Deck 8: Selection II

Question 1

Which term defines knowledge that is derived from experience when learning is not the primary objective?

A) job knowledge
B) explicit knowledge
C) implicit knowledge
D) tacit knowledge

Answer 1

D

Question 2

Which term refers to intelligence, general mental ability, or intellectual ability?

A) job knowledge
B) cognitive ability
C) general knowledge
D) skill and aptitude

Answer 2

B

Question 3

What did Outtz suggest to use in order to avoid the adverse impact of cognitive ability tests?

A) common sense
B) structured interviews
C) aptitude tests
D) field investigation

Answer 3

B

Question 4

What is psychological testing NOT used for?

A) to hire applicants
B) to classify applicants selected into the most appropriate positions
C) to assist in screening applicants
D) to identify applicant needs for training

Question 5

Which concept is referred to as enduring, general traits, or characteristics on which people differ and that they bring to a work situation?

A) aptitudes
B) attributes
C) abilities
D) attitudes

Question 6

Which of the following is NOT considered to be a cognitive ability?

A) reasoning
B) finger dexterity
C) problem solving
D) numerical ability

Question 7

If you are seeking an individual with quick finger dexterity for a keyboard operator position, what can dexterity be classified as?

A) an aptitude
B) an attribute
C) a skill
D) an ability

Question 8

Which of the following refers to a set of abilities that include self-control, zeal and persistence, and the ability to motivate oneself?

A) emotional intelligence
B) practical intelligence
C) organizational citizenship
D) personality

Question 9

Which of the following is NOT a psychological test used to select employees?

A) an emotional intelligence test
B) a cognitive ability test
C) a psychomotor test
D) a genetic test

Question 10

If a manager requires an applicant to have the ability to get things done without the help of others, what test would measure this?

A) a general cognitive ability test
B) a practical intelligence test
C) a multiple aptitude test
D) a tacit knowledge test

Question 11

Which psychological test administered by the Southeastern Connecticut Law Enforcement Consortium for police force applicants rejected numerous high-scoring applicants?

A) Otis-Lennon Mental Ability Test
B) Wechsler Adult Intelligence Scale
C) Wonderlic Personnel Test
D) California Cognitive Inventory

Question 12

What is the term for an enduring, general trait, or characteristic on which people differ and that they bring to a work situation?

A) skill
B) personality
C) ability
D) attributes

Question 13

Which test has good predictive validity for measuring motor coordination in many industrial jobs?

A) a general aptitude test
B) a physical ability test
C) a psychomotor ability test
D) a general ability test

Question 14

Which of the following does NOT need to be met to be accepted as a professional testing standard?

A) Tests must be reliable and valid.
B) Tests must be fair and unbiased.
C) Tests must have utility.
D) Tests must be cost effective.

Question 15

According to researchers Sackett, Borneman, and Connelly, which of the following was NOT one of their conclusions?

A) Coaching is a major determinant of test performance.
B) Test-taking motivation is not a major determinant of test performance in most high-stakes settings.
C) The validity of these tests is not an artifact of socioeconomic status.
D) Ability tests are valid for their intended uses in predicting a wide variety of aspects of short-term and long-term academic and job performance.

Question 16

Which concept is referred to as an individual's degree of proficiency or competency on a given task that develops through performing the task?

A) performance
B) skill
C) proficiency
D) aptitude

Question 17

According to the textbook, which of the following is NOT considered a cognitive ability test?

A) California Cognitive Inventory
B) Wonderlic Personnel Test
C) Otis-Lennon Mental Ability Test
D) Wechsler Adult Intelligence Scale

Question 18

Which of the following is NOT considered an aptitude test?

A) Differential Aptitude Test (DAT)
B) General Aptitude Test Battery (GATB)
C) Multidimensional Aptitude Battery-II
D) Inwald Aptitude Test (IAT)

Question 19

What is the term for an individual's degree of proficiency or competency on a given task that develops through performing the task?

A) knowledge
B) abilities
C) attributes
D) skills

Question 20

According to the textbook, which of the following is an example of psychomotor abilities?

A) arm-hand steadiness
B) multilimb coordination
C) oral ability
D) manual dexterity

Question 21

Theft is costing Canadian grocery stores millions of dollars a day. Many have implemented a controversial inexpensive test to screen out potential thieves that has had a negative impact on public relations and has left applicants feeling that their privacy has been invaded. What type of test are the grocery stores using?

A) an integrity test
B) a polygraph test
C) a graphology test
D) a personality test

Question 22

Which "Big Five" personality trait has been found to be related to job success across most organizations and occupations?

