Industrial Organizational Psychology Exam 2 Review
Heilman's Research on the "stigma of incompetence" connected to Affirmative Action discovered what?
"...discounting of a [affirmative action] beneficiary's qualifications as a basis for selection and the assumption that the individual was hired only because of his or her group membership" (Heilman, Block & Stathatos, 1997, p. 604).
Name and describe the three classes of abilities critical for all three phases of skill acquisition:
- General intellectual ability (g) - important at Phase 1; g is the most important factor for being able to acquire declarative knowledge. - Perceptual speed ability - critical at Phase 2; after an individual develops a basic understanding of how to perform the task they seek a more efficient way to accomplish a task with minimal attention effort. - Psychomotor ability - limits Phase 3; psychomotor abilities (such as coordination) effect the final level of task performance in the procedural knowledge.
In reactions to feedback in Performance Management contexts it is important for individuals to:
- Believe they have control over performance - Believe system is accurate - Those most oblivious to performance deficits least likely to accept feedback
How are Training Programs from the KSA - Task Links developed?
- If provided for existing tasks, high physical fidelity - If provided for variations on the job, high psychological fidelity
List some ways to improve Performance Appraisal motivation:
- Clearly define good & poor performance: Help people accept the idea of evaluating performance - Develop trust in the PA system - Be cautious with the link between low performance and rewards - Link valued rewards to PA accuracy
What are some required interpersonal skills for management?
- Communicating supportively - Gaining power and influence - Motivating others - Managing conflict
In relation to rater motivation and training what are some common issues?
- Conscious rating distortion - Numerous reasons to inflate/deflate ratings - "Appraisal politics" (Kozlowski, Chao, & Morrison, 1998) - Some environments more conducive to accurate ratings
According to Campbell in 1996, what are the 4 goals of Affirmative Action?
- Correct present inequities - Compensate past inequities - Provide role models - Promote diversity
In 360-Degree Feedback is disagreement among raters an error or potentially valuable information?
- Disagreement is both across and within raters - Rater bias is a big factor - Goal for developmental vs. administrative purposes must be set
What other aspects does an organizational analysis look into?
- Feasibility of transfer - Transfer Constraints: Negative attitudes & Limited opportunity to apply KSAs - Transfer Facilitators: Supportive Climate
____________________: the process by which one organization acquires or subsumes the resources of a second organization.
Acquisition
_____________ _____________ _______________: Put trainees in control of their learning; based on assumption that learning occurs inductively.
Active Learning Approaches
The formal definition of __________ ___________ is as follows: a type of discrimination in which the result of a particular personnel selection method has a negative effect on protected group members.
Adverse Impact
___________ ___________: occurs when the selection ratio for any group is less than 80% of the selection ratio for another group
Adverse Impact
_____________ ____________: a social policy that advocates members of protected groups will be actively recruited and considered for selection in employment.
Affirmative Action
In 1967 the ________ ______________ in ____________ __________ was passed, this act protects people aged 40 and over.
Age Discrimination in Employment Act
Name and describe the five aspects of a role:
1. Impersonal: the position itself determines the expectations, not the individual. 2. Related to task behavior: expected behavior for a particular job. 3. Difficult to pin down: the problem is defining who determines what is expected, opinions may differ. 4. Learned quickly and can produce major behavior changes 5. Person in one job may have several roles: a person in one job may perform many roles.
What are the 2 major goals of Performance Appraisal interviews?
1. Information: Share information on current performance 2. Motivation: Motivate future performance (goals)
List the 5 elements of Training Evaluation Criteria:
1. Reaction: Participants' impressions & feelings 2. Learning: Testing knowledge gain 3. Behavior: Transfer of skills back to the job 4. Results 5. ROI - Cost/benefit analysis (Kennedy, 1996)
What are the 3 goals of diversity training?
1. Reduce barriers that constrain minority culture members 2. Attitude change programs (awareness) 3. Behavior change approach (develop skills)
In 1990 the ___________ __________ ____________ ________ was passed. This act protects those with physical and mental impairments that limit one or more major life functions and requires _______________ ______________ from employers, but it does specify that there shouldn't be undue what?
Americans with Debilitates Act; reasonable accommodation; burden or hardship on employer
Name and describe the 4 Personnel Selection Analyses commonly used:
1. Regression Analysis: Regression Equation (Y=a + bX) 2. Multiple Predictors: Multiple Correlation (R), Squared Multiple Correlation (R2) represents the total amount of variance in the criterion that can be explained by 2 or more predictors 3. Multiple Regression Analysis: Multiple Regression Equation 4. Validity Generalization
Name the four important properties of Norms:
1. Regulated internally by the group 2. 'Oughtness' quality of norms is a prescription for behavior 3. Shared to varying degrees, deviation allowed 4. More obvious enforcement for 'important' group behaviors
Name the three informal components of Social Systems:
1. Roles 2. Norms 3. Organizational Culture
What are the 7 types of training that were discussed in lecture?
1. Self-regulatory 2. Expatriate 3. Diversity 4. Sexual Harassment 5. Management Development 6. Mentoring 7. Executive Coaching
What are the 6 purposes of performance management systems (describe them briefly)?
1. Strategic: helps maximize the contributions of employees to the goals of the organization 2. Administrative: it is a key source of information for making salary adjustments, deciding who should be promoted or recognized for exceptional performance, and for identifying individuals who should be terminated. 3. Communication: clear sources of information for employees, tell employees what is expected of them, how well they are performing and where they should focus their attention. 4. Developmental: the ultimate goal of performance management is improvement. 5. Organizational Maintenance: used for workforce planning efforts such as succession planning which is a long-term projection about staffing needs based on the anticipated promotion of current employees. 6. Documentation: helps document the validity of predictor measures for the selection of applicants.
