Chapter 4 MGT 367 Flashcards
1
Q
_______: Purposeful behaviors performed by people at work as prescribed by the organizations in order to achieve organizational goals/strategies.
A
TASKS
2
Q
_______: A group of tasks performed by one person
A
POSITION
3
Q
________ : A group of similar positions in a single organization
A
JOB
4
Q
______ A group of similar jobs in different organizations
A
OCCUPATION
5
Q
______ : A group of similar occupations
A
JOB FAMILY
6
Q
_____ a systematic process of gathering information about work, jobs, and the relationship between jobs
A
WORK ANALYSIS
7
Q
_______ is the foundation or building block for HR systems.
A
WORK ANALYSIS
8
Q
_________ leads to products to create and sustain organizational capability.
A
WORK ANALYSIS
9
Q
Work analysis should be _____ step for HR action.
A
FIRST
10
Q
_____: Organizing/assigning tasks into jobs/positions (based upon the organizational strategies/goals)
A
WORK/ JOB DESIGN
11
Q
______ Describes the job content and scope (i.e., duties, tasks, activities, behaviors, responsibilities..)
A
JOB DESCRIPTION
12
Q
Consists of KSAOCs, experience, and special educational requirements, degrees, licences needed to carry out job tasks.
A
JOB SPECIFICATIONS
13
Q
work analysis used in : (list 5)
A
Job classification / Design / Restructuring Staffing (Personnel selection) Compensation Performance appraisal Training
14
Q
Products of a job; (list 2)
A
JOB DESCRIPTION; JOB SPECIFICATIONS
15
Q
EEO legislation and relevant court rulings have created greater interest and need in________.
A
WORK OR JOB ANALYSIS
16
Q
ADEA challenges focus on job analysis data related to ________.
A
BFOQ’S
17
Q
Lewis et al. v. City of Chicago, 2005 - Job analysis methods that can be used to provide a justification for a particular _______.
A
CUT- OFF SCORE
18
Q
______ may require redesign of jobs to for “reasonable accommodations” and to identify “essential functions.”
A
ADA
19
Q
What types of information is collected with job and work analysis.
A
- TASK- OR JOB- ORIENTED
- PERSON- OR WORKER- ORIENTED
- TRAIT- ORIENTED
20
Q
With job or work analysis what are the two forms of job information.
A
QUALITATIVE; QUANTITATIVE
21
Q
With job/ work analysis what is the level of standardization of information?
A
- QUANTITATIVE INFORMATION
- CONTENT SIMILAR FOR GROUPS OF JOBS
22
Q
What are the sources of job information?
A
- RECORDING DEVICES
- DIARIES
- TRAINED ANALYSTS
- JOB INCUMBENTS
- SUPERVISORS
23
Q
________: direct observation of job duties, work sampling or observation of segments of job performance, and indirect recording of activities
A
OBSERVATION
24
Q
_______: actual performance of job duties by the analyst
A
PERFORMING THE JOB
25
_____:individual and group interviews with job incumbents, supervisors, subordinates, clients, or other knowledgeable sources
INTERVIEWS
26
________: descriptions of behavioral examples of exceptionally poor or good performance, and context and consequences in which they occur
CRITICAL INCIDENTS
27
________ :descriptions of daily work activities by incumbents
DIARIES
28
______: review of relevant materials including organization chars, Dictionary of Occupational Titles (DOT), company training manuals, organizational policies and procedures manuals, or existing job descriptions
BACKGROUND RECORDS
29
_______ -structured forms and activity checklist (PAQ, FJA, JDS, MPDQ, JCQ, O*NET forms) as well as open ended or unstructured questions
QUESTIONNAIRES
30
________: Application forms requesting standard information about applicants' backgrounds.
APPLICATION BANK
31
________ : similar to application blanks except the items of a BIB tend to be more personal and experiential- based on personal background and life experiences.
