Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 12-02 Describe the steps managers take to recruit and select organizational members.
Topic: Selection
58.
The degree to which a test measures what it is supposed to measure is called the
________ of the test.
A.
reliability
B.
validity
C.
consistency
D.
utility
Validity is the degree to which a tool measures what it purports to measure.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 12-02 Describe the steps managers take to recruit and select organizational members.
Topic: Validity
59.
A manager attempting to select a test for a job applicant that will be a good predictor of
the applicant’s performance on the job should be primarily concerned with the ________ of
the test.
A.
validity
B.
stability
C.
reliability
D.
compatibility
Validity is the degree to which a tool measures what it purports to measure—for selection
tools, it is the degree to which the test predicts performance on the tasks or job in
question. Managers should strive to use selection tools in such a way that they can
achieve the greatest degree of reliability and validity.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 12-02 Describe the steps managers take to recruit and select organizational members.
Topic: Validity
60.
Prior to designing a training and development program for managers, a human resource
specialist attempts to determine which managers require training and what types of skills
and knowledge these managers require to develop. This process is known as ________.
A.
job validation
B.
RJP validation
C.
recruitment
D.
needs assessment
Before creating training and developing programs, managers should perform a needs
assessment to determine which employees need training or development and what type of
skills or knowledge they need to acquire.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 12-03 Discuss the training and development options that ensure organizational members can
effectively perform their jobs.
Topic: Diversity Training
61.
The classroom instruction that focuses on allowing trainees to either directly participate in
or watch others perform actual job activities in a simulated setting is called ________.
A.
role-playing
B.
validity testing
C.
reliability testing
D.
orientation
During role-playing, trainees either directly participate in or watch others perform actual
job activities in a simulated setting.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 12-03 Discuss the training and development options that ensure organizational members can
effectively perform their jobs.
Topic: Diversity Training
62.
A manager designs a training class that includes key aspects of the work situation and
attempts to duplicate the necessary job tasks as closely as possible. This is known as
designing a(n) ________.
A.
simulation
B.
orientation
C.
reliability test
D.
ability test
In a simulation, key aspects of the work situation and job tasks are duplicated as closely
as possible in an artificial setting.
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 12-03 Discuss the training and development options that ensure organizational members can
effectively perform their jobs.
Topic: Diversity Training
63.
An employee learns how to do her job by working closely with her team leader, observing
and learning how the process functions. This is known as ________.
A.
simulation
B.
role-playing
C.
on-the-job training
D.
development
In on-the-job training, learning occurs in the work setting as employees perform their job
tasks.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 12-03 Discuss the training and development options that ensure organizational members can
effectively perform their jobs.
Topic: Diversity Training
64.
Andrew, a new employee of a tech firm, seeks advice from Sarah, an experienced member,
and follows Sarah’s guidance in his routine work. In this context, Andrew is playing a role
of ________.
A.
mentor
B.
protégé
C.
tester
D.
researcher
Mentoring is a development approach. A mentor is an experienced member of an
organization who provides advice and guidance to a less experienced member, called a
protégé.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 12-03 Discuss the training and development options that ensure organizational members can
effectively perform their jobs.
Topic: Diversity Training
65.
The development approach in which an experienced member of an organization provides
advice and guidance to a less experienced member, a protégé, is called ________.
A.
simulation
B.
mentoring
C.
testing
D.
role playing
Mentoring is a development approach. A mentor is an experienced member of an
organization who provides advice and guidance to a less experienced member, called a
protégé.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 1 Easy
Learning Objective: 12-03 Discuss the training and development options that ensure organizational members can
effectively perform their jobs.
Topic: Diversity Training
66.
An organization reimburses managers for graduate school tuition whenever they receive a
grade of A or B in management-related courses. This component of the HRM process is
________.
A.
on-the-job training
B.
development
C.
orientation
D.
role-playing
Many large corporations reimburse employees for tuition expenses they incur while taking
college courses and obtaining advanced degrees. This is an effective way to develop
employees who are able to take on new responsibilities and more challenging positions.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 12-03 Discuss the training and development options that ensure organizational members can
effectively perform their jobs.
