SECTION A

Answer ALL questions. Circle the correct answer (6mark)

1. The type of sample which ensures every members of the target population
has an equal chance of being picked is known as.
A.
B.
C.
D.

Stratified
Random
Volunteer
Opportunity

2. Industrial psychology is a branch of psychology that applies the principles of

psychology to the workplace. What is the application of psychological
principles that distinguish between work motivation and business?
A. Learning are used to develop training programs and incentive
plans
B. Focus on the aspect of running an organization such as marketing and
cost accounting
C. Focuses on areas as analyzing jobs, recruiting applicants and evaluating
employee performance
D. To ensure the workplace safer and more efficient in producing the task
3. Psychologist involved in this field is concerned with the issues of leadership,
job satisfaction, conflict management and organizational change. What type
of field is this?
A.
B.
C.
D.

Personnel psychology
Ergonomic psychology
Human factor psychology
Organizational psychology

4. According to Harris Sussman, diversity can be defined as

A. Workplace consists of a diverse population of people
B. By harnessing diversity it will creates a productive environment in which
everybody feel valued
C. A bridge between organizational life and the reality of peoples
life
D. Diverse group can outperform homogenous groups because they bring a
greater variety of knowledge, skills and experiences

5. Age, sex and race are all examples of

A. Visible diversity
1

B. Participants variable
C. Demand characteristics
D. Non-visible diversity
6. A disadvantage of non-participant observation is
A. Form and impression of what is said and done
B. Participants may behaving differently if they know that they are
being observed
C. Easy to conduct and they investigate the real world
D. Company do not always keep an accurate data/records

SECTION B
A) Give a definition on each of the term (4mark)
1. Infrequent observation
Type of sampling problem that affects the performance appraisal
when many supervisors or
Managers do not have the opportunity to observe a representative
sample of employee
Behavior
2. Feedback sandwich
Process where positive feedback usually will be given first, followed
by negative feedback and
Finishing with more positive feedback
3. Trait-focused dimension
Concentrate on the employee attributes as dependability, honesty,
and courtesy

4. Self-appraisal
Allowing an employee to evaluate her own behavior and
performance

B) Answer ALL questions. Write your answer in the space given (10mark)

1. Identify the KSAOs and give an example of each (5mark)

KSAOs is acronym of knowledge, skill, ability, and others that is
needed to perform the tasks
. K is stand for knowledge which is a body of information needed to
perform a task. For instance
The police officer would need to hold the gun properly and allow
such for such external
conditions as the target distance and wind conditions. S is skill
which is the proficiency to
perform a learned task (e.g: police officer accurately shooting a
gun). A is for ability as a basic
capacity for performing a wide range of different tasks, acquiring a
knowledge, or developing
a skill (e.g: police officer have the hand strength, steadiness, and
vision necessary to hold the
gun, pull the trigger, and aim properly). O is for other characteristics
include such personal
factors as personality, willingness, interests, and motivation and
such tangible factors as license,
degrees, and years of experience (e.g: to carry a gun, police officer
would need to have a
weapons certification.

2. Outline the major error when conducting performance appraisal with example
(5mark)
Distribution errors are made when a raters use only one part
of a rating scale,
e.g: on a five-point scale, a supervisor might rate all of her
employees a 4 or a 5.
Other kind of distribution error is leniency error, because
certain raters tend to rate
Every employee at the upper end of the scale regardless of the
actual performance of the
Employee, e.g: on five-point scale, the supervisor rates everyone a 4
or 5
Central tendency error, which results in supervisor rating
employee in the middle of the
Scale, e.g: five-point scale, supervisor rates everyone a 3
Strictness error when supervisors rates everyone at the low
end of the scale,
e.g: five-point scale, supervisor rates everyone a 1 or 2.
Halo errors when a rater allows either a single attributes or an
overall impression

Of an individual to affect the ratings that she makes on each

relevant job dimension, e.g:
Proximity errors occur when a rating made on one dimension
affects the rating made
On the dimension that immediately follows it on the rating scale,
e.g:
Contrast errors is the performance rating one person receives
can be influenced by the
Performance of a previously evaluated person, e.g: