quiz 3 (c 5,14,15,16)

Evaluating people or objects by comparing them with characteristics of other recently observed people or objects is known as the ________ perceptual error. A. halo B. leniency C. central tendency D. recency E. contrast effects

E. contrast effects

Which of the following is true about pay? A. Pay is not helpful when it comes to aligning employees' interests with those of the broader organization. B. Pay has a small impact on employee attitudes and behavior. C. From the employees' view, pay policies do not affect their standard of living. D. Companies often look for ways to reduce pay by jeopardizing their relationship with the workforce. E. Employees attach great importance to pay decisions when they evaluate their relationship with the organization.

E. employees attach great importance to pay decisions when they evaluate their relationship with the organization.

Which of the following is true of external equity pay comparison? A. It involves comparisons with employees with lower level jobs in the organization. B. It involves comparisons with employees with higher level jobs in the organization. C. It influences whether employees accept transfers. D. It influences employees' willingness to accept promotions. E. It influences decisions of employees of whether to stay or move to another organization.

E. it influences decisions of employees of whether to stay or move to another organization.

Jill is a sales representative for a large pharmaceutical corporation. According to the current compensation system, if Jill meets her target for the quarterly sales projections, she will receive a bonus equivalent to 7% of her annual salary. Jill is working hard to meet the sales goal so that she can use the bonus money as a down payment on a new car for herself. Which of the following is true regarding Jill's motivation? A. It comes from a sense of competence. B. It comes from a sense of progress. C. It is a consequence of job redesign. D. It is intrinsically motivated. E. It is extrinsically motivated.

E. it is extrinsically motivated

Whittaker Publishing Corp. is a publishing company that wants to hire more technical experts to handle the software requirements in the publishing process. However, the test given to the programmers assesses not only their technical knowledge, but also their communication skills, language abilities, and understanding of client services. The test conducted by Whittaker Publishing Corp. is _____. A. high on reliability B. low on strategic congruence C. high on specificity D. high on acceptability E. low on validity

E. low on validity

A competent employee receives lower-than-deserved ratings because of a few outstanding colleagues who set very-high performance standards. This is an example of a _____ rater error. A. contrast B. distributional C. halo D. similar to me E. horns

A. contrast

Emma is very good at reading the emotions of others and is can easily gauge whether people are happy or sad. Emma has a high degree of _____. A. empathy B. social skills C. self-motivation D. self-regulation E. self-awareness

A. empathy

According to the Fair Labor Standards Act, A. employees should be paid at the rate of one and a half times their hourly rate for overtime worked beyond 40 hours in a week. B. federal contractors should pay employees no less than the prevailing wages in the area. C. outside sales employees are included in the coverage. D. employers who are not aware of the overtime work done by the employees are violating the law. E. occupations that have hourly wages are exempt from the law.

A. employees should be paid at the rate of one and a half times their hourly rate for overtime worked beyond 40 hours in a week.

Brian, a psychology student, has had an overall negative impression of his psychology professor. As a consequence, during the end of term appraisal, he rates his professor low on all performance criteria. Which of the following rater errors has Brian committed? A. Horns B. Leniency C. Central tendency D. Contrast E. Strictness

A. horns

Which of the following is true of the pay grade approach to developing a pay structure? A. It permits greater flexibility in moving employees from job to job. B. It increases the administrative burden of setting up rates of pay. C. It has a range spread that is smaller at higher levels. D. It ensures that all of the jobs have fair rates of pay. E. It tends to contribute to reduced labor costs.

A. it permits greater flexibility in moving employees from job to job

The process of strengthening a behavior by contingently presenting something pleasing is known as: A. positive reinforcement. B. negative reinforcement. C. extinction. D. punishment. E. respondent behavior.

A. positive reinforcement

As per the Age Discrimination in Employment Act, if any neutral-appearing practice happens to have adverse impact on those over 40, the employer must _____. A. show business necessity to avoid a guilty verdict B. make accommodations despite facing hardships C. facilitate pre-mature retirement for the employees D. compensate the employee prior to court trials E. provide special incentives to the suffering employees

A. show business necessity to avoid a guilty verdict

As the CEO of Blue Corp., George makes it a point to meet new hires at all levels of his organization. He explains the goals of the company and emphasizes on the importance of an individual employee's role in the larger picture. This initiative of George focuses on the _____ of performance management. A. strategic purpose B. administrative purpose C. developmental purpose D. statistical purpose E. validity purpose

A. strategic purpose

The "law of effect" states that: A. whatever can go wrong, will go wrong. B. behavior with favorable consequences tends to be repeated. C. people are motivated by punishment. D. garbage in, garbage out. E. leadership affects how people perform.

B. behavior with favorable consequences tends to be repeated

_____ is defined as the degree to which the validity of a selection method established in one context extends to other contexts. A. Utility B. Generalizability C. Reliability D. Validity E. Exclusivity

B. generalizability

A performance measure is said to be contaminated when: A. it does not measure all aspects of performance. B. it evaluates irrelevant aspects of performance. C. it is a subjective supervisory measure of job performance. D. it is not reliable over time. E. the overlap between actual job performance and the measure of job performance is maximized.

