Help
Options
Didn't know it?
click below
click below
Knew it?
click below
click below
Don't Know
Remaining cards (0)
Know
retry
shuffle
restart
0:00
Embed Code - If you would like this activity on your web page, copy the script below and paste it into your web page.
Normal Size Small Size show me how
Normal Size Small Size show me how
Org Psych Exam 1
| Question | Answer |
|---|---|
| Why is Job analysis so important? | Foundation of almost all human resource activities, determines tasks employees perform, conditions in which they perform, competencies needed to perform tasks |
| What does Job analysis include/provide? | Writing job descriptions//employee selection//training//personpower planning//performance appraisal//job classification//job evaluation//job design//compliances with legal guidelines//organizational analysis |
| What are the main sections of a job description? | Job title//brief summary//work activities//tools and equipment used//work context//work performance//compensation info//job competencies |
| Would a job analys expect to find gender and race differences in the way employees perform the duties of their jobs? Why or Why not? | Race: small but significant differences in the ways white and african americans viewed jobs Gender: viewed jobs, experience, no difference in physical effort ratings, male middle-level managers often in budget/finance |
| How should a task statement be written? | oAction and object oWhere, how, why, when task is done oOne action one object oAppropriate reading level oAll task statements in same tense |
| How else should a task statement be written? | oMake sense by itself oTools and equipment used for task oNot competencies oNot policies odecision making-indicate authority |
| Why are there so many job analysis methods? | Suit different purposes---no all purpose analysis method |
| Research indicates the average salary for women in the US is about 80% of average men’s salary. Why? | Sex differences in pay are often less an issue of pay discrimination but one of vocational choice and educational opportunity discrimination |
| What does job analysis include? | interviewing, observing subject matter experts, conditions, tools/equip used, and KSAOs |
| What is a BFOQ? | Bona fide occupational qualification |
| What would make an employment practice as BFOQ? | a selection requirement that is necessary for the permoramance of job-related duties and for which there is no substitute. Examples) Wet nurse, sperm donor, |
| How can employees be recruited? | o help-warranted and situation-warranted advertisements, o employee referrals, o employment agencies, o point-of-purchase methods, o direct mail, and o job fairs |
| The traditional, unstructred interview isn't valid because: | o Lack of job relatedness o Poor interviewer intuition o Contrast effects o Negative-information b ias o Use of nonverbal cues o Interviewer-interviewee similarity o Primacy effects |
| Structured interview is a valid predictor of employee performance because: | o Job analysis o All applicants are asked the same questions o Applicant answers are scored with a standardized scoring procedure |
| To perform well when being interviewed you need to | o Be on time o Learn about the company o Dress neatly o Use appropriate nonverbal behavior |
| Why are employee referrals an effective means of recruitment? | (a)realistic job preview (b)employees and friends are similar -personality and ability (c)employee can help socialize friend when hired |
| Describe principles one should follow to write an effective help-wanted ad | Creative//attractive//contain information about the job//emblem and co name//good illustrations//salarly//company phone#//realistic info//detailed descriptions//info selection process |
| Is the key-issues approach to scoring interview questions better than the typical-answer approach? Why or Why no? | Key issues address the info which experts come up with to to be imporant--point system |
| What psychological principles of impression formation are important to consider when writing a resume? | a. Primacy b. Priming c. Short-term memory d. Relevancy e. Negative information bias f. Unusualness g. Anderson’s adding versus averaging principle |
| Should an organization provide reference information to former employees? Why or why no? | Yes--reference can be checked so there is no resume fraud. Discipline problems, etc. can be identified. No---not always good predictor of performance,not reliable |
| What should be the most important factors in choosing a selection method? | a. Validity b. Cost c. Reliability d. Potential for legal problems |
| What selection methods are most valid? | a. cognitive ability test and either a work sample, an integrity test, or a structured interview b. Assessment centers c. Cognitive ability test d. Biodata e. Work samples f. Job knowledge tests |
| Should employers test for drugs? | If company policy and if the company feels it would be the best for their interests//common for initial job screen |
| Are integrity tests fair and accurate? | Economic pressure, organ. pressure, different groups fail more --- advantages: valid, inexpensice, easy, no racial adverse impact |
| 1What is the difference between reliability and validity? | Reliability: free from error, should be .70 or higher//Validity: degree to wchich intereferences from test score are justified by the evidence//test much be valid/reliable to be useful//reliable =/= valid |
| What method of establishing validity is the best? | Depends on situation and what needs to be accomplished....Useful to predict employee performance....need a good test, measure of performance, and sample size |
| Why is the concept of test utility so important? | Degree to which a selection device improces the quality of a personnel system, above and beyond what would have occurred had the instrument not been used. |
| What is the difference between single-group and differential validity | Single Group: predicts criterion for one group, not the other, predictive bias, significantly predict performance for one group///Differencital: predictive bias, valid for 2 but more valid for one than the other, predicts for things such as minorities |
Created by:
savelae