A) extroversion
B) conscientiousness
C) openness to experience
D) agreeableness

Question 23

A school teacher has HIV/AIDS and the parents of many of the children have asked that their children be transferred to another teacher or school. The school board has told the teacher that he must transfer to a position where he is not in contact with children. What legally protected ground may be violated in this situation?

A) There is no discrimination because there is a safety concern for employees and students.
B) There is no discrimination because the teacher would not be able to do his job.
C) This is a violation of human rights legislation, based on physical disability.
D) This is a violation of human rights legislation, based on sex.

Question 24

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
Refer to Scenario 8-1. Which of the following legal and ethical best practices are NOT permissible in dealing with substance abuse in the workplace?

A) drug and alcohol policies
B) training and education for managers and employees
C) confidential channels to access assistance
D) drug and alcohol testing

Question 25

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
Refer to Scenario 8-1. There are many actions the HRM can take. What would be an important step in dealing with this situation?

A) establish policies and procedures to support whistle blowers
B) adopt discrimination prevention policies and practices
C) ensure valid and reliable drug and alcohol testing
D) educate management on drug and alcohol testing procedures

Question 26

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
Refer to Scenario 8-1. If employers can establish a bona fide occupational requirement, which of the following CANNOT be administered?

A) random alcohol testing of employees in safety-sensitive jobs
B) drug or alcohol testing for reasonable cause or post-accident discovery
C) periodic or random testing following disclosure of a current or past drug or alcohol dependency or abuse problem
D) pre-employment and random drug testing

Question 27

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
Refer to Scenario 8-1. As the HRM, what are the three types of legislation that require clear policies in dealing with substance abuse and selection?

A) health and safety, human rights, and privacy legislation
B) human rights, employment equity, and labour legislation
C) constitutional, criminal, and civil legislation
D) privacy, labour, and employment standards legislation

Question 28

What are physical fitness and medical examinations designed to do?

A) screen out unhealthy or unfit employees who pose a liability to the employer
B) reduce lost productivity, replacement costs, and legal damages from fellow workers and customers who have been injured through a worker's actions
C) ensure that an applicant meets minimum standards of health to cope with the physical demands of the job
D) determine how the physical fitness and medical status of an applicant relates to the job analysis.

Question 29

Which defines near and far vision, speech recognition, and colour discrimination?

A) cognitive abilities
B) psychomotor abilities
C) physical abilities
D) sensory or perceptual abilities

Question 30

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
Refer to Scenario 8-1. What legal protected ground would mandatory employee drug testing be violating in this situation?

A) health and safety
B) mental and physical disability
C) there is no violation
D) workplace substance abuse

Question 31

What type of test would you use to assess for motor coordination of firefighter applicants?

A) psychomotor ability test
B) skill test
C) physical abilities test
D) sensory and perceptual test

Question 32

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
Refer to Scenario 8-1. What jurisdiction do the ferries fall under?

A) national
B) provincial
C) municipal
D) international

Question 33

Human rights legislation has accepted only three narrow grounds to justify treating employees or job applicants with HIV/AIDS differently from other employees. Which of the following is NOT one of the grounds?

A) The individual carries out invasive procedures such as surgery.
B) The individual is required to travel to countries where HIV/AIDS carriers are denied entry.
C) A sudden deterioration of the brain or central nervous system would compromise public safety.
D) The individual works in a hospital or health-care clinic.

Question 34

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
Refer to Scenario 8-1. According to the Canadian Human Rights Act, which of the following does NOT prohibit discrimination?

A) physical or mental disability
B) an employer's perception that a disability makes an individual unfit to work
C) a previous drug or alcohol problem
D) excessive drinking of alcohol

Question 35

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
Refer to Scenario 8-1. What type of drug and alcohol testing is acceptable?

A) pre-employment drug and/or alcohol testing
B) random drug testing
C) random alcohol testing of employees in non-safety-sensitive positions
D) random alcohol testing of employees in safety-sensitive positions

Question 36

SeaWave is a company that builds and repairs ocean and lake marinas and docks in Eastern Canada. The company hires deep-sea divers. What type of testing should SeaWave use to screen its applicants?

A) personality and honesty tests
B) psychomotor assessment
C) physical ability assessment
D) physical fitness test and medical examination

Question 37

What type of test would you use to assess for strength to lift construction material and balance to keep from falling off a roof for construction worker applicants?

A) psychomotor ability
B) skill and ability
C) physical and sensory/perceptual ability
D) general cognitive ability

Question 38

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
Refer to Scenario 8-1. What two types of legislation are particularly important in this situation?

A) the Employment Equity Act and the Canadian Charter of Rights and Freedoms
B) provincial human rights laws and workers compensation acts
C) the Canada Labour Code and the Canadian Human Rights Act
D) provincial human rights law and public transportation legislation

Question 39

When should a fitness test or medical exam be given to applicants?

