Drills 4 - I/O Psychology

Name: ____________________________________________ Date:__________________________
GENERAL INSTRUCTION: Reach each statement/question carefully. Erasure is not allowed and will be
automatically marked wrong.
Test I. Multiple Choice: Encircle the letter of the correct answer.
1. The first step in evaluating a job is to decide what factors differentiate the relative worth of jobs.
These are called _______factors.
a. job related c. Task
b. Compensable Factor d. Tenure
2. After conducting a job evaluation we find that Bob is underpaid by $2,000 and Bill is overpaid by
$2,000. We would probably:
a. give Bob a raise and lower Bill's salary
b. not do anything
c. redo the job evaluation
3. Salary surveys are used to determine:
a. internal equity c. merit
b. external equity d. comparable worth
4. Which of the following is not true of job titles?

a. Titles should describe the nature of a job
b. Job titles can affect perceptions of job status
c. Titles provide workers with identity
d. All three of these statements are true
5. Which of the following sections in a thorough job description can be used in help wanted
advertisements, internal job posting, and company brochures?
a. Job title c. Work activities
b. Brief summary d. Work context
6. Which of the following is another name for a job competency?

a. Work context c. Training requirements
b. Job factors d. KSAOs
7. A job analysis is typically conducted by:

a. job incumbents c. outside consultants
b. supervisors d. the human resource department
8. Which of the following is the most common method of conducting a job analysis?
a. Observation b. Task analysis c. Interview d. Job participation
9. Once task statements have been written, the next step is to:
a. select tests to tap KSAOs c. interview incumbents
b. determine essential KSAOs d. rate the task statements
10. Determining the worth of a job defines:
a. functional job analysis c. comparable worth
b. job evaluation d. salary surveying
11. A job evaluation concerns the worth of the _______, not the worth of the _______.
a. job / person c. performance / product
b. person / job d. product / performance
12. The _______ is the process of determining the work activities and requirements, and the _______ is the
written result.
a. job analysis / job description c. job evaluation / job description
b. job description / job analysis d. job analysis / job evaluation
13. Which of the following is true about evaluating employee performance?
a. Most performance appraisal systems are successful
b. Most organizations have specific goals for their appraisal systems
c. 360-degree feedback is best used for developmental purposes
d. All three are true
14. The statement "It's not fair to pay a poor employee the same amount of money as an excellent employee"
exemplifies the need for accurate performance appraisals in:
a. determining salary increases c. employee training and feedback
b. making promotion decisions d. training needs assessment
15. Which of the following is the most important use of performance evaluation results?
a. Employee compensation c. Employee training and feedback
b. Employee promotion d. All of these.
16. Which of the following is an area of potential use for performance appraisals?
a. Validation of employment testing c. Employee training and feedback
b. Training needs assessment d. All of these
17. Which of the following is the most common source of performance appraisal ratings?
a. Supervisor c. Subordinate
b. Peer d. Customer
18. Whereas supervisors see the _______ of an employee’s effort, peers often see the _______.
a. actual behavior / end result c. physical part / mental part
b. end result / actual behavior d. mental part / physical part
19. When would the use of subordinate ratings of a supervisor be least desirable?
a. There are only 1 or 2 subordinates c. The ratings will not affect raises
b. The ratings are anonymous d. The job is in the public sector
20. Which of the following performance appraisal approaches focus on employees' attributes such as their
dependability, assertiveness, and friendliness?
a. Competency focus c. Task focus
b. Goal focus d. Trait focus
21. According to your text, a performance appraisal instrument focuses on many areas. Which of the following
is NOT one of the areas listed in your text?
a. Traits c. Tasks
b. Competencies d. Cognition
22. Which of the following performance appraisal dimensions focuses on what an employee accomplishes?
a. Traits c. Goals
b. Behaviors d. Cognition
23. Quality of work is usually measured in terms of _______, which are defined as deviations from a standard.
a. errors c. attendance
b. relevant job behaviors d. all of these
24. An employee's attendance can be separated into several different criteria. According to your text, which of
the following is NOT a criteria used to measure attendance?
a. Absenteeism c. Tardiness
b. Resignations d. Tenure
25. Which of the following criteria is a subjective measure of performance for a waitress?
a. Number of positive comments received
b. Average amount of money spent on a meal
c. Number of days absent from work
d. A supervisor's rating of dependability

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Name: __________________ Date:

Test I. Multiple Choice: Encircle the letter of the correct answer.

4. Which of the following is not true of job titles?

6. Which of the following is another name for a job competency?

7. A job analysis is typically conducted by:

a. Observation b. Task analysis c. Interview d. Job participation

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