Question 1

Neve will be using a structured interview to hire her new assistant. One of the applicants has requested a phone interview because she lives far from the job site. Based on the existing research, Neve

Accepted Answer

A)   should be concerned because structured interviews are only effective when administered in person.
B)   has no reason to worry because she can focus more intently on the applicant's responses during a phone interview.
C)   should feel reassured because structured phone interviews have been shown to be predictive of future productivity.
D)   will have to use a written integrity test rather than a structured interview in this situation. C

Question 2

Which of the following is a leadership style where a leader controls all activities without any meaningful participation by the subordinates?

Accepted Answer

A)   Transformational
B)   Normative
C)   Transactional
D)   Autocratic D

Question 3

Which of the following is the best example of "soft" form of affirmative action?

Accepted Answer

A)   Giving preference to job applicants of color, but not considering gender in evaluating applications.
B)   Taking into consideration the socioeconomic status of college applicants, but not their racial background.
C)   Providing outreach programs intended to recruit applicants from underrepresented groups.
D)   Establishing a firm quota stating that 50% of all new employees at a firm must be female. C

Question 4

Kevin is required to check errors in the work done by his team and to correct all the significant deviations to ensure quality delivery. Kevin is conducting a(n) _______ process.

Accepted Answer

A)   controlling
B)   leading
C)   Planning
D)   organizing

Question 5

By participating in a(n) _______ job applicants are evaluated by multiple methods and multiple evaluators.

Accepted Answer

A)   assessment center
B)   contingency model
C)   structured interview
D)   polygraph

Question 6

One difficulty that homeowners often run into when they attempt to sell is that they tend to value their own property much higher than do other people, including real estate agents and potential buyers. This tendency is consistent with the

Accepted Answer

A)   sunk cost principle.
B)   endowment effect.
C)   escalation effect.
D)   concept of entrapment.

Question 7

Assessment centers' multidimensional approach to making hiring decisions is

Accepted Answer

A)   good at predicting who will make a good employee.
B)   very inexpensive compared to traditional methods.
C)   assumed to be less effective than traditional interviews.
D)   more prone to applicant attempts to manipulate the interview process.

Question 8

The advantage of structured over traditional interviews when screening applicants is that an employer

Accepted Answer

A)   can avoid conducting biased interviews.
B)   can use integrity tests and/or polygraph tests as part of the interview procedure.
C)   can get a better understanding of each applicant.
D)   has more flexibility to pursue interesting lines of questioning in the interview.

Question 9

Genie is considering using various evaluation techniques to help her hire a new employee. In trying to choose between general assessments of attributes versus job-specific tests, she should be aware that

Accepted Answer

A)   general assessments are more effective predictors of future work success.
B)   job-specific tests lack the predictive validity of other instruments.
C)   potential applicants see job-specific tests as most fair.
D)   each assessment has significant weaknesses.

Question 10

Madeline, Joe, and Ian have all applied for the same promotion. Madeline is chosen but may be particularly likely to devalue the promotion if she believes that

Accepted Answer

A)   it was based on equity considerations.
B)   the decision was made on the basis of an assessment center.
C)   her intrinsic motivation, not her ability, determined the decision.
D)   she got it because of her sex and not her qualifications.

Question 11

Why do preferential selection policies have negative effects?

Accepted Answer

A)   People perceive focus on group membership in the decision process as unjust.
B)   The beneficiaries of the policies do not attribute their success on the job to their own skill and performance.
C)   Preferential selection leads beneficiaries of it to feel stigmatized at work.
D)   Preferential selection increases diversity in the workforce.

Question 12

Michael, the regional manager of his company, believes that Jim is a personable and productive individual. When asked to rate Jim's leadership skills, Michael does not have much to go on and therefore assumes he is also a good leader. This is an example of a(n)

Accepted Answer

A)   contrast effect.
B)   halo effect.
C)   escalation effect.
D)   Hawthorne effect.

Question 13

Which of the following is not an impediment to women trying to reach the top in executive positions?

Accepted Answer

A)   Women are conflicted about juggling a career and family.
B)   Women gravitate toward helping professions more than competitive, hierarchical positions.
C)   Lingering stereotypes portray women as followers, not leaders.
D)   Women have been less effective when placed in top positions.

Question 14

According to Bobocel and others (1998), opposition to affirmative action is associated with

Accepted Answer

A)   conscious prejudice.
B)   unconscious prejudice.
C)   strong belief in the principle of merit.
D)   strong belief in the principle of equality.

Question 15

Nacoste (1996) argues that affirmative action affects everyone involved in the hiring and promotion process and that procedural reverberations within the system are likely to occur when

Accepted Answer

A)   all interested parties have a chance to express their views.
B)   group membership is considered more important than individual contributions.
C)   policy is determined out in the open rather than behind closed doors.
D)   minorities are hired based on their merits.

Question 16

Research that examines workers' personality characteristics has concluded that

Accepted Answer

A)   people who score high in conscientiousness tend to be too timid to be productive workers.
B)   low self-monitors are more likely to become organizational leaders.
C)   extraverts are more likely than introverts to succeed as managers and salespersons.
D)   self-esteem has little ability to predict job productivity or satisfaction.

Question 17

According to research by Zhou and colleagues (2009), social rejection leads people to

Accepted Answer

A)   give up pleasures such as chocolate and sunshine.
B)   value money less.
C)   value money more.
D)   strive harder for social acceptance.

Question 18

What sort of business was at the center of what became known as the "Hawthorne effect?"

Accepted Answer

A)   A construction company that built private and public housing
B)   A hospital where patients were waiting a long time to get medical care
C)   A plant that manufactured telephones and central office equipment
D)   A factory that was among the earliest to employ the assembly line

Question 19

Dr. Henry studies practical issues concerning personnel selection, performance appraisals, and group leadership. He is probably a(n) ____ psychologist

Accepted Answer

A)   clinical
B)   experimental
C)   economic/applied
D)   industrial/organizational

Question 20

Marilyn is the director of human resources for a small financial services company. The CEO of the company, Phil, asks her to interview three candidates for an open position in the billing department. Phil is particularly excited about candidate A, and tells Marilyn this. Research suggests that when interviewing candidate A, Marilyn will

Accepted Answer

A)   be somewhat more outgoing and cheerful than when she interviews the other candidates.
B)   scrutinize every response more carefully in the effort to disconfirm Phil's expectations.
C)   engage in self-promotion.
D)   hold off on making any judgments about the candidate until she completes the other two interviews as well.

Exam 13: Business