Lecture 2

Question 1

job design

Answer 1

the process of improving organizational effiency and employee satisfaction through technological and human considerations

Question 2

work simplification

Answer 2

an approach to job design that involves assigning most of the administrative aspects of work such as planning and organizing to supervisors and managers, while giving lower level employees narrowly defined tasks to perform according to methods established and specified by management

Question 3

industrial engineering

Answer 3

a field of study concerned with analyzing work methods; making work cycles more efficient by modifying, combining, rearranging, or eliminating tasks; and establishing time standards

Question 4

job enlargement (horizontal loading)

Answer 4

a technique to relieve monotony and boredom that involves assigning workers additional tasks at the same level of responsibility to increase the number of tasks they have to perform

Question 5

job enrichment (vertical loading)

Answer 5

any effort that makes an employee’s job more rewarding or satisfying by adding more meaningful tasks and duties

Question 6

human capital theory

Answer 6

the accumulation of firm-specific knowledge and experience involves a joint investment by both the employee and employer; therefore both parties benefit from maintaing a long-term relationship

Question 7

nepotism

Answer 7

a preference for hiring relatives of current employees

Question 8

construct validity

Answer 8

degree to which a test is an accurate measure of the construct it purports to measure

Question 9

criterion-related validity

Answer 9

degree to which scores on a test are related to a specific outcome

Question 10

content validity

Answer 10

degree to which a test covers all facets of a given construct

Question 11

face validity

Answer 11

degree to which a test is subjectively viewed as measuring what it is supposed to measure –> low if applicant doesnt understand relevancy of test

Question 12

selection ratio

Answer 12

the ratio of the number of applicants hired to the total number of applicants

Question 13

multiple-hurdle strategy

Answer 13

An approach to selection involving a series of successive steps or hurdles. only candidates clearing the hurdle are permitted to move on to the next step.

Question 14

reliability

Answer 14

the degree to which interviews, tests, and other selection procedures yield comparable data over time; in other words, the degree of dependability, consistency, or stability of the measures used

Question 15

validity

Answer 15

the accuracy with which a predictor measures what it is intended to measure

Question 16

differential validity

Answer 16

confirmation that the selection tool accurately predicts the performance of all possible employee subgroups, including white males, women, visible minorities, persons with disabilities, and aoriginal people

Question 17

management assessment centre

Answer 17

a comprehensive, systematic procedure used to assess candidates’ management potential that uses a combination of realistic exercises, management games, objectives testing, presentations, and interviews

Question 18

contrast or candidate-order error

Answer 18

an error of judgment on the part of the interviewer because of his or her having interviewed one or more very good or very bad candidates just before the interview in question

Question 19

statistical strategy

Answer 19

a more objective technique used to determine which candidate the job should be offere to; involves identifying the most valid predictors and weighting them through statistical methods, such as multiple regression (basically, top score overall wins)

Question 20

openness

Answer 20

imaginative, inventive, curious, insightful

Question 21

conscientiousness

Answer 21

efficient, organized, reliable, prompt, punctuality

Question 22

extraversion

Answer 22

outgoing, energetic, assertive, talkative

Question 23

agreeableness

Answer 23

friendly, compassionate, cooperative,considerate

Question 24

neuroticism/emotional stability

Answer 24

moody, tense, nervous, irritable

Question 25

test re-test reliability

Answer 25

test administered at different points in time for the same individual should yield similar results

Question 26

inter rater reliability

Answer 26

external radars assessing a given candidate, if judged by multiple people should yield similar scores. i.e. coworker and supervisor scores for an individual should be similar