If an employment discrimination case involves an organization’s defense of its selection
procedures, the UGESP require the conduct of job analysis.
Assessment centers tend to generate positive reactions from participants.
Employers are required to post notices to all employees advising them of their rights
under the laws EEOC enforces and their right to be free from retaliation.
Investigation of applicant stock statistics is also known as “utilization analysis.”
Although competency modeling has its advantages relative to job requirements job
analysis, it does require considerable time and effort to establish competency models in
an organization.
For the average organization, employee costs (wages or salaries and benefits) are under
10% of its total revenue.
Organizations that wish to protect themselves from discrimination claims can require
employees to sign an enforceable waiver that requires them to use the organization’s
internal ADR rather than the courts.
The common law principle of employment-at-will says that, in the absence of any
contract language to the contrary, either the employer or employee may terminate the
employment relationship at any time, but for only for certain reasons.
Golden handcuff agreements legally bar employees from quitting a job for a specific
period of time.
Data are seldom available regarding when or where employee turnover is occurring in
most organizations.
Some organizations accept a certain level of turnover as inevitable and frequently hire
replacements to fill vacancies.
Job analysis is the process of studying jobs in order to gather, analyze, synthesize, and
report information about job requirements.
The Wonderlic Personnel test is prohibitively expensive for most organizations, because
it requires long face-to-face sessions with a trained psychologist.
In defining essential job functions for the purposes of complying with ADA regulations,
which of the following does not convey the meaning “essential?”
A. Compensation for the function is above average
B. Position exists to perform the function
C. Incumbent expertise required to perform the function
D. There are limited numbers of employees among whom performance of the function
can be distributed
If a cutoff scores is set based on the qualifications deemed necessary to perform a job, it
is most likely the ______ method of determining cut scores.
A. top-down
B. criterion-related
C. minimum competency
D. banding
Which of the following factors increase the likelihood that a worker will be considered
an independent contractor?
A. The independent contractor works without supervision or oversight from the
employer
B. The independent contractor sets his or her own work hours
C. The independent contractor is paid by the project rather than by the time spent
D. All of these.
Which of the following is true regarding seniority?
A. It refers to length of service or tenure.
B. It is closely related to the type of job experience.
C. It is closely related to the quality of job experience.
D. It is a highly valid selection method.
A high cost method of search may be worth the cost to the organization if
____________.
A. the job is not crucial to the organization’s success
B. KSAOs are in short supply
C. only a small number of individuals are needed
D. none of these
Which of the following is likely to be a contingency related to a job offer?
A. satisfactory reference checks
B. job salary
C. job benefits
D. job vacation privileges
A(n) ______ provides specific task and project assistance to the organization, such as
maintenance, bookkeeping, advertising, programming, and consulting, with payment
contingent on completion of the project (rather than time worked or methods of
completing the task).
A. external service provider
B. independent contractor
C. temporary worker
D. offshore site
The typical penalty for a first major offense by an employee is ______________.
A. suspension or discharge
B. written reprimand
C. verbal reprimand
D. none of these
Organizations that link extrinsic rewards to employee performance (i.e. that use
incentive compensation plans) find that ______.
A. turnover of high performers decreases and turnover of low performers increases
B. turnover is increased across the board
C. turnover is decreased across the board
D. turnover rates are largely unaffected
Which of the following is not one of the five-factor model personality traits?
A. Conscientiousness
B. Extroversion
C. General mental ability
D. Neuroticism
Measures of engagement reflect __________.
A. task characteristics that are readily accommodated by job analysis
B. the degree to which an employee helps co-workers voluntarily
C. the degree to which an employee identifies with and has enthusiasm for his or her
work
D. the employee’s tendency to reject alternative employment offers when given
Research has shown that ____ facilitates employee socialization to a new job.
A. clarifying job requirements and knowledge and skills to be acquired
B. minimizing biasing contact from current co-workers
C. providing a highly positive recruitment message regarding job requirements at
rewards
D. all of these
One problem that has been shown to accompany downsizing is ______.
A. increased payroll costs
B. decreases in employee health and motivation
C. most companies fail to downsize sufficiently
D. insufficient attention to issues of seniority
Whether an organization is covered by the Civil Rights Act, Age Discrimination in
Employment Act (ADEA), and Americans With Disabilities Act (ADA) depends on its
number of employees.
Formal policies for promotion and other internal recruiting activities can enhance:
A. interpretive justice
B. procedural justice
C. psychological contract violations
D. extrinsic discouragement
Which of the following is a potential benefit associated with voluntary employee
turnover?
A. lowered replacement costs
B. savings from not replacing an employee
C. vacancy creates an open job that must be staffed
D. all of these
_________ refers to the possibility that a disproportionate number of protected-class
members may be rejected using this predictor.
A. low reliability
B. adverse impact
C. utility
D. habeas corpus
What is the job-analysis approach that involves collecting information on company
strategy, and using this information to determine KSAOs and behavioral capabilities
across the organization called?
A. Competency-based
B. Job requirements
C. Job rewards
D. all of these involve this process
When using ____________, finalists are ordered from the most desirable to the least
desirable based on results of discretionary assessments.
A. ranking
B. random selection
C. clinical prediction
D. grouping
Which of the following is not prohibited by the ADA?
A. medical exams of job applicants
B. asking a job applicant is he/she is disabled
C. asking a job applicant to undergo a medical exam after a job offer has been made
D. refusing to interview a person who is disabled
Which of the following is a type of validity?
A. test-retest
B. coefficient alpha
C. criterion
D. parallel forms
A manager has collected data on the dollar value of sales and has divided this by the
number of FTE. Assuming this relationship will hold in the future, and using projected
sales, the manager estimates the number of employees required. This is an example of
______________.
A. regression analysis
B. ratio analysis
C. trend analysis
D. Markov analysis
The primary source of common law is ________.
A. the Constitution
B. federal statutes
C. past court decisions
D. federal agency guidelines