Chapter 6

Question 1

Staffing decisions

Answer 1

Decisions associated with recruiting, selecting, promoting, and separating employees

Question 2

High-performance work practices

Answer 2

Practices such as formal job analysis, selection from within key positions, merit-based promotions, and formal assessment devices for selection

Question 3

Stakeholders in staffing process

Answer 3

Line managers, co-workers, applicants

Question 4

Multinational staffing

Answer 4

Procedures that involve staffing for organizations in more than one country
-individualist vs collectivist countries clash (less likely to hire people with other beliefs)

Question 5

Validity

Answer 5

How accurate inferences make based on test or performance data-also whether measure accurately represents what was intended to be measured

Question 6

Criterion-related validity

Answer 6

Correlating test scores with a performance measure; improves researcher confidence that ppl with higher test score have better performance

Question 7

Selection ratio

Answer 7

Divide number of positions available by the number of applicants to find out ratio of positions to applicants

Question 8

False positive

Answer 8

Prediction that the applicant would perform well was false

Question 9

False negative

Answer 9

The applicant was rejected, but would have performed well

Question 10

True negative

Answer 10

Applicant was rejected and would have performed poorly if they were hired

Question 11

True positive

Answer 11

Applicant was hired and performs very well

Question 12

Cut score

Answer 12

The minimum score someone needs to get in order to not be rejected

Question 13

Criterion-referenced cut scores

Answer 13

Considering the desired level of performance for a new hire and finding the test score that corresponds to that desired level of performance
>Ex: could have current employees take a test, measure their job performance, and then see what test corresponds to acceptable performance as rated by their supervisor

Question 14

Norm-referenced cut scores

Answer 14

Score based on some index of the test takers’ scores rather than any notion of job performance
-based on average of test takers scores
>Ex: student who gets a 60 or less on a test fails and does not get any credit for the work they did in the course

Question 15

Utility analysis

Answer 15

Assesses the cost/benefit ratio of one staffing strategy vs another
-cost, how many candidates

Question 16

Base rate

Answer 16

Percentage of current workforce that is performing successfully

Question 17

Comprehensive staffing model

Answer 17

Gathers enough high-quality information about the candidates to predict how likely they are to succeed in the job

Question 18

Clinical decision making

Answer 18

Uses judgement to combine information and make decisions about the value of different candidates

Question 19

Statistical decision making

Answer 19

Combines information according to math formula

Question 20

Compensatory system

Answer 20

Good scores on test can compensate for a lower score on another test

Question 21

Hurdle system

Answer 21

An individual has no option to compensate at a later assessment stage because a low score in an earlier stage removes them from the pool

Question 22

Multiple hurdle system

Answer 22

Multiple hurdles constructed so applicants who did not exceed each of the minimum scores are excluded from consideration

Question 23

Termination for cause

Answer 23

When an employee was fired for a particular reason that they have been warned about and did not correct it

Question 24

Layoffs

Answer 24

Job loss due to employer downsizing; comes without warning or if warned, they are warned as a company
-have stats to back up why they are let go in case of lawsuit

Question 25

Expert witness

Answer 25

Witness in a lawsuit that is permitted to voice and opinion about organizational practices

Question 26

Adverse treatment

Answer 26

When the plaintiff attempts to show that the employer treated them differently from the other employees; intentional discrimination

Question 27

Adverse impact

Answer 27

The employer may not have intended to discriminate against a plaintiff, but an employer practice did not have a negative impact on the group the plaintiff belongs to

Question 28

80 percent rule

Answer 28

Guideline for assessing whether there is adverse impact; 80% of protected group needs to have desirable outcomes like promotions

Question 29

Discovery

Answer 29

Process in which lawyers are given access to potential witnesses who will be called by the other side, as well as any documents relevant to the plaints

Question 30

Class certification

Answer 30

Judge’s decision based on several criteria that determine whether individual plaintiffs can file together under a class action suit

Question 31

Deposition

Answer 31

Interview under oath taken by an opposing attorney in a lawsuit

Question 32

Settlement discussion

Answer 32

Discussions conducted by the parties in a lawsuit in an attempt to reach a mutually satisfying solution before proceeding with other steps of the trial