Question 1

Identify the traits that are found in a conscientious person.
A) Sociable, gregarious, assertive, and talkative
B) Dependable, organized, persevering, and achievement-oriented
C) Courteous, trusting, good-natured, and tolerant
D) Emotionally stable, nondepressed, secure, and content
E) Curious, imaginative, artistically sensitive, and broad-minded

Accepted Answer

Conscientiousness is indicated in a person who is dependable, organized, persevering, thorough, and achievement-oriented.

Question 2

Which of the following is NOT a rule for drug testing?
A) Drug testing should be administered systematically to all applicants who have applied for the same job.
B) Drug test reports should not be sent to applicants.
C) Drug testing should be conducted for employees working in jobs that involve safety hazards.
D) Drug testing should not be conducted in an intrusive environment.
E) Drug-testing programs should allow for strict confidentiality of results.

Accepted Answer

Drug-testing report should be sent to the applicants who have taken the drug test, along with information about how to appeal the results and be retested if appropriate.

Question 3

Identify the limitation of cognitive ability tests.
A) Lack of validity of the tests for complex jobs
B) Lack of reliable and commercially available tests
C) Legal issues related to administering the tests
D) Lack of validity of the tests for those jobs that require adaptability
E) Relatively high cost of the tests

Accepted Answer

The evidence of validity, coupled with the relatively low cost of these tests, makes cognitive ability tests appealing, except for one problem: concern about legal issues. These concerns arise from a historical pattern in which use of the tests has had an adverse impact on African Americans.

Question 4

Emma,a manager at Synergy Inc.,conducted an interview with Sean for a job as regional sales manager.During the course of the interview she conducted a test to assess the Sean's integrity by asking him about his attitude toward robbery and his own experiences with robbery,if any.Which of the following tests was conducted by Emma?
A) Exit test
B) Paper-and-pencil honesty test
C) Cognitive ability test
D) Work sample test
E) In-basket test

Accepted Answer

Paper-and-pencil honesty (or integrity) tests ask applicants directly about their attitudes toward theft and their own experiences with theft. These were developed in response to the passage of the Polygraph Act in 1998 that banned the use of polygraphs for screening job candidates.

Question 5

Which of the following is a "Big Five" personality trait?
A) Physical ability
B) Cognitive ability
C) Aptitude
D) Extroversion
E) Honesty

Accepted Answer

One way that psychologists think about personality is in terms of the "Big Five" traits: extroversion, adjustment, agreeableness, conscientiousness, and inquisitiveness.

Question 6

Which of the following statements is true of an assessment center?
A) It is a place where job applicants for manufacturing jobs undergo physical ability tests.
B) It conducts a single test for all job applicants to test their technical potential.
C) It uses multiple selection methods to rate applicants on their management potential.
D) It is a selection method generally used for unskilled applicants.
E) It has the lowest validity because it combines several assessment methods.

Accepted Answer

Tests for selecting managers may take the form of an assessment center-a wide variety of specific selection programs that use multiple selection methods to rate applicants or job incumbents on their management potential.

Question 7

Melissa Jetton,a manufacturing supervisor,is popular with her employees and other colleagues.She is sociable,gregarious,and easy to talk to.However,she is not very organized or achievement-oriented.In this context,which of the "Big Five" personality traits does she demonstrate?
A) Conscientiousness
B) Extroversion
C) Aggression
D) Depression
E) Inquisitiveness

Accepted Answer

Melissa possesses the quality of extroversion. It includes traits such as sociable, gregarious, talkative, expressive.

Question 8

Identify the correct statement regarding job performance tests.
A) They provide fair evaluations for applicants.
B) They have the lowest level of validity compared to other tests.
C) These tests are highly generalizable.
D) Customization of these tests for various jobs is inexpensive.
E) They are best suited for identifying the particular skills or traits the individual possesses.

Accepted Answer

Job performance tests have the advantage of giving applicants a chance to show what they can do, which leads them to feel that the evaluation was fair.

