Employee Recruitment Flashcards
(177 cards)
1
Q
performing simple tasks while someone is watching you and because you’re being watched, your performance is enhanced
A
demonstration of social facilitation
2
Q
study of human behavior in the workplace
A
I/O psych
3
Q
founding father of I/O in early 1900s, wrote textbook
A
Hugo Munsterberg
4
Q
during this time, personnel selection test was used to recruit ppl for their strengths
A
WW1 1918
5
Q
75% of ppl failed this b/c they were illiterate
A
Army Alpha test
6
Q
this test was provided for those who were illiterate but they were still able to figure out their strengths
A
Army Beta test
7
Q
beginning Western electric plan that women worked and there were studies done there
A
Hawthorne studies
8
Q
doing a simple task with others watching with an increase in performance
A
social facilitation
9
Q
doing a difficult task with others watching with an impaired performance
A
anxiety
10
Q
during this time, psychologists designed uniforms, military products, layout of cockpits, weapons
A
WW2
11
Q
year of the testing movement, Myers-Briggs
A
1942
12
Q
early biases began in the ‘70’s and had lawsuits but in the ___, there was no more biases
A
90’s
13
Q
this was flawed research Walter Mischell did that personality didn’t exist, which caused some colleges to drop personality classes
A
person situation debate
14
Q
during this time, there was a compromise that behavior was a product of personality and our situations that we are faced with
A
1986
15
Q
during this time, there was an intro to psych subjects only and tried to make that apply for any sample
A
subject pool bias
16
Q
only in this year did psych collect applied samples of research
A
1990s
17
Q
5 areas of I/O psych
A
- human resources & personnel psych
- organizationial behavior
- saftey psych
- leadership psych
- human factors psych
18
Q
these are used for selecting employees
A
HR & personnel psych
19
Q
how the organization fxns as a whole, quality
A
org. behavior
20
Q
what makes a good leader, personality characteristics
A
leadership psych
21
Q
human factors aka
A
engineering/ economics psych
22
Q
making the workplace user friendly, focus groups
A
human factors
23
Q
OSHA
A
safety psych
24
Q
variable manipulated by experimenter
A
IV
25
recorded down as human behavior, response to the IV
DV
26
how you will measure DV, important to do before the study
operationalizing variables
27
DV/IV in lab setting
experimental
28
advantage of experimental design
controlled situation, when you're done with the study you know if the IV caused the DV (causation)
29
disadvatage of experimental design
artificial setting, low generalizability, doesn't always apply to the real world
30
experiment conducted in the real world with no random assignments of participants to the conditions
quasi- experimental
31
advantage of quasi-experimental design
conducted in real world, generalizability
32
disadvantage of quasi-experimental design
b/c there is no random assignments of participants, you don't know if the IV caused the DV
33
which method is best to use for an experiment?
multiple methods are best
34
this looks at the relationship between 2 naturally occurring variables
correlational
35
example of naturally occurring varibale
height, weight, shoe size,SAT score
36
anything that belongs to you
naturally occurring variable
37
naturally occurring variable doesn't have
IV/DV
38
advantage of correlational
nothing artificial about this design
39
disadvantage of correlational
can't determine if 1 variable caused the other b/c there was no experiment
40
this design is out in the real world & observes human behavior
observational
41
participants don't know they're being observed
unobtrusive
42
advantage of unobtrusive
capture real behavior
43
disadvantage of unobtrusive
is it ethical?
44
where ppl know they're in a study
obtrusive
45
advantage of obtrusive
ethical
46
disadvantage of obtrusive
ppl might change their behavior b/c they're in the study
47
this is the most common data collection method, self report data/questionaires
survey
48
quick, easy to get responses from ppl, right to the source
advantage of a survey
49
ppl can lie & give socially desirable responses, make themselves look good or answer the way they think the experiment should go
disadvantage of survey
50
template/diary to write about your day
diary data
51
get pieces of what your life is really like
advantage of diary data
52
retrospective, memory issues come into play when writing at the end of the day
disadvantage of diary data
53
beeper method 8x randomly during the day & you fill out what you're doing, who you're with, different snippets during the day
experience sampling
54
ask friend/coworkers of participant to complete survey about the participant
peer report
55
different perspective
advantage of peer report
56
use database to support your hypothesis
content analysis
57
how truthful/accurate a measure/survey is, is it really assessing what it's supposed to be assessing?
