Management 314

Front 1

The behaviors are used for anchors in this job-related scale

Back 1

BARS

Front 2

The most popular rating scale and it is attributes based

Back 2

graphic rating scale

Front 3

Forced Distribution is an example of what type of scale

Back 3

comparative

Front 4

An appraisal method which is results-oriented and goals are set

Back 4

Management by Objectives

Front 5

The scale is said to be _____ if important criteria are not included

Back 5

deficient

Front 6

They are like intelligence tests and have good validity

Back 6

cognitive ability tests

Front 7

This technique can result in little or no information because of fear of defamation

Back 7

reference checks

Front 8

Very valid and costly but there is a very close correspondence between this selection technique and the job

Back 8

work sample or job simulation

Front 9

They are almost always positive so how can they be very valid

Back 9

letters of recommendation

Front 10

Which one of the big five traits – conscientiousness, agreeableness, or extroversion - is linked to excelling at work

Back 10

conscientiousness

Front 11

One rating generalizes to all other dimensions

Back 11

halo

Front 12

Has a large effect on the interview because it happens early

Back 12

first impression

Front 13

This is probably the most popular and has caused some companies to change their appraisal format

Back 13

leniency

Front 14

Supervisors typically rate too much in the middle of the scale – 3s

Back 14

central tendency

Front 15

who goes ahead of you affects the rating

Back 15

contrast

Front 16

You are essentially forced to quit because the organization is making your work life intolerable – we saw this in "Office Space"

Back 16

constructive discharge

Front 17

Refuses to do an illegal act

Back 17

violation of public policy

Front 18

What they say in interviews and in employee handbooks are used in wrongful discharge lawsuits charging a broken ______ contract

Back 18

implied

Front 19

In the discipline process, this rule indicates a warning and the punishment is consistent and immediate

Back 19

hot stove

Front 20

Regarding the principles of justice, it is the outcome that is important for perceptions of fairness

Back 20

distributive

Front 21

To help in analyzing information and solving problems this technique is used in many universities

Back 21

case

Front 22

After we get trained we want to make sure that there was _____ to the workplace

Back 22

transfer

Front 23

This is one of the three parts of the needs assessment where you need to prioritize based on the organization’s goals

Back 23

organizational analysis

Front 24

Regarding the principles of training, this should be done over several sessions when learning skills and should be done over and over again

Back 24

practice

Front 25

You observe, practice, get feedback for this technique which hopefully changes behavior

Back 25

behavior modeling

Front 26

Much more important than positive information

Back 26

negative

Front 27

These are structured but not behavioral

Back 27

situational

Front 28

Several members seek to interview each applicant at the same time

Back 28

panel interview

Front 29

Structured interviews typically use these to assess the candidate

Back 29

scoring key

Front 30

This type of fit is typically found through interviews

Back 30

person-organization fit

Front 31

They are not mediators and make a binding decision

Back 31

arbitrators

Front 32

This type of training begins when you first arrive

Back 32

orientation

Front 33

Another name for an honesty test

Back 33

integrity test

Front 34

A group of selection methods and exercises typically used to rate management potential and to promote managers

Back 34

assessment center

Front 35

One of the Big Five and they are not sociable or talkative

Back 35

introvert

Front 36

In giving effective feedback in an appraisal interview you want to minimize this

Back 36

criticism

Front 37

This appraisal method involves behaviors and they are rated on their frequency

Back 37

BOS

Front 38

This group should have their ratings confidential as they are giving feedback on those higher up

Back 38

subordinates

Front 39

You are more likely to see this form of feedback in restaurants and hotels

Back 39

customer

Front 40

One of the key purposes of performance evaluation but it is not administrative or developmental

Back 40

strategic

Front 41

This is typically part of the alternative dispute resolution process and involves a panel

Back 41

peer review

Front 42

This form of justice involves the process

Back 42

procedural

Front 43

Consequences get more serious at every step

Back 43

progressive

Front 44

Receiving training off-the-job with actual or similar equipment

Back 44

simulation

Front 45

They survey this less than before and involves attitudes towards pay, your supervisor, and work itself

Back 45

satisfaction

Front 46

It is learning that is not necessarily related to the current job and is future oriented

Back 46

development

Front 47

When you compare applicant’s test scores with their future job performance scores this is considered ________ validation

Back 47

criterion-related

Front 48

Each step of the selection process is a _______ and candidates must pass each step before they go to the next ________

Back 48

hurdle

Front 49

One of the problems with drug testing is that some individuals may be inaccurately thought to be drug users

Back 49

false positives

Front 50

Employees who have emotional problems or substance abuse can be referred to this program

Back 50

employee assistance programs or EAPs

Front 51

These people are involved in predictive validation and typically are the ones that are drug tested

Back 51

applicants