Correlation coefficient Statistics that measure the degree to which 2 sets of numbers are related. Higher correlation coefficient = strong relationship criterion-related validity a measure of validity based on showing a substantial correlation between test scores and job performance scores Action during the selection process that is illegal under EEO asking candidates how close they are to retirement age. you cannot ask questions about person's protected status. defamation If a person who is a reference gives negative information about a job candidate, there is a chance the candidate will claim _____, meaning the person damaged the applicant's reputation by making statements that cannot be proved truthful. Big Five Personality Traits extroversion, adjustment, agreeableness, conscientiousness, and inquisitiveness They are especially valid for jobs requiring adaptability. are designed to measure such mental abilities as verbal skills, quantitative skills, and reasoning ability. The tests are especially valid for complex jobs and for those requiring adaptability in changing circumstances. Which statement is true about cognitive ability tests / intelligence tests? What is true about medical examinations of job candidates? Medical examinations are conducted after a candidate has been given a job offer. Best describes the multiple - hurdle model of personnel selection? It is a process of arriving at a selection decision by eliminating some candidates at each stage of the selection process. Review of resumes is most valid when the content is evaluated in terms of the elements of a job description A strategic approach to selection requires ways to measure the effectiveness of selection tools. What is a basic standard for this? The method offers practical value. Along with 50 other candidates, Paula applied for the position of analyst at Atticus Inc. Because Paula's profile stood out from other candidates' profiles, she was called for an interview in which she performed well. In the context of the steps involved in the selection process for recruitment, which step would most likely be taken next by the recruiter? verifying Paula's qualifications through background checks. To test the validity of a selection test for advanced widget designers, Apptastic administers the test to its current widget designers. The test results are then compared with existing measures of job performance. In this instance, what type of validation is being used by Apptastic? Concurrent validation. Concurrent validation research administers a test to people who currently hold a job and then compares their scores to existing measures of job performance. If the people who score highest on the test also do better on the job, the test is assumed to be valid. Barbara is interviewing for a paralegal position at one of the biggest law firms in the country. During the interview, she is asked a particular question that she refuses to answer. Frustrated by her behavior, the interviewer repeats the question. She refuses to answer it again and says that it violates her rights under equal employment opportunity law. Which question is she most likely being asked? What is your ancestry? EEO says you cannot ask questions about protected status, even indirectly. Moose Tech, a software start-up, is putting together a new team to work on the marketing strategies for their expansion project. In the context of using the "Big Five" personality traits for effective team building, which employees would be good additions to a team that encourages a strong and harmonious culture and is most likely to give the best results? Kelly is very organized; Allison is very cooperative. Ashley, a purchasing manager, tells Franklin, the human resource manager, that she has selected a candidate to be her purchasing assistant. She shows him a draft of an e-mail message offering the candidate the job at the agreed-on starting wage. She asks Franklin if there is anything else she should mention in the message. Franklin replies that Ashley should add information about the job responsibilities, the work schedule, and starting date. training Which of the following consists of an organization's planned effort to help employees acquire job-related knowledge, skills, abilities, and behaviors? task analysis Which process identifies the knowledge, skills, and behaviors that should be emphasized by training? Classroom _____ training remains the most widely used method of training. Stimulation. Which training method involves representing a real-life situation with trainees making decisions resulting in outcomes that mirror what would happen on the job? Orientation. Which form of training prepares employees to perform their jobs effectively, learn about the organization, and establish work relationships? Internship. Yvonne, a student at Carlitto College, is pursuing a degree in international business management. As part of her program at Carlitto College, she accepts an opportunity to work at Pullman Consulting for a period of six months, where she will gain experience related to her field. Yvonne's employment at Pullman Consulting is an example of a(n) _______. The stage to prepare for evaluating a training program is: when the program is being developed. Identify the main purpose of diversity training programs that focus on attitudes. To increase the participants' awareness of cultural, ethnic, personal, and physical differences in the workforce. Managers are most likely to support training if it will solve a significant problem. person analysis. A client asks Term Technologies to complete a project that involves working with a software tool called ELIM, which is new to the company. The training manager in Term Technologies's HR department begins by conducting a needs assessment. Which method will the training manager use to identify individuals' needs and readiness for training? XYZ Equipment, a firm that produces manufacturing equipment for various industries, experiences an influx of new sales employees due to a recent expansion. Despite possessing a vast amount of sales experience, most of the new employees perform poorly. This is because the new recruits possess inadequate technical knowledge about the products sold by XYZ Equipment. To address