Chapter 5 Test Question, HR 5-8

The advantage of career planning workshops over workbooks is that workshops provide for:

discuss concerns with others in similar situation

Couples in which both members follow their own careers and actively support each other's career development are known as:

dual-career couples.

Career plateauing occurs because:

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

A career plateau is a situation in which:

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

The purposes served by application forms include all of the following EXCEPT:

eliminating the need for interviews

This recruitment source could lead to charges of inbreeding and the possible violation of EEO regulations:

employee referrals

The benefits of providing job applicants with a balanced, honest, and realistic portrayal of a job position include all of the following except:

enhanced expectations and aspirations.

Instead of helping job seekers find the right job, _____ concentrate on helping employers find the right person for a job.

executive search firms

Instead of helping jobseekers find the right job, these organizations concentrate on helping employers find the right person for a job.

executive search firms

According to the "Big Five" factors, _____ means the degree to which someone is talkative, sociable, active, aggressive, and excitable.

extroversion

A program that provides for a relatively rapid progression through a number of managerial positions is known as a:

fast-track program.

The most frequent organizational accommodations made to dual-career couples are:

flextime working schedules.

Executive search firms:

help employers find the right people for jobs

Some labor unions maintain _____ that provide a supply of job applicants.

hiring halls

Some labor unions maintain ______________ that provide a supply of job applicants.

hiring halls

Public employment agencies may help employers by providing all of the following services EXCEPT:

human resource planning.

Public employment agencies may help employers by providing all of the following services except:

human resource planning.

Illiteracy in the United States is:

increasing

A program that offers students an opportunity to learn the job and gain hands-on experience while they are still in college is known as a/an:

internship program.

Use of the Internet for recruiting:

is the most commonly used search tactic by job seekers

The approach to decision making that identifies candidates with the highest scores based on quantitative predictors is the:

statistical approach.

A _____ marks the end of promotions.

structural plateau

Under a good mentor, learning focuses on all of the following except:

techniques.

Generally, _____ reference checks are preferable because they save time and provide for greater candor.

telephone

Some surveys show __________ is the most popular type of e-recruiting.

text messaging

There is a correlation between the recruitment success of the organization and:

the accuracy and completeness of advertisements

The area of employment that is slowest to respond to affirmative action appeals is:

the advancement of minorities to middle and top management positions

The area of employment that is slowest to respond to affirmative action appeals is:

the advancement of minorities to middle and top management positions.

The personality trait of agreeableness refers to:

the degree to which someone is amiable, generous, cooperative, and flexible.

The personality trait of openness to experience refers to:

the degree to which someone is insightful, creative, and curious.

The personality trait of neuroticism refers to:

the degree to which someone is secure, independent, and autonomous.

Retirees often return to their old employers because:

the employers request them to

Retirees often return to their old employers because:

the employers request them to comeback.

A factor in determining the choice of outside sources from which to recruit applicants is/are:

the firm's success in achieving its employee diversity goals

Those artificial barriers based on attitudinal or organizational bias that prevent qualified individuals from advancing upward in their organizations into management positions refers to:

the glass ceiling

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

b. error of central tendency

The approach to recruitment that informs applicants about all aspects of a job, including both its desirable and undesirable facets, is called:

a realistic job preview

The career stage that is devoted to soliciting job offers and selecting an appropriate job is:

organizational entry.

. Blogs and wikis are examples of tools used to facilitate learning via the _____ method. a. communities of practice b. simulation c. programmed learning d. mentoring

. Blogs and wikis are examples of tools used to facilitate learning via the _____ method. a. communities of practice b. simulation c. programmed learning d. mentoring

The Society for Human Resource Management reports that companies with fewer than fifty employees can save anywhere from _____ in time and labor costs annually

$5,000 to $50,000

If 100 resumes were obtained from an employment agency and 17 of the applicants submitting those resumes were invited for an on-site interview, the yield ratio for that agency would be _____.

17 percent

If 100 resumes were obtained from an employment agency and seventeen of the applicants submitting those resumes were invited for an on-site interview, the yield ratio for that agency would be _____.

17 percent

For each vacant position, HR staff and managers typically review ___________ resumes.

20 to 100

The fees charged by search firms can range anywhere from _____ percent of the annual salary for the position to be filled.

25 to 40

According to the Bureau of Labor Statistics, amid the worst part of the last economic recession, the number of temporary employees increased ____.

29 percent

A 2010 study by the Kessler Foundation and National Organization on Disability (NOD) found that whereas 85 percent of adults without disabilities access the Internet, only ______ of adults with disabilities do.

54 percent

____ of the fifty U.S. states maintains an employment agency that administers its unemployment insurance program.

All

According to the ASA model, which of the following is NOT a reason that some researchers have found organizational inbreeding occurs?

Appraisal

Utility refers to measuring one's own training services against the leaders in their industry. a. True b. False

False

Which of the following is NOT one of Marriott's recruiting principles?

Bring in new blood

A manager who provides a continuing flow of instructions, comments, and suggestions to the subordinate is engaging in what type of on-the-job training? a. Case study b. Coaching c. Individual development d. Role modeling

Coaching

____, with their various types of specialized training, can provide candidates for technical jobs.

Community colleges

Which of the following is NOT a component of the Balanced Scorecard approach? a. Competitor b. Learning c. Customer d. Financial

Competitor

Which is the most direct and the least complicated type of validity to assess?

Content validity

___ is the process of keeping track of and maintaining relationships with former employees to see if they would be willing to return to the firm.

Re-recruiting

. _____ covers a wide variety of applications such as web and computer-based training (CBT), and social networks. a. Vestibule instruction b. Modeling c. Videodisc instruction d. E-learning

E-learning

Which of the following recruitment sources could result in charges of inbreeding and possible violation of the EEO regulations?

