Free questions:You make $40,000 per year and regularly work 40 hours per week. Your coworker also makes $40,000 per year and regularly works 50 hours per week. In all other respects such as your educations, skills, and years of experience, you are similar. According to equity theory, if your coworker compares himself to you, he ought to feel a sense of:a. Distributive justiceb.Underreward inequity * c. Overreward inequityd. Procedural justice2. The ________ is the tendency to overestimate our value by attributing successes to ourselves (internal causes) and attributing failures to others or the environment (external causes)a. defensive biasb. self-serving bias*c. confirmation biasd. political biase. selection bias EEOC: Equal Employment Opportunity Commission:Advises that while it is appropriate to conduct background checks later in the hiringprocess, applicants should not be asked about criminal records on application formsAdministers laws/ acts w/ unemployment- may not discriminate on bases of sex, age, religion, color, origin, race, disability, or genetic historyBFOQ: Bona Fida Occupational Qualifications:Permits sex, age, religion, to be used when making employment decisions IF they are “reasonably necessary to normal operations of a business’Churches don’t specify race or origin as BFOQoIt doesn’t matter for the job because being catholic is required for being a catholicpriestControlled/ monitored by EEOCGuidelines for Effective Interviews:Identify and define knowledge, skills, abilitiesDevelop behavioral question Create non-stressful interview atmosphereReview resumePut applicant @ ease (no heavy questions)Ask job-related infoReview notes after interview, evaluate, and determine the applicant’s probability of success?make decision Training Objectives and Methods:Impart info and knowledge:oFilms and videos
oLecturesoPlanned readingsDevelop analytical and problem solving skills:oCase studiesoCoaching and mentoringoGroup discussionsPractice, learning, or change job behavior:oOn-the-job trainingoRole-playingoSimulations and gamesoVestibule training*Computer-based learningTerminating Employees:when problems arise, employees should have warningsand be aware of the trouble they are inthreaten consequencesemployees should be fired for a good reasonno wrongful dischargeFunctional and Dysfunctional Turnover:Employee turnover- loss of employees who voluntarily choose to leave the companyoTry to keep turnover lowFunctional turnover- loss of low-performing employees who choose to leaveDysfunctional turnover- loss of high-performing employees who choose to leave and is costly to the organizationPeople-Centered Practices:1.Protection of job security- make commitment to employees and won’t cut costs by firing employees1.Fear of losing job is off the table2.Avoid impulse to decrease work force when economically strugglingb.Rigorous hiring process- screen employees on values and beliefs that are hard to train1.