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53 Cards in this Set
- Front
- Back
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What are the 4 Parts of a Theory?
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1) Abstract Calculus
2) Model 3) Constructs 4) Operational definitions |
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What is the Abstract Calculus?
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F = f(E, I, V)
(Ex: box of parts) -A statement of "these things" effect "this" |
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What is the Model?
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F = E x I x V
-A Model shows how each piece relates to one another (Ex: Direction manual) |
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Explain Equity Sensitivity
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-If you're getting a dime shorted you're pissed, but if you get a dime more you think that' close enough
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Define Job Analysis
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-the process of obtaining info about jobs by determining the duties, tasks, or activities of jobs
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What are the 4 common methods of analyzing jobs?
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-Interviews
-Questionnaires -Observation -Review |
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When do we do a Job Analysis?
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-Review of the Job description when a vacancy is filled
-Anytime theres a change in the jobs structure -Anytime theres a new work process or investment in capital -New technology |
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Why bother with Job Analysis?
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-Americans w/Disabilities Act
-Equal Employment Opportunity -If you dont know what the employees are supposed to do, how do you know if they're doing it right or not -If you mess up the Job Description you'll have pay inequities -Affects HR Department |
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What did Patrick Pinto do?
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-Pinto looked at the relationship between recommendation, selection, and training
(ex: Can select anyone if you have good training) (ex: Can recommend anyone if you have good selection) -Anything that eliminates an applicant from further consideration is a Test |
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Recruitment
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-A process of getting an employee to apply for a job
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Job Description
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-A statement of the tasks, duties, and responsibilities of a job to be performed
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Job Specification
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-A statement of the needed knowledge, skills, and abilities of the person who is to perform the job
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Selection
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-the process of choosing individuals who have relevant qualifications to fill existing or protected job openings
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Job Evaluation
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-A systematic process of determining the relative worth of jobs in order to establish which jobs should be paid more than others within an organization
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Who is Kirk Patrick?
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-Patrick came up with the 4 levels of training evaluation:
1) Reaction to training (happiness scales) 2) Change in knowledge 3) change in behavior 4) change in performance/productivity |
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Explain the Constructs part of a theory
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Force = Expectancy x Instrumentality x Valence
^^defines the factors of the Model -If the test truly does measure the construct, it tells it to measure |
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What are the 4 types of Validity?
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1) Content
2) Construct 3) Concurrent 4) Predictive/Longitudinal |
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types of Validity: 1) Content
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-If the material of the test is from the Domain of the job
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Success Ratio
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(# of successful Employees) / (# selected)
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Base Rate (50%)
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(Success w/out test) / (Total Applicants)
or (Qualified Applicants) / (# of applicants) |
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Selection Ratio
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(# of people hired) / (Total applicants)
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Stress Interview
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-Makes the applicant feel uncomfortable
-The interviewer keeps firing questions -Use when content valid for the job |
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Unstructured/Non-directed Interview
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-Open ended questions
-Lets the person being interviewed bring info to the interviewer -Basically the interviewee talks the whole time -Hard to determine if answers are good or not since all questions are different |
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Structured Interview
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-Same questions to applicants
-Could develop continuum of possible answers -STAR interview |
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Behavioral Interviews
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-Variation of situational interviews
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Synthetic Validity
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-Not for job but for job type
-Valid in my company, use in different |
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What are the 8 Principles of Training?
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1) Whole vs Part
2) Mass vs Distributed 3) Active Practice 4) Feedback 5) Reinforcement 6) Motivation 7) Transfer of Training 8) Individual Differences |
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PoT: 1) Whole vs Part
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-Some people need to see the WHOLE picture at the start of training
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PoT: 2) Mass vs Distributed
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-How much material should we teach you in a given setting
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PoT: 3) Active Practice
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-Things that you actually get to do as opposed to lecture
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PoT: 4) Feedback
5) Reinforcement |
- Feedback and Reinforcement MUST be done together to make sure the person knows whats good or bad
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PoT: 6) Motivation
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-Make sure the training is instrumental for things the student values (Expectancy theory)
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PoT: 7) Transfer of Training
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-The more similar the training situation is to the work situation, the greater the transfer of what was learned FROM the training situation TO the work environment will be
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PoT: 8) Individual Differences
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-The understanding that ALL people can learn but some at different rates
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What are the Operation Definitions of a theory?
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-Needs to know about the factors (definitions of each factor) to be able to test the theory in the real world
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Expectancy theory?
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-Victor Vroom
-Motivation theory Motivation = Expectancy x Instrumentality x Valence |
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What is Expectancy?
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-The belief that the middle event (instrumentality) will/can occur
(0 to 1) |
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What is Instrumentality?
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-the extent to which the middle event prevents or leads to an outcome
(-1 to 0 to 1) |
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What is Valence?
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-The value placed on the outcome
(-1 to 0 to 1) |
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What determines Motivation?
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-A change in Direction, Duration, or Amplitude of Behavior
(Direction: doing a behavior) (Duration: how long the behavior lasts) (Amplitude: frequency of behavior) |
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Equity theory
(Stacy Adams) |
-If a person has the same work outcome of a compared person, then there is Equity, therefore there is NO Cognitive Dissonance, which leads to a certain behavior.
-If a person has a different work outcome than a compared person, then there is NO Equity, therefore there is Cognitive Dissonance, which leads to a different (change in) behavior. Cognitive Dissonance is the main factor for Equity |
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What are the 10 behaviors that effect Equity?
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-△ in own/others inputs
-△ in own/others outcomes -△ in own perception of own/others inputs -△ in own perception of own/others outcomes -△ in own comparison other -Quit |
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What are the Contingencies of Reinforcement?
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-Positive Reinforcement (0 > + > +)
-Negative Reinforcement (- > + > 0) -Avoidance Learning (- > + > 0) -Punishment (0 > - > -) -Penalty (+ > - > 0) -Extinction (0 > - > 0) |
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What are the Schedules of Reinforcement?
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-Ratios:
(Fixed: BBR, BBR, BBR) BEST (Variable: BR, BBBR, BBBBR) -Interval: (time) (Fixed: 5min BR, 5min BR, 5min BR) (Variable: 1min BR, 5min BR, 3min BR) |
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Forecasting Demand for Labor
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-Derived Demand
Demand for Labor is affected by Technology (production technique) used & the demand for the product (projected production) |
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What affects Turnover?
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-Promotions
-Demotions -Retirements -Leaves -Resignations |
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How do you forecast the supply for labor?
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-Transition Matrix
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Law of Diminishing Returns
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-Increases at a decreasing rate
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Internal sources of Recruitment
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-Human Resource Information Systems: Gives info about employees for criteria that meet job specifications of vacancies
-Job Posting: Posted job opening w/in company |
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External sources of Recruitment
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-Blind Ad
-Professional Recruiter -Public Agencies -Referrals -Career Services -Job Fair -Labor unions -Competitors (often do not do this because they will steal our employees) |
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types of Validity: 2)Construct
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-If test truly measures what it says its measuring
-Don't use for selecting people |
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types of Validity: 3)Concurrent
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-Data of test scores (of applicants) & performance scores (of current employees) gathered at the same time
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types of Validity: 4)Predictive/Longitudinal
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-If there is a correlation between applicant test scores and performance scores when on the job
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