A) after the applicant has been given an offer of employment, which is made conditional on the applicant's passing the test or exam
B) prior to the applicant being given an offer of employment
C) never; they discriminate based on mental or physical disability
D) never; employers are required to make accommodations in the workplace for people with disabilities

Question 40

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
Refer to Scenario 8-1. Which ethical issue is particularly relevant to drug testing methods?

A) privacy
B) discrimination
C) addiction
D) costs

Question 41

Scenario 8-3
Bill, who has an arthritic condition, applied for a position as a private bus driver. He met all the conditions of the selection process but was rejected by the company on the advice of the doctor who performed the mandatory medical examination.
Refer to Scenario 8-3. What legally protected ground may be violated in this situation?

A) privacy
B) mental and physical disability
C) safety
D) physical health

Question 42

According to the textbook, which concept refers to a simulation exercise designed to assess leadership, organizational, and communication skills?

A) an organization-wide simulation
B) a leaderless group discussion
C) a Markov analysis
D) a situational exercises

Question 43

The employer's goal for employment testing is to select those candidates who best possess the knowledge, skills, abilities, and other attributes that lead to successful job performance.

Question 44

Testing as a stand-alone program doesn't provide employers with the best results.

Question 45

Which of the following integrity tests has high faking potential, is available in French, but violates APA recommendations for category scoring?

A) Employee Reliability Inventory
B) Reid Report
C) Personnel Reaction Blank
D) Inwald Personality

Question 46

The common wisdom in the literature on employee selection-that cognitive ability testing is not biased against minority group members-is now being significantly challenged.

Question 47

Which of the following is NOT a guideline for balancing validity and diversity in selection?

A) Use job analysis to define carefully the nature of performance on the job.
B) Enhance applicant reactions.
C) Use well-established predictor measurement methods when feasible.
D) Decrease the cognitive loading of predictors and minimize verbal ability and reading requirements.

Question 48

Scenario 8-2
A new call centre, Quantum Inc., is hiring individuals with call centre telephone experience and skills. The minimum qualifications are a grade 12 diploma. Applicants must possess the ability to learn new skills and adapt to new situations. Turnover in the call centre industry is very high so the CEO of Quantum wants to ensure that the company's testing process ensures that Quantum hires the most qualified applicants for the positions.
Refer to Scenario 8-2. Which test method could Quantum Inc. use to test for telephone skills?

A) integrity test
B) an telephone-based interview
C) a personality test
D) an emotional intelligence test

Question 49

Most Canadian companies use tests to select employees.

Question 50

Scenario 8-3
Bill, who has an arthritic condition, applied for a position as a private bus driver. He met all the conditions of the selection process but was rejected by the company on the advice of the doctor who performed the mandatory medical examination.
Refer to Scenario 8-3. Which legislation applies in this case?

A) the Canada Labour Code
B) the Employment Equity Act
C) provincial human rights law
D) the Canadian Human Rights Act

Question 51

Psychological testing is a standardized procedure used to obtain a sample of a person's behaviour and to describe the behaviour with the aid of some measurement scale.

Question 52

Scenario 8-3
Bill, who has an arthritic condition, applied for a position as a private bus driver. He met all the conditions of the selection process but was rejected by the company on the advice of the doctor who performed the mandatory medical examination.
Refer to Scenario 8-3. Before requiring the medical exam, which of the following did the employer need to establish?

A) The absence of arthritis was a bona fide occupational requirement for a private bus driver.
B) The medical exam was valid.
C) The medical exam was reliable.
D) Physical ability was a bona fide occupational requirement for a private bus driver.

Question 53

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
Refer to Scenario 8-1. All of the following are proactive measures to address workplace drug and alcohol problems EXCEPT which one?

A) introducing an employee assistance program and/or health promotion program
B) training staff to identify a person's state of impairment
C) training supervisors to confront employees about substandard performance that may be drug or alcohol related and offer to help the employee through the Employee Assistance Program
D) discipline; if substance abuse behaviours continue, termination of the employee

Question 54

Scenario 8-2
A new call centre, Quantum Inc., is hiring individuals with call centre telephone experience and skills. The minimum qualifications are a grade 12 diploma. Applicants must possess the ability to learn new skills and adapt to new situations. Turnover in the call centre industry is very high so the CEO of Quantum wants to ensure that the company's testing process ensures that Quantum hires the most qualified applicants for the positions.
Refer to Scenario 8-2. Which test method could Quantum Inc. use to test for the ability to learn new skills and adapt to new situations?

