46. of testing is demonstrated by a high positive correlation between the applicant’s test score and some objective
measure of job performance.
a. Validity
b. Authority
c. Reliability
d. Security
47. Which of the following responses must employers provide when asked about a former employee?
a. A written evaluation of the former employee
b. Dates and terms of employment
c. Credit information about the former employee
d. Position of employee within the organization
48. Which of the following interview techniques makes it easier for a supervisor to compare the backgrounds and
experience of different job applicants?
a. Uncontrolled interviews
b. Unstructured interviews
c. Standard interviews
d. Structured interviews
49. Which of the following statements is true?
a. The Americans with Disabilities Act prohibits all preemployment physical exams.
b. A preemployment physical must be made before a preliminary job offer is made.
c. A physical exam may only be used to determine whether a worker can do the job.
d. A preemployment physical exam should legally require a medical history be taken.
50. Job offers for hourly positions are usually made by:
a. top management.
b. supervisors.
c. human resources department.
d. project managers.
51. The purpose of the interviews held during the probationary period is to:
a. predict how a person might perform on a given job.
b. weed out those people who do not meet the organization’s needs.
c. correct any mistaken ideas the employee may have about the job.
d. learn as much as possible about the applicant for the job.
52. is the process used to determine to what extent an employee is performing the job in the way it was intended
to be done.
a. Performance appraisal
b. Management by objectives
c. Career counseling
d. Performance planning
53. A performance review is known by all of the following terms, EXCEPT:
a. merit rating.
b. efficiency rating.
c. employee evaluation.
d. effectiveness rating.
54. A performance appraisal can be used for all of the following purposes, EXCEPT:
a. to point out areas that need employee improvement.
b. to recognize good employee performance.
c. to provide the basis for employee discharge.
d. to invalidate selection techniques that meet EEOC requirements.
55. Training is defined as:
a. the high positive correlation between the applicant’s test scores and some objective measure of job
performance.
b. the process to measure an applicant’s capacity to learn, solve problems, understand relationships, knowledge
of and ability to do a given job, and emotional adjustment and attitude. .
c. the procedure of familiarizing a new employee with the company surroundings, policies, and job
responsibilities.
d. the process by which employees are taught knowledge, skills, and competencies to improve their capabilities,
competencies, productivity, and/or performance.
56. A(n) is used to communicate the reviews of performance to an employee.
a. management audit
b. appraisal confrontation
c. appraisal interview
d. central tendency
57. Which of the following statements is true of appraisal interviews?
a. Appraisal interviews are the part of the job that supervisors like most.
b. A supervisor should emphasize the positive aspects of the employee’s performance while recommending
improvements.
c. The conventional approach to the appraisal interview is emotionally uplifting for both the employee and the
supervisor.
d. Appraisal interviews are incompatible with the objective of providing feedback on workers’ progress.
58. The word, “discipline” can be used to refer to all of the following concepts, EXCEPT:
a. self-control.
b. performance appraisal.
c. punishment for improper behavior.
d. conditions leading to orderly behavior.
59. guarantees the individual accused of violating an established rule a hearing to determine the extent of guilt.
a. Due process
b. Progressive discipline
c. Performance appraisal
d. Validity checking
60. The first step in disciplinary due process is to:
a. notify the employee of the infraction in writing.
b. make definite, provable charges.
c. establish rules of conduct.
d. impose a graduated penalty.
61. With a graduated scale of penalties, .
a. the types of disciplinary actions are decided without consulting unions
b. management cannot discharge an employee for an intolerable offense
c. the punishment becomes more severe after the offense is repeated
d. the first oral warning goes into the employee’s records
62. When an intolerable employee offense occurs, the employee should be:
a. verbally warned.
b. demoted.
c. discharged.
d. suspended.
63. The supervisor should deal with honest mistakes made by an employee through:
a. oral warning.
b. counseling.
c. written reprimand.
d. suspension.
64. If two people commit the same offense under the same circumstances, .
a. the supervisor should consider the relative worth of each employee to the organization
b. both offenders should receive the same punishment according to the organization’s policy
c. punishment should be delayed until the supervisor can consult with higher management
d. the personalities of offenders should be taken into account before administering punishment
65. When a supervisor disciplines an employee, the supervisor:
a. should try to retain a normal relationship with that person.
b. should apologize as soon as possible.
c. should try to change the employee’s personality.
d. should chastise the employee.
66. A disciplinary layoff:
a. is usually handled by the supervisor.
b. is usually given with pay.
c. is used if previous warnings have been ineffective.
d. is always effective as a disciplinary measure.
67. According to the an employer can dismiss an employee for any reason.
a. due process
b. disciplinary restraint
c. termination–at–will rule
d. disciplinary layoff
68. Like almost all aspects of supervision, selecting, and training employees are shared tasks, though the primary
responsibility should be left to supervisors. How are these responsibilities to be divided?
69. Describe a typical procedure for selecting employees for a specific job.
70. How can an employer use preemployment testing to evaluate potential employees? Describe some of the tests that
can be used.
71. Why is orientation of new employees important? What is usually involved?
72. Briefly discuss how the performance appraisal operates.
73. Identify some specific reasons for appraising employee performance.
74. Why are appraisal interviews difficult for the supervisor?
75. In your own words, give a definition for discipline.
76. Describe the fives steps that are part of the progressive discipline process.
77. What are the four principles of effective discipline?