A Framework for Human Resource Management 7th Edition by Gary Dessler - Test Bank

A Framework for Human Resource Management 7th Edition by Gary Dessler – Test Bank

 

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Sample Questions Are Posted Below

 

A Framework for Human Resource Management, 7e (Dessler)

Chapter 4 Testing and Selecting Employees

 

1) Hiring workers who have criminal backgrounds without proper safeguards is considered ________.

1. A) improper hiring
2. B) negligent hiring
3. C) appropriate depending upon the job
4. D) negligent intent

Answer:  B

Diff: 2             Page Ref: 101

Objective:  Chapter objective 1

 

2) By some estimates, ________ percent of employees have stolen from their employers.

1. A) 75
2. B) 80
3. C) 26
4. D) 49

Answer:  A

Diff: 1             Page Ref: 106

Objective:  Chapter objective 2

 

3) Careful testing and screening lead to ________.

1. A) improved performance on your own part
2. B) screening out “undesirables”
3. C) improved motivation among all including those who were not hired
4. D) A and B only

Answer:  D

Diff: 1             Page Ref: 101

Objective:  Chapter objective 1

 

4) Which of the following is not a type of personnel test?

1. A) ACO
2. B) cognitive abilities
3. C) motor and physical abilities
4. D) interest inventories

Answer:  A

Diff: 2             Page Ref: 106

Objective:  Chapter objective 2

 

 

5) XYZ company uses a projective personality test on James. Subsequently, James is denied employment. James can ________.

1. A) be angry but nothing else
2. B) claim the results were false
3. C) claim the results violate the ADA
4. D) B and C only

Answer:  D

Diff: 1             Page Ref: 108

Skill:  AACSB: Reflective Thinking

Objective:  Chapter objective 2

6) Which of the following is not a “big five” personality dimension?

1. A) inwardness
2. B) extroversion
3. C) agreeableness
4. D) conscientiousness

Answer:  A

Diff: 2             Page Ref: 108

Objective:  Chapter objective 2

 

7) Which of the following is not an aspect of intercultural adaptability?

1. A) supervisory management
2. B) perception management
3. C) relationship management
4. D) self management

Answer:  A

Diff: 2             Page Ref: 115

Objective:  Chapter objective 2

 

8) The leaderless group discussion is part of the ________.

1. A) management assessment center
2. B) personality test battery
3. C) Wonderlic test
4. D) None of the above.

Answer:  A

Diff: 2             Page Ref: 110

Objective:  Chapter objective 2

 

9) A(n) ________ is a procedure designed to solicit information from a person’s oral responses to oral inquiries.

1. A) interview
2. B) presentation
3. C) prospectus
4. D) invigilation

Answer:  A

Diff: 1             Page Ref: 111

Objective:  Chapter objective 4

 

10) Which of the following is not a common interviewing mistake?

1. A) snap judgments
2. B) negative emphasis
3. C) attractiveness of candidate
4. D) All of the above.

Answer:  D

Diff: 2             Page Ref: 114

Objective:  Chapter objective 4

11) Which of the following is a question that disabled persons would like interviewers to ask during the interview?

1. A) Is there any kind of setting or special equipment that would facilitate the interview process for you?
2. B) Provide an example of how you would use technology to carry out your job duties?
3. C) Other than technology, what other kind of support did you have in previous jobs?
4. D) All of the above.

Answer:  D

Diff: 2             Page Ref: 116

Objective:  Chapter objective 4

 

12) Interviews should begin by ________.

1. A) establishing rapport
2. B) jumping right into the heart of the matter
3. C) highlighting what the interview will be doing
4. D) explaining the qualifications of the interviewer

Answer:  A

Diff: 2             Page Ref: 118

Objective:  Chapter objective 4

 

13) Which of the following is recommended regarding interviewing questions?

1. A) ask open-ended questions
2. B) ask questions that can be answered yes or no
3. C) put words into the applicant’s mouth to try to trip them up
4. D) B and C only

Answer:  A

Diff: 2             Page Ref: 118

Objective:  Chapter objective 4

 

14) What percentage of HR managers report checking applicants’ background?

1. A) 82
2. B) 80
3. C) 75
4. D) 68

Answer:  A

Diff: 1             Page Ref: 119

Objective:  Chapter objective 4

 

15) Which of the following is a commonly verified background area?

1. A) legal eligibility for employment
2. B) dates of prior employment
3. C) military service
4. D) All of the above.

Answer:  D

Diff: 1             Page Ref: 116

Objective:  Chapter objective 4

16) What is the first thing you should do to make reference checking more productive?

