HM 466 Final Exam
What is the social security "crisis"? What are potential solutions?
-Raising income cap -Reducing benefits -Increase retirement age -Privatization - The transfer of a business from public to private ownership
In what types of organizations is sexual harassment more prevalent?
- Small - Decentralized - Rural- Family Owned - Multicultural - Male dominated
What are the validities associated with different selection methods?
Work Sample: - High Validity .54 - Measures ability to do the job Wonderlic Personnel Test: - High Validity - Measures general mental ability Big Five Personality Assessment: - Low Validity - Measures personality traits Workplace Problem Solving Assessment: - High Validity - Measures problem solving skills and judgement
What HR Practices are most appropriate for a scientific approach to job design? What HR practices are most appropriate for a motivational approach?
X
What are effective and ineffective strategies for managing organized labor?
X
Describe the following vesting options.
Immediate Vesting -100% ownership from day 1 Cliff Vesting -100% ownership in one chunk after a specific period Graded Vesting -Ownership in gradual increments (20% after each year for 5 years)
What are the pros and cons of probationary periods for benefits coverage?
Must work for 6 months to a year -People want benefits right away, might choose another company that will offer them immediately
How are turnover rates calculated?
Total # of separations/ Average # of employees x 100
What is meant by an open shop, agency shop, and union shop?
Union Shop - Must join after a specified period Agency Shop - Do not need to join, but have to pay dues Open Shop - DO not need to join or pay dues
What is flexible benefit program? (Cafeteria Plan)
A benefit program that allows employees to choose the benefits that they want from a list of available benefits -Also called cafeteria benefits
What are auditory, visual, and kinesthetic learning styles?
Auditory: Hearing Visual: Seeing Kinesthetic: Doing
How do you promote transfer for different knowledge and skill sets?
Basic Knowledge -Lecture/ Manual -E-Learning -Workbook Hands-on Skills -Role Play -Demonstration -Exercises Critical thinking skills -Case study -Discussion Interpersonal skills -Coaching -Personality Tests -360-Degree Feedback
What is functional and dysfunctional turnover?
Functional Turnover - When the employees leaving the organization are under-performers. Dysfunctional Turnover - When the best employees leave, likely when there is low potential to advance
Describe the principle of identical elements and its relevance for training.
The level of training transfer depends on the level of similarity between training and performance environments. In other words, the theory states that there is a positive correlation between the similarities between training and performance environments and the level of training transfer. - For example, in a cross-cultural awareness training arranging role playing games where individuals have to interact with the representatives of various cultural backgrounds in typical working environments would have a positive contribution to the levels of training transfer.
What is a lockout?
The lockout is an employer action that is designed to stop unions from economically harming a business when there are union contract negotiation disputes, and the current contract expires as a result. - A lockout is a temporary, employer-initiated work stoppage in which employees are prohibited from returning to work when a contract expires and there's no replacement contract.
What are implications of employment-at-will for employee termination?
- Do not discriminate based on protected class - Do not violate public policy - Do not breach a contract - Avoid defamation of character - Avoid violations of privacy
What is the major content of the Taft-Hartley Act?
- Outlawed "closed shops" (Outlawed requiring union membership as a condition of employment) - Allowed for decertification elections - Specified unfair union labor practices - Allowed for presidential intervention in national emergency strikes
What are the primary reasons for voluntary turnover?
- Unmet expectations - Lack of person-job fit - Too little coaching and feedback - Limited opportunities for growth and advancement - Stress and lack of work-life balance
What are best practices for multi-source/360-degree feedback systems?
-Multi source performance ratings: Performance ratings obtained from a variety of raters such as customers, coworkers, supervisors, staff -These benefits can be enhanced by having various raters meet together and discuss their evaluations
According to Pink, when are pay-for-performance plans effective? Why are they not?
-They can reduce intrinsic motivation -It can be difficult to determine what exactly to reward -Employees may exclusively focus on target behaviors or outcomes -Employees may not have much control -They can lead to a "if you want it, pay me" mentality Effective: When there is a straight line to the goal Not Effective: When there is more complicated/creative thinking involved
What are the four "paths" of voluntary turnover?
1. Leaving an unsatisfying job 2. Following a plan 3. Leaving without a plan 4. Leaving for something better
What is the key implication of the Ledbetter Act?
180-day statute of limitations resets with each new discriminatory paycheck -Enacted after the U.S. Supreme court held in Ledbetter v. Goodyear Tire (2007) that the statute of limitations begins when the pay was agreed upon
What is the 51% rule? What is the 21% rule?
