Mos 1021 Flashcards

Question

Direct discrimination

Answer 1

a.k.a. intentional discrimination deliberately refusing to hire, train, or promote an individual on the basis of a protected characteristic

Answer 2

Unintentional Discrimination (a.k.a. disparate impact): Arises from seemingly neutral policies or practices, unintentionally negatively affecting a protected group. Bona Fide Occupational Requirements (BFOR): Attributes considered justifiable grounds for hiring, promotion, or retention decisions, which might otherwise be seen as discriminatory. These requirements are deemed necessary to fulfill the job safely and effectively.

Answer 3

characteristic is rationally connected to successful job performance

Answer 4

employer adopted the characteristic in good faith

Answer 5

characteristic is necessary for the accomplishment of the job

Answer 6

modifications to certain rules, standards, policies, resources, physical environments ensures individuals are not prevented from carrying out their job on the basis of prohibited grounds accommodate to point of undue hardship

Answer 7

collection of related tasks, duties, responsibilities that are grouped together for the purpose of accomplishing work within an organization

Answer 8

systematic process of collecting detailed information pertaining to a job includes tasks, duties, responsibilities, human attributes

Answer 9

better alignment between jobs and employees

Answer 10

better training and retraining programs

Answer 11

performance of employees is assessed based on standard criteria provided in the job analysis

Answer 12

informs the pay, benefits, incentives (financial and non-financial)

Answer 13

Previous job data Digital databases Organization charts

Answer 14

created by the federal government provides standardized language to describe over 30,000 jobs (general description, duties, requirements)

Answer 15

visual diagram depicting the structure of an organization provides information about jobs within an organization, relative rank of jobs, reporting relationships among jobs

Answer 16

numerous levels of management narrowly defined jobs common in larger organizations clear lines of communication (downside) separation between units

Answer 17

common in smaller or newer organizations fewer (if any) levels of management Jobs are more defined Empowerment vs.disorganization

Answer 18

ideal in the case of multiple projects or products two lines of accountability Organized. Communicative Conflicts possible

Answer 19

Incumbent Supervisor Job Analyst

Answer 20

* individual currently holding position knowledgeable about job Misinformation possible

Answer 21

* has charge over a workplace knowledgeable about job importance Less knowledgeable about day to day events

Answer 22

Job Analysis Step 3 (Gather Job Info)

Answer 23

can provide objective assessment Missing a lot of background information about the job/job history

Answer 24

record nature, frequency, duration, outputs, equipment ideal for jobs involving observable activities

Answer 25

can be conducted alone or in groups supervisors should not be present during incumbent interviews SMEs may not provide accurate information to protect own interest

Answer 26

surveys completed by SMEs use established questionnaires or develop own

Answer 27

contains 195 items about various job elements General behaviors SMEs indicates extent to which each element is relevant to the job on a 5-point scale Advantages : standardized, easy to administer, personal factors have little factors Limitations: reading level high ,more suited to assess manual labor, poor differentiation between jobs

Answer 28

Job Analysis Step 4 (Develop Key Documents)

Answer 29

job description(what a job entails), *job specification (characteristics needed to perform a job)

Answer 30

tasks duties Responsibilities TDRs

Answer 31

knowledge skills abilities other characteristics KSAOs

Answer 32

alternative to traditional job analysis reflects movement toward fluid roles, greater employee empowerment process for determining key competencies

Answer 33

Actively participates as a member of the team toward the completion of team goals. contributes in team meetings, informal team gatherings, and other team settings develops productive and cooperative relationships with other team members expresses disagreement with other members of the team in a constructive manner

Answer 34

Core, Cross - Functional, Functional

Answer 35

process of identifying and attracting potential employee generation of an applicant pool for a job vacancy Set of candidates who express interest in the position provides qualified candidates for subsequent selection

Answer 36

seeking individuals who currently hold positions in the organization *may be freely exercised or dictated by policy advantages: less taxing on time and resources, lower risk boost employee moral disadvantages: maintenance of status quo

Answer 37

seeking individuals who do not currently hold positions in the organization numerous strategies available Active: actively looking for new opportunities, available immediately Passive: not actively looking for new opportunities, not available immediately

Answer 38

Advantages: larger applicant pool, greater innovation Limitations : may affect workplace morale, higher risk, more taxing on resources

