line or curve.

5) Research conducted by WorldatWork has clarified the ʺwork experienceʺ category of total rewards by splitting it into three parts. They are: A) work/life programs, business strategy and development/career opportunities. B) work/life programs, succession programs, and salary grade. C) work/life programs, organizational culture and development/career opportunities. D) work/life programs, HR strategy, and development/career opportunities. E) work/life programs, performance and recognition, and development and career opportunities.

E) work/life programs, performance and recognition, and development and career opportunities.

a. an organization's work environment will facilitate learning and not interfere with performance

Employees' readiness for training includes identifying whether _____. a. an organization's work environment will facilitate learning and not interfere with performance b. an organization should develop training programs by itself or buy them from a vendor c. peers' and managers' attitudes and behaviors toward the employees are supportive d. managers are using a similar frame of reference when they evaluate associates using same competencies

.18

Even though references are commonly used to screen and select employees, they have not been successful in predicting future employee success. The average uncorrected validity coefficient fo references and performance is: a. .00 b. .18 c. .32 d. .57

Gertrude is writing job descriptions and can't decide whether she should include "getting coffee for the boss" as a task. Her decision is related to the issue of: a. level of specificity b. formal vs. informal requirements c. the Peter Principle d. the DOT Code

Employee learning

Giving employees a 100-item test after they complete a training program is an example of which of the following training evaluation criteria? a. Content validity b. Employee learning c. Application of training d. Employee reactions

If a supervisor had 10 employees, how many paired comparisons would she have to make for each performance dimension? a. 10 b. 25 c. 45 d. 90

Monday afternoon

If an employee is to be terminated, when is the best time to inform the employee? a. Monday afternoon b. Friday morning c. Friday afternoon d. The day doesn't really matter

Documentation

In performance appraisal, critical incidents are an important part of the _____ process. a. documentation b. evaluation c. political d. administrative

b. inputs

In person analysis, _____ relate(s) to resources employees need to help them learn. a. outputs b. inputs c. consequences d. feedback

past performance

In psychology, it is commonly believed that the best predictor of future performance is: a. results from a psychological test b. present performance c. past performance d. asking the person if they can do the job

patterned behavior description interviews

Interviews that contain only past-focused interview questions are also known as:

a. all of these

Job Analysis can serve as a foundation for: a. all of these b. training employees c. evaluating employees' performance d. selecting employees

an employee referral program

One of the concessionaires in Yellowstone National Park offers its employees a financial incentive for recommending applicants who are subsequently hired and remain on the job for a specific period of time. This BEST exemplifies:

transfer of training

Overlearning helps increase: a. role applicability b. job satisfaction c. transfer of training d. boredom

increases retention of material

Overlearning: a. increases stress in training b. decreases trainee performance c. increases retention of material d. increases boredom

the highest quality of applicants

Research associated with writing recruitment ads has found that ads that included the salary range and a company phone number attracted:

longer tenure

Research has indicated that employees referred by successful employees had _______ than did employees who had been referred by unsuccessful employees.

more / higher quality

Research indicates that recruitment advertisements which display the company emblem and use creative illustrations attract ____ applicants, whereas ads including salary ranges and a company phone number attract ______ applicants.

Salary surveys are used to determine: a. internal equity b. external equity c. merit d. comparable worth

Salary surveys help establish: a. external equity b. legality c. BFOQ's d. internal equity

research

Self-appraisals of performance appear to be most accurate when the purpose of the self-appraisal is for: a. salary increases b. promotions c. administrative purposes d. research

Shahidi Industries has a policy of promoting employees who perform well. Unfortunately, many of the people promoted do not become effective supervisors. Currently there is a crisis because most of the supervisors are getting poor performance reviews. Shahidi Industries seems to be a good example of: a. the Anderson Analog b. the Peter Principle c. personpower planning d. none of the above

transfer what is learned in training to the job

Supervisors who set goals, provide feedback, and encourage. employees to use their training are trying to motivate employees to: a. come to training b. perform better in training c. pay attention during training d. transfer what is learned in training to the job

Answer: false

T/F It is generally advisable to design training materials at a reading level that is slightly above trainees' ability in order to "stretch" them during training.

Answer: false

T/F It is important to assess trainees' level of cognitive ability during the needs assessment process because cognitive ability is the person characteristic that most strongly impacts trainees' confidence to learn.

Answer: true

T/F Job incumbents should be included as SMEs because they tend to be the most knowledgeable about the job.

Answer: true

T/F Mid-level managers typically determine how much of their budgets will be devoted to training during the needs assessment process.

Answer: true

T/F One of the most powerful ways to motivate employees to attend and learn from training is to communicate the personal value of the training.

Answer: false

T/F Online technology is useful in the needs assessment process because it is most effective in generating detailed responses.

Answer: true

T/F Subject-matter experts (SMEs) should have an understanding of the company's language, tools, and products.

Answer: false

T/F Surveys and interviews share common disadvantages as needs assessment methods.

Answer: false

T/F Surveys do not allow many employees to participate in the needs assessment process.

Answer: true

T/F Task analysis should be undertaken only after the organizational analysis has determined that the company wants to devote time and money for training.

Answer: true

T/F The importance of cognitive ability for job success increases with job complexity.

Answer: false

T/F The primary role of upper-level managers in the needs assessment process is to ensure that learning efforts are integrated with business strategy.

Answer: false

T/F To motivate employees to learn in training programs, managers should always avoid informing the employees about their skill deficiencies.

Answer: true

T/F To motivate employees to learn in training programs, they should be given a choice of what training programs to attend.

Answer: true

T/F Upper-level managers are not usually involved in identifying which employees need training or the tasks for which training is needed.

business impact

Taflinger Industries sent 15 employees to a training program on customer relations. Three weeks later, the company noticed a 23% increase in sales. Using the evaluation criterion of _____, it appears that the training worked. a. employee reactions b. application of training c. employee learning d. business impact

knowledge tests

Tests that are designed to measure how much someone already knows rather than how much someone is capable of knowing are referred to as: a. knowledge tests b. interest inventories c. personality tests d. aptitude tests

The _______ is the process of determining the work activities and requirements, and the _______ is the written result. a. job analysis / job description b. job description / job analysis c. job evaluation / job description d. job analysis / job evaluation

Siena Reasoning Test

The _________ is a potential breakthrough in cognitive ability tests as it has high validity and lower levels of adverse impact. a. Miller Revised Intelligence Scale b. Siena Reasoning Test c. Cognitive Styles Assessment Test d. Employee Knowledge Scale

b. select the job or jobs to be analyzed

The first step in task analysis is to _____. a. develop a preliminary list of tasks performed on the job b. select the job or jobs to be analyzed c. identify the KSAOs important for successful task performance d. identify important and frequently performed tasks for which training is required

obtain information about employees

The first step in the development of a biodata instrument is to: a. obtain information about employees b. analyze group differences c. choose an appropriate criterion d. split employees into two criterion groups

The gathering, analyzing, and structuring of information about a job's components, characteristics, and requirements is a process called: a. task analysis b. job analysis c. surveying d. job description

Integrity tests

The human resource manager at Robson Machinery is looking for a method to hire employees that will predict future performance and have little adverse impact. Which of the following would you most recommend? a. Cognitive ability tests b. Personality inventories c. Graphology d. Integrity tests

The issue of comparable worth is often less an issue of pay discrimination than one of ________ discrimination. a. gender b. vocational choice c. educational d. age

presence of gender and race equity in an organization

The job analysis can give us direct information about the following except

The job evaluation process determines the amount of money that a job is worth; this amount is called _______ compensation. a. financial b. monetary c. direct d. indirect

Consultants are expensive

The main drawback in using outside consultants to do job analysis is that

adverse impact

The major disadvantage to job knowledge tests is that even though they do a good job of predicting performance, they often result in _______. a. high costs b. misdiagnosis c. invasion of privacy issues d. adverse impact

more attractive / less attractive

The majority of the evidence regarding physical attractiveness indicates that, in general, _______ applicants have an advantage over _______ applicants.

employment interviews

The most commonly used method to select employees is:

oral

The most effective realistic job previews (RJPs) are presented in a(n) ______ format.

Psychological

The resume that most takes advantage of such principles as primacy, priming, and short-term memory limits is the ______ resume.

vertical percentage method

The traditionally used method to compare each piece of employee information with criterion group membership in the biodata process is the: a. questionnaire approach b. rare response scoring c. vertical percentage method d. composite scoring

Interview

The type of person analysis that yields in-depth answers about training needs and more clearly reveals employee feelings and attitudes is the ________. a. survey b. skill and knowledge test c. performance appraisal score d. interview

more strictly than

When peer ratings are used, research has found that high performers evaluate their peers _______ low performers. a. the same as b. more strictly than c. more leniently than d. none of these would be true

Peer / seldom used

_____ ratings have been successful in predicting future success of promoted employees but/and are _____ in organizations. a. Customer and subordinate / seldom used b. Peer / seldom used c. Self-appraisal / seldom used d. self-appraisal / often used

a. Crowdsourcing

_____ refers to asking a large group of employees to help provide information for needs assessment. a. Crowdsourcing b. Historical data review c. Focus group d. Benchmarking

d. Benchmarking

_____ refers to the process of a company using information about other companies' training practices. a. Brainstorming b. Crowdsourcing c. Outsourcing d. Benchmarking

b. Cognitive ability

_____ relates to intellectual capability and general intelligence. a. Basic skills b. Cognitive ability c. Self-efficacy d. Reading ability

Situational / socially influenced

_____ self-esteem focuses on an individual's feelings in a particular situation whereas _____ self-esteem focuses on how a person feels about himself based on the expectations of others. a. Socially influenced / situational b. Situational / chronic c. Chronic / socially influenced d. Situational / socially influenced

a. Consequences

_____.refer(s) to the type of rewards that employees receive for performing well. a. Consequences b. Feedback c. Motivators d. Outcomes

Panel

______ interviews involve several interviewers interviewing one applicant at the same time.

Maslow's

______ theory states that individuals have five major types of hierarchical needs is: a. Maslow's b. McClelland's c. FIRO d. ERG

Overt integrity tests

_______ are based on the premise that peoples' attitudes about theft as well as their previous theft behavior will accurately predict their future honesty. a. Personality based integrity tests b. Overt integrity tests c. Voice stress analyzer d. Interest inventories

Integrity tests

_______ are designed to tell an employer the probability that an applicant would steal money or merchandise. a. Creativity tests b. Social desirability tests c. Integrity tests d. Theft analysis inventory

Simulation

_______ exercises allow the trainee to work with equipment and in an environment like that found in the actual job. a. Case study b. Simulation c. Programmed instruction d. Critical incident

_______ is the process of determining a job's worth. a. Comparable worth b. Job analysis c. Job evaluation d. Performance appraisal

Training

_______ is the systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance. a. Training b. Motivation c. Job analysis d. Stress management

Social

_______ needs are the third level of Maslow's hierarchy of needs. a. Social b. Safety c. Ego d. Biological

Drug

_______ testing certainly is one of the most controversial testing methods used by personnel professionals. a. Personality b. Ability c. Drug d. Agility

_______ was the first real court case that addressed the issue of job relatedness. a. McDonnel Douglas v. Green b. Connecticut v. Teal c. Pan American Airlines v. Diaz d. Griggs v. Duke Power

7) Engagement is: A) the belief that the organization cares about talent management. B) transactional rewards which are consistent across competing organizations. C) positive emotional connection to the employer and a clear understanding of the strategic significance of the job. D) providing competitive base pay. E) relational work experiences.