Question 9

Which of the following is true about cognitive ability tests?
A) They are especially valid for jobs requiring adaptability.
B) They are relatively expensive compared to the other tests.
C) They measure strength, endurance, psychomotor abilities, and other physical abilities.
D) They are free from legal complications.
E) They are especially valid for simple jobs.

Accepted Answer

Cognitive ability tests-sometimes called "intelligence tests"-are designed to measure such mental abilities as verbal skills, quantitative skills, and reasoning ability. The tests are especially valid for complex jobs and for those requiring adaptability in changing circumstances.

Question 10

Zoemetra Corp.has been receiving some criticism about the way it evaluates the results of a test used in the selection process for job candidates.It employs a method wherein scores between 90 and 100 are graded A,scores between 80 and 90 are graded B,scores between 70 and 80 are graded C,and so on.The criticism has come about because this practice allows them to give preference to unrepresented groups within a range.Which of the following accurately describes this method of evaluating tests?
A) Race norming
B) Banding
C) Desensitizing
D) Generalizing
E) Modelling

Accepted Answer

Zoemetra Corp., in this case, is using the method of banding for evaluating the results of the test. The concept of banding treats a range of scores as being similar. All applicants within a range of scores, or band, are treated as having the same score. Then within the set of tied scores, employers give preference to underrepresented groups.

Question 11

In-basket tests are examples of _____ tests.
A) job performance
B) physical ability
C) honesty
D) personality
E) cognitive ability

Accepted Answer

Job performance testing may involve a simulated work environment, a difficult team project, or a complex computer programming puzzle. Examples of job performance tests include tests of keyboarding speed and in-basket tests. An in-basket test measures the ability to juggle a variety of demands, as in a manager's job.

Question 12

A(n)_____ measures the ability to juggle a variety of demands,as in a manager's job where the candidate is presented with simulated memos and phone messages describing the kinds of problems that confront a person in the job.
A) paper-and-pencil honesty test
B) in-basket test
C) cognitive ability test
D) exit test
E) work sample test

Accepted Answer

An in-basket test measures the ability to juggle a variety of demands, as in a manager's job. The candidate is presented with simulated memos and phone messages describing the kinds of problems that confront a person in the job. The candidate has to decide how to respond to these messages and in what order.

Question 13

Which of the following is true about medical examinations of job candidates?
A) Medical examinations may not be related to job requirements.
B) Medical examinations are conducted upon the receipt of a candidate's résumé.
C) Medical examinations are conducted specifically for individuals with disabilities.
D) Medical examinations that measure size and strength can never be used for a job.
E) Medical examinations are conducted after a candidate has been given a job offer.

Accepted Answer

To protect candidates' privacy, medical exams must be related to job requirements and may not be given until the candidate has received a job offer.

Question 14

A _____ interview allows interviewer's discretion in choosing the questions to be asked and generally includes open-ended questions about the candidate's strengths,weaknesses,career goals,and work experience.
A) behavioral
B) situational
C) nondirective
D) structured
E) computerized

Accepted Answer

In a nondirective interview, an interviewer has great discretion in choosing questions. A candidate's reply to one question may suggest other questions to ask. Nondirective interviews typically include open-ended questions about the candidate's strengths, weaknesses, career goals, and work experience.

Question 15

Which of the following tests is a legal means to test the integrity of job applicants and generally involves asking applicants directly about their attitudes toward theft and their own experiences with theft?
A) Polygraph test
B) Paper-and-pencil honesty test
C) Cognitive ability test
D) Personality inventory test
E) In-basket test

Accepted Answer

Paper-and-pencil honesty (or integrity) tests ask applicants directly about their attitudes toward theft and their own experiences with theft. These were developed in response to the passage of the Polygraph Act in 1998 that banned the use of polygraphs for screening job candidates.