Employee referrals

. Which of the following is NOT a component of the PROPER method of performing on the job training? a. Prepare b. Perform c. Explain d. Reassure

Explain

. Training is oriented toward broadening employees' individual skills for future responsibilities. a. True b. False

F

. A person analysis is the process of determining what the content of the training program should be, based on a study of the tasks and duties involved in the job. a. True b. False

False

. A similar-to-me error, like contrast, results in less than accurate performance ratings, but would not be considered discriminatory. a. True False

False

. An appeals process is only necessary for administrative appraisals. a. True b. False

False

. Behavior observation scales have rater check statements that they believe are characteristic of the employee. a. True b. False

False

. Benchmarking is concerned with measuring employee retention of training materials at specific points in time. a. True b. False

False

. E-learning encompasses two techniques: computer-assisted instruction, and computer-based program design. a. True b. False

False

. Encouragement is most effective when it is given after a long period of time after a trainee successfully accomplishes a certain task so that the employee knows that management has not forgotten his/her contributions. a. True b. False

False

. If an employee is doing something wrong, waiting for a formal evaluation later in the year to communicate that information is an example of a balanced approach to effective communication. a. True b. False

False

. If employees consistently achieve their productivity objectives, it might be a signal that training is needed. a. True b. False

False

. In most instances, one person can easily observe and evaluate an employee's performance. a. True b. False

False

. It has been found in most cases that spacing out the training will result in faster learning and longer retention.

False

. One disadvantage of peer evaluations is the belief that they contain more biases and furnish less valid information than appraisals by superiors. a. True b. False

False

. Performance appraisals are generally a good mechanism in determining why employees are not meeting the firm's expectations when conducting a person analysis. a. True b. False

False

. Performance discussions should focus on the employee rather than on his or her behaviors. a. True b. False

False

. Reaction measures to evaluate training typically focus on the entertainment value of the training program. a. True b. False

False

. Return on investment is the amount of money a company saves by avoiding training programs. a. True b. False

False

. Since praise is a powerful motivator, appraisers should alternate positive and negative statements during a performance appraisal interview. a. True b. False

False

. Supervisors play the most important role in the orientation of new employees. a. True b. False

False

. The Balanced Scorecard approach integrates four categories: financial, customer, process, and learning measures. a. True b. False

False

. Trainees should not practice their job tasks until after the training program is complete. a. True b. False

False

. Two criteria to evaluate training programs are costs and training materials. a. True b. False

False

. While cross-training can increase productivity, it can also increase employee turnover. a. True b. False

False

17. The HR department rarely has the primary responsibility for overseeing and coordinating a firm's performance management system. a. True b. False

False

A behavioral description interview focuses on hypothetical situations.

False

A situational interview asks the applicant what they actually did in a given situation.

False

An orientation program for new employees is an informal process. a. True b. False

False

Awareness building in diversity training provides employees with the KSAs necessary for working with people who are different from them with regard to race, gender, age. a. True b. False

False

Because the appraisal interview is for developmental purposes, the interviewer rather than the employee should spend the majority of the time talking. a. True b. False

False

Behavior modeling is based on the principle that behavior which is rewarded will be exhibited more frequently in the future, whereas behavior which is unrewarded will decrease in frequency. a. True b. False

False

Behavioral description interviews are based on hypothetical situations.

False

Concurrent validity involves testing applicants and obtaining criterion data after they have been on the job for some indefinite period.

False

Conscientiousness refers to the degree to which someone is trusting, amiable, cooperative, and flexible.

False

Content validity is the most complicated type of validity to assess.

False

Criterion contamination occurs when different supervisors have different and inconsistent ratings of an employee's performance. a. True b. False

False

Criterion deficiency occurs when performance standards have not been properly established and communicated to the employee. a. True b. False

False

Criterion deficiency refers to the extent to which the standards of an appraisal relate to the strategic objectives of the organization in which they are applied. a. True b. False

False

Developmental purposes for performance appraisal include evaluating goal achievement and validating selection criteria. a. True b. False

False

Developmental purposes for performance appraisal include evaluating training programs and determining promotion candidates. a. True b. False

False

Explaining the goals and objectives of the training program to trainees has little impact on the interest, understanding, and effort they direct toward the training. a. True b. False

False

Expressing appreciation for the work an employee has done well is likely to make the person more defensive about aspects of the job that are not going so well. a. True b. False

False

Extroversion refers to the degree to which someone is insightful, creative, artistic, and curious.

False

Graphic rating scales include sets of statements between which the rater must choose, such as "works hard" vs. "works quickly." a. True b. False

False

Having appraisals reviewed by a supervisor's supervisor creates unnecessary redundancy and may actually result in greater legal liability.

False

If a work sample test includes major job functions and predicts job success, it has construct validity.

False

If one were using the on-the-job training method of training, the first step would be to present the operations and knowledge to the learner. a. True b. False

False

In the clinical approach to selection, different evaluators assign different weights to an applicant's strengths and weaknesses.

False

Managers may deflate performance ratings to make themselves look good as managers. a. True b. False

False

Most performance appraisals focus on long-term improvement, rather than short-term achievements. a. True b. False

False

On-the-job experiences are used most commonly by organizations to develop managers. a. True b. False

False

One major advantage of a behaviorally anchored rating scale is that it is possible to use a scale developed for one job to appraise individuals in another, unrelated job.

False

One of the benefits of the forced-choice method is the relatively small cost of establishing and maintaining its validity. a. True b. False

False

Organizations should try to avoid using telephone reference checks because they are less reliable than written references.

False

Predictive validity is assessed when the test scores of job applicants are held against the performance data of existing employees.

False

Realistic job previews not only reduce turnover but also reduce job satisfaction.

False

Reliability refers to the extent to which two methods yield similar results but are not consistent with one another.

False

Reliability refers to what a test or other selection procedure measures and how well it measures it.

False

Research has shown that applicants who find employment through an employee referral tend to be a problem because they tend to quit more quickly.

False

Self-evaluations are often best used for administrative decisions rather than developmental purposes. a. True b. False

False

Self-evaluations should be used primarily for administrative purposes. a. True b. False

False

Team evaluations are conceptually just a collection of the individual appraisals of a work unit. a. True b. False

False

The mixed-standard scale method evaluates traits according to a single scale. a. True b. False

False

The problem-solving format seeks to obtain an employee's buy-in for a mutually agreed-upon way to overcome obstacles and improve the person's actual performance. a. True b. False

False

The statistical approach to decision making is less objective than the clinical approach.

False

The success of any training effort depends more upon the content of the program than on the teaching skills and personal characteristics of those conducting the training. a. True b. False

False

The term "orientation" is often used to describe almost any effort initiated by an organization to foster learning among its members.

