MGMT Ch. 11
Impart information and knowledge.
Students read The Encyclopedia of Flower Arranging by Rona Coleman and Sylvia Pepper.
A customer interaction simulation is an example of this type of test, which directly measures an applicant's ability to do a job.
Work sample test A customer interaction simulation is a work sample test, which requires applicants to demonstrate their knowledge and skill by doing job-related tasks. Job knowledge tests measure whether an applicant has the knowledge needed to do a job right. Honesty/integrity tests try to predict whether an employee will engage in behaviors that harm the company, such as theft. Physical ability tests measure an applicant's strength and agility.
Lila is demoted after receiving a poor performance appraisal.
administrative This is an administrative review, because the decision to demote Lila was based on her performance appraisal rating.
An employer requires a high IQ for shoveling coal, not realizing members of a protected class are being turned away.
adverse impact
A Baptist church is allowed to hire only a professed Baptist as a minister. In this case, religion is a __________
bona fide occupational qualification A bona fide occupational qualification is an exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions, but only if they are "reasonably necessary to the normal operation of that particular business." BFOQs are strictly monitored by the Equal Opportunity Employment Commission.
Do you have HIV/AIDS?
illegal This question is illegal, because people with chronic illnesses are protected under the Americans with Disabilities Act. In addition, employees have the right to keep their medical records private.
How much do you weigh?
illegal This question is illegal, because some overweight people are protected under the Americans with Disabilities Act, and one state, Michigan, prohibits discrimination on the basis of weight altogether.
PERFORMANCE REPORT: This report summarizes the ratings* given to you by your manager (MGR), peers (PEER), and direct reports (DR). 1.Employee completes work before deadlines. MGR = 4.5, PEER = 4.0, DR = 3.0 2.Employee offers to help team with work. MGR = 4.0, PEER = 4.0, DR = 4.0 3.Employee annoys and irritates coworkers. MGR = 2.5, PEER = 2.0, DR = 3.5 * Ratings based on a scale where 1 = Almost never, and 5 = Almost always. This form tells you that the waste management company uses a:
360-degree feedback appraisal process This is an example of a 360-degree feedback appraisal, which is likely to be effective because it is based on a behavior observation scale and contains information about performance from multiple sources.
This ___ a case of sexual harassment because:
IS Sally is Matt's boss, and she is making a sexual relationship a condition of employment ******** This is sexual harassment, because Sally (a person in power) is threatening to fire Matt if he does not have a relationship with her. It does not matter that Sally is female or that Matt is male. What matters is that a work-related outcome is based on the acceptance of a sexual advance.
Develop analytical and problem-solving skills.
A student is paired with an experienced florist who offers informal advice, suggestions, and guidance.
Practice, learn, or change job behaviors.
At the training center, students work with artificial flowers to create basic arrangements. No student is allowed to complete a customer order without first demonstrating the arrangement using artificial flowers.
While reviewing performance evaluation reports, you notice that all of the employees have been rated "average." There are no outstanding performers and no poor performers. This is an example of a ________ error. ________ training will help the manager to evaluate performance more accurately.
Central tendency Frame-of-reference ****** This is an example of a central tendency error, because all of the employees have been rated in the middle of the scale, or average. Frame-of-reference training can help correct this error by helping raters understand how experts view and evaluate performance.
Which of the following actions could you take to implement your decision?
Contact an employment agency You have decided on an external recruiting approach, which involves looking for applicants outside of the company. External recruiting brings new ideas and skills into a company, increasing a company's diversity and ability to take on new challenges. **There are many ways to approach external recruiting, including using employment and other outside agencies, creating external advertisements, and using Internet job sites. Job postings and career paths are techniques for internal recruiting.
Tasks: Controls access to building Assists in emergency situations Maintains daily logs and shift reports Provides directions to visitors
Job Description Job description. Job tasks and duties form the heart of the job description—they specify what employees are expected to do on the job. They are typically listed in order from most to least important based on how much they contribute to overall job performance. The Americans with Disabilities Act requires that employers separate essential job functions from other, less essential duties. This helps employers determine what accommodations are needed and reasonable for employees with disabilities.
Qualifications: Bachelor's degree Must have five years of restaurant experience Must have experience cooking in fast-paced environment Communication skills in both Spanish and English
Job Specification Job specification. Job skills and knowledge form the heart of the job specification—they are the tools used to do the job. Job specifications also contain information on the amount and kind of experience and the interpersonal skills and competencies that will make the difference between success and failure on the job.
Have you ever held a job under a different name? If so, please provide the name under which you worked.
Legal This question is legal, because companies have the right to verify the identity of the people they hire. This is important both for background checks (to verify educational credentials, for example) and to complete Form I-9, the employment verification form mandated by the Department of Homeland Security.
Tell me about a time when you had to prepare a report under a deadline that didn't give you enough time to do your best work. What did you do?
Legal This question is legal, because it asks about a specific job-related incident, and the answer is likely to give information about job-related skills without discriminating based on membership in a protected class.
