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MGT 420 Exam 2 Study Guide

Terms in this set (42)

Have a firm understanding of the following characteristics of measures: validity, utility, legality, generalizability, and reliability. Be able to define all of them. Know why it is important for measures to have these characteristics.
Validity: The extent to which performance on a measure (such as a test score) is related to what the measure is designed to assess (such as job performance).
Utility: The extent to which something provides economic value greater than its cost.
Legality: does the measure discriminate against any group?
-Civil rights
-Age discrimination of employment
-Americans with disabilities act
Generalizability: Valid in other contexts beyond the context in which the selection method was developed.
Reliability: The extent to which a measurement is free from random error.
What are ways to improve the validity of interviews?
Conduct structure interviews.
Which personality trait is the best predictor of job performance?
Intelligence and conscientiousness.
Why is cognitive ability a good selection measure? What types of performance does it predict?
-Tends to predict performance better than most things
-Job Performance
Know the pros and cons of the following selection tools: résumés, references, work sample, Myers-Briggs personality test, interviews, background checks.
Resumes:
-pros: allows the applicant to highlight accomplishments that are often not included on applications
-cons: people lie on resumes (low validity), unreliable and invalid, people have the ability to control info seen so it could be biased.
References:
-pros: there are laws about what previous employers can and cannot say
-cons: people choose who they want to put as a reference (often times only people who will give good references, not necessarily honest ones.
Work Sample:
-pros: allows employer to see actual work employee is capable of
-cons: people might use other people's work or they might not be able to replicate performance in the real work environment
Myers-Briggs:
-pros:
-cons: unreliable (focuses on positive traits) no validity, irrelevant
Interviews:
-pros:
-cons:
Background Checks:
-pros: can be used to check content of resumes and references and can be valid predictors of performance
-cons: only medium validity
What are the protected classes?
A group of people with a common characteristic who are legally protected from employment discrimination on the basis of that characteristic (such as race, color, religion, sex, age, etc).
Why is job analysis so important when applying the Americans with Disabilities Act?
Selection is a legal mine field in which selection methods should focus on what is actually need for the job. The determination of essential and marginal job functions is crucial in making sure hiring practices do not violate ADA
Why are marginal job functions important when applying the Americans with Disabilities Act?
-Essential: Fundamental duties of the position, as defined by the frequency and criticalness ratings in a job analysis. Must be performed by all job holders.
-Marginal: Less important duties. Need not be performed by all job holders.
If someone with disabilities is denied a position because of inability to perform marginal job functions - HUGE violation of ADA
Who does the ADA apply to? In other words, what is a "disability" according to ADA?
A physical or mental impairment that substantially limits one or more major life activities
1. (blindness, deafness, paralysis, etc...)
2. (cancer in remission, history of mental illness, etc...)
3. (severely disfigured, etc...).
What is the Civil Rights Act of 1991? (This was not covered in the lectures. See the book.)
Provides for compensatory and punitive damages in cases of discrimination. Prohibits preferential treatment in favor of minority groups, forbids the use of race or sex norming. It was partly designed to overturn Supreme Court decisions
What is affirmative action?
seeks to redress discrimination. A redress is to remedy or "set right" But, it's hard to get Affirmative Action "right"
What is reasonable accommodation?
An employer's obligation to do something to enable an otherwise qualified person to perform a job. Can refuse employment if disability affects essential job functions, but only if a "reasonable accommodation" cannot be made without "undue hardship" but cannot refuse employment if disability affects marginal job functions.
What types of information can (and cannot) be legal gathered in an employment application?
Any questions that could discriminate against a member of a certain group is illegal (if asked with improper motives)
Understand the Equal Pay Act of 1963.
If men and women in an organization are doing equal work, the employer must pay them equally. The act defines equal in terms of skill, effort, responsibility, and working conditions. However, the act allows for reasons why men and women performing the same job might be paid differently
Understand the Title VII of the Civil Rights Act of 1964.
It is illegal for an employer (with 15 or more employees) to Discriminate against race, color, religion, sex, or national origin and sexual orientation.