False

While the largest companies agree in principle with remedial training in basic skills, they are generally reluctant to allot funds to provide for that type of training. a. True b. False

False

______________ organizational structure within firms means that there are fewer positions for promotions.

Flatter

____ is the business practice of searching for and utilizing goods sources from around the world.

Global sourcing

Which of the following interview questions is appropriate?

Have you ever worked under a different name?

Identify a benefit of panel interviews.

Higher reliability because of multiple inputs

____ is a labor market in which workers are hired into entry level jobs and higher levels are filled from within.

Internal labor markets

Identify a warning sign of a weak talent bench.

Key positions are filled externally.

Which of the following should NOT be asked on an application form?

National origin

The practice of hiring relatives is known as:

Nepotism

_____ goes beyond just orienting new employees to their new environments and brings them into the organization's fold so that they truly feel as if they are a part of it. a. Cross-training b. Onboarding c. On-the-job training d. Benchmarking

Onboarding

. Which of the following methods is NOT used to provide on-the-job experience to managerial employees? a. Understudy assignments b. Outplacement c. Lateral transfer d. Coaching

Outplacement

____ are people who are not looking for jobs but could be persuaded to take new ones given the right opportunity.

Passive job seekers

Which of the following is a warning sign of a weak talent bench?

Replacements for positions often are unsuccessful in performing their new duties.

. _____ is the process of keeping track of and maintaining relationships with former employees to see if they would be willing to return to the firm.

Rerecruiting

. Which of the following training methods consists of having the trainee assume the attitudes and behavior of others? a. Job rotation b. Case study c. Simulation study d. Role-playing

Role-playing

Which of the following is NOT among the largest private employment agencies?

Shelter Staffing Service

____ is the most commonly used search tactic by job seekers and recruiters to get the word out about new positions.

The Internet

A realistic job preview informs applicants about all aspects of the job, including both its desirable and its undesirable facets.

True

. A major drawback of the essay method is that composing an essay that attempts to cover all of an employee's essential characteristics is very time-consuming. a. True b. False

True

. A person's performance is a function of ability, environment, and motivation. a. True b. False

True

. A plateau is a natural phenomenon, and learners usually experience a spontaneous recovery later. a. True b. False

True

. A similar-to-me error occurs when appraisers inflate the evaluations of people with whom they have something in common. a. True b. False

True

. By far the greatest proportion of training is spent on rank-and-file employees and their supervisors. a. True b. False

True

. By far the most common informal method used for training employees is on-the-job training. a. True b. False

True

. Contrast errors are most likely when raters are required to rank employees in order from the best to the poorest. a. True b. False

True

. Criterion deficiency occurs when performance standards focus on a single criterion and exclude other important but less quantifiable performance dimensions.

True

. Employees should be given a written copy of their job standards in advance of their performance evaluations. a. True b. False

True

. Instructional objectives are the key components in designing a training program. a. True b. False

True

. It is unrealistic to presume that one person can fully observe and evaluate an employee's performance. a. True b. False

True

. Performance evaluations are simply a logical extension of the day-to-day performance management process. a. True b. False

True

. Results evaluations often give employees responsibility for their outcomes and discretion over the way they accomplish them. a. True b. False

True

. Role-playing consists of playing the roles of others, often a supervisor and a subordinate who are facing a particular problem. a. True b. False

True

. Studies have shown that employees who earn performance-based pay are more satisfied. a. True b. False

True

. The "horn error" is the opposite of the "halo effect." a. True b. False

True

. The Balanced Scorecard evaluation method translates broad corporate goals into divisional, departmental, team, and individual goals in a cascading way. a. True b. False

True

. The goal of training is to contribute to an organization's overall strategic goals. a. True b. False

True

. The systematic approach to training involves needs assessment, program design, implementation, and evaluation. a. True b. False

True

. The two preconditions for learning are employee readiness and motivation. a. True b. False

True

. Trainee readiness refers to whether or not the experience and knowledge of trainees have made them ready to absorb the training

True

A diagnosis of poor employee performance should focus on the three interactive elements of ability, motivation, and external conditions. a. True b. False

True

A distributional rating error occurs when a single rating is skewed toward an entire group of employees. a. True b. False

True

A key advantage of accepting applications online is that companies can recruit candidates and fill their job openings much faster.

True

A recency error is an error in which the appraisal is based largely upon the employee's most recent behavior as opposed to their behavior throughout the entire appraisal period.

True

A self-evaluation ensures that an employee knows against what criteria he or she is being evaluated, eliminating any potential surprises. a. True b. False

True

A validity coefficient of 0.00 indicates a complete absence of relationship between the predictor and criterion data.

True

According to a Supreme Court ruling, performance appraisals are subject to the same validity criteria as selection procedures. a. True b. False

True

According to the job board CareerBuilder, fewer people lie on application forms relative to their resumes.

True

Although on-the-job training is generally regarded as the most effective means of facilitating learning at the workplace, it is sometimes poorly implemented. a. True b. False

True

An error of central tendency is a performance-rating error in which all employees are more or less rated as average. a. True b. False

True

An organization analysis is an examination of the environment, strategies, and resources the firm faces so as to determine what training it should emphasize.

True

Apprenticeship programs are an extension of on-the-job training that provide on and off the job instructions. a. True b. False

True

Behavior modification seeks to gradually shape trainee behavior using reinforcement. a. True b. False

True

Behavioral description interviews appear to be more effective than situational interviews, especially for higher-level positions.

True

Behavioral methods specifically describe which actions should (or should not) be exhibited on the job. a. True b. False

True

Case studies provide participants the experience of analyzing and synthesizing facts. a. True b. False

True

Criterion contamination occurs when factors outside an employee's control influence his or her performance. a. True b. False

True

Criterion-related validity is the extent to which a selection tool predicts or correlates with important elements of work behavior.

True

Developmental purposes for performance appraisal include identifying strengths and weaknesses and improving communication. a. True b. False

True

Dividing the performance evaluation meeting into two sessions, one for the performance review and the other for the employee's growth plans, is a good strategy to improve communication between the parties. a. True b. False

True

E-learning allows a firm to bring the training to employees. a. True b. False

True

Effective trainers are often enthusiastic, humorous, have interest in the training itself, and demonstrate knowledge of the subject.

