WEEK 7: LECTURE

Question 1

staffing decisions

Answer 1

Decisions associated with recruiting,
selecting, promoting, and separating employees.

Question 2

staffing process steps

Answer 2

1. It begins with a job or need analysis to identify desired
   candidate characteristics.
2. This information is used to guide the selection process.
3. Candidates are gradually narrowed down through
   rejection decisions until a selection is made.

Question 3

high-performance work practices

Answer 3

Practices that include the
use of formal job analyses, selection from within for key positions,
merit-based promotions, & the use of formal assessment devices
for selection

Question 4

multinational staffing

Answer 4

procedures
that involve staffing for
organizations in more than one
country.

Question 5

when can conflict arise in multinational staffing?

Answer 5

when cultures
come together that have different
perspectives on staffing processes
& decisions

Question 6

validity

Answer 6

The accurateness of inferences made based
on test or performance data; also addresses whether a
measure is accurate & completely represents what was
intended to be measured

Question 7

criterion-related validity

Answer 7

How well does a measure
predict some outcome of interest?

Question 8

true positive

Answer 8

Applicant is
accepted &
performed well

Question 9

true negative

Answer 9

Applicant is
rejected & would
have performed
poorly

Question 10

false positive

Answer 10

Applicant is
accepted but
performed poorly

Question 11

false negative

Answer 11

Applicant is
rejected but would
have performed
well

Question 12

cut score

Answer 12

Specified point in a
distribution of scores below
which candidates are rejected

Question 13

criterion-referenced cut scores

Answer 13

Score established by
considering the desired level of performance for a new hire &
finding the test score that corresponds to the desired level of
performance

Question 14

norm-referenced cut scores

Answer 14

Score based on some index of
the test taker’s scores rather than any notion of job
performance

Question 15

utility analysis

Answer 15

a technique that assesses the
economic return on investment of human resource
interventions such as staffing and training.

Question 16

economic utility

Answer 16

a valuable
concept for assessing staffing strategy effectiveness.

Question 17

foundation of utility analysis

Answer 17

1. baserate
2. selection ratio
3. validity

Question 18

baserate

Answer 18

% of applicants who would be successful on the
job if all of them were hired

Question 19

selection ratio

Answer 19

Proportion of job applicants an organization
must hire

Question 20

validity

Answer 20

Magnitude of the correlation between predictor
and criterion

Question 21

comprehensive staffing model

Answer 21

gathers enough high-
quality information about candidates to predict the
likelihood of their success on the varied demands of the
job.

Question 22

compensatory selection system

Answer 22

a good score on one
test can compensate for a lower score on another test.

Question 23

clinical decision making

Answer 23

Method that uses
judgment to combine information to make a decision
about the relative value of different candidates or
applicants

Question 24

statistical decision making

Answer 24

Method that
combines information according to a mathematical
formula

Question 25

hurdle system

Answer 25

oftentimes there are minimum scores that must be met to move forward if a candidate does not achieve a minimum score at any hurdle, they are eliminated.

Question 26

multiple hurdle system

Answer 26

Strategy constructed of multiple hurdles so that candidates who do not exceed each of the minimum dimension scores are excluded from further consideration

Question 27

score banding

Answer 27

Method of selection in which people with similar scores are grouped together in a category or score band, & selection within the band is then made based on other considerations

Question 28

subgroup norming

Answer 28

involves developing separate lists for applicants based on their membership to different demographic groups (e.g., race/ethnicity, sex), & then ranking them within their respective group

Question 29

deselection

Answer 29

you're fired! and you're fired! everybody is getting fired!

Question 30

termination for cause

Answer 30

Job loss that occurs when an individual is fired from an organization for a particular reason.

Question 31

layoffs

Answer 31

Job loss due to employer downsizing or reductions in force; often comes without warning or with a generic warning that the workforce will be reduced.

Question 32

large staffing projects

Answer 32

Large-scale staffing decisions in organizations involve significant challenges due to the volume of applicants (often more than 60,000).

Question 33

small staffing project

Answer 33

A small-scale decision, such as selecting a shift manager for a local coffeehouse, involves only a handful of applicants.

Question 34

employment litigation primarily stems from decisions related to...

Answer 34

hiring, promotion, or layoffs, rather than specific practices or assessment devices

Question 35

who must commonly brings up lawsuits?

Answer 35

employees or former employees

Question 36

expert witness

Answer 36

a witness in a lawsuit who is permitted to voice opinions about organizational practices. can often be IO psychologists.

Question 37

employment discrimination

Answer 37

Employment decision making or working conditions that are advantageous (or disadvantageous) to members of one group compared to members of another group.

Question 38

cra 1866

Answer 38

Passed to support 13th amendment

Question 39

cra of 1875

Answer 39

relied on equal protection clause of 14th amendment

Question 40

cra of 1957

Answer 40

established US commission on civil rights, mostly about voting rights

Question 41

cra of 1960

Answer 41

expanded authority to protect voting rights, required maintenance of voting records, cannot flee state to avoid prosecution

Question 42

in summary, previous legislation...

Answer 42

* Lacked enforcement * Mostly focused on voting rights * Mostly focused on race * Had limited support

Question 43

civil rights act of 1964

Answer 43

* Proposed by JFK * Controversial, with mixed support * Sex was added by Howard Smith, motivation unclear Title VII

Question 44

Title VII

Answer 44

bans discrimination in unions, schools, and employment; establishes EEOC

Question 45

Equal Employment Opportunity Commission (EEOC)

Answer 45

* Enforcement agency for most discrimination EEO laws, including * Title VII * ADA * ADEA * Equal Pay Act * Pregnancy Discrimination Act of 1978 * Responsible for investigating complaints made by employees, within 60 days of complaint

Question 46

disparate treatment

Answer 46

Intentional, Unequal treatment of protected class members

Question 47

steps for establishing a prima facie case

Answer 47

step 1: 1. Applicant belongs to a protected group 2. Applicant applied and was qualified for a job the employer was trying to fill 3. Applicant, though qualified, was rejected for the position 4. Employer continued to seek applicants with applicant’s qualifications step 2: 1. Defendant provides a legitimate nondiscriminatory reason for rejection of person step 3: 1. Plaintiff shows organizations reason for rejection is just pretext

Question 48

griggs vs duke power co (1971)

Answer 48

* Duke Power Company introduced new hiring criteria requiring a high school diploma and a passing score on aptitude tests. * disproportionately excluded African American employees from better-paying jobs.

Question 49

adverse impact

Answer 49

a type of discrimination that acknowledges the employer may not have intended to discriminate against a plaintiff, but an employer practice did have an adverse impact on the group to which the plaintiff belongs.

Question 50

80 percent rule

Answer 50

if it can be shown that a protected group received less than 80 percent of the desirable outcomes (e.g., job offers, promotions) received by a majority group

Question 51

adverse impact ratio

Answer 51

obtained by dividing the selection ratio of the protected group by the selection ratio of the majority group * if this ratio is lower than 80 percent, there is evidence of adverse impact.

Question 52

bona fide occupational qualification (bfoq)

Answer 52

an exception to discrimination in the event that you SPECIFICALLY need to cast a certain demographic of people

Question 53

current developments in employment law

Answer 53

1. intersectionality and previously ignored groups 2. genetic information nondiscrimination act 3. lilly ledbetter fair pay act 4. lgbt discrimination in employment- sex discrimination 5. crown act (creating a respectful and open world for natural hair)