the issue, the HR department decides to implement a training program using the instructional design process. As part of the process, the HR department's first step should be to identify what the sales rep will need to learn. A customer at Jaquine, a French restaurant, complains to Brent, the owner, about a specialty dessert being unacceptable. Brent inspects the dessert and finds that the brie, a type of cheese, used in the dessert is overripe. Brent questions the new pastry chef, Mason, who acknowledges he should have substituted another type of cheese for the brie. Brent analyzes the situation and concludes that Mason should be put through additional training to avoid such mistakes in the future. What type of analysis has Brent performed in this situation? task analysis Hetrick, a firm that specializes in building construction, hires Mark, an unemployed teenager, to work in its carpentry division. Since Mark does not have the required skills to work as a carpenter, he is provided training that helps him pick up carpentry skills on the job. Mark learns by assisting other master carpenters and journeymen. In addition to the skills Mark acquires, he is paid by Hetrick. The form of training exemplified in this scenario is called apprenticeship. Michael, the training coordinator at Jaxon Solutions, inspected the written materials for a new training program and concluded that the materials were not very readable. Which condition would most likely lead Michael to this conclusion? the training material consisted of too many long sentences. The difference between adventure learning and cross-training is that adventure learning helps team members understand themselves and each other, while cross-training helps team members learn each other's job roles. The four general approaches that companies use for employee development include formal education, assessment, job experiences, and interpersonal relationships. The many approaches to employee development fall into four broad categories: formal education, assessment, job experiences, and interpersonal relationships. The Myers-Briggs Type Indicator (MBTI) identifies individuals' preferences for source of energy, means of information gathering, way of decision making, and lifestyle The Myers-Briggs Type Indicator (MBTI) identifies individuals' preferences for source of energy, means of information gathering, way of decision making, and lifestyle. The combination of relationships, problems, demands, tasks, and other features of an employee's jobs is referred to as job experiences. Most employee development occurs through job experiences—the combination of relationships, problems, demands, tasks, and other features of an employee's jobs. The _____ is a self-assessment tool that helps employees identify their occupational and job interests. Strong-Campbell Interest Inventory The Strong-Campbell inventory helps employees identify their occupational and job interests. The final step in the career management process is action planning and follow-up. During the final step of the career management process, employees prepare an action plan for how they will achieve their short- and long-term career goals. The employee is responsible for identifying the steps and timetable to reach the goals. The employer should identify resources needed, including courses, work experiences, and relationships. The employee and the manager should meet in the future to discuss progress toward career goals. What is true about a transfer? It is an assignment of an employee to a position in a different area of the company, usually in a lateral move. In a transfer, the organization assigns an employee to a position in a different area of the company. Transfers do not necessarily increase job responsibilities or compensation. They are usually lateral moves, that is, moves to a job with a similar level of responsibility. Sebastian, an employee, understands that he has great potential after taking a self-assessment test at his company. He decides to create a checklist of short-term objectives to achieve to help him hone his skills. In this scenario, Sebastian is employing _____ as a mechanism of career management. goal setting Based on the information from the self-assessment and reality check, an employee sets short- and long-term career objectives. An Individual Coaching for Effectiveness program is designed to help managers with dysfunctional behavior. Development programs for managers with dysfunctional behavior may include specialized programs such as one called Individual Coaching for Effectiveness (ICE). The ICE program includes diagnosis, coaching, and support activities tailored to each manager's needs. The energy dichotomy of the Myers-Briggs Type Indicator indicates individuals' degree of introversion or extroversion. The Myers-Briggs Type Indicator identifies individuals' preferences for source of energy, means of information gathering, way of decision making, and lifestyle. The energy dichotomy indicates where individuals gain interpersonal strength and vitality, measured as their degree of introversion or extroversion. Jacob, the vice president of Money-Makers, is reviewing the development program for the company's middle managers. He notes that management development includes psychological profiles and mentors, as well as lateral moves to positions that give managers a broader view of the company. Jacob would like to add a component of formal education. Which option could be included in this new component? workshops involving business games and simulations Organizations may support employee development through a variety of formal educational programs, either at the workplace or off-site. These may include workshops designed specifically for the organization's employees, short courses offered by consultants or universities, university programs offered to employees, and executive MBA programs. These programs may involve lectures by business experts, business games and simulations, experiential programs, and meetings with customers. The employees at Foster Center acknowledge that their supervisor is excellent at his work and that he has received many accolades during his 40-year career. However, they claim he is a dysfunctional manager. When confronted, the