True

Feedback training for raters should include communicating effectively, diagnosing causes of performance problems, and setting goals. a. True b. False

True

Glass ceiling audits are conducted by the Department of Labor to identify practices that hinder the upward mobility of women and minorities.

True

HRM specialists have found that panel interviews lead to higher reliability and shorter decision-making period than one-to-one interviews.

True

If a work sample test includes major job functions and predicts job success, it has content validity.

True

In highly structured interviews, the interviewer determines the course that the interview will follow as each question is asked.

True

Internal customers can provide extremely useful feedback for both developmental and administrative purposes. a. True b. False

True

Internship programs may be one way to help minorities prepare for careers in management when still in college.

True

Internship programs that are done well benefit students, schools, and employers. a. True b. False

True

Job sharing, flextime, extended leave, and alternative career paths are ways to accommodate family needs.

True

Labor unions can be a recruiting source for some professional job openings.

True

Managers need to constantly engage in a dialogue with their subordinates. a. True b. False

True

Measurable and quantifiable performance objectives are requirements for a successful MBO program. a. True b. False

True

The selection ratio is the ratio of the number of applicants to be selected to the total number of applicants

True

Most organizations require application forms to be completed because they provide a fairly quick and systematic means of obtaining a variety of information about the applicant.

True

On application forms, questions about arrests are not permissible.

True

On-the-job training is often one of the most poorly implemented training methods. a. True b. False

True

One of the potential drawbacks of a trait-oriented performance appraisal is that traits can be biased and subjective. a. True b. False

True

Openness to experience refers to the degree to which someone is insightful, creative, artistic, and curious

True

Organizations accommodate dual-career couples by offering flexible work schedules

True

Orientation is the formal process of familiarizing new employees with the organization, their jobs, and their work units. a. True b. False

True

Orientation programs stress the "why" rather than the "what", including the philosophy behind the organization's rules. a. True b. False

True

Performance management programs can be used for many purposes, including promotions, transfers, layoffs, and pay decisions. a. True b. False

True

Personality tests measure such things as agreeableness, extroversion, and openness to experience

True

Practicing job tasks enables the trainee to forget about distinct behaviors and become proficient on the subtleties of how they are used. a. True b. False

True

Providing individual assistance is an important aspect for successful trainers. a. True b. False

True

Psychological principles of learning refer to the characteristics of training programs that help employees grasp new material, make sense of it in their own lives, and transfer it back to their jobs. a. True b. False

True

Reliability refers to the stability or consistency of a standard. a. True b. False

True

Requiring raters to use a forced distribution reduces the chance of leniency or strictness errors. a. True b. False

True

Results-oriented approaches have become more popular because they focus on the measurable contributions that employees make to an organization. a. True b. False

True

Return on investment = Benefits of training ÷ Training Costs a. True b. False

True

Self-evaluations are often best used for developmental purposes rather than for administrative decisions. a. True b. False

True

Sequential interviews are very common.

True

Situational interviews ask the applicant how they would respond, while behavioral description interviews ask the applicant how they did respond.

True

Structured interviews are less likely than nondirective interviews to be attacked in court.

True

Subordinate evaluations are useful for rating on dimensions such as leadership ability, ability to delegate, and employee supportiveness. a. True b. False

True

Subordinate evaluations should be used primarily for developmental purposes. a. True b. False

True

The basic skills employees need in addition to reading, writing, and computing include speaking, listening, problem solving, working in teams and leading other people

True

The choice of performance evaluation method to use depends upon the purpose of the evaluation. a. True b. False

True

The clinical approach to selection eliminates personal biases and stereotypes

True

The closer the content of the selection instrument is to actual work samples or behaviors, the greater its content validity.

True

The effectiveness of the essay method is affected by the rater's writing skills. a. True b. False

True

The federal government began evaluating employees in 1842. a. True b. False

True

The forced-choice method of appraisal is less effective as a tool for developing employees. a. True b. False

True

The glass ceiling represents practical barriers to entry-level employment for women and minorities.

True

The higher the overall validity of a selection procedure is, the greater the chances are of hiring individuals who will be the better performers.

True

The multiple hurdle model is a sequential strategy in which only the applicants with the highest scores at an initial test stage go on to subsequent stages

True

The task analysis portion of organization analysis is shifting from emphasis on a fixed schedule of tasks to a flexible set of competencies needed for performance. a. True b. False

True

The three basic types of formats for providing feedback during a performance evaluation meeting are tell-and-sell, tell-and-listen, and problem-solving. a. True b. False

True

The two most common purposes of performance management programs are administrative and developmental. a. True b. False

True

Validity refers to what a selection procedure measures and how well it measures it.

True

Verbal learners absorb information best through spoken or written words. a. True b. False

True

Visual learners absorb information best through pictures, diagrams, and demonstrations. a. True b. False

True

Yield ratios can help indicate which recruitment sources are most effective at producing qualified job candidates.

True

Yield ratios should be calculated for each recruiting source

True

. ____ interviews are attractive because of their convenience and low cost and they make it easier to interview people in different geographic areas.

Video

____ is/are the way most job positions are filled.

Word of mouth recommendations

_____ require the applicant to perform tasks that are actually a part of the work required on the job

Work sample tests

A study by the American Society for Training and Development found that organizations conduct need assessment less than _____ percent of the time. a. 50 b. 40 c. 30 d. 20

a. 50

What is the first step in the management by objectives (MBO) process? a. Develop organization goals and metrics b. Develop department goals and metrics c. Review performance d. Add new inputs

a. Develop organization goals and metrics

. Which method of performance appraisal requires managers to place a certain percentage of employees into various performance categories? a. Forced distribution method b. Checklist method c. Percent method d. Forced-choice method

a. Forced distribution method

Which rating format uses three specific behavioral descriptions relevant to each trait and then asks supervisors to evaluate whether an employee's behavior is better than, equal to, or worse than the standard for each behavior? a. Mixed-standard scale b. Forced-choice method c. Behaviorally anchored rating scale d. Behavior observation scale

a. Mixed-standard scale

_____ refers to how well employees apply what they have learned to their jobs. a. Transfer of training b. Learning c. Training effectiveness index d. Compensatory modeling

a. Transfer of training

83. Reliability in performance appraisal is measured by: a. correlating two sets of ratings made by a single rater or by two different raters. b. correlating the ratings of an employee at two different points in time. c. linking performance standards to organizational goals. d. quantifiable performance standards.

a. correlating two sets of ratings made by a single rater or by two different raters.

