Question 1

Research has consistently shown that __________ interviews are far more effective in leading to good hiring decisions, mostly because they focus more on __________.

Accepted Answer

Research has consistently shown that structured interviews (where questions are predetermined and asked in a consistent manner) are far more effective in leading to good hiring decisions. This is because they focus more on job-related knowledge and skills, rather than just the candidate's presentation style and appearance. Unstructured interviews, on the other hand, can be biased and rely too heavily on personal feelings and impressions rather than objective criteria.

Question 2

After you apply for a job, the employer asks you to participate in an assessment center, which means that you will most likely

Accepted Answer

An assessment center involves candidates participating in exercises that simulate various aspects of a job. These may include group discussions, problem-solving tasks, and role-playing scenarios. The purpose of these exercises is to assess a candidate's skills, abilities, and potential for success in the role they are applying for. While psychological tests may be a part of an assessment center, they are not the defining feature of this type of evaluation.

Question 3

Renni is designing a job performance appraisal for her company that assesses how well an employee is doing his or her job. From this basic theoretical criterion, Renni will most likely

Accepted Answer

Renni is designing a job performance appraisal that assesses how well an employee is doing their job. Based on this information, it is most likely that Renni will recommend several actual criteria that will best measure an employee's job performance. Option A is incorrect because it assumes that there is only one actual criterion that best matches the theoretical criterion. Option B is incorrect because it suggests using a global approach which may be too broad or insufficient to adequately assess all aspects of job performance. Option D is incorrect because although a facet approach may be useful, it may not be necessary or the most effective way to measure job performance in this situation.

Question 4

Donna Marie is constructing an employee performance appraisal and is consulting several manuals. She learns that one way to appraise an employee is based on the frequency of behaviors performed. Perplexed, she says to herself, "I can't use this. Not all jobs can be evaluated merely by counting things." This is a common limitation and criticism of __________ measures of job performance.

Accepted Answer

Objective measures of job performance, like counting behaviors, can be limited in their ability to evaluate certain types of jobs where performance cannot be quantified in this way.

Question 5

Which of the following statements regarding the limitations of actual criteria is false ?

Accepted Answer

Actual criteria are typically easier to measure than theoretical criteria because they are based on observable and measurable factors.

Question 6

If Marius is going to use a subjective measure to assess how the members of his team are doing at their jobs, he would not want to use a

Accepted Answer

A subjective measure involves personal judgment and opinion, whereas measuring the number of parts constructed is an objective, quantifiable measure.

Question 7

Phil just received a written evaluation from his supervisor that provides feedback about various aspects of Phil's work. Phil just received a(n)

Accepted Answer

A job performance appraisal is a written evaluation from a supervisor providing feedback on various aspects of an employee's work.

Question 8

Objective measures of job performance would include all of the following except the

Accepted Answer

Objective measures of job performance are quantifiable and based on observable data, such as attendance, complaints, and sales figures. Scores on graphic rating forms are subjective evaluations, not objective measures.

Question 9

A university that asks professors to "promote student learning" has just established what industrial and organizational psychologists call a(n)__________ criterion.

Accepted Answer

Theoretical criteria refer to the conceptual standards or goals that an organization aims to achieve, such as "promoting student learning," which is an ideal or abstract goal rather than a measurable outcome.

Question 10

April is participating in a job interview. The interviewer says, "Tell me about yourself." April is most likely participating in a(n)__________ interview.

Accepted Answer

An unstructured interview allows for open-ended questions like "Tell me about yourself," which gives the interviewee the freedom to respond in a more personal and less restricted manner.

Question 11

Tyra is participating in a job interview in which she is being asked a specific set of questions in a predetermined order. Rudy is participating in an interview in which he is being asked open-ended questions and engaging in informal conversation. Tyra is participating in a(n)__________ interview, and Rudy is participating in a(n)__________ interview.

