All Flashcards
What model did Donald super develop?
The career rainbow model.
What is the basis of Edgar Shein’s career model?
Career anchors. There are eight career anchors themes and this is shown that people identify primarily with one or two. The anchors can enable people to recognize their preferences for certain areas in their job which can help career planning EG a person with a primary theme of autonomy/independence will seek to work under their own rules and be less likely to conform to organizational norms. People are generally more fulfilled in their careers when they can satisfy their career anchors and seek Rosearro I did with these.
What are Edgar Sheen eight career anchors?
MM..Castles and “chains”
- Technical / functional
- Managerial
- Autonomy
- Security / stability
- Entrepreneurial / creative
- Service
- Challenging
- Lifestyle
Number one is technical/functional, number two is general managerial, number three is autonomy/independence, number four is security/stability, number five is entrepreneurial creativity, number six is service/dedication to a cause, number seven is sure challenge, and number eight is lifestyle.
What is the career rainbow model of development and what are the five stages?
According to Donald super, self-concept changes over time and develops as a result of experience. As such, career development is lifelong. The five stages of career development are as follows: growth, exploration, establishment, maintenance, and decline.
What is John Holland theory of career choice otherwise known as personality job fit?
John Hollins ferry centers on the notion that most people fit into one of six personality types: realistic, investigative, artistic, social, enterprising and conventional. RIASEC
What is job enrichment?
Job enrichment is about quality job enrichment means improvement, or an increase with the help of upgrading and development,. I job enrichment an employee find satisfaction in respect to their position and personal growth potential.
What is job enlargement?
Job enlargement is about adding quantity. Job enlargement of the vehicle employers use to put additional workload on employees.
Title ___ of the civil rights act of ____ is the orginal equal _____ act. It states what?
VII
1964
Equal Opportunity (EEO) Act
one cannot discriminate on the basis of sex, ethnity, and a variety of other factors.
In 1978, the EEOC created uniform guideliness on employee selection that said what? Can tests be used?
the use of any test that adversely affects hiring, promotion or other selection procedures is discriminatory. Tests can be used if they are validated, have utility and no alternatives are available.
The American with Disabilities Act (year____) states what?
bans discrimination in employment, transportation, access to public buildings as well as other settings. It requires companies to make reasonable accommodations for disabled individuals.
A “qualified individual with disability” is one who ____ of the employment position with or without _____.
can perform the essential functions
reasonable accomodation
What is a reasonable accommodation (5)?
- making existing facilities readily accessible to and usable
- job restructuring
- modified work schedules
- adjustment or modification of exams
- acquisition or modification of equipment
What does the ADA say about discrimination against someone who uses drugs? What does it say about drug testing?
prohibits discrimination against someone who has successfully completed or is currently participating in a rehabilitation program is no longer using drugs.
Takes no stand.
There are 3 major problems with discrimination because they can affect ___, ____, and ____ and they are:
hiring, evaluation, promotion
- adverse impact
- unfairness
- differential validity
What is adverse impact? Example:
So if 1 out of every 100 applicants is a minority and 20 are selected. What is the selection ratio? What is the percentage of minorities that must be selected? And what if 50 applied, how many would need to be selected to avoid adverse impact?
The percentage of minorities selected must be 80% or 4/5 of the percentage of non minorities selected.
Selection Ratio X .8
So if 1 out of every 100 applicants is a minority and 20 are selected, the selection ratio is 20/100 or .2
Take .2 x .8 = .16 so the minimum acceptable rate for the selection of minorities is 16% so if there are 50 minority applicants you take 50 x .16 = 8 so 8 must be admitted.
What is unfairness? Graphically, how is unfairness depicted?
When minorities score differently on the predictor test yet perform similarly on the criterion. MCAT and performance in medical school.
two parallel lines
What is differential validity? How often does this happen?
When there are different criterion related validity coefficients for different groups on the same test. Like .45 for whites on the MCAT and .25 for Hispanics.
Research suggests it rarely occurs and that previous findings have to do with low sample size.
A job _____ is a procedure for the collection and analysis of data that provides information about the job tasks otherwise known as the job ____ and job requirements known as job _____.
analysis
description
specifications
job ___ is crucial in order to comply with EEO guidelines regarding fair employment. EEO guidelines require that all employment procedures be based on criteria that is _____. and this criteria can be best developed with the detailed information provided by the job ___.
job analysis
job-related
job analysis
Data for the job analysis may be obtained through ___ or ____. Data can also be obtained through the ____ technique which involves ___.
open ended or structured interviews
critical incident
involves ascertaining the specific actions that lead to desirable or undesirable consequences to the job (customer service must be pleasant and follow up versus ignoring customers)
Selection and screening options include the following 5 things.
- biodata
- interviews
- tests
- assessment centers
- references LORs
The ___ application is the most common type of application asking for personal data, education, employment history. The ___ application assigns weights to certain variables like college versus non college that then affect the hiring process. The ____ inventory often called the ____ covers the applicants life in greater detail and questions ask about desirable and undesirable work behaviors. ____ are ___ predictors of job success and turnover. Only ___% of American companies use them because they are ___ and ___.
standard application weighted application Biographical Inventory BIB or Biographical Information Blank BIBs are good 7% time consuming and costly
Another name for the selection process called compensatory technique is the _____. What is it?
multiple regression approach
low scores on one predictor like low GPA can be overcome for selection purposes by having high SATs and a good interview.
Another name for the selection process called non-compensatory technique is the _____. What is it?
Multiple Cutoff
applicants who meet certain cutoffs will be considered, so if GPA should be 3.0 and SATs of 1400 and GPA is 2.9 and SAT is higher it doesn’t matter.
