Exam 2 Chapters 5 - 8

If 50 applicants came from a recruiting source, 24 were deemed qualified, and 14 were invited for interviews, the yield ratio for that source would be:

28%

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

Flatter

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

Research suggests that when it comes to our own performance, most of us first attribute our bad performance to:

external constraints

Disabled employees tend to have:

lower turnover rates

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

mentors

Learning curves show:

that performance plateaus are natural and are usually followed by spontaneous recovery

_____ tests refer to measures of a person's capacity to learn or acquire skills, while _____ tests refer to measures of what a person knows or can do right now.

Aptitude; achievement

A selection model in which an applicant moves on to the next stage in the process on the condition that she or he satisfies a score criteria on previous parts of the process is referred to as a _____ model.

Multiple hurdle

The benefits of the training exceeds the cost of the program when:

ROI>1

A validity coefficient of -1.00 indicates:

a perfect negative correlation

Basic skills training includes all of the following except:

attitude attainment

Diversity training comes in two different forms:

awareness building and skill building

If you rate an average employee's performance high because you compared the employee to poor performers, you are committing a:

contrast error

If an appraisal focuses on a narrow set of results criteria to the exclusion of other important process issues, the system may suffer from:

criterion deficiency

Career plateauing occurs because:

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

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

employee referrals

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

flextime working schedules

Which method of performance appraisal requires managers to place a certain percentage of employees into various performance categories?

forced-distribution method

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.

graphic rating scale

As an appraiser, you should try to do all of the following except:

hange the person, not the behavior

The choice of an appraisal method should be largely based on:

he purpose of the appraisal.

A control group:

helps determine whether improvements were made as the result of training or some other factor

Organizations like to hire older workers because:

hey have proven employment experience

Which of the following is inappropriate on an application form?

high school and college attendance with dates

The benefits of panel interviews include:

higher reliability because of multiple inputs

The method of training used to train personnel to operate aircraft, spacecraft, and other highly technical and expensive equipment is the:

imulation method

The primary reason organizations train new employees is to: 1. help trainees achieve personal career goals.

increase their knowledge, skill, and ability level

Recruiting from within may:

inhibit creativity

Stages of career development include organizational entry, early career, mid-career, late career, and _____.

preparation for work

Regardless of the selection methods used, it is essential that the selection procedure be:

reliable and valid

The main disadvantage of a BARS is that it:

requires considerable time and effort to develop

"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/an _____ question.

situational interview

The interview method that best reduces the possibility of discrimination is the:

structured interview

Utility refers to:

the benefits derived from training relative to the costs incurred

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

Performance appraisal methods can be broadly classified as either ____, ____, or ____ approaches.

trait, behavioral, results

The appraisal system that takes into account financial, customer, processes, and learning categories is called:

balanced scorecard approach

All of the following are characteristics of successful trainers except:

being experimental

The selection decision should focus on:

both "can-do" and "will-do" factors of the applicant

A coach who recruits a basketball player who has superb shooting skills but lacks ball- handling and defensive skills is employing a _____ selection decision model.

compensatory

The extent to which good performance on a test correlates with high marks on a performance review is an example of:

criterion-related validity

If you were responsible for developing a training program, your first step should be to:

determine the specific instructional objectives.

The three principal criteria for determining promotions are:

merit, seniority, and potential.

The most common method used for training nonmanagerial employees is:

on-the-job training

A selection ratio of .10 means that:

only 10% of the applicants will be selected

Of the following, the method that is not used to provide on-the-job experience to managerial employees is:

outplacement

Which of the following test is not covered in the term "lie detector" under the Employee Polygraph Protection Act?

paper-and-pencil honesty test

The appraisal interview should be divided into two sessions, one each for:

performance review and developmental planning

It is recommended that a diagnosis of poor employee performance focus on all of the following except:

personality