C) positive emotional connection to the employer and a clear understanding of the strategic significance of the job.

62) Untac Inc., a consulting engineering firm, has recently implemented a type of organization -wide incentive plan whereby all full time employees share in the companyʹs profits. Untac Inc. has implemented a: A) salary and commission plan. B) gainsharing plan. C) profit-sharing plan. D) piece-rate incentive plan. E) profit-loss plan.

C) profit-sharing plan

47) One way to depict the pay rate ranges for each pay grade is with a wage structure graphically depicting the: A) scatter-plot points within a pay grade. B) range of jobs. C) range of pay rates for each pay grade. D) range of pay grades for each pay rate. E) pay for each job.

C) range of pay rates for each pay grade.

48) The most prevalent approach to compensating salespeople is to use a combination of: A) commissions and profit sharing. B) salary, commission, stock options, and profit sharing. C) salary and commissions. D) salary and stock options. E) commission and stock options.

C) salary and commissions

29) When all employees earning over a threshold amount are automatically eligible for consideration for short-term incentives, this is called the criterion of: A) key position. B) job evaluation. C) salary-level cutoff point. D) job clusters. E) salary grade.

C) salary level cutoff point

21) The following are ways that employers use team or group incentive plans EXCEPT: A) setting a production standard based on the final output of the group as a whole. B) setting work standards for each member of the group and maintaining a count of the output of each member. C) setting a standard that all members receive payment equal to the 75th percentile of the group as a whole. D) broad criteria such as total labour-hours per final product. E) choosing a measurable definition of group performance or productivity that the group can control.

C) setting a standard that all members receive payment equal to the 75th percentile of the group as a whole

The subspecialty that involves the study of motivation, work attitudes, and the culture of organizations is: A) industrial psychology. B) personnel psychology. C) performance psychology. D) organizational psychology.

64) A type of organization-wide incentive plan which usually involves having a corporation contribute shares of its own stock to a trust, and distributes the stock to employees on retirement or separation from service, is referred to as a(n): A) employee trusteeship plan. B) individual retirement plan. C) gainsharing plan. D) profit-sharing plan. E) employee stock ownership plan.

E) employee stock ownership plan

16) Wages must compare favourably with rates in other organizations or an employer will find it hard to attract and retain qualified employees. This is known as: A) wage compensation. B) need for equity. C) compensation policy. D) internal equity. E) external equity

E) external equity

70) Reasons why incentive plans do not work include the following EXCEPT: A) performance pay cannot replace good management. B) rewards may undermine responsiveness. C) rewards rupture relationships. D) pay is not a motivator. E) firms do not get what they pay for.

E) firms do not get what they pay for

11) Most Canadian human rights acts prohibit discrimination in pay based on the following grounds EXCEPT: A) sex. B) age. C) physical disability. D) colour. E) height.

E) height.

Disqualifier

"Can you work weekends" and "Can you work overtime without notice" are examples of which type of interview question?

situation-wanted ad

"General Manager: Seeking position as General Manager in Hotel /Motel Restaurant operation. Six years of experience in all aspects of hospitality industry (includes personnel, food and beverage, sales, training). Excellent references available upon request. Reply to Box 3349, East Barre, Vermont." This advertisement BEST exemplifies a(n):

future-focused (situational) question

"Suppose that an angry customer started yelling at you in front of other customers. What would you do?" This type of interview question is an example of a:

What employment settings do the largest percentage (over 40%) of I/O psychologists work in? A) universities B) private organizations C) non-profit organizations D) consulting firms

What is one of SIOP's top 10 workplace trends for 2016? A) using social media in recruiting and selecting applicants B) addressing workplace violence C) facilitating intergenerational cooperation D) a lack of competent leadership in the workplace

dynamic strength

A job in which an employee continually lifts 25 pound boxes from 9:00 a.m. to 5:00 p.m. requires: a. trunk strength b. gross body equilibrium c. dynamic strength d. static strength

an inability to perform

A performance appraisal instrument would be most useful in terminating an employee due to: a. a violation of company rules b. a layoff c. an inability to perform d. employment-at-will

job descriptions are available

A task analysis conducted as part of a training needs assessment is made easier if: a. a person analysis is conducted first b. job descriptions are available c. training has previously been conducted d. trainers are certified

28) The type of job evaluation method where the groups are called classes if they contain similar jobs is called the: A) job classification method. B) ranking method. C) factor comparison method. D) point method. E) Hay plan method.

A) job classification method.

5) A term plan that refers to any plan that ties pay to productivity or to some other measure of the firmʹs profitability is called: A) variable pay. B) a quality circle. C) a profit-sharing plan. D) a fringe benefit. E) a supplemental pay benefit.

A) variable pay.

$2,000

About how much does it cost per finished minute to develop a custom training video? a. $100 b. $10,000 c. $2,000 d. $750

90%

About what percent of organizations use Internet recruiters?

According to national statistics, the average salary for women in the U.S. is ____ of the average salary for men. a. 57% b. 98% c. 50% d. 80%

d. a and b

According to the text, collecting data on social support for training from managers and peers is a component of which level analysis? a. Organizational analysis b. Personal analysis c. Task analysis d. a and b

case studies

According to your text, _______ are a good training method for teaching analysis and synthesis skills. a. critical incidents b. case studies c. computer assisted instruction d. programmed instruction

Cognition

According to your text, a performance appraisal instrument focuses on many areas. Which of the following is NOT one of the areas listed in your text? a. Traits b. Competencies c. Tasks d. Cognition

Work Preference Inventory

An individual's orientation toward intrinsic and extrinsic motivation is measured by the: a. Employee Personality Inventory b. Job Descriptive Index c. Test of Motivational Style d. Work Preference Inventory

motivation

An internal force that drives a worker to perform well is = a. job satisfaction b. ego needs c. safety needs d. motivation

transfer of training

An organization requires its managers to "get away" for a few days and participate in a training program designed to increase their effectiveness as managers. Following the training program, managers often feel the training program was worthwhile; however, it is not uncommon for these managers to return to their operations and perform their old habits while ignoring the recently presented principles. This scenario is related to the issue of: a. transfer of training b. massed practice c. distributed practice d. feedback

use a blind box ad

An organization that does not want its name in public, or fears that people won't apply if they knew the name of the company, would probably:

A doctoral student in I/O psychology will complete his or her training by completing a _____, which will involve reviewing the research literature and designing a study to answer a series of research questions. A) publication B) dissertation C) practicum D) competency exam

A scientist/practitioner is someone who: A) industrial and organizational psychology. B) theory and application. C) leaders and followers. D) SIOP and APA.

According to Moore and Hartmann, I/O psychology in Europe: A) did not start developing until the 1950s. B) developed earlier and faster than it did in the United States. C) suffered from a lack of financial and governmental support. D) was hampered by researchers refusing to collaborate with one another.

27) The job classification method of job evaluation is a widely used method in which jobs are categorized into: A) departments. B) groups. C) factors. D) clusters. E) functions.

B) groups.

24) The following are primary functions of the job evaluation committee EXCEPT: A) evaluating the worth of each job. B) selecting behavioural anchors. C) selecting compensable factors. D) selecting a job evaluation method. E) identifying 10 or 15 key benchmark jobs.

B) selecting behavioural anchors.

The size of incentive doesn't matter

Bastion Manufacturing plans to start a formal employee referral program in which employees referring an applicant will get an incentive. According to research, which of the following incentives would result in the most number of employee referrals?

the recency effect

Bob has been a model employee all year except for the last two to three weeks

A recent conceptualization of ethical leadership that focuses on followers' perceptions of leader behaviors as morally right is known as: A) good apples. B) alpha leadership. C) moralized leadership. D) beta leadership.

The Army Alpha test: A) helped determine which soldiers were too traumatized for active duty. B) was used to determine which soldiers had the mental toughness to be successful spies. C) was a mental ability test that helped the army select and place military personnel. D) was a physical ability test that all military personnel had to pass to be considered for combat duty.

The birth of organizational psychology has been viewed by many as marked by: A) World War II. B) Army Alpha and Army Beta testing. C) the Hawthorne Studies. D) the civil rights movement.

What employment settings do the smallest percentage (4%) of I/O psychologists work in? A) universities B) private organizations C) non-profit organizations D) consulting firms

35) With a true individual incentive, it is the managerʹs individual effort and performance that are rewarded with a(n): A) individual wage. B) salary. C) bonus. D) cost-of-living adjustment. E) perquisite.

C) bonus

54) An alternative method to a traditional job evaluation is pay: A) for education. B) for responsibility. C) for skill/competency. D) for ability. E) based on seniority.

C) for skill/competency.

69) A type of organization-wide incentive plan that engages many or all employees in a common effort to achieve a companyʹs productivity objectives by sharing the resulting cost savings among employees and the company is referred to as a: A) profit-sharing plan. B) productivity plan. C) gainsharing plan. D) cost savings plan. E) common incentive plan.

C) gainsharing plan

57) Employees whose work involves the application of learned knowledge to the solution of the employerʹs problems are referred to as: A) hourly employees. B) managerial employees. C) professional employees. D) executives. E) supervisory employees.

C) professional employees

69) You are the HR professional at a forestry company. You are responsible for implementing a pay equity plan. Which of the following questions would not be beneficial for the purpose of avoiding pay equity problems? A) Are job duties and responsibilities clearly documented? B) Are pay equity laws being monitored and adhered to in each province? C) Have pay equity consultants been hired? D) When was the pay system last reviewed? E) Is the pay system clearly documented in a salary administration manual?

C. Have pay equity consultants been hired?

charge higher fees

Compared to employment agencies, executive search firms:

1 page

Cover letters should never be longer than:

Creating a list of tasks that are thought to be involved with a job, and having job incumbents rate the tasks on scales such as frequency of occurrence and importance, best defines which job analysis method? a. Task analysis b. Critical incident technique c. Job-element approach d. Ammerman technique

Approximately how many doctoral programs exist for I/O psychology and related fields? A) 20 B) 70 C) 150 D) 220

From the mid-1980s to the present, much I/O research has been focused on: A) the human condition. B) scientific management. C) matching military recruits to jobs. D) cognitive frameworks and processes.

55) With skill/competency-based pay, employees are not paid for the job they currently hold, but instead for the following EXCEPT: A) types of skills. B) depth of skills. C) knowledge. D) years of experience. E) range of skills.

D) years of experience.

38) One drawback to the split-award approach is that it pays too much to the marginal performer, who, even if his or her own performance is mediocre, at least gets the second, company -based bonus. One way to get around this would be to use the: A) lump-sum bonus method. B) group incentive plan. C) individual award system. D) multiplier method. E) individual bonus method.

D)multiplier method

Determining the worth of a job defines: a. functional job analysis b. job evaluation c. comparable worth d. salary surveying

specialized skills

Direct mail recruiting works best for positions involving:

a performance appraisal approach

Discussing an employees' strengths and weaknesses on the job is characteristic of _______ to training. a. a performance appraisal approach b. a coaching approach c. a role playing approach d. none of these approaches

37) Wage surveys undertaken by the human resources department may collect other data which would include the following EXCEPT: A) sick leave benefits. B) vacation time. C) employee benefits. D) insurance benefits. E) industry demand

E) industry demand

depth

Employees who are paid for learning specialized skills are participants in a ____ skill plan. a. depth b. vertical c. basic d. horizontal

all of the above

Employees who perform well in training are generally: a. bright b. motivated c. goal oriented d. all of the above

achievement

Employees with a high need for _______ are motivated by jobs that are challenging and over which they have some control. a. Theory Y b. power c. achievement d. affiliation

10% to 30%

Employment agencies charge the company or the applicant when the applicant takes the job. The amount charged usually ranges from _______ of the applicant's first year salary.