supervisor argues that his work should speak for itself and the employees' opinions of his behavior are irrelevant. Which statement, if true, would support the employees' claim? The supervisor often discourages employees from challenging tasks, saying that they are incapable of accomplishing them. A manager who is otherwise competent may engage in some behaviors that make him or her ineffective or even "toxic"—someone who stifles good ideas and drives away employees. These dysfunctional behaviors include insensitivity to others, inability to be a team player, arrogance, poor conflict-management skills, inability to meet business objectives, and inability to adapt to change. Gabby, an employee at Lewis Inc., finds it difficult to attain a promotion even after working for seven years at the firm. She believes that she is not being promoted because she is a woman. In this scenario, Gabby's progress in the organization is restricted by a glass ceiling. Women and minorities are rare in the top level of U.S. corporations. Observers of this situation have noted that it looks as if an invisible barrier is keeping women and minorities from reaching the top jobs, a barrier that has come to be known as the glass ceiling. Warm 'n Go, a leading brand in microwavable food items, prides itself on helping its employees with their career paths. The employees are highly efficient and are motivated to define areas of weakness in their job performances and work to eliminate them. The employees take various tests to help them assess their career interests and behavioral tendencies, thus helping them work on becoming successful. In this scenario, which system for career management is being employed at Warm 'n Go? self-assessment Self-assessment refers to the use of information by employees to determine their career interests, values, aptitudes, and behavioral tendencies. Management at an IT firm is thinking of promoting Tad, a customer service representative, to the position of senior customer relationship manager. Which scenario would make the promotion less likely to happen? Slow growth is limiting the opportunities available in the company. Organizations can more easily offer promotions if they are profitable and growing. In other conditions, opportunities for promoting employees may be limited. Pen & Paper Inc., a publishing company, administered the Myers-Briggs Type Indicator (MBTI) assessment to its editorial team and learned that some individuals are drawn toward gathering the facts and details needed for decision making, while others focus more on noticing relations among the facts. Some of the employees enjoy learning this about themselves, but the human resource specialist who administered the assessment cautions them not to use the results to limit their understanding of what they can do. Which statement best explains the need for caution in applying the results of this assessment? MBTI scores are not necessarily valid and reliable. Research on the validity, reliability, and effectiveness of the MBTI is inconclusive. People who take the MBTI find it a positive experience and say it helps them change their behavior. However, MBTI scores are not necessarily stable over time. Still, the MBTI is a valuable tool for understanding communication styles and the ways people prefer to interact with others. It is not appropriate for measuring job performance, however, or as the only means of evaluating promotion potential. What is the last step in performance management process? providing consequences for performance results The last step in performance management process is providing consequences for achieving (or failing to achieve) performance outcomes (such as pay increases, bonuses, or action plans). Fiona, a supervisor at Ronaldo Co., wants to compare the performance of her employees. If she does this by listing the employees from best to worst performer, which term describes her method? simple ranking Techniques for comparing one individual's performance with that of others includes simple ranking, which requires managers to rank employees in their group from the highest performer to the poorest performer. Which approach to performance feedback is generally most effective? problem-solving In the "problem-solving" approach, managers and employees work together to solve performance problems in an atmosphere of respect and encouragement. The _____ approach to performance feedback is used by most managers. tell-and-sell Most managers rely on the tell-and-sell approach during the feedback session. In the "tell-and-sell" approach, managers tell the employees their ratings and then justify those ratings. Besides a discussion of the employee's past behavior, what other topic(s) are most important to include in a performance feedback meeting? goal setting and a decision about when to follow up The feedback session should conclude by starting another round of the performance management process—specifically, setting or revising goals for the coming period, including timelines for progress reviews and goal attainment. Goal setting is essential, because it is one of the most effective motivators of high performance. It results in increased satisfaction, motivation to improve, and performance improvement. The ways in which organizations use the system to provide information for day-to-day decisions about salary, benefits, and recognition programs falls under the _____ purpose of a performance management system. administrative The administrative purpose of a performance management system refers to the ways in which organizations use the system to provide information for day-to-day decisions about salary, benefits, and recognition programs. Identify a true statement about the mixed-standard scale. It uses several statements describing each trait to produce a final score for that trait. Mixed-standards scales use several statements describing each trait to produce a final score for that trait. Catarina, the founder of Platter Place, believes in employee empowerment, so as soon as she began hiring managers, she made subordinate reviews part of her company's performance appraisal system. However, she and her human resource manager have realized that the managers don't always place enough