Successful diversity training programs include what 6 elements?
1. Top management support 2. Attendance is mandatory 3. Long-term evaluation of results 4. Managerial rewards 5. Zero-tolerance policies 6. Integrated into strategic plan (Not 2 hours of love and forget it for a year)
Name and describe the 4 types of validity associated with training:
1. Training validity: Did trainees develop desired KSAs? 2. Transfer validity: Are KSAs being used back on the job? 3. Intraorganizational validity: Is the training effective across groups in the organization? 4. Interorganizational validity: Is the training effective in other organizations?
Name the 8 reasons for resistance to Change that were outlined by Hedge & Pulakos (2002):
1. Vested interest of organizational members 2. Fear of uncertainty 3. Misunderstandings 4. Social disruption 5. Inconvenience 6. Organizational incompatibility 7. Lack of top-level support and commitment 8. Rejection of outsiders
Name and define the three Placement/Classification strategies:
1. Vocational Guidance Strategy: maximizes the individual's preferences & desires 2. Pure Selection Strategy: maximizes organizational values; placement of only the best individuals 3. Successive Selection Strategy: a compromise approach that considers the company's needs and individuals' desires
The formal definition of ____________ is as follows: a method of interpreting test scores such that scores of different magnitude in a numeric range or band (e.g. 90-95) are regarded as being equivalent.
Banding
____________: Alternative to low cut-off scores; Tries to meet dual objectives (able candidates versus adverse impact); It is controversial because it devalues upper end of band.
Banding
__________ ___________: Percentage of current employees who are judged to be performing their jobs satisfactorily
Base Rate
_________________ _____________ and ____________ represent the most recent advances in performance appraisal; the key term is ____________, because they are less vague than traits.
Behavioral Checklists and Scales, behavior
_______________ _____________: a standard for judging the effectiveness of training that refers to changes in performance that are exhibited on the job as the result of training.
Behavioral Criteria
____________ _____________ ___________ ________ (_________): a type of performance appraisal rating scale in which the scale points are descriptions of behavior.
Behaviorally anchored rating scale (BARS)
_________________ - the process of comparing a company's products or procedures with those of the leading companies in the industry.
Benchmarking
_________ _________ ___________________ _______________ (________) - "reasonably necessary to the operation of that particular business or enterprise."
Bona Fide Occupational Qualification (BFOQ)
Name the three suggestions made by Cascio et al. in 1988 for setting cutoff scores:
1. the process of setting a cutoff score should begin with a work analysis that identifies relative levels of proficiency on critical KSAs 2. When possible, data on the actual relationship of test scores to criterion measures of job performance should be considered carefully 3. cutoff scores should be set high enough to ensure that minimum standards for job performance are met
Formal training contributes only about ______% to our learning within organizations.
10%
When was the "O" in "I-O" psychology added?
1973
________-___________ __________________: a process of evaluating employees from multiple rating scores, usually including supervisor, peer, subordinate, and self; this method is also called multi-source feedback.
360-degree Feedback
Adverse Impact is also known as the _____ rule.
4/5
T/F: Organizations are not under constant pressure to change.
False
______________ _________________: a term used to describe individuals who were incorrectly rejected for employment as they would have been successful employees.
False Negative
_____________ _______________: a term used to describe individuals who were incorrectly accepted for employment as they became unsuccessful employees.
False Positive
___________ of ____________ ______________ is sometimes used for raters, it can be described as: providing common reference standards through vignettes showing poor, average and good performance
Frame of reference training
_____________-______-____________ ______________: the process of providing a common perspective and set of standards to all raters to increase the accuracy of their evaluations.
Frame-of-Reference Training
_________________ _________________: the concept that organizations should be divided into units that perform similar functions.
Functional Principle
Describe the major court case known as University of California v. Bakke:
Issue that began case: "Reverse discrimination?"- Bakke said he was not admitted into the medical school based on his white ethnicity Result of case: court sided with Bakke & he was admitted based on 14th amendment equal protection clause. Race can be used as a selection criterion to advance equal access if it is benign.
______________: a coordinated group of people who perform tasks to produce goods or services, colloquially referred to as a company.
Organization
__________________ ______________: Determining where the organization should have training, and where that training is likely to have an impact.
Organizational Analysis
___________________ _____________: part of the training needs assessment in which the organization's strategic objectives and the availability of resources and support are identified.
Organizational Analysis
___________________ ____________: The methods by which organizations evolve to become more adaptive to pressing economic and social conditions.
Organizational Change
________________ ____________: the joining or combining of two organizations of approximately equal status and power
Organizational Merger
_________________: The process of eliminating jobs within the organization by having those work functions contracted out to other organizations.
Outsourcing
________ ___________________: a technique of performance appraisal in which individuals asses the behavior of their peers or coworkers; include nominations, ratings, and ranking.
Peer Assessment
__________ _______________: a technique of appraising the performance of coworkers for nominating them for membership in a group
Peer Nomination
________ _______________: a technique of appraising the performance of coworkers by ranking them on a dimension of their job behavior.
Peer Ranking
_________ _______________: a technique of appraising the performance of coworkers by rating them on a dimension of their job behavior.
Peer Rating
_____________ ___________________: The process of how an organization manages and aligns all of its resources to achieve high performance.
Performance Management
_________________ _____________ is an evaluation of how well individuals are doing their jobs.
Performance appraisal
___________ __________:Identifies specific individuals who could benefit from training & identifies the kind of training that would be of benefit to them.
Person Analysis
___________ ____________: part of the training needs assessment in which the people who need training are identified.
Person Analysis
_________________ _________________: The way in which we acquire, process and categorize the information we use to evaluate others using cognitive filters, shortcuts and strategies to maximize efficiency which may or may not result in an accurate assessment
Person Perception
____________-______________ ______: the perception by both job candidates and the organization of the match between their respective values and goals.
