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2801 I-O PSYC > Test 2 > Flashcards

Test 2 Flashcards

1
Q

_______ is a process that organizations undertake to ensure that the right number and type of individuals are available at the right time to fill their needs

A

Human resource planning

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2
Q

What is the most common way to find a job?

A

Through a family member or friend

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3
Q

During the recruitment process is people find they don’t like the location, job, or size, they are likely to ________

A

self-select out

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4
Q

When an applicant appears to alight well with the value and culture of an organization they are said to have ________

A

A person-organization fit

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5
Q

What is an RJP and what is its purpose?

A

A realistic job preview (RPJ) is intended to improve the person-organization fit to reduce turnover, develop realistic perceptions, and increase satisfaction amongst employees

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6
Q

People who are cut out of the screening process are said to lack ____________

A

minimum qualifications (MQs)

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7
Q

Sydney has a bachelor’s degree in computer science and applied for a job as a software engineer but was cut during the screening process. This error is referred to as a ___________

A

False negative

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8
Q

What is the advantage of using a weighted application blank over a regular application blank?

A

It provides a method for quantitatively assessing the form to predict job success

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9
Q

What are the pros and cons of using a biographical information blank?

A

Pros: focused on the idea that past behaviour is the best predictor of future behaviour, may paint a clearer picture of the individual

Cons: Less verifiable, raises privacy concerns, can make applicants react negatively to the organization

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10
Q

You identify that an applicant has good finder dexterity. This is known as a ________

A

Ability

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11
Q

A keyboard operator applicant demonstrates finger dexterity and proficiency in typing. This is referred to as a ______

A

skill

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12
Q

_______ is a specific ability or skill which can be used to predict future performance

A

aptitude

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13
Q

An applicant is asked to complete a series of memory, reasoning and problem solving tasks. What type of ability test is this?

A

cognitive ability

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14
Q

An applicant is asked to complete a series of reaction time tests. Which time of ability test is this?

A

Psychomotor

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15
Q

Which personality trait most strongly correlates with job performance?

A

consciousness

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16
Q

What are two potential errors/biases that are associated with personality inventories?

A
  1. faking

2. social desirability

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17
Q

What are the two predominant types of structured interviews?

A
  1. The situational interview

2. The behaviour description interview

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18
Q

What is the difference between a simulation and a situational exercise?

A

Simulations tend to occur in articical settings but recreate the job (fidelity varies)

Situational exercises are more abstract and less realistic than those performed on the job

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19
Q

What are the two frequently used situational exercises?

A

Leaderless group discussion - assesses communication and leadership

In-basket test - assesses ability to organize, prioritize, and delegate

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20
Q

What is a situational judgement test?

A

A type of situational expertise designed to measure ones behaviour/judgement in various workplace or professional settings

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21
Q

What is an assessment centre?

A

A standardized procedure that involves the use of multiple ability tests, personality tests, situational expereinces, etc.

Typically used for managerial or administrative promotions

provides a comprehensive assessment

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22
Q

When should a medical exam be required?

A

Only after the applicant has been given a conditional offer and when it is a requirement for the job

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23
Q

What is meant by judgemental composite decision making?

A

Collecting both judgemental and statistical data and combining them to make a decision judgementally

24
Q

An employer gathers judgemental data and provides a score to each component. They then gather all the statistical data from the entire application processs and choose employees based on the highest score. What time of decision making is this?

A

Statistical composite

25
Q

What is the difference between multiple cut off and multiple hurdle?

A

Multiple cutoff is when the appliance take all predictor tests and then if they do not meet the cut-off off they are rejected

Mutliple hurdle is when they must pass each cut-off to move on to the next

26
Q

The combination decision making model uses a ________ model to assess all candidates by them scores them according to a ___________

A

multiple-cut off ; multiple regression

This provides a mean for scoring the candidates that pass the predictor cut offs

27
Q

Is the utility analysis base rate is 4:10 then how many of the current workers meet the cut-off?

A

0.40

28
Q

What are the 3 main purposes of performance management?

A
  1. Administrative decisions - promotions, dismissal, pay
  2. Formative decisions - development, training
  3. Validation research - validation of selection procedures
29
Q

What are the 3 job behaviours in job performance?

