Question 1

refer to the following passage.

In recent years, the views of many personality psychologists have converged regarding the structure and concepts of personality. Generally, researchers agree that there are five factors of personality that can serve as a meaningful taxonomy for classifying personality attributes and selecting personnel. The “big five” personality dimensions are as follows:

-For the remaining personality dimensions, the estimated true score correlations varied by occupations.What had the strongest influence on assessments of managerial potential?

Accepted Answer

Extraversion often has the strongest influence on assessments of managerial potential because it relates to how individuals interact with others, including leadership and communication skills, which are crucial for managerial roles.

Question 2

General William Creech as head of the Tactical Air Command was widely cited as a prime example of

Accepted Answer

D

Question 3

refer to the following passage.

In recent years, the views of many personality psychologists have converged regarding the structure and concepts of personality. Generally, researchers agree that there are five factors of personality that can serve as a meaningful taxonomy for classifying personality attributes and selecting personnel. The “big five” personality dimensions are as follows:

-Murray R.Barrick and Michael K.Mount investigated the relation of these factors to job performance for five occupational groups (professionals, police, managers, sales, and skilled).Results indicated which dimension of personality showed consistent relations with all job performance criteria for all occupational groups?

Accepted Answer

Conscientiousness is the dimension of personality that showed consistent relations with all job performance criteria for all occupational groups, as indicated by the research of Murray R.Barrick and Michael K.Mount.

Question 4

Catholic schools may, if they choose, refuse to hire non-Catholic teachers.The basis of this refusal could be:

Accepted Answer

BFOQ stands for Bona Fide Occupational Qualification, which allows employers to hire employees based on their religion if it's considered an essential qualification for a particular job. In this case, Catholic schools can hire Catholic teachers based on religious qualifications as a BFOQ requirement.

Question 5

The share of government workers in unions has held steady around ________ percent.

Accepted Answer

The share of government workers in unions has held steady around 38 percent, reflecting a higher unionization rate among public sector employees compared to the private sector.

Question 6

In recruiting and testing, the relationship between one's score on a selection device and one's future job performance is known as

Accepted Answer

The relationship between one's score on a selection device and one's future job performance is known as validity. Validity determines whether a test or selection process measures what it is intended to measure. It is a measure of the accuracy of the selection process in predicting job success.

Question 7

The Civil Service Reform Act of 1978 did all the following EXCEPT

Accepted Answer

The Civil Service Reform Act of 1978 did not prohibit state employees from suing their employers in either state or federal courts. This choice is the only option that is false.

Question 8

What are the two ways in which plaintiffs in Title VII cases can prove discrimination?

Accepted Answer

Title VII plaintiffs can prove discrimination through disparate treatment, meaning they were treated differently based on a protected characteristic, or through disparate impact, meaning a neutral policy or practice had an adverse impact on a protected group of people.

Question 9

The Supreme Court began to implement Title VII of the Civil Rights Act by ruling that job requirements must bear a demonstrable relationship to performance of the job and not have a disparate racial impact.What was the name of the 1973 case?

Accepted Answer

Griggs v. Duke Power Co. was a landmark Supreme Court case in 1971 that ruled that job requirements must be proven to be job-related and not have a disparate impact on different races. This case paved the way for the implementation of Title VII of the Civil Rights Act.

Question 10

According to Dresang, the major development in public personnel management since the 1950s "has been the emergence of multi-centers and multi-sources of power and influence affecting the management of public employees." Discuss fully.

Accepted Answer

The answer of According to Dresang, the major development in...

Question 11

What did the Civil Service Reform Act of 1978 do?

Accepted Answer

The answer of What did the Civil Service Reform Act...

Question 12

The major law enacted by Congress to protect employees from partisan political pressure and to prohibit all "executive officers"-other than political appointees-from taking any active part in political campaigns is known as the

Accepted Answer

The Hatch Act, enacted in 1939, prohibits all executive branch employees, other than political appointees, from engaging in partisan political activities. The act was established to protect employees from political pressure and maintain the neutrality of government services.

Question 13

Which act replaced the spoils system with a merit system of public personnel administration?

Accepted Answer

The Pendleton Act of 1883 replaced the spoils system with a merit system for hiring and promoting government employees based on their qualifications rather than political affiliations. This act created the US Civil Service Commission to oversee the merit system and regulate the hiring practices of federal agencies.

Question 14

Which of these training and development methods involves multiple evaluation techniques selected to bring out behavior related to qualities identified by research as important to job success?

Accepted Answer

Assessment centers typically utilize multiple evaluation techniques to assess job candidates or employees, such as in-basket exercises, interviews, simulations, and role-plays. These methods are selected based on research on the qualities important for job success and are designed to bring out these behaviors in the participants. Job rotation, OJT, after-action reports, and performance appraisals may not necessarily focus on such specific qualities or use multiple evaluation techniques.

Question 15

Which of the following statements about public employees' rights is INCORRECT?

Accepted Answer

Public employees do not have an absolute right to privacy in their workplace, and a state hospital can search an employee's desk during an investigation if there is reasonable suspicion of misconduct. Therefore, statement A is incorrect.

Question 16

What two subjects are off-limits to collective bargaining in virtually every jurisdiction?

Accepted Answer

The answer of What two subjects are off-limits to collective...

Question 17

Impasse resolution procedures may combine these three activities:

Accepted Answer

Mediation, fact-finding, and arbitration are the most common impasse resolution procedures used in various industries. Mediation involves a neutral third party who facilitates discussions between the parties in conflict to reach a voluntary agreement. Fact-finding involves a neutral third party who investigates and reports on the disputed issues. Arbitration involves a neutral third party who makes a binding decision on the dispute after hearing arguments from both parties. These three activities can be used sequentially or in combination to resolve an impasse.

Question 18

The two situations in which sexual harassment is illegal are:

Accepted Answer

The two situations in which sexual harassment is illegal are quid pro quo (when a person's job or promotion is dependent on sexual favors) and hostile environment (when sexual harassment creates an intimidating or offensive work environment).

Question 19

Traces the development of public personnel management in the United States from "government by a gentleman" to "government by shared power."

Accepted Answer

The answer of Traces the development of public personnel management...

Question 20

Which of the following is not considered part of the four-step formal grievance process?

Accepted Answer

The cooling-off period is not typically considered part of the formal four-step grievance process. The standard process usually involves an oral discussion, a written appeal to a department head, a further written appeal to a higher authority such as a personnel or labor relations office, and finally, arbitration if necessary.

Quiz 10: Human Resources Management