Even though the _______ are not law, courts have granted them "great deference." a. Amendments b. APA Principles c. Uniform Guidelines d. Standards and Practice Guidelines

small / both positive and negative

Feedback works best when it is given in _____ amounts and ______ feedback is provided. a. small / only positive b. moderate / only negative c. large / positive d. small / both positive and negative

• pay attention to the model's behavior • be able to retain the observed behavior • be able to reproduce the observed behavior

For MODELING to be effective, the observer must:

all three of these are required

For an employee to model another's behavior, employees must: a. pay attention b. be able to retain the information c. be able to reproduce the behavior d. all three of these are required

all three of these are item standards

Gandy and Dye (1989) believe that proper biodata items must: a. be job related b. deal with events under a person's control c. have answers that are verifiable d. all three of these are item standards

Generating examples of good and bad performance, and categorizing these examples based on their similarities and differences with other examples, best defines which job analysis method? a. Task analysis b. Critical incident technique c. Job-element approach d. Ammerman technique

External recruitment methods

Help-wanted signs, job fairs, and direct mailings are all examples of:

Four

How many paragraphs does the typical cover letter contain?

Stale work force devoid of many ideas

If a company has a high rate of promoting from within, which of the following may result?

typical answer

If a group of employees brainstormed possible answers to an interview question, they would most likely be using the ____ approach to scoring a structured interview.

an error

If an employee was to produce a work product of a quality level above the organization's standards, it technically would be called _______. a. an error b. good worker output c. self initiative d. none of these

Dear human resource director

If you don't know the name of the person to whom you are sending your resume, use:

If you have a small number of incumbents in a job (6 people), how many should you interview as part of your job analysis? a. all 6 b. 2 c. 4 d. 1

key issues

In a structured interview, if an applicant gets a point for each part of an answer that taps a main point, she is being scored using the ____ approach.

internal equity / external equity

In job evaluation, compensable factors would be associated with determining _____, whereas salary surveys would be associated with determining ________.

In job evaluation, compensable factors would be associated with determining _____, whereas salary surveys would be associated with determining ________. a. internal equity / external equity b. external equity / internal equity c. internal equity/ wage trend lines d. external equity/wage trend lines

a. the training resources that are available

In the needs assessment process, organizational analysis deals with identifying _____. a. the training resources that are available b. employees' personal characteristics c. the conditions under which tasks are performed d. the employees who require training

control group / outside factors

Including a(n) ____ in the research design allows a researcher to look more closely at the effects of ______. a. control group / outside factors b. experimental group / outside factors c. control group / training program d. experimental group / training program

structure

Increasing the ______ of references seems to increase validity. a. length b. scoring complexity c. structure d. psychometric depth

Informal changes that employees make in their jobs is called: a. job crafting b. spontaneous revision c. position alterations d. job reconstruction

Lack of job relatedness

Interview questions such as, "Why should I hire you" and "What college subjects do you like best" demonstrate which negative aspect of unstructured interviews?

retain the information

It is important to limit the number of behaviors being modeled so the employee can: a. pay attention b. retain the information c. reproduce the behavior d. model the behavior for others

contrast error

Janet is perceived by her dining room manager, Sarah, as the best waitress who ever worked for her. Naturally, Janet's ratings on her performance appraisal are all high. Tom, on the other hand, is an average waiter

consistency theory

Janice sends all of her new employees to a self-esteem workshop. She must believe in ______. a. consistency theory b. equity theory c. expectancy theory d. social learning theory

Job analysis can serve as a foundation for: a. selecting employees b. training employees c. evaluating employees' performance d. all of these and more

Job analysis interviews are conducted to determine: a. who should conduct the job analysis b. who should participate in the job analysis c. information about the job itself d. if a job analysis is even necessary

Committee-based job analysis

Manny conducted a job analysis by convening a panel of subject matter experts and having the panel identify the tasks performed, conditions under which they are performed, and KSAOs needed to perform for the position of Marketing Supervisor. This is an example of

formal vs. informal requirements.

Megan is writing job descriptions and she can't decide whether she should include "getting coffee for the boss" as a task. Her decision is related to the issue of:

are slightly correlated (r: .39)

Meta-analysis results indicate that objective and subjective measures of performance: a. are slightly correlated (r: .39) b. are highly correlated (r: .80) c. are not correlated (r: .02) d. can never be correlated

Personality

Modeling is a very useful training method. Which of the following is NOT a characteristic of someone we would model? a. Similarity b. Success c. Status d. Personality

2-3 days

Most drugs can be detected for ______ after use. a. 8 hours b. 2-3 days c. 2-3 weeks d. 2-3 months

Poor

Most evidence suggests that the typical unstructured interview is a _______ predictor of future performance.

Vocational interest

Of the four choices below, which is the worst predictor of employee performance? a. Biodata b. Cognitive ability c. Vocational interest d. Assessment centers

$1,000

On average, organizations annually spend about _____ per employee on training. a. $200 b. $1,000 c. $5,000 d. $10,000

Organizational analysis

Once task statements have been written, the next step is to

Rate task statements

Once task statements have been written, the next step is to

Once task statements have been written, the next step is to: a. select tests to tap KSAOs b. determine essential KSAOs c. interview incumbents d. rate the task statements

use the structured interview

Perhaps the best way to ensure that interviewers base their decisions on relevant information is to:

Overlearning

Practicing a task even after it has been successfully learned refers to: a. transfer of training b. massed practice c. overlearning d. distributed practice

Information is presented in large units

Programmed instruction is effective because it takes advantage of several important learning principles. Which of the following is NOT one of the learning principles? a. Learning is self-paced b. Trainees are actively involved in learning c. Information is presented in small units d. Information is presented in large units

truth about / tenure

Realistic job previews involve telling potential applicants the ____ a job with an objective of increasing _____.

the greatest number of applicants

Research associated with writing recruitment ads has found that ads displaying the company emblem and using creative illustrations attracted:

incentive

Skill-based pay is primarily a(n) _______ method. a. goal setting b. incentive c. feedback d. modeling

the Peter Principle

Stark Industries has a policy of promoting employees who perform well. Unfortunately, many of the people promoted do not become effective supervisors. Currently, there is a crisis because most of the supervisors are getting poor performance reviews. Stark Industries seems to be a good example of

affiliation / power

Sue is motivated by jobs in which she can help others, whereas Bob is motivated by the desire to influence others. Sue has a high need for _______ and Bob has a high need for _______. a. affiliation / power b. affiliation / achievement c. achievement / affiliation d. achievement / power

Answer: false

T/F Age, or even the generation an employee belongs to, does not affect how they prefer to learn.

Answer: false

T/F Competency models are typically only used for training purposes.

Answer: true

T/F Determining a job's cognitive ability requirement is part of the task analysis process.

Answer: false

T/F It is always important to conduct a thorough needs assessment at the organization, personal, and task levels of analysis.

Answer: false

T/F Pressure points almost always suggest that a training need is present in the organization.

The ___ is an excellent job analysis method for information about the work environment. a. JCI b. PAQ c. F-JAS d. AET

The ___ is an excellent job analysis method for information about tools and equipment. a. JCI b. PAQ c. F-JAS d. AET

The ___ is an excellent job analysis method for obtaining the physical abilities needed to perform a job. a. JCI b. PAQ c. F-JAS d. AET

The ______ is the job analysis method created to replace the Dictionary of Occupational Titles (DOT). a. FJA b. PAQ c. AET d. O*NET

The best method(s) to use in analyzing a job appears to be: a. the Position Analysis Questionnaire b. interviews, observations, and job participation c. The Critical Incident Technique d. dependent on how the information will be used

conduct a job analysis

The first step in creating an assessment center is to: a. conduct a job analysis b. find a location to hold the center c. develop the necessary exercises d. restructure the company budget

compensable job

The first step in evaluating a job is to decide what factors differentiate the relative worth of jobs. These are called _______ factors.

The first step in evaluating a job is to decide what factors differentiate the relative worth of jobs. These are called _______ factors. a. job related b. compensable job c. task d. structural

shrinkage

The manager of a retail store notices that 7% of the inventory is missing. She doesn't know if the merchandise was stolen, lost, or broken. This missing inventory is called ______ and is one of the criteria used to validate integrity tests. a. a loss leader b. inventory obsolescence c. product pilferage d. shrinkage

rank order

The most common method of employee comparison is the _______ method. a. paired comparison b. forced distribution c. rank order d. behavioral anchored rating scale

graphic rating

The most common type of rating scale is the _______scale. a. behavioral anchored rating b. behavioral observation c. graphic rating d. forced choice rating

conscientiousness / extraversion

The personality dimension of _____ is the best predictor of performance whereas _____ is the best predictor of promotions. a. openness / conscientiousness b. conscientiousness / extraversion c. extraversion / agreeableness c. conscientiousness / stability

determining salary increases

The statement "It's not fair to pay a poor employee the same amount of money as an excellent employee" exemplifies the need for accurate performance appraisals in: a. determining salary increases b. making promotion decisions c. employee training and feedback d. training needs assessment

The statistical method most commonly used in a salary equity study is: a. analysis of variance b. chi-square c. regression d. nominal analysis

small (r = .02)

There is a _____ correlation between how well employees liked a training program and how much they learned. a. small (r = .02) b. moderate (r = .40) c. large (r = .80) d. almost perfect (r = .94)

job rotation

Though ______ are/is a valuable method of training, it has been said that unions often use them to restrict entry into their trades. a. role plays b. behavioral modeling c. job rotation d. apprenticeships

both are important reasons

Though work samples are excellent selection tools for several reasons, the main reason for not using them is that they can be: a. expensive to construct b. expensive to administer c. neither are important reasons d. both are important reasons

To construct a wage trend line, I would use: a. regression b. a ruler and graph paper c. nomological statistics d. the span of discretion

Regression

To construct a wage trend line, which is a common basis in determining internal pay equity, we would use:

secret shoppers

To get better customer feedback on employee performance, _______ are used. a. secret shoppers b. consultants c. peer ratings d. employee comparisons research

adopted pass-through programs

To reduce the loss of productivity associated with coaching, some organizations such as Pitney-Bowes have ______. a. decided not to use coaching b. adopted pass-through programs c. adopted total quality management d. adopted mentoring as a training method

performance appraisal scores

Using _______ are perhaps the easiest method of person analysis. a. performance appraisal scores b. surveys c. interviews d. skill and knowledge tests

massed practice

Waiting until the night before a test to read the chapters and review your notes may be referred to as: a. overlearning b. massed practice c. distributed practice d. social learning

potential for legal problems

When personnel professionals are concerned with adverse impact or invasion of privacy associated with a test, they are assessing the: a. cost b. scoring methods c. reliability d. potential for legal problems

All of these (Validation of employment testing, Training needs assessment, Employee training and feedback)

Which of the following is an area of potential use for performance appraisals? a. Validation of employment testing b. Training needs assessment c. Employee training and feedback d. All of these

Which of the following is another name for a job competency? a. Work context b. Job factors c. Training requirements d. KSAOs

Thin layer chromatography

Which of the following tests in used to confirm an initial positive reading for drugs? a. EMIT b. RIA c. Radioimmunoassay d. Thin layer chromatography

Person analysis

Which training needs assessment technique is concerned with an individual employee's training needs? a. Organizational analysis b. Job analysis c. Person analysis d. Operations analysis

Coaching

Which training technique assigns a new employee with an experienced employee who is told to "show the kid the ropes?" a. Apprenticeship training b. Job rotation c. Coaching d. Person analysis

Halo

Which type of rating error does not necessarily rate all employees similarly? a. Strictness error b. Leniency error c. Central tendency error d. Halo

forced distribution

With the _______ method, a predetermined percentage of employees are placed into one of five categories. a. paired comparison b. forced distribution c. rank order d. behavioral anchored rating scale

On December 20, 1901, which person gave a speech on the psychological aspects of advertising that marked the beginning of I/O psychology? A) Walter Dill Scott B) Kurt Lewin C) Laura Koppes D) Richard Hackman

A revised version of the Position Analysis Questionnaire which is used by a job analyst rather than a job incumbent is the: a. Job Structure Profile b. Job Element Inventory c. Job Components Inventory d. AET

Internal recruitment

Based on the available research, which of the following recruitment strategies may enhance employee moral and motivation?

