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.

Best wishes!

Gregorio Billikopf
gebillikopf@ucdavis.edu

1. You can hire a temporary worker while you carry out a systematic employee selection process. By the time you are ready to hire a regular employee, the temporary employee has a great probability of being the best qualified for the job, since he has the advantage of having worked at the farm enterprise and knows what is expected of employees.

   1.   ?    True
   2.   ?    False

2. A detailed and expanded job description is called a:

   1.   ?    Job analysis
   2.   ?    Performance appraisal
   3.   ?    Job specification
   4.   ?    Job evaluation

3. It is suggested that within a short time after being selected, that an employee is exposed to a great variety of tasks within their job description.

   1.   ?    True
   2.   ?    False

4. The best selection approaches cannot make up for insufficient applicants.

   1.   ?    True
   2.   ?    False

5. An excellent source of potential employees is the drop in, that is, a person who comes out to the farm whether or not you have a job opening at the time. Potential applicants should be asked to:

   1.   ?    Fill out an application.
   2.   ?    Fill out a card with their name, desired job, and how they can be contacted.
   3.   ?    Receive a medical exam before they can be considered.
   4.   ?    Receive a preliminary interview before they leave.

6. During the selection process, applicants are frustrated when they are not notified regarding their application status. In those cases where applicants have a phone, it is a good practice to:

   1.   ?    Call everyone and give them the results.
   2.   ?    Not call anyone.
   3.   ?    Only call those who are being offered a job.
   4.   ?    Only send a letter to everyone.

7. Why is it so important to properly sequence the selection hurdle order (such as interview, practical test, etc.)?

   1.   ?    So that tools that take more time and expense can be left for last.
   2.   ?    So that the most difficult hurdles are presented first.
   3.   ?    So that the easiest hurdles are presented first.
   4.   ?    So that hurdles will not eliminate the candidates.

8. The principal purpose of the preliminary interview is:

   1.   ?    Eliminate candidates who are obviously not qualified.
   2.   ?    Obtain data to prepare selection hurdles.
   3.   ?    Share details about the job with applicants.
   4.   ?    Ask applicants to fill out an application blank.

9. Tests that require repetitive tasks within a time period are called:

   1.   ?    Administrative tests.
   2.   ?    Power tests.
   3.   ?    Speed tests.
   4.   ?    Practical tests.

10. During interviews, the most useful questions are those that require applicants to ask clarification questions themselves.

    1.   ?    True
    2.   ?    False

11. A good approach, during the interview, is to ask difficult questions that will make applicants squirm a bit, to see how they will handle high pressure situations.

    1.   ?    True
    2.   ?    False

12. Newly hired personnel tends to be more flexible and receptive to change and new ways of doing things. In psychological terms, this is called…

    1.   ?    Transference.
    2.   ?    Presenting problem.
    3.   ?    Unfreezing.
    4.   ?    Prisoner's dilemma paradigm
    5.   ?    Empathic listening.

13. A test can only be valid in regards to a specific use.

    1.   ?    True
    2.   ?    False

14. An exam may be valid but not reliable.

    1.   ?    True
    2.   ?    False

15. Lack of reliability in selection and on-the-job performance measures generally are based on lack of rater consistency.

    1.   ?    True
    2.   ?    False

16. Which of the following is not a true validation approach in terms of a testing instrument?

    1.   ?    Criterion-oriented validity
    2.   ?    Face validity
    3.   ?    Content-oriented validity
    4.   ?    Construct validity

17. The selection testing of a veterinarian applying to work at a large horse breeding farm would most likely be carried out through a:

    1.   ?    Criterion-oriented validity approach
    2.   ?    Face validity approach
    3.   ?    Content-oriented validity approach
    4.   ?    Construct validity approach