Chapter 12

Role of Selection

-After developing a pool of applicants, they need to find out whether they are qualified for position and will be good performers. -If more than one applicant fits requirements then a choice needs to be taken of who will be a better performer. -Background checks, references, paper-and-pencil tests, physical abilities tests, performance tests and interviews all contribute to the selection of an applicant.

Unions in Organizations

-Unions exist to represent workers' interests in organizations. -Given managers power over rank-and-file workers and that organizations have multiple stakeholders, there is always the potential that managers might take steps that benefit one set of stakeholders such as shareholders while hurting another such as employees. -Unions represent workers interests in situations of conflict. -Employees may vote to have a union represent them for any number of reasons, they may think their wages and work conditions need improvement. -They may believe managers are not treating them with respect. They may think their working hours are unfair or they need a safer work environment. -A united group inevitably wields more power than an individual, and this type of power may be especially helpful to employees in some organizations. -Unions have made inroads in segments such as low wages, as in other segments unions members are declining.

Different Types of Appraisal

360-Degree Appraisal: A performance appraisal by peers, subordinates, superiors, and sometimes client who are in a position to evaluate a manager's performance. There must be trust throughout an organization. This appraisal should focus on behaviors rather than traits or results and that managers need to carefully select appropriate raters. Results Appraisals: How people perform the job may not be as important as what they accomplish or the results they obtain. Managers performance by the results or the actual outcomes of work behaviors.

Validity and Reliability

Reliability: is the degree to which a tool or test measures the same thing each time it is administered. Validity: is the degree to which a tool measures what it purports to measure- for selection tools, it is the degree to which the test predicts performance on the tasks or job in question. -Managers have an ethical and legal obligation to use valid and reliable selection tools. -Reliability and validity are matters of degree not all or nothing. -Selection tools must achieve the greatest degree of validity and reliability.