What is the Civil Rights Act/Title VII? What does it cover?
Title VII pertains to employment discrimination in training, promotion, retention, performance appraisals, and selection
Covers: Race, color, religion, gender, national
origin
What is a Bona Fide Occupational Qualification? Examples?
employment practices that would typically be discriminatory but are related to normal performance at the job
ex: religions, sex, age, or national origin NOT race
What is the EEOC? What is their purpose?
Equal Employment Opportunity Commission
Federal agency charged with eradicating unfair employment discrimination at the workplace
How do we determine if Adverse Impact has occurred?
80% rule (4/5th rule)
What is a class-action lawsuit? What is the benefit of having a class-action lawsuit?
A case brought into court on behalf not only of not only one person, but of all other persons in similar circumstances. Benefit: They allow a large group of injured parties to receive just compensation, even if their individual claims are relatively small
Who does the Age Discrimination in Employment Act (1967) cover?
age (over 40) now a protected group
What is the Americans with Disabilities Act cover?
employers have to make reasonable accommodations for disabled persons
What are cut scores?
specific point in distribution of scores below which candidates are rejected
false positives
applicant accepted but performed poorly
What was the intent behind Affirmative Action? What have been some issues with Affirmative
Action?
intent: actively recruit protected groups for employment
goals: correct past inequities
provide role models
promote diversity
false negatives
applicant rejected but would have performed well
true negatives
applicant rejected and would have performed poorly
true positives
applicant accepted and performed well
Score banding?
individuals with similar test scores can be grouped together in a category, controversial, subgroup norming is not allowed
declarative knowledge
facts and things, understand the task at hand, usually involves observation (starts off slow)
knowledge complication
integrate sequence of cognitive and motor processes to perform a task (start to get faster at the task)
Understand the different ways in which technology can be used to enhance training
...
What are non-computer based training techniques? What are the pros/cons of using either
type?
Role playing
Behavior modeling
business games
active learning
Learning by doing, for example writing, speaking, creating, participating in class
passive learning
Learning with minimal energy devoted to thinking about and elaborating information
Diversity training
surface-level vs. deep-level diversity
Goal: to reduce barriers that constrain minority culture members
many diversity training programs focus on diversity awareness to: increase trainee knowledge, find common ground, challenge belief systems
Expatriate Training
expatriates serve in overseas assignment
global business results in greater number of expatriates
expatriates can experience cultural adjustment problems
training focus should include: an understanding of different customs, etiquette, gestures, family mem
Be able to describe how training a manager differs from training other employees
They need 3 personal skills: developing self awareness, managing stress, and solving problems creatively
They need 4 interpersonal skills: communicating supportively, gaining power and influence, motivating others, and managing conflict
Sexual Harrassment Training
EEOC
EEOC definition of sexual harassment: 1) unwelcome sexual advances 2) interferes with ability to do work 3) Quid Pro Quo v. Hostile- environment harassment
sexual behavior can blur into sexual harrassment
What are the different aspects of mentor/mentee relationships? Do these always occur?
4 states of the mentor relationship:
1) relationship initiation
2) cultivation
3) separation
4) redfinition
How do you evaluate a training program?
reaction- what did you think of training
learning- did you learn the new info, did you retain the info
behavioral change- transfer of training
results- utility analysis, how does training impact
Transfer of Training
People must be motivated and supported for training to transfer
-generalization
-maintenance
-overcoming limitations in the post-training environment
Procedural Knowledge
the skill has become automatic and requires little thinking (can do task without thinking about it- maybe a little revery obsession)
What is the difference between performance management and performance appraisal?
continuing, ongoing process vs. one-time event
importance of alignment
Be able to differentiate between the six purposes of management systems
1) strategic
2) administrative
3) communication
4) developmental
5) organizational maintenance
6) documentation
Legal aspects of performance management
legal problems come from:
-negligence
- defamation
-mistrepresentation
serial position errors
primacy vs. recency effect
contrast error
comparisons against others vs. against set standards
Halo errors
halo vs. horn effect
leniency errors
positive vs. negative leniency (severity)
central-tendency error
avoidance of extreme ratings
How can you train people to be more effective raters?
Rater error trainin:
-taught to make fewer errors
- does not necessarily result in increased accurancy
Frame-of-reference training:
-particularly promising
-calibrates raters, showing them what to look for
What are specific problems associated with peer- or self-assessments?
Biased by friendship
individuals have poor understanding of their strengths and weaknesses
How can 360 degree feedback alleviate these problems?
1) awareness of rating discrepancies enhance self-awareness
2) enhanced self-awareness is key to maximum
What does motivation have to do with how people seek out and/or give feedback?