1. A) have the candidate sign a release authorizing the background check
2. B) get two forms of identification and make applicants fill out job applications
3. C) use a structured reference checking form
4. D) use references provided by the applicant as a source of other references

Answer:  A

Diff: 1             Page Ref: 120

Objective:  Chapter objective 3

 

17) What is the second thing you should do to make reference checking more productive?

1. A) have the candidate sign a release authorizing the background check
2. B) get two forms of identification and make applicants fill out job applications
3. C) use a structured reference checking form
4. D) use references provided by the applicant as a source of other references

Answer:  B

Diff: 2             Page Ref: 120

Objective:  Chapter objective 3

 

18) What is the third thing you should do to make reference checking more productive?

1. A) have the candidate sign a release authorizing the background check
2. B) get two forms of identification and make applicants fill out job applications
3. C) use a structured reference checking form
4. D) use references provided by the applicant as a source of other references

Answer:  C

Diff: 1             Page Ref: 120

Objective:  Chapter objective 3

 

19) Which assessment method has a high content validity?

1. A) cognitive ability tests
2. B) personality tests
3. C) structured interviews
4. D) job knowledge tests

Answer:  D

Diff: 3             Page Ref: 103

Skill:  AACSB: Analytical Skills

Objective:  Chapter objective 1

 

 

20) Which assessment method that Dial Corp. used was shown to have a high adverse impact?

1. A) cognitive ability tests
2. B) job knowledge tests
3. C) structured interviews
4. D) strength tests

Answer:  D

Diff: 3             Page Ref: 105

Skill:  AACSB: Analytical Skills

Objective:  Chapter objective 4

21) Which assessment method can be conducted one-on-one or with a panel?

1. A) cognitive ability tests
2. B) job knowledge tests
3. C) structured interviews
4. D) All of the above.

Answer:  C

Diff: 3             Page Ref: 113

Skill:  AACSB: Analytical Skills

Objective:  Chapter objective 4

 

22) What is the fourth thing you should do to make reference checking more productive?

1. A) have the candidate sign a release authorizing the background check
2. B) get two forms of identification and make applicants fill out job applications
3. C) use a structured reference checking form
4. D) use references provided by the applicant as a source of other references

Answer:  D

Diff: 1             Page Ref: 120

Objective:  Chapter objective 3

 

23) Which of the following is an example of a reliable test?

1. A) one that yields consistent scores when a person takes two alternate forms of the test
2. B) one that yields one score on a test and a different, but better score on the same test taken on a different occasion
3. C) one that yields different scores from two different people taking the test on different occasions
4. D) one that includes questions that are not repetitive in any way

Answer:  A

Diff: 3             Page Ref: 107-108

Skill:  AACSB: Analytical Skills

Objective:  Chapter objective 1

 

 

24) If a person scores a 90 on an intelligence test on one day and scores 130 when retested on another day, you might conclude that this test is ________.

1. A) valid
2. B) reliable
3. C) unreliable
4. D) inconsistent

Answer:  C

Diff: 2             Page Ref: 108

Objective:  Chapter objective 1

 

25) If a person scores a 78 on a test on one day and scores a 79 when retested on another day, you might conclude that this test is ________.

1. A) valid
2. B) invalid
3. C) reliable
4. D) unreliable

Answer:  C

Diff: 2             Page Ref: 108

Objective:  Chapter objective 1

26) ________ is used as an estimate of reliability when one administers the same test to the same people at two different points in time, and then compares the test scores at time 2 with the scores at time 1.

1. A) Equivalent form estimate
2. B) Retest estimate
3. C) Internal consistency
4. D) Criterion validity

Answer:  B

Diff: 2             Page Ref: 108

Objective:  Chapter objective 1

 

27) Which of the following describes using a retest estimate to assess reliability?

1. A) administer the same test to the same people at two different points in time and compare their test scores at time 2 with the scores at time 1
2. B) administer a test with x number of items designed to assess a topic, then statistically analyze the degree to which responses to the items vary together
3. C) administer different tests to different people and compare test scores of the different people
4. D) administer a test with content based on what a person actually needs to know to do the job in question well

Answer:  A

Diff: 3             Page Ref: 108

Skill:  AACSB: Analytical Skills

Objective:  Chapter objective 1

 

 

28) ________ is used as an estimate of reliability when one administers two tests deemed to be equivalent by experts and then compares the test scores from the two tests.

