A checklist is a valuable supervisory tool to use

1. A checklist is a valuable supervisory tool to use when developing an orientation program.

   True

   False

3 points

Question 2

1. All of the following are conditions of conducting a successful selection interview, EXCEPT:

   		Using the halo effect.
   		Taking notes.
   		Asking job-related questions.
   		Allowing time for the applicant to ask questions.

3 points

Question 3

1. Denise is traveling out-of-state to attend a three-day training session for a new software program she will be using at work. This is an example of what type of training?

   		On-the-job training
   		Off-the-job training
   		Mentoring
   		Crosstraining

3 points

Question 4

1. Documenting the reasons for a hiring decision is necessary to ensure that:

   		The supervisor’s decision is based on job-related factors and is not discriminatory.
   		The decision could be incorporated into company policy statements.
   		All other supervisors know why you hired the person you did.
   		Each and every applicant is informed about the reason for non-selection.

3 points

Question 5

1. Over which of the following staffing decisions would the supervisor have the LEAST authority?

   		The initial decision to hire a candidate for a job within the department.
   		The final decision to hire or not to hire a particular candidate for a job within the department.
   		Determining whether a job position is open in his or her department.
   		The permanent removal of an employee due to corporate downsizing.

3 points

Question 6

1. Jeff is a candidate for a position with a law firm. Although he has limited experience, the hiring manager at the law firm decides to take him on because of his superior interpersonal skills. Which interviewing pitfall should the manager be aware of?

   		Horns effect
   		Halo effect
   		Subjective evaluation effect
   		Nepotism

3 points

Question 7

1. The finance supervisor is in the process of creating a new job for the finance department. Who should NOT be involved in creating it?

   		The human resources department
   		The finance supervisor
   		Other employees in the finance department
   		Employees from a variety of departments

3 points

Question 8

1. When reviewing resumes for open positions at her company, Bridget always focuses on a candidate’s work sample test scores, number of years of education, degrees, and length of service in previous positions. These are examples of which of the following criteria?

   		Job relatedness criteria
   		Uniform in application criteria
   		Subjective criteria
   		Objective criteria

3 points

Question 9

1. Which of the following are methods of training employees?

   		Meetings and seminars.
   		On-the-job training.
   		Education and training courses at educational institutions.
   		All of the above.

3 points

Question 10

1. Which of the following involves sharing information by an interviewer with a job applicant concerning the mission, values, and direction of the organization?

   		Realistic oranizational preview
   		Realistic job preview
   		Subjective task assessment
   		Subjective cultural assessment

3 points

Question 11

1. Which of the following is NOT a serious pitfall to avoid when evaluating applicants?

   		The halo effect
   		Making judgments too quickly during the interview
   		Asking job-related questions
   		Asking probing personal questions and evaluating the response

3 points

Question 12

1. Which of the following would NOT be a legitimate selection criteria?

   		Education
   		Experience
   		Test scores
   		Age

3 points

Question 13

1. While interviewing final candidates for a new position, Terrence informs the candidates about the positive as well as negative aspects of the position. He is providing a:

   		Realistic culture assessment
   		Realistic task assessment
   		Realistic organizational preview
   		Realistic job preview

3 points

Question 14

1. A formal performance appraisal should be conducted by:

   		The employee’s immediate supervisor.
   		The head of the employee’s department.
   		The director of human resources.
   		The company CEO.

3 points

Question 15

1. A peer evaluation is the evaluation of an employee’s performance by other employees of higher rank than that of the employee.

   True

   False

3 points

Question 16

1. All of the following are factors typically evaluated in a performance appraisal EXCEPT:

   		Seniority.
   		Timeliness of input.
   		Aptitude.
   		Appearance.

3 points

Question 17

1. During Sarah’s annual employee review, Sarah’s supervisor, colleagues, and subordinates had an opportunity to evaluate her job performance. In addition, the company reviewed customer comment cards over the last year, incorporating those associated with Sarah into the review as well. This is an example of what type of evaluation system?

   		Peer evaluation
   		Self evaluation
   		supervisor evaluation
   		360-degree evaluation

3 points

Question 18

1. Effective supervisors should provide their employees with informal feedback on performance:

   		daily.
   		weekly.
   		a few times every month.
   		at least once a year.

3 points

Question 19

1. Every time one of his workers does something exceptional, Rob records it in his employee work file. However, when one of his employees does something below average, he records this as well. The information in this file provides a factual record for assessing performance whenever it is needed. This method is referred to as the:

   		Critical incident method
   		Performance standard method
   		Concurrent feedback method
   		360-degree evaluation method

3 points

Question 20

1. Frequent feedback throughout the year from the supervisor to employees:

   		Becomes less and less necessary the longer an employee has been on the job.
   		Makes it easier for employees to ignore performance standards.
   		Is usually considered an annoyance by most employees.
   		Rewards good performance and fosters improvement.

3 points

Question 21

1. Jerrica meets periodically with her subordinates to provide them with information, instruction, and suggestions related to their job assignments and performance. By doing this, Jerrica is engaging in:

   		Mentoring
   		Delegating
   		Coaching
   		Counseling

3 points

Question 22

1. Self-evaluations:

   		Have generally been shown to be a waste of time because employees usually rank their performance the same as their supervisors.
   		Are usually considered more important in the appraisal process than supervisor’s evaluations.
   		Should be close to the supervisor’s ratings if the supervisor has provided ongoing feedback.
   		Should be based on entirely different standards than the supervisor’s evaluations.

3 points

Question 23

1. Most employees want to:

   		Improve or advance.
   		Remain securely in their current job until retirement.
   		Be demoted.
   		None of the above.

3 points

Question 24

1. Which of the following is a problem with appraisal forms most organizations experience?

   		Not all raters agree on the meaning of such terms as exceptional, very good, satisfactory, fair, and unsatisfactory.
   		Some supervisors are more severe than others.
   		Some supervisors are overly generous or lenient.
   		All of these answers.

3 points

Question 25

1. Which of the following should NOT generally be used as a consideration when deciding whom to promote from within an organization?

   		The employee’s potential to perform higher-level tasks.
   		The quality of the employee’s job performance.
   		The temporary loss of productivity that might occur in a department when an effective employee is promoted to a new job.
   		An employee’s length of service in the department.