Case 5.3
You are a middle manager looking for a first-line
supervisor. Your selection criteria in priority order are: 1) the ability to
learn and adapt to a changing job, 2) willingness to perform the job assigned
under its current conditions, 3) strong verbal and quantitative skills. 4) Cost
of the selection process is a concern especially since you want to look at a
broad range of candidates.
Your company has about 500 employees and is a federal
contractor. There is a racial imbalance among the management team, which favors
white males. There is no evidence of discrimination, nor has there ever been a
complaint. Your hourly employees are about 50% female and 35% minority. You
have actively sought to provide access to disabled employees. Two years ago,
you had an incident in which one employee became violent and injured several
other employees. As a result, your company was held liable. You want to avoid
repeating this experience.
93. Refer to
Case 5.3. The best way to combine predictors used in the selection process
would be a:
a) statistical strategy.
b) clinical strategy.
c) multiple hurdle strategy.
d) generic strategy.
e) differentiated strategy.
94. Refer to
Case 5.3. The best selection tool for assessing your number one criterion is:
a) structured interviews.
b) psychological testing.
c) cognitive ability testing.
d) reference checking.
e) an assessment center.
95. Refer to
Case 5.3. To meet your second criterion, your best selection tool would be:
a) structured interviews.
b) psychological testing.
c) cognitive ability testing.
d) reference checking.
e) an assessment center.
96. Refer to
Case 5.3. Given the nature of your company, the most relevant piece of federal
regulation to your selection process would be:
a) the Age Discrimination in Employment Act.
b) the Civil Rights Act of 1964.
c) the ADA.
d) the Civil Rights Act of 1991.
e) Executive Order #11246.
97. Refer to Case 5.3. What
steps could you take to avoid liability for negligent hiring in the future?
a)
Institute a policy of
harassment and sexual harassment.
b)
Use structured interviewing.
c)
Administer personality tests
to screen for violent personalities.
d)
Develop clear hiring and
termination policies that include background checks.
e)
Tap employees phone conversations
to listen for threatening behavior.
Case 5.4
You are a middle manager in a prestigious paper
company. Christmas is coming which means
a considerable increase in demand for a wrapping paper that your company has
just designed. With this in view, labor
seems short for printing. There was a similar labor shortage last Christmas,
and you are planning to use data gathered at that time to determine how much
more labor you will need in printing positions this year. Your company also wants to gather a pool of
job applicants for paper designers.
There has been a lack of new ideas lately and group think is becoming
a concern.
98. Refer
toCase 5.4. There will be little time to train new workers to print the
paper. What would be a reasonable
alternative?
a)
Hiring temporary workers.
b)
Paying overtime to incumbent toy assemblers.
c)
Reducing the number of hours worked by incumbent toy
assemblers.
d)
Introducing a work sharing program.
e)
None of the above
99. Refer to
Case 5.4. What kind of forecasting technique are you using to decide upon how
many printers to hire?
a)
A qualitative technique.
b)
A multi-hurdle technique.
c)
A quantitative technique.
d)
A structured technique.
e)
A simplified technique.
100. Refer Case
5.4. In order to find new paper designers who would be able to meet your
companys needs, your best option would be to:
a) get
referrals from current employees.
b) re-hire
former employees.
c) give the
incumbent toy designers more training.
d)
recruit externally.
e)
recruit internally.
101. Refer to Case
5.4. You wish to tap into international markets to find your new paper
designers. Which would be the most
cost-effective and efficient recruiting strategy?
a) A multiple
hurdle strategy.
b) A clinical
strategy.
c) Using
Internet advertising and career sites.
d) Using
employment agencies.
e)
Initiate college recruiting.
102. Refer to Case
5.4. After several months, you have offered seven paper design jobs to
qualified candidates. Several of the
candidates live in foreign countries and do not believe that the job makes it
worth their while to move. Some are
mothers who are concerned about childcare.