Question 16

Tests designed to measure such mental skills as verbal skills,quantitative skills,and reasoning ability are referred to as _____ tests.
A) job performance
B) honesty
C) personality inventories
D) cognitive ability
E) physical ability

Accepted Answer

Tests designed to measure such mental abilities as verbal skills, quantitative skills, and reasoning ability are referred to as cognitive ability tests.

Question 17

A typing test for an administrative assistant's job is an example of a(n)_____ test.
A) job performance
B) cognitive ability
C) physical ability
D) personality inventories
E) emotional intelligence

Accepted Answer

Testing for job performance may involve a simulated work environment, a difficult team project, or a complex computer programming puzzle. Examples of job performance tests include tests of keyboarding speed and in-basket tests.

Question 18

Alexander was being interviewed for the position of an entry-level financial analyst at a well-known asset management company.Alexander was asked questions about the current state of the U.S.stock market,the current net worth of certain financial firms,and concepts such as IPO,mergers,and leverage from a set of pre-determined questions that the interviewer had prepared.This is an example of a(n)_____.
A) structured interview
B) in-basket interview
C) work-sample interview
D) exit interview
E) nondirective interview

Accepted Answer

This is an example of a structured interview, which consists of a predetermined set of questions for the interviewer to ask. Ideally, the questions are related to job requirements and cover relevant knowledge, skills, and experiences.

Question 19

Ottercut Tech,a software start-up,is putting together a new team to work on the marketing strategies for their expansion project.In the context of using the "Big Five" personality traits for effective team building,which of the following employees would be a good addition to a team that encourages a strong and harmonious culture and is most likely to give the best results?
A) Jamie is very organized; Stella is very cooperative.
B) Mary is not achievement-oriented; Issac is laid-back.
C) Both John and Adam are domineering.
D) Both Miriam and Ann are aggressive and unforgiving.
E) George is emotionally unstable; Bianca is constantly depressed.

Accepted Answer

Jamie and Stella exhibit qualities of agreeableness and conscientiousness. Traits such as agreeableness and conscientiousness have been associated with effective teamwork. Organizations select team members with similar traits and values in order to promote a strong culture where people work together harmoniously.

Question 20

The controversial practice that treats a range of scores as being similar and thus allows employers to give preference to underrepresented groups within these similar scores is known as _____.
A) banding
B) generalizing
C) affirmative action
D) sensitizing
E) race norming

Accepted Answer

The concept of banding treats a range of scores as being similar. All applicants within a range of scores, or band, are treated as having the same score. Then within the set of tied scores, employers give preference to underrepresented groups.

Quiz 6: Selecting Employees and Placing Them in Jobs

Identify the traits that are found in a conscientious person.

Which of the following is NOT a rule for drug testing?

Identify the limitation of cognitive ability tests.

Which of the following is a "Big Five" personality trait?

Which of the following statements is true of an assessment center?

Melissa Jetton,a manufacturing supervisor,is popular with her employees and other colleagues.She is sociable,gregarious,and easy to talk to.However,she is not very organized or achievement-oriented.In this context,which of the "Big Five" personality traits does she demonstrate?

Identify the correct statement regarding job performance tests.

Which of the following is true about cognitive ability tests?

In-basket tests are examples of _____ tests.

A(n) _____ measures the ability to juggle a variety of demands,as in a manager's job where the candidate is presented with simulated memos and phone messages describing the kinds of problems that confront a person in the job.

Which of the following is true about medical examinations of job candidates?

A _____ interview allows interviewer's discretion in choosing the questions to be asked and generally includes open-ended questions about the candidate's strengths,weaknesses,career goals,and work experience.

Which of the following tests is a legal means to test the integrity of job applicants and generally involves asking applicants directly about their attitudes toward theft and their own experiences with theft?

Tests designed to measure such mental skills as verbal skills,quantitative skills,and reasoning ability are referred to as _____ tests.

A typing test for an administrative assistant's job is an example of a(n) _____ test.

The controversial practice that treats a range of scores as being similar and thus allows employers to give preference to underrepresented groups within these similar scores is known as _____.