Podcast
Questions and Answers
What type of error occurs when a rater uses only one part of a rating scale?
What type of error occurs when a rater uses only one part of a rating scale?
Which error is described as allowing either a single attribute or an overall impression to influence ratings on job dimensions?
Which error is described as allowing either a single attribute or an overall impression to influence ratings on job dimensions?
What is the name of the error where the rating on one dimension affects the rating on the dimension immediately after it?
What is the name of the error where the rating on one dimension affects the rating on the dimension immediately after it?
When a rater places most ratings in the middle of the scale, what kind of error is being committed?
When a rater places most ratings in the middle of the scale, what kind of error is being committed?
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Which type of error can be observed when a rater's evaluation is influenced by the performance of a previously evaluated person?
Which type of error can be observed when a rater's evaluation is influenced by the performance of a previously evaluated person?
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What is the term used to describe when a trainee works with equipment under actual working conditions without facing the consequences of mistakes?
What is the term used to describe when a trainee works with equipment under actual working conditions without facing the consequences of mistakes?
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Which term refers to practicing a task even after it has been successfully learned?
Which term refers to practicing a task even after it has been successfully learned?
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In training, what drives a worker to action and can be influenced by both internal and external factors?
In training, what drives a worker to action and can be influenced by both internal and external factors?
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What determines whether a worker WILL do the job properly, according to the text?
What determines whether a worker WILL do the job properly, according to the text?
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What term describes the extent to which a person views themselves as valuable and worthy?
What term describes the extent to which a person views themselves as valuable and worthy?
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Which method allows trainees to role-play ideal behavior rather than their normal behavior?
Which method allows trainees to role-play ideal behavior rather than their normal behavior?
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What is the term used to describe the negative effect an unfair and biased selection procedure has on a protected class?
What is the term used to describe the negative effect an unfair and biased selection procedure has on a protected class?
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What is the main advantage of the unadjusted top-down selection approach?
What is the main advantage of the unadjusted top-down selection approach?
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What does the passing scores approach determine for job applicants?
What does the passing scores approach determine for job applicants?
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Which approach allows for compensating a low score on one test with a high score on another test?
Which approach allows for compensating a low score on one test with a high score on another test?
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In multiple regression in making hiring decisions based on test scores, how are the scores weighted?
In multiple regression in making hiring decisions based on test scores, how are the scores weighted?
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What does differential validity refer to in the context of testing?
What does differential validity refer to in the context of testing?
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Which characteristic is essential for a goal to increase productivity?
Which characteristic is essential for a goal to increase productivity?
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What type of feedback is most likely to improve employee performance?
What type of feedback is most likely to improve employee performance?
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What role does employee participation play in goal achievement?
What role does employee participation play in goal achievement?
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What approach do employees use to monitor their own progress towards goals, according to the Self-Regulation Theory?
What approach do employees use to monitor their own progress towards goals, according to the Self-Regulation Theory?
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How can rewards be aligned with goal achievement for employees?
How can rewards be aligned with goal achievement for employees?
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What effect does effective feedback have on employee retention, according to researches?
What effect does effective feedback have on employee retention, according to researches?
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What type of incentive plan pays employees based on how much they individually produce?
What type of incentive plan pays employees based on how much they individually produce?
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Which theory focuses on the perceived relationship between employee effort and the resulting outcome?
Which theory focuses on the perceived relationship between employee effort and the resulting outcome?
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What is the extent to which an employee values a particular consequence according to Expectancy Theory?
What is the extent to which an employee values a particular consequence according to Expectancy Theory?
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Which element in Equity Theory involves what we put into our jobs, such as time, effort, education, and experience?
Which element in Equity Theory involves what we put into our jobs, such as time, effort, education, and experience?
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What type of incentive plan provides employees with a percentage of profits above a certain amount?
What type of incentive plan provides employees with a percentage of profits above a certain amount?
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'Extent to which the outcome of a worker’s performance, if noticed, results in a particular consequence', refers to which concept?
'Extent to which the outcome of a worker’s performance, if noticed, results in a particular consequence', refers to which concept?
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Study Notes
Fairness in Hiring
- Fairness is when people of equal probability of success on a job have an equal chance of being hired
- Adverse impact refers to the negative effect an unfair and biased selection procedure has on a protected class
- Single-group validity is when a test significantly predicts performance for one group and not others
- Differential validity is when a test is valid for two groups but more valid for one than for the other
Making the Hiring Decision
- Multiple criterion-valid tests can be combined using multiple regression, where each test score is weighted according to how well it predicts the criterion
- Forms of selection include:
- Unadjusted Top-Down Selection, where applicants are ranked on their test scores
- Compensatory approach, where a low score on one test can be compensated by a high score on another
- Rule of Three (or Five), where the top three scorers are given to the hiring decision-maker
- Passing Scores, where the organization determines the lowest score associated with acceptable performance
Incentives and Motivation
- Individual incentives plans include:
- Pay for Performance, where employees are paid according to their individual production
- Merit pay, where incentives are based on performance appraisal scores
- Group incentives plans include:
- Profit sharing, where employees receive a percentage of profits above a certain amount
- Gainsharing, where employees share in profits resulting from their effective use of resources
- Stock options, where employees can purchase stock in the future
- Expectancy Theory consists of:
- Expectancy, the perceived relationship between effort and outcome
- Instrumentality, the extent to which the outcome results in a particular consequence
- Valence, the extent to which an employee values a particular consequence
- Equity Theory states that motivation and job satisfaction are related to how fairly an employee believes they are treated in comparison with others
Performance Evaluation
- Obtaining and reviewing objective data is important for performance evaluation
- Methods of data collection include:
- Reading Critical-Incident Logs
- Completing the Rating Form
- Common errors in performance evaluation include:
- Distribution errors, such as leniency, central tendency, and strictness errors
- Halo errors, where a single attribute affects ratings
- Proximity errors, where the rating of one dimension affects the rating of the next dimension
- Contrast errors, where the performance of one person affects the rating of another
Training and Development
- Simulation training allows trainees to practice necessary skills in a simulated environment
- Behavioral modeling involves trainees role-playing ideal behavior
- The transfer of training is more effective when the training situation is similar to the actual job situation
- Overlearning, or practicing a task after it has been successfully learned, can increase positive transfer
Evaluation of Training Results
- Methods of evaluation include:
- Pre-test and post-test content validity
- Employee reactions and learning
- Application of training and business impact
- Return on investment and employee motivation
Motivation and Rewards
- Motivation is the internal force that drives a worker to action, and external factors that encourage that action
- Ability and skill determine whether a worker can do the job, but motivation determines whether they will do it properly
- Intrinsic motivation includes:
- Self-esteem, which is the extent to which a person views themselves as valuable and worthy
- Need for achievement, which includes goals and self-regulation
- Goal setting can increase motivation by providing employees with specific, measurable, and attainable goals
- Feedback is important for increasing motivation and should be provided regularly to employees on their progress towards their goals
- Rewards can provide an incentive for employees to accomplish goals set by the organization
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Description
Test your knowledge on fairness in hiring practices, including concepts like adverse impact, single-group validity, and differential validity. Explore how hiring decisions can be made using criterion-valid tests.