emphasis on efficiency and results, perhaps out of fear that their employees will give them lower ratings. What would be the best way for Platter Place to use subordinate feedback? Use the results of subordinate feedback to identify avenues for employee development. A problem with subordinate evaluations is that when managers receive ratings from their subordinates, the employees have more power, so managers tend to emphasize employee satisfaction, even at the expense of productivity. This issue arises primarily when the evaluations are used for administrative decisions. Therefore, subordinate evaluations are most appropriate for developmental purposes. Identify a way in which an organization can promote fairness and reduce political behavior in the appraisal system. hold a calibration meeting in which managers discuss employee performanceratings and provide evidence supporting their ratings Organizations can minimize appraisal politics by establishing an appraisal system that is fair. One technique is to hold a calibration meeting, which is a gathering at which managers discuss employee performance ratings and provide evidence supporting their ratings with the goal of eliminating the influence of rating errors. As they discuss ratings and the ways they arrive at ratings, managers may identify undervalued employees, notice whether they are much harsher or more lenient than other managers, and help each other focus on how well ratings are associated with relevant performance outcomes. How can an organization protect itself against discrimination and unjust dismissal lawsuits? The requirements for job success should be clearly communicated to employees. To protect against discrimination or unjust dismissal lawsuits, it is important to have a legally defensible performance management system. Such a system would be based on valid job analyses, with the requirements for job success clearly communicated to employees. Lillian is the purchasing manager at Ceramic Central, a maker of housewares. She has evaluated the first year's performance of Jason, a purchasing agent. In the evaluation, she noted that he places orders accurately, but when employees in the company ask about the status of their orders, he has difficulty finding the information for them in a timely manner. What should be the next step in performance management in this situation? Lillian should arrange for training so Jason can learn how to look up the status of orders. Step 5 in the performance management process involves identifying improvements needed. Lillian and Jason can identify what Jason can do to capitalize on his performance strengths and address his weaknesses. This includes identifying training needs. Tony, a production manager at Brighton Biometrics, needs to measure the performance of 10 subordinates. He writes their names on a paper and circles Paul's name as the best-performing employee of the group. He then circles Erma's name as the worst employee of the group. He rates the remaining employees as second best, second worst, and so on. In the context of methods of performance measurement, Tony is using the _____ method. alternation ranking Alternation ranking method is a variation of simple ranking method. In this method, the manager works from a list of employees. First, the manager decides which employee is best and crosses that person's name off the list. From the remaining names, the manager selects the worst employee and crosses off that name. The process continues with the manager selecting the second best, second worst, third best, and so on, until all the employees have been ranked. Dina, the human resource manager at K-Pack Inc., wants to use subordinates as sources of performance appraisal information. Which statement best supports that idea? Subordinates often have reliable information about a manager's behavior toward employees. Subordinates often have the best chance to see how well a manager treats employees. Kate, the CEO of Era Co., wants to carry out the first company-wide performance appraisal. However, she needs to make sure that the information obtained for performance appraisal is free of bias and that the managers have provided information about subordinates without any personal issues influencing the information. Which option will assist Kate in obtaining her objective? Kate must hold calibration meetings because they hold managers accountable for the appraisal information they provide about their subordinates. Organizations can minimize appraisal politics by establishing an appraisal system that is fair. One technique is to hold a calibration meeting, a gathering at which managers discuss employee performance ratings and provide evidence supporting their ratings with the goal of eliminating the influence of rating errors.
According to research evidence, in which situation would an employer most have to guard against raters giving unfair low performance ratings to black employees? when most of the employees in a work group are white Organizations must avoid using criteria such as race and age as a basis for employment decisions. This requires overcoming widespread rating errors. A substantial body of evidence has shown that white and black raters tend to give higher ratings to members of their own racial group, even after rater training. Terminating an employee for the use of illegal drugs is an example of a(n) __________ turnover. involuntary When an organization initiates a turnover (often with employees who would prefer to stay), the result is involuntary turnover. Examples include terminating an employee for drug use or laying off employees during a downturn. What does an employer violate when it terminates an employee for refusing to do something unethical, unsafe, and illegal? public policy One reason a discharge may be considered wrongful is that it violates public policy. Violations of public policy include terminating the employee for refusing to do something illegal, unethical, or unsafe. Which principle of discipline holds that an organization's discipline should give a clear-cut warning and follow up with consistent, objective, and immediate consequences? hot-stove rule According to the hot-stove principle, discipline should be like a hot stove: The glowing or