A) a general cognitive ability test
B) a practical intelligence test
C) a multiple aptitude test
D) a tacit knowledge test

Question 55

Which term refers to testing procedures that require job candidates to produce behaviours related to job performance under controlled conditions that approximate those found on the job?

A) proficiency
B) aptitude test
C) realistic job preview
D) work sample

Question 56

Scenario 8-2
A new call centre, Quantum Inc., is hiring individuals with call centre telephone experience and skills. The minimum qualifications are a grade 12 diploma. Applicants must possess the ability to learn new skills and adapt to new situations. Turnover in the call centre industry is very high so the CEO of Quantum wants to ensure that the company's testing process ensures that Quantum hires the most qualified applicants for the positions.
Refer to Scenario 8-2. How would Quantum Inc. test for the minimum educational qualifications?

A) it would not test, but would screen for school transcripts/certificates
B) an aptitude test
C) a reference check
D) an employment interview

Question 57

Which of the following integrity tests has weak evidence of dimensionality, reliability, and validity?

A) Personnel Decisions Incorporated Employment Inventory
B) Hogan Personality Inventory-Revised
C) Stanton Survey New Edition
D) London House Personnel Selection Inventory

Question 58

The central requirement for any selection tests or assessment procedures is that they accurately assess the individual's performance or capacity to perform the essential components of the job in question safely, efficiently, and reliably.

Question 59

Scenario 8-3
Bill, who has an arthritic condition, applied for a position as a private bus driver. He met all the conditions of the selection process but was rejected by the company on the advice of the doctor who performed the mandatory medical examination.
Refer to Scenario 8-3. At which staffing stage does the HRM have to be extremely careful not to discriminate due to subjectivity and susceptibility to error?

A) screening
B) selection
C) recruitment
D) testing

Question 60

Scenario 8-3
Bill, who has an arthritic condition, applied for a position as a private bus driver. He met all the conditions of the selection process but was rejected by the company on the advice of the doctor who performed the mandatory medical examination.
Refer to Scenario 8-3. What protection does Bill have under human rights law in this situation?

A) Bill is not being discriminated against as public safety requires a high standard of driving skills.
B) Bill is protected on the grounds of physical disability.
C) Bill is protected by employment equity legislation.
D) Bill is not being discriminated against as driving requires quick response of his hands and feet.

Question 61

Positive drug test results always lead to dismissal of the tested employee from the job.

Question 62

What is psychological testing and how are psychological tests used?

Question 63

Work samples and simulations are testing procedures that require job candidates to produce behaviours related to job performance under controlled conditions that approximate those found in the job.

Question 64

Despite the popularity of drug testing, there is no clear evidence that applicants who score positive on drug tests are less reliable or productive employees.

Question 65

Canadian employers can discriminate on the basis of medical, genetic, or physical condition if the condition poses a serious and demonstrable impediment to the conduct of the work or poses serious threats to the health and safety of people.

Question 66

A specific, narrow ability or skill that may be used to predict job performance is also called cognitive ability.

Question 67

A disability cannot be used to screen out applicants unless it can be demonstrated that the ability in question is a bona fide occupational requirement.

Question 68

Fitness testing or physical or medical examinations should be administered only after the applicant has been given an offer of employment, which is made conditional on the applicant's passing the test or exam.

Question 69

Employers have an obligation to accommodate all workers with medical or physical conditions.

Question 70

Physical requirements for occupational tasks usually fall into three categories: strength, endurance, and speed.

Question 71

General cognitive ability is among the most powerful predictors of success in training and job performance for a variety of occupational groups.

Question 72

Being very intelligent is actually a disadvantage at a low-skilled job.

Question 73

The intent of physical fitness tests is to ensure that an applicant meets minimum standards of health to cope with the physical demands of the job.

Question 74

Integrity tests that try to predict whether employees will steal, be absent, or otherwise take advantage of an employer don't work very well in practice because so many people lie on them or fake their answers.

Question 75

Although people use many terms to describe personalities, there are only four basic dimensions of personality as captured by the Myers-Briggs Type Indicator (MBTI).

Question 76

Situational exercises assess aptitude or proficiency in performing important job tasks by using tasks that are abstract and less realistic than those performed on the actual job.

Question 77

There is minimal evidence that cognitive ability measurements can serve as a consistent predictor in training and on the job.

Question 78

There is very little difference among personality inventories in terms of how well they predict an employee's performance.

Question 79

The Human Rights Commission will not accept being free from HIV/AIDS as a bona fide occupation requirement unless it can be proven that such a requirement is essential to the safe, efficient, and reliable performance of the essential functions of a job or is a justified requirement for receiving programs or services.

Question 80

Employers have an obligation to accommodate workers with medical or physical conditions on an individual basis.