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

a. criterion deficiency.

The federal government began evaluating employees in 1842, when Congress passed a law mandating yearly performance review for: a. departmental clerks. b. military personnel. c. postal employees. d. all federal employees.

a. departmental clerks.

. The procedures followed to develop a behaviorally anchored rating scale typically result in scales that: a. have a high degree of construct validity. b. have a high degree of content validity. c. can be used to rate employees across different jobs. d. cost the least to develop.

a. have a high degree of construct validity.

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

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

The method of providing a variety of hands-on work experiences to broaden the knowledge and understanding required to manage more effectively is known as: a. job rotation. b. job promotion. c. individual development. d. role modeling.

a. job rotation.

. When people learn by mimicking other people, it is referred to as: a. modeling. b. distributed learning. c. reinforcing behavior. d. individual learning difference.

a. modeling.

. The four phases of a systematic approach to training are: a. needs assessment, program design, program implementation, and evaluation. b. organization analysis, task analysis, person analysis, and performance analysis. c. needs assessment, person assessment, program implementation, and evaluation. d. organization assessment, KSA assessment, person assessment, and evaluation.

a. needs assessment, program design, program implementation, and evaluation

. A(n) _____ involves determining which employees require training and which do not. a. person analysis b. demographic analysis c. task analysis d. organization analysis

a. person analysis

. The method of training used to train personnel to operate aircraft, spacecraft, and other highly technical and expensive equipment is the: a. simulation method. b. classroom method. c. vestibule method. d. apprenticeship method.

a. simulation method.

The strategic relevance of performance appraisals refers to the extent to which: a. standards relate to the overall objectives of the organization. b. standards capture the entire range of an employee's responsibilities. c. individuals tend to maintain a certain level of performance over time. d. factors outside the employee's control can influence performance.

a. standards relate to the overall objectives of the organization.

An appraisal system that allows each individual to see clearly how his or her performance ties into the overall performance of the firm is: a. the balanced scorecard approach. b. the 360-degree evaluation. c. the customer-oriented approach. d. management by objectives.

a. the balanced scorecard approach.

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

a. the balanced scorecard approach.

An inappropriate interview technique in which praise serves to cushion criticism by alternating positive statements with negative statements is known as: a. the sandwich technique. b. the cushioning technique. c. the rollercoaster technique. d. sympathetic interviewing.

a. the sandwich technique.

. The objective of behavior modification is: a. to gradually shape behavior toward a desired profile. b. to reward all task behavior. c. to apply principles learned in the classroom to the job. d. to bridge the needs of the employee with the needs of the organization.

a. to gradually shape behavior toward a desired profile.

Career networking relationships:

are often connected across many different organizations

Performance-centered objectives might include all of the following phrases EXCEPT: a. "to repair". b. "to appreciate". c. "to assemble". d. "to calculate".

b. "to appreciate".

Self-appraisals are best for: a. administrative purposes. b. developmental purposes. c. promotional purposes. d. regulatory purposes.

b. developmental purposes.

Government contractors and subcontractors with contracts that last for _____ or more and are for more than _____ are required by law to have business ethics codes and compliance policies and procedures. a. 30 days; $5 million b. 120 days; $5 million c. 30 days; $10 million d. 120 days; $10 million

b. 120 days; $5 million

Which of the following is a performance appraisal approach designed to measure how frequently employees exhibit certain behaviors? a. Management by objectives b. Behaviorally anchored rating scale c. Behavior observation scale d. Trait scale

b. Behaviorally anchored rating scale

_____ teaches individuals how to anticipate and cope with inevitable setbacks they will encounter on the job. a. Transfer of training b. Benchmarking c. Training effectiveness index d. Compensatory modeling

b. Benchmarking

. _____ involves the use of a learning management system (LMS), often custom built for the firm by software vendors. a. Transfer of training b. E-learning c. On-the-job training d. Independent study

b. E-learning

Apprenticeship programs originated in: a. United States. b. Europe. c. Japan. d. India.

b. Europe.

Which of the following is NOT a disadvantage of the essay method? a. It is very time-consuming. b. It must follow a job-specific format. c. It's appraisal quality could be influenced by the supervisor's writing skills. d. It is highly subjective and could be biased.

b. It must follow a job-specific format.

Which of the following type of formats gives both managers and employees an opportunity to release and iron out any frustrating feelings they might have? a. Tell-and-develop b. Tell-and-listen c. Tell-and-sell d. Problem-solving

b. Tell-and-listen

. In most instances, who is in the best position to perform the function of evaluating an employee's performance? a. The HR personnel b. The employee's supervisor c. The employee d. Co-workers

b. The employee's supervisor

Which of the following is NOT a reason for the failure of appraisal programs? a. They discourage teamwork by focusing on workers' individual achievements. b. They lay more focus on employee input into the development of the appraisal program. c. They are not useful for the majority of employees in the middle in terms of performance. d. They often focus on short-term achievements rather than long-term improvement and learning.

b. They lay more focus on employee input into the development of the appraisal program.

As an appraiser, one should try to do all of the following EXCEPT: a. minimizing criticism. b. changing the person, not the behavior. c. identifying the source of ineffective performance. d. being supportive and demonstrating that one cares.

b. changing the person, not the behavior.

If one rates an average employee's performance high because they compared the employee to poor performers, one commits a: a. leniency error. b. contrast error. c. recency error. d. central tendency error.

b. contrast error.

Modeling: a. provides learning through repetition. b. demonstrates the desired behavior or method to be learnt. c. sets a road map for the training course, objectives, and learning points. d. breaks down tasks to facilitate learning.

b. demonstrates the desired behavior or method to be learnt.

In the ____ method, each trait or characteristic to be rated is represented by a scale on which a rater indicates the degree to which an employee possesses that trait or characteristic. a. mixed-standard scale b. graphic rating scale c. behaviorally anchored rating scale d. behavior observation scale

b. graphic rating scale

. Person analysis: a. helps organizations in reviewing the job description and specifications to identify the task performed. b. helps organizations avoid the mistake of sending all employees into training when some do not need it. c. involves self-improvement and self-directed training. d. examines the external labor market for needed skills.

b. helps organizations avoid the mistake of sending all employees into training when some do not need it.

