Exam 2 Flashcards
Nepotism
An approach to personnel staffing whereby family members receive preferential treatment because of birth or marriage.
Protected Group
A designation for members of society who are granted legal status by virtue of a demographic characteristic, such as race, sex, national origin, color, religion, age, and disability.
Adverse Impact
A type of 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. Oftn contrasted with disparate treatment.
Disparate Treatment
A type of unfair discrimination in which protected group members are afforded differential employment procedures compared to members of other groups. Often contrasted with adverse impact.
Diversity
A goal of staffing whereby demographic differences in society are reflected in the workforce.
Diversity-validity Dilemma
The paradox of organizations being unable to simultaneously hire the most qualified applicants and members of the full range of demographic groups that populate society.
Affirmative Action
A social policy that advocates members of protected groups will be actively recruited and considered for selection in employment.
Reruitment
The process by which individuals are solicited to apply for jobs.
Regression Analysis
A statistical procedure used to predict one variable on the basis of another variable.
Multiple Correlation
The degree of predictability (ranging from 0 to 1.00) in forecasting one variable on the basis of two or more other variables. Often expressed in conjunction with multiple regression analysis.
Multiple Regression Analysis
A statistical procedure used to predict on variable on the basis of two or more other variables.
Validity Generalization
A concept that reflects the degree to which a predictive relationshi empirically established in one context spreads to other populations or contexts.
Personnel Selection
The process of determining those applicants who are selected for hire versus those who are rejected.
Predictor Cutoff
A score on a test that differentiates those who passed the test from those who failed; often equated with the passing score on a test.
Selection Ratio
A numeric index ranging between 0 and 1 that reflects the selectivity of the hiring organization in filling jobs; the number of job openings divided by the number of job applicants.
Base Rate
The percentage of current employees in a job who are judged to be performing their jobs satisfactorily.
Criterion Cutoff
A standard that separates successful from unsuccessful job performance.
True Positives
A term to describe individuals who were correctly selected for hire because they became successful employees.
True Negatives
A term to describe individuals who were correctly rejected for employment because they would have been unsuccessful employees.
False Negatives
A term to describe individuals who were incorrectly rejected for employment because they would have been successful employees.
False Positives
A term to describe individuals who were incorrectly accepted for employment because they were unsuccessful employees.
Banding
A method of interpreting test scores such that scores of different magnitude in a numeric range or band are regarded as being equivalent.
Utility
A concept reflecting the economic value (expressed in monetary terms) of making personnel decisions.
Benchmarking
The process of comparing a company’s products or procedures with those of the leading companies in an industry.
Placement
The process of assigning individuals to jobs based on one test score.
Classification
The process of assigning individuals to jobs based on two or more test scores.
Training
The process through which the knowledge and skills of employees are enhanced.
Learning
The process by which change in knowledge or skills is acquired through education or experience.
Declarative Knowledge
A body of knowledge about facts and things. Often compared with procedural knowledge.
Knowledge Compilation
The body of knowledge acquired as a result of learning.
Procedural Knowledge
A body of knowledge about how to use information to address issues and solve problems. Often compared with declarative knowledge.
Procedural Knowledge
A body of knowledge about how to use information to address issues and solve problems. Often compared with declarative knowledge.
Computer-based Training
A method of training that utilizes computer technology (such as CD-ROM) to enhance the acquisition of knowledge and skills.
Programmed Instruction
The most basic computer-based training that provides for self-paced learning.
Intelligent Tutoring Systems
A sophisticated type of computer-based training that uses artificial intelligence to customize learning to the individual.
Interactive Multimedia Training
A type of computer-based training that combines visual and auditory information to creat a realistic but nonthreatening environment.
Virtual Reality Training
A type of computer-based training that uses three-dimensional computer-generated imagery.
Business Games
A method of training that stimulates business environment with specific objective to achieve and rules for trainees to follow.
Role Playing
A training method directed primarily at enhancing interpersonal skills in which training participants adopt various roles in a group exercise.
Behavior Modeling
A method of training that makes use of imitative learning and reinforcement to modify human behavior.
Error Management Training
A system of training in which employees are encouraged to make errors, and then learn rom their mistakes.
