MGMT 302_3.docx - MGMT 302_3 Chapter 3 Equal Employment Opportunity Reliability of Measurement Reliability o The replicability of a test o Think

MGMT 302_3.docx - MGMT 302_3 Chapter 3 Equal Employment...

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MGMT 302_3 Chapter 3: Equal Employment Opportunity Reliability of Measurement Reliability o The replicability of a test o Think test-retest reliability o How consistently will a test return a similar result? o Mathematically varies from 0 to 1.0 Validity of Measurement Construct Validity o Does the result returned reflect reality o Does it measure what it purports to measure Criterion-Related Validity (Predictive Validity) o Does a measure predict a future outcome? o The outcome we care about is job performance o Does a measure or test predict o Mathematically varies from -1 to 1 o Mathematically, reliability places an upper ceiling on validity A test cannot be more valid than it is reliable If a test is only 0.2 reliable, it is impossible for it to be higher than 0.2 in validity. Civil Rights Act of 1964, Title VII More than desegregating schools Enshrined non-discrimination in ALL aspects of employment (not just schools) Made it illegal for employers to: o Made it illegal for employers to: Fail or refuse to hire any individual Discriminate with respect to compensation, terms, conditions, or privileges of employment because of race, color, religion, sex, or national origin. Limit, segregate, or classify employees or applicants for employment in any way that would: Deprive any individual or employment opportunities Adversely affect an employee because of his/her race, color, religion, sex, or national origin o Established the Equal Employment Opportunity Commission Coverage of Civil Rights Act of 1964, Title VII Private employers of 15 or more employees All educational institutions, public and private State and local governments Public and private employment agencies Labor unions with 15 or more members Joint labor/ management committees for apprenticeships and training Nature of Equal Employment Opportunity Today Unlawful discrimination – Making employment decisions on the basis of: o Protected characteristics : Attribute about an individual that is protected under EEO law and regulations Age and color Disability Genetic information and material status (some states) Military status or experience 1
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MGMT 302_3 National origin Pregnancy Race and religion Sexual orientation (some states and cities) Nature of Equal Employment Opportunity Equal Employment Opportunity (EEO): o Employment that is not affected by illegal discrimination o Status Blind Emphasizes that differences among people should be ignored and everyone should be treated equally. Theories of Unlawful Discrimination Disparate Treatment o Members of a group are treated differently from others Different standards used to judge different people Same standard is used, but it is not related to the individuals’ jobs Is overt and intentional Ricci v. DeStefano (2009) How do we identify unlawful discrimination?
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