Person-Organization fit.
___________________ ______________: the process of determining those applicants who are selected for hire versus those who are rejected.
Personnel Selections
Title VII of the 1964 Civil Rights Act protected individuals under the following groups: _________, ___________, ___________, ___________, & _____________ _____________.
Race, Gender, Religion, Color & National Origin
____________ ___________ ______________: the process of educating raters to make more accurate assessments of performance, typically achieved by reducing the frequency of halo, leniency, and central tendency errors.
Rater Error Training
____________ ________________: a concept that refers to organizationally-induced pressures that compel raters to distort their evaluations.
Rater Motivation
_______________ _____________: a standard for judging the effectiveness of training that refers to the reactions or feelings of individuals about the training they received.
Reaction Criteria
_________________ is the process by which individuals are solicited to apply for jobs.
Recruitment
When thinking of the reality (if the organization achieves a diverse workforce) and the rhetoric (if the organization actively talks about diversity efforts) of diversity in an organization what does "just do it" mean?
Refers to organizations that do not publicly discuss/promote their diversity achievements but but in reality have created a diverse workforce.
When thinking of the reality (if the organization achieves a diverse workforce) and the rhetoric (if the organization actively talks about diversity efforts) of diversity in an organization what does "empty rhetoric" mean?
Reflects organizations that talk about their diversity efforts but in reality their workforce is not diverse.
______________: a statistical technique used to forecast criterion performance on the basis of a predictor score.
Regression
When thinking of the reality (if the organization achieves a diverse workforce) and the rhetoric (if the organization actively talks about diversity efforts) of diversity in an organization what does "low priority" mean?
Represents organizations that neither achieve nor promote their diversity efforts.
________________ ________ ______________: a systematic process of identifying and specifying training requirements; consists of organizational, task and person analyses.
Training needs assessment
____________ is primarily related to blue collar jobs, while __________________ is related to management.
Training; development
__________________ _____ _______________: The extent to which knowledge/skills acquired in one context (training) are used in another context (on the job).
Transfer of Training
When determining if Adverse Impact is occurring the _______ ________ is calculated by the following: (# selected/# applicants) X .80.
Trigger rate
T/F: Although giving feedback in Performance Management contexts is essential supervisors dislike doing it.
True
T/F: Organizations can be described as being 'alive'?
True
____________ _____________: a term to describe individuals who were correctly rejected for employment as they would have been unsuccessful employees.
True Negative
_______________ _________________: a term to describe individuals who were correctly selected for hire because they became successful employees.
True Positive
Why is the forced distribution employee-comparison method generally only effective in the 1st year that it is implemented?
because it terminates the bottom 10% of employees who are assumed to be "dead weight" on the company- if this trend were to continue organizations would end up cutting off "viable" members of their organization and possibly create a very hostile work environment.
____________ ___________: a method of training that makes use of imitative learning and reinforcement to modify human behavior.
behavior modeling
Performance is ____________; it includes those activities that are relevant to the organization's goals & can be measured in terms of _________________ ______________ (Campbell, McCloy, Oppler, & Sager, 1993).
behavior; individual proficiency
Organizations are able to shape the ________________ of their members.
behaviors
___________ ___________: a method of training that simulates a business environment with specific objectives to achieve and rules for trainees to follow.
business games
__________-_____________ ______________: a system of training in which employees are encouraged to make errors, and then learn from their mistakes.
error-management training
______________ ___________: an individualized developmental process for business leaders provided by a trained professional (the coach).
executive coaching
Schneider's ASA cycle can result in ______________ and _____________ ________________.
homogeneity; reduced creativity
______________-______________ _______________: a legal classification of harassment in which individuals regard conditions in the workplace (such as unwanted touching, or off-color jokes) as offensive.
hostile-environment harassment
An organization's strategy refers to what?
how it seeks to accomplish its goals
Compare and contrast the common issue with determining the cut-off score known as too high v. too low:
if the cutoff score is set relatively high, people who deserve to pass will fail - if the cutoff score is set relatively low, people who deserve to fail will pass
Although people vary in their levels of coachability, Executive Coaching is geared specifically to what? It is related to what?
individual problems and needs; substantial improvements
_______________ ____________ _____________: a sophisticated type of computer based training that uses artificial intelligence to customize learning to the individual.
intelligent tutoring systems
______________ _________________ _______________: type of computer based training that combines visual and auditory information to create a realistic but non-threatening environment.
interactive multimedia training
Of Hofstede's 4 Cultural Dimensions, describe the dimension known as individualism-collectivism:
it's all about "me and mine" or "us" (US is individualistic, Japan is collectivistic)
Self-Assessments have problems with ____________.
leniency
The formal definition of _____________ _____________ can be described as the process by which individuals serving in management or leadership positions enhance their talents to better perform the job.
management development
The ___________ ___________ represents those employees who have day-to-day authority for ensuring that the overall goals set by the strategic apex are being carried out by the operating core; they can be described as mid-level bosses.
middle line
The ___________ ___________ consists of employees who are responsible for conducting basic work duties that give the organization its defining purpose.
operating core
Properly developed ______________ __________ are the basis for performance appraisal.
performance criteria
Explain a stronger interpretation of affirmative action:
preferential selection: organizations will select minority group members from the applicant pool if they are judged to be equally qualifications with non-minority applicants.