101. When comparing employee literacy levels of 1970 and today, it can be said: a. literacy levels have improved significantly. b. literacy levels are about the same. c. literacy levels have decreased significantly. d. it is impossible to make such a comparison.

b. literacy levels are about the same.

Some organizations believe that appraisals are useful : a. as a warning to inexperienced employees. b. only for highly effective or ineffective employees. c. only for veteran employees. d. for employees nearing retirement.

b. only for highly effective or ineffective employees.

. The first step in a needs assessment is: a. task analysis. b. organization analysis. c. person analysis. d. market analysis.

b. organization analysis.

If a manager rates an employee higher than he or she deserves in order to look good as a manager in the eyes of his or her own superiors, this is an example of: a. criterion deficiency. b. organizational politics. c. criterion contamination. d. administrative appraisal purpose.

b. organizational politics.

. The Supreme Court ruling states that: a. vague performance standards can be acceptable when clearly written. b. organizations should have carefully defined and measurable performance standards. c. while performance standards should be somewhat specific, there should be room for individual interpretation. d. descriptions of traits such as attitude and cooperation are acceptable performance standards.

b. organizations should have carefully defined and measurable performance standards.

One advantage of peer evaluations is that: a. peers are less politically motivated than supervisors. b. peers may furnish more accurate and valid information than supervisors. c. peers may work harder to help other employees improve performance. d. peers are often partially responsible for the performance of other co-workers.

b. peers may furnish more accurate and valid information than supervisors.

The appraisal interview should be divided into two sessions, one each for: a. positive comments and negative comments. b. performance review and employee's growth plans. c. performance review and compensation discussion. d. establishing performance standards and reviewing performance.

b. performance review and employee's growth plans.

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

b. personality.

. E-learning provide all the following benefits EXCEPT: a. bringing the training to employees. b. replacing conventional learning experiences. c. facilitating just-in-time skill development. d. being more cost effective.

b. replacing conventional learning experiences.

Employees who earn performance-based pay are more _____. a. mobile b. satisfied c. educated d. cynical

b. satisfied

. Programmed instruction is also referred to as: a. mentoring. b. self-paced learning. c. simulation. d. observational learning.

b. self-paced learning.

. If one inflates the evaluation of people with whom they have something in common, one commits a: a. leniency error. b. similar-to-me error. c. recency error. d. central tendency error.

b. similar-to-me error.

. Freedom from criterion deficiency of performance appraisals refers to the extent to which: a. standards relate to the overall objectives of the organization. b. standards capture the entire range of an employee's responsibilities. c. individuals tend to maintain a certain level of performance over time. d. factors outside the employee's control can influence performance.

b. standards capture the entire range of an employee's responsibilities.

The three basic types of formats for providing feedback during a performance evaluation meeting or feedback session are: a. tell-and-sell, tell-and-train, and developmental. b. tell-and-sell, tell-and listen, and problem-solving. c. tell-and-train, problem-solving, and developmental. d. tell-and-listen, tell-and-train, and problem-solving.

b. tell-and-sell, tell-and listen, and problem-solving.

. The choice of an appraisal method should be largely based on: a. the preferred technique of the personnel department. b. the purpose of the appraisal. c. the reaction of employees. d. what skills the developer of the system possesses.

b. the purpose of the appraisal.

Performance appraisal methods can be broadly classified as either ____, ____, or ____ approaches. a. trait, behavioral, judgmental b. trait, behavioral, results c. behavioral, judgmental, results d. behavioral, judgmental, attitudinal

b. trait, behavioral, results

All of the following are suggested to overcome common drawbacks of on-the-job training EXCEPT: a. developing realistic goals and/or measures for each on-the-job training area. b. tying employees' pay to their training progress. c. planning a specific training schedule for each trainee. d. conducting periodic evaluations, after training is completed, to prevent regression.

b. tying employees' pay to their training progress.

. Developmental purposes of performance appraisal include all of the following EXCEPT: a. recognizing individual performance. b. validating selection procedures. c. improving communication. d. identifying strengths and weaknesses.

b. validating selection procedures.

"Tell me about the last time you disciplined an employee" is an example of a:

behavioral description interview question.

If two or more methods yield consistent results, the selection procedure can be described as:

being reliable.

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

c. 30 to 35

71. One study showed that organizations with strong performance management systems are ____ more likely to outperform their competitors in the areas of revenue growth, productivity, profitability, and market value a. 10-15 percent b. 20-30 percent c. 40-50 percent d. 80-90 percent

c. 40-50 percent

Generally, to start with, an apprentice is paid _____ percent of a skilled journey worker's wage. a. 30 b. 40 c. 50 d. 60

c. 50

. In _____, the U.S. Supreme Court found that employees had been ranked against a vague standard, open to each supervisor's own interpretation. a. California Board of Regents v. Bakke b. Griggs v. Duke Power Co. c. Albemarle Paper Co. v. Moody d. Brito v. Zia

c. Albemarle Paper Co. v. Moody

Which of the following includes the different types of diversity training? a. Equal employment and affirmative action b. Process and behavior c. Awareness building and skill building d. Conventional and non-conventional

c. Awareness building and skill building

If the primary objective of a performance appraisal is to give employees developmental feedback, which of the following appraisal methods is most ideal? a. Trait b. Results c. Behavioral d. Attitudinal

c. Behavioral

Which of the following is NOT a component of behavior modeling? a. Learning points b. Practice and role-play c. Decisional emulation d. Feedback and reinforcement

c. Decisional emulation

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

c. Low potential for rating errors

. To which phase of the system model do organization analysis, task analysis, and person analysis belong? a. Design phase b. Implementation phase c. Needs assessment phase d. Evaluation phase

c. Needs assessment phase

The benefits of the training exceeds the cost of the program when: a. ROI=1. b. ROI<1. c. ROI>1. d. ROI ≠ 1.

c. ROI>1.

New college graduates often have a high desire for: a. structured jobs. b. close supervision. c. advancement. d. reassurance from supervisors.

c. advancement.