B. it evaluates irrelevant aspects of performance

Which of the following statements is true of the reliability of a measurement? A. A measurement is said to be reliable when only two iterations are involved in measurement. B. Reliability refers to the measuring instrument rather than to the characteristic itself. C. It is not dependent on the attributes of the measuring instruments used. D. Reliability indicates the degree to which two objects are related to each other. E. It indicates the extent to which performance on the measure is related to performance on the job.

B. reliability refers to the measuring instrument rather than to the characteristic itself

Both the comparative and the attribute approaches to performance measurement are _____. A. high on strategic congruence B. very low on specificity C. low on acceptability D. high on reliability E. very high on validity

B. very low on specificity

Which of the following is an example of a frame-of-reference training? A. Devon focuses primarily on making managers aware of rating errors and how to reduce them effectively. B. Mark makes managers aware of how errors influence ratings. C. Dan emphasizes on using the same idea of high, medium, and low performances when making evaluations. D. Sam stresses on having consistent standards of evaluation. E. Jennifer focuses on eliminating politics through discussion among managers.

C. Dan emphasizes on using the same idea of high, medium, and low performances when making evaluations.

Which of the following is an example of experience-based situational interview? A. Ronald was asked how he would resolve a certain technical fault in his workplace. B. Peter was asked about his reaction if his co-workers indulged in racist behavior. C. Ron was asked to describe an event where his creativity led to effective problem solving. D. Jane was asked what steps she would take in case of a power failure in the plant. E. Harry was asked to describe how he would convince his boss about his new marketing strategy.

C. Ron was asked to describe an event where his creativity led to effective problem solving.

Labor market comparisons are more important than product market comparisons when: A. product demand is elastic. B. the costs of recruiting replacements are low. C. attracting and retaining qualified employees is difficult. D. the supply of labor is inelastic. E. employee skills are specific to the product market.

C. attracting and retaining qualified employees is difficult

Avoiding extreme judgments and rating people and objects as average or neutral is known as the _______ perceptual error. A. halo B. leniency C. central tendency D. recency E. contrast effects

C. central tendency

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 maintenance engineers might face. Which of the following types of validation is Rollerbeam's HR team performing? A. Concurrent validation B. Predictive validation C. Content validation D. Criterion-related validation E. Subjective validation

C. content validation

If every instance of a target behavior is reinforced, a _________ schedule is in effect. A. positive B. negative C. continuous D. intermittent E. variable

C. continuous

The first step in effective performance management is: A. providing consequences. B. reviewing performance. C. defining performance. D. evaluating performance. E. monitoring performance.

C. defining performance

Internal equity pay comparison is: A. influenced primarily by an organization's choice of pay level. B. the primary administrative tool organizations use in choosing a pay level. C. focused on what employees within the same organization but in different jobs are paid. D. determined using market pay surveys. E. more likely to influence the decisions of applicants to accept job offers than external equity pay comparison.

C. focused on what employees within the same organization but in different jobs are paid

Which of the following is true regarding the attribute approach to performance management? A. There is usually a high congruence between the techniques used in this approach and the company's strategy. B. The methods usually have clearer performance standards due to which different raters provide similar ratings and rankings. C. It is easy to develop and is generalizable across organizations and strategies. D. It provides specific guidance and feedback to employees. E. The ratings from this approach are easily accepted by employees during feedback.

C. it is easy to develop and is generalizable across organizations and strategies

Predictive validation is superior to concurrent validation because: A. predictive valuation involves contribution from many individuals. B. job applicants often have no information about organizational culture. C. job applicants are more motivated than an organization's employees. D. the effort needed for predictive valuation is lesser than concurrent valuation. E. the time taken for predictive valuation is lesser than concurrent valuation.

C. job applicants are more motivated than an organization's employees.

Which forms of consequence strengthen a desired behavior? A. Positive reinforcement and extinction B. Positive reinforcement and punishment C. Positive reinforcement and negative reinforcement D. Extinction and punishment E. Extinction and negative reinforcement

C. positive reinforcement and negative reinforcement

Which of the following steps can help an organization increase the reliability of its interview process? A. Using a single interviewer instead of multiple interviewers B. Basing tests on the people who are already working C. Providing raters with standardized training D. Avoiding the use of common formats to rate candidates E. Basing tests on people who were most successful in earlier interviews

C. providing raters with standardized training

Which of the following observations is true about scattergrams? A. They help in identifying the most important cause of a problem. B. They are useful for understanding the amount of variance between an outcome and the expected value or average outcome. C. They help employees determine whether the relationship between two variables or events is positive, negative, or zero. D. They assume that that the majority of problems are the result of a small number of causes. E. They are useful for identifying redundancy in processes that increase manufacturing or service time.

C. they help employees determine whether the relationship between two variables or events is positive, negative, or zero

The most effective schedules of reinforcement are A. continuous. B. fixed interval and fixed ratio. C. variable ratio and variable interval. D. fixed interval and variable interval. E. fixed ratio and variable ratio.

