50. this legal and ethical principle states that an employer must demonstrate that a selection test is a…

50. this legal and ethical principle states that an employer must demonstrate that a selection test is a valid predictor of job performance to avoid discrimination claims.\na. disparate treatment\nb. disparate impact\nc. bona fide occupational qualification (bfoq)\nd. equal pay for equal work\n50. the individuals psychological attachment to a company or organization is best described as:\na. employee morale\nb. employee satisfaction\nc. organizational commitment\nd. job performance\n51. the jobs that they represent tend to be higher - paying, non - entry - level positions such as executives, engineers, and computer programmers.\na. employment agencies\nb. direct mail\nc. employee referrals\nd. executive search firms\n52. “imagine that you told a client that you would be there at 10:00 a.m. it is now 10:30 and there is no way you will be finished with your current job until 11:30. you are supposed to meet with another client for lunch at noon and then be at another job at 1:15 p.m. how would you handle this situation?” this is an example of ___.\na. clarifier\nb. past - focused question\nc. future focused question\nd. organizational fit\n53. it is one of the most widely used cognitive ability tests in industry. it can be administered in a short span of 12 minutes and it can be administered in a group setting.\na. miller analogies test\nb. ravens progressive matrices\nc. basic cognitive ability test\nd. wonderlic personnel test\n54. all of the following requirements must be met in order for a selection technique to be considered an assessment center except ___.\na. the assessment center activities must be based at least on the results of a job analysis.\nb. multiple assessment techniques must be used, at least one of which must be a simulation.\nc. one trained assessor must be used.\nd. behavioral observations must be documented at the time the applicant is observed.\n55. in this type of assessment center, examples of job - related paperwork are placed in a basket, and the job applicant is asked to go through the basket and respond to the paperwork as if he were actually on the job. the applicant is then observed by a group of assessors, who score him on several dimensions, such as the quality of the decision, the manner in which the decision was carried out, and the order in which the applicant handled the paperwork.\na. role play\nb. in - basket technique\nc. simulation\nd. behavioral modeling\n56. this is a type of assessment center where the applicant sits before a switchboard to handle a distressed caller who is describing an emergency situation. the applicant must properly answer the call, calm the caller, and obtain the necessary information in as little time as possible.\na. role play\nb. in - basket technique\nc. simulation\nd. behavioral modeling\n57. this is a type of test which asks individuals to indicate whether they like or dislike items such as bargaining, repairing electrical wiring, and taking responsibility. the answers to these questions provide a profile that shows how similar a person is to people already employed in 89 occupations that have been classified into 23 basic interest scales and 6 general occupational themes.\na. strong interest inventory\nb. minnesota vocational interest inventory\nc. occupational preference inventory\nd. kuder occupational interest survey\n58. it is a method of analyzing the handwriting of the employees in which the theory behind it says that the way people write reveals their personality, which in turn should indicate work performance.\na. graphology\nb. hand analogy\nc. writing analysis technique\nd. stroke analysis

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