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R&S Exams (Chapters 5-8) > RS Reviewer Chapters 5-8 > Flashcards

RS Reviewer Chapters 5-8 Flashcards

1
Q

Chapter 5
Behavioral reactions to changes in a work role
a. Handling Emergencies
b. Handling work Stress
c. Solving Problems creatively
d. Demonstrating Interpersonal adaptability

A

Adaptive Performance

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2
Q

Voluntary Behaviors that violate organizational norms

A

Counterproductive Work Behaviors

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3
Q

Behaviors relevant to achieving company goals

A

Job Performance

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4
Q

Measures of Performance

A

Criteria

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5
Q

Duties that are a part of a worker’s formal job description

A

Task Performance

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6
Q

Behaviors that are not part of a worker’s formal job description but are important for organizational effectiveness

A

Contextual Performance

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7
Q

Exhibited when individuals are working and not being observed (predicted by personality measures)

A

Typical Performance

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8
Q

Occurs when individuals are aware they are being observed and tested and or when they have been told to do their best (predicted by cognitive ability measures)

A

Maximal Performance

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9
Q

Subjective measurement system that compares the overall performance of one employee to that of others

A

Relative Rating System

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10
Q

Compares the performance of one worker with an absolute standard of performance

A

Absolute Rating System

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11
Q

Ranking in order of overall performance

A

Rank Order

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12
Q

Performance of one worker compared with every worker

A

Paired Comparison

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13
Q

Number of categories tied to performance standards

A

Forced Distribution

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14
Q

Compare employees on job performance dimensions

A

Relative Percentile Method

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15
Q

What is the major flaw of the forced distribution method?

A

Assumes normal distribution, but employees are not selected randomly. The curve should be skewed to the right to better reflect the selection process.

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16
Q

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

A

True

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17
Q

Absolute Rating system compare the performance of one worker with an absolute standard of performance

A

True`

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18
Q

Which of the following is an example of contextual behavior?

a. Extra Effort
b. Leadership
c. Supervision
d. Personal Discipline

A

A. Extra Effort

19
Q

Generation of an applicant pool for a position in order to provide the required number of qualified candidates for future selection or promotion.

A

Recruitment

20
Q

Set of potential candidates who may be interested in and who are likely to apply for a specific job.

A

Applicant Pool

21
Q

Recruitment Sources for Internal Candidates

A

Internal Job Posting
Succcession Plans
HRIS
Nominations

22
Q

Recruitment Sources for External Candidates

A

Newspapers
Employee Referrals
Direct Mail
Open House
Job Fairs
Networking
Professional Periodicals….etc

23
Q

Candidates from the opinion that they do not want to work in the organization for which they are being recruited.

A

Self-Selecting Out

24
Q

When a job candidate has the KSA’s required by the job in question

A

Person Job Fit

25
Q

When a job candidate fits the organization’s values and culture and has the contextual attributes desired by the organization

A

Person Organization Fit

26
Q

Social network recruitment may have adverse impact on members of protected groups

True or False

A

True

27
Q

Person job fit refers to when a job candidate fits the organizational values and culture and has the contextual attributes desired by the organization

A

False - Person Organization Fit

28
Q

Which of the following is a behavioral measure that can be used to evaluate recruitment efforts?

a. Committment to Org
b. Job Satisfaction
c. Sales Quota
d. Turnover Rates

A

Turnover rates

29
Q

Individuals who are predicted to perform successfully in a given position but who do not perform at the satisfactory level when placed on the job.

A

False Positives

30
Q

Individuals who are predicted to perform unsuccessfully in a given position but who would perform at satisfactory levels if hired.

A

False Negatives

31
Q

Screening seeks to find a sufficient number of qualified applicants.
T or F

A

True

32
Q

Reference checks require a job applicant’s consent for an employer to gather information about the candidate from any referees

A

True

33
Q

Which term refers to the amount of KSA’s and experience required for minimally acceptable job performance?

A

Minimum Selection Qualifications

34
Q

Attributes that an applicant brings to the employment situation (enduring, general traits on which people differ)

A

Abilities

35
Q

Refers to an individual’s degree of proficiency on a given task based on both ability and practice

A

Skill

36
Q

Can be thought of as a specific, narrow ability or Skill

A

Aptitude

37
Q

The ability to accurately perceive and appraise emotion in oneself and others, and to appropriately regulate and express emotion.

A

Emotional Intelligence

38
Q

Set of characteristics that influence or help to explain an individual’s behavior

A

Personality

39
Q

Stable, measurable characteristics that help explain way in which people vary

A

Personality Trait

40
Q

The Big Five Plus One

A

Conscientiousness
Emotional Stability
Openness to Experience
Agreeableness
Extraversion

Honesty-Humility: Differences in concern for fairness , greed avoidance and modesty

41
Q

Employers have an obligation to accommodate all workers who have a medical or physical condition

A

False

42
Q

Testing as a standalone program doesn’t provide employers with best results

A

False

43
Q

Which Big 5 Personality Trait has been found to be related to job success across most organization and occupations?

A

Conscientiousness

R&S Exams (Chapters 5-8) (1 decks)

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