Simulations

For two days prior to "opening," employees in a Food and Beverage Department actually take orders, prepare food, serve meals, and compute check totals for other employees posing as tourists. These exercises allow the staff members to work in an environment that closely resembles the actual work environment. These exercises are referred to as: a. apprentice training b. simulations c. behavior modeling d. role playing

Employee reactions

Having trainees evaluate how much they learned from and enjoyed a training program taps which of the following criteria? a. Employee reactions b. Content validity c. Employee learning d. Application of training

negligent hiring

If an employer does not check an applicant's references and the applicant molests a child after being hired, the employer could be charged with: a. negligent reference b. defamation c. tort reform d. negligent hiring

external equity

If an organization's compensation plan is competitive with other similar organizations', they are said to have:

If an organization's compensation plan is competitive with other similar organizations', they are said to have: a. internal equity b. external equity c. merit d. comparable worth

Edits supervisor's memos

Which of the following is a proper task statement?

contrast

If managers allow their performance ratings of one employee to affect their performance ratings of another employee, they have committed a _______ error. a. strictness b. contrast c. carry over d. proximity

slander

In a reference check over the telephone, Bob says that his former employee Ted was a real jerk and couldn't be trusted. Ted might sue Bob for: a. negligent hiring b. libel c. negligent reference d. slander

questionnaire approach

In constructing a biodata instrument, John asks his employees to answer a series of questions about their background. John then compares these answers to the employees' job performance. John is using which of the following methods? a. rare response scoring b. questionnaire approach c. vertical percentage method d. composite scoring

c. the business strategy and goals are identified

In the process of developing a competency model, the job or position to be analyzed is identified after _____. a. the needs assessment strategy is selected b. the effective and ineffective job performers are identified c. the business strategy and goals are identified d. the competencies responsible for effective and ineffective performance are identified

In the task statement, "Types correspondence to be sent to vendors," ____ is the action and ___ is the object. a. correspondence/types b. correspondence/vendors c. types/correspondence d. vendors/types

Both yield the same results

In using either committee-based or field-based job analysis, research shows that

c. Employees lack the knowledge and skill to perform a job, but the other factors are satisfactory.

In which of the following instances is training most likely needed? a. Employees have the knowledge and skill to perform a job, but they have inadequate input. b. Employees have the knowledge and skill to perform a job, but they lack feedback. c. Employees lack the knowledge and skill to perform a job, but the other factors are satisfactory. d. Employees have the knowledge and skill to perform a job, but the consequences are inadequate.

physical ability

Jobs such as police officer, fire fighter, and lifeguard, which require physical strength and stamina, often use _______tests. a. physical ability b. mental ability c. general aptitude d. job knowledge

Josh conducted a job analysis by convening a panel of experts and having the panel identify the objectives and standards that are to be met by the ideal incumbent. What method of job analysis is Josh using? a. PAQ b. AET c. Nagy-Reilly Approach d. Ammerman Technique

Knowledge, skill, ability, and personality are types of: a. competencies b. job factors c. job functions d. compensable factors

Job competencies

Knowledge, skills, ability and personality are types of:

classroom training

Lectures, use of videos, discussions, and question and answer periods are activities which belong to which of the following training methods? a. classroom training b. distance learning c. computer-assisted instruction d. on-the-job training

Level of responsibility, mental demands, and education requirements would be potential ________ factors. a. job related b. compensable job c. task d. structural

cognitive

Most general ability tests place the many specific aptitudes into one of three main dimensions. The _______ dimension includes verbal, numerical, logic, and general learning aptitudes. a. cognitive b. developmental c. perceptual d. psychomotor

the 32% increase was actually due to the training

Nagy Enterprises had a 32% increase in sales after sending its employees to the Reilly School of Sales. However, without the use of a control group, it is difficult to determine if: a. the money was spent wisely b. the 32% increase was actually due to the training c. the increase was due to outside factors d. the trainees actually learned anything

actual performance appraisal evaluation

Observation and cognitive processing of behavior occurs during the: a. performance appraisal review b. actual performance appraisal evaluation c. selection of the performance criteria d. instrument development stage

Senior

Progressive discipline is especially important if a ______ employee violates a company rule. a. senior b. new c. private sector d. poor performing

Peter Principal

Promoting employees until they reach their highest level of incompetence is called the: a. Anderson criteria b. paradoxical shift c. attribution error d. Peter Principal

Promoting people until they reach their highest level of incompetence is called: a. the Anderson Analog b. the Peter Principle c. personpower planning d. none of these

Errors

Quality of work is usually measured in terms of _______, which are defined as deviations from a standard. a. errors b. relevant job behaviors c. attendance d. all of these

self-fulfilling prophecy

Ruth believes that she can effectively handle any customer complaint, whereas Jill is worried that she will cry if a customer yells at her. The ______ would predict that Ruth will perform better than Jill. a. social learning theory b. equity theory c. self-fulfilling prophecy d. expectancy theory

the recency effect

That Bob puts more weight on behavior occurring two weeks prior to evaluation is a good example of ______. a. the recency effect b. frame enhancement c. leniency error d. contrast error

statistically-based

The 16PF is a personality inventory whose 16 dimensions were determined by a factor analysis. The 16PF is an example of a(n) ______ test. a. theory-based b. empirically-keyed based c. parapsychology-based d. statistically-based

• use of performance appraisal scores • surveys • interviews • skill and knowledge tests • critical incidents

What are five methods of PERSON ANALYSIS?

• simulation • role play • modeling • behavioral modeling • job rotation

What are five training methods that involve SAMPLE JOB PERFORMANCE?

• content validity • employee reactions • employee learning • application of training • bottom-line measures

What are the five criteria used to evaluate training success?

has shown that people skip levels

19. In general, research on Maslow's theory: a. has been very supportive b. has shown that there should be six levels c. has shown that people skip levels d. indicates the theory does not make intuitive sense

ERG theory

20. Which need theory has three levels of needs and allows individuals to skip levels? a. Maslow's theory b. ERG theory c. Two-factor Theory d. McClelland's needs theory

pay

21. According to two-factor theory, ____ is an example of a hygiene factor. a. growth b. control c. responsibility d. pay

general

22. Making goals _______ would not increase their effectiveness. a. specific b. general c. high but attainable d. concrete

It was not specific

23. Fred's parents tell him to try his best in college. Fred's first semester GPA is 1.8 and his parents are mad. What was wrong with the goal set for Fred? a. It was not specific b. It was not general enough c. It was too high d. Fred did not help set the goal

no effect on performance

24. Three meta-analyses indicate that allowing an employee to participate in goal setting will result in: a. an increase in performance b. a decrease in performance c. no effect on performance d. decreased job satisfaction

goal setting theory

25. Brian assigns tasks that are challenging, yet achievable and specifically tells employees what he expects from them. It sounds like Brian believes in: a. providing feedback b. the Pygmalion effect c. intrinsic motivation theory d. goal setting theory

feedback

26. The supervisor at a local grocery store schedules individual monthly meetings with her four employees to let them know how they are doing in their respective areas. The supervisor is using a technique known as: a. social learning b. modeling c. feedback d. goal setting

behavior / others

28. Feedback is most effective when it focuses on an employee's ______ and the supervisor explains how the behavior impacts _____ . a. behavior / others b. personality / the employee c. behavior / the employee d. personality / others

monitor their own progress toward goals

29. Self-regulation theory states that employees: a. do not like to receive feedback b. want feedback but tend to ignore it c. monitor their own progress toward goals d. consistently set unrealistic goals

reinforcement of behavior

30. Operant conditioning focuses on: a. modeling of behavior b. self-esteem c. reinforcement of behavior d. employee needs

All three can increase performance

31. Which of the following types of rewards has been shown not to increase performance? a. Financial b. Non-financial c. Social d. All three can increase performance

Fredrick Taylor's approach to work motivation was known as: A) vocational interests. B) Army Alpha. C) scientific management. D) scientist/practitioner approach.

instrumentality

55. A waiter is asked to increase his check average by "suggestively selling" appetizers, salads, and desserts. It has been explained to the waiter that the larger his check average, the more he will make in tips. However, the waiter does not believe that suggestive selling will actually result in increased tips. In this scenario, the waiter's belief that suggestive selling is not likely to result in more tips exemplifies: a. equity b. expectancy c. instrumentality d. valence

expectancy theory

56. Dave is the owner of Cohen's Sassy Designs. He takes great effort to make sure that his employees know that if he promises a reward, he will always keep his word. Dave seems to believe in: a. consistency theory b. equity theory c. expectancy theory d. social learning theory

equity theory

57. According to _______, an employee's motivation is related to how fairly she believes she is being treated compared to other employees. a. Maslow's theory b. equity theory c. consistency theory d. ERG theory

reduce her effort

58. If an employee feels she is underpaid for the effort she exerts, she will probably: a. work harder b. not change her effort c. reduce her effort d. feel guilty

equity theory

59. All of Armand's employees make the same amount of money but he thinks they lie to each other about how much they make. To stop this, he posts all salary information on the bulletin board. Armand seems to believe in _______. a. consistency theory b. equity theory c. expectancy theory d. social learning theory

more motivated

60. Employees who work with highly motivated employees are likely to be _______ than employees who work with unmotivated coworkers. a. less challenged b. less satisfied c. more resentful d. more motivated

Dinah's work primarily involves which area of emphasis? A) organizational development B) training and development C) performance appraisal D) quality of work life

During World War I, the Army Alpha and Army Beta tests differed from previous intelligence tests in that they: A) were composed of multiple-choice questions and could be administered in groups. B) were meant to be administered to one individual at a time. C) rewarded employees for higher levels of intelligence. D) were used to assess personality.

Frederick Taylor's scientific management approach suggested that employees could be motivated to work effectively by means of: A) financial incentives. B) praise and recognition. C) seeing the practical importance of their work. D) a feeling of fairness.

One of the university-based I/O psychology training programs that emphasized organizational issues rather than industrial issues was the: A) Research Center for Group Dynamics at Massachusetts Institute of Technology. B) Human Resources Lab at Carnegie Tech. C) Human Resources Lab at Pennsylvania State University. D) Quality of Work Life Center at the University of Maryland.

The association with which most I/O psychologists affiliate is: A) SIOP. B) JOOP. C) MPA. D) AIOP.