51% Rule -If managers are doing line work 51% of the time or more and working over 40 hours, then they are eligible for overtime 21% Rule -If 21% or more of the work is side work, then the employee must be paid minimum wage for all time spent in side work -If the hourly rate and tips do not equal minimum wage, then the organization must make up the difference
Cost Leadership Strategy
A business-level strategy that seeks to produce goods and services inexpensively
Differentiation Strategy
A business-level strategy that seeks to produce goods and services that are in some manner superior to what is produced by competitors
What is employment at will? What are other types of employment relationships? What are exceptions to employment at will? How is at will preserved?
A common law doctrine under which either party may terminate an employment relationship at any time for any reason, unless the contract specifies otherwise. At Will Exceptions - Must adhere too public policy (Allow employees to go to jury duty) - Must adhere to good faith and fair dealing - Must adhere to an implied or actual contract- Must provide equal employment opportunity (No discrimination) Preserving at will - Use disclaimers in handbooks and offers- Classify EE's as 'regular' or 'permanent' - Quote bi-weekly or monthly salaries - Do not indicate just cause for termination or promise continued payment
Commitment HR Practices
A human resource bundle that builds strong attachment to the organization and emphasizes worker empowerment
Control HR Practices
A human resource bundle that emphasizes managerial control and tries to streamline production processes
Contingency HR Strategy
A human resource perspective that seeks to align different ways of managing people with different competitive strategies for producing goods and services
Universalistic HR Strategy
A human resource perspective that seeks to identify methods of managing people that are effective for all organizations
What is a "salt"?
A labor union tactic involving the act of getting a job at a specific workplace with the intent of organizing a union. A person so employed is called a "salt".
What is face validity? Why is it important?
A measure of how representative a research project is 'at face value,' and whether it appears to be a good project - Would these assessments appear job related to an applicant?
What is the goal of affirmative action? What are advisable and inadvisable means for affirmative action plans?
A plan aimed at increasing representation of employees from protected classes who have historically been victims of discrimination. - Practices to increase representation of women and minority workers are required by Executive Order 11246. Requires any organization doing business with the federal government to have an affirmative action plan. - Once a utilization study has been conducted, the next step, if needed, is to use the results of the analysis to develop goals and timetables - Specific plans to increase the representation of women and minorities in the company's workforce.
What are the pros and cons or promotion from within? (Internal Sourcing)
A recruiting strategy that fills job openings by transferring people who are already working in the organization. - Already committed to the organization, Risk is relatively low
What is the difference between hiring based on achievement vs. potential?
Achievement - A selection approach emphasizing existing skills and past accomplishments. - Short-term, employees need special skills already Potential - A selection approach emphasizing broad characteristics that foreshadow capability to develop future knowledge and skill - Long-term staffing strategies, provide a great deal of training
What are advisable and inadvisable strategies for management during a union campaign?
Advisable - Challenge union promise - Open the union books - Discuss the hardship of strikes - State the Company's philosophy Unadvisable: Cannot SPIT - Spy - Promise - Interrogate - Threaten - Cannot meet with employees within 24 hours of election
Describe what self-efficacy beliefs are and how to enhance them in a training context.
An individual's belief in his or her capacity to execute behaviors necessary to produce specific performance attainments - Encourage employee
With respect to layoffs, what are challenges for victims and survivors? What are alternatives to layoffs?
Termination - Terminate when progressive discipline falls or when there's a terminable offense
Describe the roles of business agents and shop stewards/delegates.
Business Agents - Full-time union employees - Work with multiple shops - Focus on bigger issues Delegates - Company employees - Elected by coworkers - Protect the contract and monitor day-to-day activities - Aid with grievances
What are common rating errors?
Central Tendency -A rating error that occurs when raters give almost all employees scores in the middle of the scale Contrast -A rating error that occurs when raters unknowingly allow comparisons among employees to influence ratings Halo -A rating error that occurs when raters allow a general impression to influence ratings on specific dimension of performance Recency -A rating error that occurs when raters place too much emphasis on performance observed right before the measure is taken Primacy -A rating error that occurs when raters place too much emphasis on performance observed at the beginning of the measurement period
What are behavioral and cognitive confirmatory biases?
Cognitive: Occurs if interviewers distort information to support pre-interview impressions or use selective attention and recall of information Behavioral: Occurs when interviewers behave in ways that confirm their pre-interview impressions of the applicant
What is the difference between compensatory and non-compensatory decision making?
