Question 1

A corporate culture_____.

Accepted Answer

Corporate culture teaches new employees about the company's important attitudes and norms, helping them understand and adapt to the workplace environment.

Question 2

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

Accepted Answer

A 360-degree performance measure decreases the problem of rater bias by incorporating feedback from multiple sources, such as peers, subordinates, supervisors, and sometimes clients, rather than relying on a single evaluator's perspective. This approach helps to provide a more comprehensive and balanced view of an employee's performance.

Question 3

A supervisor gives the salesman with the most sales a "below standards" sales evaluation just because the salesman was late to work two days in a row last week.Based on this information, this is an example of _____.

Accepted Answer

The halo error occurs when an evaluator lets one aspect of an individual's performance or characteristics disproportionately influence the overall evaluation. In this case, the supervisor is allowing the salesman's tardiness to negatively impact the overall sales evaluation, despite the salesman having the most sales.

Question 4

In a "360-degree" performance measure, evaluations are included from all but which of the following?

Accepted Answer

In a "360-degree" performance measure, feedback is collected from an employee's supervisors, peers, and subordinates, but not from job applicants, as they are not part of the organization and do not work with the employee.

Question 5

Which of the following is an objective performance evaluation?

Accepted Answer

Objective performance evaluations are based on measurable, quantifiable data. Choice C, "Beatrice sold fewer widgets than any of her peers," is an objective evaluation because it is based on the measurable outcome of sales performance, which can be quantified and compared directly.

Question 6

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 refers to the cognitive bias in subjective evaluations where an assessor's overall impression of a person, influenced by one outstanding trait (either positive or negative), disproportionately affects their ratings on specific, unrelated dimensions.

Question 7

The branch of I/O psychology that focuses on the individual employee within the social context of the workplace is known as _____ psychology.

Accepted Answer

Organizational psychology focuses on understanding individual behaviors within the context of the workplace, including how individuals interact with one another and how they fit into the organizational culture and structure.

Question 8

Biodata refers to _____.

Accepted Answer

Biodata, in the context of job applications, refers to detailed biographical information about a job applicant, which can include their work history, education, and other personal details relevant to their potential employment.

Question 9

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

Accepted Answer

Making friends with the interviewer is not typically advised as a method for improving interviewing skills. The focus should be on demonstrating professionalism, competence, and how well you fit the role and company culture, rather than attempting to establish a personal friendship during the interview process.

Question 10

A(n)_____ is a better predictor of job qualifications than a(n)_____, and it can help reduce bias on the part of the person doing the hiring.

Accepted Answer

Structured interviews, which consist of a standardized set of questions, are considered more effective and fair in assessing job qualifications compared to unstructured interviews, where questions can vary widely between candidates. This standardization helps in reducing bias during the hiring process.

Question 11

A group's set of shared attitudes, values, and expected behaviors is called _____.

Accepted Answer

The correct term for a group's set of shared attitudes, values, and expected behaviors is "the organizational culture." This encompasses the norms, beliefs, and practices that define how a company operates and how its members interact.

Question 12

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

Accepted Answer

Bonuses for simply being an employee of the company, without being tied to performance metrics, do not directly encourage better performance. They are more related to employee retention or satisfaction rather than incentivizing specific improvements in performance.

Question 13

The most popular selection device when looking for a qualified job candidate is _____.It is found to carry the most weight

Accepted Answer

Interviews are the most popular selection device for employers when looking for qualified job candidates because they allow for a direct assessment of the candidate's communication skills, personality, and fit for the company culture, which are difficult to gauge through other means.

Question 14

One way to decrease the problem of rater bias is to use a specially designed scale that assigns a numerical rating for _____.

Accepted Answer

Using a scale that focuses on performance in critical areas rather than specific traits helps reduce rater bias by emphasizing objective, job-related criteria.

Question 15

Which of the following is illustrative of an organizational culture?

Accepted Answer

Organizational culture is about shared values, beliefs, and norms within a company. McKing's Burger Joint expecting its employees to promote a friendly dining atmosphere is an example of promoting a specific type of organizational culture focused on customer experience and employee behavior.

Question 16

Which of the following is a subjective performance evaluation?

Accepted Answer

Subjective performance evaluations are based on opinions, judgments, or perceptions rather than on measurable or objective criteria. Beatrice's multisource measures, which include customer, colleague, and management satisfaction, rely on subjective assessments of her performance rather than quantifiable metrics.

Question 17

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

The number of cases won by a lawyer is a quantifiable fact, making it an objective measure of performance. Objective measures are based on factual, observable, and often quantifiable data, unlike subjective measures which are based on opinions, perceptions, or interpretations.

Question 18

This is NOT one of the areas of interest in organizational psychology.

Accepted Answer

Applicant evaluation is more directly related to the field of human resources management, specifically in the recruitment and selection process, rather than organizational psychology which focuses on understanding human behavior in organizational settings and includes areas such as leadership, job satisfaction, and worker motivation.

Question 19

The formal procedure an organization uses to assess how well an employee is functioning at work is called a _____.

Accepted Answer

A performance evaluation is the formal procedure used by organizations to assess how well an employee is performing their job duties.

Question 20

Successful job applicants are usually _____ during an interview.

Accepted Answer

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

Quiz 17: Industrialorganizational Psychology

A corporate culture_____.

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

A supervisor gives the salesman with the most sales a "below standards" sales evaluation just because the salesman was late to work two days in a row last week.Based on this information, this is an example of _____.

In a "360-degree" performance measure, evaluations are included from all but which of the following?

Which of the following is an objective performance evaluation?

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.

The branch of I/O psychology that focuses on the individual employee within the social context of the workplace is known as _____ psychology.

Biodata refers to _____.

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

A(n) _ is a better predictor of job qualifications than a(n) _, and it can help reduce bias on the part of the person doing the hiring.

A group's set of shared attitudes, values, and expected behaviors is called _____.

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

The most popular selection device when looking for a qualified job candidate is _____.It is found to carry the most weight

One way to decrease the problem of rater bias is to use a specially designed scale that assigns a numerical rating for _____.

Which of the following is illustrative of an organizational culture?

Which of the following is a subjective performance evaluation?

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 _____.

This is NOT one of the areas of interest in organizational psychology.

The formal procedure an organization uses to assess how well an employee is functioning at work is called a _____.

Successful job applicants are usually _____ during an interview.

Quiz 17: Industrialorganizational Psychology

A corporate culture_____.

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

A supervisor gives the salesman with the most sales a "below standards" sales evaluation just because the salesman was late to work two days in a row last week.Based on this information, this is an example of _____.

In a "360-degree" performance measure, evaluations are included from all but which of the following?

Which of the following is an objective performance evaluation?

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.

The branch of I/O psychology that focuses on the individual employee within the social context of the workplace is known as _____ psychology.

Biodata refers to _____.

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

A(n) _____ is a better predictor of job qualifications than a(n) _____, and it can help reduce bias on the part of the person doing the hiring.

A group's set of shared attitudes, values, and expected behaviors is called _____.

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

The most popular selection device when looking for a qualified job candidate is _____.It is found to carry the most weight

One way to decrease the problem of rater bias is to use a specially designed scale that assigns a numerical rating for _____.

Which of the following is illustrative of an organizational culture?

Which of the following is a subjective performance evaluation?

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 _____.

This is NOT one of the areas of interest in organizational psychology.

The formal procedure an organization uses to assess how well an employee is functioning at work is called a _____.

Successful job applicants are usually _____ during an interview.

A(n) _ is a better predictor of job qualifications than a(n) _, and it can help reduce bias on the part of the person doing the hiring.