Question 1

The goal of any performance review is to identify applicants who score high on measures that purport to assess knowledge,skills,abilities,or other characteristics that are critical for job performance.

Accepted Answer

False

Question 2

There is much consistency between state laws,cities,and counties for the use of criminal records in hiring.

Accepted Answer

There is a lack of consistency between state laws, cities, and counties for the use of criminal records in hiring. Some states and cities have "ban-the-box" laws that restrict the use of criminal records in hiring decisions, while others do not. Additionally, some states have laws that prohibit certain types of employers from asking about criminal records, while others do not.

Question 3

Companies should ask if candidates are subject to any post-termination agreements with prior employers to reduce legal liability.

Accepted Answer

It is important for companies to ask about any post-termination agreements with prior employers in order to avoid any legal issues or liabilities.

Question 4

Absenteeism and voluntary turnover are the outcomes that drug testing forecasts most accurately.

Accepted Answer

Drug testing can detect substance abuse, which is a risk factor for absenteeism and voluntary turnover. Therefore, employers often use drug testing as a tool to predict these outcomes in their workforce. However, it is important to note that drug testing is not a foolproof method and should be just one part of a comprehensive approach to managing employee performance and behavior.

Question 5

Drug screening is legal because an employer has a legal right to ensure that employees perform their jobs competently and that no employee endangers the safety of other workers.

Accepted Answer

This statement is true. Employers have the right to maintain a safe and productive workplace, and drug screening is one tool they can use to achieve this goal. However, there are legal limits on when and how drug testing can be conducted, such as requiring a specific suspicion or providing notice to employees.

Question 6

Organizations in the high-growth stage are concerned with fighting for market share and building excellence in their management teams.

Accepted Answer

During the high-growth stage, organizations are focused on expanding their market share and establishing a strong management team to sustain their growth.

Question 7

There should be a fit between the intended strategy of an enterprise and the characteristics of the people who are expected to implement it.

Accepted Answer

The success of a strategy depends on its proper implementation and the people who are responsible for implementing it. Therefore, it is crucial to have a fit between the intended strategy and the characteristics of the people who will implement it. This includes factors such as their skills, knowledge, experience, values, and motivation.

Question 8

The most admired companies live their cultures every day,and they go out of their ways to communicate it to both current employees as well as to prospective new hires.

Accepted Answer

The statement is true. The most admired companies prioritize their culture and ensure that their employees are aligned with it. They also communicate their culture to potential hires to ensure that they attract people who share their values.

Question 9

An employer has the legal duty or obligation to provide information to prospective employers.

Accepted Answer

An employer does not have a legal duty to provide information to prospective employers about a former employee, but if they choose to do so, they must ensure the information is accurate and not misleading.

Question 10

Evidence has shown that written recommendations and referrals can be very valuable in the selection process.

Accepted Answer

The answer of Evidence has shown that written recommendations and...

Question 11

There is much consistency among state laws,cities,and countries for the use of criminal records in hiring.

Accepted Answer

There is actually a lot of variation among different states, cities, and countries in terms of whether and how criminal records can be used in hiring decisions. Some places have "ban the box" laws that prevent employers from asking about criminal history on job applications, while others have more lenient policies that allow employers to consider such information. It's important for employers to be aware of the specific laws in their jurisdiction and to ensure that their hiring practices are in compliance.

Question 12

Culture is the pattern of basic assumptions a given group has invented,discovered,or developed in learning to adapt both to its external and internal environments.

Accepted Answer

This is the definition of culture proposed by Edgar Schein, a well-known organizational psychologist.

Question 13

Most employers (98-percent)will verify dates of employment for current or former employees,but most (68-percent)will not discuss work performance.

Accepted Answer

Most employers will verify dates of employment but will not discuss work performance according to the statement given.

Question 14

Organizations in the high-growth stage are concerned with market share and cost reduction.

Accepted Answer

Organizations in the high-growth stage are primarily concerned with increasing their market share and sustaining their rapid growth, rather than focusing on cost reduction, which is more typical of mature companies seeking efficiency and profitability improvements.

Question 15

Handwriting analysis is an excellent predictor of job performance.

Accepted Answer

There is no scientific evidence to support the claim that handwriting analysis can accurately predict job performance. Therefore, this statement is false.

Question 16

A traditional belief of testing experts is that validity is situation specific,and decades of research have supported this assumption.

Accepted Answer

The answer of A traditional belief of testing experts is...

Question 17

By linking staffing decisions to pay rates,companies try to ensure that their employees have internalized the strategic intent and core values of the enterprise.

Accepted Answer

Linking staffing decisions to pay rates primarily aims to attract, retain, and motivate employees rather than ensuring they have internalized the strategic intent and core values of the enterprise, which is more directly addressed through training, communication, and cultural initiatives.

Question 18

Unless a measure is reliable,it cannot be valid.

Accepted Answer

Reliability is the consistency or stability of a measure. If a measure is not consistent or stable, it cannot accurately measure what it is intended to measure, thus it cannot be valid. Therefore, reliability is a necessary prerequisite for validity.

Question 19

Job specifications,which standardize and formalize behavior,should be broadened into task descriptions that reflect the broader and more changeable strategic requirements of an organization.

Accepted Answer

The answer of Job specifications,which standardize and formalize behavior,should be...

Question 20

As jobs become more complex,individual differences in output variability also increase.

Accepted Answer

As the complexity of a job increases, there are more factors that can affect performance and output, leading to greater variability in individual differences.

Quiz 7: Staffing