A
  1. task performance
  2. contextual performance
  3. counterproductive performance
30
Q

What are the criteria of a good job performance measure?

A

Relative and consistent

31
Q

How many raters should be used in a 360 degree feedback?

A

4-10

32
Q

Which of the following is the correct relationship?

A) Performance appraisal is one component of talent management.

B) Talent management is one component of performance management.

C) Talent management is one component of performance appraisal.

D) Performance management is one component of performance appraisal.

A

A) Performance appraisal is one component of talent management.

33
Q

When is a global criterion measure good for a job appraisal?

A

When there is a very specific problem such as many customer complaints about poor product quality

34
Q

An employeer is having issues outside of work and it is affecting the quality of work somedays. During the appraisal the evaluator notices that the performance changes daily. This is an example of _____ criteria

A

Dynamic

35
Q

An employee knows they are being evaluated to they begin to work very hard. What type of performance is this referred to?

A

Maximum performance

36
Q

What are ways to reduce the dissatisfaction with performance appraisals?

A

Since they are typically subjective limit them only to developmental or formative uses and prevent their se in administrative situations such as promotions or pay

37
Q

_________ refer to production, sales, and personnel data used in assessing job performance

A

Objective performance or ‘hard criteria’

38
Q

What is the difference between relative rating systems and absolute rating systems?

A

Relative rating systems compare all the employees to each other when solute rating systems compare all employees to an absolute score

39
Q

An employer is looking to give a promotion to the top 2 employees so they compare all 15 employees to each other giving them a score from 1-15. They give a promotion to the top 2. What type of rating did this employer do?

A

Relative rating using rank order

40
Q

An employer is looking to identify the ratings of all manager positions. They compare manager 1 to manager 2, manager 3, and so on. Each time indicating which manager was the top performer. At the end they tally up how many times each manager was considered the top performer to rate them from top to bottom. Which time of rating system is this?

A

Paired comparisons

41
Q

An employer is rating their employees and establishes 3 categories: poor, average, and excellent. They decide to equally distribute the employees in the 3 categories. what type of rating system is this?

A

Forced distribution

42
Q

An employer uses a scale from 1-100 to rate employees, 50 representing average. Each employee must have a different anchor but they rate each employee according to this scale. What type of rating system is this?

A

Relative percentile method

43
Q

Which types of rating scales are abolsute?

A) graphic rating scale 
B) trait-based rating scales 
C) checklists
D) BARS 
E) All of the above
A

E) all of the above

44
Q

What is the difference between BARS and BOS?

A

BOS is similar in that the starting point uses critical job incidents but once they are determined evaluators mark the frequency in which employees exhibit the behaviours

45
Q

Which rating scales produce the greatest satisfaction?

A

BARS and BOS

46
Q

If a manager feels bad giving a poor score to someone so rates them high regardless of performance this is a _______ error

A

leniency

47
Q

An evaluator gives average scores despite performance, this is a _______ error

A

central tendency

48
Q

An evaluator gives a 5 on leadership but then also gives a 5 in effort because how can you be an excellent leader without having a lot of effort. This is an example of a _______ error

A

halo

49
Q

An employer trains the evaluations to ensure they have the same understanding of instructions of the process and interpretation of the dimensions being evalutied. This is ____________

A

Frame-of-reference training

50
Q

How can you increase the accountability of a rater?

A
  1. Have the rater provide feedback to the employer and have them sign the rating form
  2. Have the rater justify the ratings in person
51
Q

When is training perticually effective?

A

When it is evaluated with learning criteria, effective designed, formally administered, and when the employee is motivated to learn

52
Q

What are the stages of Instructional Systems Design (ISD) Model?

A
  1. Needs Analysis: organizational analysis, task analysis, person analysis
  2. Training design and delivery: identify training objectives, content, methods, and learning principles
  3. Training evaluation: determine how to evaluate criteria and design
53
Q

The idea that a persons behaviour is a product of their past experience coincides with the _______ theory

A

behaviourist

54
Q

What is the transfer problem in training?

A

participants acquire skills/knowledge in training but do not apply them in the workplace

55
Q

Which factors influence training transfer?

A
  1. Training design - training should closely simulate the work
  2. Trainee characteristics - motivation/trainability
  3. Work environment - supervisors/managers should be supportive of the new skills

2801 I-O PSYC (5 decks)

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