Legal Environment (EEO): End employment discrimination (
federally protected classes:
race, color, sex, religion, national origin,
pregnancy, citizenship/legal aliens).
religion and disability
. Employment Law Basics:
Keep it job related, treat all candidates the
same, valid predictors, and don’t discriminate on legally protected char. Interviews: most widely used tool
, unstructured = ineffective
(favor applicants that share
attitudes, high weight on negative info
) structured= better validity
(standard set of questions, uniform recording, standardized rating system) Crime must be
related to the performance of the job.
Research (company websites, SWOT analysis), Rehearse, and Relax.
Aptitude, Ability, Interests, Integrity, and Personality.
Information about goals, history, and philosophy.
Work Unit goals, procedures, performance expectations.
task outcomes (quantity, quality), behaviors (accurate, on time),
and traits (“good attitude, confidence).
Graphic Rating Scales:
evaluation method in which the evaluator rates performance factors on a scale.
layoffs must be logical, targeted, fair, and consistent. Provide open and honest communication.
Paradox of Diversity:
2 conflicting goals:
organizations dominant values, employees accept differences.
Diversity hard to accomplish in strong cultures:
pressure to conform, likely to lose benefits of
Components of an attitude:
beliefs, opinions, knowledge, or info held by a person.
the intention to behave in a certain way.
assumes behavior drives attitudes.
The Big Five Model:
socialable, talkative and assertive,
good natured, cooperative, and trusting.
calm, enthusiastic, and secure or tense, nervous and insecure,
openness to experience-
imaginative, artistically sensitive.
Self-Aware, self-management, self motivation, empathy, social skills.
six-personality types, explain/predict
employees job satisfaction.
tendency to judge observed behavior.
Fundamental Attribution Error:
overestimate the influence of internal
attribute success to internal factors, blame failures to external factors.