C. variable ratio and variable interval

In the leniency perceptual error, a person: A. forms an overall impression, and then uses that impression to bias ratings. B. avoids all extreme judgments and rates everyone as average or neutral. C. evaluates people by comparing them with characteristics of recently observed people. D. consistently evaluates people in an extremely positive fashion. E. relies on most recent information.

D. consistently evaluates people in an extremely positive fashion

In what legal suit would the plaintiff allege that the performance measurement system varies according to individuals? A. Harassment suit B. Statutory tort C. Unjust dismissal suit D. Discrimination suit E. Custody actions

D. discrimination suit

The Fair Labor Standards Act (FLSA): A. established an eight-hour workday. B. established the requirement for paying prevailing wages on public works projects. C. laid the responsibility of economic stability onto the federal government. D. established a minimum wage for jobs. E. failed to set pay regulations for overtime work.

D. established a minimum wage for jobs

Polly worked as a bartender. A few people used to wave money at her so that she would serve them first. She found this to be rude and, hence, either ignored them or always served them last. People came to realize that she served only the people who waited politely, and much of the rude behavior stopped. Polly used the model of __________. A. positive reinforcement B. negative reinforcement C. variable ratio reinforcement D. extinction E. shaping

D. extinction

When a company provides evidence from previous criterion-related validity studies conducted in other situations to show that a specific test is a valid predictor for a specific job performance, it is trying to prove the test's: A. reliability. B. utility. C. variance. D. generalizability. E. legality.

D. generalizability

Rick is the vice president of the Human Resources team. He designs a new performance management process. He completes the first step and moves on to the next step of developing employee goals and actions to achieve the outcomes. Which of the following is he likely to do next to create an effective performance management process? A. He will define performance outcomes for divisions and departments. B. He will evaluate performance. C. He will identify improvements needed. D. He will provide support and ongoing performance discussions. E. He will provide consequences for performance results.

D. he will provide support and ongoing performance discussions

Which of the following statements is true about the Fair Labor Standards Act (FLSA)? A. The current minimum wage set by the FLSA is 5.25 per hour. B. It states that employees cannot be made to work overtime. C. Exempt employees are eligible for overtime pay. D. It exempts executive, professional, and administrative occupations from FLSA coverage. E. Under FLSA, exempt status is independent of job responsibilities and salary.

D. it exempts executive, professional, and administrative occupations from FLSA coverage.

Which of the following is a disadvantage of the pay grade approach? A. The administrative burden of setting separate rates of pay for numerous employees is increased. B. It is inflexible when it comes to moving employees from job to job. C. Demotions are not well received in a pay-grade system when compared to a job-based system. D. It might give rise to some jobs being underpaid and some being overpaid. E. It does not recognize that performance difference in the higher levels has much impact on the organization.

D. it might give rise to some jobs being underpaid and some being overpaid

Jason is a manager at Eros Corp. He needs to perform an evaluation of his subordinates. He does this by pairing each of his subordinates with every other subordinate in the same group, and then selects the higher performer between the two. At the end of the process, he calculates the number of times a subordinate has been the higher performer in a match-up. Which type of performance management system does Jason employ to perform the evaluation? A. Probability distribution B. Simple ranking C. Forced distribution D. Paired comparison E. Scanlon plans

D. paired comparison

Unlearned reflexes are: A. operant behavior. B. consequential behavior. C. reward behavior. D. respondent behavior. E. contingent behavior.

D. respondent behavior

A measure that results in drastically different ratings over time lacks _____ reliability. A. internal consistency B. interrater C. parallel-forms D. test-retest E. inter-method

D. test-retest

Which of the following statements is true of situational interviews? A. Future-oriented interviews are more valid than experience-based interviews. B. Future-oriented items reduce some forms of impression management such as ingratiation better than experience-based items. C. Situational interviews require the candidate to perform a piece of work or accomplish a task. D. These interviews are particularly effective when assessing sensitive issues dealing with the honesty and integrity of candidates. E.Using multiple interviewers in such interviews leads to more subjective errors than using one interviewer.

D. these interviews are particularly effective when assessing sensitive issues dealing with the honesty and integrity of candidates

Dr. Beswick enjoys teaching college courses. He likes the salary he receives as well as the ability to travel in summers. However, he also finds the job challenging and enjoyable. This would imply that he is working for: A. intrinsic rewards. B. extrinsic rewards. C. alternative rewards. D. total rewards. E. justice.

D. total rewards

Most performance management systems are considered effective by employees. T/F

FALSE

Intermittent reinforcement schedules are especially useful when employees are learning a new task or skill. T/F

FALSE (continuous)

A tendency to avoid all extreme judgments and rate people and objects as average or neutral is known as the leniency bias. T/F

FALSE (this is central tendency)

Performance management involves monitoring, measuring, and evaluating, but does not include providing consequences for employees' performance. T/F

FALSE (involve defining, monitoring, measuring, evaluating, and providing consequences)