The first PhD in industrial psychology was earned by _____ in 1921. A) Bruce V. Moore B) Walter Dill Scott C) Hugo Munsterberg D) Lillian Gilbreth

The five areas that account for the largest portion of work conducted by I/O psychologists are organizational development, performance appraisal, selection, quality of worklife, and: A) training and development. B) compensation. C) human factors. D) consumer behavior.

The five areas that account for the largest portion of work conducted by I/O psychologists are training and development, performance appraisal, organizational development, quality of work life, and: A) selection. B) compensation. C) human factors. D) consumer behavior.

The five areas that account for the largest portion of work conducted by I/O psychologists are training and development, performance appraisal, selection, organizational development, and: A) quality of work life. B) compensation. C) human factors. D) consumer behavior.

The five areas that account for the largest portion of work conducted by I/O psychologists are training and development, performance appraisal, selection, quality of work life, and: A) organizational development. B) compensation. C) human factors. D) consumer behavior.

What is one of the top trends in I/O psychology according to a SIOP article published in 2016? A) the growing importance of innovation and creativity B) bullying and aggression in the workplace C) addressing intergenerational issues D) a lack of competent leadership in the workplace

What is the top trend in I/O psychology according to a SIOP article published in 2016? A) Globalization and the virtual workplace B) Bullying and aggression in the workplace C) Addressing the aging workforce D) Increased physical dangers in the workplace

When Kish-Gephart, Harrison, and Trevino (2010) talk about "bad apples" in terms of organizational ethics, they are referring to: A) characteristics of people who make poor ethical choices. B) characteristics of situations that lead to unethical decisions. C) organizational characteristics that are defined by poor ethics. D) individuals who convince others to make poor ethical choices.

Which of these occurred during the time period between World War II and the mid-1960s? A) Organizational psychology became a more equal partner with industrial psychology. B) The Army Alpha and Army Beta intelligence tests were administered for the first time. C) Bruce V. Moore received the first PhD in I/O psychology. D) Hugo Munsterberg published The Psychology of Management.

be more practical than other designs

A Solomon Four Groups Design attempts to do all of the following except: a. control for the effects of outside factors b. control for the effects of pretesting c. control for the effects related to time d. be more practical than other designs

Halo

A _______ error occurs when a rater allows either a single attribute or an overall impression to affect their ratings. a. leniency b. proximity c. strictness d. halo

pass-through programs

A training program that has experienced workers temporarily assigned to the training department is called a(n) _______. a. pass-through programs b. apprenticeship programs c. job enlargement programs d. none of these is correct

leniency

A type of distribution error in which a rater tends to rate every employee at the upper end of the scale is called _______ error. a. leniency b. central tendency c. strictness d. halo

central tendency

A type of distribution error in which a rater tends to rate every employee in the middle of the scale is called _______. a. leniency b. central tendency c. strictness d. halo

56) Traditional merit pay plans have the following characteristics: A) a merit raise is usually based on individual performance, although the overall level of company profits may affect the total sum for merit raises. B) a merit raise is based on overall level of company profits. C) a merit raise is usually based on individual performance only. D) a merit raise is usually based exclusively on group performance. E) a merit raise is usually based on corporate performance.

A) a merit raise is usually based on individual performance, although the overall level of company profits may affect the total sum of merit raises

4) Aziz is the human resources professional at a consulting engineering company. He has been asked by the executive team to suggest incentives that would most likely motivate the senior engineers who have worked in their professional capacity for at least 20 years and are generally in their early 50ʹs. Which of the following should Aziz suggest? A) a recognition program and adventure travel B) a luxury cruise C) on-site day care D) paid time off to volunteer for charitable organizations E) adventure travel

A) a recognition program and adventure travel

50) Paying salespeople according to a plan that compensates them in direct proportion to their sales is called a: A) commission plan. B) proportional compensation plan. C) direct compensation plan. D) combination plan. E) straight salary plan.

A) commission plan

32) The point method of job evaluation identifies several compensable factors, each having several degrees, in addition to: A) degrees to which each of these factors is present in the job. B) identifying behavioural anchors. C) establishing points in ranking jobs. D) ranking jobs. E) degrees within a present job.

A) degrees to which each of these factors is present in the job.

1) Popularized by Frederick Taylor in the late 1800s, financial rewards paid to workers whose production exceeds some predetermined standard came into use. These financial rewards are commonly referred to as: A) financial incentives. B) perquisites. C) group incentive plans. D) Taylor bonuses. E) piecework plans.

A) financial incentives.

57) Experience has shown that competency -based pay is more efficient in the ________ years of its existence. A) first B) first 10 C) later D) first 5 E) last

A) first

37) In a true individual incentive bonus plan each individual person gets a bonus based on: A) individual effort and performance. B) no hard-and-fast rules. C) group effort and performance. D) department productivity. E) the same amount, from year to year.

A) individual effort and performance

8) A type of incentive plan that gives income over and above base salary to individual employees who meet a specific individual performance standard is a(n): A) individual incentive program. B) straight commission. C) spot bonuses. D) cash bonus system. E) profit-sharing plan.

A) individual incentive program.

3) A total rewards approach considers: A) individual reward components as part of an integrated whole. B) cost constraints. C) compensation and benefits together. D) business strategy. E) employee value

A) individual reward components as part of an integrated whole.

51) Broadbanding facilitates less specialized, boundaryless: A) jobs and organizations. B) division of work. C) leniency and error. D) job evaluation. E) geographic dispersion.

A) jobs and organizations.

71) There are several specific common-sense considerations in establishing any incentive plan. Of primary importance is: A) line of sight. B) goal setting. C) superior business results. D) pay-for-performance plans. E) relationship building.

A) line of sight

58) The great challenge of competency -based pay is: A) measurement of skills, abilities and competencies. B) determining base pay. C) competency definition. D) educational levels of employees. E) determining bonuses.

A) measurement of skills, abilities and competencies.

54) The following are reasons why merit pay plans can backfire EXCEPT: A) only pay (or other rewards) tied directly to performance can motivate improved performance. B) supervisors often tend to minimize differences in employee performance when computing merit raises. C) almost every employee thinks that he or she is an above-average performer, thus being paid a below-average merit increase can be demoralizing. D) supervisors often tend to minimize differences in employee performance when computing merit raises, to ensure that everyone gets a raise of at least the cost of living. E) the usefulness of the merit pay plan depends on the validity of the performance appraisal system-if performance appraisals are viewed as unfair, so too will the merit pay that is based on them.

A) only pay (or other rewards) tied directly to performance can motivate improved performance

3) Aziz is the human resources professional at a consulting engineering company. He has been asked by the executive team to suggest incentives that would most likely motivate the junior engineers who have recently graduated from university and are generally in their mid to late 20ʹs. Which of the following should Aziz suggest? A) paid time off to volunteer for charitable organizations B) a luxury cruise C) on-site elder care D) high-end fitness equipment E) on-site day care

A) paid time off to volunteer for charitable organizations

21) Jeffrey is the newly hired HR professional who is responsible for evaluating compensation practices at the company. To determine if there are issues with internal equity he has chosen to conduct a job evaluation according to the method popularized by the Hay consulting firm. Which of the following are the compensable factors he uses to evaluate jobs: A) skill, effort, problem solving, and working conditions. B) responsibility, skill, effort, and working conditions. C) know-how, problem solving, accountability, and working conditions. D) knowledge, problem solving, responsibility, and working conditions. E) effort, responsibility, authority, and working conditions.

B) responsibility, skill, effort, and working conditions.

61) Many employers have incentive plans in which virtually all employees can participate. They include the following EXCEPT: A) Scanlon plans. B) salary and fringe benefit programs. C) profit-sharing plans. D) deferred profit sharing plans. E) employee stock ownership.

B) salary and fringe benefit programs

26) Aziz is the human resources professional at a consulting engineering company. He has been asked by the executive team to implement a short term incentive plan for senior managers. The following are basic issues he should consider, with the exception of: A) fund-size determination. B) salary grade. C) individual awards. D) eligibility. E) how much to pay out.

B) salary grade

30) Revlex Inc. has implemented a refinement of the salary cutoff approach to short -term incentive eligibility, which assumes that all managers should be eligible for short-term incentives. This is known as: A) performance appraisals. B) salary grade. C) key position. D) gainsharing. E) profit-sharing plans.

B) salary grade

49) Future Shop, an electronics retailer, is considering removing commission for its sales staff from their compensation plan, and compensating them on a straight salary basis. The following is an advantage of this approach EXCEPT: A) a long-term perspective is encouraged. B) straight salaries make it difficult to switch territories or quotas or to reassign salespeople. C) the employer has fixed, predictable sales force expenses. D) straight salaries develop a high degree of loyalty among the sales staff. E) salespeople know in advance what their income will be.

B) straight salaries make it difficult to switch territories or quotas or to reassign salespeople

74) Employees favour recognition from their ________ by a majority of two -to-one over recognition from other sources. A) subordinates B) supervisor/manager C) customers D) mentor E) peers

B) supervisor/manager

18) Job evaluation is a technique used to determine: A) performance appraisals of individuals to the group. B) the relative worth of each job. C) the relative value of an individualʹs career earnings to the groupʹs. D) merit reviews of individuals to the group. E) promotability.

B) the relative worth of each job.

2) Today, any plan that ties pay to productivity or profitability is called: A) competency-based pay. B) variable pay. C) pay-for-performance. D) profit-sharing. E) job-based pay.

B) variable pay.

52) The term ʺmerit payʺ can apply to incentive raises given to any employees, but is most often used with respect to: A) blue-collar employees. B) white-collar employees. C) hourly workers. D) salespeople. E) executives.

B) white-collar employees

14) Unions tend to believe that no one can judge the relative worth of jobs better than: A) job evaluation consultants. B) workers. C) union leaders. D) management. E) HR staff.

B) workers.

46) Rate ranges are a series of steps or levels of pay within a pay grade, usually based upon: A) years of education. B) years of service. C) teamwork. D) amount of responsibility. E) peer appraisals.

B) years of service.

there is not a best time

Based on the information in your text, research suggests that the best day of the week to schedule an interview is:

Contact a recruiter

Based on your text, newspaper advertisements typically ask the applicant to respond in one of four ways. Which of the following is NOT one of the four ways?

confirm details on a resume

Because it is not uncommon for applicants to engage in resume fraud, references and letters of recommendation are used to: a. confirm details on a resume b. check for outside interests and habits c. check for discipline problems d. discover new applicant information

projective

Because they are expensive, time-consuming to score and administer, and lack reliability and validity, _______ tests such as the Rorschach Ink Blot Test are seldom used by I/O psychologists. a. objective b. subjective c. projective d. multi-modal

ideal

Behavior modeling has been one of the most successful training methods. Whereas role play has trainees perform behavior they might normally perform, behavior modeling has trainees role play _______ behavior they might perform on the job. a. below average b. average c. ideal d. role play is not part of behavior modeling

high in extrinsic

Bob hates his work but will work hard if the supervisor is around to punish employees who are not working. Bob is probably ______ motivation. a. high in extrinsic b. high in intrinsic c. low in both extrinsic and intrinsic d. high in both extrinsic and intrinsic

Job ANALYSIS

By generating a complete and accurate picture of what a job entails, ____ helps to ensure that an employee hired for a job will be successful in that job.

