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54 Cards in this Set
- Front
- Back
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For a team working on an interdependent task...
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-group goals are more effective than individual goals, a combination is group and individual goals is no more effective
-group goals=group goals AND individual goals |
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Level of organizational commitment is most predictive of:
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-turnover
**organizational commitment: LOYALTY and concern for company's welfare **commitment has minimal effects on productivity **related to higher levels of motivation and satisfaction |
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Job dissatisfaction linked to...
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turnover, absenteeism, and tardiness
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Conscientiousness...
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best predictor of job performance
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Rest Breaks
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-fourth and 8th hour of work (time of greatest fatigue)
-frequent short breaks are more effective than longer, less frequent ones -rise in daily output despite the fact employees actually spend less time on the job |
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Relationship btwn job satisfaction and mental and physical health
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there is a positive relationship between job satisfaction and mental and physical health
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Situational Leadership: Telling
(high task, low relationship) |
subordinate is low in ability and low in willingness; provides the employee with close supervision and specific instructions
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Situational Leadership: Selling
(high task, high relationship) |
low ability and high willingness
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Situational Leadership: Participating
(low task, high relationship) |
high ability and low willingness
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Situational Leadership: Delegating
(low task, low relationship) |
high ability, high willingness
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needs assessment
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beginning a training development
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Stages in group development
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forming, storming, norming, performing
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Flex Time
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greatest impact on absenteeism
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Transformational Leaders
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use framing
**defining organization's goals and activities in ways that make them more meaningful |
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Group heterogeneity and Task performance
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-preferable on disjunctive tasks
(group members must select the solution or decision offered by one of the group members) |
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Mediation
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-can offer specific recommendations but no formal power and can't impose settlement upon the parties
-INSTEAD role is to facilitate the flow of information btwn involved parties by opening the lines of communication and helps them progress towards an acceptable compromise |
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LEAST useful for eliminating rater biases
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Likert Scale
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Identical Elements
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ensures transfer of training by providing a maximized degree of similarity btwn aspects of the learning and performance environments
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Incremental Validity/Predictor
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-moderate base rate with many applicants and few job openings
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Mixed Standard Scale
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-rater is provided with behavioral examples
-indicates whether ratee's performance is equal to, worse than, or better than performance described |
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Forced Choice
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-consists of two to four alternatives
-rater selects the alternative that best or least describes the ratee |
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Social Loafing
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-likely to occur during an additive task (when all group members are doing the same thing)
-individual exerts less effort as group member that if working alone -increases as group size increases -(decrease it) each individual sticks out |
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Job Analysis
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Job Descriptions:what are u duties and responsibilities
Job specification: what skills and characteristics are necessary |
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Job Analysis vs. Job Evaluation
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ordinarily, the former precedes the latter
-JOB EVAL is worth, salary |
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Comparable Worth
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males and females should get paid same amount for doing the same job (continuously stated as being biased)
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Leniency Bias
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just like it sounds, too lenient, using the upper part of the scale
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Strictness Bias
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just like it sounds, too strict, using the lower part of the scale
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Frame of Reference Training:
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Frame of Reference for raters in order to avoid biases (you teach someone about the scales and how to rate ppl more effectively)
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Subjective Measures-->Relative (Comparitive) Measures
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paired comparison: compare each ratee with every other (think of hard to do if you have a lot of ppl working for you)
forced distribution: grading on the curve (lowest 10%, middle 40%) |
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Relative (Comparitive) Measures
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-great for avoiding biases
-but not fair, placing ppl higher or lower than actuality -prohibited for most federal jobs -raters and ratees hate it |
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Absolute Measures
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Critical Incident: have watch ppl but good, useful for feedback
Behaviorally-Anchored Rating Scale (BARS) (dimensions with behavioral anchors, again good feedback, may reduce bias, but requires a lot of time to make) |
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More Absolute measures
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Forced choice:time consuming to make and disliked by raters, using more alternatives
Graphic Rating: susceptible to rater biases, on a likert-type scale |
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3 ways to avoid rater biases
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-train the raters (FOR)
-Incorporate critical incidents/behavioral anchors -use something other than a likert-type scale |
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The 80% Rule
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-adverse impact, 4/5 rule
-hiring rate for the majority group is multiplied by 80% to determine the minimum hiring rate for minority group |
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Reliability
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-you take a test again, and again, and get same results
-repeated measures yield similar results |
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Validity
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measures what it was designed to measure (doing it's job)
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low selection ratio/moderate base rate
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-you want this
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2 reasons why adverse impact might be happening
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-differential validity: measure is valid for one group not the other
-Unfairness: when members of one group consistently obtains lower scores (but not reflected in actual performance) |
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Multiple Cutoff
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-no, don't cut it off!!!
-noncompensatory -must obtain minimal score |
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Multiple Regression
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compensatory
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ADA
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requires companies with 25 or more employees to avoid discrimination
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Tests of cognitive abilities are
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the very best predictors of job performance (correlational coefficient r=.53 to .75)
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Job Knowledge Tests
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also good predictors, similar to cognitive tests BUT specific, only good with previous experience
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Interviews
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Interviews SUCK! Poorest predictor of job performance, but they get better if you use a structured interview with all applicants in the same way or panel
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Work Samples
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sometimes are good predictors, helps reduce turnover because it gives them a realistic idea of what job will be like
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Personality Tests
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not very good in prediction, EXCEPT in the area of conscientiousness because they are successful in job performance across all jobs…BIG 5 ([exception of conscientiousness], neuroticism, openess, agreeableness, extraversion) do not have impact otherwise
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Types of Training
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Job Rotation: on the job
Vestibule-off the job (simulated work environment) |
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Learning Principles:
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• Active learning is more useful than passive learning…teach these principles to others!
• Identical Elements: it’s better to train people where they’re going to perform (i.e. it would be best to take licensing exam in the same room that you trained for it) --overlearning: learning beyond the point of mastery |
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Behavioral Modeling
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-an off the job technique
-learning is facilitated when a person observes a skilled worker perform the target behavior and is then provided with opportunities to practice the behavior |
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Kirkpatrick
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• No matter how good your training is, if it doesn’t change the bottom-line (or how much money is going to be made), then it’s not effective!
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Super
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life career rainbow
-self concept -life span (career development occurs over the life span, career maturity-->cope with developmental task as his life stage) -Life Space |
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Holland
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RIASEC
-realistic (mechanic, plumber) -investigative (biologist) -artistic -social -entepreneurial -conventional (banker) |
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WORK SCHEDULES: compressed work week and flextime
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compressed: improves satisfaction only
flextime: improve satisfaction, absenteeism, tardiness |
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Shift Work
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night shift--> bad
even worse is rotating shift-->make it move forward with the clock |
