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UA MGMT 310A - robbins_ob14_tif17

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Organizational Behavior, 14e (Robbins/Judge)Chapter 17 Human Resource Policies and Practices1) Which of the following is not a part of the selection process for most organizations? A) physical selectionB) initial selectionC) job offer D) contingent selectionE) substantive selection Answer: AExplanation: Applicants go through three stages in the selection process, initial selection, substantive selection, and contingent selection, during which they can be rejected at any time. If not rejected, they can ultimately be offered the job. Physical selection, although might be used for some jobs like the NFL, is not a part of the typical selection process.Diff: 2 Page Ref: 554Topic: Selection PracticesSkill: AACSB: Analytic SkillsObjective: Selection PracticesQuest. Category: Concept/DefinitionalLO: 12) Which of the following is the most common method of initial selection? A) written testsB) background checkC) performance testD) application formE) work-sample testAnswer: DExplanation: Initial selection devices are the first information applicants submit and are used to decide whether the applicant meets the basic qualifications for a job. Application forms are the most common initial selection devices. Background checks are either an initial selection device or a contingent selection device, depending on how the organization chooses to structure its selection process.Diff: 2 Page Ref: 555Topic: Selection PracticesSkill: AACSB: Analytic SkillsObjective: Selection PracticesQuest. Category: Concept/DefinitionalLO: 11Copyright © 2011 Pearson Education, Inc.3) ________ refers to a series of devices submitted by applicants in which preliminary rough cuts are made by the potential employer when it is decided whether or not an applicant meets basic job requirements.A) A job offerB) Initial selectionC) Substantive selectionD) A background checkE) Contingent selectionAnswer: BExplanation: Initial selection devices are the first information applicants submit and are used for decide whether the applicant meets the basic qualifications for a job. Application forms are initialselection devices. Application forms help determine if an applicant has the proper credentials (education, certification, experience), for the position.Diff: 2 Page Ref: 555Topic: Selection PracticesSkill: AACSB: Analytic SkillsObjective: Selection PracticesQuest. Category: Concept/DefinitionalLO: 14) Gailen is looking for a job. Today he went to the Web site of JPC Corp where he filled out an online application and attached a copy of his resume. In which part of the selection process is Gailen? A) physical selectionB) job offer C) initial selection D) contingent selectionE) substantive selection Answer: CExplanation: Applicants go through three stages in the selection process, initial selection, substantive selection, and contingent selection. Initial selection devices are the first information applicants submit and are used to decide whether the applicant meets the basic qualifications for a job. Application forms are initial selection devices. Today many organizations encourage applicants to apply online.Diff: 2 Page Ref: 555Topic: Selection PracticesSkill: AACSB: Analytic SkillsObjective: Selection PracticesQuest. Category: ApplicationLO: 12Copyright © 2011 Pearson Education, Inc.5) More than ________ percent of employers conduct some type of background check on potential employees during some point in the hiring process, usually either in the initial phase or the contingent phase.A) 25B) 50C) 65D) 80E) 95Answer: DExplanation: More than 80 percent of employers conduct reference checks on applicants at some point in the hiring process. The reason is obvious: They want to know how an applicant did in past jobs and whether former employers would recommend hiring the person.Diff: 2 Page Ref: 556Topic: Selection PracticesSkill: AACSB: Analytic SkillsObjective: Selection PracticesQuest. Category: Concept/DefinitionalLO: 16) Which of the following is not a type of background check commonly used by employers?A) phone interview of former employerB) letter of recommendation C) credit history check D) criminal record checkE) intelligence testAnswer: EExplanation: Contacting former employers to see if they would recommend hiring the person is one form of a background check, as are letters of recommendation. Some employers check credithistories or criminal records. An intelligence test is not a background check. Diff: 2 Page Ref: 556Topic: Selection PracticesSkill: AACSB: Analytic SkillsObjective: Selection PracticesQuest. Category: Concept/DefinitionalLO: 13Copyright © 2011 Pearson Education, Inc.7) Which of the following is not a typical written test used in organizations? A) intelligence B) integrity C) personality D) interest inventoryE) work sample Answer: EExplanation: Typical written tests include (1) intelligence or cognitive ability tests, (2) personality tests, (3) integrity tests, and (4) interest inventories. Managers recognize that valid tests can help predict who will be successful on the job.Diff: 2 Page Ref: 556Topic: Selection PracticesSkill: AACSB: Analytic SkillsObjective: Written TestsQuest. Category: Concept/DefinitionalLO: 28) Between the late 1960s and the mid-1980s, the use of written tests declined because they werecharacterized as ________. A) unprofessional B) discriminatory C) unreliable D) invalid E) mathematically flawed Answer: BExplanation: Long popular as selection devices, written tests declined in use between the late 1960s and mid-1980s, especially in the United States. They were frequently characterized as discriminatory, and many organizations had not validated them as job related.Diff: 2 Page Ref: 556Topic: Selection PracticesSkill: AACSB: Analytic SkillsObjective: Written TestsQuest. Category: Concept/DefinitionalLO: 24Copyright © 2011 Pearson Education, Inc.9) Which of the following has proven to be a particularly good predictor for jobs that require cognitive complexity? A) intelligence tests B) integrity evaluations C) work sampling D) aptitude tests E) behavioral assessment Answer: AExplanation: Intelligence tests have proven to be particularly good predictors for jobs that include cognitively complex tasks. Many experts say intelligence tests are the single best selection measure across jobs, and that they are at least as valid in the European Union (EU) nations as in the United States.Diff: 2 Page Ref: 557Topic: Selection


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