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60 Cards in this Set
- Front
- Back
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a reasoning “trick” than an author might use while trying to persuade you to accept a conclusion
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fallacy
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an attack, or an insult on the person, rather than directly addressing the person’s reasons
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Ad hominem
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making the assumption that a proposed step will set off an uncontrollable chain of undesirable events when procedures exist to prevent such a chain of events
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Slippery slope
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falsely assuming that because part of a problem would remain after a solution is tried, the solution should not be adopted
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Searching for perfect solution
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a key word is used with two or more meanings in an argument such that the argument fails to make sense once the shifts in meaning are recognized
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Equivocation
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an attempt to justify a claim by appealing to sentiments that large groups of people have in common; falsely assumes that anything favored by a large group is desirable
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Appeal to popularity (ad populum)
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supporting a conclusion by citing an authority who lacks special expertise on the issue at hand
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Appeal to questionable authority
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distorting our opponent’s point of view so that it is easy to attack; thus we attack a point of view that does not truly exist
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Straw person
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assuming that b/c you have provided a name for some event or behavior that you have also adequately explained the event
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Explaining by naming
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the use of vague emotionally appealing virtue words that dispose us to approve something without closely examining the reasons
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Glittering generality
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an irrelevant topic is presented to divert attention from the original issue and help to “win” an argument by shifting attention away from the argument and to another issue
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Red herring
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beliefs about the way the world is
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Descriptive assumptions
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beliefs of how the world should be
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Prescriptive values
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an unstated belief that supports the explicit reasoning
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assumption
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unstated ideas that people see as worthwhile. They provide standards of conduct by which we measure the quality of human behavior
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Values
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an implicit preference for one value over another in a particular context
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value assumption
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unique capability that creates high value and differentiates an org. from its competition
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Core competency
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an integrated system providing info used by HR mgmt. in decision making
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Human resource management system (HRMS)
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identifies the # of protected-class members available to work in the appropriate labor markets for given jobs
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Availability analysis
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identifies the # of protected-class members employed in the org. and the types of jobs they hold
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Utilization analysis
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practice of allowing relatives to work for the same employer
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Nepotism
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discriminatory practices that have prevented women and minorities from advancing to executive-level jobs
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Glass ceiling
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sexual harassment in which employment outcomes are linked to the person granting sexual favors
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Quid pro quo
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1. Conscientiousness- achievement-oriented, organized, responsible
2. agreeableness- cooperative, tolerant, trusting 3. extroversion- sociable, talkative 4. Emotional Stability- depression, anger, worry (NOT THESE) 5. Openness to Experience- broad-minded, curious, originality |
"Big Five Personality Factors”
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looks at people’s behaviors
a.Good=external attribution (lucky) b.Bad= internal attribution (dumb) |
Fundamental Attribution Error
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a.Good= internal attribution (genius, high self-esteem)
b.Bad= external attribution (blame other things) |
Self-Serving Attribution Error
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a.Seems like info is being communicated but not really
b.Doesn’t really say anything |
Nominal Fallacy (circular reasoning fallacy)
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Tendencies:
1.re-state problem in a different form 2.they say to solve the problem by solving the problem |
d)Pseudo-solutions (politicians)
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As interviews get more unstructured they become more ___________ in nature
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subjective
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1. based on job analysis
2. structured interview 3. behavioral/situational items 4. more interviewers the better |
four things you need for a quality interview
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type of interviewing error which the candidate suffers from what occured before them
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contrast error
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tendency to inflate ratings of a specific trait thats impressive of a candidate
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halo effect
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measures just how job-related the selection tool is to what we're using
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validity
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the usefulness to a company right then- how beneficial is it?
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utility
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1. achieve cost efficiency
2. attract high-quality candidates 3. help ensure those hired stay with the company 4. helps meet discrimation laws & statutes |
Recruiting goals for an HR dept
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computerized databases, supervisor recommendations, job posting
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methods of internal job recruiting
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describes the tasks, duties & responsibilities of the job
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job description
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outlays the minimum qualifications needed to obtain the job
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job specification
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this act shifted burden of proof onto the defendant. also forced firms to adopt EEO.
allowed for compensatory damages |
Civil Rights Act of 1991
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when discrimination is said to be unintentional, we say it is...
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disparative impact
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What are BFOQ's?
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bonafide occupational qualifications allow a company to be off the hook if they can prove good purpose
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What did the 13th amendment say?
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abolish slavery
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What did the 14th amendment say?
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cannot discriminate, nor deny equal protection
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What is the ADEA?
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passed in 1967. said firms cant discriminate to ee's over 40 years old
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What did Civil Rights Act of 1964 say?
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businesses cannot discriminate
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What are the three types of discrimination?
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pattern (intentional)
disparate treatment (intentional- unequal) disparate impact (unintentional) |
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What is a characteristic of a person with a type A personality?
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they are more likely to feel rushed and multitask
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when the values of a company are important to you, you have a high.....
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organizational commitment
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this broadens the scope of a job by expanding the # of diff. tasks to be performed
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job enlargment
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this increases the depth of a job by adding responsibility for planning, organizing or evaluating the job
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job enrichment
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a systematic way of gathering & analyzing info about the content, context, and requirements of job
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job analysis
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when members of a protected class are treated differently from others
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disparate treatment
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when members of a protected class are under-represented as a result of employment decisions
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disparate impact
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the tendency humans have to assume that 2 events following each other must be connected is the ___________ fallacy
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after the fact
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T or F
the applicant pool refers to the portion of the labor force pop. that is available for selection using a particular recruiting approach |
False
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according to the text, recruiting efforts may be viewed as either continuous or _________
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intensive
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the practics of allowing relatives to work for the same employer is known as ______
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nepotism
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withholding a raise from someone who refuses to date you is an example of ________ sexual harassment
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quit pro quo
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this kind of turnover occurs when lower performing or disruptive employees leave the organization
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functional turnover
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what concept is consistent with the phrase "the ends justify the means?"
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Machiavellianism (high levels)
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