BUS 335 Week 8 Quiz– Strayer
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Quiz
7 Chapter 10
Student:
___________________________________________________________________________
1. Internal
selection is virtually identical to external selection both in terms of the
applicability of the logic of the prediction principle, and in terms of the
relevance of data about past job
experiences.
True False
2. In
comparison with external selection, internal selection places greater emphasis
on predictor signs than samples.
True False
3. In
internal selection, managers tend to overemphasize subjective opinions about
job candidates, with a consequent increase in decisions with low
validity.
True False
4. Organizations
typically have better data with which to make choices on internal than external
candidates.
True False
5. Depth
of information and relevance are the only advantages that internal selection
has over external selection.
True False
6. Sometimes
individuals who have excellent skills in engineering and scientific positions
do not have good managerial skills.
True False
7. In
comparing internal selection with external selection, an advantage of internal
selection is that ________.
A. internal selection requires few
procedures to locate and screen viable job candidates
B. internal
selection presents fewer dangers of incurring legal liability than external
selection
C. information about internal candidates tends to be more
verifiable than information about external candidates
D. there is less
need to use multiple predictors in assessing internal candidates than with external
candidates
8. Within
the context of internal selection, an accurate statement about the logic of
prediction would be that _____________.
A. the logic of prediction
can be applied more precisely for internal selection than for external
selection
B. the logic of prediction has identical application for
internal and external selection
C. the logic of prediction works better
for external selection than for internal selection
D. this concept does
not apply to internal selection
9. While
information from internal selection can be better because multiple point of
view can be combined, there are concerns that
_____________.
A. bribery for promotions is
widespread
B. impression management and politics can play a role in who
gets promoted
C. internal candidates with poor technical skills are likely
to be promoted
D. instincts and intuition are not given enough weight
10. Problems
with using others' "feelings" about a job applicant include
_____________.
A. lowered hiring standards for some
employees
B. discrimination on the basis of protected class
status
C. decisions with low validity
D. all of the above
11. Talent
management systems keep an ongoing organizational record of the skills,
talents, and capabilities of an organization's
employees.
True False
12. Organizations
find that talent management systems are low cost and require little
expertise.
True False
13. A
virtue of peer assessments is that they rely on raters who are very
knowledgeable of applicants' KSAOs.
True False
14. A
different set of criteria are used to evaluate the effectiveness of internal
assessment methods, since concepts like validity and adverse impact are
unimportant for internal hiring.
True False
15. Where
peer assessments are concerned, it would be accurate to say that
_____________.
A. peer ratings rely on voting to select the most
promotable applicants
B. peer assessments are used for both internal and
external applicants
C. peer rankings rely on ordering of peers being
assessed
D. peer rankings rely on assessments of each applicant using
scores on a continuous numerical scale
16. An
important advantage of peer assessments is __________.
A. lower
probability of bias in the assessment
B. greater clarity in the criteria
for assessment
C. enhanced employee morale through the fostering of a
competitive spirit
D. greater knowledge of the applicants' KSAOs
17. Which
of the following statements about various methods of managerial sponsorship is
false?
A. A coach is available to the person being assisted on and
off the job.
B. A coach provides day-to-day feedback.
C. A mentor
becomes personally responsible for the success of the person being
assisted.
D. A sponsor actively promotes the person being assisted for
advancement opportunities.
18. Experience
refers to length of service or tenure with a job, department or
organization.
True False
19. Seniority
and experience are among the most prevalent methods of internal
selection.
True False
20. Seniority
is a highly valid method for internal selection.
True False
21. The
validity of experience is higher than seniority for internal
selection.
True False
22. Experience
is better suited to predict long-term rather than short-term
potential.
True False
23. Job
knowledge tests hold great promise as a predictor of job
performance.
True False
24. One
advance over the simple use of performance ratings is to review past
performance records more thoroughly, including an evaluation of various
dimensions of performance that are particularly relevant to job
performance.
True False
25. The
argument behind the Peter Principle is that individuals who are good performers
in one job will probably be good performers in the next job up the promotion
ladder.
True False
26. In
using performance appraisals to predict the performance of an individual being
considered for promotion from a junior to a senior level position, it would be
appropriate to use the results of performance appraisals for a junior-level
technical position to make a selection decision concerning a promotion to a
senior level managerial position.
True False
27. One
potential problem with promotability ratings is that they may yield results
that are different from results of performance appraisals and evaluations for
pay increases.
True False
28. The
incremental validity of assessment centers in predicting performance is
relatively small.
True False
29. A
substantive assessment method often used in the selection of production workers
and staff technicians is the assessment
center.
