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BA 453 Exam 1
BA 453 Exam 1 - Oregon State University
176
Business
Undergraduate 4
10/15/2013

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Term
Human Resource Management - accomplish organizational goals
Definition
The development of management systems to ensure that human talent is used effectively and efficiently to _____
Term
HRM - influence employees
Definition
Policies, practices, and systems that ________ behavior, attitudes, and performance
Term
HR Functions - 1
Definition
Responding strategically to changes in the workplace
- Gaining a competitive advantage through people
Term
HR Functions 2
Definition
Compliance with Equal Employment Opportunity (EEO) regulation
Term
HR Functions 3
Definition
Providing a sufficient supply of qualified workers to fill jobs in a firm
- Job analysis, recruiting, selection
Term
HR Functions 4
Definition
Managing and developing talent
- Training, development, career management, performance analysis
Term
HR Functions 5
Definition
Employee compensation and benefits
Term
HR Functions 6
Definition
Risk Management and Worker Protection
-Health, wellness, safety, security, disaster, and recovery planning
Term
HR Functions 7
Definition
Employee and Labor Relations
Term
Evidence Based HRM
Definition
The use of data, facts, analytics,scientific rigor, critical evaluation and critically evaluated research/case studies to support HRM proposals, decisions, practices, and conclusions.
Term
HR Challenges - Alternative Work Arrangements
Definition
Independent contractors, on-call workers, temporary workers, migrant workers
Term
HR Challenges - Globalization of Job
Definition
Global and legal political factors
-Yale and Singapore - no free speech
Term
HR Challenges - Increasing Diversity
Definition
-Generational = millennials
-Multiethnic
Term
HR Challenges - Opportunities 1
Definition
Growth of HR technology
-Training capabilities
-Text and online issues
-Google plus and facebook
Term
HR Challenges - Opportunities 2
Definition
Ethics in the workplace
-Core Values
-Shredding Enron documents
Term
HR Challenges - Opportunities 3
Definition
Occupational shifts - the skills gap
-Not enough skilled workers to fill manufacturer gap
Term
HR Challenges - Opportunities 4
Definition
Social Responsibility - sustainability and environmental welness
Term
HR Primary Job
Definition
Making Sure People are Treated the Right Way
-HR is to help people enjoy life
-Majority of people in work not too happy
Term
○ The ADA 1990 requires that employers do not discriminate against the following
Definition
Mentally and Physically Handicapped
Term
T/F the Age Discriminatory Act requires that people over the age of 40 cannot be discriminated for age
Definition
True
Term
The Affirmative Action law says that employees must use the _____ effort when hiring minorities
Definition
Extra
Term
Equal Employment Opportunity (EEO)
Definition
the idea that all individuals have an equal opportunity for employment, regardless of race, color, religion, sex, age, disability, or national origin
Term
EEO at the core ________
Definition
is about safeguarding PROTECTED CLASSES against DISCRIMINATION
Term
EEO Protected Groups
Definition
-Race, ethnic origin, color
-Sex/gender
-Age (over 40)
-Mental/Physical Disabilities
-Military Experience
-Religion
-Marital Status (some states)
-Sexual orientation (some states)
Term
It is illegal to discriminate in any aspect of employment
Definition
-Hiring and Firing
-Compensation, assignment, classification
-Transfer, promotion, layoff or recall
-Job advertisements
Term
It is illegal to discriminate in any aspect of employment
Definition
-Recruitment and Testing
-Use of company facilities
-Training and apprenticeship programs
-Pay retirement plans, disability leave, fringe benefits
Term
Discrimination
Definition
The making of distinctions among people
Term
Disparate Treatment
Definition
INTENTIONAL discrimination that occurs when people are purposely not given the same opportunities because of their race, color, sex, age, ethnic group, national origin, or religious beliefs
Term
Adverse Impact
Definition
Unintentional discrimination that occurs when members of a protected group (see above) are unintentionally harmed or disadvantaged because they are hired, promoted, or trained at substantially lower rates than others
Term
Four-fifths rule
Definition
EEOC provision that states that an HR practice is discriminatory if the hiring rate of a protected class is less than four-fifths the hiring rate of a majority group
Take the hiring percentages:
100 women apply and 30 earn the job: 30%
1000 men apply and 500 get the job: 50%
Now divide 30 by 50 and you get 60% - this violates the 4/5's rule by 20%
Term
The Equal Pay Act of 1963
Definition
Makes it illegal to pay different wages to men and women if they perform equal work in the same workplace
Term
Three Exceptions to the Equal Pay Act of 1963
Definition
1. Seniority Systems
2. Merit Considerations
3. Incentive Pay Plans
Term
Glass Ceiling
Definition
discriminatory practices that have prevented women and other protected-class members from advancing to executive-level jobs
Term
Glass Ceiling EX
Definition
1. 4.5% of 500 Fortune companies are women lead. Only 6 are black.