Compensatory: A negative value on one attribute can be compensated by an equal or higher value on another attribute Non-Compensatory: Bachelor degree but no masters, although 20 years of experience, still not good enough
What is the difference between contamination and deficiency?
Contamination: a problem with performance appraisal that occurs when things that should not be included in the measurement are included. - A supervisor who is racially biased might give lower ratings to an employee from a minority group. Deficiency: A problem with performance appraisal that occurs when things that should be included in the measurement are not included. - A measure that fails to include citizenship behavior is deficient because it does not recognize actions that aid coworkers. - A monthly measure of insurance sales might be deficient if it fails to include an assessment of effort expended to build relationships that will result in future sales
What is disparate/unintentional impact?
Discrimination that results from employer practices that are not discriminatory on their face but have a discriminatory effect.- High requirement to be flight attendant (unintentionally discriminating)
What are the four components of the balanced scorecard?
Customer Perspective: How do customers see us? Internal Perspective: What must we excel at?Innovation and Learning Perspective: Can we continue to improve and create value? Financial Perspective: How do we look to shareholders?
What is defamation of character and violation of privacy in the context of employee termination?
Defamation of Character - A legal issue involving false statements about an employee (whether current or former) that harm that employee's ability to maintain their current job or seek a new position.
What is a defined benefit retirement plan?
Defined Benefit Retirement Plan -A retirement plan under which an organization provides retired individuals with a fixed amount of money each month; the amount is usually based on number of years employed and pay level at retirement - Riskier for employer Defined Contribution Plan -A retirement plan under which the employer and/ or the employee contribute to a fund for which only the contributions are defined and benefits vary according to the amount accumulated in the fund at retirement - Riskier for employee
What is construct validity? Why is it important?
Defines how well a test or experiment measures up to its claims. A test designed to measure depression must only measure that particular construct, not closely related ideals such as anxiety or stress. - What do these assessments measure? -The extent to which a selection method accurately measures an attribute
Regarding ADA, what is a disability, reasonable accommodation, and undue hardship?
Disability - Provides protection for individuals with physical and mental disabilities. Physical: Loss of an arm or leg, blindness, and chronic illness Mental: Depression, learning disorders, phobias Reasonable Accommodation - Under the ADA, an alteration of the work environment that enables a qualified individual with a disability to perform essential tasks Undue Hardship A severe economic or other hardship placed on an employer by the requirement to make accommodations for workers with disabilities; An employer is not required to make accommodations that impose undue hardship.
What is progressive discipline? What are the steps in progressive discipline?
Discipline involving successively more severe consequences for employees who continue to engage in undesirable behavior -Verbal warning: Communicates what the employee did wrong and informs the employee of what will happen if the behavior occurs again -Written warning: The supervisor completes a written form that describes the problem behavior and consequences of future occurrences of the behavior -Suspension: The employee is not allowed to work for a period of time and generally receives no pay -Dismissal: The employment relationship is terminated.
From a legal standpoint, articulate what is meant by wrongful termination?
Discriminating based on protected class Violating public policy Breaching a contract
What are the four different types of strikes?
Economic Unfair Labor Practice Wildcat Sympathy
What are the pros and cons of voluntary turnover from both the employee and the employer perspective?
Employer - Cons: Losing someone, $ recruiting and training, start a chain reaction - Pros: Reduce labor cost, able to bring in more talent Employee - Cons: Transition to new life, loss of benefits - Pros: Having a new job, meeting goals, more benefits
Regarding gender and pay, what is the difference between equal pay for equal work and equal pay for equal worth?
Equal pay for equal work: Everyone paid the same for work Equal pay for equal worth: Everyone paid the same amount for effort they put into work
Identify and explain the four "generally attractive characteristics" that influence applicant attraction.
Familiarity -People actively respond to recruiting efforts by companies with strong reputations Compensation and Similar job features - People want to work for organizations that pay more - People prefer organizations that offer better and more flexible benefits - Places with greater opportunity for advancement Organizational Traits - Desirable organizations have an image of trust, sincerity, kindness, and have a family-like atmosphere that demonstrates concern for employees - People want to work for innovative organizations Recruiting Activities - Interpersonal skills of the recruiter influences attitudes about org
What is the essence of the FMLA? For what events can individuals take leave? With respect to scheduling, how can individuals take leave?