____________ ____________: the most basic computer based training that provides for self paced learning
programmed instruction
________ ____ ______ ______________: a legal classification of harassment in which specified organizational rewards are offered in exchange for sexual favors.
quid pro quo harassment
Peer assessments are better for development than ______________ __________________.
reward determination
Of Hofstede's 4 Cultural Dimensions, describe the dimension known as masculinity-femininity:
rigid gender roles (Masculine - e.g., Saudi Arabia) vs. gender role overlap (Feminine - US)
__________ ____________: a training method directed primarily at enhancing interpersonal skills in which training participants adopt various roles in a group exercise
role playing
The smaller the ____________ ____________, the greater the predictor value.
selection ratio
__________-__________ ____________: a system of training in which employees are prompted to monitor and adjust their actions and reactions during training.
self-regulatory training
We want applicants to perceive the process of recruitment as appropriate and fair, which can be referred to as ___________ (________) __________.
social (face) validity
The _________ _________ is responsible for the overall success of the entire organization, it is associated with the executive leadership of the organization.
strategic apex
The ________ ____________ provides services that aid the basic mission of the organization, typically include the mail room staff, security, & janitorial services.
support staff
The ________________ consists of those employees who posses specific technical expertise that facilitates the overall operation of the organization, they are specialists in areas of business but they do not perform the mainstream work of the organization; examples would be accounting, human resources, information technology, and law.
technostructure
Of Hofstede's 4 Cultural Dimensions, describe the dimension known as uncertainty avoidance:
the extent to which members feel threatened by ambiguity (US is low)
During recruitment we need to carefully consider what?
the number of applicants required to fill positions
Validity generalization means that there is a single 'true' relationship between what?
the test and job performance.
How do you determine True Negatives and False Negatives?
to determine true negatives and false negatives and organization would have to check in on these applicants after a specific amount of time to see if they had been employed by any other organizations and if they were successful or unsuccessful employees- this process is for the most part useless so not many organizations check it.
Explain the most passive interpretation of affirmative action:
to follow procedures that strictly pertain to recruitment, such as extensive advertising in sources most likely to reach minority group members.
Explain the most extreme interpretation of affirmative action:
to set aside a specific number of job openings or promotions for members of specific protected groups- this is known as the quota interpretation.
The formal definition of _______________ is as follows: the process through which the skills of employees are enhanced for an immediate job or role.
training
The formal definition of ____________ of _____________ can be described as the application of knowledge and skills learned in training back to the job.
transfer of training
When assessing training needs the classic ____________ approach of needs analysis still relevant, the common trend is to promote ways to transfer what?
tripartite; training to the job
T/F: Norms can both promote or deviate from organizational goals.
true
The formal definition of _____________ __________ is as follows: a concept that reflects the degree to which a predictive relationship empirically established in one context spreads to other populations or contexts.
validity generalization
Global organizations have a lot of diversity in ____________.
values
In relation to rater motivation and training what factors in organizations inhibit accurate evaluations?
willingness (do they want to do the evaluations) vs. capacity to rate (are they competent enough to do the evaluations)
______________ _______________ _______________ - standards for validating tests published in 1978 - considered outdated due to lack of scientific rigor.
Uniform Selection Guidelines
______________ ___ ___________: the concept that each subordinate should be accountable to only one supervisor.
Unity of Command
Who was given as an example in lecture of using the forced distribution employee-comparison method?
Used by Jack Welch at GE
____________ - A concept reflecting the economic value (expressed in monetary terms) of making personnel decisions.
Utility
____________ __________ _____________: a type of computer based training that uses three-dimensional computer-generated imagery
Virtual Reality Training
What major court case caused countless cases to be adjudicated at the district, appellate, state supreme court, and U.S. supreme court on employment law issues?
Wards Cove Packing Company v. Atonio
_________________ ________________: a body of knowledge about facts and things.
Declarative knowledge
Explain the example of a left handed dentist,given in lecture, as an example of a BFOQ:
Dental offices are set up to accommodate if the dentist if left or right handed- in this example a dental office was looking to hire another dentist- but the existing dentist at the organization was left handed- therefore searching for a left handed dentist qualifies as a BFOQ.
_____________________ -The process through which the knowledge and skills of employees are enhanced by for which there is no immediate use.
Development
When two organizations are combined to increase competitiveness, it can be referred to as _______________ or _______________.
Mergers or Acquisitions
Expatriates can experience cultural adjustment problems; their training should include the following:
- An understanding of different customs, etiquette, gestures - Family members
What does the acronym ADDIE stand for?
- Analyze - Design - Develop - Implement - Evaluate
Name and describe the types of skills that can be learned from Executive Coaching:
- Interpersonal: relationship building, tact, sensitivity, assertiveness, conflict management, and influencing without authority. - Communication: listening skills, presentations, and speaking with impact - Leadership: delegating, mentoring, and motivating others - Cognitive: strategic thinking, decision making, and prioritizing - Self-management: time management, emotion and anger management, and work-life balance
Describe the major court case known as Griggs vs. Duke Power Company:
- Issue that started the case: High school diploma or intelligence test requirements not job related - intentional discrimination against Blacks - Result of the case: individuals that who bring a suit against a company do not have to prove that the company's test is unfair; the company has to prove that the test is fair- burden of proving if the test is fair falls on the employer.
Define KSAs:
- Knowledge = information from education and experience - Skill = specific behaviors that can be enhanced by training - Ability = genetic and not enhanced by training
Developing Task Clusters is done by what?
- Making homogenous groupings to be more usable/manageable - Getting SMEs sort them into meaningful categories
What are some possible reactions to Performance Management?
- Perceived accuracy and agreement with evaluation - Employee motivation following appraisal - Fairness perceptions regarding appraisal - Satisfaction with appraisal - Perceived utility of appraisal
What are some required personal skills for management development?
