MGMT 304 Exam 2
_________________, attended by managers, provide a way to help ensure that performance is evaluated consistently across managers and to reduce the influence of rating errors and politics on appraisals: a. calibration meetings b. frame-of-reference training c. multidimensional training
a
________________is a rater error in which a rater gives high ratings to all employees regardless of their performance: a. halo b. contrast c. leniency
a
_______________analysis involves identifying who needs training and determining employee's readiness for training: a. person b. cost c. task
a
_______________is planned elimination of large numbers of personnel designed to enhance organizational effectiveness a. downsizing b. retirement c. work sharing
a
___________categorize individuals by what they are like a. personality tests b. physical ability tests c. Likert scales
a
___________is defined as the degree to which a measure is free from random error a. reliability b. validity c. utility
a
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. similar to me
a
if a training program focuses primarily on ensuring that employees have product or service knowledge it is taking the strategic initiative to: a. improve customer service b. improve employee engagement c. enhance innovation
a
the age discrimination in employment act does not: a. protect younger workers b. allow for jury trials c. allow punitive damages
a
the final step in the planning process is to: a. evaluate results b. set goals and objectives c. formulate strategies
a
the first step in the human resource planning process is: a. forecasting b. goal setting c. program evaluation
a
the process through which an organization gets information on how closely an employee's actual performance meets his or her performance plan is known as: a. performance appraisal b. job analysis c. performance feedback
a
the ranking technique that requires certain percentages of employees to be categorized into predetermined categories or groups based on their performance is known as: a. forced distribution b. high/low ranking system c. paired comparison
a
the utility of any test generally ______________as the selection ratio gets lower a. increases b. decreases c. becomes zero
a
which of the following correlation coefficients indicates a perfect positive relationship? a. +1.0 b. -1.0 c. 0
a
which of the following factors that influence motivation deals with the employee's tendency to be reliable, hardworking, self-disciplined, and persistent? a. conscientiousness b. basic skills c. benefits of training
a
which of the following is true of peers as the source for performance information? a. peers have expert knowledge of job requirements and often have the most opportunity to observe the employee in day-to-day activities b. peer evaluations give employees power over their managers, thus putting the manager in a difficult situation c. peers are comfortable providing evaluations for both administrative and developmental purposes
a
which of the following is true regarding behavioral approaches to performance management? a. they link the company's strategy to the specific behavior necessary to implement that strategy b. they adopt a very subjective approach to evaluating human behavior at the workplace c. they assume that there are multiple best ways to do the job
a
which of the following options for avoiding an expected labor shortage has the benefit of being a fast solution with high revocability? a. temporary employees b. turnover reductions c. retraining
a
Prometheus Corp is a large-scale manufacturer of consumer electronic gadgets. As part of its performance management system, Prometheus measures the amount each employee contributes to the profits of the company, and they are either held accountable or rewarded based on their contributions. With regard to performance measurement, under which of the following terms would contribution to profits be categorized? a. Key risk indicators (KRIs) b. Critical Success factors (CSFs) c. Key performance indicators (KPIs)
b
The_______________approach assumes that subjectivity can be eliminated from the measurement process and that outcomes are the closest indicator of one's contribution to organizational effectiveness: a. high on strategic congruence b. results c. attribute
b
________________analysis involves determining the business appropriateness of training, given the company's business strategy a. person b. organizational c. task
b
_______________forecast and monitor the proportion of various protected group members, such as women and minorities that are in various job categories and career tracks a. group rights b. affirmative action plans c. t-test techniques
b
____________validation is a validity study that seeks to establish an empirical relationship between test scores taken prior to being hired and eventual performance on the job a. content b. predictive c. concurrent
b
a software company assesses its developers more on their client support skills rather than their development skills. Which of the following terms would best describe the software company's performance management process? a. deficient b. contaminated c. unreliable
b
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
b
statistical planning models almost always have to be complemented by: a. competitor information b. subjective judgments c. transitional matrices
b
the Americans with Disabilities Act: a. protects individuals with physical disabilities but not mental disabilities b. does not require an organization to make accommodations that cause undue hardship c. demands affirmative action to increase representation of minorities
b
the consistency in the ratings given by two different individuals who evaluate an employee's performance is known as____________reliability a. internal consistency b. interrater c. parrallel-forms
b
the extent to which performance on the measure is related to performance on the job is called a. reliability b. validity c. utility
b
the goals that are set in the human resource planning process should come directly from: a. the results of the previous years appraisal process b. the analysis of the labor supply and demand c. the strategic choices made by the company's top-level managers
b
which of the following is true about outsourcing? a. it becomes a valid choice after certain methods of production and manufacturing become obsolete b. outsourcing is a logical choice when a firm simply does not have certain expertise and is not willing to invest time and effort into developing it c. technological advancements have slowed the momentum of outsourcing being done today
b
which of the following options is considered a slow option for reducing an expected labor surplus and has a low impact on human suffering? a. downsizing b. early retirement c. pay reduction
b
an individual who works in a country other than his or her country of origin is called an: a. host country national b. repatriate c. expatriate
c
how do statistical forecasting methods differ from judgmental forecasting methods with regard to the labor market? a. judgmental methods are not useful in situations that have no historical precedent b. statistical methods are the best option for events that have no historical precedent c. statistical methods are excellent for capturing historic trends
c
implementing an alternative dispute resolution process is part of the ____________component in an effective managing diversity program a. recruiting and hiring b. employee support c. ensuring fair treatment
c
processes, checklists, flowcharts, formulas, and definitions are examples of: a. experimental knowledge b. tacit knowledge c. explicit knowledge
c
the __________allows the individual filing the complaint to have a jury decide whether he or she may recover punitive damages (in addition to lost wages and benefits) for emotional injuries caused by the discrimination a. Civil Rights Act of 1871 b. Americans with Disabilities Act c. Civil Rights Act of 1991
c
the appraisals that involve collecting subordinates evaluations of manager's behavior or skills are known as: a. 360-degree feedback b. peer review c. upward feedback
c
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: a. reliability b. validity c. utility
c
the percentage of people chosen relative to the total number of people tested gives the_____________ratio a. break-even b. turnover c. selction
c
which of the following approaches to performance management minimizes contamination and deficiency? a. comparative approach b. attribute approach c. behavioral approach
c
which of the following attribute approaches to performance management is most commonly used? a. mixed standard scales b. behavior observation scales c. graphic rating scales
c
which of the following best explains why older people approaching retirement age have no intention of retiring? a. many employees want to stay away from the costs of hiring a younger crowd and refuse to retire the older workers b. older workers typically occupy the best-paid jobs and hence prevent the hiring of younger workers c. improved health of older people in general, in combination with the decreased physical labor in many jobs has made working longer a variable opton
c
which of the following is a disadvantage of employing temporary workers as a means of eliminating a labor shortage? a. use of temporary workers adds up to many administrative tasks and financial burdens associated with being the "employer of record" b. temporary workers pose no threat to current employees, which makes the overall environment less competitive c. the low levels of commitment to the organization and its customers, that temporary workers bring with them often reduces the level of customer loyalty
c
which of the following is the definition for the term leading indicator? a. it is an informal way of measuring the purchasing power parity between currencies b. it is an economic indicator found by adding the unemployment rate to the inflation rate of an economy c. it is an objective measure that accurately predicts future labor demand
c
which of the following statements is true regarding reliability and validity? a. reliability and validity are directly proportional to each other b. reliability and validity are inversely proportional to each other c. reliability of a measure is essential for it to have any validity
c