In order to make the job more attractive, you:
a)
initiate a job satisfaction
program.
b)
offer English classes to
workers who choose to immigrate.
c)
offer subsidized day care for
employees.
d)
pay moving expenses for
employees (and their families) who take the job and immigrate.
e)
c and d
Case 5.3You are a middle manager looking for a first-line
supervisor. Your selection criteria in priority order are: 1) the ability to
learn and adapt to a changing job, 2) willingness to perform the job assigned
under its current conditions, 3) strong verbal and quantitative skills. 4) Cost
of the selection process is a concern especially since you want to look at a
broad range of candidates.Your company has about 500 employees and is a federal
contractor. There is a racial imbalance among the management team, which favors
white males. There is no evidence of discrimination, nor has there ever been a
complaint. Your hourly employees are about 50% female and 35% minority. You
have actively sought to provide access to disabled employees. Two years ago,
you had an incident in which one employee became violent and injured several
other employees. As a result, your company was held liable. You want to avoid
repeating this experience.93. Refer to
Case 5.3. The best way to combine predictors used in the selection process
would be a: a) statistical strategy. b) clinical strategy. c) multiple hurdle strategy. d) generic strategy. e) differentiated strategy. 94. Refer to
Case 5.3. The best selection tool for assessing your number one criterion is: a) structured interviews. b) psychological testing. c) cognitive ability testing. d) reference checking. e) an assessment center. 95. Refer to
Case 5.3. To meet your second criterion, your best selection tool would be: a) structured interviews. b) psychological testing. c) cognitive ability testing. d) reference checking. e) an assessment center. 96. Refer to
Case 5.3. Given the nature of your company, the most relevant piece of federal
regulation to your selection process would be: a) the Age Discrimination in Employment Act. b) the Civil Rights Act of 1964. c) the ADA. d) the Civil Rights Act of 1991. e) Executive Order #11246. 97. Refer to Case 5.3. What
steps could you take to avoid liability for negligent hiring in the future?a)
Institute a policy of
harassment and sexual harassment.b)
Use structured interviewing.c)
Administer personality tests
to screen for violent personalities.d)
Develop clear hiring and
termination policies that include background checks.e)
Tap employees phone conversations
to listen for threatening behavior. You are a middle manager in a prestigious paper
company. Christmas is coming which means
a considerable increase in demand for a wrapping paper that your company has
just designed. With this in view, labor
seems short for printing. There was a similar labor shortage last Christmas,
and you are planning to use data gathered at that time to determine how much
more labor you will need in printing positions this year. Your company also wants to gather a pool of
job applicants for paper designers.
There has been a lack of new ideas lately and group think is becoming
a concern.98. Refer
toCase 5.4. There will be little time to train new workers to print the
paper. What would be a reasonable
alternative? a)
Hiring temporary workers.b)
Paying overtime to incumbent toy assemblers.c)
Reducing the number of hours worked by incumbent toy
assemblers.d)
Introducing a work sharing program.e)
None of the above 99. Refer to
Case 5.4. What kind of forecasting technique are you using to decide upon how
many printers to hire?a)
A qualitative technique.b)
A multi-hurdle technique.c)
A quantitative technique.d)
A structured technique.e)
A simplified technique. 100. Refer Case
5.4. In order to find new paper designers who would be able to meet your
companys needs, your best option would be to:a) get
referrals from current employees.b) re-hire
former employees.c) give the
incumbent toy designers more training.d)
recruit externally.e)
recruit internally. 101. Refer to Case
5.4. You wish to tap into international markets to find your new paper
designers. Which would be the most
cost-effective and efficient recruiting strategy?a) A multiple
hurdle strategy.b) A clinical
strategy.c) Using
Internet advertising and career sites.d) Using
employment agencies.e)
Initiate college recruiting. 102. Refer to Case
5.4. After several months, you have offered seven paper design jobs to
qualified candidates. Several of the
candidates live in foreign countries and do not believe that the job makes it
worth their while to move. Some are
mothers who are concerned about childcare.
In order to make the job more attractive, you:a)
initiate a job satisfaction
program.b)
offer English classes to
workers who choose to immigrate.c)
offer subsidized day care for
employees.d)
pay moving expenses for
employees (and their families) who take the job and immigrate.e)
c and d
