exam 2 Flashcards
Sources of performance evaluations
- self appraisals
- peer appraisals
- 360 degree feedback
What is a 360 degree feedback?
getting multiple performance evals from supervisors, peers, subordinates, customers to help eliminate blind spots.
What are common errers and biases in perfomance appraisals
- Leniency error
- severity error
- central tendency error
- halo effect
- recency effect
- casual attribution
- actor observer bias
What are categorized as the three response errors?
leniency, severity, central tendency
what is leniency error?
give all workers positive performance appraisals
what is severity error?
give all workers negative performance appraisals
central tendency error
way to measure the middle of the curve. Tendency to rate workers at midpoint in performance appraisals .
(not excellent, not terrible, in the middle of the two)
Halo effect
overall positive performance appraisals bec of one known recent excellent performance when thinking of that person. “confirmation bias”
horns effect
general bad impression so you rate overall performance low without thinking critically about strengths
what is recency effect?
tendency for appraiser to place greater emphasis on the dispositional factors and lesser emphasis on situational factors that may affect performance (bad performance is matter of bad character and not current circumstances)
how to avoid recency effect?
ask yourself what could be contributing to their performance
how do IO psychologists combat these biases and errors
error rater training,
what is error rater training
train raters about the potential biases so they can be aware and create common model for rating employee performance to foster shared understanding
Why is selection good for buisness?
separates applicants who are more likely to perform successfully from those who are less likely to perform successfully
what is personnel selection?
process of collecting and evaluating of information about the group of applications for a particular job opening and to which applicant the offer should be extended.
IO psych roles in personnel selection?
- ID the KSA necessary for performance
- develop or id measures of those KSA
- conduct research on realationship between selection measures and job performance
- eval evidence of fair treatment
- enhance KSA to ensure prediction of job success
- Design training
- testify in court cases and challenge selection methods of orgs
what is the purpose of the development of a selection program?
ensure that the selection process is both job-related as required by the law and to better predict applicantss who will be successful
what is job analysis?
dimensions and identification of KSAOs necessary for the job,.
the foundation
steps in employee selectioin process
recruit, screen,select, place
types of screening?
resume, job apps, employment tests, hiring interviews, and references,
what is most important about screening?
that they predict job performance
how effective are resumes and written applications?
common. less reliable or calid in measuring job relevant performance. advantage is ease of administration.
What are important about references?
common for grad school applications, little research has solidified their reliability as a selection tool
what is an issue of letters of recommendation?
sexism; for men are longer and more positive words associated like independent, leader, etc. women associated with more caring words, kind sensitive, etc.
different types of employment test formats
individual test, group, speed, power, pencil-paper, power test
what is an individual test
test one individual at a time using a fancy apparatus (flight stimulater)
what are group tests?
common, administer same test to group of individuals at the same time
speed test
time requirement, how long it takes to complete x number of problems
power test
no time limit, difficult items, assess how good they are at getting items correct
pencil-paper test
open ended response options. multiple choice, essay, forced choice
performance test
see how you interact with an object, manual dexterity.
what are different types of screening tests
bio data instruments, cognitive ability tests, mechanical ability, motor and sensory ability tests, job skills and knowledge tests, personality tests, integrity tests
what is bio data instruments test
earliest tool, background info and personal characteristics that can be used in employee selection
drawback of bio data instruments
poor evidence of score consistency (reliability or accuracy) validity in measuring job related performance
what are ability tests
ex; US ARMY alpha tests,– pencil,paper ability testing for placement, selection, and classification of drafter recruits
cognitive ability tests
reading comp, math ability , and facial visualizations
what is the leading predictor of job performance accord. to IO Psychs
cognitive ability tests
what is “G”?
general mental ability
Jobs that are complex requrie individuals with__?
higher cognitive abilities
drawback of cognitive ability?
is not as good of a predictor for lower complex jobs
skills and knowledge tests
measure job relevant knowledge , specifically technical elements of the job. Measures requirements for specific job and show evidence of reliable and valid measurement.
why are personality / integrity tests growing in popularity?
inc. desire to accurately capture softer skills needed in the job domain
what personality characteristics has a strong relationship with job performance
conscientiousness
what are the two biggest predictors of job performance accord. to IO Psychs
coscientiousness and cognitive ability tests
how is it decided which test to use for selection decisions?
OVERALL: choose a combination of measures that will jept to provide measurement of maximum quality considereing the below issues.
size of applicant pool, consequences of inaccurate selection org. performance, costs,
problems with personality tests?
faking it. motivated to lie because of desire to get the job
Fake resistant personality test?
adam mease, created format for personality test that makes it difficult for people to fake or answer dishonestly.
what is the most valid and expensive way to test potential employees performance?
assessment centers/work samples - “Probe Tag”
put candidate into work situation and judge their performance
different measures developed as sample of job performance
role plays, leaderless discussion, in-baskets
Role play
see how applicants would deliver feedback to subordinated by making them act out sessions with a paid actor
what is the most direct way to predict future performance?
role play
what is leaderless discussion?
small group of applicants are given a task to complete together and observe how they interact with one another to get the job done
what are in baskets?
Stacks of fake emails they have to respond to tin a specific time frame to see how they organize tasks, and how they respond to subordinates, bosses, etc.
what are different types of hiring interviews?
situational and structured behavioral
how effective are hiring interviews?
low reliability as a selection tool, still widely used
what is the purpose of the hiring interview?
can develop rapport with each applicant, give job preview, and applicants can asses if the job is a good fit
how have psychs improved the hiring interview process?
development of structured methods of administration and evaluation and improve the reliability and validity
how can interview bias be fixed?
make them more structured and standardized
why is work analysis important?
leads to thourough understanding of jobs and KSAOs required to perform them