validity
58
database of well documented surveys that are valid
yearbook of mental measurements
59
participants respond how they think you'd want them to, ppl feel pressure when answering truthfully about their job
social desirable responding
60
*belief* about a person based upon their perceived membership in a particular group
stereotypes
61
example of positive stereotype
"ppl who wear glasses are smart"
62
categorize ppl to help process the world efficiently
negative stereotype
63
negative *feeling* about a person b/c you believe they belong to a certain group
prejudice
64
negative *behavior* b/c you believe they belong to a certain group
discrimination
65
illegal to discriminate
Civil Rights Act 1964
66
no one can discriminate ppl who have disabilities during the hiring process
Am. with Disabilities Act
67
minority groups for which protective legislation has been passed
protected class
68
example of protected class
veterans, pregnant women
69
allows you to take 6 months off from job to take care of family issues
family leave act
70
voluntary program that helps remedy (get rid of) the affects of past discrimination by specifically targeting under-represented groups
affirmative action
71
example of affirmative action
Northridge earthquake construction needed a variety of workers
72
neg behavior, actions/words based upon someone's gender
sexual harrassment
73
if you feel threatened by anyone in workplace
hostile work enviornment
74
this is done if there's a reasonable cause, a search can happen if anything suspicious is going on
locker/purse searches
75
internet usage aka
big brother
76
way to reduce discrimination
-education
77
competition for scarce resources can create
discrimination (scientific)
78
cooperation towards a common goal can help reduce prejudice/discrimination, good for all involved
super-ordinate goal
79
occupational safety/health association to make sure workplace is safe, anonymous visits, inspect and can fine workplace if not safe
OSHA
80
equal employment opportunity, commision ( if discriminated against, you can call them
EEOC
81
go out and find what the job entails, duties, components of the job, talk to encombant
job analysis
82
person whose currently doing the job
encoumbant
83
why bother with job analysis?
practical implication
84
can see if employees are doing all that they should be doing
applied
85
*written* portion of what job entails
job description
86
observe encoumbant & write down everything you see
observation
87
check all that applies to what someone does
check list
88
ask open-ended questions
interview
89
know 1st hand what the job is all about
do the job yourself
90
who should conduct analysis?
HR, manager, encoumbant
91
making sure what you're paying employees fairly
pay equity
92
ppl w/in organization are being paid fairly with regard to responsibility that they have
internal pay equity
93
paid fairly compared to similar organizations in the area
external pay equity
94
to find out external equity and make sure gender equity
salary survey
95
compensayable factors include
- education
- yrs of experience
- responsibility
- hazards of job
- commute
96
compensayable factors determine how much to
pay employee
97
attractive benefits package is "very important" in recruiting/retaining employees
true
98
health ins. is most important by 90% of employees
true
99
a person who made an example of resume fraud was
Scott Thompson, former CEO of yahoo
100
small committees engage in flawed decision making while being pressured to produce results quickly, members feel the need to conform despite their conscience
group think
101
while writing a job description, one should limit duties to
8
102
a person with or w/o accommodation can perform job
qualified disabled individual
103
a person with physical/mental impairment that limits 1 or more major life activity
person w/ disability
104
4 factors that determine an increased likelihood you'll make accurate judgement of applicant
- good judge
- good trait
- good target
- good info
105
this factor is extraverted/outgoiong
good judge
106
this factor is observable to the eye
good trait
107
this trait is easier to judge
good target
108
this factor has quantity/quality of info you have on an applicant
good info
109
if incoumbant doesn't know they're going to be terminated & you don't know what company you're applying to but send your resume in
black box
110
how to advertise for position includes
- newspaper
- internet
- job boards
- word of mouth
111
this % of positions aren't formally advertised b/c of networking
60%
112
an accurate presentation of the prospective job/org made to applicants ex: dvds, verbal presentation