Dominic, an I/O psychologist, spends most of his time developing leaders, conducting surveys, gauging employee motivation and satisfaction, and ensuring his workers are safe. Most of Dominic's work would fall under the _____ subspecialty of I/O psychology. A) personality psychology B) industrial psychology C) organizational psychology D) counseling psychology

During the mid-1980s through 2000, I/O doctoral programs increased by _____ and master's programs increased by ____. A) 10%; 50% B) 20%; 100% C) 50%; 200% D) 100%; 500%

During which time period did Division 14 of the APA change its name to the Division of Industrial and Organizational Psychology? A) pre-World War I B) World War I through the 1920s C) the mid-1960s to the mid-1980s D) the mid-1980s to the present

One major area that I/O psychologists focus on in their work is quality of work life. Which of these is the BEST definition of what this work might involve? A) These psychologists counsel employees and give them advice on how to deal with problems in their work lives. B) These psychologists work with employees to help them deal with problems in their personal lives. C) These psychologists assess whether employees are satisfied with their jobs. D) These psychologists ensure that managers are using fair measures to assess employee performance.

Shania is an I/O psychologist who spends her time designing surveys that supervisors can use to evaluate their subordinates. She also compiles results from these surveys and provides suggestions to supervisors about how to deal with employees who are underperforming. Shania's work primarily involves which area of emphasis? A) selection B) organizational development C) performance appraisal D) quality of work life

Shuo, an I/O psychologist who works at a large corporation, is in charge of performance management. Which activity would Shuo be most likely to engage in? A) developing an intervention to redesign the organization's structure B) training new employees on how to do their jobs C) designing a performance appraisal measure for managers to use on their subordinates D) assessing employee satisfaction

The five areas that account for the largest portion of work conducted by I/O psychologists are training and development, organizational development, selection, quality of work life, and: A) compensation. B) human factors. C) performance appraisal. D) consumer behavior.

What is the BEST definition of the scientist/practitioner model? A) Practitioners must be educated by someone who is a scientist. B) Scientists must be educated by someone who is a practitioner. C) Scholars should understand both theory and application in their area. D) Effective scientists will have spent a fair amount of time working as practitioners.

When Kish-Gephart, Harrison, and Trevino (2010) talk about "bad barrels" in terms of organizational ethics, they are referring to: A) characteristics of people who make poor ethical choices. B) characteristics of situations that lead to unethical decisions. C) organizational characteristics that are defined by poor ethics. D) individuals who convince others to make poor ethical choices.

Which of these is LEAST likely to be studied by an I/O psychologist whose emphasis is on the subspecialty of industrial psychology? A) employee training and development B) performance appraisal and selection C) work attitudes and behaviors D) job analysis and recruitment

Which of these occurred during the time period between the 1930s and World War II? A) The first I/O PhD was awarded to Bruce V. Moore. B) The Army Alpha and Army Beta intelligence tests were administered for the first time. C) The Hawthorne studies were conducted. D) The civil rights movement led to a greater focus on fairness and discrimination issues.

Who argued that employees should be rewarded for doing their work as efficiently as possible? A) Edward Strong B) John Hawthorne C) Frederick Taylor D) Kurt Lewin

Who wrote the book The Psychology of Management? A) Walter Dill Scott B) Hugo Munsterberg C) Lillian Gilbreth D) Fredrick Taylor

Who wrote the book The Theory of Advertising? A) Kurt Lewin B) Hugo Munsterberg C) Walter Dill Scott D) Lillian Gilbreth

_____ is a research center developed after World War II to continue military-related I/O research. A) SIOP B) Scientific Management C) ARI D) IAAP

15) Under this pay system, each worker receives the minimum hourly wage plus an incentive for each piece produced above a set number of pieces per hour. It is known as a: A) gainsharing plan. B) minimum hourly wage plan. C) guaranteed piecework plan. D) piecework plan. E) straight piecework plan.

C) Gauranteed piecework plan

35) In establishing pay rates, an employer should conduct a salary survey for the purpose of: A) fine tuning pay rates. B) slotting jobs into pay grades. C) pricing jobs. D) job evaluation. E) performance appraisals.ber of points, for instance) into grades for: A) pay purposes.

C) Pricing jobs

11) A type of incentive plan that generally is organization-wide and that provides employees with a share of the organizationʹs profits in a specified period is a(n): A) gainsharing plan. B) individual incentive plan. C) profit-sharing plan. D) semi-variable incentive plan. E) group incentive plan.

C) Profit-sharing plan

44) Executive compensation is more likely to be effective if it is appropriately linked to: A) external issues. B) a cost-reduction strategy. C) corporate strategy. D) internal issues. E) job evaluation.

C) corporate strategy

8) The Revlex Company did a salary survey, and the results showed that 10 of its key positions had lower wages compared with similar positions at their key competitors. The problem the company faces is: A) broadbanding. B) pay equity. C) external inequity. D) internal inequity. E) comparable worth.

C) external inequity.

10) Amy is part of a team of 4 software developers. Upon completion of a major client project she and each of her team members received a set amount in addition to their base salary. All received the same additional amount. Amy received this payment as part of a: A) gain-sharing program. B) individual incentive plan. C) group incentive program. D) spot bonus plan. E) profit-sharing plan.

C) group incentive program

48) An advantage of using rate ranges for each pay grade is that it allows for: A) education differences. B) gender differences. C) performance differences. D) employer inflexibility. E) age differences.

C) performance differences.

31) The job evaluation method in which a number of compensable factors are identified, and then the degree to which each of these factors is present on the job is determined, is the: A) factor comparison method. B) ranking method. C) point method. D) job classification method. E) Hay plan method.

C) point method.

The Hawthorne Studies illustrated that _____ conditions were more important than _____ conditions. A) individual; societal B) societal; individual C) physical; psychological D) psychological; physical

16) Ira, the manager of a woodworking business, is considering implementing a piecework incentive plan for the word workers reporting to him. You are an HR consultant he has asked for advice as to the benefits of implementing such a plan. You advise him of all of the following EXCEPT: A) the incentive value of piece-rate plans can be powerful since rewards are directly tied to performance. B) piece-rate plans appear equitable in principle. C) since the piece rate is quoted on a per-piece basis, in workersʹ minds, production standards become tied inseparably to the amount of money earned. D) piecework plans are simple and easily understood. E) they are easily understood by employees.

C) since the piece rate is quoted on a per-piece basis, in workers' minds, production standards become tied inseparably to the amount of money earned

9) Amy received $2000 from her employer last week in order to recognize the extra hours. beyond normal work hours, that she had worked in the past month. Which of the following did Amy receive? A) retirement income plan B) profit-sharing plan C) spot bonus D) variable pay plan E) individual incentive program

C) spot bonus

20) A plan in which a production standard is set for a specific work group, and its members are paid incentives if the group exceeds the production standard, is known as a(n): A) standard hour plan. B) excess production plan. C) team or group incentive plan. D) work group plan. E) gainsharing.

C) team or group incentive plan

31) For short term incentives, the term ʺfund sizeʺ means: A) the companyʹs net income. B) the amount each employee will receive. C) the total amount of bonus money that will be available to be paid out. D) average capital invested in the business. E) the incentive bonus formula.

C) the total amount of bonus money that will be avaiilable to be paid out

38) The problem resulting from using data in employee compensation surveys is known as: A) employee discrimination. B) systemic undervaluing. C) upward bias. D) report bias. E) stereotyping of data.

C) upward bias

66) When compensating professional employees, compensable factors tend to focus on the following EXCEPT: A) creativity. B) problem solving. C) working conditions. D) technical expertise. E) technical knowledge.

C) working conditions.

30) A disadvantage of the job classification method of job evaluation is the difficulty in: A) classifying jobs. B) writing job descriptions. C) writing grade descriptions. D) grouping jobs. E) developing job clusters.

C) writing grade descriptions.

29) Another way to categorize jobs, other than using class descriptions, when undertaking the job classification method is to: A) assign points to compensable factors. B) rank jobs by compensable factors. C) draw up a set of classifying rules. D) rank jobs against one another. E) rank jobs from lowest to highest.

C. draw up a set of classifying rules

adverse impact

Cognitive ability tests are excellent predictors of employee performance, but because they almost always result in _______, they should be used with caution. a. high costs b. misdiagnosis c. invasion of privacy issues d. adverse impact

perceptual

Color discrimination, glare sensitivity, and speech recognition are examples of ______ abilities. a. cognitive b. developmental c. perceptual d. psychomotor

needs

Conducting a _______ analysis is the first step in developing an employee training system. a. organizational b. demographic c. task d. needs

self-esteem

Consistency theory states that there is a relationship between work motivation and: a. self-esteem b. perceived fairness c. expectancy d. salary

Task analysis

As a result of the Great Depression and its associated trends of high unemployment and stagnant economic growth, our culture became focused: A) less on the human condition and more on employee testing and training. B) less on employee attitudes and more on efficiency. C) less on worker morale and more on finding the most efficient approach to work. D) less on employee testing/training and more on the human condition.

Based on the unraveling of companies such as Enron, WorldCom, Pfizer and Arthur Anderson, one topic that has received additional attention is: A) stress. B) job performance. C) motivation. D) ethics.

Sean is an I/O psychologist who conducts surveys in his organization to determine what types of things might frustrate or upset employees. His goal is to find ways to help employees feel satisfied and proud of their work. Sean's work primarily involves which area of emphasis? A) selection B) organizational development C) performance appraisal D) quality of work life

The textbook notes that the division between industrial and organizational psychology is somewhat artificial. What is one reason the textbook provides for why this might be a false dichotomy? A) Nobody in the field can agree on what is meant by "industrial" versus "organizational" psychology. B) Few organizations are concerned with industrial psychology topics, so nearly all I/O psychology consultants address only organizational topics. C) When I/O psychologists take their licensure exams, they have to answer questions about both industrial and organizational topics. D) I/O psychologists are trained in both topics, even though they may specialize in one or the other.

The underlying approach to training I/O psychologists is known as the: A) industrial/organizational model. B) consumer/creator model. C) consumer/generator model. D) scientist/practitioner model.

What was one impact the civil rights movement of the 1960s had on I/O psychology? A) At-will employment was deemed illegal. B) Organizations were encouraged to embrace a flatter organizational structure. C) I/O researchers began to focus more heavily on the importance of organizational development. D) There was an increased focus on racial differences on employment tests.

Which of these is LEAST likely to be studied by an I/O psychologist whose emphasis is on the subspecialty of organizational psychology? A) leadership B) work attitudes C) motivation D) selection

Which of these is MOST likely to be studied by an I/O psychologist whose emphasis is on the subspecialty of industrial psychology? A) leadership B) work attitudes C) motivation D) performance appraisal

Which of these is MOST likely to be studied by an I/O psychologist whose emphasis is on the subspecialty of industrial psychology? A) leadership B) work attitudes C) motivation D) selection

Which of these is MOST likely to be studied by an I/O psychologist whose emphasis is on the subspecialty of industrial psychology? A) leadership B) work attitudes C) motivation D) training

Which of these is MOST likely to be studied by an I/O psychologist whose emphasis is on the subspecialty of organizational psychology? A) performance appraisal B) selection C) job analysis D) job attitudes

Who was often called the First Lady of Management and the Mother of Scientific Management? A) Beverly von Haller Gilmer B) Laura Koppes C) Jan Lewin D) Lillian Gilbreth

_____ discovered that employees could be differentiated for various jobs based on their interests, which led to the development of the Strong Vocational Interest Blank for Men. A) Walter Dill Scott B) James Hawthorne C) Greg Oldham D) Bruce V. Moore

he textbook notes that the division between industrial and organizational psychology is somewhat artificial. What is one reason the textbook provides for why this might be a false dichotomy? A) Nobody in the field can agree on what is meant by "industrial" versus "organizational" psychology. B) Few organizations are concerned with organizational psychology topics, so nearly all I/O psychology consultants address only industrial topics. C) When I/O psychologists earn their required licenses from the American Psychological Association (APA), they must be well-versed in both industrial and organizational topics. D) Most issues faced by organizations encompass both industrial and organizational topics.

