IO Class - lecture 14 (2-22-12)

PowerPoint Presentation: 

PSYC 3370 Industrial-Organizational Psychology Class 14 February 23, 2012

PowerPoint Presentation: 

AFFIRMATIVE ACTION Social policy to reduce the effects of prior discrimination Not required under Civil Rights Act Emphasize outcomes instead of intentions Strategies: targeted recruitment preferential selection quotas (reflect population) Criticisms ignores merit/ability stigma

PowerPoint Presentation: 

“It can be very difficult to find an attorney who will handle employment discrimination cases on a contingency fee basis.” Illinois Legal Aid (2006) $60,000 -$65,000 minimum provable damages $3,000 to $3,600 required retainer 35% contingent fee Survey of 321 National Employment Lawyers members ( Howard, 1995) 3 “Black employees who challenge discrimination in the workplace usually fight their battles alone and typically have unsuccessful results whether pursuing their claims in courts or through alternative dispute resolution systems.” Michael Green, University of Pennsylvania Journal of Labor & Employment Law (2004)

PowerPoint Presentation: 

4 “The EEOC, which relies heavily on federal case law to guide its interpretation of Title VII, finds cause only rarely and brings suit on a party's behalf even more infrequently.” Susan Hippensteele , Pepperdine Dispute Resolution Law Journal ( 2009) “Courts are difficult to access, and judges and juries may not be competent to identify and remedy many subtle but powerful barriers to equal employment opportunity. Title VII litigation is often not an effective means for many women and minorities to challenge these workplace barriers.” Michael Yelonsky , University of Illinois Law Review (1999)

PowerPoint Presentation: 

5 Reasonable cause: age (2.7%) sex (4.5%) race (3.6%) EEOC files suit: one-half of 1% of cases Civil rights cases dismissed: 72% Plaintiff’s favor: 50.8% Illinois Legal Aid (2009) “Going to court may take at least two and possible five or more years. This is a lengthy and costly process for many people. Even if you win at the end, the amount may seem like too little, too late. In other words, just because a settlement is not perfect is no reason to think that a court will necessarily provide you any better remedy. “

PowerPoint Presentation: 

Job applicants can be asked to provide age, race, and sex information as part of the application process. All employment tests have to be validated. An employer can base hiring decisions on shirt color. An employer can base hiring decisions on eye color. An employee can claim alcoholism as a disability? Former drug abuse? Anxiety? The EEOC considers race and color as the same? Race and national origin? Allowable job interview questions: This job requires a lot of overnight travel. Do you have children? What year did you graduate from high school? Where was your grandfather born? Is that a German accent? Do you prefer basketball or football? Were you raised in the south? True or False National origin: an individual’s, or his/her ancestor’s place or origin; or because an individual has the physical, cultural, or linguistic characteristics of a national origin group.

PowerPoint Presentation: 

acceptable unacceptable reject accept Job performance Hiring Decision true negative false negative false positive true positive A B C D If validity < 1.0 then will make errors

PowerPoint Presentation: 

true negative false negative false positive true positive Is one type of error better/worse than the other? ? ? Hire a bad candidate Reject a good candidate

PowerPoint Presentation: 

hi lo lo hi Job performance Test score fail cut score pass 1. Type of Validity Study: 2. Base rate: criterion-related (concurrent) 3. Cut Score: A B C D n = 11 n = 13 n = 5 n = 21 pass/fail acceptable n=32 n=18 percent of current ees with acceptable job performance = __% 64% 4. Probability of making an error: __% false positive: ___% false negative: ___% c. true positive: ___% d. true negative: ___% 10 22 32 42 26 4. Pass rate: percent pass test = 52% TEAM EXERCISE

PowerPoint Presentation: 

hi lo lo hi Job performance Test score A B C D What is the effect of higher/lower base rates on errors? high base rate: 78% low base rate: 30% false positive true negative false negative true positive Lowering the base rate: ? decreases false negatives & increases false positives

PowerPoint Presentation: 

pass rate 25% error rate 42% false positive 2% false negative 40% true positive 24% true negative 34% 50% 30% 8% 22% 42% 28% 76% 24% 18% 6% 58% 18% false positive false negative true negative true positive False positive: hire bad candidates The easier the test the more ______ : False negative: reject good candidates The harder the test the more ______ : What is the effect of higher/lower pass rates on errors?

PowerPoint Presentation: 

Multiple Predictors PREDICTOR H.S. GPA r pc .30 H.S. GPA SAT-V SAT-Q interview .09 ( r pc ) 2 9% SAT-V .25 .06 6% SAT-Q .25 .06 6% Interview .30 .09 9% 30% H.S. GPA SAT-V SAT-V H.S. GPA error coefficient of determination coefficient of non-determination

PowerPoint Presentation: 

Ranking 99 97 95 90 88 85 85 84 83 80 78 78 75 74 73 68 66 60 59 58 Ranking 99 97 95 90 88 85 85 84 83 80 78 78 75 74 73 68 66 60 59 58 A B C D Advantages ? Disadvantages ?

PowerPoint Presentation: 

PLACEMENT CLASSIFICATION Assigning individuals to the best of many jobs One predictor - levels SAT-Q Algebra 1 Algebra 2 Multiple predictors - type SAT-Q (high) + SAT-V (low) = engineering SAT-Q (low) + SAT-V (high) = liberal arts

PowerPoint Presentation: 

RECRUITMENT What is the purpose of recruitment? What forms of recruitment are most effective for college students? What most impresses you about working for a company: salary, benefits, culture, etc.? Do companies select the employees or do employees select the company? Why is it important to ensure job candidates have a positive application experience?

PowerPoint Presentation: 

You have a meeting with the VP of Human Resources for a large manufacturing company. The VP wants to know if you can help him improve the quality of its workforce. What questions would you ask the VP?

PowerPoint Presentation: 

1. 2. 3. 4. 5. 6. 7. 8. 9. 10. TRUE or FALSE If I say I will do something, I almost always do it. The Introvert Advantage by Marti Olsen Laney A

PowerPoint Presentation: 

1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. TRUE or FALSE B

PowerPoint Presentation: 

1. 2. 3. 4. 5. 6. 7. 8. TRUE or FALSE The Introvert Advantage by Marti Olsen Laney C

PowerPoint Presentation: 

1 -almost never 2 -sometimes 3 -often 4 -almost always 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11.

PowerPoint Presentation: 

Personality Inventories cognitive : “can do” personality: “will do” provide incremental validity beyond cognitive measures no right or wrong answers faking ( socially desirable responses ) is inevitable alternatives to self-report inventories (minimize faking): structured interview telephone reference check (Conscientiousness, Agreeableness) Conditional Reasoning tests: measures unconscious biases

PowerPoint Presentation: 

Big Five Personality Factors p. 107 text book