- Self-awareness - Managing stress - Solving problems
The training content of sexual harassment training should include the following:
- Sensitivity to others' values - Cultural differences - Personalized differences and preferences - Workplace romances
Explain some different methods and techniques of training:
- Shift from instructor-led classroom toward learner-centered, technology-based (computer-based) training - Computer-based training (e-learning) - Non-computer-based training
List ways to enhance Performance Appraisal Acceptance & Fairness:
- Solicit employee input prior to evaluation - Emphasize two-way communication - Provide an opportunity for rebuttal - Make sure rater is familiar with ratee's work - Apply standards consistently - Base ratings on actual performance achieved - Link ratings to pay raises and promotions
Describe legally defensible Performance Appraisal procedures:
- Standardized & uniform within job group - Formally communicated - Notice of deficiency & opportunities to correct - Employee access to results -Formal appeal mechanism allowing employee input - Uses multiple, diverse, unbiased raters - Written training for raters - Thorough & consistent documentation across raters providing examples based on knowledge - Includes system for detecting abuse & discrimination
What are some important aspects of the Pretraining Environment?
- Supportive supervisors - Follow-up activity or assessment - Trainee input and choice
Describe legally defensible Performance Appraisal criteria:
- They should be objective - Job-related or based on job analysis - Focus on behaviors (things they do) vs. traits (not who they are) - Within control of ratee - Focus on specific functions, not global assessments
Describe some individual differences in learning?
- Trait-like attributes: Self-efficacy & Cognitive ability - State-like attributes: Task specific
Equal Employment Opportunity Commission (EEOC) definition of harassment:
- Unwelcome sexual advances - Interferes with ability to do work - Quid Pro Quo (this for that) versus hostile-environment harassment (could be menacing jokes ect.)
Explain the outcome of the June 2003 court case that dealt with affirmative action known as: Grutter v. Bollinger
- case was about challenging the process used by the University of Michigan in admitting students into the law school. - school did consider race in making decisions but did not use any point system to evaluate candidates for admission - race could be considered a "plus" in each candidates file, yet the entire selection system was flexible enough to consider particular qualifications of each candidate - the court ruled in favor of the UofM;
Compare and contrast organizational strategies in the fast food industry v. the medical field:
- fast food: highly routine, not many KSAOs needed, turnover rate= 300% per year- but this is acceptable. - medical: very high level of KSAOs needed; a turnover rate of even 10% is unacceptably high
Accurate ratings are most likely to occur in environments where the following conditions exist:
- good and bad performance are clearly defined. - distinguishing among workers in terms of their levels of performance is widely accepted. - high degree of trust in the system. - low rating do not automatically result in the loss of valued rewards. - valued rewards are clearly linked to accuracy in performance appraisal.
Schneider's ASA cycle is related to organizational fit, explain what this cycle means as well as its 3 components:
- people drawn to organizations that fit 1. Attraction: certain organizations attract people with certain personalities. 2. Selection: people with these certain characteristics are hired by the organization. 3. Attrition: people who don't fit into the pattern of shared values eventually leave the organization.
Explain the outcome of the June 2003 court case that dealt with affirmative action known as: Gratz v. Bollinger
- related to the admission of students into the University of Michigan - this case challenged the process used by the University of Michigan in admitting students into the undergraduate program - in an attempt to comply with with affirmative action the UofM assigned points to all the variables examined in the student's application such as SAT scores, GPA, extracurricular activities and so on - for admission you needed 100 out of 150 possible points - university automatically gave 20 points to a candidate if they were an "under-represented minority race" - court ruled against the university saying that assigning points on the basis of race was unconstitutional
Development of Task Statements includes understanding what?
- work performed - how its performed - its purpose
Describe the major court case known as Albemarle v. Moody:
-Result one: court ruled that the EOC's guidelines have he "deference of law" even though they were issued by an administrative agency & not written by congress and signed by the president - Result two: Intent not required for finding of discrimination and award of backpay for discriminatory act.
What 3 approaches to diversity training were discussed in lecture?
1. "Color-blind" (ignore differences) 2. Melting Pot (homogenize differences) 3. Multi-culturalism (each culture maintains identity)
According to the classical theory, what are the four basic components to any organization?
1. A system of differentiated activities (an organization forms when these activities are linked together). 2. People 3. Cooperation toward a goal 4. Authority (based on superior/subordinate relationships)
360-Degree Feedback is based on what 2 key assumptions?
1. Awareness of rating discrepancies enhance self-awareness 2. Enhanced self-awareness is key to maximum performance
Describe the three different non-computer based training methods discussed in lecture:
1. Business Games: Hypothetical companies 2. Role-playing: Enactment plus discussion 3. Behavior Modeling: Narrow focus on specific skills
The transfer of training is influenced by what 3 things?
1. Characteristics of training 2. Characteristics of the trainee 3. Characteristics of the environment
Name the Two Early Theories of Organizations:
1. Classical Theory 2. Neoclassical Theory
The goal of motivation in Performance Appraisal interviews can be affected by what 3 things?
1. Credibility of superior (expertise to evaluate) 2. Power of the superior (influence over rewards) 3. Trust
Name and describe the 3 Behavioral Methods discussed in lecture:
1. Critical Incidents - behaviors that result in good or poor performance; Concrete examples of superior, average, & inferior performance 2. Behaviorally anchored rating scale (BARS): Behavioral examples attached to ratings 3. Behavioral-observation scales (BOS): Frequency of important behaviors; Item analysis; Content valid - derived directly from job by "those who are committed to using the scales."
Name and describe the three phases of skill acquisition:
1. Declarative knowledge: Facts and things 2. Knowledge compilation: Integration of sequences 3. Procedural knowledge: Performing automatically
Briefly describe the performance management process:
1. Define Performance: set performance goals; establish and communicate performance expectations. 2. Evaluate Performance: monitor performance; communicate performance strengths and weaknesses. 3. Review Performance: deliver feedback to employees; coach employees. 4. Provide Performance Consequences: provide sufficient and values consequences
The three-step process for developing & communicating norms outlines that the group must:
1. Define and communicate: can be done explicitly (this is the way we do things around here) or implicitly (desired behavior is observed). 2. Monitor and judge if being followed 3. Reward conformity and punish nonconformit
What are the four major steps in Task Analysis?
