You are given a sputum sample from a patient

A checklist is a valuable supervisory tool to use when developing an orientation program.TrueFalse3 points Question 2All of the following are conditions of conducting a successful selection interview, EXCEPT:Using the halo effect.Taking notes.Asking job-related questions.Allowing time for the applicant to ask questions.3 points Question 3Denise is traveling out-of-state to attend a three-day training session for a new software program she will be using at work. This is an example of what type of training?On-the-job trainingOff-the-job trainingMentoringCrosstraining3 points Question 4Documenting the reasons for a hiring decision is necessary to ensure that:The supervisor’s decision is based on job-related factors and is not discriminatory.The decision could be incorporated into company policy statements.All other supervisors know why you hired the person you did.Each and every applicant is informed about the reason for non-selection.3 points Question 5Over which of the following staffing decisions would the supervisor have the LEAST authority?The initial decision to hire a candidate for a job within the department.The final decision to hire or not to hire a particular candidate for a job within the department.Determining whether a job position is open in his or her department.The permanent removal of an employee due to corporate downsizing.3 points Question 6Jeff is a candidate for a position with a law firm. Although he has limited experience, the hiring manager at the law firm decides to take him on because of his superior interpersonal skills. Which interviewing pitfall should the manager be aware of?Horns effectHalo effectSubjective evaluation effectNepotism3 points Question 7The finance supervisor is in the process of creating a new job for the finance department. Who should NOT be involved in creating it?The human resources departmentThe finance supervisorOther employees in the finance departmentEmployees from a variety of departments3 points Question 8When reviewing resumes for open positions at her company, Bridget always focuses on a candidate’s work sample test scores, number of years of education, degrees, and length of service in previous positions. These are examples of which of the following criteria?Job relatedness criteriaUniform in application criteriaSubjective criteriaObjective criteria3 points Question 9Which of the following are methods of training employees?Meetings and seminars.On-the-job training.Education and training courses at educational institutions.All of the above.3 points Question 10Which of the following involves sharing information by an interviewer with a job applicant concerning the mission, values, and direction of the organization?Realistic oranizational previewRealistic job previewSubjective task assessmentSubjective cultural assessment3 points Question 11Which of the following is NOT a serious pitfall to avoid when evaluating applicants?The halo effectMaking judgments too quickly during the interviewAsking job-related questionsAsking probing personal questions and evaluating the response3 points Question 12Which of the following would NOT be a legitimate selection criteria?EducationExperienceTest scoresAge3 points Question 13While interviewing final candidates for a new position, Terrence informs the candidates about the positive as well as negative aspects of the position. He is providing a:Realistic culture assessmentRealistic task assessmentRealistic organizational previewRealistic job preview3 points Question 14A formal performance appraisal should be conducted by:The employee’s immediate supervisor.The head of the employee’s department.The director of human resources.The company CEO.3 points Question 15A peer evaluation is the evaluation of an employee’s performance by other employees of higher rank than that of the employee.TrueFalse3 points Question 16All of the following are factors typically evaluated in a performance appraisal EXCEPT:Seniority.Timeliness of input.Aptitude.Appearance.3 points Question 17During Sarah’s annual employee review, Sarah’s supervisor, colleagues, and subordinates had an opportunity to evaluate her job performance. In addition, the company reviewed customer comment cards over the last year, incorporating those associated with Sarah into the review as well. This is an example of what type of evaluation system?Peer evaluationSelf evaluationsupervisor evaluation360-degree evaluation3 points Question 18Effective supervisors should provide their employees with informal feedback on performance:daily.weekly.a few times every month.at least once a year.3 points Question 19Every time one of his workers does something exceptional, Rob records it in his employee work file. However, when one of his employees does something below average, he records this as well. The information in this file provides a factual record for assessing performance whenever it is needed. This method is referred to as the:Critical incident methodPerformance standard methodConcurrent feedback method360-degree evaluation method3 points Question 20Frequent feedback throughout the year from the supervisor to employees:Becomes less and less necessary the longer an employee has been on the job.Makes it easier for employees to ignore performance standards.Is usually considered an annoyance by most employees.Rewards good performance and fosters improvement.3 points Question 21Jerrica meets periodically with her subordinates to provide them with information, instruction, and suggestions related to their job assignments and performance. By doing this, Jerrica is engaging in:MentoringDelegatingCoachingCounseling3 points Question 22Self-evaluations:Have generally been shown to be a waste of time because employees usually rank their performance the same as their supervisors.Are usually considered more important in the appraisal process than supervisor’s evaluations.Should be close to the supervisor’s ratings if the supervisor has provided ongoing feedback.Should be based on entirely different standards than the supervisor’s evaluations.3 points Question 23Most employees want to:Improve or advance.Remain securely in their current job until retirement.Be demoted.None of the above.3 points Question 24Which of the following is a problem with appraisal forms most organizations experience?Not all raters agree on the meaning of such terms as exceptional, very good, satisfactory, fair, and unsatisfactory.Some supervisors are more severe than others.Some supervisors are overly generous or lenient.All of these answers.3 points Question 25Which of the following should NOT generally be used as a consideration when deciding whom to promote from within an organization?The employee’s potential to perform higher-level tasks.The quality of the employee’s job performance.The temporary loss of productivity that might occur in a department when an effective employee is promoted to a new job.An employee’s length of service in the department.