25) Job evaluation methods include the following EXCEPT the: A) job classification method. B) ranking method. C) point method. D) Hay plan method. E) factor comparison method.

D) Hay plan method.

53) Amy received a salary increase based on her individual performance over the past year. Amy received the following type of compensation: A) individual increases. B) individual incentives. C) individual bonuses. D) merit pay. E) special awards.

D) Merit pay

41) The type of wage survey that pertains to members of associations includes: A) geographic surveys. B) benefits surveys. C) local surveys. D) Professional Engineers Ontario. E) area surveys.

D) Professional Engineers Ontario.

25) A short-term incentive plan that is designed to motivate the short-term performance of managers and is tied to company profitability is called a(n): A) commission plan. B) eligibility plan. C) gainsharing. D) annual bonus. E) capital accumulation program.

D) annual bonus

4) Originally, total rewards were conceptualized as having three broad categories: They are: A) performance and recognition, benefits, work experience. B) compensation, flexible benefits, work experience. C) bonus, benefits, work experience. D) compensation, benefits, work experience. E) development/career opportunities, benefits, work experience.

D) compensation, benefits, work experience.

66) The following are basic features of the Scanlon plan EXCEPT: A) a formula for sharing of benefits. B) a philosophy of cooperation. C) competence required from all employees. D) guaranteed minimum payouts. E) an identity around which to focus employee involvement.

D) guaranteed minimum payouts

46) Sales compensation plans have typically relied heavily on incentives (sales commissions), although this varies by: A) geographic location. B) domestic policy. C) human resource plan. D) industry. E) labour contract.

D) industry

17) Pay rates must be equitable for each employee relative to other pay rates inside the organization. This is known as: A) need for equity. B) compensation plan. C) external equity. D) internal equity. E) wage compensation.

D) internal equity.

23) The process whereby several people meet together who are familiar with the jobs in question, and who may have different perspectives regarding the nature of the jobs, is called a(n): A) union negotiating team. B) management negotiating team. C) position review committee. D) job evaluation committee. E) performance appraisal.

D) job evaluation committee.

22) Job evaluation is mostly a judgmental process which requires close cooperation and input from the following EXCEPT: A) supervisors. B) employees. C) compensation specialists. D) union representatives. E) customer responses.

E) customer responses.

73) Amish is the human resources professional at a software development company that has experienced high employee turnover over the past year. The CEO has asked him to explain what the most likely primary cause of this is. Amish reports that recent research indicates that the number-one reason that employees leave an organization is: A) conflict with supervisor. B) poor leadership. C) low pay. D) lack of recognition and praise. E) unattractive benefits.

D) lack of recognition and praise

55) One adaptation of merit pay plans is merit raises that are: A) linked to group performance. B) paid in quarterly installments. C) linked to profit sharing. D) paid in one lump sum once a year. E) linked to annual performance appraisals.

D) paid in one lump sum once a year

19) The basic procedure of job evaluation is to compare the content of jobs in relation to one another in terms of the following EXCEPT: A) skill. B) effort. C) responsibility. D) personality traits. E) working conditions.

D) personality traits.

34) A plan that offers each person a bonus based on the companyʹs results, regardless of the personʹs actual effort, is called: A) gainsharing. B) a lump-sum bonus. C) financial incentives. D) profit sharing. E) piece-rate production.

D) profit sharing

42) In these long-term incentive plans, shares are usually awarded without cost to the executive, but with certain restrictions that are imposed by the employer. These plans are called: A) book value plans. B) stock appreciation rights. C) stock options. D) restricted stock plans. E) phantom stock plans.

D) restricted stock plans

40) The following are long-term incentive plans extended to employees EXCEPT: A) stock options. B) phantom stock plans. C) restricted stock plans. D) retained earnings plans. E) stock appreciation rights.

D) retained earnings plans

14) Under this pay system, each worker receives a set payment for each piece produced or processed in a factory or shop. It is known as a: A) process plan. B) piecework plan. C) gainsharing plan. D) straight piecework plan. E) guaranteed piecework plan.

D) straight piecework plan

56) There are often more opportunities for advancement with skill-based pay plans than with job-based pay plans because of: A) higher base pay. B) the emphasis on years of experience. C) the lack of job evaluation. D) the company-wide focus on skill building. E) less bureaucracy.

D) the company-wide focus on skill building.

52) The problem with having a wage structure with underpaid employees can be solved through raising their wages to: A) another pay grade. B) the midrange of an employeeʹs pay grade. C) the maximum of the rate range for their pay grade. D) the minimum of the rate range for their pay grade. E) be competitive with other jobs in the firm.

D) the minimum of the rate range for their pay grade.

18) When a worker is rewarded by a percent premium that equals the percent by which his/her performance is above standard, this is known as: A) gainsharing. B) the percent incentive plan. C) the bonus hour plan. D) the standard hour plan. E) the premium plan.

D) the standard hour plan

leniency

Documentation helps reduce the effects of all the following except ______. a. first impressions b. recent behaviors c. leniency d. extreme behaviors

reduces legal liability

Documenting employee performance: a. increases employee anxiety b. decreases rating accuracy c. reduces legal liability d. increases recency errors

60 minutes

During a training session, breaks should be given approximately every: a. 30 minutes b. 60 minutes c. 2 hours d. 4 hours

During the job analysis interview, the questions asked should be: a. open ended b. multiple choice c. true-false d. highly structured

13) The Employment Insurance Act provides unemployment benefits varying by region and other factors for up to ________ weeks. A) 18 B) 26 C) 30 D) 52 E) 45

E) 45

19) The piecework plan is expressed in monetary terms whereas the standard hour plan is expressed in: A) dollars per standard. B) cents per hour. C) profits. D) cents per unit of output. E) a premium that equals the percent by which his or her performance exceeds standard.

E) a premium that equals the percent by which his or her performance exceeds standard

45) Compensation experts suggest defining the strategic context for the executive compensation plan before creating the package itself by: A) checking for compliance with all legal requirements. B) checking for tax effectiveness. C) installing a process for review and evaluation whenever a major business change occurs. D) defining external issues that face the company and its business objectives. E) all of the above

E) all of the above

12) Important considerations for paying employees include the following EXCEPT: A) equity considerations. B) policy considerations. C) legal considerations. D) union considerations. E) average age considerations.

E) average age considerations.

60) When developing compensation plans for managers and professionals, job evaluation is central to: A) non-salary issues. B) bonuses. C) incentives. D) benefits. E) base salary.

E) base salary.

59) Studies in industries like pharmaceuticals and aerospace consistently show that firms with the most productive research and development groups have incentive pay plans for their professionals, usually in the form of: A) merit pay. B) hourly wages. C) retirement income. D) piece-rate incentives. E) bonuses.

E) bonuses

60) Non-salary items that professional employees need in order to do their best work include the following EXCEPT: A) support for professional journal publications. B) supportive management. C) modern equipment. D) up-to-date facilities. E) bonuses.

E) bonuses

They provide poor feedback

Though commonly used, trait-focused performance appraisal instruments are not a good idea for several reasons. Which of the following is the main reason outlined in your text? a. They are hard to construct b. They provide poor feedback c. Employees hate them d. All of these are major problems

their analysis of what these features mean

Though handwriting analysts are consistent in their judgment about script features, they are not consistent in: a. their analysis of what these features mean b. their selection success rate c. their use of handwriting analysis d. any of these

five

Though there is some disagreement, psychologists today agree there are _______ main personality dimensions. a. two b. three c. five d. seven

d. showing them the training success of their peers who are now in similar jobs

Trainee self-efficacy level can be increased by _____. a. letting them know that the purpose of training is to identify areas in which employees are incompetent b. providing limited information about the training program prior to the actual training c. convincing them training is important d. showing them the training success of their peers who are now in similar jobs

• self-paced learning • active involvement in learning • material presented in small units (distributed practice)

What are the three learning principles used in programmed instruction?

• organizational analysis • task analysis • person analysis

What are the three major methods for determining TRAINING NEEDS?

Conducting a job analysis

What is the first step in constructing a structured interview?

• TYPE of consequence • TIMING of the consequence • CONTINGENCY of the consequence

What three factors affect the EFFECTIVENESS OF INCENTIVES?

Graphic rating scale

What type of rating scale is depicted below? Job knowledge: Poor 1 2 3 4 5 6 7 Excellent Dependability: Poor 1 2 3 4 5 6 7 Excellent a. Behaviorally anchored rating scale b. Behavioral observation scale c. Graphic rating scale d. Mixed standard scale

simulates actual job conditions

Whatever the method used, a simulation exercise can only be effective if it _______. a. simulates actual job conditions b. produces job related behaviors c. is designed by a trained professional d. has a high level of face validity

When an organization determines where it wants to be when compared with the compensation policies of other organizations, they are determining their: a. external equity b. rank order c. market position d. compensation structure

Respond by calling

When an organization does not want its phones tied up with applicants calling, which of the following advertisement types would it NOT use?

all three would be great advice

When applicants respond to a newspaper advertisement by calling, they should: a. practice their first few sentences b. be prepared for a short interview c. have a resume handy d. all three would be great advice

There are only 1 or 2 subordinates

When would the use of subordinate ratings of a supervisor be least desirable? a. There are only 1 or 2 subordinates b. The ratings are anonymous c. The ratings will not affect raises d. The job is in the public sector

end result / actual behavior

Whereas supervisors see the _______ of an employees effort, peers often see the _______. a. actual behavior / end result b. end result / actual behavior c. physical part / mental part d. mental part / physical part

is / does

Whereas trait-focused instruments concentrate on who an employee _______, task-focused instruments focus on what an employee _______. a. does / is b. is / does c. feels / believes d. believes / feels

in-basket technique

Which assessment center technique is designed to simulate the types of daily information that appear on a manager's or employee's desk? a. simulation b. work sample c. leaderless group discussion d. in-basket technique

Conscientiousness

Which of the Big 5 personality dimensions is the best predictor of employee performance? a. Openness b. Agreeableness c. Conscientiousness d. Emotional stability

Both are criticisms

Which of the following are criticisms of biodata? a. The validity of biodata may not be stable b. Some biodata items may not be legal c. Both are criticisms d. Neither are criticisms of biodata

arrive 5 minutes late

Which of the following arrival times will have the most dramatic effect on an interview score?

Business games

Which of the following assessment center techniques allows the applicant to demonstrate such attributes as creativity, decision making, and ability to work with others? a. Business games b. Out-basket technique c. Simulations d. In-basket technique

task identification

Which of the following component of job characteristics theory involves an employee being able to connect her efforts with an outcome? a. skill variety b. task significance c. autonomy d. task identification

A supervisor's rating of dependability

Which of the following criteria is a subjective measure of performance for a waitress? a. Number of positive comments received b. Average amount of money spent on a meal c. Number of days absent from work d. A supervisor's rating of dependability

Paired comparison

Which of the following employee comparison methods involves comparing each possible pair of employees and choosing which one of each pair is the better employee? a. Paired comparison b. Forced distribution c. Rank order d. Behavioral anchored rating scale

Nonverbal cues

Which of the following factors seems to have the strongest relationship with scores on a traditional interview?