Which of the following are disadvantages of e-learning? Check all that apply.
Less effective for developing problem-solving skills Often boring and unengaging for employees Increased training development costs ******** The disadvantages of e-learning stem primarily from its high cost to develop and from the ease with which students who find it boring can disengage from it. E-learning tends to be good for imparting knowledge but less effective for changing job-related behaviors. One of the clear advantages of e-learning, however, is the travel money it saves.
In cases where sexual harassment may have occurred, which of the following CEO responses would be appropriate? Check all that apply.
Please tell me exactly what happened. Our company policy prohibits harassment of any kind. Let's get HR involved so we can straighten this out. ******* A manager's first responsibility when confronted with possible sexual harassment is to get all of the facts of the case. That means talking to the individual who raises a concern, to people who may have witnessed inappropriate behavior, and to the person who is being accused. Managers should not rush to judgment, either for or against one of the parties involved. If the company has a policy against harassment (and it should), it is good to state that fact at the beginning of a conversation. Senior managers should not automatically say, "Talk to your immediate supervisor," because it may be the supervisor who is harassing the employee.
Structured interviews make especially good predictors of job success when paired with a test.
cognitive ability test Because cognitive abilities tests tend to be highly predictive of job performance, they make especially good predictors of job success. A structured interview gives you information on an applicant's interpersonal skills, so pairing the two selection tools leads to even better selection decisions than using either tool alone.
The General Aptitude Test Battery (GATB) is an example of this type of test, which measures a person's thinking and reasoning abilities, including verbal and numerical aptitudes.
cognitive ability test The GATB is a cognitive ability test. These tests measure mental capabilities, including general intelligence, verbal fluency, and numerical and reasoning abilities. There is some evidence that all cognitive ability tests actually measure overall mental ability, or IQ. Biodata tests ask questions about life events; personality tests measure individual traits and characteristics. Physical ability tests measure an applicant's strength and agility.
In the course of discussing his performance appraisal, Mike and his manager look for ways to resolve the problems that slow down the assembly line.
developmental This is a developmental review, because Mike and his manager are focused on improving the productivity of the assembly line. While the two of them may discover some developmental opportunities for Mike during the discussion, they are not looking at a rating of his overall performance.
An employer intentionally hires men but not women with school-age children.
disparate treatment
An employer purposefully hires attractive females rather than males.
disparate treatment
Last month, Denise lost two of her best employees. This _______ turnover is _________ for the gym. Denise should consider implementing ___________ plan, which is good for dealing with all types of turnover.
dysfunctional bad pay-for-performance Denise is experiencing dysfunctional turnover, which is bad for the gym, because her best employees are leaving. A pay-for-performance plan will increase functional turnover and decrease dysfunctional turnover. Poor performers do not like pay-for-performance plans because they do not produce enough to get high levels of pay. Good performers tend to like these plans because the plans allow them to earn additional compensation.
This form is likely to be:
effective In contrast, a graphic rating scale asks managers to rate broad categories of performance using a subjective rating scale without behavioral anchors, while a behavioral observation scale would ask managers to estimate how frequently a given employee is likely to exhibit the listed behaviors.
You are a manager at Abrasivebit, a drill bit manufacturer. Recently, your boss asked you to hire a new field service technician. You are now ready to begin recruiting. You know that if you use _________ recruiting, you will be likely to bring new skills into the company, so you decide to use that approach.
external
If Denise wants to know how much the jobs in her gym are worth in comparison to each other, she should do:
job evaluation A job evaluation identifies the key components of a job and assigns them a value. These values can then be used to determine how much a job is worth to an organization. Jobs are evaluated in relation to other jobs in the same company.
Job analysis information should not be collected through:
past performance evaluations of the job incumbent. Job analysis information can be collected through questionnaires the job incumbent and/or supervisor completes, direct observation, interviews with the job incumbent, or by filming employees as they perform their jobs. Job analysis information is not collected through past performance evaluations of the job incumbent. Job analysis is an evaluation of the job, not the person doing the job.
After expenses, Denise cleared $500,000 last year. She is thinking about giving some of this money to her employees in what is known as ___________ plan.
profit-sharing Denise is considering a profit-sharing system: She is going to distribute the company's profit for the year to the employees. Profit-sharing systems can help build teamwork by encouraging employees to work toward the common goal of improving a company's financial situation.
Be my Valentine, Or spend some time In the unemployment line. Love, Sally Based solely on the words on the valentine, this could be a case of _____________ sexual harassment.
quid pro quo Based only on the words on the valentine, this could be a case of quid pro quo, because Sally is telling Matt that she will fire Matt if Matt will not be her valentine. If Matt isn't Sally's valentine, then Matt will be fired. Sally wants to exchange this for that.
Another way to describe a __________ case would be "something for something."
quid pro quo Quid pro quo means "this for that." Another way to describe it would be "something for something." For example, a manager might offer an employee a raise or a demotion depending on how that employee responded to the manager's sexual advances.
