Reference no: EM13523713
TRUE / FALSE Questions
1. Poor task performance is the result of insufficient ability, knowledge, skills, or motivation.
2. In progressive discipline, termination is seen as a viable early option to avoid having to work through a potentially fruitless cycle of improving a low-ability worker.
3. Employee termination is the final step in progressive discipline, and ideally it would never be necessary.
4. Discharge turnover targets groups of employees and is also known as reduction in force. (RIF).
5. Data shows dramatic decreases in organizational stock price following a downsizing, especially if the downsizing organization restructures assets during downsizing.
6. Research shows that downsizing has negative impacts on employee morale and health, workgroup creativity and communication, and workforce quality.
7. No-layoff policies cannot be implemented effectively by organizations.
8. Legal experts usually advise organizations to avoid documenting performance problems because the "paper trail" is likely to just lead to problems in court.
9. Measures are methods or techniques for describing and assessing attributes of objects that are of concern to us.
10. When developing measures, it is a good idea to give each rater some license to interpret the meaning of scores as fits the specific situation.
11. To achieve standardization the content of job application tests should be the same for all applicants.
12. Scoring keys for tests should be developed immediately after the test has been administered.
13. Most staffing measures can be best described as being on a ratio scale.
14. A rank ordering of five job candidates in terms of overall qualification for the job is an example of an ordinal scale.
15. Research shows that when an attribute is measured by both objective and subjective means, there is often relatively low agreement between scores from the two types of measures.
16. The standard deviation is a measure of the central tendency of a scale.
17. The most appropriate measure of central tendency for nominal scale data is the median.
18. Standard scores are also useful for determining how a person performed, in a relative sense, on two or more tests. This is helpful for comparing relative standing across several tests.
19. If an individual has a z-score of 2.0 on a performance test, this indicates this person's score is twice as high as the average test score.
20. A correlation coefficient ranges from 0 to +1.