Final Exam Flashcards
Sebastian noticed that Paul was not preforming up to his usual standards. Sebastian found out Paul is going through a bitter divorce. He referred Paul to a counseling service provided by the company that helps employees resolve personal issues affecting their work. Sebastien referred Paul to an________________-
Employee assistance program.
When Occupational Health and Safty Act Inspectors discover a hazard that could cause injury or illness that would most likely result in death or significant physical harm, it reports a __________.
Serious violation
To help protect employees, the _____________ requires that employers pursue workplace safety that deals with the physical protection of people from injury or illness while on the job.
Occupational Safety and Helth Act.
Isaacs’s organization offers several sets of benefits. One set would appeal to younger people, and one set would appeal to parents of young kids, His organization is offering ________________
A modular plan.
The largest US statutory programs in both size and cost to employers is
Social Security and Medicare
Maria is conducting a job evaluation in her organization by breaking each job down into component skills or abilities, and she will assign points to each skill/ability based on its difficulty. This is the ___________.
Point factor method of job evaluation
In examining her organization’s benefits package, Petra has determined that the organization can provide a 40% premium to direct compensation for the costs of benefits. What aspect of providing a benefits program is Petra considering?
amount.
_____________ Theory proposes that the employees are motivated when the ratio of there perceived outcomes to inputs is at least equal to that of the other referent individuals
equity
The major provision of the _______________ cover minimum wage, over time, and child labor rules.
Fair Labor Standards act
Coles’s performance appraisal describes his actions along a continuum. For example, when it comes to customer services, he receives a 1 if he regularly ignores customers, a 3 if he regularly greets customers, and a 5 if he regularly greets customers and asks how he can help. Cole is using the ____________ method of performance appraisal.
behaviorally anchored rating
Bryan closed a huge sale on the first week of his new sales job. Although his work since has been average, he still receives an excellent performance appraisal review. it is likely that his manager is making a _____________ error.
Halo
You are a restaurant owner who installed a new food ordering system intending to speed up the time it takes to serve meals, so you need to train employees on how to use the new system. Which assessment method is most appropriate to the situation?
Results evaluation
As a result of his last performance appraisal, Deron finally got the promotion he had been seeking for 3 years. His supervisor agreed with Deron that his performance had improved and that Deron was ready to take on more responsibility. This is an example of the _____________ reason for conducting performance appraisals.
Decision making
Jason is looking for a method of training his employees that will provide hands-on experience and allow for the instructors to customize the training for each employee’s needs. Jason’s best choice of training method would be ________________ training.
On the job training
After Ahmad completed training on the use of the new forklift, Ahmed’s supervisor made notes on how well Ahmed handled the equipment. Ahmed’s supervisor was completing a ___________ assessment of training.
Behavioral evaluation.
When conducting selection interviews, Yoko has a list of prepared questions from which she stays consistent. She asks all job candidates the same questions in the same order. Yoko conducts a __________ interview.
Structured.
Kelsey took her driver’s test on Tuesday. The results were lost when the computer crashed. She retook the test and received the same score. It is clear that the driving test has
reliability.
When an organization compares a score on a selection test to the job performance of existing workers in that job, the organization is using __________ validity.
Criterion related
The marketing department at ACME Global is loosely structured with little hierarchy. This allows for different employees to take the lead on different projects based on their workload and their interests. Hans joined the department from a different company which had clear lines of authority. He quit ACME in 2 months, saying that he just could not figure out how to contribute to the department. It appears that the ACME Global job lacked______________ for Hans.
Personal Organization fit
Kim wants her employees to be able to perform each other’s jobs when they take vacations. Which of the following is the most appropriate training method?
Job rotation.
Ability–job fit
Individuals’ physical and intellectual skills affect how they work
Personality–job fit
Personality affects how people work
Person–organization fit
How individuals fit within the structure and how culture affects how they work
negligent hire
A legal concept that says that if the organization hires someone who may pose a danger to coworkers, customers, or other third parties, and if that person harms someone else in the course of working for the company, then the company can be held liable for the individual’s actions.
Uniform Guidelines on Employee Selection Procedures
Provides information that can be used to avoid discriminatory hiring practices and discrimination in other employment decisions.
Uniform Guidelines on Employee Selection Procedures says that all employment tests used must be _________ and _____________.
valid and reliable
Uniform Guidelines on Employee Selection Procedures:
Criterion-related validity
the extent to which the measure predicts future job performance (i.e., correlation between test scores and job performance scores)
Uniform Guidelines on Employee Selection Procedures:
Content Validity
: the extent to which the measure captures essential components of the job (consistency between test items and kinds of situations/problems that occur on the job)
Uniform Guidelines on Employee Selection Procedures:
Realiabilty
stability, consistency of scores on the measure
Structured interview
Candidates are asked the same questions. More valid, but less frequently used in practices
Semi-structured interview
Interviewers follow a list of questions but also ask unplanned
questions. Less valid than structured interview, but more frequently used in practices
Unstructured interview
Interviewers have no preplanned questions or sequence of topics. This type is most susceptible to discrimination claims because it introduces the most interviewer bias
Common Interview Questions
consistent questions to ask all candidates to objectively compare the candidates and select the most qualified
Behavior-based Questions
Situational Questions
putting you in a hypothetical situation that you would likely face in the job you are applying for
e.g., What would be your solution to this customer’s complaint?
Behavior-based Questions
Behavior Descriptive Questions
open-ended form about something specific that you have done in the past
e.g., Give me an example of a time when you solved an analytically
difficult problem
illegal question chart
Multiple-hurdle selection model Definition
Requires that each applicant must pass a particular selection test in order to go to the next test.
Compensatory selection model Definition
Allows individuals to do poorly on one test but make up for that by doing exceptionally on other tests. Weigh the total outcome.
Mindfulness to Avoid Intuition and Bias
-Rushing
-Stereotyping
-‘Like me’ syndrome (i.e., similarity attraction paradigm)
-Halo/horns effect
-Premature selection (e.g., contrast effect)
What are the 3 steps for training and development
Asses Training needs
Create Materials and Implement
Evaluate Training
when is training needed?
-New employee onboarding
-New job requirements or processes
-Remediation
- Employee development for advancement
What is the purpose of needs analysis (or needs assessment)
Analyzing the difference between what is currently occurring within a job or jobs and what is required – either now or in the future based on the organization’s operations and strategic goals
-Helps to identify specific problem areas (‘gaps’)
-Helps to obtain management support
-Develop baseline data for evaluation
-Helps to determine costs/benefits (ROI)
What are the three sources of needs analysis?
organizational analysis
Job analysis
individual analysis
What are common challenges to the training process
Unprepared Workforce
Strategic congruence
Scheduling
Resistance to change
Return on Investment/ Cost Justification
Principals that enhance learning
Goal Setting
Distributed Practice with Mistakes
Feedback
meaningful materials
learning by doing
Pay Levels
Combines different jobs into grades with a maximum and minimum pay rate