Term
Glass Ceiling EX Results
Definition
2. 2. Shows that there are consistent issues keeping a group from progressing
Term
Title VII of the Civil Rights Act of 1964 - 1
Definition
Applies to all employers in interstate commerce who employ 15 or more employees for 20 or more weeks per year
Term
Title VII of the Civil Rights Act of 1964 - 2
Definition
Makes it illegal to discriminate against someone on the basis of race, color, religion, national origin, or se
Term
Title VII of the Civil Rights Act of 1964 - 3
Definition
Makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit
Term
Title VII of the Civil Rights Act of 1964 - 4
Definition
Requires that employers reasonably accommodate applicants' and employees' sincerely held religious practices, unless doing so would impose an undue hardship on the operation of the employer's business
Term
The Age Discrimination in Employment Act of 1967
Definition
Protects people who are 40 or older from discrimination because of age
- Makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit
Term
Equal Employment Opportunity Act of 1972
Definition
Amended Title VII; strengthens the EEOC’s enforcement powers and extends coverage of Title VII to government employees, employees in higher education, and other employers and employees
Term
The Pregnancy Discrimination Act of 1978
Definition
Makes it illegal to discriminate against a woman because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth
Term
The Americans with Disabilities Act of 1990 (ADA)
Definition
Employment discrimination is prohibited against individuals with disabilities who are able to perform the essential functions of the job, with or without reasonable accommodation
Term
individuals with disabilities
Definition
persons who have a physical or mental impairment that substantially affects one or more major life activities (e.g., walking, speaking, breathing, learning, standing, reading, seeing, etc.)
Term
individuals with disabilities - ex
Definition
Morbid obesity yes; drug addiction or stress - no
Term
Essential functions
Definition
job duties that each person in a certain position must do or must be able to do to be an effective employee
Term
Reasonable accommodation
Definition
action taken to accommodate the known disabilities of applicants or employees so that disabled persons enjoy equal employment
- cannot cause undue hardship
Term
Civil Rights Act of 1991 - 1
Definition
Provides for compensatory and punitive damages and jury trials in cases involving intentional discrimination, instead of merely back-pay
Term
Civil Rights Act of 1991 - 2
Definition
Requires employers to demonstrate that job practices are job-related and consistent with business necessity (burden of proof)
Term
Civil Rights Act of 1991 - 3
Definition
Makes quotas—employer adjustments of hiring decisions to ensure that a certain number of people from a certain protected class are hired—illega
Term
Civil Rights Act of 1991 - 4
Definition
Extends coverage to US citizens working for US companies overseas
Term
Uniformed Services Employment and Reemployment Rights Act of 1994
Definition
Protects the rights of individuals who enter the military for short periods of service
Term
Don’t Ask, Don’t Tell Repeal Act of 2010
Definition
Bars discrimination against military personnel based on their sexual orientations
Term
Harassment
Definition
verbal or physical conduct the denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, gender, national origin, age, or disability, or that of his/her relatives, friends, or associates
Term
Sexual Harrassment
Definition
unwelcome sexual advances, requests for sexual favors, other verbal or physical conduct of a sexual nature
Term
Sexual Harrassment - Quid Pro Quo
Definition
when sexual activity is required in return for getting or keeping a job or job-related benefit
Term
Sexual Harrassment - Hostile Work Environment
Definition
when the behavior of anyone in the workplace is sexual in nature and is perceived by an employee as offensive and undesirable
Term
Defenses against Discrimination Charges
Definition
the burden of proof is on the employer, meaning it must prove that the discrimination did not occur
Term
Job relatedness
Definition
the decision was not discriminatory because there was a job-related reason that it was made
-Lifting Weight
Term
Bona fide occupational qualification (BFOQ
Definition
a characteristic that must be present in all employees for a particular job
Religious affiliation can apply - BYU - religious affiliation
Gender - actor/model/etc.