-instrumental motive (self- improvement)
-ego-based motive (defend or enchance self views)
- image-bases motive (look better to others)
Understand the major components of classical theory as it applies to the four basic components of organizations as well as the four structural principles. (These are clearly noted in your text)
Classical Theory - early 20ty century
-four basic components to any organization
1) a system of differentiated activities
2) people
3) cooperation toward a goal
4) authority
Four major structural principles:
Functional principle
-Division of labor
Scalar
Be able to recognize how a job fits into the "structure" of an organization (Minzberg, 2008)
Seven basic parts of an organization
1. Operating core
2.Strategic apex
3. Middle line
4. Technostructure
5. Support staff
6. Ideology
7. Politics
roles
expectations others have about behaviors in specif positions
5 aspects of roles: impersonal
related to task behavior
difficult to pin down
learned quickly and can produce behavior changes
person in one job may have several roles
Norms
unwritten, shared expectations define appropriate group behavior
Four important properties of norms:
-"Oughtness" quality of norms is a prescription for behavior
-More obvious enforcement for "important" group behaviors
-Regulated internally by the group
Regarding organizational culture, be able to know the difference between artifacts (each type), espoused values, and basic assumptions.
Concept of culture is complex pattern of variables
Can be seen as three layers of an organization's culture
1) Observable artifacts (from which deeper meaning drawn)
-Symbols (physical objects, locations)
-Language (jargon, gossip, humor)
-Narratives (sto
organizational culture
reflected by what leaders pay attention to, measure, and control. It is embodied in the behaviors that leaders model for others, and on what basis leaders allocate rewards
organizational climate
The atmosphere of the organization; A relatively enduring quality of the internal environment of an organization, which is experienced by its members and influences their behavior (Can be measured in terms of trust, morale, conflict, equity in rewards, le
What is person-organization fit? How does it relate to turnover according to Schneider (1987) and his attraction-selection-attrition (ASA) model?
Perception of value and goal match between employee and organization
Do people make the organization, or vice versa?
Schneider's ASA cycle (1987)
-Attraction-Selection-Attrition
More predictive of turnover than job performance
Downsizing
also called "reduction in force"
the process by which an organization reduces its number of employees to achieve greater overall efficiency
Outsourcing
the process of eliminating jobs withing the organization by having those work functions contracted to other organizations
Off shoring
the process of elimination jobs within the organization by having those work functions performed in cheaper labor markets overseas
What are some of the major cultural aspects that global corporations need to take into account? (Hofstede's 4 major criteria).
1) Power Distance (extent to which less poeerful members of an organization expect and accept that power is distributed unequally)
2) individualism- collectivism ( (I)belief that people in a society primarily look after them selves and there family member
What are the primary levels at which you can assess the success of any team?
1)Individual (micro level)
2)Team (meso level)
3) Organization (macro level)
How is teamwork different than "group work"?
-identifiable membership
-identifiable task
- interdependence
- whole is greater than the sum of the parts
What are the different types of teams discussed in the chapter? Can teams be more than one
type?
Types:
-Problem resolution: consistent, high-trust focus on solving problems
-Creative: develop new product or service
-Tactical: execute well-defined plan
-Ad hoc: limited life-span problem-resolution/tactical team
-Virtual: interact electronically
Identify and understand the 5 stages in any team's life cycle.
Five-stage model of team development:
-Forming
-Storming
-Norming
-Performing
-Adjourning
How does diversity help a team? What types of diversity are most helpful in different types of
situations?
Prominent theme is diversity
->Information diversity - what they know (can do)
->Value diversity - purpose, preferences, interests (will do)
Be able to recognize the different processes associated with building a good team (no need to
memorize all of them though)
Transition Processes:
-Mission analysis
->Understand directive
->Without this, risks misguided attention and effort
-Goal specification
->Set timelines and prioritize
-Strategy formulation and planning
->Contingency and "on the fly" planning
What types of conflict typically exist in a group?
Beneficial vs. competitive conflict
Task vs. process vs. relationship conflict
"Faultlines" (subgroups emerging within team)
What are the disadvantages of working in teams? (groupthink, social loafing, etc.)
Groupthink is the "dark side" of thinking alike
Consensus more important than rational, independent thinking
Symptoms:
Fails to perceive outside threats accurately
False assumption of own morality
Stereotype opposing groups
Illusion of unanimity/pluralist
Differentiate between the different nuanced types of social loafing.
Tendency for people to exert less effort when they pool their efforts toward a common goal than when they are individually accountable.