management test 1

In 1997, 3 men from the Chicago area sued Hooters after being denied employment. Each was awarded $19,100. The settlement allows Hooters to continue attracting customers with its female staff of Hooters Girls, meaning that Hooters can require that servers are women, and therefore not hire men for these jobs. However, the chain had to agree to create other support jobs, like bartenders and hosts, that must be fulfilled without regard to gender. Because Hooters is able to hire only women for server roles, this is an example of...

A bona fide occupational qualification

Patty really values universalism and benevolence, which according to Schwartz's value theory fall under the umbrella of "self-transcendence." Which of the following values is Patty the least likely to also hold?

Achievement and power

The 3 components of attitudes are

Affective, behavioral, and cognitive

The Civil Rights Act of 1991 amended the Civil Rights Act of 1964. Which change did the CRA of 1991 bring about?

Allowed for compensatory and punitive damages in cases of intentional discrimination with damage limits based on employer size

Petra made a mistake on a financial report that ended up costing the company a significant amount of money. When asked why this had occurred, Petra blamed one of her coworkers for giving her erroneous information. Petra is expressing...

An external locus of control

"Is it true that to be human is to be dishonest?" is an example of an item from...

An overt integrity test

The three fundamental levels of organizational culture are...

Artifacts, espoused values, and basic underlying assumptions

Organizational socialization is the process by which a person learns the values, norms, and required behaviors which permit them to participate as a member of an organization. This process begins...

Before the candidate is interviewed

Which of the following is NOT one of the four types of employees described by Human Capital Architecture?

Blue-collar

Tiffany works in the health care industry and is considered an essential worker who cannot work from home. A few months ago, she became pregnant and had heightened concerns about contracting COVID-19, so she took FMLA. During this time, she always social distanced, wore a mask, and avoided others. However, when Tiffany was informed by her employer that she had to return to work, she stopped wearing a mask and social distancing after just a few days. Moreover, she started telling friends and family that COVID-19 was not that serious and that masks do not work. Which psychological phenomena is Tiffany displaying?

Cognitive dissonance

Star Inc., an accounting firm, has come up with a new technical test to assess the knowledge of interviewees. To assess the validity of the test, it requests that its present employees take the test and match it with their performance in the organization. Which of the following types of validation has Star Inc. used to test the validity of its new technical test

Concurrent

Which of the following is NOT a trait that comprises Core Self-Evaluations (CSEs)

Conscientiousness

Rollerbeam Inc., a provider of engineering services, is looking to hire several maintenance engineers. Rollerbeam's HR department checks with the company's engineering department to confirm that the scenarios mentioned in the test are plausible real-world scenarios that maintenance engineers might face. Which of the following types of validation is Rollerbeam's HR team performing?

Content

If there is a substantial correlation between test scores and job performance scores, ___________ validity has been established.

Criterion-related

Under ____________________, intent is irrelevant

Disparate (adverse) impact

______________ is the ability to monitor one's own emotions and those of others, to discriminate among those emotions, and to use this information to guide one's thinking and actions. This has been linked to better social relationships and well-being.

Emotional intelligence

Which of the following is NOT true about Organizational Citizenship Behaviors (OCBs)?

Employees are paid for OCBs

_______________ values are the explicitly stated values and norms that are preferred by the organization.

Expoused

Conscientiousness is the strongest personality trait predictor of performance across all contexts, so tests measuring conscientiousness are...

Generalizable

In the ______________ culture, there is a more formalized and structured work environment characterized by reliable internal processes, extensive use of measurement, and a variety of control mechanisms. Effectiveness is measured in terms of efficiency, timeliness, safety, and reliability.

Hierarchy

250 Wizards applied for open positions at the Ministry of Magic; 50 were hired. 75 Muggles applied for the same positions; 30 were hired. Calculate the Impact Ratio and determine if Adverse Impact has occurred (worksheet has been handed out to you).

IR = 50%; Adverse Impact has occurred Lowest selection rate/ highest selcetion rate >= .80 No adverse impact <= .80 Adverse impact

What is the strongest predictor of human behavior?

Intentions

Sarah works in a window factory and operates a saw. She works the same hours every day, and she has to follow a step-by-step process in the same way every time in order to make sure all the cuts are exactly the same. Jorge works in marketing at the same factory. Jorge makes his own hours and is involved in a variety of different projects in which he has a lot of autonomy. Both Jorge and Sarah score high on openness to experience and conscientiousness and score low on neuroticism and extraversion. Who is more likely to show their personality at work, Jorge or Sarah?

Jorge is more likely to show his true personality at work because his work context is unstructured and has fewer constraints than Sarah's.

There are several different models of job satisfaction that can help managers understand how to manage and increase the job satisfaction of employees. Kevin thinks the best way to increase his employees' job satisfaction is to make sure that the job meets the needs of each employee. However, Bill thinks the best way to increase job satisfaction is to monitor employees' perceptions of fairness and interact with them so they feel fairly treated. Which of the following statements is true regarding which models of job satisfaction Kevin and Bill prefer?

