Question : 31. A supervisor who wants to measure the performance of his : 1201878

 

31. A supervisor who wants to measure the performance of his current employees will probably not use 
A. graphic rating forms.
B. objective measures.
C. behavior-focused rating forms.
D. assessment centers.

32. Ray Stokes is a supervisor in a local factory. When Ray appraises his employees’ performance, he often exhibits the halo error. In other words, Ray 
A. rates all the employees in an organization as “satisfactory” or better.
B. gives an employee the same rating on nearly all dimensions.
C. ignores an employee’s critical incidents.
D. uses objective measures only when they are to the benefit of the employees.

33. Sue is a supervisor who has a tendency to rate all of her employees as “very good” or “excellent” on the dimensions found on her graphic rating form. Sue is exhibiting the 
A. leniency error.
B. self-serving bias.
C. halo error.
D. actor-observer bias.

34. David Brent, manager at Wernam-Hogg, is using employee appraisal forms when conducting employee reviews.  These forms consist of a list of behaviors such as “contributes during meetings” and “keeps co-workers informed of progress.” Such behaviors are known as 
A. performance-level criteria.
B. critical incidents.
C. actual criteria.
D. objective measures.

35. Your good friend is a human resources manager. As someone who is opening your own company in the next few months, you ask him what he thinks is the best recruitment plan. Your friend responds that 
A. the best way to recruit is through newspaper advertising.
B. it depends on the difficulty in attracting high-quality applicants and on the importance of the position.
C. the best way to recruit is to post jobs on an online job website.
D. it depends on the availability of assessment centers.

36. H. E. Pennypacker recently picked up a copy of “Recruiting for Dummies.” He thumbs through the chapter on attracting job candidates and discovers that all of the following are common methods for attracting job candidates except: 
A. Actively recruiting workers with good reputations from rival companies
B. Newspaper advertisements
C. Posting jobs on recruitment websites
D. Interviewing graduating seniors on college campuses

37. Your boss, Mr. Grinch, barges into your office and exclaims, “I want you to complete a validation study and get back to me with the results right away!” Confused, you shrug and confess you have no idea what that means. Mr. Grinch sighs, “Oh come on! Everyone knows that a validation study determines whether a(n) 
A. employee is right for a particular position.”
B. occupation will experience growth in demand.”
C. assessment method predicts an employee’s actual job performance.”
D. manager has erred in rating an employee’s performance.”

38. A psychologist is trying to determine the usefulness of a particular assessment method for predicting an employee’s actual job performance. The psychologist is conducting a(n) 
A. job analysis.
B. assessment center.
C. graphic rating form.
D. validation study.

39. All of the following are included in the “Uniform Guidelines on Employee Selection Procedures” except that 
A. personnel decisions must be based solely on job-related criteria.
B. only test scores that have been validated as good predictors of job performance should be used.
C. employees’ KSAOs should match those previously established by the job analysis.
D. an organization’s demographics should reflect the ethnic and gender makeup of the organization’s local population.

40. Maggie reads through a manual about employer practices and law. She looks up in the middle of her reading and says, “Hey, I just learned something new. This book says that in some states, an employer is not prohibited from discriminating on the basis of a job candidate’s 
A. age.”
B. ethnicity.”
C. gender.”
D. sexual orientation.”

 

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