MGMT 4030
Terms
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- Past Performance
- • best predictor of performance
- Validation Study
- • used to predict performance • "testing the test" for its predictability
- Predictive Validation Study
- • Manager gives the proposed test at the time of application • Hires everyone then measures performance after job stabilizes • Plots performance against initial test • Best validation study
- Disadvantage of Predictive Validation Study
- • takes a long time • very costly
- Concurrent Validation Study
- • uses current employees • gives them test then measures against their performance review
- Advantage of Concurrent Validation Study
- • immediate • less costly
- Disadvantage of Concurrent Validation Study
- May set requirement of acceptance: • too high because of employee experience • too low because of low motivation • "r" has to be underestimated
- When to eliminate the false positives
- • when the importance of the job is critical
- Adverse Impact
- • exists when your selection methods produce a negative effect on people of different races, nationalities, ages, etc.
- Ways Adverse Impact is Demonstrated
- 1. Disparate rejection/acception ratios 2. Disparate Employment Ratios 3. Qualifies Applicant Denied
- Socialization
- • learning "informal rules" or rules of behavior • occurs early in new employment process
- Upending Experience
- • humbling experience to knock you off pedestal 1. given work that is only for practice 2. given work that is too easy 3. given work with guaranteed failure
- Satisficing
- • making a set of criteria, but choosing the alternative that first satisfies that criteria even if the next alternative would be better • difficult to find criteria -> lower criteria • many alternatives -> raise criteria
- Engaging in Defensive Avoidance
- • it is easier • it reduces stress