quizzes Flashcards
T/F:
Compared to other hiring practices, a well designed personality test is good at predicting whether someone will be a strong performer in their job
False
“Compared to other hiring selection practices, personality assessments are among the least effective in predicting job performance”
T/F:
Research shows that faking has a major impact on the use of personality testing for hiring
False
One criticism of self-report personality assessments is that job applicants will provide responses that they think the employer wants. In other words, applicants can fake the answers. But research shows they usually don’t—and even when they do, it doesn’t affect the ranking of the top applicants in a significant way, Ones says.
T/F:
In selecting a personality assessment, one common mistake employers make is failing to focus on what they are trying to achieve. Some choose an assessment based on what other organizations are using rather than on their own company’s goals
True
T/F:
Employers can be held liable if the personality tests they use inadvertently discriminate against protected groups
True
Employers also can be held liable if the tests they use inadvertently exclude groups protected under Title VII of the Civil Rights Act of 1964.
Which of the following personality tests would be best to use in the hiring process:
- Five Factor Model
- Meyers Briggs Type Indicator
Five Factor Model
One of the best-known personality assessments, the Myers-Briggs Type Indicator, isn’t intended to be used in the hiring process at all, according to the publisher of the test.
T/F:
One method of shifting decision makers from System 1 thinking to System 2 thinking involves taking an outsider’s perspective.
True
T/F:
System 2 thinking always leads to superior decision making when compared to System 1 thinking.
False
T/F:
System 2 refers to our intuitive system, which is typically fast, automatic, effortless, implicit, and emotional.
False
T/F:
One strategy to overcome biases involves changing the environment so that System 1 thinking provides better results, rather than trying to change from System 1 to System 2.
True
T/F:
“Consider the Opposite” should not be used to promote System 2 thinking as it can often lead to biases such as: overconfidence, the hindsight bias, and anchoring.
False
T/F:
The three core aspects of work that you may change through job crafting are tasks, relationships, and the environment.
False
Tasks, relationships, and perceptions
T/F:
Dr Thompson suggests that when you find your calling, work will be bliss.
False
T/F:
Job crafting involves visualizing your job, mapping its elements, and reorganizing them to better suit you.
True
T/F:
Richard St. John suggests that you should spend at least 80% of the time doing things you love about your job, and 20% of the time doing thinks you dislike about your job, or you might be in the wrong job.
True
T/F:
For 81% of 18-25 year olds, their #1 life goal is to recreate as much as possible.
False
T/F:
The principles of persuasion are best applied in isolation so that others don’t begin to mistrust your motives.
False
T/F:
The 6 principles of persuasion are: liking, reciprocity, social proof, consistency, authority, and scarcity.
True
T/F:
The principle of consistency suggests that people have consistent preferences that shape their choices.
False
T/F:
The principle of social proof stipulates that influence is often best exerted vertically rather than horizontally.
False
T/F:
The principle of authority suggests that people often defer to experts when looking for answers.
True
T/F:
You should start a negotiation off with the most important issue and then work your way sequentially to less important issues.
False
T/F:
Unrealistic demands should usually be ignored in a negotiation.
False
T/F:
After being rejected, an investigative negotiator should immediately ask, “What would it have taken for us to reach agreement?”
True
T/F:
You should rarely cooperate with competitors because they will likely take advantage of you
False
