MGT 420 Exam 2 || 100% SOLVED SOLUTIONS.
Validity correct answers A measure of validity based on showing a substantial correlation
between test scores and job performance scores
Utility correct answers The extent to which something provides economic value greater than
its costs
Legality correct answers The degree to which the selection method used conforms to existing
laws
- Civil Rights Act
- Age Discrimination of Employment
- American with Disabilities Act
Generalizability correct answers Valid in other contexts beyond the context in which the
selection method was developed
Reliability correct answers The extent to which a measurement is free from random error
What are ways to improve the validity of interviews? correct answers Construct structure
interviews - 1. Base questions on job analysis
2. Ask exact same questions of each candidate
3. Limit unnecessary follow-up and elaboration
4. Separate questions from ancillary materials
5. Put off applicant questions until the end
6. Avoid opinion-oriented questions
Which personality trait is the best predictor of job performance? correct answers Intelligence
Why is cognitive ability a good selection measure? correct answers It asks "what can an
applicant do?"
What types of performance does cognitive ability predict? correct answers Verbal ability,
quantitative ability, reasoning ability, spatial ability, Perceptual ability
Pros and cons of resumes correct answers Resumes are used to asses necessary qualifications
but lying on resumes is worse now than ever
Pros and cons of references correct answers References have low validity because applicants
choose the giver and past employers are afraid to say anything negative
Pros and cons of work samples correct answers Straightforward in technical jobs like cook,
mechanic, computer programmer, accountant; but this is a bit more difficult for managerial
jobs
People might use other people's work or they might not be able to replicate performance in
the real work environment
Good validity, but not generalizable and quite expensive
Pros and cons of Myers-Briggs personality test correct answers Reliability is terrible, validity
is worthless, generalizability is irrelevant, utility is almost none, legality is probably fine
, Pros and cons of interviews correct answers Historically unreliable and invalid
There is a lot of "noise" due to: interviewer's tendencies and mood, applicant mood and
anxiety, applicants preparation and coaching
Pros and cons of background checks correct answers Can be used to check content of
resumes and references, and can be valid predictors of performance, valuable in negligent
hiring suits
Only medium validity
What are the protected classes? correct answers A group of people with common
characteristics who are legally protected from employment discrimination on the basis of that
characteristic (Race, color, religion, national origin, sex)
Why is job analysis so important when applying the Americans with Disabilities Act? correct
answers Selection is a legal mine field in which selection methods should focus on what is
actually needed for the job
The determination of essential and marginal job functions is crucial in making sure hiring
practices do not violate ADA
Why are marginal job functions important when applying the Americans with Disabilities
Act? correct answers Essential: fundamental duties of the position, as defined by the
frequency and criticalness ratings in a job analysis. Must be performed by all job holders
Marginal: less important duties. Need not be performed by all job holders. Cannot refuse
employment if disability affects marginal job functions
Who does the ADA apply to? correct answers Physical or mental impairment that
substantially limits one or more major life activities
What is the Civil Rights Act of 1991? correct answers Provides for compensatory and
punitive damages in cases of discrimination. Prohibits preferential treatment in favor of
minority groups, forbids the use of race or sex norming. It was partly designed to overturn
Supreme Court decisions
What is affirmative action? correct answers Seeks to redress discrimination or set right
discrimination. But it is hard to get affirmative action "right"
What is reasonable accommodation? correct answers An employer's obligation to do
something to enable an otherwise qualified person to perform a job. Can refuse employment
if disability affects essential job functions, but only is a "reasonable accommodation" cannot
be made without "undue hardship" but cannot refuse employment if disability affects
marginal job functions
What types of information can (and cannot) be legally gathered in an employment
application? correct answers Any questions that could discriminate against a member of a
certain group is legal (if asked with improper motives)
What is the Equal Pay Act of 1963? correct answers If men and women in an organization are
doing equal work, the employer must pay them equally. The act defines equal in terms of
Validity correct answers A measure of validity based on showing a substantial correlation
between test scores and job performance scores
Utility correct answers The extent to which something provides economic value greater than
its costs
Legality correct answers The degree to which the selection method used conforms to existing
laws
- Civil Rights Act
- Age Discrimination of Employment
- American with Disabilities Act
Generalizability correct answers Valid in other contexts beyond the context in which the
selection method was developed
Reliability correct answers The extent to which a measurement is free from random error
What are ways to improve the validity of interviews? correct answers Construct structure
interviews - 1. Base questions on job analysis
2. Ask exact same questions of each candidate
3. Limit unnecessary follow-up and elaboration
4. Separate questions from ancillary materials
5. Put off applicant questions until the end
6. Avoid opinion-oriented questions
Which personality trait is the best predictor of job performance? correct answers Intelligence
Why is cognitive ability a good selection measure? correct answers It asks "what can an
applicant do?"
What types of performance does cognitive ability predict? correct answers Verbal ability,
quantitative ability, reasoning ability, spatial ability, Perceptual ability
Pros and cons of resumes correct answers Resumes are used to asses necessary qualifications
but lying on resumes is worse now than ever
Pros and cons of references correct answers References have low validity because applicants
choose the giver and past employers are afraid to say anything negative
Pros and cons of work samples correct answers Straightforward in technical jobs like cook,
mechanic, computer programmer, accountant; but this is a bit more difficult for managerial
jobs
People might use other people's work or they might not be able to replicate performance in
the real work environment
Good validity, but not generalizable and quite expensive
Pros and cons of Myers-Briggs personality test correct answers Reliability is terrible, validity
is worthless, generalizability is irrelevant, utility is almost none, legality is probably fine
, Pros and cons of interviews correct answers Historically unreliable and invalid
There is a lot of "noise" due to: interviewer's tendencies and mood, applicant mood and
anxiety, applicants preparation and coaching
Pros and cons of background checks correct answers Can be used to check content of
resumes and references, and can be valid predictors of performance, valuable in negligent
hiring suits
Only medium validity
What are the protected classes? correct answers A group of people with common
characteristics who are legally protected from employment discrimination on the basis of that
characteristic (Race, color, religion, national origin, sex)
Why is job analysis so important when applying the Americans with Disabilities Act? correct
answers Selection is a legal mine field in which selection methods should focus on what is
actually needed for the job
The determination of essential and marginal job functions is crucial in making sure hiring
practices do not violate ADA
Why are marginal job functions important when applying the Americans with Disabilities
Act? correct answers Essential: fundamental duties of the position, as defined by the
frequency and criticalness ratings in a job analysis. Must be performed by all job holders
Marginal: less important duties. Need not be performed by all job holders. Cannot refuse
employment if disability affects marginal job functions
Who does the ADA apply to? correct answers Physical or mental impairment that
substantially limits one or more major life activities
What is the Civil Rights Act of 1991? correct answers Provides for compensatory and
punitive damages in cases of discrimination. Prohibits preferential treatment in favor of
minority groups, forbids the use of race or sex norming. It was partly designed to overturn
Supreme Court decisions
What is affirmative action? correct answers Seeks to redress discrimination or set right
discrimination. But it is hard to get affirmative action "right"
What is reasonable accommodation? correct answers An employer's obligation to do
something to enable an otherwise qualified person to perform a job. Can refuse employment
if disability affects essential job functions, but only is a "reasonable accommodation" cannot
be made without "undue hardship" but cannot refuse employment if disability affects
marginal job functions
What types of information can (and cannot) be legally gathered in an employment
application? correct answers Any questions that could discriminate against a member of a
certain group is legal (if asked with improper motives)
What is the Equal Pay Act of 1963? correct answers If men and women in an organization are
doing equal work, the employer must pay them equally. The act defines equal in terms of