Topic: Diversity Training
67.
The process by which a manager shares performance information with a subordinate and
develops a plan for the future development of that subordinate is known as ________.
A.
training
B.
selection
C.
feedback
D.
assessment
Performance feedback is the process through which managers share performance
appraisal information with their subordinates, give subordinates an opportunity to reflect
on their own performance, and develop, with subordinates, plans for the future.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 12-04 Explain why performance appraisal and feedback are such crucial activities, and list the
choices managers must make in designing effective performance appraisal and feedback procedures.
Topic: Performance Feedback
68.
A manager assesses a subordinate on personal characteristics that are relevant to the job
performance of that subordinate. This is known as ________.
A.
selection
B.
trait appraisal
C.
behavior appraisal
D.
ability testing
When trait appraisals are used, managers assess subordinates on personal characteristics
that are relevant to job performance, such as skills, abilities, or personality.
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 12-04 Explain why performance appraisal and feedback are such crucial activities, and list the
choices managers must make in designing effective performance appraisal and feedback procedures.
Topic: Performance Appraisal
69.
An appraisal that focuses on relatively enduring human characteristics but that is difficult
for employees to use to improve their performance is called a ________ appraisal.
A.
result
B.
trait
C.
behavior
D.
formal
A disadvantage of trait appraisals is that they often do not enable managers to give
employees feedback they can use to improve performance. Because trait appraisals focus
on relatively enduring human characteristics that change only over the long term,
employees can do little to change their behavior in response to performance feedback
from a trait appraisal.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 12-04 Explain why performance appraisal and feedback are such crucial activities, and list the
choices managers must make in designing effective performance appraisal and feedback procedures.
Topic: Performance Appraisal
70.
An appraisal that provides clear information about what employees are doing right and
wrong and how they can improve their performance is called a ________ appraisal.
A.
selective
B.
trait
C.
behavior
D.
result
Behavior appraisals have the advantage of giving employees clear information about what
they are doing right and wrong and how they can improve their performance. And because
behaviors are much easier for employees to change than traits, performance feedback
from behavior appraisals is more likely to lead to improved performance.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 12-04 Explain why performance appraisal and feedback are such crucial activities, and list the
choices managers must make in designing effective performance appraisal and feedback procedures.
Topic: Performance Appraisal
71.
When a manager appraises the performance of an employee by the actual outcomes of the
employee’s work behaviors, it is called a ________ appraisal.
A.
selective
B.
360-degree
C.
trait
D.
results
With results appraisals, managers appraise performance by the results or the actual
outcomes of work behaviors.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 12-04 Explain why performance appraisal and feedback are such crucial activities, and list the
choices managers must make in designing effective performance appraisal and feedback procedures.
Topic: Performance Appraisal
72.
A manager evaluates a subordinate’s job performance and his contributions to the
organization. This is known as the process of ________.
A.
control
B.
selection
C.
performance appraisal
D.
testing
Performance appraisal is the evaluation of employees’ job performance and contributions
to the organization.
Difficulty: 1 Easy
Learning Objective: 12-04 Explain why performance appraisal and feedback are such crucial activities, and list the
choices managers must make in designing effective performance appraisal and feedback procedures.
Topic: Performance Appraisal
73.
A sales manager for a Ford Motor Co. dealer evaluates each one of his sales staff monthly
on the basis of the number of new cars sold during the past month. This is a(n) ________
type of appraisal.
A.
trait
B.
behavior
C.
personality
D.
objective
Objective appraisals are based on facts and are likely to be numerical—the number of cars
sold, the number of meals prepared, the number of times late, the number of audits
completed.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 12-04 Explain why performance appraisal and feedback are such crucial activities, and list the
choices managers must make in designing effective performance appraisal and feedback procedures.
