Week 9 - Organisational Assessment Flashcards
The first step in developing BARS and BOS is
critical incident job analysis
What is not covered by EEO legislation?
education
contextual performance is mainly composed of
organisational citizenship behaviours
Technology is to job performance as drugs are to
sport
Which of the following is true of dissatisfied workers?
They are more likely to quit
What are performance appraisal methods?
Supervisor ratings
Paired comparisons
Rank ordering
NOT job preview
Peer ratings are
assessments made by one’s co-workers and colleagues
Biodata are
information about one’s past experience and life history
BARS stands for
behaviourally anchored rating scale
In personnel selection, the process of appointing everyone who applied for a position and then retaining only those whose performance is satisfactory after some period of time is referred to as
selection on the criterion
Affective commitment refers to
one’s overall degree of liking or attachment to the organisation
In personnel selection, the process of appointing everyone who applies for a position and then retaining only those whose performance is satisfactory after some period of time is referred to as
selection on the criterion
Peer ratings are
assessments made by one’s co-workers and colleagues
The most valid forms of interview are
structured interviews
Selection errors can be eliminated by
using a predictor with a validity of 1.0
The main problem with selecting on the criterion is that
it is extremely expensive
What do I/O psychologists attempt to improve?
organisational productivity and worker performance, as well as enhance the quality of working life in general
What is performance appraisal?
the assessment of workers’ performance on the job
What are good indicators of job performance at the manufacturing end?
simple productivity counts (i.e. number of items produced)
What are good indicators of job performance at the distribution end?
the number of products sold or the dollar value of sales
What is a criticism of productivity counts?
They provide no information about the quality of the production
What is personnel data?
Information about individual employees that is held in personnel files.
Information includes statistics like length of service or absenteeism etc.
What is the most common form of job performance measures?
Supervisor ratings
What is the graphic rating scale?
it typically involves marking a line or circling a number to represent the level of performance
What is one of the most successful means for establishing scale anchors?
Behaviourally anchored rating scales (BARS)
What are BARS?
rating scales with explicit behavioural statements located along them
What are the basic steps in developing BARS?
- obtain critical incidents
- content analysis
- rate the incidents within each theme
- use the subset of anchors that survive step 3 to represent points on the scale
What scale did Latham and Wexley propose?
Behavioural observation scales (BOS)
What are BOS?
stems are composed of the kinds of behaviours that form the anchors of BARS and the scale is based on the frequency with which the rater had observed the behaviour in question
What is paired-compairsons?
An exhaustive method whereby each worker is paired with every other worker and the supervisor is asked to decide which member of each pair performs better
Define task performance
the core technical aspects and basic tasks that comprise a job
Define contextual performance
discretionary social behaviours directed at successful performance of the work group or organisation
What is personell selection?
The process of choosing which job applicants should receive an offer of employment
What is selecting on the criterion?
appointing everyone to the job and monitor their performance for a period of time. At the end of the monitoring period, those with the best performance appraisal would be retained
What does KSAO stand for?
knowledge, skills, abilities and other characteristics
What is meant by validity generalisation?
the process of meta-analysing validity coefficients
What is job analysis?
A process of gathering detailed information about a particular job, including the main tasks carried out, and the main requirements for performing the job
What advantages does formally scoring an applicant’s answers have?
it decreases human judgment and further increases the objectivity of the process
What is the main problem with peer ratings?
they are virtually impossible to obtain for applicants from outside the organisation
What is job knowledge a good predictor of?
performance
What is job tryout?
A form of selecting on the criterion that involves hiring someone for a few months and seeing how well they fare
What do integrity tests attempt to gauge?
someone’s honesty or good character
What are overt tests?
they make no attempt to disguise their intent
What are covert tests?
the intention of the test is less obvious
What are assessment centres?
they are methods of assessment and usually resemble a large battery of tests comprising many different activities applied to groups of around 10-20 people at a time
Why has empirical keying been criticised?
for being atheoretical
What is Equal Employment Opportunity (EEO)?
a law that has the basic idea that all members of society should have equal access to employment and that employment decisions should be based on merit rather than characteristics irrelevant to the job (i.e. cannot discriminate)
What is the Wonderlic Personnel Test?
A popular test of GMA (general mental ability) that comprises 50 items of varying types. It can be administered and scored in only 20 minutes
What does organisational commitment refer to?
How much a worker identifies with or is attached to their organisation, especially in terms of shared values and goals
What is currently the most influential model of organisational commitment?
Meyer and Allen’s (1997) three component model which defines 3 aspects of commitment: affective, continuance and normative
What three alternative conceptualistions of organisational commitment where provided by O’Reilly and Chatman (1986)?
compliance, identification and internalisation
What is the Self-Directed Search?
A self-administered, self-scored and self-interpreted test that consists of five categories underpinned by Holland’s theory
What are the 5 categories of the SDS?
daydreams activities competencies occupations self-estimates of ability
