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. Correct Answers
Affirmative action plans
_____ ability is a person's capacity to invent solutions to many
diverse problems. Correct Answers Reasoning
_____ ability is the speed and accuracy with which one can
solve arithmetic problems of all kinds. Correct Answers
Quantitative
_____ analysis involves identifying who needs training and
determining employees' readiness for training. Correct Answers
Person
_____ are the relationships, problems, demands, tasks, and other
features that employees face in their jobs. Correct Answers Job
experiences
_____ assess main facets such as verbal comprehension,
quantitative ability, and reasoning ability. Correct Answers
Cognitive ability tests
_____ attempts to emphasize the multidimensional nature of
performance and thoroughly familiarize the raters with the
actual content of various performance dimensions. Correct
Answers Rater accuracy training
,_____ focuses specifically on the methods used to determine the
outcomes received. Correct Answers Procedural justice
_____ involve lectures by business experts, adventure learning,
and meetings with customers. Correct Answers Formal
education programs
_____ is a rater error in which a rater gives high ratings to all
employees regardless of their performance. Correct Answers
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. Correct Answers
Assessment center
_____ is an interpersonal relationship that is used to develop
employees. Correct Answers Mentoring
_____ is ideal for understanding how skills and behaviors can be
transferred to the job and for dealing with interpersonal issues.
Correct Answers The hands-on method
_____ is on-the-job use of knowledge, skills, and behaviors
learned in training. Correct Answers Transfer of training
_____ is the degree to which a measure is free from random
error. Correct Answers Reliability
, _____ is the degree to which the validity of a selection method
established in one context extends to other contexts. Correct
Answers Generalizability
_____ is the extent to which the performance management
system elicits job performance that is consistent with an
organization's strategy, goals, and culture. Correct Answers
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). Correct Answers
Outcome fairness
_____ is the planned elimination of large numbers of personnel
designed to enhance organizational effectiveness. Correct
Answers Downsizing
_____ is the practice or activity carried on by an organization
with the primary purpose of identifying and attracting potential
employees. Correct Answers Human resource recruitment
_____ is the process of identifying the knowledge, skills, jobs,
and behaviors that need to be emphasized in training. Correct
Answers Task analysis
_____ justice is the interpersonal nature of how the outcomes
were implemented. Correct Answers Interactional
_____ validation is a validity study that seeks to establish an
empirical relationship between test scores taken prior to being
____ forecast and monitor the proportion of various protected
group members, such as women and minorities, that are in
various job categories and career tracks. Correct Answers
Affirmative action plans
_____ ability is a person's capacity to invent solutions to many
diverse problems. Correct Answers Reasoning
_____ ability is the speed and accuracy with which one can
solve arithmetic problems of all kinds. Correct Answers
Quantitative
_____ analysis involves identifying who needs training and
determining employees' readiness for training. Correct Answers
Person
_____ are the relationships, problems, demands, tasks, and other
features that employees face in their jobs. Correct Answers Job
experiences
_____ assess main facets such as verbal comprehension,
quantitative ability, and reasoning ability. Correct Answers
Cognitive ability tests
_____ attempts to emphasize the multidimensional nature of
performance and thoroughly familiarize the raters with the
actual content of various performance dimensions. Correct
Answers Rater accuracy training
,_____ focuses specifically on the methods used to determine the
outcomes received. Correct Answers Procedural justice
_____ involve lectures by business experts, adventure learning,
and meetings with customers. Correct Answers Formal
education programs
_____ is a rater error in which a rater gives high ratings to all
employees regardless of their performance. Correct Answers
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. Correct Answers
Assessment center
_____ is an interpersonal relationship that is used to develop
employees. Correct Answers Mentoring
_____ is ideal for understanding how skills and behaviors can be
transferred to the job and for dealing with interpersonal issues.
Correct Answers The hands-on method
_____ is on-the-job use of knowledge, skills, and behaviors
learned in training. Correct Answers Transfer of training
_____ is the degree to which a measure is free from random
error. Correct Answers Reliability
, _____ is the degree to which the validity of a selection method
established in one context extends to other contexts. Correct
Answers Generalizability
_____ is the extent to which the performance management
system elicits job performance that is consistent with an
organization's strategy, goals, and culture. Correct Answers
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). Correct Answers
Outcome fairness
_____ is the planned elimination of large numbers of personnel
designed to enhance organizational effectiveness. Correct
Answers Downsizing
_____ is the practice or activity carried on by an organization
with the primary purpose of identifying and attracting potential
employees. Correct Answers Human resource recruitment
_____ is the process of identifying the knowledge, skills, jobs,
and behaviors that need to be emphasized in training. Correct
Answers Task analysis
_____ justice is the interpersonal nature of how the outcomes
were implemented. Correct Answers Interactional
_____ validation is a validity study that seeks to establish an
empirical relationship between test scores taken prior to being
