Management Ch. 11

construct validity

personality test (sales type of test)

biographical data

, are extensive surveys that ask applicants questions about their personal backgrounds and life experiences. The basic idea behind biodata is that past behavior (personal background and life experience) is the best predictor of future behavior. Personality is the relatively stable set of behaviors, attitudes, and emotions displayed over time that makes people different from each other. Personality tests measure the extent to which applicants possess different kinds of job-related personality dimensions.

adverse impact

, which is unintentional discrimination, is a substantially different rate of selection in hiring, promotion, or other employment decisions that works to the disadvantage of members of a particular race, sex, or ethnic group.

accomodation

wheelchair, small biz can say in court they dont have the money to accomidate. However, GM or another big company doesnt have a choice.

When is BFOQ not ok?

when we pick favorites in protected classes

can employers ask anything in a lawsuit?

yes they can ask anything they want but they dont want to risk it going to court because in court they would have to related it to the job for their decision and methods.

screening devices (job related)

- linear relationship - good predictors; selection devices rarely if ever are perfect predictors. - have to be within 6 deviations of the mean

other examples of BFOQ's

- mens clothing catalog - hooters hiring only female - actually violate fed employment laws and its ok. (if job relatedness is involved, you win)

6 types of selection tests (screening devices)

- specific ability - cognitive ability - biographical data - personality - work sample - assessment center

4 types of validity

1. face validity 2. Critterion related validity 3. content validity 4. construct validity

equal pay act

1963 prohibits unequal pay for males and females of simliar work

civil rights act

1964 prohibits discrimination on bases of races, color, religion, origin. 100 year emancipation. According to the ordinary standards of reasonableness, the employer has to accomodate. (must have at least 15 or more employees)

Age Discrimination Act

1967 associated with 20 or more employees, prohibits discrimination of people age 40 or more.

Pregnancy discrimination act

1978 prohibits discrimination in employment against pregnant women (15 or more employees)

Americans with disabilities Act

1990 prohibits discrimination on the basis of physical or mental disabilities. Be blind to protected class, most qualified skills to get the job done. One armed man wants to be a fireman,

civil rights act

1991 strengthened civil rights act 1964. Have to tell truth on court order and ask anybody that has to do with it. Texaco refused to have blacks in exec ranks, court order must accomodate tell the truth or go to jail or have big fines. court order to change the business plan. This added pumative damages (pain and suffering) Happens all the time (15 or more employers)

family and medical leave act

1993 50 or more employees unless your gov or edu you only need 1 employee

statue of limitations

6 months from the original pay check cant go to court after this you cant file a claim after the date

Exceptions to these acts: BFOQ's

Bonafide occupation qualifications can violate these screenings - ex. airline attendants - had to be single, attractive, young, slim, female.

4/5 rule

Comparison of selection rates of a protected to a non-protected group, to determine if adverse impact has occurred

disparate treatment

Intentional discrimination that results in equally qualified people being treated differently

duel problems with 1.hiring unqualified or less qualified persons and 2. rejecting qualified candidates will continue regardless of the procedures followed.

Organizations can minimize such errors through the use of well-developed screening devices administered by competent professionals.

content validity

sample test, type a number of words per minute. Either you can or you cant

work sample tests

also called performance tests, require applicants to perform tasks that are actually done on the job. So unlike specific ability, cognitive ability, biographical data, and personality tests, which are indirect predictors of job performance, work sample tests directly measure job applicants' capability to do the job. Assessment centers use a series of job-specific simulations that are graded by multiple trained observers to determine the extent to which applicants can perform managerial work.

when is age job related?

are you at least 18 years old to work here?

face validity

assumption that are screen device is valid. It is a starting point, brainstorming point (if you can win any one of the three holy salvation you win the lawsuit

when companies can get away with BFOQ's

baptists require by law in their church to be baptists, its part of the necessary skillset so its ok to implement

cognitive ability tests

measure the extent to which applicants have abilities in perceptual speed, verbal comprehension, numerical aptitude, general reasoning, and spatial aptitude. In other words, these tests indicate how quickly and how well people understand words, numbers, logic, and spatial dimensions. While specific ability tests predict job performance in only particular types of jobs, cognitive ability tests accurately predict job performance in almost all kinds of jobs.

what screening devices are used for

selection, training, performance appraisals, and employee separations.

Lily Ledbetter Act

statue of limitations isnt fair. Now that im retired I talked to a male counterpart and found out I wasnt paid fairly. Can file up to 6 months AFTER the last filed claim

specific ability tests

tests are tests that measure the extent to which an applicant possesses the particular kind of ability needed to do a job well. Specific ability tests are also called aptitude tests, because they measure aptitude for doing a particular task well.

critterion related validity

tests scores, if your high your good, if you are low your out. Make sure people aren't lying may have a lie detecting test.

12 weeks unpaid leave under family and medical leave act

to give iminent care - military gets 6 months including reserves to leave. If someone leaves, company gets a new employee who is better at the job; by law, company has to pay the person on leave the same when they get back.