Question : 51. The degree to which the information provided by selection methods : 1251024

51. The degree to which the information provided by selection methods enhances the effectiveness of selecting personnel in organizations refers to the selection method’s: 
A. reliability.
B. validity.
C. generalizability.
D. utility.

The more reliable, valid, and generalizable the selection method is, the more utility it will have.

52. Which of the following statements about generalizability is TRUE? 
A. Validity coefficients are situationally specific.
B. The level of correlation between test and performance varies as one moves from one organization to another.
C. Tests tend to show similar levels of correlation even across jobs that are only somewhat similar.
D. Tests show differential subgroup validity.

The belief that validity coefficients were situationally specific — that is, the level of correlation between test and performance varied as one went from one organization to another, even though the jobs studied seemed to be identical is largely false.

53. Two tests, A and B, have the same validity correlation between the tests and performance. If the selection ratio is lower when using Test A than Test B, the utility of Test A: 
A. is higher than Test B.
B. is lower than Test B.
C. has no relationship to selection ratio.
D. equals the utility of Test B.

Selection ratio — the percentage of people selected relative to the total number of people tested.

54. Which of the following is not one of the three primary federal laws that form the basis for the majority of suits filed by job applicants? 
A. Youth Discrimination Act of 1995
B. Civil Rights Act of 1991
C. Age Discrimination in Employment Act of 1967
D. Americans with Disabilities Act of 1991

Three primary federal laws form the basis for a majority of the suits filed by job applicants are: the Civil Rights Act of 1991, The Age Discrimination in Employment Act of 1967, and Americans with Disabilities Act (ADA) of 1991.

55. Customer preference or brand image is: 
A. a legally defensible mean of justifying a process that has adverse impact.
B. protected under the Civil Rights Act of 1964.
C. not a legally defensible mean of justifying a process that has adverse impact.
D. protected under the Civil Rights Act of 1991.

It defines employers’ explicit obligation to establish the business necessity of any neutral-appearing selection method that has had adverse impact on groups specified by the law.

56. Which of the following statements is TRUE? 
A. In the area of managerial selection, personality tests are cornerstone in assessment centers.
B. The Civil Rights Act of 1991 explicitly prohibits race norming.
C. State laws prohibiting discrimination in employment cannot provide employees more protection than federal laws.
D. Executive Order 11246 requires all private employers to take affirmative action to hire minority applicants.

The 1991 act specifically outlaws the practice of simply ranking the scores of different races or gender groups within their own groups, and then taking perhaps the top 10 percent of scorers from each group, instead of the top 10 percent that would be obtained if one ignored race or gender.

57. Under the Americans with Disabilities Act (1991), employers: 
A. cannot ask an applicant if he/she can perform the essential functions of the job.
B. need not make accommodations that cause “undue hardship.”
C. must make all possible accommodations for disabled applicants, without regard to the cost or hardship that might be involved.
D. are not permitted to consider safety threats to others in determining whether accommodations can be made to allow a disabled applicant to perform the essential functions of the job.

The Americans with Disabilities Act (ADA) of 1991 protects individuals with physical and mental disabilities.

58. Which of the following statements about the Age Discrimination in Employment Act of 1967 is NOT true? 
A. The act outlaws almost all “mandatory retirement” programs.
B. If any neutral-appearing practice happens to have adverse impact on those over 40, the burden of proof shifts to the employer, who must show business necessity to avoid a guilty verdict.
C. The act protects younger workers and thus there could be cases for reverse discrimination.
D. Like the most recent Civil Rights Act, it allows for jury trials and punitive damages.

This act outlaws all company policies that dictate that everyone who reaches a set age must retire.

59. Which of the following is NOT true of Executive Order 11246? 
A. The order parallels the protections provided by the Civil Rights Act of 1964.
B. The order not only prohibits discrimination, it mandates that employers take affirmative action to hire qualified minority applicants.
C. The order allows the government to suspend all business with a contractor while an investigation is being conducted (rather than waiting for an actual finding).
D. The order is monitored by the Equal Employment Opportunity Commission.

The executive branch of the government also regulates hiring decisions through the use of executive orders.

60. During an interview for a sales position, you are asked the following question: “Suppose one of your clients refuses to speak to you after you lost one of his orders; what would you do to regain his business?” What type of interview question is this? 
A. Job-skill
B. Job knowledge
C. Situational experience-based
D. Situational future-oriented

One of the items of situational interview is “future-oriented” which asks what the person is likely to do when confronting a certain hypothetical situation in the future.