True False
30. An
"in-basket" exercise involves a timed exercise that requires a job
candidate to respond to simulated memoranda, reports, and other items requiring
responses.
True False
31. When
using assessment centers to predict job performance, available research has
shown an average validity coefficient of .37, which should be considered a low
level of validity.
True False
32. Where
assessment centers are concerned, research has shown that the inclusion of peer
evaluations and the use of psychologists as job candidate assessors rather than
managers causes validity to increase.
True False
33. Assessment
centers tend to generate positive reactions from
participants.
True False
34. If,
during an interview simulation, a job candidate is required to solicit
information from the interviewer in order to solve a problem, this is most
likely a "role play" type interview
simulation.
True False
35. One
advantage of using review boards representing various constituencies for hiring
is that it means constituents will be less likely to voice objections once the
candidate is hired.
True False
36. In-basket
exercises are the most commonly used exercises in assessment
centers.
True False
37. Assessment
centers have no validity in predicting performance and promotability beyond
personality traits and cognitive ability
tests.
True False
38. One
of the biggest limitations of assessment centers is their
cost.
True False
39. Personality
tests are used to predict the success of employees in overseas
assignments.
True False
40. Which
of the following is examples of substantive methods for internal
selection?
A. Skills inventories
B. Managerial
sponsorship
C. Career concepts
D. Performance appraisals
41. Which
of the following is true regarding performance appraisals and internal
selection?
A. It is illegal for organizations to use performance
appraisals as a basis for internal selection decisions.
B. Performance
appraisals have no validity.
C. Performance appraisals have no
reliability.
D. Performance appraisals are readily available in most
organizations.
42. Which
of the following factors is the most relevant to the theory behind assessment
centers?
A. Prediction of the individual's behavior in critical
roles through assessment by multiple methods.
B. Matching applicants to
KSAOs required by the job.
C. Shortening the period of time needed to
complete an assessment for a managerial position.
D. Substituting HR
assessors for line management assessors.
43. A
job candidate responding to an "in-basket exercise" would most likely
be asked to _________.
A. make a simulated visit to a customer
location
B. participate in an interview simulation
C. complete a
written test to assess KSAOs
D. draft memos to respond to letters received
44. The
use of the case analysis method of assessment is most appropriate for assessing
____________.
A. ability to perform a technical
task
B. problem-solving abilities
C. leadership
skills
D. social-interactive skills
45. The
validity of assessment centers as a method for internal selection is
approximately
___________.
A. .00
B. .05-.15
C. .25-.35
D. .50-.60
46. If
the selection objective is to assess a candidate's ability to make a coherent
persuasive report about the organization's annual results before a group of top
managers, the best interview simulation to make this assessment would be a(n)
________.
A. assessment center
B. in-basket
exercise
C. role play
D. oral presentation
47. Which
of the following assessment methods does not have at least moderately high
validity?
A. assessment centers
B. job knowledge
tests
C. seniority
D. work experience
48. The
type of selection methods which are used to narrow down a list of finalists to
those who will receive job offers is called _________
methods.
A. discretionary
B. initial
C. substantive
D. sequential
E. compensatory
49. Which
of the following is true regarding seniority?
A. It refers to length
of service or tenure.
B. It is closely related to the type of job
experience.
C. It is closely related to the quality of job
experience.
D. It is a highly valid selection method.
50. Research
on the use of selection and experience as internal selection methods indicates
that ___________.
A. seniority is a more valid method of internal
selection than experience
B. seniority is better suited to predict
short-term rather than long-term potential
C. experience is less likely to
be content valid if the past or present jobs are similar to the future job
D. experience
is unlikely to remedy initial performance difficulties of low ability employees
51. The
concept which refers to the idea that individuals rise to their lowest level of
incompetence is the _______.
A. Peter
Principle
B. Promotability Principle
C. Career Concept
Principle
D. 4/5 Principle
52. Security
is of even greater importance in the administration of internal selection
predictors than it might be in the external selection
process.
True False
53. One
step an organization can take to shatter the "glass ceiling" would be
to have greater use of selection plans.
True False
54. Which
of the following is an advantage of external recruiting?
A. they
ensure consistency from opening to closing
B. they are useful for
companies too small to have dedicated recruiters
C. they are very
inexpensive
D. all of the above
55. An
organization which is committed to shattering the "glass ceiling"
should ___________.
A. decrease its use of selection
plans
B. emphasize the use of traditional assessment methods
C. pay
attention to the types of KSAOs needed for advancement
D. undertake
programs to raise employees' awareness of general career issues
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