1. A) Equivalent form estimate
2. B) Retest estimate
3. C) Internal comparison estimate
4. D) Criterion validity

Answer:  A

Diff: 2             Page Ref: 108

Objective:  Chapter objective 1

 

29) ________ is used as an estimate of reliability when one administers a test with x number of items designed to assess a topic, then statistically analyzes the degree to which responses to the items vary together.

1. A) Equivalent form estimate
2. B) Retest estimate
3. C) Internal consistency
4. D) Internal comparison estimate

Answer:  C

Diff: 3             Page Ref: 108

Skill:  AACSB: Analytical Skills

Objective:  Chapter objective 1

30) When repetitive questions appear on a questionnaire, which form of reliability is likely being measured?

1. A) retest estimate
2. B) internal consistency
3. C) equivalent form
4. D) criterion validity

Answer:  B

Diff: 2             Page Ref: 108

Objective:  Chapter objective 1

 

31) Which of the following describes using an equivalent-form estimate to assess reliability?

1. A) administer the same test to the same people at two different points in time and compare their test scores at time 2 with the scores at time 1
2. B) administer a test with x number of items designed to assess a topic, then statistically analyze the degree to which responses to the items vary together
3. C) administer two tests deemed the same by experts and then compare participants’ test scores for test one and test two
4. D) different tests to different people and compare test scores of the different people

Answer:  C

Diff: 3             Page Ref: 102

Skill:  AACSB: Analytical Skills

Objective:  Chapter objective 1

 

 

32) Which of the following describes using an internal comparison estimate to assess reliability?

1. A) administer the same test to the same people at two different points in time and compare their test scores at time 2 with the scores at time 1
2. B) administer a test with x number of items designed to assess a topic, then statistically analyze the degree to which responses to the items vary together
3. C) administer different tests to different people and compare test scores of the different people
4. D) administer a test with content based on what a person actually needs to know to do the job in question well

Answer:  B

Diff: 3             Page Ref: 102

Skill:  AACSB: Analytical Skills

Objective:  Chapter objective 1

 

33) Which of the following is not a reason that a test might be unreliable?

1. A) questions may not represent material
2. B) testing conditions could vary
3. C) the test may not predict actual performance
4. D) All of the above are reasons for unreliable tests.

Answer:  C

Diff: 3             Page Ref: 101-102

Skill:  AACSB: Reflective Thinking

Objective:  Chapter objective 1

34) The first step in the validation process is to ________.

1. A) choose the tests to measure attributes of job
2. B) analyze the job
3. C) administer tests
4. D) cross-validate

Answer:  B

Diff: 1             Page Ref: 103

Objective:  Chapter objective 1

 

35) The second step in the validation process is to ________.

1. A) choose the tests to measure attributes of job
2. B) analyze the job
3. C) relate test scores and job criteria
4. D) cross-validate

Answer:  A

Diff: 1             Page Ref: 103

Objective:  Chapter objective 1

 

 

36) The final step in the validation process is to ________.

1. A) choose the tests to measure attributes of job
2. B) analyze the job
3. C) relate test scores and job criteria
4. D) cross-validate

Answer:  D

Diff: 1             Page Ref: 103

Objective:  Chapter objective 1

 

37) Which of the following tasks is not part of demonstrating content validity?

1. A) demonstrating that the tasks a person performs on the test represent the tasks performed on the job
2. B) demonstrating that the tasks on the test are a random sample of tasks performed on the job
3. C) demonstrating the conditions under which the person takes the test resemble the work situation
4. D) demonstrating that the scores on the test are a good predictor of criterion like job performance

Answer:  D

Diff: 3             Page Ref: 103

Objective:  Chapter objective 1

 

38) Which of the following rights do test takers have under the American Psychological Association’s standard for educational and psychological tests?

1. A) the right to confidentiality of test results
2. B) the right to informed consent
3. C) the right to expect that only qualified people will have access to the scores
4. D) All of the above.

Answer:  D

Diff: 2             Page Ref: 105

Objective:  Chapter objective 2

39) ________ tests include tests of general reasoning ability and tests of specific mental abilities like memory and inductive reasoning.

1. A) Personality
2. B) Achievement
3. C) Cognitive
4. D) Physical ability

Answer:  C

Diff: 1             Page Ref: 107

Objective:  Chapter objective 2

 

 

40) Tests that measure a range of abilities including memory, vocabulary, verbal fluency, and numerical ability are called ________ tests.

1. A) aptitude
2. B) intelligence
3. C) achievement
4. D) comprehensive

Answer:  B

Diff: 1             Page Ref: 107

Objective:  Chapter objective 2

 

41) Jack is being tested on static strength, dynamic strength, body coordination, and stamina during the selection period at UPS. UPS is using ________ tests.

