MGMT 609 Week 3 Quiz

MGMT 609 Week 3 Quiz | Kogod School Of Business American University | Assignment Help 

3.4 Quiz

Question 1

The best time to check a potential hire's references is:

Select one:

 a. Early in the hiring process, because this reduces the risk of delaying hiring by putting off a minor but necessary task. 

 b. Early in the hiring process, because this will reduce confirmation bias and thereby increase the usefulness of references for hiring decisions.

 c. Late in the hiring process, so that the reference checks can be informed by lessons learned during the interviews.

 d. Late in the hiring process, in order to not inconvenience former employers or expend unnecessary time on candidates who are not selected for a job offer.

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Q 2

Question 2

Of the Big 5 personality traits, the two which best predict job performance for all jobs are:

Select one:

 a. Openness to Experience , followed by Extraversion.

 b. Emotional Stability, followed by Agreeableness

 c. Extroversion, followed by Conscientiousness .

 d. Conscientiousness, followed by emotional stability. 

Q 3

Question 3

"Fundamental attribution error" means:

Select one:

 a. The error of attributing your own behavior to external factors .

 b. The error of attributing others' behavior to internal factors.

 c. The error of attributing others' behavior to internal factors , and one's own behavior to external factors. 

 d. The error of attributing others' behavior to external factors, and one's own behavior to internal factors.

Q 4

Question 4

According to the reading " Business case for commitment to diversity", diversity within an organization can be a competitive advantage when:

Select one:

 a. its members communicate with each other often

 b. the organization advocates innovation 

 c. the organization- wide commitment is high

 d. the organ ization has a high level of demographical diversity

Q 5

Question 5

Which of the following is a big risk of using measures of cognitive ability as a hiring criterion?

Select one:

 a. May cause adverse impact for protected groups. 

 b. Intelligent people are at a higher risk of being aloof and lacking focus on job tasks.

 c. People with high cognitive ability, on average , lack flexibility more than those of average intelligence .

 d. Extremely smart people run the risk of being arrogant and uncooperative.