Understand the ADEA.
prohibits discrimination against employees over the age of 40.
What is a BFOQ?
Bona fide occupational qualification are employment qualifications that employers are allowed to consider while making decisions about hiring and retention of employees.
What is disparate treatment? When is disparate treatment legal?
Is Intended to treat people differently based on group status.
What is disparate impact?
"Facially neutral" employment practice that adversely affect different groups. Example the 4/5th rule.
Common methods for training evaluation.
Recruitment: the process through which the organization seeks applicants for potential employment.
Selection: refers to the process by which the organization attempts to identify applicants with the necessary knowledge, skills, abilities, and other characteristics that will help the organization achieve its goals. An organization makes selection decisions in order to add employees to its workforce, as well as to transfer existing employees to new positions.
Training: a planned effort to enable employees to learn job-related knowledge, skills, and behavior.
What is the definition of "development"?
Involves acquiring knowledge, skills, and behaviors that improve employees' ability to meet the challenges of a variety of new or existing jobs, including the client and customer demands of those jobs. Development programs often focus on preparing employees for management responsibility.
What are the differences (and similarities) between development and training?
Training: a planned effort to enable employees to learn job-related knowledge, skills, and behavior.
Development: involves acquiring knowledge, skills, and behaviors that improve employees' ability to meet the challenges of a variety of new or existing jobs, including the client and customer demands of those jobs.
What is the definition of "training"?
A planned effort to enable employees to learn job-related knowledge, skills, and behavior.
Why does the article "So much training, so little to show for it" say that training is a big waste of money?
-organizations don't take time to analyze what their training needs are
-they don't evaluate how well employees have learned-companies believe that technology will solve all training problems
-they may not be ready to receive the training
Why does the article "Millennials: Love them or let them go" say that Millennials jumping from job to job can be an opportunity for companies?
-career launch pad
-companies attract ambitious candidates
-involve young people in key hiring decisions
-mentorship mixers
Understand what a pretest-posttest is for evaluating training effectiveness.
analyzing performance before and after training with a control group and a training group
What are the steps of the Instructional Design Process?
1. assess needs for training
2. ensure readiness for training
3. plan training program (objectives, trainers, methods)
4.implement training program (principles of learning, transfer of training)
5. evaluate results of training
How do you determine whether employees are ready to undergo training?
when employees are able and eager to learn and when their organizations encourage learning
What is the most effective way to assess training effectiveness?
measure performance, knowledge, or attitudes among all employees before the training and then train only part of the employees. After the training is complete, the performance, knowledge, or attitudes are again measured, and the trained group is compared with the untrained group.
What is instructional design?
a process of systematically developing training to meet specified needs
What is a needs assessment?
the process of identifying, analyzing, and prioritizing the needs of a priority population
What is a person analysis?
a process of determining individuals' needs and readiness for training
What is a task analysis?
The process of breaking a skill down into smaller, more manageable components. It is used to teach learners a skill that is too challenging to teach all at once.
Readiness for training?
a combination of employee characteristics and positive work environment that permit training
What are characteristics of effective training objectives?
-statement of what the employee is expected t do, the quality or level of performance that is acceptable
-measurable performance standards
-identify resources needed to carry out the desired performance
What is employee development?
Actions to help prepare employees for career changes; seeks to provide knowledge, skills or abilities that apply to future roles in the organization
What is career management?
helps employees select development activities that prepare them to meet their career goals. It helps employers select development activities in line with their human resource needs.
What are protean careers?
-based on self direction with the goal of psychological success in one's work
-involves movement across specializations or disciplines
-boundary less and frequent changes-to remain marketable, employees must continually develop new skills
Employee Development: Formal Education
-In house development programs (McDonalds University)
-Executives MBA
-Tuition reimbursement
Employee Development: Assessment
Collecting information and providing feedback to employees about their behavior, communication style or skills
Employee Development: Job Experiences
Relationships, problems, demands, tasks, or other features that employees face in their jobs
Employee Development: Interpersonal Relationships
-mentor: experienced, productive senior employee who helps develop a less experienced employee
-coach: a peer or manager who works with an employee
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