Question 1 The validity of assessment centers as a method for internal selection is approximately ___________.Answer.00.05-.15.25-.35.50-.604 points Question 2 A job candidate responding to an “in-basket exercise” would most likely be asked to _________.Answer make a simulated visit to a customer location participate in an interview simulation complete a written test to assess KSAOsdraft memos to respond to letters received4 points Question 3 While information from internal selection can be better because multiple point of view can be combined, there are concerns that _____________. Answerbribery for promotions is widespread impression management and politics can play a role in who gets promotedinternal candidates with poor technical skills are likely to be promotedinstincts and intuition are not given enough weight4 points Question 4 Where peer assessments are concerned, it would be accurate to say that _____________.Answerpeer ratings rely on voting to select the most promotable applicantspeer assessments are used for both internal and external applicants per rankings rely on the ordering of peers being assessedpeer rankings rely on assessments of each applicant using scores on a continuous numerical scale4 points Question 5 Which of the following factors is the most relevant to the theory behind assessment centers?AnswerPrediction of the individual’s behavior in critical roles through assessment by multiple methods. Matching applicants to KSAOs required by the job.Shortening the period of time needed to complete an assessment for a managerial position.

Substituting HR assessors for line management assessors.4 points Question 6 If the selection objective is to assess a candidate’s ability to make a coherent persuasive report about the organization’s annual results before a group of top managers, the best interview simulation to make this assessment would be a(n) ________.Answerassessment centerin-basket exerciserole playoral presentation4 points Question 7 An organization which is committed to shattering the “glass ceiling” should ___________.Answerdecrease its use of selection plansemphasize the use of traditional assessment methodspay attention to the types of KSAOs needed for advancementundertake programs to raise employees’ awareness of general career issues4 points Question 8 The concept which refers to the idea that individuals rise to their lowest level of incompetence is the _______.AnswerPeter PrinciplePromotability PrincipleCareer Concept Principle4/5 Principle4 points Question 9 An important advantage of peer assessments is __________.Answerlower probability of bias in the assessmentgreater clarity in the criteria for assessmentenhanced employee morale through the fostering of a competitive spiritgreater knowledge of the applicants’ KSAOs4 points Question 10 Which of the following statements about various methods of managerial sponsorship is false?AnswerA coach is available to the person being assisted on and off the job.A coach provides day-to-day feedback.A mentor becomes personally responsible for the success of the person being assisted.A sponsor actively promotes the person being assisted for advancement opportunities.4 points Question 11 The type of selection methods which are used to narrow down a list of finalists to those who will receive job offers is called _________ methods.Answerdiscretionaryinitialsubstantivesequentialcompensatory4 points Question 12 Within the context of internal selection, an accurate statement about the logic of prediction would be that _____________.Answerthe logic of prediction can be applied more precisely for internal selection than for external selectionthe logic of prediction has identical application for internal and external selectionthe logic of prediction works better for external selection than for internal selectionthis concept does not apply to internal selection4 points Question 13 Research on the use of selection and experience as internal selection methods indicates that ___________.Answerseniority is a more valid method of internal selection than experienceseniority is better suited to predict short-term rather than long-term potentialexperience is less likely to be content valid if the past or present jobs are similar to the future jobexperience is unlikely to remedy initial performance difficulties of low ability employees4 points Question 14 Which of the following is true regarding seniority?AnswerIt refers to length of service or tenure.It is closely related to the type of job experience.It is closely related to the quality of job experience.It is a highly valid selection method.4 points Question 15 Which of the following assessment methods does not have at least moderately high validity?Answerassessment centersjob knowledge testssenioritywork experience4 points 4 points 4 points 4 points 4 points 4 points 4 points 4 points 4 points 4 points 4 points 4 points 4 points 4 points