1. A) personality
2. B) motor and physical abilities
3. C) achievement
4. D) comprehensive

Answer:  B

Diff: 2             Page Ref: 107

Objective:  Chapter objective 2

 

42) ________ tests include tests like finger dexterity, manual dexterity, and reaction time.

1. A) Motor ability
2. B) Personality
3. C) Achievement
4. D) Interest

Answer:  A

Diff: 1             Page Ref: 107

Objective:  Chapter objective 2

 

43) ________ tests measure a person’s level of introversion, stability, and motivation.

1. A) Motor ability
2. B) Personality
3. C) Achievement
4. D) Cognitive

Answer:  B

Diff: 1             Page Ref: 107-108

Objective:  Chapter objective 2

44) A ________ is a two or three-day simulation in which 10 to 12 candidates perform realistic management tasks under the observation of experts who appraise each candidate’s potential.

1. A) work sampling event
2. B) video-based situational testing
3. C) management assessment center
4. D) retreat

Answer:  C

Diff: 2             Page Ref: 110

Objective:  Chapter objective 2

 

45) Typical simulated exercises used in management assessment centers include all of the following except:

1. A) the in basket.
2. B) leaderless group discussion.
3. C) tests of motor abilities.
4. D) interviews.

Answer:  C

Diff: 2             Page Ref: 110

Objective:  Chapter objective 2

 

46) Employers may conduct background investigations and reference checks to verify a candidate’s ________.

1. A) age
2. B) marital status
3. C) legal eligibility
4. D) All of the above.

Answer:  C

Diff: 2             Page Ref: 119

Objective:  Chapter objective 4

 

47) Which of the following is not usually verified by an employer prior to hiring a job candidate?

1. A) legal eligibility for employment
2. B) age
3. C) credit ratings
4. D) motor vehicle record

Answer:  B

Diff: 2             Page Ref: 120, 122

Objective:  Chapter objective 4

 

48) What type of screening device is designed to measure attitudes regarding tolerance of others who steal and acceptance of rationalizations for theft?

1. A) personality tests
2. B) interest inventories
3. C) honesty tests
4. D) graphology

Answer:  C

Diff: 2             Page Ref: 122, 123

Objective:  Chapter objective 3

49) Employers can and should use all the tools listed below to attempt to detect dishonest job applicants except:

1. A) polygraph tests.
2. B) credit checks.
3. C) background checks.
4. D) honesty tests.

Answer:  A

Diff: 3             Page Ref: 122

Objective:  Chapter objective 3

50) Graphology, a tool for assessing basic personality traits, is also called ________.

1. A) numerology
2. B) astrology
3. C) handwriting analysis
4. D) polygraph output assessment

Answer:  C

Diff: 2             Page Ref: 123

Objective:  Chapter objective 3

 

51) The ________ is considered by many to be the most important screening tool.

1. A) telephone reference
2. B) reference letter
3. C) selection interview
4. D) management assessment center

Answer:  C

Diff: 1             Page Ref: 111

Objective:  Chapter objective 4

 

52) A(n) ________ is a procedure designed to obtain information from a person through oral responses to oral inquiries.

1. A) writing test
2. B) work sample simulation
3. C) interview
4. D) reference check

Answer:  C

Diff: 1             Page Ref: 111

Objective:  Chapter objective 4

 

53) When an interview is used to predict future job performance on the basis of an applicant’s oral responses to oral inquiries, it is called a(n) ________ interview.

1. A) selection
2. B) appraisal
3. C) exit
4. D) structured

Answer:  A

Diff: 1             Page Ref: 111

Objective:  Chapter objective 4

54) What type of question is the following: “Can you tell me about a time when you worked successfully in a team environment?”

1. A) situational
2. B) behavioral
3. C) stress
4. D) puzzle

Answer:  B

Diff: 2             Page Ref: 111

Objective:  Chapter objective 4

 

55) Which of the following statements is an example of a situational question?

1. A) “Tell me about a time you showed leadership in a difficult situation.”
2. B) “How have you handled ethical dilemmas in the past?”
3. C) “Suppose you were confronted with an angry customer who threatened to sue the company. What would you do?”
4. D) “In this position, you are responsible for hiring and firing subordinates. Have you ever fired anyone before? Tell me how you handled the situation.”

Answer:  C

Diff: 2             Page Ref: 118

Skill:  AACSB: Reflective Thinking

Objective:  Chapter objective 3

 

56) What type of question is the following: “Imagine that you have just been assigned the task of winning the business of our competition’s biggest client. How would you proceed?”

