Chapter 5 Flashcards
Schematic representation of froces
Organization and organizational needs (outcomes) -> (scientific theory) -> research and development (outcomes) -> assessment of qualifications -> assessment-based decisions -> outcomes -> cultural values
Nepotism
An approach to personnel staffing whereby family members perceive preferential treatment b/c of birth or marriage
Protected group
Designation for members of society who are granted legal status by virtue of demographic characteristic i.e. race, sex national origin, color, religion, age, and disability
Reasonable Accommodation
Employers must provide disabled persons assistance in being evaluated for employment and in the conduct of their jobs
Adverse impact
Disparate impact; unfair discrimination in which the result of using a particular personnel selection method has a negative effect on protected group members compared with majority group members
Disparate treatment
Unfair discrimination in which protected group members are afforded differential employment procedures compared to members of other groups
Uniform guidelines on employee selection procedures
Employment decisions organizations follow
Diversity
Goal of staffing whereby demographical differences in society are reflected in the workforce
Diversity-validity dilemma
Paradox of organizations being unable to simultaneously hire the most qualified applicants and members of full range of demographic groups that populate society
Affirmative action
Social policy that advocates members of protected groups will be actively recruited and considered for selection in employment
Four goals of affirmative action
1) Correct present inequities: eliminate discriminating practices
2) Compensate past inequities: past discrimination puts minorities in a disadvantage
3) Provide role models: increasing the frequency of minority group members acting as role models
4) Promote diversity: increasing the minority representation in education/workforce
Recruitment
Process which individuals are solicited to apply for jobs
Bona fide occupational qualification (BFOQ)
Requirement applicant must have in order to be considered for a job
Model of personnel decisions in organizations
Work and organizational analyses -> criteria and their measurement or predictors and their measurements -> linkage between predictors and criteria: validity -> design of recruitment strategies -> selection systems and factors affecting their use -> accessing the utility of selection systems
Principles
Specify established scientific findings and generally accepted professional practices in the field of personnel selection; responsibility to assist in accurate and fair personnel selection