Kevin adheres to the needs fulfillment model of job satisfaction while Bill thinks the equity model of job satisfaction is superior.

According to Michael Porter, competitive advantage results from creating value by which of the following strategies?

Low cost & differentiation

Halfway through the semester, Dimitri quit doing his accounting assignments and stopped attending class. He attributes this to his poor performance on the first two tests, as well as his lack of talent for accounting. He feels that he will do much better switching to another major. This suggests that Dimitri likely has...

Low self-efficacy for accounting

What are the Big Five personality dimensions?

Openness to experience, conscientiousness, extroversion, agreeableness, & neuroticism

Which of the following is true regarding the fields of Organizational Behavior and Human Resources?

Organizational Behavior is the study of individual and group behavior in organizational settings. Human Resources Management is an umbrella term used to describe the management and development of employees in organizations. By studying organizational behavior and human resources, we can learn how to be better future managers and employees. All of the above are true.

Counterproductive work behavior (CWB) harms other employees, the organization as a whole, and/or stakeholders (customers and shareholders). Which of the following is NOT an example of CWB?

Presenting poor financial results at the quarterly meeting

The Civil Rights Act of 1964...

Prohibits discrimination on the basis of sex, race, color, religion, or national origin.

Which of the following statements is true regarding reliability & validity

Reliability is a necessary but not sufficient condition for validity.

According to Schwartz's value theory, values are motivational and...

Represent broad goals over time.

Which of the following is NOT one of the four functions of organizational culture?

Selected Answer: d. Social justice device Answers: a. Collective commitment b. Organizational identity c. Sense-making device d. Social justice device(CORRECT)

Some individual differences are more malleable (aka less stable) than others. This means that managers can train or develop employees to enhance desired differences. Which of the following individual differences is more malleable, providing such an opportunity for managers

Self-efficacy, a component of core self evaluations.

Your manager has asked you to come up with experience-based interview questions for a new position opening in your department. Which of the following options represents an experience-based interview question you might add to your list of suggestions?

Think about an instance when you had to motivate an employee to perform a task that he or she disliked but that you needed to have done. How did you handle that situation?

What are the two dimensions of the Human Capital Architecture discussed in Wright (2008)?

Uniqueness & Strategic Value

The degree to which the information provided by selection methods enhances the bottom-line effectiveness of the organization is known as the selection method's...

Utility

Firms that wish to create competitive advantage should ensure that their product or service offering(s) are...

Valuable, Rare, Inimitable & has Organized Processes

You just started working in Human Resources at a company with high turnover, and you have been tasked with improving the interview process. Which of the following recommendations would you make to your team? Make sure to choose the best answer.

We should develop a situational interview with experience-based questions, making sure the interview is structured, standardized, and focuses on KSAOs that are observable and job-related.

____________ is a selection method that has high validity and high reliability because it is highly job-related and is consistent across applicants and across time but has low generalizability because it is so job-specific. Despite its strengths, this method is expensive to create and so utility can also sometimes be negatively impacted.

Work sample

David and Jessica (team leader) work at a local chicken plant. They recently broke up after dating for several months. Jessica begins following David at work and begs him to give her another chance. When David refuses, Jessica changes David's schedule so she won't have to work with him. As a result, David's hours are cut in half. Is Jessica's behavior sexual harassment?

Yes, it was illegal for Jessica to reduce David's hours because he refused to date her.

Daniel filed a discrimination charge against the company he worked for last summer. As part of the investigation, an EEOC investigator spoke to one of Daniel's coworkers, who agreed that the supervisor had treated Daniel unfairly. Afterwards, the supervisor called both Daniel and his coworker at home and yelled at them for talking to the EEOC. The supervisor also gave both employees negative references. Prior to the EEOC investigation, the supervisor had no issues with either employees' performance. Did the supervisor violate the law?

Yes, the supervisor violated the law because this is an example of retaliation which is illegal.

According to the EEOC, a disability is defined as...

a. A physical or mental impairment that substantially limits one or more major life activities b. A record or past history of such an impairment c. Being regarded as having a disability by an (potential) employer whether you have one or not d. All of the above (CORRECT)

Which of the following is recommended for improving the utility of the selection interview

a. Interviewers should be able to quantitatively rate applicants b. There should be many interviewers present

Which of the following is an issue with personality testing in a selection context?

b. Test takers may not describe themselves accurately (faking) or try to "guess" the answer c. Personality tests are meant to measure personality, not what individual differences are needed to perform a particular job.

Stephanie is a job candidate interviewing for your open position. She tells you that she is very conscientious. What characteristics might you expect from Stephanie if you were to hire her?

dependable, organized, persevering, thorough, and achievement-oriented

Adhocracy cultures

empower employees to take risks

Organizations with clan cultures are described as

internally focused and valuing flexibility

Sergei values loyalty, honesty, equality, transparency, and self-fulfillment. He is looking for employment and hopes to find an organization that enacts the values he finds important. Sergei is looking for...

person-organization fit

About 50% of people who take the MBTI for a second time receive a different result. This means that the MBTI demonstrates low...

test-retest reliability