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| test that asks questions that will tell us if you are prone to accidents. |
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| also sometimes called integrity test. surprisingly people admit to abusing drugs and alcohol, stolen from employers, use internet for personal reasons, falsified records, lied to employers. |
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| Myers-Briggs Type Indicator 16 types , Duty fulfiller, mechanic, nurturer, artist, protector, idealist, scientist, the thinker, the doer, guardian, performer, caregiver, inspirer, giver, visionary, executive. |
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| Extroversion- Introversion, Stability - neuroticism, Psychoticism - thinking differently, traits appear to have genetic component |
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| Neurotiicism (Anxiety), Extroversion, Openness, Agreeableness, Conscientiousness Cattell McCrae and Costa |
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| a long enduring characteristic of a person, although it can be shaped by environment and experience, it remains relatively stable over periods of time |
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| Resume, letters of recommendations, drug testing, handwriting analysis |
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| Behavior Expectations Scale |
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| part of an interview, what would you do if this happened, cognitive ability |
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| no fixed questions, different wording, choice of questions, no scoring general impressions, worst interview. |
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| Semi structured interview |
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| Order of questions vary, flexibility for follow up questions, Loose scoring system. Best interview |
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| Questions all the same, asked in the same order, rigid scoring system, same wording for each applicant second best interview |
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| position analysis questionnaire Used to document details of position attributes to prepare or update a job description |
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| Functional, DOT descriptions and scales |
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| Dictionary of occupation titles, job descriptions, structured narrative, scales for data, things, and people |
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| he behavioral factors which anti-spyware companies use to decide whether to consider a process or program Spyware.. |
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| Behaviorally anchored rating scales |
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| scales that rate employee’s or performances, or tests like a bar chart. |
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| The tendency to rely on information that is most easily accessed in memory or that is most easily collected or retrieved as hard evidence. |
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| occurs when a rater assumes something to be true because they belong to a certain group ie male/female |
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| only pay attention to what the employee does wrong, not also right. |
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| the tendency of a rater to make an initial favorable or unfavorable judgement about an employee that is not justified by the employee’s subsequent performance. |
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| This occurs when a rater lets an extremely strong or weak employee become the standard by which other employee’s are judged. |
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| This occurs when the employee’s job performance at the end of an evaluation period is weighted more heavily in the overal evaluation than is appropriate. |
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| the tendency to be more critical than is appropriate in the evaluation process opposite of leniency |
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| The tendency to be somewhat less critical than is appropriate in the evaluation process. i.e to be too easy and forgiving |
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| Halo effect, leniency effect, harshness error, recency error, contrast effects, first impressions error, priming bias, stereotyping bias, availability bias |
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Civil Rights 1964 and types of
discrimination |
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| race color sex, religion, or national origin. |
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| American disabilities act all companies should spend around 500 dollars to make it possible for people with disabilities to work. |
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| using a score range instead of a score |
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| the process of statistically adjusting the scores of minority job applicants on job-qualification tests by rating each test-taker's score against the results of others in his or her racial or ethnic group. |
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| provided for the right to trial by jury on discrimination claims and introduced the possibility of emotional distress damages, while limiting the amount that a jury could award. |
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| he went to vietnam scored hi but was 33 years old 16 out of the 100 seats were for race people, black, indian, asian, etc.. and wouldn’t consider him for these spots because he was white and wouldn’t let him in because he was 33. he made it and graduated in 1982. |
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| 1971 court case, duke power had IQ tests and high school diploma as a requirement for job which most negro’s didn’t have. However the test and diploma had no relevance in the job. |
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| Atonio vs Ward’s cove packing |
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| lost a suit for hiring non whites in an Alaskan company for unskilled canary job, after loosing supreme court overturned the case, for not using proper statistics, led to the civil rights act of 1964 |
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| - interpersonal and intrapersonal forms of intelligence, emotinal information that includes accurate appraisal of emotions in oneself and others, appropriate regulation in such a way to enhance living. |
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| -adapting to existing environment, shaping environments to create improved conditions, selecting new environments, learning and accumulation practical experience. |
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| was not previously measured as part of IQ JP Guilford said it was |
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7 components of intelligence instead of one general intelligence he thought it was 7 different primary mental abilities.Verbal comprehension
Reasoning, Perceptual speed, Numerical ability ,Word fluency, Associative memory Spatial visualization |
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| general intelligence English psychologist work on human intelligence, coined the phrase also correlation coefficient |
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| One of the two inventors of the OLSAT test 100 mean 16 standard deviation died before it was published. |
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| French Psychologist invented the first intelligence test. was added with another for the today IQ test, school readiness test. |
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| a group of people who have common goals and who follow a set of operating procedures to develop products and services |
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| The application of psychological principles, theory, and research to the work place. |
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