realistic job previews
113
process whether to engage in interview process or not
self-selection process
114
RJP stands for
realistic job preview
115
example of RJP
Linens and Things video in class
116
resume formats are easy on the
eyes
117
list work experience in chronological time, most familiar
chronological format
118
big career change, highlight skill sets, rather than other jobs held
fnxal formal
119
combo of chronological/fxnal format that lists position/skills
psych format
120
crime that exaggerates skills
resume fraud
121
always preview
resume fraud
122
this should have 4 sentences of which job you're applying for how you heard about it
cover letter
123
this call can be scheduled, always have 2 questions to ask them
conference call
124
most common, everybody receives standardized questions, formal, rating system on how you answer, this will best predict how well you'll do when hired
structured interview
125
an opportunity to know applicant's personality over coffee/lunch, small talk, casual and may reveal truths about the person and their integrity, more accurate
unstructured interview
126
1 job applicant being interviewed by multiple interviewers
panel
127
used for hiring a lot of ppl at the same time
multiple applicant/group
128
1st person makes a big impact
primacy effect
129
not as strong as 1st person, but still strong
recency effect
130
both interviewer/applicant have bias towards each other
true
131
if a person is similar to interviewer, you like them
similarity effect
132
honesty aka
integrity
133
most popular integrity test
Reid
134
Reid integrity test is
overt
135
open, you know it's assessing your integrity
overt
136
undercover, personality test on how dependable yo are
covert
137
any behavior exhibited by employee that costs the employer time/$
counter productive behavior
138
example of counter productive behavior
lying, stealing, not productive
139
2 main personality tests
Myers-Briggs, MMPI
140
this personality test distinguishes clinical population from normals, stable
MMPI
141
this is used to describe the average person
big 5 factors
142
100 traits
Q-set
143
GMA stands for
general mental ability
144
assess intelligence level
GMA
145
potential to learn on the job
apptitude
146
what you've already learned, comprehensive
achievement
147
apptitude test (12 mins), analogies, similar to SATto figure out a person's IQ
wonderlic test
148
ability to read& respond to ppl
emotional intelligene
149
handwriting analysis aka
graphology
150
study of handwriting analysis
graphology
151
world renound expert to determine if someone is lying
Ekman
152
non-verbal cues for deceit
- embalm
- manipulators
- asymmetrical facial expressions
- micro expressions
153
indication of lying with one's hands
embalm
154
a person will mess with their hair, clothing if lying
manipulators
155
1 side of one's face shows a different expression from the other side
asymmetrical facial expressions
156
true emotion comes out for a quick second and then covered up with fake emotion
micro expressions
157
if you hire someone w/o thorough background check and they endanger someone on the job, then you'll be held responsible
negligent hiring
158
this checks someone out and reads letters of rec carefully
background check
159
relations of letters of rec and your future performance isn't strong, it's___% weak
.20%
160
hire everyone who receives a score of 70+
cut-off approach
161
hiring someone who has the highest score & continue down the list if that top person doesn't take the job
linear approach
162
send these out as fast as possible and let the applicants know why they didn't get the job
rejection of applicants
163
Myers-Briggs has ___ dimenstions
4
164
MMPI is the most widely used
true
165
OCEAN is part of the ____model
5 factor model
166
O in OCEAN stands for
openness
167
C in OCEAN stands for
concientiousness
168
E in OCEAN stands for
extraversion
169
A in OCEAN stands for
agreeableness
170
N in OCEAN stands for
neuroticism
171
how we imagine what we want to become, motivators, what we might become in our future
possible selves
172
Myers-BRiggs is self report& objective
true
173
example of projective test
TAT, tell a story with piks shown and person has to tell the story
174
unconscious personality/desires on the stimuli
projective test
175
personality/behavior tendencies for career options
strong interest blank
176
interview questions are
behavioral
177
list different types of realistic job previews (RJP)
- brouchures/booklets
- group RJP
- meeting w/current employees
- multimedia(videos/web)
- pre- application (view duties job has online)
- structured observations
