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I/O Psychology > Midterms > Flashcards

Midterms Flashcards

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1
Q

A branch of the Department of Labor
charged with investigating and prosecuting
complaints of employment discrimination.

A

EQUAL EMPLOYMENT OPPORTUNITY
COMMISSION (EEOC)

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2
Q

THE LEGAL PROCESS

A

Grievance system
Mediation
Arbitration
Binding arbitration
Non-binding arbitration

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3
Q

how discrimination complaints will be
handled internally.

A

The legal process

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4
Q

● a process in which an employee
files a complaint with the
organization and a person or
committee within the organization
makes a decision regarding the
complaint.
● Employees take their complaints to
an internal committee that makes a
decision regarding the complaints.
If employees do not like the
decision, they can then take their
complaints to the EEOC.

A

Grievance system

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5
Q

● a method of resolving conflict in
which a neutral third party is asked
to help the two parties reach an
agreement.
● Employees and the organization
meet with a neutral third party who
tries to help the two sides reach a
mutually agreed upon resolution.

A

Mediation

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6
Q

● a method of resolving conflicts in
which a neutral third party is asked
to choose which side is correct.
● The two sides present their case to
a neutral third party who then
makes a decision as to which side
is right.
differ in that the neutral third party
helps the two sides reach an
agreement in mediation, whereas in
arbitration, the neutral third party.

A

Arbitration

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7
Q

a method of resolving
conflict in which a neutral third party is asked
to choose which side is correct and in which
neither party is allowed to appeal the
decision.

A

Binding arbitration

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8
Q
  • a method of
    resolving conflicts in which a neutral third
    party is asked to choose which side is
    correct but in which either party may appeal
    the decision.
A

Non-binding arbitration

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9
Q

An EEOC complaint must be filed within ________, but within
300 days if the complainant has already filed
a complaint with a state or local fair-
employment practice agency.

A

180
days of the discrimination act

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10
Q

OUTCOMES OF AN EEOC INVESTIGATION

A

Charge Does Not Have Merit
Charge Has Merit
Case Law

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11
Q

the
governmental agency does not find merit,
one of two things can happen based on
whether the person filing the complaint
accepts the decision.

A

Charge Does Not Have Merit-

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12
Q

if the EEOC believes
that the discrimination charge has merit, it
will try to work out a settlement between the
claimant and employer without taking the
case to court.

A

Charge Has Merit-

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13
Q

the interpretation of a law by a
court through a verdict in a trial, setting
precedent for subsequent court decisions.

A

Case Law-

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14
Q
  • is any group of
    people for which protective
    legislation has been passed.
A

Protected class

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15
Q

is any
group of individuals specifically
protected by federal law.

A

Federal protected class-

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16
Q

A particular employment decision results in
negative consequences more often for
members of one race, sex, or national origin
than for members of another race, sex, or
national origin.

A

ADVERSE IMPACT

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17
Q

A guideline used to determine if there is
adverse impact in the selection process of a
specific group. The rule states that the
selection ratio of a minority group should be
at least four-fifths (80%) of the selection ratio
of the majority group.

A

FOUR-FIFTHS RULE

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18
Q

TYPES OF HARASSMENT

A

Quid pro quo
Hostile environment
Pattern of behavior
Based on gender
Negative to the reasonable person

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19
Q
  • a type of sexual harassment
    in which the granting of sexual favors is tied
    to an employment decision
A

Quid pro quo

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20
Q
  • type of harassment
    characterized by a pattern of unwanted
    conduct related to gender that interferes with
    an individual’s work performance.
A

Hostile environment

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21
Q
  • it becomes
    harassment if the coworker continually
    makes unwanted romantic or sexual
    overtures or repeatedly makes inappropriate
    remarks.
A

Pattern of behavior

22
Q
  • to be considered sexual
    harassment, conduct must be due to the sex
    of the employee.
A

Based on gender

23
Q

any
pattern of behavior based on gender that causes an employee discomfort might
constitute sexual harassment.

