BMGT 422 FINAL EXAM LATEST 2025
QUESTIONS AND ANSWERS
complementary fit - ANSWER when a person adds something that is missing
in the organization or work group by being different from the others
supplementary fit - ANSWER when a person has the characteristics that are
similar to those that already exist in the organization
person-vocation fit - ANSWER the fit between a person's interests, abilities,
values, and personality and his or her chosen occupation regardless of the
person's employer
possible assessment outcomes - ANSWER -false positive (poor performer,
hired)
-true positive (good performer, hired)
-true negative (poor performer, not hired)
-false negative (good performer, not hired)
unconscious bias - ANSWER the automatic mental shortcuts we all use to
quickly process information and make decisions
blind assessment - ANSWER concealing applicant information about gender
and other protected characteristics from recruiters and initial applicant screeners
employment tests and disparate impact - ANSWER under title VII of the civil
rights act of 1964 if an employment test disparately impacts ethnic minority
groups the firm must demonstrate that the test is "reasonably related" to the job
for which the test is required (includes credit checks, background checks, &
educational requirements)
contingent assessment methods - ANSWER methods whereby a job offer is
made contingent upon a candidate passing the assessment
, cognitive ability tests - ANSWER tests that assess a person's general mental
abilities including their verbal and mathematical reasoning, logic, and
perceptual abilities
evaluative assessment methods - ANSWER methods that evaluate the pool of
job candidates to determine who will be hired
mentoring - ANSWER a dynamic, reciprocal relationship between a more-
experienced employee and a more junior employee aimed at promoting the
career development of both
job knowledge tests - ANSWER tests that measure candidates' knowledge
(often technical) required by a job
assessment center - ANSWER put candidates through a variety of simulations
and assessments to evaluate their potential fit with an ability to do the job
nine-box matrix - ANSWER a combined assessment of an employee's
performance and potential
succession management - ANSWER the ongoing process of recruiting,
evaluating, developing and preparing to assume other positions in the firm in
the future
four loci of moral disengagement - ANSWER -behavior locus (moral
justification, social justification, economic justification)
-agency locus
-outcomes locus
-victim locus
multiple hurdles approach - ANSWER a scoring approach whereby candidates
must receive a passing score on an assessment before being allowed to continue
on in the selection process
compensatory approach - ANSWER an approach whereby high scores on some
assessments can compensate for low scores on other assessments
QUESTIONS AND ANSWERS
complementary fit - ANSWER when a person adds something that is missing
in the organization or work group by being different from the others
supplementary fit - ANSWER when a person has the characteristics that are
similar to those that already exist in the organization
person-vocation fit - ANSWER the fit between a person's interests, abilities,
values, and personality and his or her chosen occupation regardless of the
person's employer
possible assessment outcomes - ANSWER -false positive (poor performer,
hired)
-true positive (good performer, hired)
-true negative (poor performer, not hired)
-false negative (good performer, not hired)
unconscious bias - ANSWER the automatic mental shortcuts we all use to
quickly process information and make decisions
blind assessment - ANSWER concealing applicant information about gender
and other protected characteristics from recruiters and initial applicant screeners
employment tests and disparate impact - ANSWER under title VII of the civil
rights act of 1964 if an employment test disparately impacts ethnic minority
groups the firm must demonstrate that the test is "reasonably related" to the job
for which the test is required (includes credit checks, background checks, &
educational requirements)
contingent assessment methods - ANSWER methods whereby a job offer is
made contingent upon a candidate passing the assessment
, cognitive ability tests - ANSWER tests that assess a person's general mental
abilities including their verbal and mathematical reasoning, logic, and
perceptual abilities
evaluative assessment methods - ANSWER methods that evaluate the pool of
job candidates to determine who will be hired
mentoring - ANSWER a dynamic, reciprocal relationship between a more-
experienced employee and a more junior employee aimed at promoting the
career development of both
job knowledge tests - ANSWER tests that measure candidates' knowledge
(often technical) required by a job
assessment center - ANSWER put candidates through a variety of simulations
and assessments to evaluate their potential fit with an ability to do the job
nine-box matrix - ANSWER a combined assessment of an employee's
performance and potential
succession management - ANSWER the ongoing process of recruiting,
evaluating, developing and preparing to assume other positions in the firm in
the future
four loci of moral disengagement - ANSWER -behavior locus (moral
justification, social justification, economic justification)
-agency locus
-outcomes locus
-victim locus
multiple hurdles approach - ANSWER a scoring approach whereby candidates
must receive a passing score on an assessment before being allowed to continue
on in the selection process
compensatory approach - ANSWER an approach whereby high scores on some
assessments can compensate for low scores on other assessments
