Week 4- evaluate performance Flashcards
Q: What is the difference between Criterion deficiency, contamination, and relevance?
A: Criterion deficiency- aspects of the job that are sometimes forgotten in criterion (creativity, oral communication)- also hard to measure
Contamination- things that are not explicitly in the criterion but sometimes have an affect (attractiveness, age, status)
Relevance- things that we can measure and are relevant in our criterion
Q: What are the five aspects of good criterion and what do they mean?
A: Relevance (overlap between theoretical and actual), sensitivity (ability to distinguish), fairness (employees feel like it’s fair), reliability (consistency), practicality (implementable)
Q: What is criterion validity?
A: is what I am trying to measure effective without contamination
Q: What are Halo effects?
A: rater gives the same level of rating across all dimensions- usually positive ratings
Q: What are central tendency, severity, and leniency effects?
A: medium, harsh and positive evaluations for everyone respectively- but not always all dimensions like Halo
Q: What are context effects?
A: individuals are rated in comparison to how their group performs- contrast is opposite and assimilation is the same- ex someone is evaluated highly when their group works hard even when they slack
Q: What are Order effects?
A: order of info has an influence on rating- primacy (first info presented has greater effect) and recency (most recent info has more influence)- primacy is more likely in job evaluation
Q: What are Negativity effects?
A: more weight is placed on negative info compared to neutral or positive info- usually evaluators are looking for what is bad
Q: What are Similar-to-me effects?
A: higher ratings to people who have similarities with the evaluator
Q: What are physical attractiveness effects?
A: unattractive people receive lower ratings- in some situations attractive women have a disadvantage
Q: What are personal liking effects?
A: close to similar to me but with more emphasis on a gut feeling of whether or not the evaluator likes the person
Q: What are demographic effects?
A: older people are rated lower, women in traditionally male roles are rated lower- some recent meta analysis shows more difference in rewards and promotions, black employees worse- effect is small
Q: What are the aspects of a structured interview?
A: Standardized questions from job analysis that are asked to all candidates
Q: What is the difference between past behaviour questions and situational questions in a structured interview?
Past behaviour- how candidates responded in the past
Situational- how the candidate might problem solve in a future hypothetical situation
Q: What is the validity and reactions of the following selection tools: cognitive ability, personality, interviews, assessment centers?
A: Cog ability- high validity and mixed reactions
Personality- moderate to low validity and same reaction
Interview- high validity if done properly and high reaction
Assessment centers- moderate to high validity and high reactions