1. A) situational
2. B) behavioral
3. C) puzzle
4. D) directive

Answer:  A

Diff: 2             Page Ref: 113

Skill:  AACSB: Reflective Thinking

Objective:  Chapter objective 4

 

57) In a mass interview, a team of individuals interviews the candidate in a ________ fashion.

1. A) serial
2. B) sequential
3. C) panel
4. D) systematic

Answer:  C

Diff: 2             Page Ref: 113

Skill:  AACSB: Reflective Thinking

Objective:  Chapter objective 4

58) Dr. Ross is interviewing for a position as Assistant Professor of Human Resource Management. His interview is conducted by a team of other faculty members in the department who interview him simultaneously and then combine their ratings into one score. This is an example of a ________ interview.

1. A) serial
2. B) panel
3. C) sequential
4. D) mass

Answer:  B

Diff: 2             Page Ref: 113

Skill:  AACSB: Reflective Thinking

Objective:  Chapter objective 4

 

 

59) The team holding the interviews for new auditors is behind in its recruiting quota. The team is most likely to rate the applicants ________ in this situation.

1. A) positively
2. B) neutrally
3. C) unacceptable
4. D) There is not enough information to determine.

Answer:  A

Diff: 3             Page Ref: 114

Skill:  AACSB: Analytical Skills

Objective:  Chapter objective 4

 

60) Based on interviewer assessments of attractiveness and gender, which of the following would most likely receive the highest rating for an executive level position?

1. A) an attractive woman
2. B) an attractive man
3. C) an unattractive woman
4. D) There are no such biases based on attractiveness and gender.

Answer:  B

Diff: 3             Page Ref: 115

Skill:  AACSB: Reflective Thinking

Objective:  Chapter objective 4

 

61) Consider the following question: “Suppose you saw a co-worker who was not following standard work procedures. The co-worker claimed that the new procedure was better. What would you do?” What type of question is this?

1. A) background
2. B) past behavior
3. C) situational
4. D) job knowledge

Answer:  C

Diff: 2             Page Ref: 113

Objective:  Chapter objective 4

62) Consider the following question: “Can you provide an example of a specific instance where you provided leadership in a difficult situation?” What type of question is this?

1. A) background
2. B) behavioral
3. C) situational
4. D) structured

Answer:  B

Diff: 2             Page Ref: 116

Skill:  AACSB: Analytical Skills

Objective:  Chapter objective 3

 

 

63) Consider the following question: “What work experience do you have in marketing and sales?” What type of question is this?

1. A) background
2. B) behavioral
3. C) situational
4. D) job knowledge

Answer:  A

Diff: 2             Page Ref: 116

Skill:  AACSB: Analytical Skills

Objective:  Chapter objective 4

 

64) Consider the following question: “What factors should be considered when developing a customer database?” What type of question is this?

1. A) background
2. B) past behavior
3. C) situational
4. D) job knowledge

Answer:  D

Diff: 2             Page Ref: 116

Objective:  Chapter objective 4

 

65) The interview is the most widely used personnel selection procedure.

Answer:  TRUE

Diff: 1             Page Ref: 116

Objective:  Chapter objective 4

 

66) Most interviews are one-on-one.

Answer:  TRUE

Diff: 1             Page Ref: 111

Objective:  Chapter objective 4

 

67) Effective selection depends to a large degree on the concept of validity but not reliability.

Answer:  FALSE

Diff: 2             Page Ref: 101-102

Objective:  Chapter objective 1

 

68) A reliable test is one that yields consistent scores when a person takes two alternate forms of the test when he or she takes the same test on two or more different occasions.

Answer:  TRUE

Diff: 1             Page Ref: 101

Objective:  Chapter objective 1

69) An internal comparison estimate measures internal consistency.

Answer:  TRUE

Diff: 1             Page Ref: 101

Objective:  Chapter objective 1

 

 

70) Equivalent form estimates compare test scores from the same test administered at two points in time to determine test equivalence.

Answer:  FALSE

Diff: 2             Page Ref: 101

Objective:  Chapter objective 1

 

71) Test validity answers the question, “Does this test measure what it’s supposed to measure?”

Answer:  TRUE

Diff: 1             Page Ref: 101

Objective:  Chapter objective 1

 

72) Reliability confirms that one is measuring what one intends to measure.

Answer:  FALSE

Diff: 2             Page Ref: 101

Objective:  Chapter objective 1

 

73) Validity confirms that one is measuring something consistently.