Answer 39

e.g., job websites, corporate websites low cost to post large and diverse applicant pool High cost to review

Answer 40

e.g., newspapers, magazine, trade journals Target audience to people who in a particular trade or industry can target specific candidates (trade journals for specialized work, newspapers for local knowledge) Long lead times are common (e.g., 4-6 month for magazines)

Answer 41

help manage employee expectations provide a balanced view of the job and organization Promotion of employer brand and realistic job preview

Answer 42

recruiting from universities, colleges, technical schools innovative and cutting edge low experience (invest in training) May not be long term(50% leave job in the first year)

Answer 43

reflects an organization’s reputation as a place to work Favorable features: compensation, flexibility, social responsibility, social events

Answer 44

tool that provide candidates with a realistic view of what a job entails communicate positive and negative aspects of job Manages expectations Increases retention

Answer 45

Application Review: Assess submitted materials (application forms, résumés, cover letters). Eliminate candidates not meeting basic criteria. Application Forms: Standardized with contact, education, work details. Avoid prohibited questions. Résumé: Non-standardized, may include varying information. Carefully evaluate for potential issues.

Answer 46

extent to which a test produces consistent or stable results (test/retest) test produces same/similar results across testing occasions (inter - rater/peer report) test produces same/similar results across raters

Answer 47

Construct Validity, Criterion Related Validity, Face Validity

Answer 48

Positive correlation with self-confidence, self-worth, self-esteem. No correlation with intelligence tests. Convergent Validity: Positive correlation with similar tests' results. Discriminant Validity: No correlation with results from dissimilar tests.

Answer 49

*correlating positively with teamwork skills demonstrated now correlating positively with leadership skills demonstrated in the future (Concurrent) degree to which test scores are related to current performance (Predictive) degree to which test scores are related to future performance

Answer 50

Test's perceived relevance to the job. Judged subjectively by test-takers. Importance: High face validity increases candidate receptivity. Example: Applicants complete a basic math test.

Answer 51

Intelligence Testing: Assesses general intelligence, thought processing, and decision-making. Advantages: Predictive of job performance, quick administration. Limitations: Potential negative reactions, adverse impacts on minority groups. Example: Wonderlic Personnel Test: 50 multiple-choice questions, 12-minute time limit, scored based on correct responses.

Answer 52

Physical Ability Testing: Assesses the capability to perform job-related physical tasks. Importance: Linked to detailed job analysis to ensure relevance. Nature: Typically pass/fail based on job demands. Pros and Cons: Advantages include increased workplace safety and difficulty to fake. Limitations involve time and resource demands, often in contrived settings.

Answer 53

pattern of thoughts, feelings, and actions that are characteristic of a person, consists of a collection of traits

Answer 54

(OCEAN) Open to Experience, Conscientiousness, Extraversion, Agreeableness, Neuroticism

Answer 55

Advantages- *predictive of job performance predictive of training success predictive of employee engagement fast and easy to administer Limitations - susceptible to faking and social desirability responding

Answer 56

Predict job performance based on applicants' oral responses to questions. Versatile method, conducted one-on-one or with multiple participants and interviewers. Reasons for Use: Multipurpose, promotes employer brand, creates an illusion of validity. Issues: Initial impression bias, biased interpretation of responses. Favorable ratings for similar candidates, impacting diversity. Influence of verbal and non-verbal cues. Risk of leading candidates to expected answers.

Answer 57

Background Checks: Verify details provided during the selection process. Require signed permission from candidates. Types: Examples include basic checks (education, work history), credit checks, and criminal checks. Reference Checks: Obtain candidate details from provided references using standardized questions. Legal Aspects: Defamation risk with false information hurting reputation (libel or slander). Negligent Hiring risk: Legal claim if employer fails to verify details, leading to harm. Importance: Thorough reference and background checks are necessary.

Answer 58

Multiple Cut-Off Approach: Set cut-off for each tool; applicants meeting or exceeding all are retained. Multiple Hurdles Approach: Progress to next tool if meeting or exceeding cut-off; retained if passing all tools. Compensatory Model Approach: Scores on each test contribute to an overall score. High scores can compensate for low scores; candidates ranked accordingly.