Management Development
The process by which individuals serving in management or leadership positions are trained to better perform the job.
Melting Pot Conception
A concept behind facilitating relationships among people of different cultures based on them relinquishing their individual cultural indents to form a new, unified culture as a means of coexisting. Often contrasted with multicultural conception.
Multicultural Conception
A concept behind facilitating relationships among people of different cultures based on them retaining their individual cultural identities as a means of coexisting. Often contrasted with melting pot conception.
Cultural Diversity Training
A method of training directed at improving interpersonal sensitivity and awareness of cultural differences among employees.
Expatriate
A person native to one country who serves a period of employment in anther country.
Sexual Harassment
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that creates an intimidating hostile, or offensive work environment.
Quid Pro Quo Sexual Harassment
A legal classification of harassment in which specified organizational reward are offered in exchange for sexual favors. Often compared with hostile environment sexual harassment.
Hostile Environment Sexual Harassment
A legal classification of sexual harassment in which individuals regard conditions in the workplace (such as unwanted touching or off-color jokes) as offensive. Often compared with quid pro quo sexual harassment.
Mentor
Typically an older and more experienced person who helps to professionally develop a less experienced person.
Protégé
Typically a younger and less experienced person who is helped and developed in job training by a more experienced person.
Executive Coaching
An individualized developmental process for business leaders provided by a rained professional (the coach).
Transfer of Training
The degree of generalizability f the behaviors learned in training to those behaviors evidenced on the job that enhance performance.
Reaction Criteria
A standard for judging the effectiveness of training that refers to the reactions or feelings of individuals about the training-they received.
Learning Criteria
A standard for judging the effectiveness of training that refers to the amount of new knowledge and skills acquired through training.
Behavioral Criteria
A standard for judging the effectiveness of training that refers to changes in performance that are exhibited on the job as a result of training.
Results Criteria
A standard for judging the effectiveness of training that refers to the economic value that accrues to the organization as a function of the new behaviors exhibited on the job.
Performance Management
The process of how an organization manages and aligns all of its resources to achieve high performance.
Person Perception
A theory that asserts how we evaluate other people n various contexts is related to how we acquire, process, and categorize information.
Schema
A Cognitive approach to processing information that results in making sense of events and actions that in turn influence how decisions are made on the basis of that information.
Halo Error
A tpe of rating error in which the rater assesses he ratee as performing well on a variety of performance dimensions, despite having credible knowledge of only a limited number of performance dimensions.
Leniency Error
A type of rating error n which the rater assesses a disproportionately large number of ratees as performing well (positive leniency) or poorly (negative leniency) in contrast to their true level of performance.
Central-tendency Error
A type of rating error in which the rater assesses a disproportionately large number of ratees as performing in the middle or central part of a distribution of rated performance in contrast to their true level of performance.
Top-grading
A method of performance management whereby employees are graded on their overall contribution to the organization, and each year the bottom 10% of the employees are dismissed.
Critical Incidents
Specific behaviors indicative of good or bad job performance.
Behaviorally Anchored Rating Scales (BARS)
A type of performance appraisal rating scale in which the scale points are descriptions of behavior.
Rater Training
The process of educating raters to make more accurate assessments of performance, typically achieved by reducing the frequency of halo, leniency, and central tendency errors.
Rater Motivation
A concept that refers to organizationally induced pressures that compel raters to evaluate ratees positively.
Contextual Performance
Behavior exhibited by an employee that contributes to the welfare of the organization but is not a formal component of an employee’s job duties. Also called prosocial behavior and extra-role behavior.
Peer Assessment
A technique of performance appraisal in which individuals assess the behavior of their peers or coworkers. Peer assessments include nominations, ratings, and rankings.
Peer Nomination
A technique of appraising the performance of coworkers by nominating them for membership in a group.
Peer Rating
A technique of appraising the performance of coworkers by rating them on a dimension of their job behavior.
Peer Ranking
A technique of appraising the performance of coworkers by ranking them on a dimension of their job behavior.
Self-assessment
A technique of performance appraisal in which individual assess their own behavior.
360-degree Feedback
A process of evaluating employees from multiple rating sources, usually including supervisor, peer, subordinate, and self. Also called multisource feedback.