Some organizations fail to make the connection between training and _____. a. technology b. competition c. an organization's goals d. an organization's functional requirements

c. an organization's goals

98. The process of measuring one's own services and practices against the recognized leaders in order to identify areas for improvement is _____. a. industry analysis b. modeling c. benchmarking d. environmental analysis

c. benchmarking

If a performance standard is found to be stable or consistent over time, it is said to be: a. free from contamination. b. relevant. c. reliable. d. valid.

c. reliable.

An analysis of the sets of skills and knowledge needed for decision-oriented and knowledge-intensive jobs is referred to as: a. task analysis. b. needs assessment. c. competency assessment. d. job analysis.

c. competency assessment.

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

c. criterion deficiency.

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

c. external constraints.

. The desired outcomes of training programs are formally stated as: a. training goals. b. learning objectives. c. instructional objectives. d. learning goals.

c. instructional objectives.

Training delivered to trainees when and where they need it to do their jobs is known as: a. cross-training . b. apprenticeship training. c. just-in-time training. d. on-the-job training.

c. just-in-time training.

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

c. leniency or strictness error.

Training given in one ten-hour period instead of five two hour periods is an example of: a. part learning. b. distributed learning. c. mass learning. d. active learning.

c. mass learning.

. From the broadest perspective, the goal of training is to contribute to: a. social improvement. b. personal growth. c. organizational goals. d. departmental challenges.

c. organizational goals.

. In light of recent court rulings, HR managers suggest that performance evaluations should meet all of the following legal guidelines EXCEPT: a. performance ratings must be job-related. b. employees must be provided with clear, written job standards in advance of their evaluations. c. performance evaluation should rarely be tied to compensation decisions. d. supervisors should be trained to use the evaluation form correctly.

c. performance evaluation should rarely be tied to compensation decisions.

Periods in learning situations when progress does not occur because of either reduced motivation or ineffective methods of task performance are called: a. learning blocks. b. lapses. c. plateaus. d. learning gaps.

c. plateaus.

If one rates an employee's performance largely on the basis of the employee's recent behavior, one commits a: a. leniency error. b. contrast error. c. recency error. d. central tendency error.

c. recency error.

. The terms "training" and "development": a. mean the same thing. b. both refer to short term skill development efforts. c. refer to a short term performance orientation vs. a longer term skill development, respectively. d. refer to the skills developed in lower level vs. managerial employees, respectively.

c. refer to a short term performance orientation vs. a longer term skill development, respectively.

Goal setting: a. provides a real life demonstration to get the message across. b. provides learning through repetition. c. sets a road map for the training program, its objectives, and its learning points. d. sets a road map for breaking down tasks to facilitate modelling.

c. sets a road map for the training program, its objectives, and its learning points.

Performance-related behaviors such as leadership ability, ability to delegate, and employee supportiveness may best be appraised by: a. the manager/supervisor. b. peers. c. subordinates. d. the management team.

c. subordinates.

. The appraisal interview that requires interviewers to possess the ability to persuade an employee to change his or her behavior in a certain way is: a. tell-and-develop. b. tell-and-listen. c. tell-and-sell. d. problem-solving.

c. tell-and-sell.

. A problem with performance appraisal is that it: a. tends to be objective and consistent. b. identifies weaknesses of employees as well as strengths. c. tends to focus on short-term objectives rather than long-term learning. d. tends to be a bottom-up process.

c. tends to focus on short-term objectives rather than long-term learning.

The type of scale that uses critical incidents as examples of different points along the scale is known as: a. the mixed-standard scale. b. the global rating. c. the behaviorally anchored rating scale. d. the dimensional rating.

c. the behaviorally anchored rating scale.

. When an employee is groomed to take over the supervisor's job by gaining experience in handling important functions of the job, it is known as: a. grooming. b. coaching. c. understudy assignment. d. role modeling.

c. understudy assignment

The lines of advancement for an individual within an organization are known as:

career paths.

Which of the following is a popular method that managers use to help employees identify their potential and the strength of their interests?

career planning workshops

Between the two approaches to selection decisions, the statistical approach is considered superior, although the _____ is the most commonly used.

clinical

In the _____ to decision making, those making the selection decision review all the data on the applicants.

clinical approach

Private employment agencies:

commonly specialize in providing services for a specific occupational area

Private employment agencies:

commonly specialize in providing services for a specific occupational area.

A means by which organizations can assess and weigh the knowledge and skills that each of its jobs requires is ____.

competency analysis

According to the "Big Five" factors, _____ refers to the degree to which someone is dependable and organized and perseveres in tasks.

conscientiousness

A ____ occurs when a person has learned a job too well and is bored with day-to-day activities.

content plateau

The type of validity assumed to exist when a selection instrument adequately samples the knowledge and skills needed to perform a particular job is:

content validity.

A low selection ratio means:

only the most promising applicants will be hired.

The process in which a test or battery of tests is administered to a different sample (drawn from the same population) for the purpose of verifying the results obtained from the original validation study is called:

cross-validation

. By some estimates _____ of employee learning occurs via on the job training. a. 20-30 percent b. 40-50 percent c. 60-70 percent d. 80-90 percent

d. 80-90 percent

In which type of appraisal interview does the interviewer communicate the strong and weak points of an employee's performance during the first part of the interview and then explore the employee's feelings about the appraisal in the second part? a. Problem-solving b. Tell-and-develop c. Tell-and-sell d. Tell-and-listen

d. Tell-and-listen

. Which of the following is NOT an issue related to the design of a training program? a. Instructional objectives b. Trainee readiness and motivation c. Principles of learning d. Trainee ethnic characteristics

d. Trainee ethnic characteristics

. The two primary purposes of performance appraisals are: a. informative and developmental. b. managerial and administrative. c. managerial and informative. d. administrative and developmental.

d. administrative and developmental.

Requirements for a successful management by objectives (MBO) program include all of the following EXCEPT that: a. the results must be under the control of the employee. b. timeframes for when the goals are to be reviewed and evaluated need to be established. c. goal statements must be accompanied by descriptions of how they will be accomplished. d. both trait and critical incident objectives must be set.

d. both trait and critical incident objectives must be set.

Whole-vs-Part Learning: a. builds a bridge between employees and the organization. b. provides learning through repetition. c. sets a road map for the training course, objectives, and learning points. d. breaks down tasks to facilitate learning.

d. breaks down tasks to facilitate learning.