Answer:  FALSE

Diff: 2             Page Ref: 101

Objective:  Chapter objective 1

 

74) There are six steps in the validation process beginning with analyzing the job and concluding with revalidation.

Answer:  FALSE

Diff: 1             Page Ref: 104

Objective:  Chapter objective 1

 

75) Criterion validity emphasizes judgment.

Answer:  FALSE

Diff: 1             Page Ref: 103

Objective:  Chapter objective 1

 

76) Selection tests must be validated in the organization that uses them regardless of the validity shown in other similar organizations.

Answer:  FALSE

Diff: 2             Page Ref: 103

Objective:  Chapter objective 1

 

77) Avoiding negligent hiring claims requires taking every single precaution possible.

Answer:  FALSE

Diff: 1             Page Ref: 101

Objective:  Chapter objective 1

 

78) Lower-level workers such as clerks are cheap to hire.

Answer:  FALSE

Diff: 1             Page Ref: 106

Objective:  Chapter objective 2

79) A minority of HR managers check applicants’ backgrounds.

Answer:  FALSE

Diff: 1             Page Ref: 119

Objective:  Chapter objective 4

 

80) Interest inventories are useful for career planning because they compare the interests of the test taker to the interests of those people in various occupations.

Answer:  TRUE

Diff: 2             Page Ref: 109

Objective:  Chapter objective 2

 

81) Rejected applicants who receive bad references could sue the source of a reference for defamation of character.

Answer:  TRUE

Diff: 1             Page Ref: 120

Objective:  Chapter objective 3

 

82) First impressions created from candidate application forms and personal appearance can affect interviewer ratings of candidates.

Answer:  TRUE

Diff: 1             Page Ref: 114, 115

Objective:  Chapter objective 4

 

83) Reliability is not a concern with respect to a test’s validity.

Answer:  FALSE

Diff: 3             Page Ref: 101-102

Objective:  Chapter objective 1

 

84) Interest inventories compare one’s interests with those of people in various occupations.

Answer:  TRUE

Diff: 1             Page Ref: 109

Objective:  Chapter objective 2

 

85) Industrial psychologists often study the “big seven” personality dimensions.

Answer:  FALSE

Diff: 2             Page Ref: 108

Objective:  Chapter objective 2

 

86) Although personality tests are used quite frequently, they are not reliable.

Answer:  FALSE

Diff: 2             Page Ref: 108

Objective:  Chapter objective 2

 

87) Achievement tests measure what a person has learned.

Answer:  TRUE

Diff: 2             Page Ref: 109

Objective:  Chapter objective 2

88) Computerized and online testing can only be done with esoteric, unconventional tests.

Answer:  FALSE

Diff: 2             Page Ref: 109

Skill:  AACSB: Reflective Thinking

Objective:  Chapter objective 2

 

89) The in-basket exercise is a personality test exercise.

Answer:  FALSE

Diff: 2             Page Ref: 110

Skill:  AACSB: Reflective Thinking

Objective:  Chapter objective 2

 

90) Projective personality tests allow for rejected candidates to claim that the results violate the Americans with Disabilities Act.

Answer:  TRUE

Diff: 1             Page Ref: 114

Objective:  Chapter objective 2

 

91) A structured interview is the only kind that is allowed in organizations.

Answer:  FALSE

Diff: 1             Page Ref: 113

Objective:  Chapter objective 4

 

92) Structured interviews are more reliable than unstructured ones.

Answer:  TRUE

Diff: 1             Page Ref: 113

Objective:  Chapter objective 4

 

93) In an interview, according to one researcher, you have lots of time to make an impression on the interviewer.

Answer:  FALSE

Diff: 1             Page Ref: 114

Objective:  Chapter objective 4

 

94) Behavioral interview questions focus on future behavior.

Answer:  FALSE

Diff: 1             Page Ref: 116

Objective:  Chapter objective 4

 

95) Interview panels that have racially balanced composition rated white applicants higher across all panel members.

Answer:  FALSE

Diff: 3             Page Ref: 115

Objective:  Chapter objective 4

 

 

96) In an interview, it is recommend that you begin the interview by jumping right in to the crux of the matter.

Answer:  FALSE

Diff: 3             Page Ref: 117

Objective:  Chapter objective 4

97) Jane follows John in an interview session. John is a particularly inept individual who is nervous and comes across poorly. Jane is more likely to be perceived in a positive light.

