MIE 330 Exam 2 Questions With Complete Solutions

MIE 330 Exam 2 Questions With Complete Solutions .____ forecast and monitor the proportion of various protected group members, such as women and minorities, that are in various job categories and career tracks. - ANSWER-Affirmative action plans ._____ ability is a person's capacity to invent solutions to many diverse problems. - ANSWER-Reasoning ._____ ability is the speed and accuracy with which one can solve arithmetic problems of all kinds. - ANSWER-Quantitative ._____ analysis involves identifying who needs training and determining employees' readiness for training. - ANSWER-Person ._____ are the relationships, problems, demands, tasks, and other features that employees face in their jobs. - ANSWER-Job experiences ._____ assess main facets such as verbal comprehension, quantitative ability, and reasoning ability. - ANSWER-Cognitive ability tests ._____ attempts to emphasize the multidimensional nature of performance and thoroughly familiarize the raters with the actual content of various performance dimensions. - ANSWER-Rater accuracy training ._____ focuses specifically on the methods used to determine the outcomes received. - ANSWER-Procedural justice ._____ involve lectures by business experts, adventure learning, and meetings with customers. - ANSWER-Formal education programs ._____ is a rater error in which a rater gives high ratings to all employees regardless of their performance. - ANSWER-Leniency ._____ is a wide variety of specific selection programs that employ multiple selection methods to rate either applicants or job incumbents on their managerial potential. - ANSWER-Assessment center ._____ is an interpersonal relationship that is used to develop employees. - ANSWER-Mentoring ._____ is ideal for understanding how skills and behaviors can be transferred to the job and for dealing with interpersonal issues. - ANSWER-The hands-on method ._____ is on-the-job use of knowledge, skills, and behaviors learned in training. - ANSWER-Transfer of training ._____ is the degree to which a measure is free from random error. - ANSWER-Reliability ._____ is the degree to which the validity of a selection method established in one context extends to other contexts. - ANSWER-Generalizability ._____ is the extent to which the performance management system elicits job performance that is consistent with an organization's strategy, goals, and culture. - ANSWER-Strategic congruence ._____ is the judgment that people make with respect to the results received relative to the results received by other people with whom they identify (referent others). - ANSWER-Outcome fairness ._____ is the planned elimination of large numbers of personnel designed to enhance organizational effectiveness. - ANSWER-Downsizing ._____ is the practice or activity carried on by an organization with the primary purpose of identifying and attracting potential employees. - ANSWER-Human resource recruitment ._____ is the process of identifying the knowledge, skills, jobs, and behaviors that need to be emphasized in training. - ANSWER-Task analysis ._____ justice is the interpersonal nature of how the outcomes were implemented. - ANSWER-Interactional ._____ validation is a validity study that seeks to establish an empirical relationship between test scores taken prior to being hired and eventual performance on the job. - ANSWER-Predictive .A company communicates performance evaluation to its employees during the _____ step in the career management process. - ANSWER-reality check .A company decides to let go of some employees due to a financial crisis. Jane loses her job, while her colleagues with similar performance ratings and productivity retain their jobs. Jane's judgment of her loss when compared to her colleagues' is a perception of _____. - ANSWER-outcome unfairness .A competent employee receives lower-than-deserved ratings because of a few outstanding colleagues who set very high performance standards. This is an example of a _____ rater error. - ANSWER-contrast .A performance measure is said to be contaminated when - ANSWER-it evaluates irrelevant aspects of performance. .A situation in which evaluators purposefully distort a rating to achieve personal or company goals is referred to as _____ - ANSWER-appraisal politics .A software company assesses its developers more on their client support skills than their development skills. Which of the following would best describe the software company's performance management process? - ANSWER-Contaminated .A work-study training method that uses both on-the-job training and classroom training is called _____. - ANSWER-apprenticeship .A(n) _____ is a simulation of the administrative tasks of a manager's job. - ANSWER-in-basket .A(n) _____ shows the proportion of employees in different job categories at different times. - ANSWER-transitional matrix .A(n) _____ test attempts to simulate the job in a prehiring context to observe how the applicant performs in the simulated job. - ANSWER-work-sample .An employee who engages in absenteeism is displaying job dissatisfaction through _____. - ANSWER-physical withdrawal .An example of an expatriate is a - ANSWER-U.S. citizen working for a U.S. firm in Germany. .As a component of effective managing diversity programs, _____ includes diversity as part of the business strategy and corporate goals. - ANSWER-top management support .As per the Age Discrimination in Employment Act, if any neutral-appearing practice happens to have an adverse impact on those over age 40, the employer must _____. - ANSWER-show business necessity to avoid a guilty verdict .As the CEO of Blue Corp., Terrell makes it a point to meet new hires at all levels of his organization. He explains the goals of the company and emphasizes the importance of an individual employee's role in the larger picture. This initiative of Terrell focuses on the _____ of performance management. - ANSWER-strategic purpose .Benito, a psychology student, has had an overall negative impression of his psychology professor. As a consequence, during the end-of-term appraisal, he rates his professor low on all performance criteria. Which of the following rater errors has Benito committed? - ANSWER-Horns .both the comparative and the attribute approaches to performance measurement are _____. - ANSWER-very low on specificity .Consistency in ratings given by two individuals who evaluate an employee's performance is known as _____ reliability. - ANSWER-interrater .Consistency, bias suppression, information accuracy, correctability, representativeness, and ethicality are the six determinants of _____. - ANSWER-procedural justice .During the self-assessment step in the career management process, an employee - ANSWER-identifies the opportunities and needs to improve. .Employee survey research allows a company to monitor trends over time and thus prevent problems, before they happen, in the area of _____. - ANSWER-voluntary turnover .Executive Order 11246 allows the government to - ANSWER-suspend all business with a contractor while an investigation is being conducted.