1. Development of Task Statements 2. Development of Task Clusters 3. Development of KSAs and Relevant Tasks 4. Development of Training Programs from the KSA - Task Links.
What are the four reasons to do Performance Appraisals?
1. Enhance the quality of organizational decisions 2. Enhance the quality of individual employee decisions 3. Build employee commitment to the organization 4. Provide rational, legal basis for personnel decisions
What are the 4 dimensions of Contextual Performance:
1. Enthusiasm & extra effort 2. Volunteering for other duties 3. Helping & cooperating 4. Endorsing, supporting, and defending organizational objectives
Name and describe the two Active Learning Approaches to training that were discussed in lecture:
1. Error Management Training: Theoretical benefit of learning from mistakes 2. Self-Regulatory Training: Prompting trainees to monitor and adjust their actions and reactions
Describe the three-factor model of mentoring:
1. Frequency of meetings 2. Scope - breadth of subjects 3. Strength of influence
Name the four major structural principles detailed in the classical theory of an organization:
1. Functional principle 2. Scalar principle 3. Line/staff principle 4. Span-of-control principle
List and describe the four phases of the mentor relationship:
1. Initiation phase: when the 2 individuals are connected either formally or informally and determine if the relationship will be beneficial. 2. Cultivation phase: when the heart of mentoring occurs; mentor provides instruction, support, and advice to the protege in return the protege demonstrates commitment and engagement to the process and admiration of the mentor. 3. Separation phase: when the protege no longer needs the ongoing support of the mentor. 4. Redefinition phase: here the mentor and protege decide what the future of the relationship holds- if the partnership was a success they may continue their bond on a lower level, if it ended badly they may dictate that all ties should be cut.
What are the three motives for seeking feedback from others in Performance Management contexts?
1. Instrumental (self-improvement) 2. Ego-based (defend or enhance self-views) 3. Image-based (look better to others)
What are the three guidelines in determining the cut-off score?
1. Job analysis 2. Examine relationship between test scores and performance 3. Cutoffs should be set high enough to ensure minimum job requirements are met
Differences in values in global organizations can be reduced to four key dimensions, what are they?
1. Leadership roles and expectations: in western cultures the democratic style of leadership is common, in non-western cultures managers are expected to make decisions rather than solicit opinions from employees. 2. Individualism and groups: the U.S. is the most individualistic culture in the world, we value independence and successful task completion; non-western cultures tend to be more group-oriented or collectivist, group members support each other in exchange for loyalty and acceptance in the group. 3. Communications: Latin American, Middle Eastern, and southern European cultures value an expressive communication style; western style of communication places more emphasis on the factual accuracy of what is said. 4. Decision-making and handling conflict: western cultures are action-oriented we like to get things done; non-western cultures prefer frankness and candor when solving issues.
In 1979, Mintzberg detailed 6 Coordinating Mechanisms; name them:
1. Mutual adjustment 2. Direct supervision 3. Standardization of work processes 4. Standardization of work output 5. Standardization of skills and knowledge 6. Standardization of norms
What are some of the causes of sexual harassment?
1. Natural/biological 2. Organizational - authority relationships 3. Socio-cultural - differential power and status
What are the 3 types of Peer Assessments that were discussed in lecture?
1. Nomination - identify members best at particular dimension of performance 2. Ratings - peers rate each other 3. Rankings - peers rank each other
Name and describe three typical sources of Performance Appraisal information:
1. Objective production data: Outputs that can be "counted" 2. Personnel data: Absenteeism, Accidents, Turnover 3. Judgmental Data: Supervisory ratings
List and describe the three layers of organizational culture:
1. Observable artifacts: surface-level actions that can be observed from which some deeper meaning can be drawn about the organization (ex: symbols, language such as jargon, narratives such as stories, and practices such as rituals). 2. Espoused values: beliefs that are specifically endorsed by the management or the entire organization; enacted values are converted into employee behavior. 3. Basic assumptions: unobservable and are at the core of the organization; they start as values but become so deeply integrated over time they are taken for granted.
What are the three levels of assessing training needs?
1. Organization 2. Task 3. Person
Name the 3 current forces responsible for organizational change:
1. Organization development (OD) 2. Business-based change 3. Small intentional organizational change can grow to produce unintended change if uncoordinated
Name and describe Hofstede's 4 Cultural Dimensions of a global organization:
1. Power distance 2. Individualism-collectivism 3. Masculinity-femininity 4. Uncertainty avoidance
What are the three distinguishing features of experts, describe them?
1. Proceduralization (Automaticity): if condition A exists then action B is needed, rapid state of performance with little cognitive effort 2. Mental models: the way knowledge is organized, the mental models of experts are qualitatively better because they contain more diagnostic cues for detecting meaningful patterns in learning. 3. Meta-cognition: an individual's knowledge of and control over his/her cognitions- experts have a greater understanding of the demands of a task and their own capabilities.
Describe the four different computer based training programs that were discussed in lecture:
1. Programmed Instruction: Regarded as basis of all computer-based training; Proceeds question by question after trainee response 2. Intelligent Tutoring Systems: Uses concept of artificial intelligence; Continuously modifies level of instruction to pattern of trainee 3. Interactive Multimedia Training: Rich simulation of real-life job situation 4. Virtual Reality Training: Simulates real life in artificial 3-D environment
What are the two types of outcomes in mentoring?
1. Psychosocial 2. Task related
What were the 3 Employee-Comparison Methods discussed in lecture?
