Question 1

Which of the following is true in terms of about what we know about assessment centers?
A)They have very mixed results - about half work and half don't.
B)They work (i.e., are valid in predicting both job performance and career movement),
C)They don't work (i.e., aren't valid in predicting both job performance and career movement) because the dimensions do not measure empirically distinct characteristics of the participants.
D)The cost of using them outweighs the benefits.

Accepted Answer

Research shows that assessment centers are valid in predicting both job performance and career movement.

Question 2

Participants' performance in Assessment Centers is composed of:
A)a General Performance factor and an Exercise factor.
B)a General Performance factor and Measurement Error.
C)an Exercise factor and Measurement Error.
D)Latent Traits and Measurement Error.

Accepted Answer

Participants' performance in Assessment Centers is typically evaluated using a General Performance factor, which refers to overall performance across all exercises, as well as specific Exercise factors that reflect performance on each individual exercise. While there may be some measurement error in the assessments, it is not the only factor that contributes to participants' performance. Latent traits are also not typically used to evaluate performance in Assessment Centers.

Question 3

Which of the following is true about the relationship between dimensions and exercises in an assessment center?
A)Each dimension is measured by one exercise.
B)Each dimension must be measured by more than one exercise.
C)Each exercise measures only one dimension.
D)One exercise is usually adequate to measure all dimensions.

Accepted Answer

Each dimension must be measured by more than one exercise. This allows for more accurate and reliable assessments of the candidate's abilities and strengths in each dimension. Having multiple exercises for a dimension also helps to control for any potential biases or errors in a single exercise.

Question 4

Which of the following is a criticism of assessment centers?
A)lack of validity
B)adverse impact
C)very expensive to develop and maintain
D)lack of acceptance by organizations

Accepted Answer

Assessment centers are criticized for being very expensive to develop and maintain due to the need for trained assessors, development of simulation exercises, and the logistics involved in conducting the assessments.

Question 5

The development of an assessment center starts with a job analysis to identify clusters of job activities that are important parts of the job of interest.These job clusters are referred to as:
A)categories
B)profiles
C)patterns
D)dimensions

Accepted Answer

In the context of assessment centers, the clusters of job activities identified through job analysis are referred to as "dimensions." These dimensions represent the key areas, skills, or attributes that are critical for successful job performance.

Question 6

You are asked to develop a performance test for a mid-level management job that is characterized by multiple,competing,and high job demands.Obviously,stress is associated with this position.What kind of performance test would you create to assess the ability of an applicant to handle this type of stress effectively?

Accepted Answer

The answer of You are asked to develop a performance...

Question 7

Summarize the validity evidence for using assessment centers in selection.Do they work as they were intended to work? Why or why not?

Accepted Answer

The answer of Summarize the validity evidence for using assessment...

Question 8

If performance tests are so sensible and efficient,shouldn't they be used in all selection situations? Why or why not?

Accepted Answer

The answer of If performance tests are so sensible and...

Question 9

Which of the following benefits has NOT been associated with manager-assessors following their assessment center experience?
A)greater proficiency in interviewing
B)greater proficiency in communicating information
C)decreased halo error in rating subordinate performance
D)changes in self-perceived ability ratings

Accepted Answer

Manager-assessors following their assessment center experience have been associated with improvements in interviewing, communication, and reducing halo error, but changes in self-perceived ability ratings have not been a noted benefit.

Question 10

What are the two most often-used performance tests in assessment centers?
A)case analysis; personal history data
B)peer assessment; measures of leadership ability
C)leaderless group discussion; in-basket
D)mental ability tests; projective tests

Accepted Answer

The two most often-used performance tests in assessment centers are leaderless group discussion and in-basket exercises. Option A and D are incorrect as personal history data and projective tests are not performance tests. Option B is incorrect as peer assessment and measures of leadership ability are not commonly used performance tests in assessment centers.

Question 11

Which of the following are considered a "low-fidelity" simulation?
A)situational interviews
B)situational judgment tests
C)hypothetical work situation
D)blueprint reading test

Accepted Answer

The answer of Which of the following are considered a...

Question 12

What is the "Crown Prince Syndrome?"
A)When assessment center information is used for making managerial decisions it creates a self-fulfilling prophecy.
B)When participants in assessment centers return to their work, jealous coworkers refer to them as "crown princes."
C)One result of participating in an assessment center is the inflated self-perception of being a "crown prince."
D)Managers who are promoted without being evaluated in an assessment center are referred to as "crown princes."

Accepted Answer

The answer of What is the "Crown Prince Syndrome?"
A)When assessment...

Question 13

The following are steps in the development of performance tests.What is the correct order of steps to produce a performance test? i.training of judges
ii.perform job analysis
iii.develop scoring procedures
iv.identification of tasks to be tested
v.develop testing procedures
A)ii, iv, v, i, iii
B)ii, iv, v, iii, i
C)ii, iv, i, iii, v
D)ii, v, i, iii, iv

Accepted Answer

The correct order of steps in the development of performance tests is to first perform job analysis to identify tasks to be tested, then develop testing procedures, followed by developing scoring procedures, training judges, and finally, implementing the test. Choice B correctly represents this order.

Question 14

Which of the following is a behavioral dimension frequently measured in assessment centers?
A)attention to detail
B)cooperation
C)decisiveness
D)reliability

Accepted Answer

The answer of Which of the following is a behavioral...

Question 15

When would it be reasonable to include personal computer skill in an assessment center?

Accepted Answer

The answer of When would it be reasonable to include...

Question 16

Which of the following is TRUE about the choice of standards for scoring a performance test?
A)Quality is more important when correctness of the task effort is secondary to time or cost to complete the task.
B)Quantity is most importantly scored for those performance tests in which amount produced within a given period of time is not within the control of the worker.
C)Learning time is a logical standard for tasks which are characterized by having a variety of novel demands placed on the job incumbent.
D)Safety is an important dimension to consider for all tasks.

Accepted Answer

The answer of Which of the following is TRUE about...

Question 17

Work sample tests have been classified as falling into two categories.What are those two categories?
A)signs, samples
B)physical, mental
C)verbal, motor
D)mechanical, problem-centered

Accepted Answer

The answer of Work sample tests have been classified as...

Quiz 13: Performance Tests and Assessment Centers for Selection

Which of the following is true in terms of about what we know about assessment centers?

Participants' performance in Assessment Centers is composed of:

Which of the following is true about the relationship between dimensions and exercises in an assessment center?

Which of the following is a criticism of assessment centers?

The development of an assessment center starts with a job analysis to identify clusters of job activities that are important parts of the job of interest.These job clusters are referred to as:

Summarize the validity evidence for using assessment centers in selection.Do they work as they were intended to work? Why or why not?

If performance tests are so sensible and efficient,shouldn't they be used in all selection situations? Why or why not?

Which of the following benefits has NOT been associated with manager-assessors following their assessment center experience?

What are the two most often-used performance tests in assessment centers?

Which of the following are considered a "low-fidelity" simulation?

What is the "Crown Prince Syndrome?"

The following are steps in the development of performance tests.What is the correct order of steps to produce a performance test? i.training of judges ii.perform job analysis iii.develop scoring procedures iv.identification of tasks to be tested v.develop testing procedures

Which of the following is a behavioral dimension frequently measured in assessment centers?

When would it be reasonable to include personal computer skill in an assessment center?

Which of the following is TRUE about the choice of standards for scoring a performance test?

Work sample tests have been classified as falling into two categories.What are those two categories?