Maggie loves routine, repetitive tasks and is very risk averse. She loves working as a cashier.

Firms in the retail industry like Kronos have an incentive to find strong candidates for all of the following reasons EXCEPT

a. replacing an employee is costly.

b. high turnover endangers customer service.

c. happy workers are productive workers.

d. replacing employees is a time-consuming process.

(c) Medium/Comprehension

104. Which of the following statements about applicant-matching software is true?

a. The software indicates that the best profile for salespeople includes personality traits like extraversion and sociability.

b. Faking answers on the software program is fairly easy so the candidates must be closely monitored as they respond to questions.

c. The software makes inquiries as to applicants’ backgrounds and salary histories.

d. Companies using the software report increases in turnover rates, but substantially higher performance in the workplace.

(c) Difficult/Analysis

FILL IN THE BLANK

109. Matching candidates to jobs is a key way of ensuring ________ performance and ____________ turnover in the workplace.

(high, low)

110. Experts suggest that ____________ answers to questions in applicant-matching software is difficult because the candidate can not predict the desired profile.

(faking)

111. The __________ perspective suggests behavior is a function of the person and the situation interacting with each other.

(interactionist)

112. When hiring individuals, companies are interested in two types of fit: __________________ and __________________.

(person/job, person/organization)

113. Maggie loves routine, repetitive tasks and is very risk averse. She loves working as a cashier. This is an example of person/_________ fit.

(job)

114. Mark is interviewing with a Wall Street firm. He notes that employees dress in business suits on a daily basis and address each other by Ms. and Mr. He decides that the firm’s culture is too conservative for him. Mark is concerned about person/_______________ fit.

(organization)

115. Important __________ affect the decisions people make, how they perceive their environment and their behavior.

(values)

116. ________ are stable life goals that people have, reflecting what is most important to them.

(Values)

117. Broad mindedness, obedience, forgiveness and imagination are examples of _________ values.

(instrumental)

118. End states that people desire in life such as a prosperous life are examples of ___________ values.

(terminal)

119. ___________ suggests that values are arranged in hierarchical order.

(Rokeach)

120. ______________ is defined as relatively stable feelings, thoughts, and behavioral patterns a person has.

(Personality)

121. A person who is very curious, original, creative and very adaptable to change is high in ________________.

(openness)

122. ______________ is the one personality trait that uniformly predicts how high a person’s performance will be across a variety of jobs.

(Conscientiousness)

123. People with high __________ are often effective sales representatives.

(extraversion)

124. Individuals high in ____________ are often effective managers and tend to demonstrate inspirational leadership behaviors.

(extraversion)

125. Individuals high in ___________ are nice, tolerant, kind and warm people who get along well with others and are valuable additions to any team.

(agreeableness)

126. A person who is high in ____________ are anxious, irritable, aggressive, temperamental, and moody.

(neuroticism)

127. The __________________ is an instrument that groups individuals by type, not trait, and is useful for team-building and training purposes.

(Myers-Briggs Type Indicator)

128. Stanley always sees “the glass as half empty.” Stanley is a ___________ person.

(negative affective)