National Origin can apply
Term
Seniority
Definition
employment decisions made in the context of a formal, well established seniority system, even if they discriminate against a protected class
Term
Business necessity
Definition
the discriminatory practice is necessary for the safe and efficient operation of the organization and there is an overriding business purpose for it
Term
Business necessity - EX
Definition
i. Drug testing - certain demographics test higher but thrown out in court if it is a business necessity
Term
Affirmative Action
Definition
a strategy intended to achieve fair employment by urging employers to hire certain groups of people who were discriminated against in the past
-Req by government agencies and businesses that do a significant amount of work for the government
Term
Affirmative Action Plan - Step 1
Definition
Conduct a utilization analysis – describes the organization’s current workforce relative to the pool of qualified workers in the labor force
Term
Affirmative Action Plan - Step 2
Definition
Set goals and timetables for correcting underutilization
Term
Affirmative Action Plan - Step 3
Definition
Develop an action plan to recruit protected-class members, redesign jobs, provide specialized training, and/or remove any unnecessary barriers to employment
Term
Reverse discrimination
Definition
discrimination against a nonprotected-class member resulting from attempts to recruit and hire members of protected classes
-Never supported in the supreme court
Term
Immigration Reform and Control Act (IRCA
Definition
employers are required to obtain and inspect I-9 forms, and verify documents such as birth certificates, passports, visas, and work permits
Term
Language
Definition
employers may require workers to speak only English at certain times or in certain situations, but the business necessity of the requirements must be justified
Term
Dress and Appearance - 1
Definition
Dress codes are legal, but must be enforced uniformly and not infringe on religious accommodations
Term
Dress and Appearance - 2
Definition
Height and weight requirements must be related to the jo
Term
Dress and Appearance - 3
Definition
No federal laws regarding attractiveness, although some local laws exist
Term
Strategy
Definition
A large scale action plan that sets the direction for an organization
a. Provides direction and momentum
b. Encourages new ideas
c. Develops a sustainable competitive advantage
Term
The Strategic Management Process - Part 1
Definition
Define the business and develop a mission
Term
The Strategic Management Process - Part 2
Definition
Evaluate a firm’s internal and external environment
Term
External Environment Analysis
Definition
Environmental scan (macroeconomic analysis) (industry analysis):
Term
External Environment Analysis: Economy Trends
Definition
(e.g., recession, inflation, employment, monetary policies, exchange rates)
Term
External Environment Analysis: Political and Legal Trends
Definition
(e.g., political power, social stability, labor laws, deregulation)
Term
External Environment Analysis: Technological Trends
Definition
(e.g., new production, rate of obsolescence, availability of materials)
Term
External Environment Analysis: Socio-Cultural Trends
Definition
(e.g., women in the workplace, diversity, habits, values, attitudes, beliefs, lifestyle trends, consumer behavior)
Term
External Environment Analysis:Demographic Trends
Definition
5. Demographic trends (e.g., education, population size, age, household composition, income distribution, ethnic mix)
Term
External Environment Analysis:Global/Geographic Trends
Definition
(e.g., opening/closing of markets, facilities location factors, trade barriers, critical global markets)
Term
SWOT
Definition
Strength, Weakness, Opportunities, and Threats
Term
To maintain their strategic position HRM focuses on: 1
Definition
stimulating efficient production
Term
To maintain their strategic position HRM focuses on: 2
Definition
ormal hiring and socialization process (HR managers usually makes selection decisions, emphasis on the applicant technical qualifications and skills)
Term
To maintain their strategic position HRM focuses on: 3
Definition
uniform performance appraisal procedures (high dependence on supervisor’s opinion)
Term
To maintain their strategic position HRM focuses on: 4
Definition
individual training (job specific)
Term
To maintain their strategic position HRM focuses on: 5
Definition
centralized pay decisions (fixed/job-based pay).