BIOGRAPHICAL INFORMATION BLANKS
32
__________ items are weighted based on empirical data in which responses are statistically related to one or more important criteria (using regresion analysis
WEIGHTED APPLICATIONS BANKS (WAB)
33
This is an eample of .... _______How many jobs have you held in the last five years? a. none, b. 1(+5), c. 2-3(+1), d. 4-5 (-3) e. over 5(-5)
WAB
34
How often have you made speeches in front of a group of adults? How many close friends did y;ou have in your last year of formal education? A. none that i would call close (-0.5) b. 1 or 2(-0.2) c 3 or 4, (0) d. 5 or6 (0.2) E. 7 or 8 (0.5)
How often have you set long- term goals or objectives for youself? These are all examples of _______
BIB
35
- Verifying information provided by the applicant regarding previous employment and experience.
- assess the potential success of the person for the new job (validity- .26)
ROLES OF REFERENCE AND BACKGROUND CHECKS
36
________ could be lawsuits directed at previous employers for defamation of character, fraud, and intentional infliction of emotional distress stop many former employers from providing any information other than dates of employment and jobs.
POTENTIAL PROBLEMS
37
___________:
- capacity to acquire knowledge based on learning
- problem solving capability
- tests for general mental ability: wonderlic, SAT, GRE, GMAT, Wechsler
GENERAL MENTAL ABILITY (GMA)/ APTITUDE:
38
Other cognitive assesments include _______, and _______ tests.
achievment, knowledge- based
39
__________- measure knowledge obtained in a standardized setting (exams in a college course. )
ACHIEVMENT
40
___________- asses a sample of what is required on the job (validity= .48)
KNOWLEDGE- CASED TESTS
41
Validity of GMA tests depends on levels of job _____.
COMPLEXITY
42
Examples of ________
- most complex jobs (2.5% of the workforce) and validity (.58)
- managerial/ professional jobs (14.7%) (.58)
validity of GMA tests depending on levels of job complexity
43
The diversity- _______ dilemma
validity
44
Cognitive ability tests with top-down hiring tends to cause __________.
disparate impact
45
-There are differences (in the means of GMA test) across _____.
racial subgroups
46
There has been NO satisfactory explenation for the _____.
difference
47
These differences are _______ due to test bias.
NOT
48
There is No mean differecnce across genders in _______( but there are differences in tests for specific avilities).
GMA
49
Organizations have been repeated challenged in ocurts because of disparate/ adverse impacts reulting from using the _______.
GMA tests
50
not using _______ equals a less valid selection process.
GMA TESTS
51
Additional (and valid) tools can add validity (incremental validity) in prediction of overall performance and has potential to reduce_______.
ADVERSE IMPACT
52
Best approach to lower ________ is targeted recrutiment to increase desired characterisitcs of minority candidate pool.
ADVERSE IMPACT
53
One approach to reduce ________ is to set a low cutoff score so as to not violate the four-fifths rule and then ignore scores above cut- off scores.
ADVERSE IMPACT
54
_________ generally agreee that ability means very little without the motivation to use it.
HRM PROFESSIONALS
55
Motivation is a function of ______, a person's consistent pattern of behavior across situations.
PERSONALITY
56
_________ is where personality is believed to consist of five meta- traits
Five factor model (FFM)
57
______ related to managerial success (r= .21)
extraversion
58
________ valid across all jobs ( r= .24 for management)
emotional stability
59
_____- related to team sucess
agreeableness
60
________- valid across all jobs (.25 for management)
conscientiousness
61
________ repetitive to training; related to creativity.
openness to experience
62
__________ include
- Roschach test
- miner sentence completion test
- graphology/ handwritting analysis
protective tests
63
Problems with projective tests: __________, ________
low reliability, unproven validity
64
Emplyee theft exceds _______ annualy
400 billion
65
_______ measures beliefs about how often theft on the job occurs, judgements of the punishment for different degrees of theft, the percienced ease of theft, support for excuses for stealing from an employers and assesements of one's own honesty.
Integrity tests
66
Valididty evidence is strong (.41) with no ________
adverse impact
67
Greatest incremental validity (of all other tests) in the prediction of job performance with ________.
