Question

6. How can the similar-to-me effect result in illegal discriminatory bias?

A. When employees are rated close to average in all areas

B. When an employee is rated on all aspects of the job based on one behavior

C. When employees are rated more favorably because of race, gender, nationality, or religion

D. When an employee is compared to another employee instead of being rated on a specific performance standard

E. When a supervisor rates performance lower than it would be if compared to objective criteria

7. A manager who makes an initial favorable judgment about an employee and distort in his/her mind the employee's actual performance based on this impression is biased by a(n) ________.

A. Halo effect

B. Similar-to-me effect

C. Contrast effect

D. First-impression effect

E. Illegal discriminatory bias

8. Which of the following attempts to provide both positive and negative information about a job in an unbiased manner?

A. Board interviews

B. Stress interview

C. Group interviews

D. A realistic job preview

E. Negligent hiring

9. Attributes normally observed during the interview that include physical appearance, adaptability or assertiveness are known as ________.

A. Expectations

B. Interpersonal skills

C. Unstructured interview feedback

D. Academic record

E. Personal qualities

10. Which of the following is determined by the number of applicants who accepted the job divided by the number who were offered the job?

A. Selection rate

B. Yield rate

C. Acceptance rate

D. Turnover rate

E. Cost per hire

Answer 1

1. c. when employee are rated more favorably because of race, gender, nationality or religion is the example of similar to me effect result in illegal discriminatory bias.

2. d. first impression effect ,under this a manger who make initial favorable judgement about an employee and distort in his/her mind the employee actual performance based on this impression is baised on.

3. d. A realistic job preview is the attemp to provide both positive and nagative information about the job in an unbaised manner.

4. e. personal qualities is the attributes that normally observed during the interview that include physical apperance, adaptability and assertiveness.

5. c. Acceptance rate is used to determine the number of applicants who accepted the job divided by the number who were offered the job.