Topic: Performance Appraisal
74.
An appraisal of a subordinate by a manager in terms of that manager’s perceptions of the
traits, behaviors, and results produced by that subordinate is known as ________.
A.
an objective appraisal
B.
a subjective appraisal
C.
management by objectives
D.
a 360-degree appraisal
Subjective appraisals are based on managers’ perceptions of traits, behaviors, or results.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 12-04 Explain why performance appraisal and feedback are such crucial activities, and list the
choices managers must make in designing effective performance appraisal and feedback procedures.
Topic: Performance Appraisal
75.
Appraisals that are dependent on managers’ perceptions of traits, behaviors, or results are
called ________ appraisals.
A.
360-degree
B.
calculative
C.
subjective
D.
objective
Subjective appraisals are based on managers’ perceptions of traits, behaviors, or results.
Because subjective appraisals rest on managers’ perceptions, there is always the chance
that they are inaccurate.
Difficulty: 1 Easy
Learning Objective: 12-04 Explain why performance appraisal and feedback are such crucial activities, and list the
choices managers must make in designing effective performance appraisal and feedback procedures.
Topic: Performance Appraisal
76.
A performance appraisal, which includes an employee’s peers or coworkers, subordinates,
supervisors, and sometimes even clients, is called a ________ appraisal.
A.
personality
B.
360-degree
C.
self-management
D.
result
In a 360-degree appraisal, a variety of people, beginning with the manager and including
peers or coworkers, subordinates, superiors, and sometimes even customers or clients,
appraise a manager’s performance.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 12-04 Explain why performance appraisal and feedback are such crucial activities, and list the
choices managers must make in designing effective performance appraisal and feedback procedures.
Topic: Performance Appraisal
77.
A manager’s evaluation of a subordinate’s work that occurs twice a year and is based on
measures of performance dimensions of that subordinate’s job is known as a(n) ________
appraisal.
A.
informal
B.
subjective
C.
trait
D.
formal
Formal appraisals are conducted at set times during the year and are based on
performance dimensions and measures that have been specified in advance.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 12-04 Explain why performance appraisal and feedback are such crucial activities, and list the
choices managers must make in designing effective performance appraisal and feedback procedures.
Topic: Performance Appraisal
78.
Kevin, a middle manager, calls an impromptu meeting to discuss the progress of product
development with his subordinates and plans to ask for suggestions to improve their
performance. In the context of performance appraisal, what is the approach employed by
Kevin?
A.
Collective appraisal
B.
Formal appraisal
C.
Trait appraisal
D.
Informal appraisal
Informal appraisal is an unscheduled appraisal of ongoing progress and areas for
improvement. Managers and their subordinates meet as the need arises to discuss
ongoing progress and areas for improvement.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 12-04 Explain why performance appraisal and feedback are such crucial activities, and list the
choices managers must make in designing effective performance appraisal and feedback procedures.
Topic: Performance Appraisal
79.
While providing effective performance feedback to an employee, which of the following is
an effective approach for a manager?
A.
Provide performance feedback only formally and not informally.
B.
Approach performance appraisal as an exercise in problem solving and solution finding.
C.
Avoid being specific on an employee’s behaviors that are correctable.
D.
Avoid focusing on outcomes of a worker that are within the worker’s ability to improve.
Guidelines for giving effective performance feedback that contributes to employee
motivation and performance include the following: Be specific and focus on behaviors or
outcomes that are correctable and within a worker’s ability to improve; approach
performance appraisal as an exercise in problem solving and solution finding, not
criticizing; express confidence in a subordinate’s ability to improve; provide performance
feedback both formally and informally.
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 12-04 Explain why performance appraisal and feedback are such crucial activities, and list the
choices managers must make in designing effective performance appraisal and feedback procedures.
Topic: Performance Appraisal