This is another non compensatory process whereby the applicant must pass the cutoff score on the first predictor in order to continue in the selection process.
multiple hurdle.
Job performance is believed to be a function of three things.
- ability
- motivation
- opportunity
Performance appraisals use both __ and ___ methods.
objective and subjective
What is an example of an objective method of performance evaluation?
includes easily observable and quantifiable categories like quantity of output, quality of output, accidents, absenteeism
What is an example of a subjective method of performance evaluation?
ratings by supervisors, peers, subordinates or self ratings
What are 3 comparative methods of rating performance evaluations and is this objective or subjective? And what are they?
subjective
- straight rankings - listing workers from best to worst
- forced distribution - people are ranked to fit in a distirubution
- paired comparison - each employee is compared to every other employee but in pairs
Other methods of performance rating that are more absolute and individually based instead of comparative are (5). Are these objective or subjective?
subjective
- graphic rating scales
- BARS (behaviorally anchored rating scales)
- BOS (behavioral observation scale)
- Forced choice
- behavioral checklist
The graphic rating scales, an (individual/absolute or comparative) scale which is (subjective / objective) is what?
individual/absolute
subjective
graphic ratings on various aspects of the job via likert scales (work quantity, punctuality, etc.,)
The BARS scales or _____, an (individual/absolute or comparative) scale which is (subjective / objective) is what? Problems with it?
individual/absolute
subjective
BARS are based on critical incidents and are ranked on various aspects of the job that have been linked to successful job performance. They are time consuming and they do not measure actual day to day activities but rather measure hypothetical situations.
The BOS scales or _____, an (individual/absolute or comparative) scale which is (subjective / objective) is what?
individual/absolute
subjective
ratings to the extent that employees engages in every behavior (how often they finish a project on time)
The Forced Choice method, an (individual/absolute or comparative) scale which is (subjective / objective) is what? When is this especially useful?
individual/absolute
subjective
The rater must choose between two seemingly equally desirable or undesirable choices (reliable or agreeable, or headstrong or slow).
Controls for halo effect and biases due to leniency and strictness
The Behavioral Checklist, an (individual/absolute or comparative) scale which is (subjective / objective) is what?
individual/absolute
subjective
Rater checks off all the adjectives that apply to the person being rated.
What is management by objectives (MBO)? What is it effective with?
a mutual agreement between employees and supervisors on goals to be achieved within a given time. There’s goal setting and performance review. This is effective with increasing motivation, productivity (+44.6%).
What is greater rater error or instrument error in performance evaluations?
rater
There are two types of instrument errors. What are they?
- deficiency error - excluding important aspects of the job from the evaluation
- contamination - rating an employee on non important aspects of the job
There are 3 types of rater based errors. What are they?
- Strictness set - overly strict and gives everyone low ratings
- leniency set - overly lenient and gives everyone high ratings
- central tendency set - rates everyone as average
There are two ratee based biases, what are they?
- halo effect - performance rating is based on one positive or one negative aspect of person
- Personal biases - prejudices against certain ethnicities
What has the research found in terms of personal biases and one’s own race, black and white raters, gender, and age?
one’s own race: we tend to their them more favorably
black and white: both give lower ratings to blacks
gender: if women are < 20% of the work group they get lower ratings but higher when they make up <50% of the work group.
age: rated lower on interpersonal skills and overall job performance.
What is the recency bias?
raters are most influenced by an employee’s recent behaviors (like the last month even though it’s an annual performance rating).
What are rater attribution errors?
they attribute poor performance to internal factors of workers they don’t like and to external factors of workers they like
I participated in the hiring error?
likelihood of being rated higher if the rater participated in the person’s hiring
What is Frame of Reference training?
to reduce rater error, raters are provided with clear and specific criteria for what constitutes the different levels of performance.
What is an example of a non participative training?
watching a video or listening to a lecture
What is an example of programmed instruction and when would we use it?
booklets, interactive video tapes and complex computer software. it involves graduated presentation of material with feedback at each step. used to train large numbers of trainees in a short period of time.
What is an example of computer assisted instruction?
programs available to teach computer literacy
What is simulation training?
trained in an environments that simulates the actual job - like pilots
What is job rotation training?
rotate and expose workers (usually managers) to do different jobs and departments and expose them to all facets of the organization (japanese companies).
What is group participative training?
discussion, role playing, business games, sensitivity training, in basket training, behavioral modeling
What are the psychological factors affecting training?(9)
- individual differences - people are able to be trained differently
- pre-training expectations - those with low self efficacy are less receptive than those with a high sense of self efficacy
- motivation - some have more some have less (if you involve them in the decision, allow them to participate in a needs assessment, give them a choice of training that may help with motivation). More motivation is correlated with job invovlement and locus of control.
- active vs passive practice - learn more when active
- massed vs distributed (spaced) practice - spaced practice is better for learning (over longer periods of time)
- whole and part learning - present it all at once versus in parts and slower learners are able to master new material when it is presented in smaller units
- transfer of training - transfer of material to the work setting. overlearning is to develop a very thorough knowledge of the task especially if it is infrequently performed and identical elements similarity between the training and the work situation.
- feedback - feedback should be given right away, people learn best with frequent feedback
- reinforcement - reinforcement helps the speed of learning the greater the reward the more rapidly it will be learned.
What helps with motivation when it comes to training?
motivation - some have more some have less (if you involve them in the decision, allow them to participate in a needs assessment, give them a choice of training that may help with motivation). More motivation is correlated with job invovlement and locus of control.