Family and Medical Leave Act -Unpaid leave up to 12 weeks per year -Birth, care for ill family, care for self -Continuous: 12 weeks off -Intermittent: 2 days here, 2 days there
With respect to compensation, what are the implications of the Fair Labor Standards Act? Who is covered, and who is exempt?
Federal legislation that governs compensation practices and helps ensure fair treatment of employees. The law establishes a national minimum wage, regulates overtime, requires annual pay for men and women, and establishes guidelines for employing children. Exempt employees can be paid a salary and are not required to track the amount of hours they work-Primary duties are managing a business and supervising others-Workers who perform office or non manual work that is directly related to management -Employees who perform special skills and advanced knowledge learned through specialized study -Salespeople who work away from place of business Nonexempt employees are paid an hourly wage in which the hours must be recorded carefully
What are pros and cons of the motivational approach to job design from the employee and the employer perspective?
Goals - Design jobs to enhance psychological meaning and motivation - Design jobs to enhance flexibility Key Players - Herzberg (Enrich jobs through vertical loading - Don't give employees more of the same job, they hate repetitive work. - Hackman & Oldham
What is the scientific management approach to job design? What are the pros and cons of this approach from the employee and employer perspective?
Goals - Identify the simplest way to structure work to maximize efficiency and quality - Design jobs simply so anyone can be trained quickly Key Players - Frederick Taylor - the father of scientific management - Henry Ford
What is the difference between a GRS and BOS rating format?
Graphic Rating Scale: A rating format that asks raters to provide a numerical score for an employee on each of several dimensions of performance. Behavior Observation Scale: A list of desired behaviors required for successful performance of the job, which are assessed by frequency in which they occur. - Rated on "almost never" to "almost always"
What is the major content of the National Labor Relations Act (Wager Act)?
Guaranteed employees the right to form unions. - Specified unfair labor practices for management - Established the National Labor Relations Board (5-person board)
What is the difference between horizontal and vertical loading?
Horizontal - Continuously doing tasks at the same level (Loading boxes) Vertical - Don't give employees more of the same job, they hate repetitive work
What is the difference between idealistic and realistic messaging? What is a realistic job preview? What are the pros and cons of realistic job previews?
Idealistic Messaging -Recruiting practice of communicating only positive information to potential employees Realistic Messaging -Recruiting practice of communicating both good and bad features of a job Employers want their applicants to be prepared for what to expect, therefore will not be shocked when they realize the negatives.
What is unemployment insurance? Who is eligible, and who is not?
Income for those who have lost a job through no fault of their own -Approximately 50% of previous wage for 26 weeks PA Requirement -$116/week in at least 18 weeks during the base period -$3,391 in total wages during the base period Must be actively looking for work
What are the reasons many managers intentionally inflate and deflate performance appraisal ratings?
Inflate -To maximize the merit increases that a subordinate would be eligible to receive. -To protect or encourage a subordinate whose performance was temporarily suffering because of personal issues. -Simply because they feel sorry for a subordinate-To keep knowledge of problems contained within the department -To avoid a confrontation with a subordinate in which they recently had difficulties. -Subordinates performance improved during the latter part of the performance period Deflate -To shock a subordinate back on to a higher performance track -To teach a rebellious subordinate about who is in charge -To send a message to a subordinate that he or she should leave the organization -To build a strongly documented record of poor performance that could speed up the termination process
What is the difference between internal and external equity?
Internal Equity -Employee perceptions of fairness based on how much they are paid relative to others working in the same organization -Ensuring that jobs with equivalent value within the organization are paid similarly and those with non-equivalent value dissimilarly External Equity -Employee perceptions of fairness based on how much they are paid relative to people working in other organizations -Salary surveys
What are the challenges of evaluating performance based on objective outcomes (versus subjective measures)?
Objective Performance Measures: Performance measures that are numerical and based on counts of behavior or outcomes. - Teachers grade math tests objectively by identifying how many of the problems were solved correctly. Subjective Performance Measures: Performance measures that represent judgement made by raters. - Writing assignments are given subjective grades that reflect that teacher's evaluation of quality.
What is job analysis? What is meant by job content, worker requirements, and job context?
Job Analysis - The process of collecting information for other HR purposes. Job Content - Tasks, duties, & responsibilities - Focuses on what people do (teacher's teach) Job Context - The work environment
What are the different types of "fit"?