Term
focused on growth, innovation HRM focuses on: 1
Definition
work flows that foster creativity and adaptability
Term
focused on growth, innovation HRM focuses on: 2
Definition
staffing practices that focus on external labor markets (attracting of new talent, emphasis on fit of applicant with culture, informal hiring and socialization process of new employees, co-workers make selection decisions)
Term
focused on growth, innovation HRM focuses on: 3
Definition
customized performance appraisals, multiple inputs for appraisals
Term
focused on growth, innovation HRM focuses on: 4
Definition
team-based and cross-functional training
Term
focused on growth, innovation HRM focuses on: 5
Definition
decentralized pay decisions (performance based pay
Term
HRM strategies contribute to firm performance if they: 1
Definition
(1) help the company exploit its strengths and avoid its weaknesses and
Term
HRM strategies contribute to firm performance if they: 2
Definition
(2) assist the company in leveraging its human capital.
Term
HRM compensation practices
Definition
Firm known for exceptional customer service may use only a part of salary in commission – to avoid “overselling
Term
HRM compensation practices
Definition
Smaller firms may use stock options – thus, the company can use cash to fuel future growth
Term
The Growth-Readiness Matrix
Definition
(Lengnick-Hall, 1988) - View Slide - Human Resource Strategy
Term
Corporate growth expectations
Definition
degree to which firm has opportunities in the marketplace, multiple strategic and competitive options, and high cash flow
Term
Organizational readiness
Definition
availability or obtainability of HR skills, numbers, styles, and experience needed for strategy implementatio
Term
Development
Definition
high growth expectations and a poor level of readiness between strategy and HR skills
Term
Expansion
Definition
high growth expectations and good readiness indications between strategy and skills
Term
Productivity
Definition
low growth expectations and strong readiness for strategy implementation
Term
Redirection
Definition
low growth expectations and poor readiness
Term
The Talent Management Process 1
Definition
Decide which positions to fill through job analysis, personnel planning, and forecasting
Term
The Talent Management Process 2
Definition
Build a pool of job candidates by recruiting internal or external candidates
Term
The Talent Management Process 3
Definition
Use selection tools like tests, interviews, background checks, and physical exams to identify viable candidates
Term
The Talent Management Process 4
Definition
Orient, train, and develop new employees
Term
The Talent Management Process 5
Definition
Appraise employees to assess how they’re doing
Term
The Talent Management Process 6
Definition
Recognize, reward, and compensate employees to maintain their motivation
Term
Talent
Definition
“a recurring pattern of thought, feeling, or behavior that can be productively applied” – Buckingham & Coffman, 1999
Term
Talent is NOT
Definition
Talent is NOT experience, brainpower, or willpowe
Term
Striving talents
Definition
the why of a person – why are you motivated to do what you do?
Term
Thinking talents
Definition
the how of a person – how you think, weigh up alternatives, and make decisions
Term
Relating talents
Definition
the who of a person – who do you trust, build relationships with, confront, ignore?
Term
Truth of Talents
Definition
EVERYONE HAS TALENT
Term
Job analysis
Definition
systematic process of collecting information used to make decisions about jobs
Term
Job Analysis Levels
Definition
a. Identifies the tasks, duties, and responsibilities of a particular job
b. Data are collected via interviews, questionnaires, observation, and diaries
c. Results in job descriptions and job specializations
d. Typical information collected in a job analysis
Term
Typical information collected in a job analysis
Definition
-Regular duties and special duties performed less frequently
-Supervision given to others or received from others
-Decisions made
-Internal and external contact with other people
-Physical demands and working conditions
-Jobholder characteristics
Term
Decisions made
Definition
1. Records and reports prepared
2. Materials and equipment used
3. Financial/budget responsibilities
Term
Job description
Definition
a written statement of the overall tasks, duties, and responsibilities of a job (i.e., the “what”)
Term
Job Description Criteria
Definition
-Job title and basic info
-Job statement – general summary of major job duties
-Listing of essential functions and responsibilities
-Job specifications – a statement of the specific knowledge, skills, and abilities (KSAs) of the person performing the job (i.e., the “who”)
(Knowledge, Skills, Abilities)
Term
Personnel Planning
Definition
The process of deciding which positions to fill and how to fill them
Term
Trend analysis
Definition
base personnel forecast on firm’s past employment needs
Term
Ratio analysis
Definition
based on ratio of production to employees
Term
Inside
Definition
Forecasting the supply of inside candidates
Term
Outside
Definition
Forecasting the supply of outside candidates
Term
Recruitment
Definition
the process of generating a pool of qualified candidates for a particular job
- Different from selection
Term
Internal recruiting
Definition
making people already employed by the organization aware of job openings
Term
External Recruitment
Definition
attracting job candidates from outside the
Term
External vs Internal
Definition
1) Internal recruitment has better pros than cons.
