Reading...
Play button
Play button
Use LEFT and RIGHT arrow keys to navigate between flashcards;
Use UP and DOWN arrow keys to flip the card;
H to show hint;
A reads text to speech;
46 Cards in this Set
- Front
- Back
|
Which are used more often, subjective or objective criterion measures?
|
Subjective and they usually take the form of rating scales.
|
|
|
What is the best way to reduce rater bias?
|
Through rater training on distinguishing different levels of performance, not on avoiding bias.
|
|
|
What is Frame of Reference Training?
|
Rater training that provides a common conception of the multidimensional nature of job performance and what constitutes effective performance on each dimension.
|
|
|
What is Job Analysis?
|
Job Analysis: Method of collecting information that tells the nature of a job, skills and abilities needed for the job and the measures by which performance can be evaluated.
|
|
|
What is a Job Evaluation?
|
Job Evaluation: Conducted specifically to determine the worth of a job in relation to salaries and wages.
- this is sometimes helpful to overcome differences in pay based upon gender. |
|
|
What is a Critical Incident?
|
Another way of reducing rater biases by having them log observation of particular behaviors that are associated with successful/unsuccessful job performance
|
|
|
What are the two types of Relative (comparative) techniques or rating scales?
|
Paired Comparisons: Ratee is compared with every other ratee. It is very cumbersome
Forced Distribution: Ratee is put into a category based on a normal distribution. If the criterion is does not fall into a normal distribution, this rating scale will yield false information. |
|
|
What are the four types of Absolute measures or rating scales?
|
Critical Incidents
Forced Choice Graphic Rating Scale BARS |
|
|
What is Incremental Validity?
|
Decision making accuracy an employer will get using a predictor to make selection decisions
|
|
|
Does an employer want to see a high or low selection ratio for a particular job opening?
|
Low. That means there are many applicants for one job opening. It allows for increasing the predictor cutoff score.
|
|
|
What Base Rate is associated with the greatest incremental validity?
|
.50 on a scale of 0 to 1.0
|
|
|
What are the Taylor-Russell tables?
|
They are used to estiamtethe percent of new hires who will be successful as employees given various validity coefficients and base rates.
|
|
|
How do you use the 80% or 4/5ths rule to determine the extent of Adverse Impact?
|
Multiply the hiring rate of the majority group by 80%. The hiring rate of the minority group should be that number of higher.
|
|
|
What are the two most common causes of Adverse Impact?
|
Differential Validity: a predictor has high validity for one group, but poor for another.
Unfairness: a predictor consistently rates one group as low on a variable, but this has no impact upon their job performance. |
|
|
What is a bona fide occupational qualification?
|
A good reason to continue to use a selection procedure that does knowingly cause an adverse impact.
|
|
|
What size companies do ADA requirements apply to?
|
Companies with 25 or more employees.
|
|
|
Can a medical exam be given to an applicant before hiring?
|
Only if all applicants are given the exam and their physical status relates directly to job performance and safety.
|
|
|
Combining Predictors
What are the three types? |
Multiple Regression (is compensatory for areas of weakness)
Multiple Cutoff (is not compensatory and minimum scores apply to each predictor) Multiple Hurdles (is most cost effective) |
|
|
A General Mental Abilities Test has the highest validity coefficients. What is the average coefficient?
|
.51 for job performance
.56 for performance in training program |
|
|
Which of the Big Five personality traits has been found to be the best predictor of job performance?
|
Conscientiousness
|
|
|
What is the main problem with Interest Inventories to be used for hiring selection?
|
They are susceptible to faking and overall are less useful for evaluating job success.
|
|
|
Biodata has been shown to be an excellent predictor of job success. What is the major drawback of this assessment tool?
|
It lacks face validity and applicants do not want to fill in the information.
|
|
|
Which type of interview is the most reliable and valid?
Structured interviews with one rater Multiple rater interviews |
Structured interviews that focus on past behavior, not future or situational interview questions
|
|
|
When are Assessment Centers most often used?
|
For promotion of lower level to middle or higher level managers. This technique often uses the "in basket" test to see how people perform on actual tasks.
|
|
|
What does a training program begin with?
|
Needs Assessment or Needs Analysis
|
|
|
What are the four elements of effective training?
|
Providing Feedback
Overlearning Frequent Active Practice Promote Transfer of Training "Identical Elements" |
|
|
What is Job Rotation?
|
A method of training by having a person learn many different jobs. This is usually used for managers.
|
|
|
What is Vestibule Training?
|
Use of a physical replication of the work environment and is used when on the job training would be too costly or dangerous.
|
|
|
What are the four levels of criteria for evaluating training programs?
|
Reaction Criteria: did they like it
Learning Criteria: did they learn Behavioral Criteria: will they change how they do things when on the job Results Criteria: did it meet the goals |
|
|
Which type of training criteria is usually the most important?
|
Results criteria, but they are infrequently used because they are hard to develop.
|
|
|
What do companies usually evaluate in regard to their training evaluations?
|
Reaction of participants the most
Learning of participants is next |
|
|
What is the difference between a Formative and Summative evaluations of a training program?
|
Formative are used when developing a training program.
Summative is when the training program is complete. |
|
|
What does Holland's RIASEC refer to?
|
It refers to the need for an individual's personality and characteristics of the work to be a good fit. This is best predicted when an individual exhibits a high degree of Differentation, or one strong personality type
|
|
|
What does Krumboltz's approach emphasize?
|
Continued learning and self-development, not a stable personality/job match
|
|
|
What is Super's Life Career Rainbow?
|
People adopt different roles during his lifespan
|
|
|
What determines the extent of negative effects of downsizing?
|
The compassionate procedures used during the layoff process
|
|
|
A theorist of Career Development, Tiedeman and O'Hara consider identity development to be an aspect of what?
|
Ego Identity Development through Erickson's psychosocial stages.
|
|
|
In Frederick Taylor's theory of Scientific Management, what did he think was the best motivator for productivity?
|
Money
He developed the piece-0rte system |
|
|
What is the Hawthorne effect in relation to worker productivity?
|
The novelty of a situation increases attention.
e.g. Western Electric Company study |
|
|
What do Theory X manager's believe?
|
That workers dislike work and avoid it whenever possible.
|
|
|
What do Theory Y manager's believe?
|
That workers are capable of self-control and self-direction
|
|
|
What is the formula for Performance?
|
Performance = Ability+Motivation+Environment
|
|
|
What is the Need-Hierarchy Theory of motivation?
|
Maslow said motivation is the result of five basic instinctual needs
|
|
|
What is the ERG theory of motivation?
|
This is a reduction of Maslow's need to three: existence, relatedness and growth = ERG
|
|
|
On the Need for Achievement theory, what type of tasks to high nACH choose?
|
Tasks of moderate difficulty and risk
|
|
|
Herzberg's Two-Factor theory is different from others. Why?
|
This theory views motivation and satisfaction as independent of each other.
|
