MGT 431 EXAM 2 QUESTIONS WITH
COMPLETE ANSWERS
Trainability - Answer-Trainee success in a management training program
Nominal Scale - Answer-- One composed of two or more mutually exclusive categories
EX:
A. Applicant Gender
1. Male
2. Female
Ordinal Scale - Answer-- One that rank orders objects, such as individuals, from high to
low on some variable of interest, numerical values indicate the relative order of
individuals for the variable on which they are ranked, does not provide information on
the magnitude of the differences among ranks
EX:
1= Highest Quality
-
-
-
10= Lowest Quality
Interval Scale - Answer-- Differences between numbers take on meaning, uses constant
units of measurement, affording a meaningful expression of differences with respect to
a characteristic, the interval between scores can be interpreted, the magnitude of the
difference between rating points is assumed to be the same
EX:
- Raters using the forma are assumed to view the difference between points 1 and 2 on
the scale in the same way as they view the difference between points 4 and 5
Ratio Scale - Answer-- Has an absolute zero point, as on the interval scale, differences
between numerical values on a ratio scale have meaning
- The presences of an absolute or true zero point permits us to make statements about
the ratio of one individual's score to another based on the amount of characteristic being
measured
EX:
-If one worker produces 100 wire baskets in an hour while another produces 50, we
then can state that the second worker produces only half as much as the first
Measurement Method - Answer-Systematic application of pre-established rules or
standards for assigning scores to the attributes or traits of an individual
A predictor is criterion measure is standardized if it possess each of the following
characteristics: - Answer-- Content: includes the same format and medium
, - Administration: information is collected the same way in all locations across all
administrations each time the selection measure is applied
- Scoring: rules for scoring are specified before administering the measure and are
applied the same way with each scoring
Validation Study - Answer-- Criterion measures really help serve as a standard for
evaluating how well predictors do the job they were intended to do (plays an indirect
role)
- Predictors or selection procedures have a direct impact on the decisions reached by a
manager involved in HR selection decisions
Predictor Categories: - Answer-- Background Information: application forms, reference
checks, biographical data questionnaires are generally used to collect information on
job applicants and their backgrounds
- Interviews: used to collect additional information about job applicants
- Tests: aptitude, ability, achievement, or personality tests
Classifying Criteria Data Categories: - Answer-- Objective Production Data
- Personnel Data
- Judgmental Data
- Job or Work Sample Data
- Training Proficiency Data
Objective Production Data - Answer-Tend to be physical measures of work (number of
goods produced, amount of scrap left, and dollar sales are examples)
Personnel Data - Answer-Personnel records and files frequently contain information on
employees that serve as important criterion measures (absenteeism, tardiness,
voluntary turnover, accident rates, salary history, promotions, and special awards)
Judgmental Data - Answer-Performance appraisals or ratings frequently serve as
criteria in selection research, they most often involve a supervisor's rating of
subordinates on a series of behaviors or outcomes important to job success (task
performance, citizenship behaviors, and counterproductive work behaviors)
Job or Work Sample Data - Answer-Obtained from a measure developed to resemble
the job in miniature or sample of specific aspects of the work process or outcomes,
measurements are taken on individual performance of these job tasks, and these
measures serve as criteria (typing test for a secretary, quantity and error rate)
Training Proficiency Data - Answer-Focuses on how quickly and how well employees
learn during job training activities
Factors When Choosing Predictors: - Answer-- What does the predictor measure?
- Is the predictor cost-effective?
- Has the predictor been standardized?
COMPLETE ANSWERS
Trainability - Answer-Trainee success in a management training program
Nominal Scale - Answer-- One composed of two or more mutually exclusive categories
EX:
A. Applicant Gender
1. Male
2. Female
Ordinal Scale - Answer-- One that rank orders objects, such as individuals, from high to
low on some variable of interest, numerical values indicate the relative order of
individuals for the variable on which they are ranked, does not provide information on
the magnitude of the differences among ranks
EX:
1= Highest Quality
-
-
-
10= Lowest Quality
Interval Scale - Answer-- Differences between numbers take on meaning, uses constant
units of measurement, affording a meaningful expression of differences with respect to
a characteristic, the interval between scores can be interpreted, the magnitude of the
difference between rating points is assumed to be the same
EX:
- Raters using the forma are assumed to view the difference between points 1 and 2 on
the scale in the same way as they view the difference between points 4 and 5
Ratio Scale - Answer-- Has an absolute zero point, as on the interval scale, differences
between numerical values on a ratio scale have meaning
- The presences of an absolute or true zero point permits us to make statements about
the ratio of one individual's score to another based on the amount of characteristic being
measured
EX:
-If one worker produces 100 wire baskets in an hour while another produces 50, we
then can state that the second worker produces only half as much as the first
Measurement Method - Answer-Systematic application of pre-established rules or
standards for assigning scores to the attributes or traits of an individual
A predictor is criterion measure is standardized if it possess each of the following
characteristics: - Answer-- Content: includes the same format and medium
, - Administration: information is collected the same way in all locations across all
administrations each time the selection measure is applied
- Scoring: rules for scoring are specified before administering the measure and are
applied the same way with each scoring
Validation Study - Answer-- Criterion measures really help serve as a standard for
evaluating how well predictors do the job they were intended to do (plays an indirect
role)
- Predictors or selection procedures have a direct impact on the decisions reached by a
manager involved in HR selection decisions
Predictor Categories: - Answer-- Background Information: application forms, reference
checks, biographical data questionnaires are generally used to collect information on
job applicants and their backgrounds
- Interviews: used to collect additional information about job applicants
- Tests: aptitude, ability, achievement, or personality tests
Classifying Criteria Data Categories: - Answer-- Objective Production Data
- Personnel Data
- Judgmental Data
- Job or Work Sample Data
- Training Proficiency Data
Objective Production Data - Answer-Tend to be physical measures of work (number of
goods produced, amount of scrap left, and dollar sales are examples)
Personnel Data - Answer-Personnel records and files frequently contain information on
employees that serve as important criterion measures (absenteeism, tardiness,
voluntary turnover, accident rates, salary history, promotions, and special awards)
Judgmental Data - Answer-Performance appraisals or ratings frequently serve as
criteria in selection research, they most often involve a supervisor's rating of
subordinates on a series of behaviors or outcomes important to job success (task
performance, citizenship behaviors, and counterproductive work behaviors)
Job or Work Sample Data - Answer-Obtained from a measure developed to resemble
the job in miniature or sample of specific aspects of the work process or outcomes,
measurements are taken on individual performance of these job tasks, and these
measures serve as criteria (typing test for a secretary, quantity and error rate)
Training Proficiency Data - Answer-Focuses on how quickly and how well employees
learn during job training activities
Factors When Choosing Predictors: - Answer-- What does the predictor measure?
- Is the predictor cost-effective?
- Has the predictor been standardized?
