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The Age Discrimination Act of 1967 prohibits all discrimination on the basis of age.
Little research has been done to identify particular job-related skills.
To have the power to attract and retain employees, rewards must be unique and unlikely
to be offered by competitors.
Interviews are more personal than surveys, but the summary and analysis of interview
data is more time consuming and difficult.
Performance tests and work samples assess applicants' underlying capacities and
dispositions.
In regression analysis, historical predictors of workforce size, like sales or new
customers, are used to predict staffing levels.
The term "task dimension" has the same basic meaning as "duties" or "areas of
responsibility."
There has not been any research on the effectiveness of various recruitment sources.
Employers are advised to let applicants know in advance that they reserve the right to
not hire, terminate, or discipline prospective employee for providing false information
during the selection process.
The majority of common law decisions are made at the federal level.
A third party is someone other than the employer or the offer receiver who speaks on
their behalf in the establishment or modification of employment contracts.
Individuals who have high emotional intelligence are self-aware (good at recognizing
their own emotions), other aware (good at recognizing others' emotions), and good at
making use of or managing this awareness.
The minimum competency method involves setting the cut score on the basis of the
minimum qualifications deemed necessary to perform a job.
To protect an employer from charges of unfair discrimination, it is best to only include
information related to KSAOs demonstrated as important to the job on an application
blank.
Intrinsic rewards are best characterized as "inherent in the nature of the job and
experienced by the employee as an outgrowth of actually doing the job."
Research suggests that managers prefer the results of utility analysis to the presentation
of simple validity coefficients.
Goals for speed answer the question of which job seekers the organization needs to
attract.
The Civil Rights Act is a statutory source of law/regulations.
Lack of staffing policies and procedures may lead to practices that may foster negative
applicant reactions and problems with legal compliance.
The ___________ is composed of more peripheral workers who are used on an
as-needed, just-in-time basis.
A. core workforce
B. high performance workforce
C. flexible workforce
D. none of these
Due process rights have their primary source in _________.
A. EEOC guidelines
B. federal statutes
C. state statutes
D. the U.S. Constitution Amendments
The types of employee turnover include ____________.
A. voluntary
B. discharge
C. downsizing
D. all of these
What is the set of intangible factors, including the expressed vision of executives,
hierarchy and bureaucracy, and style of communication, that influences attitudes and
behavior in organizations called?
A. Organizational strategy
B. Organizational culture
C. The labor market
D. None of the these
Which of the following are portions of person-job match?
A. Jobs are characterized by their requirements
B. Jobs are characterized by their embedded rewards
C. Individuals are characterized by their level of qualification and motivation
D. All of these.
The _________ approach means that selection decisions means that scores on one
predictor can make up for low scores on another.
A. multiple hurdles
B. Markov process
C. compensatory model
D. none of these
Ease of leaving is greater when _____.
A. employees are highly embedded
B. employees possess ample employer-specific KSAOs
C. when labor markets are loose
D. all of these
The sales approach to presenting a job offer has been adopted by many organizations
because _________.
A. mechanical presentations of job offers have been proven not to work
B. they apply to all situations
C. they cost less than mechanical presentations
D. they may increase the likelihood of bringing job offers to closure
Which of the following is a recommendation for the use of drug testing programs?
A. Drug testing should be done with all jobs.
B. Do not inform applicants of the test results.
C. Provide rejected applicants with an opportunity to appeal.
D. All of these
The initial burden of proof in discrimination claims lies ______.
A. with the defendant
B. with the court
C. equally with the court and the federal agency
D. with the plaintiff
If an organization wish to comply with the law and still increase the diversity of its
workforce, it should ____________.
A. de-emphasize selection based on KSAOs
B. use recruitment as a tool for attracting a more diverse and qualified applicant pool
C. use clinical and other subjective prediction methods
D. all of these
The process that involves the placement of new hires on the actual job they will hold is
called ____________.
A. acquisition
B. deployment
C. retention
D. none of these
Which of the following are components of a well-developed recruiting requisition?
A. quantity of labor to be hired
B. affirmative action compliance methods
C. list of selection methods to be used
D. all of these
Asking applicants to complete a supplemental application in which they describe their
most significant accomplishments relative to a list of job behaviors is known as the
________.
A. behavioral consistency method
B. experiential summary method
C. biodata approach
D. none of these
Where reasonable accommodations for disabled individuals are concerned, it can be
said that ________.
A. accommodation is always required for an otherwise qualified individual
B. specific examples of accommodations are rarely indicated in laws and regulations
C. the issue of "undue hardship" to the employer is not addressed by the law
D. the need to accommodate often hinges on whether or not a given job function is
necessary or essential
