Question 1

Some organizations collect and combine applicant information from objective sources, such as tests or biographical inventories, and the decision maker examines these data to form an overall, subjective impression of the applicant's suitability for the job.Which of the following terms refers to this approach
A)pure judgment
B)trait rating
C)profile interpretation
D)pure statistical

Accepted Answer

Profile interpretation refers to the approach of collecting and combining objective information about an applicant and forming an overall impression of their suitability for the job. This approach involves combining objective data, such as test scores or biographical information, with subjective judgments to make a hiring decision. It is a common approach used in many organizations today.

Question 2

What is the term for the threshold at which those scoring at or above the score will pass, and those scoring below will fail
A)minimum performance score
B)cutoff score
C)pass mark score
D)threshold level score

Accepted Answer

The term for the threshold at which those scoring at or above the score will pass, and those scoring below will fail is the cutoff score. The other options are not commonly used terms in this context.

Question 3

Which of the following is NOT a constraint or a competing demand employers must contend with when making selection decisions
A)time pressures
B)satisficing
C)an oversupply of applicants
D)selecting individuals who have adequate information about the job requirements

Accepted Answer

C

Question 4

Which concept refers to the proportion of applicants who are hired for one or more positions
A)yield ratio
B)applicant ratio
C)selection ratio
D)employment ratio

Accepted Answer

The concept referred to in the question is the selection ratio, which is the proportion of applicants who are selected for a position. The other answer choices (yield ratio, applicant ratio, employment ratio) do not accurately describe this concept.

Question 5

Which approach to collecting and combining applicant information involves the decision maker forming an overall impression of the applicant based on gut feelings or implicit theories, rather than on explicit, objective criteria
A)the pure judgment approach
B)the trait rating approach
C)the profile interpretation approach
D)the judgmental composite approach

Accepted Answer

The pure judgment approach involves decision makers relying on their own subjective impressions and implicit theories rather than using explicit, objective criteria for evaluating applicants. This approach is based on gut feelings, intuition, and personal biases, rather than a systematic and standardized evaluation process. It can lead to inconsistent and inaccurate hiring decisions, as biases and personal opinions can cloud the evaluation of job-relevant skills and qualifications.

Question 6

How are implicit theories defined
A)They are theories about how certain behaviours, mannerisms, or personality characteristics go together without objective evidence.
B)They are theories about how certain behaviours, mannerisms, or personality characteristics go together with objective evidence.
C)They are theories about how certain behaviours, mannerisms, or personality characteristics go together with conscious awareness.
D)They are theories about how certain behaviours, mannerisms, or personality characteristics differentiate between applicants.

Accepted Answer

Implicit theories are beliefs about the underlying causes of behavior, events, or situations that are not directly observable or easily explainable. These theories are often unconscious and based on personal experiences, cultural norms, and stereotypes, rather than objective evidence.

Question 7

What type of error occurs when an applicant who is assessed favourably turns out to be a poor choice
A)false negative error
B)false positive error
C)leniency error
D)strictness error

Accepted Answer

False positive error occurs when an applicant who is assessed favorably turns out to be a poor choice. This means that the candidate was erroneously believed to be suitable for the position, but in reality, they were not.

Question 8

In organizations that select candidates for the organization rather than for specific jobs, which of the following is NOT required
A)selecting for organizational fit
B)having strong external hiring policies
C)possessing flexible job descriptions
D)hiring to fill dynamic and changing jobs

Accepted Answer

Strong external hiring policies may not be required in organizations that select candidates for the organization rather than for specific jobs. The focus is on selecting candidates who fit with the overall organization culture and values, and who have the potential to be trained and developed for various roles within the organization. However, A, C, and D are required in this approach, as selecting for organizational fit, possessing flexible job descriptions, and hiring to fill dynamic and changing jobs are essential for selecting candidates who can adapt and contribute to the organization's goals and needs.

Question 9

Which of the following does NOT reduce the objectivity of group decisions
A)group conformity
B)power motives
C)organizational culture
D)information asymmetry

Accepted Answer

Organizational culture does not inherently reduce the objectivity of group decisions. It provides a framework of shared values and practices within which decisions are made, but does not necessarily lead to less objective decisions. In contrast, group conformity, power motives, and information asymmetry can all bias the decision-making process, reducing objectivity.

Question 10

Which of the following is NOT related to the statistical composite approach
A)collecting both judgmental and statistical data
B)combining data statistically
C)combining the ratings or scores in a formula or regression equation
D)combining data in a judgmental manner

Accepted Answer

The statistical composite approach involves combining data using statistical techniques such as regression equations or formulas. It also involves collecting both judgmental and statistical data. Therefore, choice D, which involves combining data in a judgmental manner, is not related to the statistical composite approach.

Question 11

In which approach are data combined statistically
A)statistical composite
B)trait rating
C)profile interpretation
D)pure statistical

Accepted Answer

The pure statistical approach is focused on combining data statistically and is often used in factor analysis, cluster analysis, and other multivariate statistical techniques. Therefore, it is the best choice for this question. The other approaches listed are either focused on trait ratings or profile interpretations, which do not involve statistical combination of data. The statistical composite approach involves combining multiple measures of the same trait, while the trait rating approach involves assigning individual scores to different traits.

