The purpose of each quiz is to make sure you have a thorough comprehension of theoretical aspects of the material covered. To pass a quiz you need a score of 90% or better. If you do not obtain this score, please retake the quiz until you do. The important thing is to understand the materials rather than the number of times you take the quiz.
After each question you will get some feedback, including a smile for correct answers and an X for incorrect ones, as well as a review comment. In order to retain the information, it is worthwhile reading these review comments.
Each topic has two quizzes that must be passed. Gregorio Billikopf will be the only person who will know how you did on the test (unless you are taking this course through a different university, in which case your professor will also be aware of how you did).
The review comments are mostly taken from the book (or may indicate a footnote from the book) Agricultural Labor Management: Cultivating Personnel Productivity unless otherwise notified.
Here are the honor code requirements you agree to abide to by taking this test.
As part of the honor code I agree:
1) Not to bring, nor make use, of any reference materials or notes while taking the test.
2) Not make copies of test questions nor share test contents with others.
3) Not to discuss test questions with others (except Gregorio Billikopf or my professor if this is another person).
4) Not to re-take a test until a) I have studied over the assigned materials again; or b) at least two hours have elapsed.
A good selection strategy is to say, “Give me a person with a good attitude and I do not care so much if they have experience.”
True
False
When one hires a seasonal person without the benefit of a systematic approach to employee selection (such as when time pressures require it), that does not mean that one cannot evaluate the employee’s performance afterwards, and whether the individual should remain employed.
True
False
In the selection process one should not take for granted that applicants possess particular skills, knowledge or abilities regardless of their background.
True
False
In order to avoid misunderstandings and a loss of time, when it comes to mentioning the pay level in job announcements, it is good to:
Announce the initial pay level.
Announce that pay is negotiable.
Announce that pay levels will be shared after the person is hired.
Do not mention pay at all.
In a survey among 265 workers, they were asked how they liked working in agriculture. Workers were asked to answer in a scale of 1 to 5, where a 1 meant they strongly disliked agricultural work and a 5 meant that working in agriculture was fantastic, the average score was:
2.8
3.4
4.0
4.6
During the selection process it is suggested that the manager be available to answer telephone calls of those interested in the position.
True
False
As a selection approach, a trial period has little utility as a primary selection tool, unless combined with other tools such as the interview, practical test, and so forth.
True
False
The preliminary interview can also be called _____________?
Orientation day.
Oral exam.
Practical test.
Administrative test.
Generally, agricultural employers tend to give little importance to references in the employee selection process.
True
False
Personality tests have lower validity than practical tests.
True
False
Given the same amount of time, more questions may be asked during a written test rather than an oral interview.
True
False
When medical exams are part of the selection process, they generally…
Must be strongly tied to job requirements.
They are not permitted by law.
They are permitted as long as no attempts are made to detect drug use.
Are very expensive.
When supervisors do not take the time to orient new hires, co-workers will take upon themselves the responsibility to do so.
True
False
An exam may be reliable but not valid.
True
False
A farm employer who finds, based on years of experience administering practical exams, that women do a better job of tending calves, and thus decides to only hire women and save the time and expense of carrying out further tests, would find that:
This is a case of ability based discrimination.
This is a case of disparate treatment.
This is a case of adverse impact.
There is no type of discrimination involved here.
Physical attractiveness tends to affect rater error.
True
False
In contrast to the selection process for a veterinarian to work at a large dairy, a test where hundreds of seasonal pruners are hired each year and their on-the-job performance is contrasted to their test scores, the test can be validated through a:
Criterion-oriented validity approach
Face validity approach
Content-oriented validity approach
Construct validity approach
After a systematic approach to employee selection, the employer should hire the best candidate with the idea of providing training if the test scores where low.