Chapter 5,6,8,9 essay questions

Maslow's hierarchy of needs. Provide a definition for each level of need.

-Self actualization-need to fulfill one' potential -Esteem- respect from others, self confidence, and belief in ones self -Love-needs for affiliation, belonging, friendship -Safety-needs to be free from threat and danger -Physiological-needs for food, shelter, water

What are the three dimensions of the consequences of sexual harassment?

-Widespread implications on work outcomes -Psychological and somatic outcomes -Negative effects on the organization

Describe the three guidelines for increasing the likelihood of transfer of training.

Cognitive Ability Conscientiousness voluntary participation

What are the three main strategies an employee might use to reduce feelings of inequity?

-Change inputs -Change outcomes -Alter perceptions

Choose two of the technology-based approaches to training and discuss their strengths and weaknesses.

Distance Learning and ELearning: Strengths- •Most efficient use of high-quality instructors and instruction •Learners' assume more responsibility for personal success •Very clear cost savings Weaknesses-Little empirical research

Define distributed practice and massed practice. Then, provide an example of a task that would be well-suited to each type of practice.

Distributed Practice-Training divided into segments, usually with rest periods in between,Effective for low complexity tasks- text example- secretary Massed Practice-Training that takes place at one time, without breaks- text example- truck driver training

1. What is the due process metaphor view of performance appraisal and what components comprise this view?

Due process metaphor is built around perceptions of justice. Due process metaphor is based on · Adequate notice · Fair hearing · Judgments based on evidence

What are two common exercises in an assessment center? Briefly describe each type of exercise.

In-Basket-Assessee responds to a series of job-related scenarios and information that would typically appear in a manager's in-basket, takes action, and makes decisions about how to proceed Leaderless group discussion- Group exercise designed to tap managerial attributes, requires small group interaction

Describe what is involved in an assessment center: Who? What? For how long?

Involves multiple methods of assessment, assessors, assessees Last 2 to 3 days Used by many large companies

What is the Purdue Pegboard? For what jobs might it be helpful in selecting appropriate candidates?

It is a psychomotor test which measures an individual's ability to make controlled movement with the hands, arms, and fingertips. They are placed in front of the peg board and asked to manipulate pegs, washers, and collars in and around the peg board.

Does all halo error result in inaccurate performance ratings? Why or why not?

No, sometimes people are competent in all dimensions.

What are the two major implications of job characteristics theory?

Jobs should be designed with the core dimensions in mind. Thought should be given to the placement of employees in jobs due to individual differences

Identify and describe the three distributional errors. Provide an example for each type of error.

Leniency- the rater wants to be well liked and their midpoint for the ratee is higher than the midpoint Central Tendency- when raters only use the midpoint of the scale. Severity- Using only the lower end of the scale. Keeping the persona of being "tough"

Provide a definition of training and a definition of learning. What is the difference between training and learning?

Training-Formal procedures that a company utilizes to facilitate learning so that the resultant behavior contributes to the attainment of the company's goals and objectives Learning-is a relatively permanent change in behavior that occurs as a result of experience or practice Learning is the change in behavior a company wants, in order to achieve that they need to have the training.

How does Alderfer's ERG theory relate to Maslow's hierarchy of needs? What are the major differences between the two needs theories?

-Existence needs -Relatedness needs -Growth needs •All three categories of needs can operate simultaneously rather than in sequence

What are the three primary objectives of diversity training?

-Increase awareness about diversity issues -Reduce biases and stereotypes that interfere with effective management -Change behaviors so that a diverse workforce can be more effectively managed

Identify and define Kirkpatrick's (1976) taxonomy of training criteria

-Reaction criteria - Trainees' attitudinal reactions -Learning criteria - How much is learned -Behavioral criteria - On-the-job changes that take place -Results criteria - Ultimate value to company

Identify and describe the three types of specific cognitive ability tests. For each ability test, identify a job that would benefit from having the test as a predictor of job performance.

1. Mechanical Ability- used to recognize tools or how to use tools for certain mechanical jobs. 2.Spatial Ability- architect 3. Clerical Ability-secretary or office personnel

Identify and define the two types of integrity tests. What does research say about the validity of integrity tests?

1. Overt integrity test: Measures attitudes toward theft and actual theft behaviors 2. Personality-type integrity test: Measures personality characteristics believed to predict counterproductive behavior Research finds that they appear valid for predicting both counterproductive behavior (r = .47) and job performance (r = .34)

Describe the four major postulates of equity theory.

1. People strive to maintain a state of equity 2. When inequity is perceived, a state of tension results. 3.When faced with the tension, people are motivated to reduce the tension 4.The greater the magnitude of the perceived inequity, the greater the motivation to act to reduce the tension

Explain three of the five principles of learning.

1.Active Learning- Resources and activities, such as problem solving intended to improve analysis and synthesis of information 2.Meaningfulness of material- Material overview, should be presented so it is easily understood, and in chronological order 3.Practice and over-learning-"Perfect practice" - Continued practice, even after behavior appears to be mastered; results in high levels of learning

Lay out each of the five stages involved in the cognitive processing model. For each stage, provide an example of how the rater could make a mistake.

1.Observe behavior - Little opportunity to observe, may miss important behaviors 2.Encode information - Incorrectly label information 3.Store information - Incidents may not get stored or irrelevant information gets stored 4.Retrieve information - Not be able to retrieve important information 5.Integrate information - Poor decision making based on the only available information

Identify and describe each type of training-needs analysis. For each type, explain how you would go about performing the analysis.

