Discuss adverse (or disparate) impact.
What will be an ideal response?
Adverse impact is a condition that occurs when the selection rate for minorities or women is less than 80 percent of the selection rate for the majority group in hiring, promotions, transfers, demotions, or other employment decisions.
The fundamental principle underlying the Uniform Guidelines is that employment policies and practices that have an adverse impact on employment opportunities for any race, sex, religion, or national origin group are illegal unless justified by a demonstration of job relatedness. A selection procedure that has no adverse impact is generally considered to be legal. If adverse impact exists, however, it must be justified on the basis of job relatedness. Normally this means validation that demonstrates the relationship between the selection procedure and performance on the job.
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When handling conflict, we must utilize effective problem-solving and conflict resolution techniques. As you do this, what rules should you follow to foster perception sharing?
What will be an ideal response?
________ is a statistical procedure used to "support" (accept) or "not support" (reject) the hypothesis based on sample information
A) Confidence analysis B) Standard error analysis C) Specification support/rejection D) Hypothesis testing E) Sampling acceptance
The new warranty policy was presented to Management for approval. (passive voice, present perfect)
What will be an ideal response?
When she is not working, Sugi trains to run marathons. She wishes she had more time to travel to various races but work keeps her busy. Kevin does not want time off work. He needs to earn as much overtime as possible to pay off his college loans. The company recently offered either a week’s pay or a week off as the bonus to the salesperson who made the most sales. Both Sugi and Marcus worked hard to win. Which advantage of individual incentives does this illustrate?
A. They make it easy to evaluate individual employees. B. They offer the ability to match rewards to employee desires. C. They promote the link between performance and results. D. They may motivate less productive employees to work harder.