a) Internal costs much less

Trust is already gained
Term
Ways of External Recruitment
Definition
-Direct applicants and referrals
- Advertisements
--Make sure using right data
-- Drinking example flyer
-Electronic recruiting
-- Most popular form or recruiting
-Employment agencies
-Colleges and universities
Term
Increasing Recruiting Effectiveness: Résumé mining
Definition
using software to scan a database of resumes
Term
Increasing Recruiting Effectiveness: Applicant tracking
Definition
monitor applicants from job listing to performance appraisal results
Term
Increasing Recruiting Effectiveness: Employer career website
Definition
-
Term
Increasing Recruiting Effectiveness:
Internal Mobility
Definition
track prospects in the company and match them with jobs as they come open
Term
Increasing Recruiting Effectiveness:
Realistic Job Interview
Definition
gives a candidate a picture of both the positive and negative features of the job and the organization before he or she is hired
1) Provides lower job turnover because of transparency
2) Often lose top couple candidates
Term
Increasing Recruiting Effectiveness:
Responsive Recruitment
Definition
whereby applicants receive timely responses
1) Treat recruitment as goodwill within the market
2) Treat all people we don't select with respect to project a positive image in the market
Term
Recruiting a diverse workforce
Definition
-Single Parents
-Older Workers
-Minorities
-Welfare-to-work
-The disabld
Term
Selection
Definition
III. The process of making a “hire” or “no hire” decision regarding each applicant for a job
Term
The goal of selection is person-job fit
Definition
matching the KSAs (Knowledge, Skills, and Abilities) of individuals with characteristics of the job
Term
Selection tools (i.e., performance measures) should be
Definition
reliable and valid
Term
Reliability
Definition
the consistency of a performance measure; the degree to which it is free from error
Term
Validity
Definition
the extent to which a performance measure assesses all of the relevant – and only the relevant – aspects of job performance
Term
Concurrent validity
Definition
measure all current job incumbents on attribute and their current job performance and obtain correlation
Term
Predictive validity
Definition
Measure all job applicants on attribute and, once hiring is complete, measure newly hired job incumbents’ performance and obtain correlation
Term
Interviews
Definition
Selection Method
Term
References/letters of recommendation
Definition
Not accurate
Often fluffed - fear of backlash
Term
Biographical data
Definition
applicants respond to a series of questions about their background, experiences, and preferences
Term
Application blanks
Definition
past jobs and present employment status
Term
Physical ability tests
Definition
measure an individual’s abilities such as strength, endurance, and muscular movement
Term
Cognitive ability tests
Definition
measure an individual’s thinking, memory, reasoning, verbal, and mathematical abilities
Term
Personality tests
Definition
The Big Five Personality Dimensions (beware of faking!)
Term
Extraversion
Definition
Tendency to be talkative, sociable, and assertive
Term
Agreeableness
Definition
Tendency to be trusting, good-natured, cooperative, and soft-hearted
Term
Conscientiousness
Definition
tendency to be dependable, responsible, achievement-oriented, and persistent
Term
Neuroticism
Definition
tendency to be emotional, insecure, and jealous (opposite is emotional stability – calm, steady, and secure)
Term
Openness to experience
Definition
Tendency to be imaginative, intellectual, curious, and broad-minded
Term
Work samples
Definition
require an applicant to perform a simulated task that is a specified part of the target job
Term
Other Selection Processes:
Definition
-Background checks
- Handwriting analysis
-Situational judgment test – measure a person’s judgment in work settings
-Honesty tests – Polygraph or questionnaire
-Drug tests
Term
Dual goals of interview
Definition
to assess applicant qualifications and to attract candidate
Term
Structured Interview: Behavioral interview
Definition
applicants give specific examples of how they have performed a certain task or handled a problem in the past
Term
Structured Interview: Biographical interview
Definition
uses questions to assess candidates past experiences in chronological order
Term
Structured Interview: Situational interview
Definition
contains questions how applicants might handle hypothetical specific job situations
Term
Structured Interview:
Definition
uses a set of standardized questions asked of all applicants
Term
Unstructured interview
Definition
no fixed set of questions asked of all applicants and no systematic scoring procedure
Term
Unstructured interview: Nondirective interview
Definition
uses questions developed from the answers to previous questions
Term
Unstructured interview: Stress interview
Definition
designed to create anxiety and put pressure on applicants to see how they respond
Term
The Interview Setting
Definition
a. Single or pair of HR professional, supervisor, or potential coworker
b. Panel interview – several interviewers meet with candidate at the same time
c. Team interview – applicants are interviewed by the team members with whom they will work
d. Phone interviews
e. Virtual interviews
Term
Interview Questions to avoid
Definition
a. Yes/no questions
b. Obvious questions
c. Questions that rarely produce a true answer
d. Leading questions
e. Questions that are not job related
f. Illegal questions
Term
Illegal questions
Definition
i. Children. Don't ask applicants if they have children, plan to have them, or have or need child care. Questions about children can unintentionally single out women.
