Have a firm understanding of the following characteristics of measures: validity, utility, legality, generalizability, and reliability. Be able to define all of them. Know why it is important for measures to have these characteristics. - Answer-Validity: The extent to which performance on a measure...
MGT 420 Exam 2 Study Guide Questions
and Answers
Have a firm understanding of the following characteristics of measures: validity, utility,
legality, generalizability, and reliability. Be able to define all of them. Know why it is
important for measures to have these characteristics. - Answer-Validity: The extent to
which performance on a measure (such as a test score) is related to what the measure
is designed to assess (such as job performance).
Utility: The extent to which something provides economic value greater than its cost.
Legality: does the measure discriminate against any group?
-Civil rights
-Age discrimination of employment
-Americans with disabilities act
Generalizability: Valid in other contexts beyond the context in which the selection
method was developed.
Reliability: The extent to which a measurement is free from random error.
What are ways to improve the validity of interviews? - Answer-Conduct structure
interviews.
Which personality trait is the best predictor of job performance? - Answer-Intelligence
and conscientiousness.
Why is cognitive ability a good selection measure? What types of performance does it
predict? - Answer--Tends to predict performance better than most things
-Job Performance
Know the pros and cons of the following selection tools: résumés, references, work
sample, Myers-Briggs personality test, interviews, background checks. - Answer-
Resumes:
-pros: allows the applicant to highlight accomplishments that are often not included on
applications
-cons: people lie on resumes (low validity), unreliable and invalid, people have the
ability to control info seen so it could be biased.
References:
-pros: there are laws about what previous employers can and cannot say
-cons: people choose who they want to put as a reference (often times only people who
will give good references, not necessarily honest ones.
Work Sample:
-pros: allows employer to see actual work employee is capable of
-cons: people might use other people's work or they might not be able to replicate
performance in the real work environment
Myers-Briggs:
-pros:
, -cons: unreliable (focuses on positive traits) no validity, irrelevant
Interviews:
-pros:
-cons:
Background Checks:
-pros: can be used to check content of resumes and references and can be valid
predictors of performance
-cons: only medium validity
What are the protected classes? - Answer-A group of people with a common
characteristic who are legally protected from employment discrimination on the basis of
that characteristic (such as race, color, religion, sex, age, etc).
Why is job analysis so important when applying the Americans with Disabilities Act? -
Answer-Selection is a legal mine field in which selection methods should focus on what
is actually need for the job. The determination of essential and marginal job functions is
crucial in making sure hiring practices do not violate ADA
Why are marginal job functions important when applying the Americans with Disabilities
Act? - Answer--Essential: Fundamental duties of the position, as defined by the
frequency and criticalness ratings in a job analysis. Must be performed by all job
holders.
-Marginal: Less important duties. Need not be performed by all job holders.
If someone with disabilities is denied a position because of inability to perform marginal
job functions - HUGE violation of ADA
Who does the ADA apply to? In other words, what is a "disability" according to ADA? -
Answer-A physical or mental impairment that substantially limits one or more major life
activities
1. (blindness, deafness, paralysis, etc...)
2. (cancer in remission, history of mental illness, etc...)
3. (severely disfigured, etc...).
What is the Civil Rights Act of 1991? (This was not covered in the lectures. See the
book.) - Answer-Provides for compensatory and punitive damages in cases of
discrimination. Prohibits preferential treatment in favor of minority groups, forbids the
use of race or sex norming. It was partly designed to overturn Supreme Court decisions
What is affirmative action? - Answer-seeks to redress discrimination. A redress is to
remedy or "set right" But, it's hard to get Affirmative Action "right"
What is reasonable accommodation? - Answer-An employer's obligation to do
something to enable an otherwise qualified person to perform a job. Can refuse
employment if disability affects essential job functions, but only if a "reasonable
accommodation" cannot be made without "undue hardship" but cannot refuse
employment if disability affects marginal job functions.
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