GMA
68
_______ is the most widely used selection procedure.
interveiws
69
_______ tend to be conducted towards the end of the hiring process.
INTERVEIWS
70
_________( a standardized approach to systematically collecting and rating applicant information; same questions and ratings are used for all applicants) are more valid (r= .51) than unstructured (r= .31)
structured interveiws
71
_______( describing real/ specific behaviors in job- related scenarios in the past) are more valid that situational interveiws (describing solutions/ re-actions to some hypothetical situations)
behavior interviews
72
Why is it good to combine selection methods?
increase in validity
73
__________: increased validity obtained from combining multiple selection procedures (as compared to using only one selection procedure)
incremental validity
74
_______ is a method used to combine data from different tests.
multistage selection
75
Pros to _______ include cost saving ( expensive methods can be used in the last stage)
multistage selection
76
Cons to ______ are not optimal (validity lower than ocnducting all the selection measures at once)
multistage selection
77
Weighing scores from each approach after standardizing the data is a _________ method
combining selection
78
There are wide variations in the uses of _______ outside the u.s.
employment tests
79
The issue of ______/______ impact is less a problem in other countries.
disparate, adverse
80
_______ seeking applicants for positions from among the ranks of those currently employed.
INTERNAL RECRUITING
81
- better assesments of candidates
- reduces training time
-faster
-cheaper
-motivates employees
-high performance work system characteristic
Are all advantages of __________.
internal recruiting
82
- creates vacancies
-reduces diversity
-insufficient supply of candidates
These are all disadvantages of _________.
internal recruiting
83
________ recruting source seeking applicants for position fromoutside the organization
external reruiting
84
- increase diversity
-facilities growth
- based on a theory that you get new/ novel problme solving capability (although not proven)
Are all advantages of __________.
external recruiting
85
-expensive
-slower
-less reliable data
-hinders upward movement of personel.
Are all examples of ________.
external recruiting
86
Matching _______ in recruiting/ selecrtion doesn't need a large applicant pool.
philosophy
87
Matching _____ in recruiting/ selection allows applicants to self-select and focus on "compatible" job applicants
philosophy
88
Matching ____ in recruiting/ selection use realistic job preveiws (RJPs)
philosophy
89
__________ can evaluate the compatibilty of the realistic presentation of what the job entails with their own work preferences.
job applicants
90
Using realistic job preveiws results in a _______.
self- selection process
91
______ reduces turnover in high turnover jobs.
RJPs
92
________: forcasting HR needs in the context of strategic business planning.
hr planning
93
_______: reactive mostly responding to immediate business needs.
in the past
94
With ___________ organizations started adopting longer term perspectives, intergrating HR planning with strategic business plannning.
increase in uncertainty
95
________: the process of attracting applicants for the positions needed to fill -----> increase applicant pool to facilitate personnel.
recruitment
96
What are the 6 steps of HRP
1. Enviornmental scanning
2. Labor demand forecast
3. Labor supply forecast
4. Gap analysis
5. Action programming
6. control & evaluation
97
________: identify/ anticipate the sources of threats and opportunities in related to organizational HR needs by scanning the external enviornment (competitors, technology, culture) ----> Determine characteristics of relevant labor market ( as defined by occupation, geography, employer compettioiton)
Enviornmental Scanning
98
______________: Technology and communications is changing the relationship between geography and labor supply
- skilled labor is being off-shored to lower-paid, overseas workers.
- however, cost savings not always worth invreased complexity, quality control problems, and loss of institutional knowledge.
The global labor market
99
_________ project how business needs will affect HR needs.
Labor demand forecast
100
What are the qualitative methods for projecting labor demands?
- centralized approach
- decentralized approach
- delphi technique
- normal group technique
101
What are the quantitative methods for projecting labor demands?
- based upon data
- assumption: future can be predicted by extrapolating what happened in the past.
- trend analysis and regresion analysis
102
________: future can be predicted by extrapolating what happened in the past.
assumption
103
___________ project resource availability from internal and external sources.
labor supply forecast
104
________- based on individuals and jobs currently available within the firm.
internal supply
105
- use of personel/ skills inventories
| - makov analysis are used in the ________.
Labor supply forecast
106
________ identify individuals in the labor force who are potential recruits of the firm (including those working for another firm)
External supply
107
_________ reconcile the forecast of labor supply and demand.
GAP ANALYSIS
108
_______ identify individuals in the labor force who are potential recruits of the firm ( including those working fro another firm)
External supply
109
__________ uses historical information from personnel movements of the internal labor supply in the past to predict the probabilities of movements in the future.
