Question 1

According to the textbook, which of the following would NOT be a job-specific task proficiency to evaluate a security dispatcher?

Accepted Answer

A)  maintains security of technological equipment 
B)  properly secures lost and found articles 
C)  activates appropriate emergency response teams as needed 
D)  ensures confidentiality and security of information 
A)  maintains security of technological equipment 
B)  properly secures lost and found articles 
C)  activates appropriate emergency response teams as needed 
D)  ensures confidentiality and security of information

Question 2

Define criterion relevance, criterion contamination and criterion deficiency.

Accepted Answer

Criterion relevance is the degree to whi

Question 3

The usefulness of selection measures is assessed by how well they predict performance.

Accepted Answer

A) True 
 B)False

Question 4

Behaviour observation scales are very similar to behaviourally anchored rating scales (BARS) in that the starting point is an analysis of critical job incidents by those knowledgeable about the job to establish performance dimensions.

Accepted Answer

A) True 
 B)False

Question 5

Scenario 5-2
The CEO of KM Contracting, a medium-sized Canadian construction company, has decided to develop a performance management system so that the company can measure employee performance. As the HRM, you believe that a lack of clear job standards has led to the selection of inappropriate candidates. Managers have stated that performance appraisals are usually conducted only when inappropriate and unsafe workplace behaviours have occurred. The three major performance dimensions of all the jobs are technical construction proficiency, demonstrating effort, and maintaining self-discipline.
-Refer to Scenario 5-2. Which of the following is NOT a subcategory of job performance?

Accepted Answer

A)  task performance 
B)  contextual performance 
C)  counterproductive performance 
D)  intrapersonal job performance 
A)  task performance 
B)  contextual performance 
C)  counterproductive performance 
D)  intrapersonal job performance

Question 6

Performance is NOT the consequence or result of action; it is the action itself.

Accepted Answer

A) True 
 B)False

Question 7

Scenario 5-1
You have just been hired as the recruitment and selection clerk for BCH, a health-care organization that oversees many diverse health services in British Columbia. You were offered the position due to your knowledge in legislation, experience in oral presentations and report writing, ability to effectively schedule complex projects, and self-discipline. The hiring manager stated that oral presentations and report writing were given the most weight in the hiring decision. He also mentioned that the importance of this job dimension influenced the raters' ratings over the other job dimensions.
-Refer to Scenario 5-1. What counterproductive performance behaviour did BCH hire you for?

Accepted Answer

A)  communication proficiency 
B)  maintaining self-discipline 
C)  demonstrating effort 
D)  knowledge of legislation 
A)  communication proficiency 
B)  maintaining self-discipline 
C)  demonstrating effort 
D)  knowledge of legislation

Question 8

Which measures of job performance attempt to capture individual differences among employees with respect to job-related behaviours?

Accepted Answer

A)  attributes 
B)  behaviour 
C)  criteria 
D)  performance indicators 
A)  attributes 
B)  behaviour 
C)  criteria 
D)  performance indicators

Question 9

Which of the following is an example of contextual behaviour?

Accepted Answer

A)  communication proficiency 
B)  leadership 
C)  supervision 
D)  personal discipline 
A)  communication proficiency 
B)  leadership 
C)  supervision 
D)  personal discipline

Question 10

Scenario 5-1
You have just been hired as the recruitment and selection clerk for BCH, a health-care organization that oversees many diverse health services in British Columbia. You were offered the position due to your knowledge in legislation, experience in oral presentations and report writing, ability to effectively schedule complex projects, and self-discipline. The hiring manager stated that oral presentations and report writing were given the most weight in the hiring decision. He also mentioned that the importance of this job dimension influenced the raters' ratings over the other job dimensions.
-Refer to Scenario 5-1. What task performance behaviour did BCH hire you for?

Accepted Answer

A)  communication proficiency 
B)  maintaining self-discipline 
C)  demonstrating effort 
D)  knowledge of legislation 
A)  communication proficiency 
B)  maintaining self-discipline 
C)  demonstrating effort 
D)  knowledge of legislation

Question 11

Psychological withdrawal occurs when employees withhold effort and do not perform to their fullest capabilities. Which of the following is NOT a form of psychological withdrawal?

Accepted Answer

A)  present at work but not psychologically committed 
B)  quitting the job permanently 
C)  introversion at work resulting in no work friends 
D)  drug and alcohol use in the workplace 
A)  present at work but not psychologically committed 
B)  quitting the job permanently 
C)  introversion at work resulting in no work friends 
D)  drug and alcohol use in the workplace

Question 12

Performance measurement is always subjective and is not reliable to predict future performance.

Accepted Answer

A) True 
 B)False

Question 13

Explain how human rights relate to performance appraisal processes.

Accepted Answer

· Decisions of judiciary or human rights

Question 14

Which method allows the rater to compare the overall performance of each worker with that of every other worker being evaluated?

Accepted Answer

A)  paired comparison 
B)  forced distribution 
C)  rank order 
D)  relative percentile method 
A)  paired comparison 
B)  forced distribution 
C)  rank order 
D)  relative percentile method

Question 15

Which concept is defined as the degree to which the criterion measure captures behaviours or competencies that constitute job performance?

