BUS 335 Week 8 Quiz Strayer

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Quiz 7 Chapter 10

Student: ___________________________________________________________________________

1. Internal selection is virtually identical to external selection both in terms of the applicability of the logi
of the prediction principle, and in terms of the relevance of data about past job experiences. True Fals

2. In comparison with external selection, internal selection places greater emphasis on predictor signs than
samples. True False

3. In internal selection, managers tend to overemphasize subjective opinions about job candidates, with a
consequent increase in decisions with low validity. True False

4. Organizations typically have better data with which to make choices on internal than external
candidates. True False

5. Depth of information and relevance are the only advantages that internal selection has over external
selection. True False

6. Sometimes individuals who have excellent skills in engineering and scientific positions do not have goo
managerial skills. True False

7. In comparing internal selection with external selection, an advantage of internal selection is that
________. A. internal selection requires few procedures to locate and screen viable job
candidatesB. internal selection presents fewer dangers of incurring legal liability than external
selectionC. information about internal candidates tends to be more verifiable than information about
external candidatesD. there is less need to use multiple predictors in assessing internal candidates than
with external candidates
8. Within the context of internal selection, an accurate statement about the logic of prediction would be th
_____________. A. the logic of prediction can be applied more precisely for internal selection than for
external selectionB. the logic of prediction has identical application for internal and external
selectionC. the logic of prediction works better for external selection than for internal selectionD. thi
concept does not apply to internal selection

9. While information from internal selection can be better because multiple point of view can be combine
there are concerns that _____________. A. bribery for promotions is widespreadB. impression
management and politics can play a role in who gets promotedC. internal candidates with poor technica
skills are likely to be promotedD. instincts and intuition are not given enough weight

10. Problems with using others' "feelings" about a job applicant include _____________. A. lowered
hiring standards for some employeesB. discrimination on the basis of protected class statusC. decisio
with low validityD. all of the above

11. Talent management systems keep an ongoing organizational record of the skills, talents, and capabilit
of an organization's employees. True False

12. Organizations find that talent management systems are low cost and require little
expertise. True False

13. A virtue of peer assessments is that they rely on raters who are very knowledgeable of applicants'
KSAOs. True False

14. A different set of criteria are used to evaluate the effectiveness of internal assessment methods, since
concepts like validity and adverse impact are unimportant for internal hiring. True False

15. Where peer assessments are concerned, it would be accurate to say that _____________. A. peer
ratings rely on voting to select the most promotable applicantsB. peer assessments are used for both
internal and external applicantsC. peer rankings rely on ordering of peers being assessedD. peer
rankings rely on assessments of each applicant using scores on a continuous numerical scale
16. An important advantage of peer assessments is __________. A. lower probability of bias in the
assessmentB. greater clarity in the criteria for assessmentC. enhanced employee morale through the
fostering of a competitive spiritD. greater knowledge of the applicants' KSAOs

17. Which of the following statements about various methods of managerial sponsorship is false? A. A
coach is available to the person being assisted on and off the job.B. A coach provides day-to-day
feedback.C. A mentor becomes personally responsible for the success of the person being assisted.D
sponsor actively promotes the person being assisted for advancement opportunities.

18. Experience refers to length of service or tenure with a job, department or organization. True False

19. Seniority and experience are among the most prevalent methods of internal selection. True False

20. Seniority is a highly valid method for internal selection. True False

21. The validity of experience is higher than seniority for internal selection. True False

22. Experience is better suited to predict long-term rather than short-term potential. True False

23. Job knowledge tests hold great promise as a predictor of job performance. True False

24. One advance over the simple use of performance ratings is to review past performance records more
thoroughly, including an evaluation of various dimensions of performance that are particularly relevant to
job performance. True False

25. The argument behind the Peter Principle is that individuals who are good performers in one job will
probably be good performers in the next job up the promotion ladder. True False
26. In using performance appraisals to predict the performance of an individual being considered for
promotion from a junior to a senior level position, it would be appropriate to use the results of performanc
appraisals for a junior-level technical position to make a selection decision concerning a promotion to a
senior level managerial position. True False

27. One potential problem with promotability ratings is that they may yield results that are different from
results of performance appraisals and evaluations for pay increases. True False

28. The incremental validity of assessment centers in predicting performance is relatively

small. True False

29. A substantive assessment method often used in the selection of production workers and staff technicia
is the assessment center. True False