1.Organizational-look at short and long term goals of the organization, compare the accomplishments to those goals. 2.Task-Task orientated Job analysis- examining task requirements for each job. 3.Person-Using performance appraisal data in examining how employees perform in each job. 4.Demographic-needs analysis to examine the demographic makeup of the organization.

Explain the five steps you would take to develop a behaviorally anchored rating scale (BARS).

1.SMEs identify and define several dimensions that are important for the job 2.Another group generates a series of behavioral examples: Critical incident technique 3.Retranslation stage: Sort critical incidents into appropriate dimensions 4.Rating behavioral examples on effectiveness 5.Choose items that represent performance levels

What is emotional intelligence? What does research on this predictor tell us in regard to its usefulness in selection?

: ability of individuals to generate, recognize, express, understand, and evaluate their own (and others') emotions It can lead to effectiveness and has a significant correlation with task performance

What are corporate universities? What societal trend appears to have led to their development?

Corporate classrooms, modern facilities with up-to-date technology; allow for effective learning and transfer on-site. •Stem from the societal trend, "Third Wave" in which world's industrialized economies evolve into knowledge-based societies

Define physical fidelity and psychological fidelity. How are they different?

Physical Fidelity-Extent to which operation of equipment mimics real world Psychological fidelity-Extent to which behavioral processes needed for success on job are necessary for success in simulation Physical fidelity focuses on the equipment and psychological focuses on the behavioral process

What are the two major changes Alliger and colleagues have made to Kirkpatrick's original four-criteria framework for training evaluation?

Reactions are recategorized into affective reactions and utility reactions

Discuss the main differences between speed and power tests. Describe a situation where it is preferable to use a speed test rather than a power test, and explain your reasons for choosing that particular test.

Speed test have easier items, a time limit where a power test is usually harder items with no time limit to complete like the SAT. It would be preferable to use a speed test when looking to hire a transcriptionist or other job that needs to have accurate speed when typing.

Compare and contrast unstructured and structured interviews. Which is better for selecting appropriate candidates, and why?

Unstructured Interviews- have no consistency in questions to applicant. They are less useful because there is no fair comparison. Structured Interviews- ask questions relevant to the job analysis that are asked to all candidates making them more useful for fair comparison with other applicants answers. Structured Interviews is better for selecting appropriate candidates because it is standard across the board and all interviews can be measured the same.

What are the five dimensions that make up the Big Five model of personality?

openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism

1. What recommendations would you give to an organization that wants to implement a 360-degree feedback system?

· Be honest about how ratings will be used · Help employees interpret and deal with the ratings · Avoid presenting too much information

1. Choose three types of appraisal rating formats and outline at least one advantage and disadvantage of using each type in an organization.

· Graphic rating scales: Advantage- Easy to develop. Disadvantage- Lack of precision in anchors · Behaviorally anchored rating scales (BARS): Advantage- Well received by raters and rates. Disadvantage- Time and money intensive · Checklists: Advantage-Easy to use. Disadvantage- Rater errors such as halo, leniency, and severity are quite frequent

What are the components of a performance management system?

· Objective goal setting · Continuous coaching and feedback · Performance appraisal · Developmental planning

1. Identify and describe the three purposes of performance appraisal.

· Personnel Decisions- Used to decide who gets promoted, demoted, laid off or fired · Developmental Purposes- Informs employees on their performance; strengths and weaknesses. Facilitates employment advancement · Documentation of Organizational decisions- Used to keep track of employee performance over time. Provides detailed accounts of inadequate performance.

1. What are the three basic assumptions held by advocates of 360-degree feedback systems?

· When multiple raters are used, participants are happier because they are involved in the process · When multiple raters are used, the idiosyncrasies or biases of any single rater are overcome · Multiple raters bring multiple perspectives for a broader/more accurate view of performance

Explain what it means to engage in overlearning in the context of training.

•Continued practice, even after behavior appears to be mastered; results in high levels of learning

Identify and describe the four traditional approaches to training. For each approach, describe a benefit of its use for an organization.

•Lecturing-•Use of simple lecturing to teach trainees important work-related information. Very economical, can train many at once •On-the-job training-Assumes new employee can learn job through various interactions with experienced employee. Most widely used. •Self-directed techniques (Computer-assisted instruction)-allows trainees to work at their own pace and remedy identified weaknesses. Can result in shorter training period •Virtual reality training••Simulator is designed to be as realistic as possible so that trainees easily transfer skills. Can be used to train when actual equipment being used is too expensive, dangerous and inefficient to train individuals.

Identify and describe each of the three major categories of motivation theories. How do the categories differ from each other?

•Need-motive-value theories-Emphasize the role of personality traits, stable dispositions, needs, and values •Cognitive choice theories-Assumes people are active decision makers who strive to be rational in choosing what to do, how much effort to exert •Self-regulation theories-Proposes manner in which individuals monitor their own behaviors and make adjustments to those behaviors in pursuit of goals

What are the two important characteristics of the learner that can affect training?

•Readiness: The extent to which the trainee has the necessary knowledge, ability, or experiences to allow them to learn •Self-efficacy: Belief in the ability to be successful in training and in the job

Discuss at least two negative consequences that could occur if a poorly designed and implemented performance appraisal is used in organizations.

•Wrong person could be promoted, transferred, or fired •Legal suits are often based on a weak system