Question 1

Positive drug test results always lead to dismissal of the tested employee from the job.

Accepted Answer

While positive drug test results may lead to disciplinary action or termination, it ultimately depends on the company's drug policies and the specific circumstances of the situation. Some employers may offer rehabilitation programs or alternative disciplinary measures instead of immediate dismissal.

Question 2

What is psychological testing and how are psychological tests used?

Accepted Answer

The answer of What is psychological testing and how are...

Question 3

Work samples and simulations are testing procedures that require job candidates to produce behaviours related to job performance under controlled conditions that approximate those found in the job.

Accepted Answer

Work samples and simulations are designed to assess a candidate's ability to perform job-related tasks by providing them with realistic scenarios and controlled conditions. They are effective ways to evaluate a candidate's skills and competencies, as they allow the candidate to demonstrate their abilities in a way that closely resembles what they would be expected to do on the job.

Question 4

Despite the popularity of drug testing, there is no clear evidence that applicants who score positive on drug tests are less reliable or productive employees.

Accepted Answer

There is no clear evidence that drug use negatively affects job performance, so there is no guarantee that those who test positive on drug tests are less reliable or productive employees.

Question 5

Canadian employers can discriminate on the basis of medical, genetic, or physical condition if the condition poses a serious and demonstrable impediment to the conduct of the work or poses serious threats to the health and safety of people.

Accepted Answer

While discrimination on the basis of medical, genetic, or physical condition is generally prohibited in Canada, there are some exceptions. An employer may discriminate if the condition in question poses a serious and demonstrable impediment to the conduct of the work or poses serious threats to the health and safety of people. However, the employer must be able to prove that such discrimination is necessary and reasonable in the circumstances.

Question 6

A specific, narrow ability or skill that may be used to predict job performance is also called cognitive ability.

Accepted Answer

A specific, narrow ability or skill used to predict job performance is typically referred to as a "specific aptitude" or "skill," whereas "cognitive ability" generally refers to broader mental capabilities such as memory, reasoning, or problem-solving skills.

Question 7

A disability cannot be used to screen out applicants unless it can be demonstrated that the ability in question is a bona fide occupational requirement.

Accepted Answer

This is in accordance with the Americans with Disabilities Act (ADA) which prohibits discrimination against individuals with disabilities in employment. Employers must make reasonable accommodations to allow individuals with disabilities to perform essential job functions, unless it would result in undue hardship on the employer.

Question 8

Fitness testing or physical or medical examinations should be administered only after the applicant has been given an offer of employment, which is made conditional on the applicant's passing the test or exam.

Accepted Answer

It is generally recommended to wait until after an offer of employment has been made and accepted to administer any fitness testing or physical or medical examinations, as these tests can be considered discriminatory if used during the hiring process. Making the offer conditional on passing the test or exam is also a common practice to ensure that the applicant is able to perform the essential functions of the job.

Question 9

Employers have an obligation to accommodate all workers with medical or physical conditions.

Accepted Answer

Employers are required to provide reasonable accommodations for workers with medical or physical conditions, but not all accommodations may be possible if they cause undue hardship to the business.

Question 10

Physical requirements for occupational tasks usually fall into three categories: strength, endurance, and speed.

Accepted Answer

The answer of Physical requirements for occupational tasks usually fall...

Question 11

General cognitive ability is among the most powerful predictors of success in training and job performance for a variety of occupational groups.

Accepted Answer

General cognitive ability, also known as general intelligence or "g", has consistently been shown to be a strong predictor of success in various occupational groups, including professions such as medicine, law, and engineering. Numerous studies have demonstrated the association between higher cognitive ability and better job performance, faster learning, and higher salaries.

Question 12

Being very intelligent is actually a disadvantage at a low-skilled job.

Accepted Answer

Being very intelligent at a low-skilled job can lead to boredom, lack of job satisfaction, and underutilization of skills, which can be a disadvantage in such a job.

Question 13

The intent of physical fitness tests is to ensure that an applicant meets minimum standards of health to cope with the physical demands of the job.

Accepted Answer

Physical fitness tests are often used by employers to ensure that the applicant can meet the physical demands of the job, and to minimize the risk of injury or illness due to inadequate physical fitness. The tests typically measure aerobic capacity, muscular strength and endurance, flexibility, and body composition, and vary depending on the job requirements.

Question 14

Integrity tests that try to predict whether employees will steal, be absent, or otherwise take advantage of an employer don't work very well in practice because so many people lie on them or fake their answers.

Accepted Answer

Many studies have shown that integrity tests have limited effectiveness because they rely on self-reported answers, which can be easily manipulated by job applicants. Furthermore, research has shown that honest job applicants may be unjustly screened out due to their responses on these tests.

Question 15

Although people use many terms to describe personalities, there are only four basic dimensions of personality as captured by the Myers-Briggs Type Indicator (MBTI).

Accepted Answer

The Myers-Briggs Type Indicator (MBTI) identifies 16 personality types based on four dichotomies, not four dimensions.

Question 16

Situational exercises assess aptitude or proficiency in performing important job tasks by using tasks that are abstract and less realistic than those performed on the actual job.

Accepted Answer

The answer of Situational exercises assess aptitude or proficiency in...

Question 17

There is minimal evidence that cognitive ability measurements can serve as a consistent predictor in training and on the job.

Accepted Answer

There is actually substantial evidence that cognitive ability measurements, such as IQ tests, can serve as consistent predictors of job performance, especially in complex and high-level occupations.

Question 18

There is very little difference among personality inventories in terms of how well they predict an employee's performance.

Accepted Answer

Research has consistently shown that personality inventories are valid predictors of job performance and there is little difference among them in terms of predictive power.

Question 19

The Human Rights Commission will not accept being free from HIV/AIDS as a bona fide occupation requirement unless it can be proven that such a requirement is essential to the safe, efficient, and reliable performance of the essential functions of a job or is a justified requirement for receiving programs or services.

Accepted Answer

The statement accurately reflects the position of the Human Rights Commission on the matter of HIV/AIDS as an occupation requirement.

Question 20

Employers have an obligation to accommodate workers with medical or physical conditions on an individual basis.

Accepted Answer

Under laws such as the Americans with Disabilities Act (ADA), employers are required to provide reasonable accommodations to employees with medical or physical conditions. These accommodations must be determined on an individual basis and should not cause undue hardship to the employer.

Quiz 8: Selection II