30. An "in-basket" exercise involves a timed exercise that requires a job candidate to respond to simulated
memoranda, reports, and other items requiring responses. True False

31. When using assessment centers to predict job performance, available research has shown an average
validity coefficient of .37, which should be considered a low level of validity. True False

32. Where assessment centers are concerned, research has shown that the inclusion of peer evaluations an
the use of psychologists as job candidate assessors rather than managers causes validity to
increase. True False

33. Assessment centers tend to generate positive reactions from participants. True False

34. If, during an interview simulation, a job candidate is required to solicit information from the interview
in order to solve a problem, this is most likely a "role play" type interview simulation. True False
35. One advantage of using review boards representing various constituencies for hiring is that it means
constituents will be less likely to voice objections once the candidate is hired. True False

36. In-basket exercises are the most commonly used exercises in assessment centers. True False

37. Assessment centers have no validity in predicting performance and promotability beyond personality
traits and cognitive ability tests. True False

38. One of the biggest limitations of assessment centers is their cost. True False

39. Personality tests are used to predict the success of employees in overseas assignments. True False

40. Which of the following is examples of substantive methods for internal selection? A. Skills
inventoriesB. Managerial sponsorshipC. Career conceptsD. Performance appraisals

41. Which of the following is true regarding performance appraisals and internal selection? A. It is illeg
for organizations to use performance appraisals as a basis for internal selection decisions.B. Performan
appraisals have no validity.C. Performance appraisals have no reliability.D. Performance appraisals a
readily available in most organizations.

42. Which of the following factors is the most relevant to the theory behind assessment
centers? A. Prediction of the individual's behavior in critical roles through assessment by multiple
methods.B. Matching applicants to KSAOs required by the job.C. Shortening the period of time need
to complete an assessment for a managerial position.D. Substituting HR assessors for line management
assessors.

43. A job candidate responding to an "in-basket exercise" would most likely be asked to
_________. A. make a simulated visit to a customer locationB. participate in an interview
simulationC. complete a written test to assess KSAOsD. draft memos to respond to letters received
44. The use of the case analysis method of assessment is most appropriate for assessing
____________. A. ability to perform a technical taskB. problem-solving abilitiesC. leadership
skillsD. social-interactive skills

45. The validity of assessment centers as a method for internal selection is approximately
___________. A. .00B. .05-.15C. .25-.35D. .50-.60

46. If the selection objective is to assess a candidate's ability to make a coherent persuasive report about t
organization's annual results before a group of top managers, the best interview simulation to make this
assessment would be a(n) ________. A. assessment centerB. in-basket exerciseC. role playD. o
presentation

47. Which of the following assessment methods does not have at least moderately high
validity? A. assessment centersB. job knowledge testsC. seniorityD. work experience

48. The type of selection methods which are used to narrow down a list of finalists to those who will rece
job offers is called _________
methods. A. discretionaryB. initialC. substantiveD. sequentialE. compensatory

49. Which of the following is true regarding seniority? A. It refers to length of service or tenure.B. It
closely related to the type of job experience.C. It is closely related to the quality of job experience.D
is a highly valid selection method.

50. Research on the use of selection and experience as internal selection methods indicates that
___________. A. seniority is a more valid method of internal selection than experienceB. seniority is
better suited to predict short-term rather than long-term potentialC. experience is less likely to be conte
valid if the past or present jobs are similar to the future jobD. experience is unlikely to remedy initial
performance difficulties of low ability employees

51. The concept which refers to the idea that individuals rise to their lowest level of incompetence is the
_______. A. Peter PrincipleB. Promotability PrincipleC. Career Concept PrincipleD. 4/5 Princi
52. Security is of even greater importance in the administration of internal selection predictors than it mig
be in the external selection process. True False

53. One step an organization can take to shatter the "glass ceiling" would be to have greater use of selectio
plans. True False

54. Which of the following is an advantage of external recruiting? A. they ensure consistency from
opening to closingB. they are useful for companies too small to have dedicated recruitersC. they are
very inexpensiveD. all of the above

55. An organization which is committed to shattering the "glass ceiling" should

___________. A. decrease its use of selection plansB. emphasize the use of traditional assessment
methodsC. pay attention to the types of KSAOs needed for advancementD. undertake programs to ra
employees' awareness of general career issues