MGT- 4385 - Chapter 10 Concepts

Which of the following is an accurate comparison of external and internal hires of an organization?

External hires are likely to have higher levels of experience and education than internal hires.

One of the valid predictors of promotion is personality measures. In this context, who among the following employees is more likely to receive promotions more often than the others?

Hamid, who is conscientious

Assessment centers

High

Informal discussions and recommendations

High

Job knowledge tests

High

Talent management systems

High

Identify a true statement about seniority in an organizational context.

It is measured as length of continuous employment in a company.

Cost

It refers to expenses incurred in using a predictor.

Use

It refers to how much or how often a predictor is utilized.

Reliability

It refers to the consistency of measurement.

Utility

It refers to the monetary return, minus costs, related to using a predictor.

Disparate impact

It refers to the possibility that a disproportionate number of women and minorities will be rejected using a predictor.

Validity

It refers to the strength of the relationship between a predictor and job performance.

Informal discussions and recommendations

Low

Promotion panels and review boards

Low

Self-assessments

Low

Seniority

Low

Identify the dysfunctional aspects of assessment centers that are relevant for candidates. (Check all that apply.) Not getting sufficient feedback during the assessment center exercises Not providing assessors with training and practice opportunities Not having positive reactions to poorly designed exercises Not standardizing or randomizing candidate or exercise order

Not getting sufficient feedback during the assessment center exercises Not having positive reactions to poorly designed exercises

Which of the following are dysfunctional aspects of assessment centers that are relevant for designers? (Check all that apply.) Not standardizing or randomizing candidate or exercise order Not having time to discuss candidates after a post-exercise meeting Not having enough observation opportunities or scores per candidate Not providing assessors with training and practice opportunities

Not standardizing or randomizing candidate or exercise order Not providing assessors with training and practice opportunities

Which of the following is the most used assessment center exercise?

Role play

New situations

The internal vacancies applicants are seeking through a company's transfer or promotion system

Identify the characteristics of assessment centers. (Check all that apply.) In the behavioral exercises involved, employees participate in exercises that exactly reproduce working conditions. Candidates usually participate in an assessment center for a period of hours rather than days. The length of such a center is based on the number of candidates to be tested and exercises. At the conclusion of an assessment center, the assessors evaluate the participants over a period of several hours.

The length of such a center is based on the number of candidates to be tested and exercises. At the conclusion of an assessment center, the assessors evaluate the participants over a period of several hours.

Identify a true statement about peer assessments.

They are typically not considered a "behind the back" maneuver by management.

True or false: According to research, equitable, transparent, standardized, and job-related promotion procedures enhance perceptions of fairness in using discretionary assessment methods for internal selection.

True

True or false: According to the evidence for the "queen bee" phenomenon, some women who are promoted into leadership positions do not support the advancement of junior women into leadership positions.

True

True or false: An advantage of performance appraisals over other internal assessment methods is that they are readily available in many companies.

True

A job candidate is most likely to be presented with a case or problem with incomplete information in a type of interview exercise called _____.

fact-finding interview

Declarative knowledge

It involves knowing facts, rules, and principles.

Procedural knowledge

It involves knowing what to do and how to do it.

Which of the following are dysfunctional aspects of assessment centers that are relevant for assessors? (Check all that apply.) Having enough observation opportunities or scores per candidate Refraining from standardizing or randomizing candidate or exercise order Being under stress to quickly make dimension ratings Participating in unnecessary, unproductive discussion during post-exercise meetings

Being under stress to quickly make dimension ratings Participating in unnecessary, unproductive discussion during post-exercise meetings

Which of the following is an assessment center exercise that typically includes memoranda, reports, phone messages, e-mails, and letters that require a response?

In-basket exercise

(Blank) ( Blank) refers to the assessment and evaluation of employees from within the organization as they move between jobs via transfer and promotion systems.

Internal selection

Which of the following initial internal selection methods are used most extensively? (Check all that apply.) Managerial sponsorship Self-assessments and peer assessments Informal discussions and recommendations Talent management systems

Managerial sponsorship Informal discussions and recommendations

Interview exercises

Moderate

Job knowledge tests

Moderate

Managerial sponsorship

Moderate

Performance appraisal

Moderate

Identify the true statements about talent management (TM) systems. (Check all that apply.) Most traditional practices of TM systems are directed toward talents hired through external selection. Recent surveys and benchmarking reports reveal that between roughly 60% and 70% of employers have a TM system in place. One of the main goals of TM systems is to facilitate internal selection decisions by maintaining an organized, updated record of employee skills. TM systems focus on sourcing, identifying, managing, and retaining a company's talent pool.