Markov analysis
110
_________ plans out sequence of events to implement solutions determined in the gap analysis step.
Action programing
111
_______ & ______ monitor the effects of the HRP by defining and measuring critical criteria (e.g., turnover costs, break-even costs of new hires)
control; evaluation
112
______ & _______ deviations from a plan are identified and actions are taken.
control; evaluation
113
______ : purposeful behaviors performed by people at work as perscribed by the organizations in order to achieve organizational goals/ strategies.
tasks
114
_______ focuses on redesigning jobs by enriching them.
job characteristics model
115
_______ uses job diagnostic survey (JDS)
Job characteristic model
116
_________ measures work characteristics, enhances the intrinsic aspects of work to increase satisfaction and performance, and has three job characteristics that enhance worker motivation.
job characteristics model
117
What are the 3 job characteristics that enhance worker motivation?
1. meaningful
2. responsibility
3. receive feedback on the results
118
The _______ was originally used to analyze jobs under this model. It is now replaced by the work design questionaire (WDQ)
Job Diagnostic Survey (JDS)
119
________ is a superior tool to the job diagnostic survey.
Work design questionnaire
120
What are the two best predictors of job satisfaction?
1. Anatomy
| 2. Social support
121
1. The job allows me to make my own decisions about how to schedule my work.
2. The job gives me a chance to use my personal initiative or judgement in carrying out the work.
3. The job involves doing a number of different things.
These are all sample questions from the __________.
work design questionaire (WDQ)
122
_______ focuses on how objectives are accomplished.
competency modeling
123
competency model concentrates on ___________ that are more closely linked to business goals and strategies.
managerial positions
124
competency model attempts to identify and define the inividual competences that are _________ (and core) for an occupation group.
common
125
____________ is most useful for performance management and training programs.
competency modeling
126
- unclear meaning of "competencies" skills?, abilities?, knowledge?, personality?
- differences from job analysis?
These are the problems with the _________.
competency model
127
________ is a qualitative approach for obtaining specific, behaviorally focused descriptions for work or other activities.
Critical Incident Technique (CIT)
128
_________ should be specific, focus on observable behaviors that have been exhibited on the job, describe the context in which the behavior occured, and indicate the consequences, outcomes, or products of the behavior.
Critical Incident Technique (CIT)
129
_________ references actual behavior in a specific situation with no mention of traits or jedgement inferences.
Critical incident technique (CIT)
130
_______ is useful for training needs assesment, performance appraisal, and customer satisfaction instruments.
Critical Incident Technique (CIT)
131
_______ gathers information on all aspects of the work experience that are thought to be related to employee performance, absences, turnover, and job satisfaction.
Job compatibillity Questionnaire (JCQ)
132
_________ underlying assumption is that the greater the compatibility between an applicant's preferences and the work characteristics the more lekely that the applicant will sty in the job longer and be effective.
Job Compatibility Questionaire (JCQ)
133
_______ includes 200 items which are to be completed by job incumbents.
Job compatibillity Questionaire (JCQ)
134
________ Most useful for hiring/ selection instrument/ tests and redesign jobs.
Job Compatibilitiy Questionnaire (JCQ)
135
_______ resulting tests do a good job predicting retention for low-wage jobs (i.e. customer service representitives)
Job compatibility Questionaire (JCQ)
136
______ focuses on redesigning jobs by 'enriching' them
Job characteristics model
137
______ uses the job diagnostic survey (JDS)
Job characteristics model
138
_________ measures work characteristics, enhancing the intrinsic aspects of work to increase satisfaction and performance.
Job Diagnostic Survey (JDS)
139
What are the three core dimensions of the job characterisitcs model?
skill variety, task identity, task significance, autonomy, and feedback
140
What are the psychological states of the job characteristics model?
meaningfulness of work, responsibility for outcomes, and knowledge of results
141
What are the outcomes of the job characteristics model?
High intrinsic motivation, high job performance , high job satisfaction, low absentee ism and turnover
142
Which method is best?
There is no one best way to conduct work analysis.
