Discuss the three main methods that employers use to measure the personal characteristics of job candidates.
What will be an ideal response?
Employers use psychological tests, job applicant interviews, and assessment centers to measure the personal characteristics of job candidates. Employers sometimes administer intelligence tests to measure the general ability and skill level of job candidates. In addition, employers sometimes administer tests of job-relevant knowledge to confirm that a candidate has the specific knowledge required to succeed at a job. Finally, employers may administer personality tests to job candidates to measure their levels of conscientiousness, integrity, or other personality characteristics. Job applicant interviews can be either structured or unstructured. A structured interview consists of a specific set of questions, often asked in a predetermined order. An unstructured interview is more flexible; the questions tend to be open-ended and there may be informal conversation mixed in with the questioning. An assessment center is an extensive set of exercises designed to measure a job candidate's suitability for a particular job. The assessment center may require a job candidate to perform simulated tasks related to the job (e.g., the "in-basket" task). Alternatively, the assessment center may measure a job candidate's interpersonal skills by requiring the candidate to play the role of a manager who must work with others to solve a problem or discipline a problem employee.
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In Rotter's model, a behavior potential is determined in part by
A. the estimated likelihood that the behavior will lead to reinforcement. B. the strength of other behavior potentials. C. whether or not the role model was rewarded. D. the distinction between learning and performance.
Fleck and Mitroff thought that missing low-prevalence items in visual search might be due to overly fast response, and tested this by presenting visual displays with line drawings of various objects for visual search
They allowed participants to make an additional response (i.e., a correction) if they felt that their just-made response had been in error. Under these conditions: a) the effect of low-prevalence was greatly exaggerated. b) the effect of low-prevalence was greatly reduced. c) nothing changed – low prevalence targets were missed just as much as before. d) the effects of low-prevalence were greater than in Wolfe et al., which featured actual bag-screening displays.
What has been found to be the most important factor in predicting therapy outcome with client-centred therapy?
a) The therapist's behaviour b) The patient's behaviour c) The patient's perception of the therapist behaviour d) Phenomenological experiences shared by both the therapist and the patient about the how the therapy is going
In Enrique's fourth-grade class, the teacher asks the children to attend to their own breathing or to manipulate an object held behind their backs while noticing how it feels. Enrique's teacher is using ________ training to enhance children's ________.
A. elaboration; working memory B. organization; flexible shifting C. mindfulness; executive function D. transitive inference; seriation skills