Job-Based Fit - Matching an employees knowledge and skills to the task associated with a specific job Organization-Based Fit - Matching an employees characteristics to the general culture of the organization
Describe the following four types of interviewing questions?
Leading -Are you a people person? Theoretical -Why do you want to work here? -Cookie cutter questions that usually produce similar responses Situational: Type of structured interview that bases questions on what applicants would do in a future situation -What would you do if a customer was dissatisfied with the service he was receiving and began insulting you? Behavioral: Type of structured interview that bases questions on previous experience -Tell me about the most difficult customer situation you've encountered that didn't work out well
Describe the difference between a learning/mastery orientation and a performance orientation.
Mastery orientation is described as a focus on learning and improvement - that ideal student. - Learning oriented students are interested in increasing their competence. As Kaplan and Maehr (2007) state, it refers to "a purpose of personal development and growth that guides achievement-related behavior and task-engagement" Performance orientation refers to a focus on demonstrating competence relative to others- trying to appear smart or avoid looking stupid, for example. - Performance oriented students are interested in demonstrating their competence. Studies show that performance-oriented goals foster avoidance of challenging tasks due to anxiety about failure
What are the three conditions of trainee engagement, and how do you promote transfer?
Meaningfulness: The content must be valued by trainees Safety: Environment should be supportive so trainees can experiment Availability: Trainees must have the physical and psychological energy for learning
Describe the following types of pay-for-performance plans..
Merit Plans -Merit increase to base salary -Merit one time bonus Piece Rate -Paid for the amount of product made/sold-Commission Group-based team rewards -A group-level incentive provided to members of a team when the team meets or exceeds a specific goal Discretionary team bonus -A group-level incentive provided to members of a team when a supervisor observes high collective performance Gain-sharing plans -A group-level incentive program that rewards groups of employees for working together to reduce costs and improve productivity Profit-sharing plan -An organization-wide incentive program under which a portion of the organization's profits are shared with employees
What is a card check and neutrality agreement?
Neutrality Agreement: A contract between a union and an employer under which the employer agrees to support a union's attempt to organize its workforce Card Check: A method for employees to organize into a labor union in which a majority of employees in a bargaining unit sign authorization forms, or "cards", stating they wish to be represented by the union. - The difference is that with card sign-up, employees sign authorization cards stating they want a union, the cards are submitted to the NLRB and if more than 50% of the employees submitted cards, the NLRB requires the employer to recognize the union.
How should you sequence an interview according to the guidelines presented in class? Follow the "hour glass" framework.
Open the interview -Introduce yourself and break the ice -Explain the framework-Inform the references will be checked -Ask about "motivation to work" Review previous experience broadly -Walk through resume and application -Ask for specific examples -Probe red flags Ask behavioral and situational questions Discuss job requirements and provide an RJP -Provide a realistic overview -State expectations -Invite questions Close the interview -Express appreciation -Explain next steps
What are the "Big Five" personality dimensions? For which jobs is each important? Which dimensions are generalizable across positions?
Openness People who are high in this trait tend to have a broad range of interests. They are curious about the world and other people and eager to learn new thins and enjoy new experiences. - People who are high in this trait tend to be more adventurous and creative. - People low in this trait are often much more traditional and may struggle with abstract thinking. Conscientiousness High levels of thoughtfulness, good impulse control, and goal-directed behaviors. Highly conscientious people tend to be organized and mindful of details. - They plan ahead, think about how their behavior affects others, and are mindful of deadlines - Spends time preparing and finishes important tasks right away. Extraversion Characterized by excitability, sociability, talkativeness, assertiveness and high amounts of emotional expressiveness. - Outgoing and tend to gain energy in social settings.- Being around other people makes them feel energized and excited - Good for sales and managing jobs Agreeableness Dimension includes assets such as trust, altruism, kindness, and affection. People high in agreeableness tend to be more cooperative while those low in this trait tend to be more competitive and sometimes even manipulative. Neuroticism Trait characterized by sadness, moodiness, and emotional instability. Individuals who are high in this trait tend to experience mood swings, anxiety, irritability, and sadness.
What are the pros and cons of contingent workers?
People working without either an implicit or an explicit contract who are not required to work a minimum number of hours Pro: Cost Savings Con: Limited control over the actions of contingent workers
What are the stages of a union campaign?
Petition Phase - Authorization cards - 30% of employees must sign (Although don't usually go for it until 50%) Election Phase - NLRB representation hearings - Campaigning - Election Certification Phase
What is the hot stove rule?
