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PSY 272 Week 9 Notes

by: Derek Notetaker

PSY 272 Week 9 Notes PSY 272

Marketplace > Purdue University > Psychlogy > PSY 272 > PSY 272 Week 9 Notes
Derek Notetaker
GPA 3.91
Introduction to Industrial-Organizational Psychology
Caitlin M Porter

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About this Document

Comprehensive Notes on the guest lecture and Thursday's lecture, with plenty of outside material.
Introduction to Industrial-Organizational Psychology
Caitlin M Porter
Class Notes
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This 5 page Class Notes was uploaded by Derek Notetaker on Sunday October 25, 2015. The Class Notes belongs to PSY 272 at Purdue University taught by Caitlin M Porter in Summer 2015. Since its upload, it has received 24 views. For similar materials see Introduction to Industrial-Organizational Psychology in Psychlogy at Purdue University.


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Date Created: 10/25/15
PSY 272 Intro to IO Psych Week 9 Notes Guest Speaker Week Matt Reider s Lecture Important Terms Discrimination differential treatment based on group membership Protected Groups groups that have been discriminated against previously Disparate impact employment policies that result in group discrimination Disparate treatment employment policies that result in individual discrimination Adverse Impact Discrimination against a protected group regardless of intent What is the difference between Adverse Impact and Disparate Impact Well adverse impact can occur even if every group is treated the same Disparate impact only occurs when a protected group is treated differently from other groups Adverse impact occurs when all groups are treated the same but there are still adverse effects on protected groups e g using strength as a testing requirement for re ghters women would be adversely impacted but not disparately impacted BFOQ Bona f1de occupational qualification A BFOQ is a qualification that is absolutely essential to job performance and therefore any adverse impacts directly associated to these qualifications can be ignored such as the adverse impact of strength requirements for fire ghters on women 45ths Rule What does it measure 0 Whether there is adverse impact What is it o The proportions of groups selected for hiring must be within 45ths of one another 0 In other words take the largest proportion and multiply by 8 45 If the minority proportion in question is less than your resulting number then adverse impact is present 0 EX I hire 50 of all women applicants and I hire 42 of all men applicants Is there adverse impact I 85 4 therefore if I hire less than 40 of men there is adverse impact However I have hired 42 of all men applying and therefore adverse impact is not present The following I have provided in a simple list in the interest of brevity If you would like further information on the specific laws cases feel free to follow the links provided however I am confident that most information provided will be supplementary I would check the study guide before Thursday s quiz to determine which of these will be required learning material All Legal Cases Laws Mentioned in Lecture 1866 Civil Rights Act 0 http wwwpbsorgwgbhameXreconstructionactivismps1 866 html 1871 Civil Rights Act 0 https enwikipediaorgwikiEnforcementActof1 87 1thirdact 1963 Equal Pay Act Compensable factors comparable worth 0 httpwwweeocgovlawsstatutesepac n 1964 Civil Rights Act EEOC title 7 race color national origin seX and religion 0 httpswwwarchivesgoveducationlessonscivilrightsact 1967 Age Discrimination Act agegt40 o httpwwweeocgovlawsstatutesadeac n o httpwwweeocgovfactsagehtml 1971 Griggs vs Duke Power 0 httpwwwnaacpldforgcasegriggsvdukepowerco 1972 Spurlock v United Airlines 0 httpwwwsioporgtipbackissuesJan03pdf403042t0050pdf o cntrlf Spurlock to nd the case 1973 McDonnell Douglas v Green 0 httpsenwikipediaorgwikiMcDonnellDouglasCorpvGreen 1982 Connecticut vs Teal o httpwwweeoc gov eeochistory 3 5th1980ssupremecourthtml 1988 Watson vs Fort Worth Bank and Trust 0 httpsenwikipediaorgwikiWatsonvFortWorthBank26Trust 1990 Americans with Disabilities Act 0 httpwwweeocgoveeochistory35th1990sadahtml 1991 Civil Rights Act 0 httpwwweeoc gov eeochistory 3 5th1990scivilrightshtml 2009 Ricci v DeStefano o httpswwwoyezorgcases2008071428 Af rmative Action Voluntary development of business policy to ensure equal opportunity employment 0 One case in which AA is not voluntary is when one works for the government Quotas are illegal and AA is not a series of quotas AA looks directly at the population from which one is hiring and seeks to create a representative sample of that population The goal is to make sure that protected groups are not undervalued An ongoing case Fisher v the University of Texas Sexual Harrassment Two Types o Quid pro quo when there are rewards for agreeing to the demands of a supervisor o Hostile Environment An environment that is offensive interferes with work behavior Thursday s Lecture Notes Reviewed Material on Performance Appraisal 3 types of criterion measures 0 Resultsbased o Traitsbased o Behaviorbased Simple Behavioral Scales o BARS o BOS New Stuff Rating Sources Supervisors o Supervisors often actively avoid giving negative feedback because it isn t exactly a fun experience 0 Peers 0 Peers have con icts of interest with their coworkers Self Ratings 0 Identical from filled out by both employee and supervisor Subordinates 0 Feedback must be kept anonymous Customer amp Supplier ratings 360 degree feedback Employee performance is rated by multiple sources Should not be used for performance appraisal only for development purposes Supervisors vs Coworkers vs customers etc all have different perspectives and disagree a lot So don t ever average all the scores in order to obtain one aggregate measure instead look at each score individually Biases in Ratings 0 Leniency too easy on everyone Severity too hard on everyone Central Tendency rating too many people in the middle Halo tendency to rate a particular employee about the same on all scalesdimensions of performance due to ones general impression about them Training Raters Administrative training basically just repetitively practicing rating people Psychometric Training attempting to reduce common rating biases 0 Can often overunder compensate for the biases therefore inaccurate Frame of Reference Training focuses on the multidimensional nature of performance Performance Appraisal as a goaldirected activity 3 different stakeholders people with skin in the game 0 rater o ratee 0 organization Longnecker et al 1987 https wwwtamuedufacultypaynePALongenecker20et20al20 l 9 87 pdf Kluger and DeNisi 1996 metaanalysis httpproiectsictusceduitwgelKluger26DeNisiFeedbackCDPS98pdf Nearly 40 of studies reported a negative relationships between performance feedback and subsequent performance Simple verbal praise was oftentimes even worse Effective Feedback is the following Specif1c Informative Focuses on the general outcome of things Feedback should be presented by a Perceived expert Reliable source Attractive source Powerful source Verbal praise is most effective when the employee has low self esteem and motivation is their primary determinant for J P Sandwich Model Praise then criticize then praise Employees are more likely to accept criticism when Supervisor has sufficient sample of their behavior Supervisor and subordinate agree about duties Agreement about what constitutes good performance Destructive Feedback Cruel sarcastic offensive Overly general Directed towards personal characteristics not behaviors Leads to tension anger and resentment Legal Outcomes Organization wins when 0 Good job analysis 0 Performance appraisal is behaviorallybased o Appraisal results are reViewed with employees Raters are given formal training


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