Accepted Answer

A)  criterion contamination 
B)  criterion deficiency 
C)  criterion relevance 
D)  criterion reliability 
A)  criterion contamination 
B)  criterion deficiency 
C)  criterion relevance 
D)  criterion reliability

Question 16

Scenario 5-2
The CEO of KM Contracting, a medium-sized Canadian construction company, has decided to develop a performance management system so that the company can measure employee performance. As the HRM, you believe that a lack of clear job standards has led to the selection of inappropriate candidates. Managers have stated that performance appraisals are usually conducted only when inappropriate and unsafe workplace behaviours have occurred. The three major performance dimensions of all the jobs are technical construction proficiency, demonstrating effort, and maintaining self-discipline.
-Refer to Scenario 5-2. The managers at KM Contracting are not clear on the distinction between performance management and performance appraisals. Which of the following best defines performance management?

Accepted Answer

A)  a means to transform companies into results-oriented organizations 
B)  measures of job performance that attempt to capture individual differences among employees with respect to job-related behaviours 
C)  organizational processes used to improve employee and organizational performance in the workplace 
D)  organizational processes that evaluate employee job performance 
A)  a means to transform companies into results-oriented organizations 
B)  measures of job performance that attempt to capture individual differences among employees with respect to job-related behaviours 
C)  organizational processes used to improve employee and organizational performance in the workplace 
D)  organizational processes that evaluate employee job performance

Question 17

Which of the following defines the concept that is described as activities or behaviours that are not part of a worker's formal job description but that remain important for organizational effectiveness?

Accepted Answer

A)  task performance 
B)  job performance 
C)  contextual performance 
D)  dimensional performance 
A)  task performance 
B)  job performance 
C)  contextual performance 
D)  dimensional performance

Question 18

An employee's personality is an antecedent to the outcomes of task, contextual, and counterproductive work behaviours.

Accepted Answer

A) True 
 B)False

Question 19

The perceived fairness and perceived justice of the performance appraisal process plays a central role in determining employee reactions.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following best defines performance management?

Accepted Answer

A)  a means to transform companies into results-oriented organizations 
B)  measures of job performance that attempt to capture individual differences among employees with respect to job-related behaviours 
C)  organizational processes used to improve employee and organizational performance in the workplace 
D)  organizational processes that evaluate employee job performance 
A)  a means to transform companies into results-oriented organizations 
B)  measures of job performance that attempt to capture individual differences among employees with respect to job-related behaviours 
C)  organizational processes used to improve employee and organizational performance in the workplace 
D)  organizational processes that evaluate employee job performance

According to the textbook, which of the following would NOT be a job-specific task proficiency to evaluate a security dispatcher?

Define criterion relevance, criterion contamination and criterion deficiency.

The usefulness of selection measures is assessed by how well they predict performance.

Behaviour observation scales are very similar to behaviourally anchored rating scales (BARS) in that the starting point is an analysis of critical job incidents by those knowledgeable about the job to establish performance dimensions.

Performance is NOT the consequence or result of action; it is the action itself.

Which measures of job performance attempt to capture individual differences among employees with respect to job-related behaviours?

Which of the following is an example of contextual behaviour?

Psychological withdrawal occurs when employees withhold effort and do not perform to their fullest capabilities. Which of the following is NOT a form of psychological withdrawal?

Performance measurement is always subjective and is not reliable to predict future performance.

Explain how human rights relate to performance appraisal processes.

Which method allows the rater to compare the overall performance of each worker with that of every other worker being evaluated?

Which concept is defined as the degree to which the criterion measure captures behaviours or competencies that constitute job performance?

Which of the following defines the concept that is described as activities or behaviours that are not part of a worker's formal job description but that remain important for organizational effectiveness?

An employee's personality is an antecedent to the outcomes of task, contextual, and counterproductive work behaviours.

The perceived fairness and perceived justice of the performance appraisal process plays a central role in determining employee reactions.

Which of the following best defines performance management?

An Introduction to Recruitment and Selection

Foundations of Recruitment and Selection I

Foundations of Recruitment and Selection II

Job Analysis and Competency Models

Recruitment

Selection I

Selection II

Selection III

Decision Making

Filters

Exam 5: Recruitment, Selection, and Job Performance

According to the textbook, which of the following would NOT be a job-specific task proficiency to evaluate a security dispatcher?

Define criterion relevance, criterion contamination and criterion deficiency.

The usefulness of selection measures is assessed by how well they predict performance.

Behaviour observation scales are very similar to behaviourally anchored rating scales (BARS) in that the starting point is an analysis of critical job incidents by those knowledgeable about the job to establish performance dimensions.

Performance is NOT the consequence or result of action; it is the action itself.

Which measures of job performance attempt to capture individual differences among employees with respect to job-related behaviours?

Which of the following is an example of contextual behaviour?

Psychological withdrawal occurs when employees withhold effort and do not perform to their fullest capabilities. Which of the following is NOT a form of psychological withdrawal?

Performance measurement is always subjective and is not reliable to predict future performance.

Explain how human rights relate to performance appraisal processes.

Which method allows the rater to compare the overall performance of each worker with that of every other worker being evaluated?

Which concept is defined as the degree to which the criterion measure captures behaviours or competencies that constitute job performance?

Which of the following defines the concept that is described as activities or behaviours that are not part of a worker's formal job description but that remain important for organizational effectiveness?

An employee's personality is an antecedent to the outcomes of task, contextual, and counterproductive work behaviours.

The perceived fairness and perceived justice of the performance appraisal process plays a central role in determining employee reactions.

Which of the following best defines performance management?

An Introduction to Recruitment and Selection

Foundations of Recruitment and Selection I

Foundations of Recruitment and Selection II

Job Analysis and Competency Models

Recruitment

Selection I

Selection II

Selection III

Decision Making

Filters