Principle of discipline that says discipline should be like a hot stove, giving clear warning and following up with consistent, objective, immediate consequences
What is the difference between quid pro quo and hostile work environment sexual harassment? What are the characteristics of each?
Quid Pro Quo In the context of sexual harassment, a form of harassment that makes continued employment and advancement contingent upon sexual favors - If a supervisor informs an employee that she will be promoted only if she engages in sexual activities with him. Hostile Work Environment A form of harassment that occurs when employees create an offensive environment in the workplace that interferes with an individual's ability to perform work duties. - Continually subjecting a woman (or man) to unwelcome sexual remarks
How do you evaluate training interventions based on Kirkpatrick's four-level model of evaluation? RLBR
Reactions -How did the trainee feel about the training? Did they like it? Did they think it was interesting and useful? Learning -Learning can involve knowledge, skills, or attitudes and can be measured through tests Transfer -Applying learning acquired in training to behavior on the job Organizational Results -Outcomes that accrue to a group or the organization as a whole. Measure by looking at the increase in sales for the whole company.
Why is GMA the strongest predictor of job performance?
Term used to describe the level at which an individual learns, understands instructions and solves problems. - Tests of general mental ability includes scales that measure specific constructs such as verbal, mechanical, numerical, social, and spatial ability.
What is the sandwich technique?
Start off good, then go into the negative, then back to the good and reaffirming
Describe the difference between massed and distributed practice. Which is better and why?
Studying for 8 hours at at time vs. Studying 2 hours a day for 4 days - Distributed practice is better than massed practice
What is behavioral modeling? What are the four steps?
Tell Show Do Review
What is criterion-related validity? What statistic is used to index criterion-related validity?
The extent to which people's scores on a measure are correlated with other variables (known as criteria) that one would expect them to be correlated with. - For example, people's scores on a new measure of test anxiety should be negatively correlated with their performance on an important school exam. If it were found that people's scores were in fact negatively correlated with their exam performance, then this would be a piece of evidence that these scores really represent people's test anxiety. - Are scores related to performance? - Over .30 considered high
What is disparate/intentional treatment?
The practice of treating job applicants and employees differently based on race, gender, or some other group characteristic - Asking women applicants if they have childcare arrangements that will enable them to be available to work when scheduled. - Requiring job applicants from a certain racial group to pass a problem-solving test when no such requirement is in place for people from other racial groups.
What is meant by embeddedness? Name and describe the three factors that enhance embededness.
The quality of being firmly or deeply ingrained in one place. Fit: Ensure compatibility with the job, company, and community Links: Promote interpersonal connections, consider strong and weak ties Sacrifice: Make it costly for an employee to leave
Vertical Alignment
The state in which an organization's human resource strategy supports its competitive business strategy - Vertical alignment of strategies will ensure that strategies are related directly to goals which are related directly to the organization's mission, vision and values. - These strategies must be aligned to ensure that resources are used effectively and that success can be achieved. - Organization might be out of vertical alignment if it seeks to differentiate its products through innovation but adopts a Bargain Laborer HR strategy.
Horizontal Alignment
The state in which individual human resource practices fit together and support each other - The selection practice of seeking employees who are likely to be team players aligns with the performance appraisal practice of reducing competition among employees - Practices would not be horizontally aligned if the selection practice focused on hiring team players but the performance appraisal practice emphasized competition in individual achievement. - Horizontal alignment of strategies ensures that all strategies work together and are not in competition. - A health care organization with one strategy to "decrease length of hospital stays" and another to "reduce the number of hospital re-admissions" might have strategies that are in competition with each other.
What classes are protected in Tittle VII and ADEA?
Title VII of The Civil Rights Act of 1964 - Prohibits discrimination based on race, color, religion, sex, and national origin - Covers ER's with 15+ employees Age Discrimination in Employment Act of 1967 - Prohibits discrimination for those 40 and over - Those under 40 are not protected - Covers ER's with 20+ EE's
What are three components of expectancy theory?
Valence: The value that an individual places on a reward being offered -How valuable is the reward to the employee? Instrumentality: The belief in the likelihood that the reward will actually be given contingent on high performance -If employees don't believe that they will receive the reward promised, they will not be motivated by the reward Expectancy: An individual's belief that he or she can do what is necessary to achieve high performance -Can the employee actually achieve the desired level of performance?
What criteria should be considered when determining which recruiting methods to use? How do different recruiting methods rate with respect to these criteria?
X
