Psychology Industrial Organizational Worksheet
Description
These are some worksheets for IO psychology, all instructions are on the worksheet.
This is for “CH 5 ADVERSE IMPACT EXERCISE PDF”
Review the Chapter 5 slides on Personnel Decisions and the adverse impact slide. Here is the slide information on Adverse Impact:
Adverse Impact Occurs if the selection ratio is less than 80% selection ratio for another group.
E.G. Here is an example to follow and review to assist with doing the Ch. 5 Exercise.
100 individuals identified as White apply for job
20 selected
- 20/100 = .20
.20 x 80% = .16
- If fewer than 16% of individuals identified as Black that apply are hired, there is adverse impact.
For example, if 50 Black apply (50 x .16) = 8
- If fewer than 8 are selected, Black is adverse impact.
Unformatted Attachment Preview
Wheeling dealing union management
Exercise 14-1
Management Side:
Issue#1: WagesIssue#2-MedicalIssue#3-Time offIssue#4-Retirement-
Union Side:
Issue#1: WagesIssue#2-MedicalIssue#3-Time offIssue#4-Retirement-
1. What external factors played the biggest role in the negations?
2. How would you describe your negations? Integrative or distributive?
3. How do you think this style of negotiating will affect the future organizations?
4. How do you think your constituents will react to the agreement you reached?
5. Has your opinion of union/management changed because of this exercise? How?
Exercise 14-2
1. If you were the arbitrator, how would you resolve each issue? Why?
2. At first glance both policies seem quite clear. From the situations described, however,
you can see both issues need to be substantially revised. How would you revise them?
Exercise 14-3
1. What information would you want to find out about his company?
2.
What information would you want to find out about unionized companies in this
industry?
3. What information would you want to find out about this particular union?
4. What are the steps for the formation of a union?
5. 5. What legal activities can management undertake to persuade employees not to
unionize?
6. What management activities would be illegal in trying to prevent unionization?
7. what areas of I/O psychology will be affected the most if the company becomes
unionized? Explain
Scenario #1: Problem-Resolution:
Your group has been given an opportunity to meet with the president of your university. The
president would like your group to present to him/her the most pressing problem, from the
students’ view, that this college/university needs to be corrected. Your team has to decide
what one aspect of the university you would like to change. Further, not only does your group
have to agree on the problem to be changed, the team has to justify why it should be
changed, how to change it, as well as the advantages and disadvantages in making this
change.
Scenario #2: Creative Teams:
You and your group are one of several research & development teams for
Widget World Incorporated (WWI). Your task is to come up with a new
product idea that will make the company millions of dollars. As you know
WWI already makes a wide variety of unique products: the thermometerturkey baster, the combo mechanical pencil & dinner fork (so you can eat
while you work), glow in the dark golf balls, and the ever popular paper clip – nose hair
clippers. Your team has to think of a new unusual, original
product that would most likely be sold for less than $15, could be mass
produced, and would sell to a large audience.
Exercise 5-2:
Understanding Adverse Impact
Adverse impact refers to when a selection method leads to a disproportionate
percentage of people of a given group to be hired compared to another group. Your
book describes how to decide if adverse impact is occurring. This ‘exercise will help
you to assess your understanding of adverse impact.
Assume for this example that you are a human resources director of a large
organization. You are interested in assessing whether a certain selection procedure is
leading to adverse impact among minorities. With this information in mind. please
answer the following questions.
1. To assess the adverse impact of the selection procedure. you need to know the
selection ratio for minorities and nonminority. What information would you need
to calculate the selection ratio (a) for minorities and (b) for nonminorties?
2. Adverse impact is determined by the 4/5ths rule. Explain this rule.
3. You have collected the following data for the selection procedure you are
interested in. In 2004, 300 nonminorityàand 40 minorities applied for a job with
your organization. Using your selection procedure, 60 monminorities and 6
minorities were selected. Based on this information, is there evidence of adverse
impact? Write your calculations and reasoning below.
4. If adverse impact is found to exist, what should the employer do?
Exercise 5-3 Questions
1. Summarize the position of the EBOC:
2. Summarize the position of Hooters:
3. Do you think that being female is a justifiable BFOQ for Hooters’ waitresses? Why
or why not?
Purchase answer to see full
attachment
Exercise 14-1
Management Side:
Issue#1: WagesIssue#2-MedicalIssue#3-Time offIssue#4-Retirement-
Union Side:
Issue#1: WagesIssue#2-MedicalIssue#3-Time offIssue#4-Retirement-
1. What external factors played the biggest role in the negations?
2. How would you describe your negations? Integrative or distributive?
3. How do you think this style of negotiating will affect the future organizations?
4. How do you think your constituents will react to the agreement you reached?
5. Has your opinion of union/management changed because of this exercise? How?
Exercise 14-2
1. If you were the arbitrator, how would you resolve each issue? Why?
2. At first glance both policies seem quite clear. From the situations described, however,
you can see both issues need to be substantially revised. How would you revise them?
Exercise 14-3
1. What information would you want to find out about his company?
2.
What information would you want to find out about unionized companies in this
industry?
3. What information would you want to find out about this particular union?
4. What are the steps for the formation of a union?
5. 5. What legal activities can management undertake to persuade employees not to
unionize?
6. What management activities would be illegal in trying to prevent unionization?
7. what areas of I/O psychology will be affected the most if the company becomes
unionized? Explain
Scenario #1: Problem-Resolution:
Your group has been given an opportunity to meet with the president of your university. The
president would like your group to present to him/her the most pressing problem, from the
students’ view, that this college/university needs to be corrected. Your team has to decide
what one aspect of the university you would like to change. Further, not only does your group
have to agree on the problem to be changed, the team has to justify why it should be
changed, how to change it, as well as the advantages and disadvantages in making this
change.
Scenario #2: Creative Teams:
You and your group are one of several research & development teams for
Widget World Incorporated (WWI). Your task is to come up with a new
product idea that will make the company millions of dollars. As you know
WWI already makes a wide variety of unique products: the thermometerturkey baster, the combo mechanical pencil & dinner fork (so you can eat
while you work), glow in the dark golf balls, and the ever popular paper clip – nose hair
clippers. Your team has to think of a new unusual, original
product that would most likely be sold for less than $15, could be mass
produced, and would sell to a large audience.
Exercise 5-2:
Understanding Adverse Impact
Adverse impact refers to when a selection method leads to a disproportionate
percentage of people of a given group to be hired compared to another group. Your
book describes how to decide if adverse impact is occurring. This ‘exercise will help
you to assess your understanding of adverse impact.
Assume for this example that you are a human resources director of a large
organization. You are interested in assessing whether a certain selection procedure is
leading to adverse impact among minorities. With this information in mind. please
answer the following questions.
1. To assess the adverse impact of the selection procedure. you need to know the
selection ratio for minorities and nonminority. What information would you need
to calculate the selection ratio (a) for minorities and (b) for nonminorties?
2. Adverse impact is determined by the 4/5ths rule. Explain this rule.
3. You have collected the following data for the selection procedure you are
interested in. In 2004, 300 nonminorityàand 40 minorities applied for a job with
your organization. Using your selection procedure, 60 monminorities and 6
minorities were selected. Based on this information, is there evidence of adverse
impact? Write your calculations and reasoning below.
4. If adverse impact is found to exist, what should the employer do?
Exercise 5-3 Questions
1. Summarize the position of the EBOC:
2. Summarize the position of Hooters:
3. Do you think that being female is a justifiable BFOQ for Hooters’ waitresses? Why
or why not?
Purchase answer to see full
attachment
Explanation & Answer:
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