Question 1

A problem with subjective evaluations is the _____, which is the tendency to rate someone either too high or too low based on one outstanding trait.

Accepted Answer

The halo error is the tendency to rate someone either too high or too low based on one outstanding trait, such as attractiveness or friendliness, rather than a comprehensive evaluation of their overall performance. This can introduce bias into subjective evaluations.

Question 2

Which of the following is NOT associated with job interview nervousness?

Accepted Answer

The halo error is a cognitive bias that causes an interviewer to form an overall positive impression of a candidate based on one or a few positive traits, but it is not associated with job interview nervousness. The other three options are all common causes of interview nerves.

Question 3

In a "360-degree" performance measure, evaluations are included from _____.

Accepted Answer

360-degree performance measure includes evaluations from all sources including supervisors, peers, subordinates, and even self-evaluations. This provides a well-rounded and comprehensive assessment of an employee's performance from a variety of perspectives.

Question 4

The formal procedure an organization uses to assess the job performance of employees is known as _____.

Accepted Answer

Performance evaluation refers to the formal process used by organizations to assess the job performance of employees. Job analysis is the process of determining the duties, responsibilities, and skills required for a particular job. The Hawthorne effect refers to the tendency for individuals to perform better or work harder when they are being observed. Knowledge and skills evaluation may be a part of the performance evaluation process, but it is not the overall formal procedure used to assess job performance.

Question 5

Biodata refers to _____.

Accepted Answer

Biodata refers to detailed biographical information, such as personal background, education, work experience, and other relevant factors, that is collected as part of the selection process in organizations. It is used to predict job performance and organizational fit.

Question 6

A group's shared pattern of thought and action is known as _____.

Accepted Answer

The term "organizational culture" refers to a group's shared pattern of thought and action. This includes values, norms, beliefs, and behaviors that are shared by members of the group and influence the way they interact with each other and with external stakeholders. Personality-job-fit theory is a separate concept related to whether an individual's personality traits match the job requirements, the Hawthorne effect refers to an increase in worker productivity as a result of being observed or paid attention to, and organizational structure refers to the way an organization is arranged in terms of roles, hierarchies, and communication channels.

Question 7

Successful job applicants are usually _____ during an interview.

Accepted Answer

The answer of Successful job applicants are usually _____ during...

Question 8

Which of the following is illustrative of an organizational culture?

Accepted Answer

Organizational culture refers to the shared values, beliefs, behaviors, and practices that characterize an organization. McKing's Burger Joint's expectation for its employees to promote a friendly dining atmosphere is an example of its organizational culture.

B and C are not illustrative of organizational culture. Sunny Manufacturers' operating hours and the Department of Traffic Regulations' requirement for a graduate degree are both policies or procedures, not cultural elements.

Question 9

Which of the following was NOT a suggestion in your text for improving your interviewing skills?

Accepted Answer

The text does not suggest trying to make friends with the interviewer as a way to improve your interviewing skills. Rather, it emphasizes preparation, practice, and demonstrating positive qualities like eagerness and assertiveness.

Question 10

Which of the following is a subjective performance evaluation?

Accepted Answer

Multisource measures that show satisfaction are subjective evaluations as they are based on opinions and perceptions. The other options are objective evaluations as they are based on specific measurable achievements.

Question 11

Which of the following is NOT associated with better employee performance?

Accepted Answer

While bonuses can provide incentives for employees to work harder, they are not necessarily associated with better employee performance. Other factors such as constructive criticism, performance evaluations, and reinforcement closely related to job performance have been shown to positively impact employee performance.

Question 12

The most popular selection device when looking for a qualified job candidate is _____.

Accepted Answer

While job applications, standardized psychological testing, and skills or performance tests are all commonly used in the selection process, interviews remain the most popular and commonly used device for evaluating job candidates. Interviews allow employers to assess the candidate's communication skills, work experience, and job knowledge, as well as help them determine if the candidate is a good fit for the role and the company culture.

Question 13

Personnel recruitment begins with _____.

Accepted Answer

Personnel recruitment should begin with a job analysis. This involves defining the necessary knowledge, skills, and abilities required for the position, as well as an understanding of the duties and responsibilities of the job. This information is essential for creating an effective job advertisement and for screening candidates to find the best fit for the position. Without a clear job analysis, the recruitment process may be less efficient and less effective in finding the right candidates.

Question 14

If an employer used the number of cases won by a lawyer as part of his or her performance evaluation, this would be an example of _____.

Accepted Answer

Using the number of cases won by a lawyer as part of their performance evaluation would be considered an objective measure as it is a quantifiable data point that does not rely on subjective judgments or opinions.

Question 15

A supervisor gives the salesman with the most sales a "below standards" sales evaluation just because the salesman is late to work three times a week. Based on this information, this is an example of _____.

Accepted Answer

The answer of A supervisor gives the salesman with the...

Question 16

Which of the following is an objective performance evaluation?

Accepted Answer

Option C directly measures Beatrice's sales performance, making it an objective measure. The other options rely on subjective ratings or opinions, which can be influenced by personal biases or preferences.

Question 17

To decrease the problem of rater bias, a 360-degree performance measure _____.

Accepted Answer

Using multiple sources of performance measures, such as feedback from colleagues, subordinates, supervisors, and customers, can provide a more well-rounded and objective view of an employee's performance, which can help to mitigate rater bias. A and B are not relevant or effective solutions to the problem of rater bias.

Question 18

A company orientation _____.

Accepted Answer

Company orientation primarily focuses on teaching new employees about the company's culture, important attitudes, and norms.

Question 19

A(n) _____ is a better predictor of job qualifications than a(n) _____.

Accepted Answer

Structured interviews have standardized questions and scoring methods, making them a more accurate predictor of job qualifications compared to unstructured interviews which can vary in content and scoring.

Question 20

Training employees:

Accepted Answer

Training employees can help them gain both knowledge and skills for the job, which in turn can reduce stress by ensuring they have the ability to handle tasks effectively. Therefore, all of the options - A) helps workers gain knowledge for the job, B) helps workers gain skills for the job, and C) helps reduce stress - are correct.

Quiz 17: Industrial/Organizational Psychology