Negative information bias

Which of the following factors would suggest emphasizing your strengths and concealing your weaknesses in an interview?

Integrity tests

Which of the following has both high validity and low adverse impact? a. Cognitive ability tests b. Integrity tests c. Education d. Personality inventories

Cognitive ability and GPA

Which of the following have the highest level of adverse impact? a. Cognitive ability and GPA b. Cognitive ability and integrity tests c. Integrity tests and personality inventories d. Integrity tests and GPA

Reliability

Which of the following is NOT a concern about using physical ability tests? a. Job relatedness b. Reliability c. Passing scores d. When the ability must be present

All three should be considered

Which of the following is NOT a consideration in selecting an icebreaker for a training program? a. Goal of the icebreaker b. Length of the training session c. Nature of the audience d. All three should be considered

Qualifications are embellished a little

Which of the following is NOT a description of an effective resume?

all of these are (factors amount of stress in the rater's environment, the feelings the rater has toward the ratee. The race of the rater and the ratee) The ____ affects the quality of ratings provided by raters. a. amount of stress in the rater's environment b. the feelings the rater has toward the ratee c. the race of the rater and the ratee d. all of these are factors All of these are limitations (Public policy, Implied contracts, Covenants of good faith)

Which of the following is NOT a limitation to employment-at-will? a. Public policy b. Implied contracts c. Covenants of good faith d. All of these are limitations

Expands employees' levels of responsibility

Which of the following is NOT an advantage of job rotation? a. Allows for lateral transfer b. Allows for greater staffing flexibility c. Can increase job satisfaction d. Expands employees' levels of responsibility

Always write a positive letter of recommendation

Which of the following is NOT an ethical practice in providing references or writing letter of recommendation? a. State the nature of your relationship with the applicant b. Provide an honest appraisal of the applicant c. Always write a positive letter of recommendation d. Let the applicant see a copy of your reference before you send it

vigor

Which of the following is NOT one of the "Big 5" personality dimensions? a. openness to experience b. agreeableness c. conscientiousness d. vigor

Most organizations spend considerable time training supervisors how to rate performance

Which of the following is NOT true about rater training? a. Most organizations spend considerable time training supervisors how to rate performance b. Frame-of-reference training is an effective form of rater training c. Training increases employee satisfaction with ratings d. All three are true frame-of-reference training = Perhaps the best rater training program is ________. a. the Cronbach method b. frame-of-reference training c. BARS training d. no rater training program is effective

GPA has low adverse impact

Which of the following is NOT true regarding the use of grade point average for employee selection? a. GPA predicts job performance b. GPA predicts best in the first years after graduation c. GPA has low adverse impact d. All three are true

Which of the following is a proper task statement? a. Treat customers nicely b. Be a good writer c. Edits supervisor's memos d. Have good math skills

All three are good advice

Which of the following is good advice in asking for a letter of recommendation? a. Provide your reference with a copy of your resume b. Give your reference plenty of advance notice before the letter is due c. Choose references who can provide information from multiple perspectives d. All three are good advice

The humor should serve a purpose

Which of the following is most true about the use of humor during training presentations? a. It should always be used b. As a trainer, don't pick on yourself c. The humor should serve a purpose d. All three are true

Which of the following is not true of job titles? a. Titles should describe the nature of a job b. Job titles can affect perceptions of job status c. Titles provide workers with identity d. All three of these statements are true

Interest inventories

Which of the following is the least useful predictor of future performance? a. Biodata b. Interest inventories c. Assessment centers d. Cognitive ability tests

Which of the following is the most common method of conducting a job analysis? a. Observation b. Task analysis c. Interview d . Job participation

Supervisor

Which of the following is the most common source of performance appraisal ratings? a. Supervisor b. Peer c. Subordinate d. Customer

Employee training and feedback

Which of the following is the most important use of performance evaluation results? a. Employee compensation b. Employee promotion c. Employee training and feedback d. Personnel research

Job ANALYSIS

Which of the following is thought to be the cornerstone of personnel selection?

360-degree feedback is best used for developmental purposes

Which of the following is true about evaluating employee performance? a. Most performance appraisal systems are successful b. Most organizations have specific goals for their appraisal systems c. 360-degree feedback is best used for developmental purposes d. All three are true

AET

Which of the following job analysis techniques is NOT a good source of information about competencies?

All of these methods

Which of the following methods is an employee comparison method? a. Rank order b. Paired-comparison c. Forced distribution d. All of these methods

a. Survey

Which of the following methods is inexpensive and allows the collection of data from a large number of individuals? a. Survey b. Observation c. Focus group d. Interview

Interest inventories / employee performance

Which of the following psychological tests or selection methods is LEAST likely to predict the criterion with which it has been paired? a. Biodata / tenure b. Personality inventories / sales c. Cognitive ability / performance ratings d. Interest inventories / employee performance

Graphic rating scale

Which of the following rating scales have been most criticized because of their susceptibility to rating errors such as halo and leniency? a. Behavioral anchored rating scale b. Behavioral observation scale c. Graphic rating scale d. Forced choice rating scale

All three of these would be used (Supervisor ratings, Peer ratings, Self-ratings)

Which of the following ratings would not be used in a 360-degree feedback system? a. Supervisor ratings b. Peer ratings c. Self-ratings d. All three of these would be used

Which of the following sections in a job description can affect a person's perceptions of the status and worth of a job? a. Job title b. Brief summary c. Work activities d. Work context

job title

Which of the following sections in a job description can primarily affect a person's perceptions of the status and worth of a job?

Which of the following sections in a thorough job description can be used in help wanted advertisements, internal job posting, and company brochures? a. Job title b. Brief summary c. Work activities d. Work context

b. Gen Xers dislike close supervision.

Which of the following statements is most true about age and generation in the context of training? a. The speed with which people process information increases with age. b. Gen Xers dislike close supervision. c. Motivation tends to decrease with age. d. Traditionalists prefer more of a self-directed training environment.

d. Traditionally, needs assessment failed to focus on competencies

Which of the following statements is true of competency models? a. They are not useful for recruitment and selection. b. They fail to identify the best employees to fill open positions. c. They cannot be used for performance management. d. Traditionally, needs assessment failed to focus on competencies

c. The role of the needs assessment is to determine if training is the appropriate solution.

Which of the following statements is true of needs assessment? a. The needs assessment process fails to provide information regarding the outcomes that should be collected to evaluate training effectiveness. b. Upper- and mid-level managers are excluded from getting involved in the needs assessment process. c. The role of the needs assessment is to determine if training is the appropriate solution. d. A company's decision regarding outsourcing its training is independent of needs assessment.

d. It opts for methods that provide results in which trainers have the greatest confidence

Which of the following statements is true of rapid needs assessment? a. It involves using a large amount of resources such as money and SMEs. b. It ultimately results in the sacrifice of the quality of the process. c. Its scope is independent of the size of the potential pressure point. d. It opts for methods that provide results in which trainers have the greatest confidence.

Job rotation

Which of the following training methods has an employee perform several different jobs within an organization? a. Job rotation b. Apprentice training c. Simulation d. Pass through programs

Role play

Which of the following training methods is best for learning interpersonal skills? a. Role play b. Critical incidents c. Case study d. Modeling

Behavior modeling

Which of the following training methods requires trainees to discuss appropriate and inappropriate employee behaviors, watch the appropriate behavior being performed and role play the appropriate behavior? a. Job rotation b. Apprentice training c. Behavior modeling d. Role playing

Situation-wanted ads

Which of the following types of ads are placed by applicants rather than by organizations?

Organizational

Which of the following types of needs analysis has the purpose of determining factors that either facilitate or inhibit training effectiveness? a. Organizational b. Demographic c. Task d. Person

Surveys

Which of the following types of person analysis methods eliminates the problems of performance rating errors and is based on the premise that employees know best their own strengths and weaknesses? a. Performance appraisal scores b. Surveys c. Skill tests d. Knowledge tests

Massed practice

Which of the following will NOT contribute to effective transfer of training? a. Overlearning b. Feedback c. Incentives d. Massed practice

Use officious words

Which of the following would NOT be good advice about writing a cover letter?

d.It involves determining KSAOs needed to perform specific tasks.

Which one of the following is true of task analysis? a. It should be undertaken before organizational analysis. b. It involves breaking a task into several jobs. c. It should be undertaken before a person analysis. d. It involves determining KSAOs needed to perform specific tasks.

Forced distribution

Which performance appraisal method assumes that employee performance is normally distributed? a. Rank order b. Paired comparison c. Forced distribution d. Forced choice rating

Point-of-purchase methods

Which recruitment method is based on the same principles used to market products to consumers?

Job rotation

Which training method allows trainees to experience working in many or all of the jobs in an organization, allows for greater flexibility in replacing absent workers, and helps improve job satisfaction? a. Role playing b. Behavior modeling c. Job rotation d. Apprentice training

many bad incidents

With the critical incident methods of needs assessment, job dimensions with ______ should be targeted for future training. a. many good incidents b. many bad incidents c. few good incidents d. few bad incidents

Task analysis

You examine the job descriptions for every position in your company and determine that every employee must know how to use Excel to be successful. What level of analysis is this? a. Organizational analysis b. Operations analysis c. Task analysis d. Person analysis

Halo effect

Your text identifies eight factors that contribute to the poor reliability and validity of the interview process. Which of the following is NOT one of the eight factors?

Demographic

Your text outlines three types of needs analysis. Which of the following is NOT referred to by your text as a needs analysis? a. Organizational b. Demographic c. Task d. Person

Pencil-paper integrity tests

____ are legal and scores on these tests are often compared to self-admissions of theft and the amount of goods lost by an organization. a. Polygraph tests b. Pencil-paper integrity tests c. Voice stress analyzers d. Electronic honesty tests

____ is a structured job analysis method containing 194 items and is difficult to read. a. The critical incidents technique b. The PAQ c. The Ammerman technique d. Task analysis

a. Organizational

_____ analysis involves determining the appropriateness of training, given the company's business strategy, its resources available for training, and support by managers and peers. a. Organizational b. Task c. Gap d. Value-chain

Conditional reasoning tests

_____ are difficult to fake and were developed to measure a person's tendency to be aggressive. a. Realistic job previews b. Conditional reasoning tests c. Interest inventories d. Polygraphs

c. Mid-level managers

_____ are more concerned with how training may affect the attainment of financial goals for the particular units they supervise. a. Operational workers b. Instructional designers c. Mid-level managers d. Upper-level managers

c. Focus groups

_____ are useful with complex or controversial issues. a. Surveys b. Observations c. Focus groups d. Historical data reviews

Ability / motivation

_____ determines whether a person can do the job properly and ____ determines whether that person will do it properly. a. Satisfaction / motivation b. Ability / satisfaction c. Ability / motivation d. Motivation / satisfaction

b. Person analysis

_____ involves determining whether performance deficiencies result from lack of knowledge or skills. a. Organizational analysis b. Person analysis c. Performance analysis d. Task analysis

_____ is an example of an ergonomic centered job analysis method. a. The AET b. Task analysis c. The PAQ d. The Ammerman technique

Recruitment

_____ is the process of attracting people with the right qualifications to apply for the job.

Voir tous les ensembles d'études

Chapter 11 HRM, Chapter 12 HRM, I/O Psych Ch. 1 Test, Ch. 3 - Needs Assessment, 4.1 Employee selection: Recruiting and Interviewing TB, 5.1 Employees selection: References and testing TB, 7.1 Evaluating employee performance tb, 8.1 Designing and Eval...

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