A

Negative to the reasonable person-

24
Q

EMPLOYEE RECRUITMENT

A

Recruitment
External recruitment
Internal recruitment

25
Q
  • the process of attracting
    employees to an organization.
A

Recruitment

26
Q
  • recruiting employees
    from outside the organization.
A

External recruitment

27
Q
  • recruiting employees
    already employed by the organization.
A

Internal recruitment

28
Q

MEDIA ADVERTISEMENTS

A

Newspaper Ads
Electronic Media
Situation-wanted Ads
Point of Purchase Methods

29
Q

many organizations used
This, especially for local
positions, 2007 recruiters considered print
advertising as one of the least effective
recruitment methods.

A

Newspaper Ads-

30
Q

Typically ask the applicant to respond in one of 4
ways:

A

Respond by calling
Apply in person ad
Send resume ads
Blind box

31
Q
  • recruitment
    ads in which applicants are
    instructed to call rather than apply
    in person or send résumés.
A

Respond by calling

32
Q
  • recruitment
    ads that instruct applicants to apply
    in person rather than to call or send
    résumés.
A

Apply in person ads

33
Q

recruitment ads
in which applicants are instructed to
send their résumés to the company
rather than call or apply in person

A

Send résumé ads-

34
Q

recruitment ads that
instruct applicants to send their
résumés to a box at the newspaper;
neither the name nor the address of
the company is provided.

A

Blind box-

35
Q
  • the potential advantage to using
    this for recruitment is that, according to a
    2013 study by Radio Advertising Bureau, Americans
    spend 3.7 hours per day watching TV and 2.3 hours a
    day listening to the radio.
A

Electronic Media

36
Q

placed by the applicant rather
than by organization. Some list extensive
qualifications, some give applicants’ names, and
some are generally more creative than others.

A

Situation-wanted Ads-

37
Q
  • a recruitment is based
    on the same POP advertising
    principles used to market products to consumers
A

Point of Purchase Methods

38
Q

RECRUITERS

A

Campus Recruiters
Outside Recruiters
Public Employment Agencies

39
Q

many organizations
send recruiters to college campuses to
answer questions about themselves and
interview students for available positions.

A

Campus Recruiters

40
Q

more than 75% of
organizations use such outside recruiting
sources as private employment agencies,
public employment agencies.

A

Outside Recruiters-

41
Q
  • a job fair held on
    campus in which students can
    “tour” a company online, ask
    questions of recruiters, and
    electronically send résumés.
A

Virtual job fair

42
Q

-
employment agencies, often also
called headhunters, that specialize
in placing applicants in high-paying

A

Executive search firms

43
Q
  • better known as
    “head hunters”, differ from employment
    agencies in several ways.
    i. First, the jobs they represent tend to be
    higher-paying, non-entry-level positions.
    ii. Second, reputable executive search
    firms always charge their fees to
    organizations rather than to applicants.
    iii. Third, fees charged by executive
    search firms tend to be about 30% of the
    applicant’s first-year.
A

Executive Search Firm

44
Q

an
employment service by state or local
government, designed to match applicants
with job openings

A

Public Employment Agencies-

45
Q

A method of recruitment in which a current
employee refers a friend or family member
for a job.
● Rated as the most effective recruitment
method

A

EMPLOYEE REFERRAL

46
Q

A method of recruitment in which an
organization sends out mass mailings of
information about job openings to potential
applicants.

A

DIRECT MAIL

47
Q

continues to be a fast-growing
source of recruitment. recruiting efforts
usually take one of the three forms employer-based
websites, job boards, and social networking sites.

A

Internet

48
Q
  • an organization
    that lists available job openings and provides
    information about itself and the minimum
    requirements needed to apply to a particular
    job.
A

Employer-Based Websites

49
Q
  • is a private company whose
    websites list job openings for hundreds or thousands of organizations and résumé for
    millions of applicants.
A

Job Boards

50
Q
  • the greatest change in
    employee recruitment has been the
    increased use of social media outlets such
    as LinkedIn, Facebook, and Twitter.
A

Social Media

51
Q

A method of recruitment in which job
applicants are told both the positive and the
negative aspects of a job.

A

REALISTIC JOB PREVIEWS

52
Q

lowers an applicant’s expectations
about work and expectations in general.

A

EXPECTATION-LOWERING PROCEDURE

I/O Psychology (5 decks)

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