143
_______ identifies particular tests to use for selection provide job evaluation/ pay data.
PAQ
144
________ performance appraisal instrument development training programs, interview questions
CIT
145
_________ excellent for developing tests to reduce turnover for low wage jobs.
JCQ
146
_______ recommended work design method.
WDQ
147
_________- retrievable (and free) job descriptions good (and free) salary information
O*NET
148
____________ should be used whenever possible.
multiple methods
149
The process of ____________________ information about job applicants in order to make employment decisions.
gathering and assesing
150
What are relevant KSAOCs?
determined to be related to job performance and/ or other desirable job outcomes.
151
____________ involves
- predicting future job behaviors (performance, counter- productive behavior, turnover) of job applicants based upon their performance on selection test methods.
- making selection decision based on that prediciton
personnel selection
152
_______ identify knowledge, abilities, skills, and other characteristics (KASOCs) relevant to the job in question.
job analysis
153
Evaluate the slection methods: _______, _______, and _______
reliability, validity, and utility
154
______ the consistency of measurment
reliability
155
________ refers to the extent to which a measure yields consistent results across different; _________, __________, and __________
- reliability
| - measurement ocasions (times), raters, equivalent instruments
156
___________ is a neccesary condition for high validity, (but high reliability does not ensure validity)
High reliability
157
__________ is represented by a correlation coefficient (between measurement occasions, raters, or equivalent instruments)
level of reliability
158
In general, ______ of a selection method should be .80 or higher
reliability
159
_______: correlation between measurement occasions, raters, equivalent instruments
reliability
160
_________:
- An index reflecting the linear relationship between two variables
- ranges from -1.00 to 1.00
correlation
161
An index reflecting the ______ between two variables.
linear relationship
162
corelation ranges from ___________
-1.00 to 1.00
163
________something with values that can change (e.g. personal characteristics such as KSOAC, performacnce level, gender, age.....)
Variable
164
________: reflects the frequencies (or probabilities) for all the values of a variable.
distribution
165
___________: The most common distribution underlying many variables, including most KSAOCs
Normal distribution (the bell curve)
166
Two variables are positively related if observations tend to have similar relative positions in both distrbiutions. In other words, if an observation (individual ) has a high value in one variable (e.g., test score), he/ she is likely to have a high value in the other variable(e.g., job performance rating).
Linear relationship
167
__________(in general) concerns whether a measure is actually measuring what it claims to be measuring.
Validity
168
__________: empirical or criterion- related validity: the linear relationship between performance or scores on some predictor or selection methods and perfromnce on some criterion measure such as on-the-job performance, turnover, and/ or other outcomes of interest to organizations.
(in the context of personel selection)
169
________ indicate stronger validity for the selection method.
higher correlations
170
_________ asseses the degree to which the content of a selection method represesnts (or assesses) the requirements of the job (i.e. the captruing the relavent KSAOCs)
Content validity
171
Evidence of validity of a selection procedures can be used to demonstrate the __________ of the procedure.
job- relatedness
172
_______ determines utility, which is of critical importance to any organizations.
Validity
173
Review of important statistical concepts: _______
linear relationship
174
________ concerns the economic gains derived from using a particular selection method.
utility
175
Estimate the increase in revenue as a function of the use of the selection method (compared to random selection) after _________ the cost of the method.
subtracting
176
_____ is a function of the quality of selected job applicants (i.e., expected level of performance of selected job applicants)
Utility
177
Methods with high validity and low cost ----> _______
high quality
178
For high quality, an organization must 1. _________ 2. be selective (low selection ration)
use selection methods with high validity
179
______ a test that yields unfairly favorable results to one or more subgroup (usually the majority subgroup)
test bias
180
________: Any tests resulting in different means for different subgroups are biased.
misconception
181
________________: Test bias is the situation when a test yields differential predictions of job performance (or another criteria interest to the organization) for members of different subgroups.
professional/ appropriate definition of test bias
182
_______ is not the only cause for disparate/ adverse impact; an unbiased selection test can result in disparate/ adverse impact.
test bias
183
For general mental ability tests (IQ tests) the lower the _________ (i.e, the more selective), the more likely that the tests will result in disparate/ adverse impact.
selection ratio