Question 12

In which approach are judgmental data combined statistically
A)trait rating
B)profile interpretation
C)judgmental composite
D)pure judgment

Accepted Answer

The answer of In which approach are judgmental data combined...

Question 13

Regarding the accepted standard for passing a course in most general undergraduate university degree programs, what cutoff score was established by convention
A)80 percent
B)70 percent
C)60 percent
D)50 percent

Accepted Answer

The conventional cutoff score for passing a course in most general undergraduate university degree programs is 50 percent. This is considered the minimum passing grade, although specific requirements can vary by institution and country.

Question 14

What might team members of a selection committee uncover by discussing their rationales for candidate ratings during the selection process
A)expectancy errors
B)person-organization fit
C)negligent hiring
D)biases and errors

Accepted Answer

By discussing their rationales for candidate ratings, team members may uncover biases and errors in their individual assessments that they were previously unaware of. This can lead to a more objective and fair selection process.

Question 15

Which concept refers to the value, in terms of increased validity, of adding a particular predictor to an existing selection system
A)referent validity
B)coefficient validity
C)external validity
D)incremental validity

Accepted Answer

Incremental validity refers to the extent to which adding a new predictor to an existing selection system increases the accuracy of predicting job performance. It measures the value of the new predictor in terms of increased validity. Therefore, option D is the correct answer.

Question 16

What type of theories are personal beliefs that are held about how people or things function, without objective evidence and often without conscious awareness
A)explicit
B)implicit
C)psychological
D)attribution

Accepted Answer

Personal beliefs that are held without conscious awareness and objective evidence are called implicit theories. Explicit theories are conscious and intentional beliefs that are backed by objective evidence. Psychological theories and attribution theories are not relevant to this definition.

Question 17

Which concept refers to the process in which statistical data are combined in a judgmental manner
A)pure statistical approach
B)profile interpretation
C)pure judgment approach
D)judgmental composite

Accepted Answer

Profile interpretation refers to the process of combining statistical data in a judgmental manner to form a narrative or profile of an individual or group. It involves using expertise and knowledge to draw conclusions based on the data available. The other options, such as pure statistical approach and pure judgment approach, suggest that either statistics or judgment alone is used, which is not the case in profile interpretation. Judgmental composite is not a recognized concept in this context.

Question 18

For employers who tend to have a holistic, intuitive decision-making style, what might convince them to use statistical approaches in the selection process
A)changes to HR policy manuals
B)more evidence and training
C)technologically generated data
D)data integrated to selection criteria

Accepted Answer

Employers who rely on holistic, intuitive decision-making styles might be convinced to use statistical approaches in the selection process if they are provided with more evidence and training. This will help them understand the benefits of statistical approaches and how to use them effectively. Technologically generated data and integrating data to selection criteria may also be useful, but they would not address the fundamental issue of the employer's decision-making style. Changes to HR policy manuals could be helpful in ensuring that statistical approaches are incorporated into the selection process, but this alone may not be enough to convince employers with a holistic, intuitive decision-making style.

Question 19

Which concept refers to making an acceptable or adequate choice rather than the best or optimal choice
A)selection bias
B)satisficing
C)sufficiency
D)success rate

Accepted Answer

Satisficing refers to making an acceptable or adequate choice rather than the best or optimal choice. Therefore, there is no "best" choice in this scenario as the concept of satisficing entails intentionally choosing a less-than-optimal option.

Question 20

In which approach to collecting and combining applicant information are a number of judgmental ratings made based on various sources of information
A)trait rating
B)profile interpretation
C)pure statistical
D)judgmental composite

Accepted Answer

The answer of In which approach to collecting and combining...

Quiz 10: Decision Making

What is the term for the threshold at which those scoring at or above the score will pass, and those scoring below will fail

Which of the following is NOT a constraint or a competing demand employers must contend with when making selection decisions

Which concept refers to the proportion of applicants who are hired for one or more positions

Which approach to collecting and combining applicant information involves the decision maker forming an overall impression of the applicant based on gut feelings or implicit theories, rather than on explicit, objective criteria

How are implicit theories defined

What type of error occurs when an applicant who is assessed favourably turns out to be a poor choice

In organizations that select candidates for the organization rather than for specific jobs, which of the following is NOT required

Which of the following does NOT reduce the objectivity of group decisions

Which of the following is NOT related to the statistical composite approach

In which approach are data combined statistically

In which approach are judgmental data combined statistically

Regarding the accepted standard for passing a course in most general undergraduate university degree programs, what cutoff score was established by convention

What might team members of a selection committee uncover by discussing their rationales for candidate ratings during the selection process

Which concept refers to the value, in terms of increased validity, of adding a particular predictor to an existing selection system

What type of theories are personal beliefs that are held about how people or things function, without objective evidence and often without conscious awareness

Which concept refers to the process in which statistical data are combined in a judgmental manner

For employers who tend to have a holistic, intuitive decision-making style, what might convince them to use statistical approaches in the selection process

Which concept refers to making an acceptable or adequate choice rather than the best or optimal choice

In which approach to collecting and combining applicant information are a number of judgmental ratings made based on various sources of information