Accepted Answer

The description given for Tyra's interview is characteristic of a structured interview, where the questions are predetermined and asked in a specific order. On the other hand, Rudy's interview is characterized as an unstructured interview, where the questions are open-ended and the conversation is informal. Therefore, the best answer is B, with the correct pairing of structured and unstructured interviews. A is the opposite pairing, subjective and projective are not related to types of interviews, and projective and subjective are not opposites of each other.

Question 12

After a job applicant interview, Nada was concerned that the hiring manager's evaluation would reflect the manager's personal bias. Nada's concern is most likely valid if

Accepted Answer

Unstructured interviews do not follow a standardized set of questions or criteria, leaving them open to personal bias and potentially allowing the interviewer's preferences to influence their evaluation of the candidate. Structured interviews, on the other hand, use a predetermined set of job-related questions and criteria that all candidates are asked, reducing the risk of personal bias.

Question 13

Assessment centers have been shown to be highly effective in predicting employee performance. Employers should also know that assessment centers have all of the following drawbacks except

Accepted Answer

Assessment centers are generally effective regardless of when they are used in the selection process, so their effectiveness is not necessarily less accurate if used in the second step.

Question 14

Elias is establishing theoretical criteria for a set of job performance appraisals he will be conducting. Elias should be aware of the limitations of theoretical criteria. For instance, theoretical criteria

Accepted Answer

The answer of Elias is establishing theoretical criteria for a...

Question 15

Which type of assessment task might be used to determine how well a potential employee can prioritize tasks when there are many different needs that all compete for immediate attention?

Accepted Answer

The in-basket test is a type of assessment task that is used to determine how well a potential employee can prioritize tasks when there are many different needs that all compete for immediate attention.

Question 16

Which of the following is the best example of an actual criterion for a student's performance in college?

Accepted Answer

Grade-point average is a quantifiable measure of a student's academic performance and is commonly used as an actual criterion in educational settings.

Question 17

An employer asks a job candidate to engage in an exercise in which the candidate is to play the role of a manager who must discipline a problem employee. The employer is using a(n)

Accepted Answer

The exercise in which the candidate is asked to play the role of a manager and discipline a problem employee is called a simulation exercise, which is a common component of assessment centers. Assessment centers are specialized facilities or processes where a variety of selection methods, including simulations, are used to evaluate candidates for jobs. This helps in predicting their job performance and potential for future success. Thus, Option B is the best answer. Option A is incorrect because a personality test is an assessment tool that measures personality traits, values, and interests. Option C is incorrect because the job applicant interview is a traditional method of evaluating the candidate's skills, knowledge, experience, and suitability for the job. Option D is incorrect because job performance appraisal is the evaluation of the employee's performance after he/she joins the organization and is usually conducted by the supervisor.

Question 18

Kinetic, Inc. is an assessment center that was recently built in a nearby business park. Curious about its purpose, you look up the company's website and learn that the main purpose of this assessment center is to

Accepted Answer

Assessment centers are primarily used to evaluate an individual's suitability for a specific job role by assessing their skills, abilities, and potential through various exercises and simulations.

Question 19

Elaine is preparing for a structured interview for a chiropractic solutions company, The Lumbar Yard. Elaine can expect all of the following of her interview except

Accepted Answer

Structured interviews typically do not include exercises designed to determine suitability for the position. Rather, they focus on asking a set of specific questions in a particular order, rating the candidate's responses on a set of dimensions, and asking job-related knowledge and skills questions.

Question 20

Which of the following is not an objective measure of a donut baker's job performance?

Accepted Answer

The supervisor's rating of the baker's time management is a subjective measure, as it is based on the supervisor's personal opinion and perception of the baker's performance, which can vary from person to person. The other options are all objective measures, as they are based on concrete data and facts that can be quantified and verified.

Quiz 15: Industrial and Organizational Psychology

Research has consistently shown that interviews are far more effective in leading to good hiring decisions, mostly because they focus more on .