One of the main goals of TM systems is to facilitate internal selection decisions by maintaining an organized, updated record of employee skills. TM systems focus on sourcing, identifying, managing, and retaining a company's talent pool.

Identify the true statements about talent management (TM) systems. (Check all that apply.) One of the main goals of TM systems is to facilitate internal selection decisions by maintaining an organized, updated record of employee skills. Recent surveys and benchmarking reports reveal that between roughly 60% and 70% of employers have a TM system in place. TM systems focus on sourcing, identifying, managing, and retaining a company's talent pool. Most traditional practices of TM systems are directed toward talents hired through external selection.

One of the main goals of TM systems is to facilitate internal selection decisions by maintaining an organized, updated record of employee skills. TM systems focus on sourcing, identifying, managing, and retaining a company's talent pool.

Which of the following is a type of peer assessments that relies on voting for the most promotable candidates?

Peer nomination

The principle that individuals rise to their lowest level of incompetence shows a limitation of using the performance appraisal as a method for internal staffing decisions. This principle is called the _____.

Peter Principle

Why is seniority often used in internal selection? (Check all that apply.) Seniority is a more valid method of internal selection than experience. Promoting senior employees is socially acceptable because it is considered as rewarding loyalty. Seniority seems to lead employees to feel as if they able to move up in their organization. According to unions, reliance on seniority protects an employee from capricious treatment and favoritism.

Promoting senior employees is socially acceptable because it is considered as rewarding loyalty. According to unions, reliance on seniority protects an employee from capricious treatment and favoritism.

Which of the following statements are true about seniority in an organizational context? (Check all that apply.) Seniority is highly related to promotions according to meta-analyses. Seniority is weakly related to task performance according to meta-analyses. Seniority is a more valid method of internal selection than experience. Seniority is becoming less common as a method for internal selection.

Seniority is weakly related to task performance according to meta-analyses. Seniority is becoming less common as a method for internal selection.

Identity the policies of the Equal Employment Opportunity Commission (EEOC) on nondiscriminatory promotions. (Check all that apply.) The KSAOs to be evaluated must be related to the job and consistent with business necessity. The traditional methods of assessment must be used by a company as much as possible. Uniform and consistently applied standards must be there across all promotion candidates. Measures must be taken to facilitate the "queen bee" phenomenon in promotional decisions.

The KSAOs to be evaluated must be related to the job and consistent with business necessity. Uniform and consistently applied standards must be there across all promotion candidates.

Past situations

The current job and previous jobs held by an applicant within a company

Identify the true statements about discretionary assessment methods used in internal selection. (Check all that apply.) They are typically used to narrow down the list of finalists to those who will get job offers. They involve issues of favoritism, cronyism, nepotism, and different political influences. They typically exclude the use of multiple assessors, who personally know the candidates up for a promotion. They are used to select finalists from among the internal candidates.

They are typically used to narrow down the list of finalists to those who will get job offers. They involve issues of favoritism, cronyism, nepotism, and different political influences.

Coaches

They are usually trained roles, and no reciprocity is required.

Identify the true statements about assessment centers in the context of internal selection. (Check all that apply.) They are primarily used in internal selection for lower-level jobs. They deal with predicting a person's effectiveness in critical roles. They are typically inexpensive to conduct compared to other substantive assessment methods. They include a set of behavioral predictors that are used to forecast success.

They deal with predicting a person's effectiveness in critical roles. They include a set of behavioral predictors that are used to forecast success.

Identify a true statement about sponsors as a type of employee advocates.

They involve moderate-to-high degree of reciprocity.

Mentors

They provide task-related, professional, and personal assistance.

Identify a true statement about talent management (TM) systems.

They typically aim at enabling companies to strategically anticipate and meet talent needs, particularly for critical positions.

Substantive assessment methods

To choose finalists from among the internal candidates

Discretionary assessment methods

To choose offer recipients from among the finalists

Length of service or tenure with an organization, department, or job is typically called (Blank)

seniority