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Managing People > ID & Selection > Flashcards

ID & Selection Flashcards

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People You Should Know flashcards
1
Q

Individual differences

A

Traits or other characteristics by which individuals may be distinguished from one another.

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2
Q

ID : Personality

A

The combo of stable physical, behavioral and mental characteristics

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3
Q

Extroversion

A

Outgoing, talkative, sociable, assertive
Beneficial if the job involves interpersonal interaction and stronger predictor of job performance than agreeableness.

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4
Q

Agreeableness

A

Trusting, goodnatured, cooperative, softhearted
More likely to stay with their jobs

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5
Q

Conscientiousness

A

Dependable, responsible, achievement-oriented, persistent. Strongest and most positive effects on job performance.

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6
Q

Emotional Stability

A

relaxed, secure, unworried, less likely to experience negative emotions under pressure, higher job performance, fewer counter productive work behaviors, more organizational citizenship behaviors

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7
Q

Openness to experience

A

Intellectual, imaginative, curious, broadminded

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8
Q

Intelligence

A

The ability to learn from experience to reason abstractly, and to adapt to the surrounding environment

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9
Q

Theory of General Intelligence

A

Charles Spearman invented factor analysis which analyzes correlations among tests and discovered a single general factor named “g”

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10
Q

Theory of multiple Intelligences

A

Howard Gardner proposed that their are 8 different constructs of intelligence, believes that these abilities could be isolated and come form different areas of the brain.

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11
Q

Theory of Successful Intelligence

A

Exists in set and meaningful goals in one life considering cultural context. People make the most of their strengths and weaknesses.
Three key abilities: Creative, Analytical, Practical Intelligences

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12
Q

Creative Intelligence

A

Imaginative and innovative problem solving

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13
Q

Analytical Intelligence

A

Academic problem solving and computation

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14
Q

Practical Intelligence

A

Street smarts and common sense

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15
Q

Core self evaluation

A

broad personality trait comprised of 4 narrow and positive individual traits

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16
Q

generalized self efficacy

A

the belief about your chances of successfully accomplishing a task

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17
Q

Self esteem

A

a general belief about your self worth, stable across your lifetime but can be improved, best to apply yourself to areas or goals that are important to you. Those things will will be your highest motivation and you’ll work harder.

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18
Q

Locus of Control

A

How much does someone take personal responsibility for their behaviors and its consequences.

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19
Q

External LOC

A

things happen to me
i blame others
i cant control the future
more anxious
earn less, receive smaller raises
less motivated by incentives

20
Q

Internal LOC

A

i can make things happen
i can determine my future
i accept personal responsibility for my failures
higher motivation
higher expectations
exert more effort

21
Q

Emotional Intelligence

A

the ability to monitor ones own emotions and those of others to discriminate among them.

22
Q

5 aspects of Emotional Intelligence

A
  • self-awareness (knowledge of one’s strengths and weaknesses),
  • self-regulation (the ability to keep disruptive emotions in check),
  • self-motivation (how to motivate oneself and persevere in the
    face of obstacles),
  • empathy (the ability to sense and read emotions in others), and
  • social skills (the ability to manage the emotions of other people).
23
Q

Benefits/Drawbacks of EI

A
  • Better social relationships.
  • Greater well-being.
  • Increased satisfaction.
  • No clear link to improved job performance.
  • Research remains unclear.
24
Q

Emotions

A

complex, relatively brief responses aimed at a particular person, info, event.
Can change someone’s psychological or physiological states.
Positive and Negative or mixed emotions.
Past, Present, Future

25
Q

what tense is anger

A

A retrospective emotion

26
Q

what tense is fear

A

A prospective emotion

27
Q

Selection Goal

A

choose best fitting person for a role

28
Q

Selection Model: person job-fit

A

selecting people who have the knowledge, skills and ability for the necessary job

29
Q

Selection Model: person organization-fit

A

focuses on individual characteristics consistent with organizational culture, focus on KSAs necessary to performing future positions wi organization

30
Q

Selection System

A

-determine which KSAs are important to the performance of the job
-develop/select measures to asses the required KSAs
-decide on decision rules for handling applicant scores and determining who will be hired

31
Q

Measures for KSAs:

A

reliability: consistent, dependable, stable, the degree to which a measure is free from random error, test/ retest reliability= participants take measure twice to examine the comparison
valid: does it measure what we think it should be predicting

a measure can be reliable and not be valid, a measure cannot be valid if it is not reliable

32
Q

Criterion-related Validity

A

is the measure related to the outcome of interest?

33
Q

Content Validity

A

Is the measure an adequate sample of the content of interest?

34
Q

Construct of Validity

A

Is the measure of the construct what we think it is?

35
Q

Criterion-related Validity Evidence

A

Concurrent & Predictive

36
Q

Concurrent Validity Evidence

A

taking a measure of the predictor and performance at the same time from current employees

37
Q

Predictive Validity Evidence

A

taking a measure of the predictor from applicants hiring some and later obtaining performance measures

38
Q

Generalizable Measures for Selection

A

the degree to which the validity of a selection method extends to other contexts: different situations, people samples, periods of time

39
Q

Selection Utility

A

degree to which the info provided by the method enhances effectiveness and selecting personnel

40
Q

What curve does Job performance usually follow?

A

Power law distribution, bell curve, few high performers and larger group of poor performers.

41
Q

What makes a Selection Method Standard useful?

A

Legality- all selection methods should adhere to the existing laws and legal precedents.
Civil rights act of 1991
Age discrim in employ act of 1967
ADA act of 1990

42
Q

format of selection devices

A

paper/pencil
computerized
self report
interviews
performance based tests
medical exams

43
Q

focus of selection devices

A

background: applicant forms, biodata, references, background checks
knowledge: job knowledge tests
skills: work sample tests
abilities: cognitive ability, physical ability
other characteristics: personality tests, integrity tests, health and fitness

44
Q

application blanks

A

allow the collection of information in a standardized manner
good source of info about experience
info is historical and verifiable
direct/indirect questions about protected classifications should be avoided
take in to account ADA/EEO

45
Q

Biographical Data Questionaires

A

BioData questionaires are developed empirically

Managing People (8 decks)

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