A process whereby managers meet to discuss the performance of individual employees to ensure that their employee evaluations are in line with one another is referred to as _____. a. cross-referencing b. authentication c. mentoring d. calibration

d. calibration

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

d. developing independent learning objectives.

Spacing out the training will result in faster learning and longer retention. This is known as the principle of: a. part learning. b. retention. c. transfer of training. d. distributed learning.

d. distributed learning.

. A method of rating performance in which the rater chooses from statements that appear equally favorable or equally unfavorable is known as the: a. forced-distribution method. b. graphic rating scales. c. behaviorally anchored rating scale d. forced-choice method.

d. forced-choice method.

Managers often first assume poor performance of subordinates to: a. inadequate training. b. poor motivation. c. external constraints. d. lack of ability.

d. lack of ability.

. If an individual is responsible for developing a training program, his/her first step should be to: a. create a suitable training environment. b. create a design for the training program. c. perform the evaluation of behavior. d. perform the needs assessment.

d. perform the needs assessment.

Listening, accepting, and responding to feelings are essential elements of the _____ performance evaluation format. a. tell-and-develop b. tell-and-listen c. tell-and-sell d. problem-solving

d. problem-solving

Administrative purposes of performance appraisal include all of the following EXCEPT: a. determining promotion candidates. b. evaluating training programs. c. documenting personnel decisions. d. providing performance feedback.

d. providing performance feedback.

The main disadvantage of a behaviorally anchored rating scale (BARS) is that it: a. requires considerable legal "vetting" by a skilled attorney. b. has a negative reputation among HR professionals. c. is useful only for manual jobs. d. requires considerable time and effort to develop.

d. requires considerable time and effort to develop.

. The first step in task analysis is to: a. define descriptive terms. b. refer other similar jobs. c. identify the skills required. d. review the job description.

d. review the job description.

The appraisal interview: a. should take place in one session in order to give the employee a complete view of his or her performance. b. can be divided into two sessions, though this is not advisable. c. is most suitable for the supervisor to give feedback on past performance and should not be used for developmental purposes. d. should be held in two segments because the rater must perform the role of both evaluator and counselor.

d. should be held in two segments because the rater must perform the role of both evaluator and counselor.

Reviewing the job description and specifications to identify the activities performed in a particular job and the KSAOs needed to perform them is known as: a. organization analysis. b. individual analysis. c. utility analysis. d. task analysis.

d. task analysis.

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

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

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

d. the benefits derived from training relative to the costs incurred.

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

d. using the "sandwich technique."

A downward transfer is known as:

demotion

A downward transfer is known as:

demotion.

Outplacement services are:

designed to help terminated employees find a job elsewhere.

A boundaryless career model depends on each of the following except:

developing free agents within the organization

The set of standardized questions used in a structured interview is based on:

job analysis.

The appropriate training method for factual materials is: a. lecture. b. simulation. c. on-the-job training. d. apprenticeship.

lecture

The success of college campus recruiting can be weakened by all of the following except:

limiting visits to highly selected campuses

Many manufacturers have located to the South because

lower-cost labor is plentiful there and unions are less prevalent than they are in the north.

Many manufacturers have relocated to the South because:

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

Just-in-time staffing refers to:

maintaining a core staff of employees that is augmented by a highly skilled supplementary workforce.

Executives who coach, advise, and encourage individuals of lesser rank are referred to as:

mentors

The three principal criteria for determining promotions are:

merit, seniority, and potential.

Which of the following is NOT a form of internal recruiting?

mobile recruiting

Basic skills training includes all of the following EXCEPT: a. computing. b. problem solving. c. speaking. d. modeling.

modeling

State courts have ruled that companies can be held liable for _____ if they fail to do adequate background checks.

negligent hiring

The practice of hiring relatives is known as:

nepotism.

A 'life plateau' occurs when:

people allow work or another factor to become the most significant aspect in their lives, but no longer have success in that area

Unlike temporary help agencies, employee-leasing companies:

place employees with subscribers on a permanent basis.

Giving applicants a clerical aptitude test and then tracking their performance six months later is an example of:

predictive validity.

Stages of career development include organizational entry, early career, midcareer, late career, and ____.

preparation for work

The placement of an employee in another job at a higher level in the organization with an increase in pay and status is known as a:

promotion.

The degree to which selection procedures yield comparable data over a period of time is known as:

reliability.

Services that are offered to employees who are being transferred to different locations are known as:

relocation services.

Internal barriers to career development include:

rigid job specifications

"It is late at night before your scheduled vacation. You are all packed and ready to go to bed.You get a phone call from the plant asking you to come in and handle a problem that only you can address. What will you do?" This is an example of a ____ question.

situational interview

For what reason should a person seeking a mentor research the potential mentor's background?

so that it will be easier for both of you to establish a relationship

In performing a glass ceiling review to assess equal access, the Department of Labor looks for all of the following except:

stability in middle-level managerial positions.

An informal network of interpersonal relationships that has traditionally provided a means for senior members of the organization to pass along career tips to junior members is:

the good old boys' network.

The approach to recruitment that informs applicants about all aspects of the job including both desirable and undesirable facets is called:

the realistic job preview.

The difference between the situational interview and the behavioral description interview is that:

the situational interview is hypothetical, while the behavioral description interview is based upon actual experience.

Employability refers to:

the skills and support needed to find a job

With respect to recruiting disabled employees, all of the following are true except:

the superior performance attributed to the disabled is because of low expectations

All of the following statements about recruiting disabled employees are true EXCEPT that:

the superior performance attributed to the disabled is because of low expectations.

A major problem that dual-career couples face is:

the threat of relocation.

Career counseling involves talking with employees about all of the following except:

their past career decisions.

People experience a life plateau when:

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

Organizations like to hire older workers because:

they have proven employment experience.

Organizations prefer to hire older workers because:

they have proven employment experience.

Typically, establishing validity is a matter of comparing selection test scores:

to supervisors' performance ratings.

The placement of an employee in another job for which the duties, responsibilities, status, and remuneration are approximately equal to those of the previous job is known as a:

transfer

According to a report by the U.S. Merit Systems Protection Board, a quasi-judicial agency that serves as the guardian of federal merit systems, structured interviews are _____ as nondirective interviews to predict on-the job performance

twice as likely

The Uniform Guidelines recognizes and accepts all of the following approaches to validation EXCEPT:

utility validity.