ii. Age. Employers cannot ask job applicants their age during the hiring process. Since most people graduate high school at the age of eighteen, even asking for high school graduation dates could violate the law.
iii. Disabilities. Don't ask if applicants have physical or mental disabilities. According to the ADA, disabilities (and reasonable accommodations for them) cannot be discussed until a job offer has been made.
iv. Physical characteristics. Don't ask for information about height, weight, or other physical characteristics. Questions about weight could be construed as leading to discrimination toward overweight people, and studies show that they are less likely to be hired in general.
v. Name. Yes, you can ask an applicant's name, but you cannot ask a female applicant for her maiden name because it indicates marital status. Asking for a maiden name could also lead to charges that the organization was trying to establish a candidate's ethnic background.
vi. Citizenship. Asking applicants about citizenship could lead to claims of discrimination on the basis of national origin. However, according to the Immigration Reform and Control Act, companies may ask applicants if they have a legal right to work in the United States.
vii. Lawsuits. Applicants may not be asked if they have ever filed a lawsuit against an employer. Federal and state laws prevent this to protect whistleblowers from retaliation by future employers.
viii. Arrest records. Applicants cannot be asked about their arrest records. Arrests don't have legal standing. However, applicants can be asked whether they have been convicted of a crime.
ix. Smoking. Applicants cannot be asked if they smoke. Smokers might be able to claim that they weren't hired because of fears of higher absenteeism and medical costs. However, they can be asked if they are aware of company policies that restrict smoking at work.
x. AIDS/HIV. Applicants can't be asked about AIDS, HIV, or any other medical condition. Questions of this nature would violate the ADA, as well as federal and state civil rights laws.
Term
Interviewer Training
Definition
a. Understand the job
b. Establish an interview plan
c. Establish and maintain rapport and listen actively
d. Pay attention to nonverbal cues
e. Provide information as freely and honestly as possible
f. Use questions effectively
g. Separate facts from inferences
h. Recognize stereotypes and biases
i. Halo error
ii. Weighting of negative information
iii. Similarity bias
i. Control the course of the interview
j. Standardize the questions asked
Term
WILL BE ON TEST
Definition
i. Résumé mining – using software to scan a database of resumes
ii. Applicant tracking – monitor applicants from job listing to performance appraisal results
iii. Employer career website
iv. Internal mobility – track prospects in the company and match them with jobs as they come open
v. Realistic job previews - gives a candidate a picture of both the positive and negative features of the job and the organization before he or she is hired
1) Provides lower job turnover because of transparency
2) Often lose top couple candidates
vi. Responsive recruitment – whereby applicants receive timely responses
1) Treat recruitment as goodwill within the market
2) Treat all people we don't select with respect to project a positive image in the market
Term
WIll BE ON TEST: CANOE
Definition
i. Extraversion – Tendency to be talkative, sociable, and assertive
ii. Agreeableness – Tendency to be trusting, good-natured, cooperative, and soft-hearted
iii. Conscientiousness – tendency to be dependable, responsible, achievement-oriented, and persistent
iv. Neuroticism – tendency to be emotional, insecure, and jealous (opposite is emotional stability – calm, steady, and secure)
v. Openness to experience – Tendency to be imaginative, intellectual, curious, and broad-minded
Term
Why are structured interviews better than non structured
Definition
-Keeps interviewers focused on whats relative on the job and predictive of performance
-Keeps from getting distracted
-Keep interviewers from stopping the impression adjustment process to soon
-Ensure EEO Compliance
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