Question 1

Although people use many terms to describe different 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 (Introversion/Extraversion, Sensing/Intuition, Thinking/Feeling, Judging/Perceiving), not just four basic dimensions of personality.

Question 2

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 3

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

This is in accordance with the Canadian Human Rights Act, which states that employers may discriminate on the basis of medical, genetic, or physical condition if it can be demonstrated that the condition would have a serious impact on the ability to perform the job or pose a serious risk to the health and safety of others. However, employers cannot discriminate based on these factors if there are reasonable accommodations that can be made to allow the employee to perform the job.

Question 4

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 5

What is psychological testing, and how are psychological tests used?

Accepted Answer

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Question 6

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

Accepted Answer

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Question 7

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

Accepted Answer

Different personality inventories vary significantly in their predictive validity for job performance. Some, like those measuring conscientiousness, have been found to be more consistently predictive across various job types compared to others. The effectiveness of a personality inventory in predicting job performance can depend on how well the traits assessed align with the specific requirements of the job in question.

Question 8

The only tests with any value in terms of hiring decisions are those that meet accepted professional standards for their development and use. Describe these testing standards.

Accepted Answer

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Question 9

Being very intelligent can be a disadvantage for an employee working at a low-skilled job.

Accepted Answer

Being very intelligent can mean that the employee may quickly become bored or disengaged in a low-skilled job, leading to decreased motivation and job performance. Additionally, they may feel unfulfilled and seek out more challenging work, leading to higher turnover.

Question 10

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

Accepted Answer

This statement is true. Research has shown that general cognitive ability, often measured using IQ tests, is a strong predictor of success in various jobs and training programs. It is a better predictor than other factors such as personality, education, and experience.

Question 11

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

Accepted Answer

Positive drug test results do not always lead to dismissal. It depends on the employer's drug-free workplace policy and any applicable state and federal laws. Some employers may offer rehabilitation or counseling programs instead of termination, while others may have a zero-tolerance policy that requires immediate dismissal.

Question 12

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

This statement aligns with the principles of the Human Rights Commission, which states that employment discrimination based on HIV status is prohibited 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.

Question 13

Employers have an obligation to accommodate all workers who have a medical or physical condition.

Accepted Answer

Employers are required to make reasonable accommodations for workers with medical or physical conditions, but there are limits. If an accommodation would cause undue hardship to the business, the employer may not be required to make that accommodation.

Question 14

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 job-relevant skills or abilities by giving them an opportunity to demonstrate or simulate job-relevant behaviors or tasks under controlled conditions.

Question 15

What is the goal of employment testing?

Accepted Answer

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Question 16

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

Multiple studies have shown that drug testing does not necessarily improve productivity or decrease turnover rates, and there is no clear correlation between drug use and job performance. Therefore, there is no clear evidence that applicants who test positive for drugs are less reliable or productive employees than those who test negative.

Question 17

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

Integrity tests have been found to be moderately effective in predicting counterproductive work behaviors such as theft, absenteeism, and disciplinary problems. While some individuals may attempt to fake their answers, research indicates that these tests are still useful in identifying potential risks among job applicants.

Question 18

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

Fitness testing or physical or medical examinations should not be used as a basis for screening out job applicants prior to giving an offer of employment. These tests should only be administered after an offer has been made and should be made conditional on the applicant passing the test or exam. This helps to ensure that the tests are being used for the purpose of assessing the applicant's ability to perform the essential job functions, rather than as a discriminatory tool for excluding certain individuals from consideration.

Question 19

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 designed to assess an applicant's physical abilities to ensure they can safely and effectively perform the duties required for the job. Meeting minimum standards of health is important in order to prevent injury or illness on the job.

Question 20

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

Accepted Answer

According to the Americans with Disabilities Act (ADA), employers are required to make reasonable accommodations for employees with medical or physical conditions to assist them in performing their job duties, provided that doing so would not cause undue hardship to the employer. This obligation exists on an individual basis and may involve modifications to the work environment or schedule, job restructuring, or equipment/devices to aid in performing job tasks.

Quiz 8: Selection II: Testing and Other Assessments