burning stove gives warning not to touch. Anyone who ignores the warning will be burned. The stove has no feelings to influence which people it burns, and it delivers the same burn to any touch. Finally, the burn is immediate. Like the hot stove, an organization's discipline should give warning and have consequences that are consistent, objective, and immediate. Who has the main responsibility of developing a formal discipline process for the workplace? the human resource department Creating a formal discipline process is a primary responsibility of the human resource department. The HR professional should consult with supervisors and managers to identify unacceptable behaviors and establish rules and consequences for violating the rules. What is the simplest, most direct, and least expensive way to settle a dispute? open-door policy Typically, an organization's alternative dispute resolution process begins with an open-door policy, which is the simplest, most direct, and least expensive way to settle a dispute. When the parties to a dispute cannot resolve it themselves, the organization can move the dispute to peer review, mediation, or arbitration. Heidi is a single mother who works full-time and attends to the needs of her two young children. She often feels a lot of pressure in balancing her work and looking after her children. What is Heidi experiencing? role conflict Role conflict is an employee's recognition that demands of the job are incompatible or contradictory; a person cannot meet all the demands. Many employees may feel conflict between work roles and family roles. More than 40 percent of the employees at Hile Corp. lost their jobs during a recent recession. The human resource department of Hile Corp. would term this as involuntary turnover. When the organization initiates the turnover (often with employees who would prefer to stay), the result is involuntary turnover. Examples include terminating an employee for drug use or laying off employees during a downturn. According to the hot-stove rule, which quality makes discipline more effective? The consequences for breaking a rule are immediate. The hot-stove rule is a principle of discipline that says discipline should be like a hot stove. The glowing or burning stove gives warning not to touch. Anyone who ignores the warning will be burned. The stove has no feelings to influence which people it burns, and it delivers the same burn to any touch. Finally, the burn is immediate. Choose the correct statement about personal dispositions. People with a positive core self-evaluation tend to experience job satisfaction. People with a positive core self-evaluation have high self-esteem, believe in their ability to accomplish their goals, and are emotionally stable. They also tend to experience job satisfaction. Anita is very dissatisfied with her job situation, but she does not perceive any other employment opportunities, so she stays and spends most of the workday dreaming about non-work matters. What is Anita experiencing? psychological job withdrawal Employees need not leave the company in order to withdraw from their jobs. Especially if they have been unable to find another job, they may psychologically remove themselves. They are physically at work, but their minds are elsewhere. Which situation is an example of involuntary turnover? Gisele, an employee at Innovative Tech, is fired because of theft. Gisele, who is fired because of theft, exemplifies an involuntary turnover. When an organization initiates the turnover (often with employees who would prefer to stay), the result is involuntary turnover. Liz refuses her employer's request to falsify the contents of a report to the Equal Employment Opportunity Commission (EEOC). The employer subsequently discharges Liz for "not following orders." Identify the exception to the employment-at-will doctrine that Liz is likely to choose when she files a wrongful discharge suit. public policy A discharge can be found illegal if it violates a public policy (for example, firing an employee for refusing to do something illegal). In this case, employment at will is limited because Liz can establish that the discharge violated public policy because she refused her employer's request to falsify the contents of a report to the Equal Employment Opportunity Commission. Fernando, a manager at a top engineering company, believes he can hire a few employees by promising them job security and later terminating them if business slows down. On what grounds could such a termination be considered a wrongful discharge? The terminations deviate from the promise of job security in the work agreement. Terminating an employee may violate an implied agreement if the employer had promised the employee job security or if the action is inconsistent with company policies. Just Right Construction Company has a system of progressive discipline. Even so, in which situation would it be appropriate for the company to follow a stricter policy and dismiss an employee after a first offense? A welder ignored safety procedures and started a fire that caused serious damage. A typical progressive discipline system identifies and communicates unacceptable behaviors and responds to a series of offenses with the actions—spoken and then written warnings, temporary suspension, and finally, termination. For situations in which misbehavior is dangerous, the organization may establish a stricter policy, even terminating an employee for the first offense. In that case, it is especially important to communicate the procedure—not only to ensure fairness but also to prevent the dangerous misbehavior. Venus is concerned about an unacceptable level of job dissatisfaction among a number of work teams in her organization. She has determined that the primary cause of the dissatisfaction is the uncertainty that exists among employees regarding what is expected of them. Based on this limited information, the most appropriate intervention would be role analysis technique. The role analysis technique is a process of formally identifying expectations associated with a role. |
Who has the main responsibility of developing a formal discipline process for the workplace quizlet?
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