Answer:  TRUE

Diff: 3             Page Ref: 114

Skill:  AACSB: Analytical Skills

Objective:  Chapter objective 4

 

98) The Personality Profile Analysis can be completed online in 10 minutes.

Answer:  TRUE

Diff: 1             Page Ref: 109

Objective:  Chapter objective 2

 

99) The polygraph is the only honesty test available to employers.

Answer:  FALSE

Diff: 1             Page Ref: 122

Objective:  Chapter objective 3

 

100) What problems are associated with drug testing?

Answer:  Drug tests are problematic because they invade privacy and violate due process, don’t always correlate closely with impairment levels, there are products available to fool the tests and there is not clear evidence that drug tests improve safety or performance.

Diff: 1             Page Ref: 124

Skill:  AACSB: Communication

Objective:  Chapter objective 3

 

101) Graphology’s validity is undeniable.

Answer:  FALSE

Diff: 2             Page Ref: 123

Objective:  Chapter objective 3

 

102) Drug tests always correlate closely with impairment levels.

Answer:  FALSE

Diff: 2             Page Ref: 124

Objective:  Chapter objective 3

 

103) Handwriting analysis is used to predict personality traits.

Answer:  TRUE

Diff: 1             Page Ref: 123

Objective:  Chapter objective 3

 

 

104) A polygraph measures physiological changes in the human body and is used to detect lies.

Answer:  TRUE

Diff: 1             Page Ref: 123

Objective:  Chapter objective 3

 

105) You should not have the candidate sign a release for background checking so as not to alert him/her that you will be checking.

Answer:  FALSE

Diff: 2             Page Ref: 120

Skill:  AACSB: Reflective Thinking

Objective:  Chapter objective 3

106) Nonverbal behavior can affect applicant’s rating in an interview.

Answer:  TRUE

Diff: 1             Page Ref: 114

Objective:  Chapter objective 4

 

107) Behavioral interview questions focus on past situations.

Answer:  TRUE

Diff: 1             Page Ref: 116

Objective:  Chapter objective 4

 

108) Why is careful selection important?

Answer:  Careful selection is important because it leads to increased employee and organizational performance, eliminated dysfunctional work behaviors and reduces overall costs because it is costly to recruit new employees.

Diff: 1             Page Ref: 101

Skill:  AACSB: Communication

Objective:  Chapter objective 1

 

109) What is an achievement test? Give an example.

Answer:  An achievement test measures what a person has learned. An example of an achievement test is a typing test.

Diff: 2             Page Ref: 109

Objective:  Chapter objective 2

 

110) What is a management assessment center?

Answer:  In a management assessment center candidates take tests and make decisions in simulated situations while being graded by observers. The simulation is run over two or three days and involves 10-12 candidates performing realistic management tasks. [The student should discuss the in-basket exercises as well as the leaderless group discussion and individual presentations.]

Diff: 1             Page Ref: 110

Objective:  Chapter objective 2

 

 

111) Explain two basic types of interviews.

Answer:  Two basic types of interviews are the structured and unstructured. In the structured interview, the interviewer lists all the questions beforehand and asks them of all candidates. In the unstructured interview, the interview decides on the fly what questions to ask and different candidates may be asked different questions.

Diff: 1             Page Ref: 111

Skill:  AACSB: Communication

Objective:  Chapter objective 4

112) List and explain two basic interview types. Explain which one might be better.

Answer:  Two basic types of interviews are the structured and unstructured. In the structured interview, the interviewer lists all the questions beforehand and asks them of all candidates. In the unstructured interview, the interview decides on the fly what questions to ask and different candidates may be asked different questions. In the structured interview, the interviewer can compare the candidate properly because they would have provided answers to the same questions. In the unstructured interview, however, it is more difficult to compare candidates since the candidates may not have answered the same questions. Therefore, the structured interviews are better.

Diff: 2             Page Ref: 111

Skill:  AACSB: Communication

Objective:  Chapter objective 4

 

113) List three “do’s” for interviews.

Answer:  The answer can contain any combination of the following. Do ask open-ended questions. Do listen to the candidate. Do draw out the applicant’s opinions. Do ask for examples.

Diff: 2             Page Ref: 118

Skill:  AACSB: Communication

Objective:  Chapter objective 4

 

114) List and describe two types of validity.

Answer:  Criterion validity refers to a type of validity that shows the scores on a test are related to some criteria of performance. An example would be useful here. Content validity refers to a type of validity in which a test used contains a fair sample of the tasks and skills actually needed for the job in question. An example should be given here.

Diff: 2             Page Ref: 103

Skill:  AACSB: Communication

Objective:  Chapter objective 1

 

115) What is reliability?

