Question 1

In the development of a 360 assessment system, all of these guidelines should be used EXCEPT:
A)The items should be specific job behaviors.
B)The items should be administered by paper and pencil.
C)A trained evaluator should provide an interpretation of survey results to the manager.
D)The items should be about the individual's skill, knowledge or style.

Accepted Answer

Using paper and pencil as the only mode of administration may limit the accessibility and usability of the system as individuals may prefer different modes of completion, such as online or mobile formats. It is important to provide multiple options for completing the assessment to increase participation rates and reduce response bias.

Question 2

Assisting other workers and teaching new workers are both examples of:
A)WRCs
B)CWBs
C)OCBs
D)BARS

Accepted Answer

Assisting other workers and teaching new workers are examples of Organizational Citizenship Behaviors (OCBs), which are voluntary actions taken by employees to improve the overall functioning of their organization. These behaviors are not explicitly required by job descriptions or formal performance evaluations, but they contribute to a positive work environment and ultimately benefit the organization. Option A, WRCs (Work-related Commitments) and option B, CWBs (Counterproductive Work Behaviors) are not suitable options as they do not accurately describe the behaviors mentioned in the question. Option D, BARS (Behaviorally Anchored Rating Scales) refers to a performance appraisal method that links specific behaviors with specific performance ratings and is also not relevant here.

Question 3

The judgmental measures of BARS or BES are developed to define the scale's rating points by using these as examples:
A)Judgmental data.
B)Task performance
C)Production data.
D)Job behaviors.

Accepted Answer

BARS (Behaviorally Anchored Rating Scales) or BES (Behavioral Expectation Scales) use job behaviors as examples to define the scale's rating points, focusing on observable actions and behaviors related to job performance.

Question 4

The history of selection argues that the dimensions used in performance criteria be fairly broad statements of performance or job behaviors.

Accepted Answer

The history of selection has demonstrated that using broad statements of performance or job behaviors in performance criteria leads to more effective selection processes. This approach allows for multiple methods of assessment and a focus on overall job performance rather than specific skills or abilities.

Question 5

Regarding OCBs, which of the following statements is TRUE?
A)Workers' OCBs have no influence on managers' judgments of their job performance.
B)Workers' OCBs influence managers' judgments of their job performance.
C)OCBs account for limited variance in the scores of workers.
D)OCBs are always a positive influence on job performance ratings.

Accepted Answer

Research has shown that workers' OCBs do influence managers' judgments of their job performance, as managers tend to rate employees who exhibit OCBs more positively than those who do not. However, OCBs may account for limited variance in performance ratings as job performance comprises multiple factors beyond OCBs. Additionally, while OCBs are generally seen as a positive influence on job performance ratings, there may be situations in which certain OCBs are not valued or necessary for the job, and as such may not influence performance ratings.

Question 6

Which of the following is TRUE about the use of production data in validation studies?
A)The data are easy to gather because they are collected routinely for business operations such as production, planning, and budgeting.
B)The importance of such measures is obvious and easily understood.
C)These data are not usually challenged and easily accepted by workers.
D)These measures are often limited and must be corrected.

Accepted Answer

While production data may be easy to gather, they are often limited and may need to be corrected. Additionally, there may be challenges to using these measures in validation studies, as workers may have concerns about the accuracy or completeness of the data. As such, it is important to carefully evaluate the use of production data in any validation study to ensure that they are valid and reliable measures of the phenomenon of interest.

Question 7

The concept of job performance became more complex and difficult to measure because of all of these EXCEPT:
A)The transition from a manufacturing to a service economy.
B)The transition to working in teams.
C)The rise of computer technology in the workplace.
D)The complexity of .

Accepted Answer

The incomplete option D ("The complexity of .") cannot be considered a valid reason for the increased complexity and difficulty in measuring job performance, as it does not provide a specific factor or context.

Question 8

Frame changing is the ability to alternate between multiple ways of performing the tasks of one's job.

Accepted Answer

Frame changing refers to the ability to look at problems or situations from different perspectives or frames of reference, not specifically to alternating ways of performing job tasks.

Question 9

The movement from individual jobs to teams poses problems for selection specialists in terms of collecting data appropriate for validation work.

Accepted Answer

When selecting team members, the focus shifts from evaluating individual skills and abilities to evaluating how individuals can work together in a team environment. This often requires different data and methods for validation work, posing a challenge for selection specialists.

Question 10

It is disappointing, but no studies have demonstrated positive effects from training programs designed to overcome rater bias.

Accepted Answer

Numerous studies have shown that training programs can be effective in reducing rater bias by increasing awareness of biases and teaching strategies to mitigate their impact, although the effectiveness can vary based on the design and implementation of the training program.

Question 11

Intentional or inadvertent bias may be present in judgmental data.

Accepted Answer

Both intentional and inadvertent bias can exist in judgmental data. Intentional bias refers to a deliberate skewing of data to support a certain viewpoint or agenda, while inadvertent bias can occur due to unconscious or unintentional influences on the data collection or interpretation process.

Question 12

For validation, one should always use multiple criteria.

Accepted Answer

The answer of For validation, one should always use multiple...

Question 13

Which of the following is NOT a type of judgmental data?
A)Trait rating scales
B)CARS
C)BARS
D)BES

Accepted Answer

CARS (Childhood Autism Rating Scale) is an assessment tool used to evaluate autism, not a type of judgmental data.

Question 14

BARS are superior to other appraisal formats for reducing rater errors.

Accepted Answer

BARS (Behaviorally Anchored Rating Scales) use specific examples of behavior to anchor ratings, which helps to reduce rater errors such as leniency, central tendency, and halo/horns effects. This makes BARS a more reliable and accurate appraisal format compared to others such as graphic rating scales or forced ranking.

Question 15

The main difference between BARS and BES is:
A)The underlying assumptions.
B)The wording.
C)The source of the data.
D)BARS can be used across jobs; BES cannot.

Accepted Answer

The answer of The main difference between BARS and BES...

Question 16

A difficulty in having team members evaluate each other is that such evaluation, because it focuses on individual performance rather than team performance, is somewhat contrary to the philosophy of teams.

Accepted Answer

Evaluating individual performance goes against the idea of teamwork which emphasizes on collective effort and collaboration.

Question 17

Selection specialists generally prefer to use job performance data in validation that are collected primarily for other personnel/human resource management purposes, since they are likely to be less biased.

Accepted Answer

The answer of Selection specialists generally prefer to use job...

Question 18

Selection instruments correlate less well with broad, encompassing job dimensions than with specific, narrow dimensions.

Accepted Answer

The answer of Selection instruments correlate less well with broad,...

Question 19

An employee's peers do, but the employee's superiors do not, provide performance data in 360-Degree Feedback.

Accepted Answer

In 360-Degree Feedback, not only peers but also superiors, subordinates, and sometimes even customers provide performance data about the employee.

Question 20

When using judgmental performance appraisal scales, the recommendation is for supervisors to make one judgment of the overall job dimension or, if she/he is asked to rate the more specific dimensions, they should all be combined into one single score.

Accepted Answer

The answer of When using judgmental performance appraisal scales, the...

Quiz 2: Job Performance Concepts and Measures

In the development of a 360 assessment system, all of these guidelines should be used EXCEPT:

Assisting other workers and teaching new workers are both examples of:

The judgmental measures of BARS or BES are developed to define the scale's rating points by using these as examples: