MANA 3320 Exam 2 Questions with
Complete Solutions
Multiple-hurdle selection model - ANSWER-requires that each applicant pass a
particular selection test in order to go on to the next test (cost effective because
unqualified applicants stop taking any more tests).
Compensatory selection model - ANSWER-allows an applicant to do poorly on one
test but make up for that poor score by doing exceptionally well on other tests.
Polygraph tests - ANSWER-Employee Polygraph Protection Act (EPPA) makes it
illegal to use a polygraph, but has two primary exceptions. Armored car employees,
security personnel, alarm system installation, design, and/or maintenance.
Manufacturing, distributing, or dispensing controlled substances
GINA - ANSWER-protects people from discrimination by health insurers and
employers on the basis of their DNA information.
Drug testing - ANSWER-usually for workplace safety and productivity; must be either
"random" or "universal".
Skills tests - ANSWER-measure ability to apply a particular knowledge set.
Personality tests - ANSWER-measure psychological traits or characteristics to
determine suitability for a specific job. Big 5, Conscientiousness best for most jobs,
Emotional stability for managers, Extraversion for sales, Use validated measures
and use other tests, generally reliable.
Interest tests - ANSWER-measure intellectual curiosity and motivation in a particular
field
Cognitive ability tests - ANSWER-assess intelligence or aptitude for a particular job.
Generally valid and reliable.
Honesty/integrity tests - ANSWER-can be written or polygraph.
Physical skills tests - ANSWER-Work samples, Assessment centers, Simulations
Physical exams - ANSWER-must be directly related to essential functions of job.
Selection interviews - ANSWER-Interviews are generally the most heavily weighted
and one of the last steps. Allow candidates to learn about the job and organization.
Allow managers to assess things about a candidate that can't be obtained from other
tests, and to check the accuracy of the application/resume
, Background Interviews - ANSWER-Are needed to help prevent negligent hiring. Ex;
Credit checks. Criminal background checks. Reference checks. Web searches.
Training - ANSWER-Process of teaching employees the KSAs necessary to perform
a job. Planned effort to facilitate learning how to do your job
Employee development - ANSWER-Ongoing education to improve knowledge and
skills for present and future jobs within the firm. Focus is on the future
Visual - ANSWER-individuals prefer to have material provided in a visual format
such as graphs and charts.
Auditory - ANSWER-individuals prefer to learn information based on hearing that
information.
Tactile - ANSWER-individuals prefer to physically perform a task in order to learn.
Positive reinforcement - ANSWER-provide a reward in return for a constructive
action.
Negative reinforcement - ANSWER-the withdrawal of a harmful thing in response to
a positive action.
Punishment - ANSWER-the application of an adverse consequence or removal of a
reward, in order to decrease an unwanted behavior.
Extinction - ANSWER-the lack of response, positive or negative, in order to avoid
reinforcing an undesirable behavior.
Increasing targeted behavior - ANSWER-use positive or negative reinforcement
Decreasing targeted behavior - ANSWER-use punishment (in either of its forms) or
extinction
OTJ Training Advantages - ANSWER-o Most people learn best by doing +
explanations.
o Training can be immediately transferred to the job.
o Training occurs on the actual job site.
o The training environment is interactive, with feedback from the trainer.
o The trainer is typically highly competent in doing the job.
o The instructor can customize the training to the trainees needs
OTJ Training Disadvantages - ANSWER-o One-to-one training is expensive.
o Trainers may be bad teachers, unmotivated, or transfer their own bad habits.
o The training may be inconsistent unless standardized.
o If the equipment is expensive, it may be dangerous to have the trainee operate and
potentially harm it since they are not yet skilled operators
Complete Solutions
Multiple-hurdle selection model - ANSWER-requires that each applicant pass a
particular selection test in order to go on to the next test (cost effective because
unqualified applicants stop taking any more tests).
Compensatory selection model - ANSWER-allows an applicant to do poorly on one
test but make up for that poor score by doing exceptionally well on other tests.
Polygraph tests - ANSWER-Employee Polygraph Protection Act (EPPA) makes it
illegal to use a polygraph, but has two primary exceptions. Armored car employees,
security personnel, alarm system installation, design, and/or maintenance.
Manufacturing, distributing, or dispensing controlled substances
GINA - ANSWER-protects people from discrimination by health insurers and
employers on the basis of their DNA information.
Drug testing - ANSWER-usually for workplace safety and productivity; must be either
"random" or "universal".
Skills tests - ANSWER-measure ability to apply a particular knowledge set.
Personality tests - ANSWER-measure psychological traits or characteristics to
determine suitability for a specific job. Big 5, Conscientiousness best for most jobs,
Emotional stability for managers, Extraversion for sales, Use validated measures
and use other tests, generally reliable.
Interest tests - ANSWER-measure intellectual curiosity and motivation in a particular
field
Cognitive ability tests - ANSWER-assess intelligence or aptitude for a particular job.
Generally valid and reliable.
Honesty/integrity tests - ANSWER-can be written or polygraph.
Physical skills tests - ANSWER-Work samples, Assessment centers, Simulations
Physical exams - ANSWER-must be directly related to essential functions of job.
Selection interviews - ANSWER-Interviews are generally the most heavily weighted
and one of the last steps. Allow candidates to learn about the job and organization.
Allow managers to assess things about a candidate that can't be obtained from other
tests, and to check the accuracy of the application/resume
, Background Interviews - ANSWER-Are needed to help prevent negligent hiring. Ex;
Credit checks. Criminal background checks. Reference checks. Web searches.
Training - ANSWER-Process of teaching employees the KSAs necessary to perform
a job. Planned effort to facilitate learning how to do your job
Employee development - ANSWER-Ongoing education to improve knowledge and
skills for present and future jobs within the firm. Focus is on the future
Visual - ANSWER-individuals prefer to have material provided in a visual format
such as graphs and charts.
Auditory - ANSWER-individuals prefer to learn information based on hearing that
information.
Tactile - ANSWER-individuals prefer to physically perform a task in order to learn.
Positive reinforcement - ANSWER-provide a reward in return for a constructive
action.
Negative reinforcement - ANSWER-the withdrawal of a harmful thing in response to
a positive action.
Punishment - ANSWER-the application of an adverse consequence or removal of a
reward, in order to decrease an unwanted behavior.
Extinction - ANSWER-the lack of response, positive or negative, in order to avoid
reinforcing an undesirable behavior.
Increasing targeted behavior - ANSWER-use positive or negative reinforcement
Decreasing targeted behavior - ANSWER-use punishment (in either of its forms) or
extinction
OTJ Training Advantages - ANSWER-o Most people learn best by doing +
explanations.
o Training can be immediately transferred to the job.
o Training occurs on the actual job site.
o The training environment is interactive, with feedback from the trainer.
o The trainer is typically highly competent in doing the job.
o The instructor can customize the training to the trainees needs
OTJ Training Disadvantages - ANSWER-o One-to-one training is expensive.
o Trainers may be bad teachers, unmotivated, or transfer their own bad habits.
o The training may be inconsistent unless standardized.
o If the equipment is expensive, it may be dangerous to have the trainee operate and
potentially harm it since they are not yet skilled operators