Answer:  Reliability refers to a test’s consistency. A reliable test is one that gives substantially the same results over multiple administrations. The tests that are administered do not have to be identical – just equivalent.

Diff: 1             Page Ref: 101-102

Skill:  AACSB: Communication

Objective:  Chapter objective 1

 

 

116) List the steps needed to validate a test.

Answer:  Analyze the job. Choose the tests. Administer the test. Relate scores and criteria. Cross-validate and revalidate.

Diff: 1             Page Ref: 103

Objective:  Chapter objective 1

 

117) Once a candidate allows a company to use a test, the test taker gives up all rights.

 

 

 

118) What is negligent hiring?

Answer:  Negligent hiring is a legal issue that relates to hiring workers without adequate background checks and safeguards. Avoiding negligent hiring claims requires the taking of reasonable action to investigate a candidate’s background.

Diff: 1             Page Ref: 101

Skill:  AACSB: Communication

Objective:  Chapter objective 1

 

119) Screening can help dysfunctional behaviors at work.

Answer:  TRUE

Diff: 1             Page Ref: 101

Objective:  Chapter objective 1

 

120) How do nonverbal behaviors and impression management affect interviewer ratings of candidates?

Answer:  An applicant’s nonverbal behavior and use of impression management can have a large impact on his or her rating. Interviewers tend to respond more positively to candidates showing more extroverted behavior like good eye contact and high energy. Even smiling can affect interviewer ratings of candidates. Interviewers infer the interviewee’s personality from the way he or she acts in the interview.

Diff: 2             Page Ref: 114-115

Skill:  AACSB: Communication

Objective:  Chapter objective 4

 

121) Why is it important to select the right employees for a position?

Answer:  First, a manager’s own performance depends in part on his or her subordinates. Second, it is costly to recruit, hire, and train employees. Third, there are legal implications to incompetent hiring. EEO laws and court decisions require nondiscriminatory selection procedures for protected groups. Courts will find employees liable when employees with criminal records or other problems take advantage of access to customers’ property to commit crimes. Hiring workers with such backgrounds without proper safeguards is called negligent hiring.

Diff: 1             Page Ref: 101

Skill:  AACSB: Communication

Objective:  Chapter objective 1

 

 

122) How can employers protect themselves against claims of negligent hiring?

Answer:

Employers can take the following steps to protect themselves against claims of negligent hiring:

• Carefully scrutinize all information supplied by the applicant on the employment application.
• Get the applicant’s written authorization for reference checks and check those references carefully.
• Save all records and information you obtain about the applicant.
• Reject applicants who make false statements of material facts or who have conviction records for offenses directly related and important to the job in question.
• Keep in mind the need to balance the applicant’s privacy rights with others’ “need to know” when damaging information is discovered.
• Take immediate disciplinary action if problems develop.

Diff: 2             Page Ref: 101

Objective:  Chapter objective 1

123) Describe the three main ways to demonstrate a test’s validity in employment testing.

Answer:  The three ways to demonstrate a test’s validity are criterion validity and content validity. Criterion validity means demonstrating that those who do well on the test also do well on the job and those that do poorly on the test do poorly on the job. Employers can demonstrate content validity of a test by showing that the test constitutes a fair sample of the content of the job. If the content on the test is representative of what the person needs to know for the job, then the test is probably content valid.

Diff: 2             Page Ref: 103

Objective:  Chapter objective 1

 

124) Explain the five steps in the validation process.

Answer:  The five steps are to analyze the job, choose tests, administer tests, relate the test scores and the criteria, and cross-validate and revalidate. The first step is to analyze the job and write job descriptions and job specifications. Next, the tests that measure the attributes important for job success are chosen. Then, the tests are administered. The next step is to determine if there is a significant relationship between scores and performance. Before putting the test into use, the test should be checked by cross-validating and/ or revalidating.

Diff: 2             Page Ref: 104

Objective:  Chapter objective 1

 

125) What is a management assessment center? What else can managers use these centers for besides selection? Provide five examples of typical simulated exercises used in management assessment centers.

Answer:  A management assessment center is a two to three day simulation in which 10-12 candidates perform realistic management tasks under the observation of experts who appraise each candidate’s leadership potential. Typical simulated exercises include the following: 1) the in-basket, 2) leaderless group discussion, 3) management games, 4) individual presentations, 5) objective tests, and 6) the interview. These centers can be used for promotion and development purposes as well as for selection.

Diff: 1             Page Ref: 110

Objective:  Chapter objective 2