1. Rank Order: ranking individuals from the "best to worst" 2. Paired Comparison - compare every individual to every other individual 3. Forced Distribution - Bell curve: Top Grading (Smart, 2005) - fire bottom 10%. Motivates the remaining 90%
Name and describe the 5 types of rater error/bias as well as 2 training methods intended to help remedy these errors:
1. Rater error training - training to recognize bias 2. Frame-of-reference training - providing a common perspective and standards for all raters 3. Halo - general feelings applied to all evaluations of individual performance 4. Serial Position Error - primacy vs. recency 5. Contrast error - compare to others, not standard 6. Leniency & Severity - hard vs. easy grader 7. Central tendency - no extreme ratings
If the span-of-control has a flat structure, what does that mean?
An example would be that there are 2 levels with spanned over 8 people, containing 9 employees total, with 8 of them all reporting to the same supervisor.
If the span-of-control has a tall structure, what does that mean?
An example would be that there are 5 levels spanned into two different groups, containing 31 employees total, and 30 of which all report to the same supervisor.
"____________ ______________" : when these organizational cultures become monolithic (Morgan, 1997).
Psychic prisons
_______________-___________ ____________: a type of rating error in which the rater assess a disproportionately large number of ratees as performing in the middle part or central part of a distribution of rated performance in contrast to their true level of performance.
Central-Tendency Error
_________________ ___________: a theory developed in the early 20th century that described the form and structure of organizations.
Classical Theory
_________________: the process of assigning people to jobs on the basis of two or more predictors.
Classification
______________ __________: a type of rating error in which the rater assess the ratee as performing better or worse than he/she actually performed due to a comparison with another ratee who performed particularly poorly or well.
Contrast Error
_______________ ___________ ______________: the obligation of organizations to take an active part in improving society.
Corporate Social Responsibility
_____________ ___________: a standard that separates successful from unsuccessful job performance.
Criterion Cutoff
____________ _______________: specific behaviors indicative of good or bad job performance.
Critical Incidents
___________ is a complex pattern of variables.
Culture
The formal definition of ____________ ____________ is as follows: a type of discrimination in which protected group members are afforded differential employment procedures compared to members of other groups.
Disparate Treatment
______________ _______________: treating a member of a protected group differently from other applicants
Disparate Treatment
______________: a goal of staffing whereby demographic differences in society are reflected in the workforce.
Diversity
_____________ _______________: Directed at improving interpersonal sensitivity to differences in the workplace.
Diversity Training
______________-_____________ ____________: the paradox of organizations being unable to simultaneously being able to hire the most qualified applicants and members of the full range of demographic groups that populate society.
Diversity-Validity Dilemma
_________________: The process by which an organization reduces its number of employees to achieve greater overall efficiency.
Downsizing
_____________: a person native to one country who serves a period of employment in another country.
Expatriate
______________ serve in overseas assignments; global business results in greater number of these.
Expatriates
Global organization's core values must transcend differences to be __________, ____________, and ______________ of ________ ____________.
Fair, Reasonable, and Respectful of local culture
___________ ____________ _____________ (__) - single most valid predictor of job performance
General mental ability (g)
_________ ___________ __________ are the most commonly used method in performance appraisal; individuals are rated on a number of traits/factors and the rater judges "how much" of each factor the individual has.
Graphic rating scales
___________ __________: a type of rating error in which the rater assess the ratee as performing well on a variety of performance dimensions, despite having credible knowledge of only a limited number of performance dimensions.
Halo Error
What are the dual goals of selection?
Hire qualified individuals & Fairly assess individual ability
What are some pros of Performance Appraisals?
Historical perspective (if the employee has been historically efficient or inefficient), specification of goals and roles, formality/paper trail, source of feedback, indicator of values and attitudes
Describe the evolution of global cultures:
International → Multinational → Global
_______________ is belief system that compels commitment to a particular value, organizations with very strong ______________ are referred to as having a "missionary" structure because the organization is singularly devoted to a particular mission.
Ideology, ideology
_______________ ________________: the body of knowledge acquired as a result of learning.
Knowledge compilation
______________: the process by which change in knowledge or skills is acquired through education or experience.
Learning
__________________ ____________: a standard for judging the effectiveness of training that refers to the amount of new knowledge and skills acquired through training.
Learning Criteria
__________________ __________: a type of rating error in which the rater assess a disproportionately large number of ratees as performing well (positive) or poorly (negative) in contrast to their true level of performance.
Leniency Error
__________ _______________: organizational work that directly meets the major goals of an organization.
Line functions
_________/_________ ________________: the concept of differentiating organizational work into primary and support functions.
Line/Staff Principle
___________________ ___________________: Enhancing management/leader talents to improve performance.
Management Development
_____________: typically a more senior or experienced person who helps to professionally develop a less experienced person.
Mentor
________________: Facilitating management development (___________-__________).
Mentoring; (mentor - protégé)
The Structural Theory of an organization was proposed by _________________, this theory outlines the Seven Basic Parts of an Organization, list what they are: (p.242)
Mintzberg: 1. Operating core 2. Strategic apex 3. Middle line 4. Technostructure 5. Support staff 6. Ideology - pulls together 7. Politics - rips apart
_______________ ________________: a statistical index used to indicate the degree of predictability (ranging from 0 to 1.00) in forecasting the criterion on the basis of 2 or more other variables.
Multiple Correlation
___________: an approach to personnel staffing whereby family members receive preferential treatment because of birth or marriage.
Nepotism
Are quotas a typical interpretation of affirmative action? When are quotas enforced?
No, they are enforced on organizations to serve as a corrective measure for prolonged inequities in the composition of the workforce.
_____________: Unwritten set of shared expectations that define appropriate group behavior
Norms
______________: The process of eliminating jobs within the organization by having those work functions performed in cheaper labor markets (offshore/overseas).
Offshoring
Giving feedback in Performance Management contexts generally ________-_______ of feedback results in ____________ performance.
One-third; decreased
______________: the process of assigning people to jobs on the basis of a single predictor score.
Placement
__________ & ____________: Assigning people to a specific job after they have been hired; this is generally used where?
Placement & Classification;Used in large organizations where there are two or more jobs applicant can fill (e.g., Army).
________________ can be thought of as having the opposite effect as ideology; ideology produces internal cohesion and provides a singular purpose for organizations; ___________ cause divisiveness and conflict, they are often the seeds of destruction within an organization.
Politics, politics.
__________________ _____________: a score on a test that differentiates those who passes the test from those that failed; often equated with the passing score on a test.
Predictor Cutoff
_____________ ______________: The more valid the predictor(s), the better the selection system.
Predictor Validity
______________ ______________ - line between accept/reject
Predictor cutoff
_______________ ______________: a body of knowledge about how to use information to address and solve problems.
Procedural knowledge
____________ _________: a designation for members of society who are granted legal status by virtue of a demographic characteristic such as race, sex, national origin, color, religion, age, and disability.
Protected Group
________________: typically a more junior and less experienced person who is helped and developed in his/her career by a more experienced person.
Protege
Describe the major court case known as Watson v. Fort Worth Bank & Trust:
Result of case: subjective selection criteria are subject to validation, but cost of alternatives must also be considered
________________ _______________: a standard for judging the effectiveness of training that refers to the economic value that accrues to the organization as a function of the new behaviors exhibited on the job.
Results Criteria
____________ _____________: uncertainty about the behaviors to be exhibited in a role, or the boundaries that define a role.
Role Ambiguity
____________ _____________: the product of perceptual differences regarding the concept of a person's role or the relative importance of its elements.
Role Conflict
___________ _______________: the feeling of being overwhelmed from having too many roles or too many responsibilities within a single role.
Role Overload
__________ ________________: Different roles played by those in same sub-group
Role differentiation
_________ _____________: The way we learn roles
Role episodes
____________: a set of expectations others have about appropriate behaviors in specific positions.
Roles
The development of KSAs and Relevant Tasks is completed how?
SMEs are asked questions to determine KSAs (Characteristics of good v. poor performers? Think of someone who is better at ___, and reason? What does a person need to know to do ___?) --> Researcher then develops linkages
What is the selection ratio formula?
SR = n/N, with n = # of openings and N = # of applicants
_______________ _____________: the concept that organizations are structured by a chain of command that grows with increasing levels of authority.
Scalar Principle
__________ - a cognitive approach to processing information that results in making sense of events and actions that in turn influence how decisions are made on the basis of that information.
Schema
__________________ _____________: a numeric index ranging between 0 and 1.00 that reflects the selectivity of the hiring organization in filling jobs; the number of job openings divided by the number of job applicants.
Selection Ratio
____________ is the process of identifying who will be offered a job from the applicant pool, what is the goal of this process?
Selection;to use predictors to forecast job performance (the criterion).
____________-_________________: a technique of performance appraisal in which individuals assess their own behavior.
Self-Assessment
________________ ______________ _________: a type of rating error in which the rater has a better recall of information that is presented at the beginning or end of a sequence, and the worst recall of information in the middle of the sequence.
Serial Position Error
____________ ______________: unwelcomed sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that creates an intimidating, hostile, or offensive work environment.
Sexual harassment
___________ _______________ influence individual and group behavior, and it has no formal structure apart from its functioning.
Social Systems
____________ _____________: the human components of a work organization that influence the behavior of individuals or groups.
Social systems
_________-_______-____________ ______________: the concept that refers to the number of subordinates a manager is responsible for supervising.
Span-of-Control Principle
__________ ______________: organizational work that supports line activities.
Staff functions
____________: the arrangement of work functions within an organization designed to achieve efficiency and control.
Structure
Self-Assessments and Peer Assessments are alternatives to what?
Supervisory Ratings
__________ ____________: part of the training needs assessment in which the tasks that require training are identified.
Task Analysis
____________ _______________: Find job description or collect information about job.
Task Analysis
Describe the major court case known as Wards Cove Packing Company v. Atonio:
The U.S supreme court modified both the applicant's and employer's responsibilities in employment litigation pertaining to such issues as burden of proof- stated that adverse impact is not proof of discrimination & that indigenous people did not have requisite qualifications that were not petitioners fault.
When thinking of the reality (if the organization achieves a diverse workforce) and the rhetoric (if the organization actively talks about diversity efforts) of diversity in an organization what does "walk the talk" mean?
This represents organizations that achieve diversity and in reality in addition to verbally promoting their efforts in doing so.
What are some cons of Performance Appraisals?
Time consuming, subjective/arbitrary, high turnover, redundant, no connection to rewards
_______-___________: a method of performance management whereby employees are graded on their overall contribution to the organization , and each year the bottom 10% of the employees are dismissed.
Top-Grading
______________ - The systematic acquisition of attitudes, concepts, knowledge, roles, or skills that result in improved performance at work.
Training
If there is a negative view on reactions from Performance management, what is likely to happen?
abolishment or drastic transformation of process
Of Hofstede's 4 Cultural Dimensions, describe the dimension known as power distance:
acceptance of unequal power distribution (High score means more accepting - US is low)
Based on a 1991 amendment to the Civil Rights Act, it is illegal to do what concerning scores for employment practices?
adjust scores or use different cut-off scores for different groups
What all work place practices does Title VII apply to?
all personnel functions: selection, training, promotion, retention, & performance appraisal
Major activity of I-O psychologists is to help with what?
changes in organizations
Does placement or classification result in better assignments? Why?
classification, because it uses more than one predictor.
______________-_________ _______________: a training method that utilizes computer technology to enhance the acquisition of knowledge and skills.
computer-based training
The formal definition of __________ is as follows: the language, values, attitudes beliefs, and customs of an organization.
culture
