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Flashcards

Work Place

Dooney 207 Individual Differences English 58 cards

Cards in this deck (58)

  1. 1The employment interview can be, what?Unstructured or structured, latter being standardised
  2. 2The employment interview can be, what?Unstructured or structured, latter being standardised
  3. 3What does the employment interview test?Biographical and job-relevant knowledge in formal way
  4. 4Interest method assesses interested, but what does this seem to be related to?Job choice over job performance
  5. 5What is graphology?Analysis of handwritting
  6. 6What has been found about the graphology method?Some validity for non-standardised writing due to content and orthography, no effect if content is controlled and no advantage of graphology over non-experts
  7. 7What is the problem with reference check?Legal issues, can be sued for giving a bad reference
  8. 8When biographical information is assessed, which parts are used?Job relevant
  9. 9What is an assessment centre?Series of tests, tasks, role plays, structured interviews, scored by several trained observers, last two or more days.
  10. 10What are the four elements of Goleman's theory of emotional intelligence?Self-awareness, self-regulation/management, social awareness, social-skills/management
  11. 11In Goleman's theory of Emotional Intelligence, which elements are personal competences, and which are social competences?Personal; self-awareness, self-regulation/management. Social; social awareness, social skills/management
  12. 12Assessment centres are seen to have high validity, but what is the problem with them? What do they tend to be used for?Very expensive, tends to be for high up jobs.
  13. 13In Goleman's theory of Emotional Intelligence, which elements are recognition, and regulation?Recognition; self-awareness, social awareness. Regulation; self-regulation/management, social skills/management
  14. 14Who said a good leader has high emotional intelligence?Goleman et al. (2005)
  15. 15What is the problem of using personality and intelligence tests to predict job performance?There is many dimensions to the relationships, and tests do not have adaptable constructs.
  16. 16How does conciousness explain good job performance, but what is a possible downside of it?Cautious and careful. But would they be flexible and adaptable in the ever changing world?
  17. 17Who created the experimental learning theory?Kolb (1981)
  18. 18What are the 5 concepts of self-learning?Consideration of ideal self,real self and it's relation to ideal, learning plan designed to reduce difference between selves, acting on learning plan, individual's self-directed learning
  19. 19What are the three learning processes in experimental learning theory?Concrete experience, reflective observation, abstract conceptualization, active experimentation
  20. 20Who said self-learning can build emotional intelligence or work place, but it's about discovering concepts?Boyatyzis and Dosten (2002)
  21. 21What is concrete experience?Feeling, learning through new experience
  22. 22What is reflective observation?Watching, learning through thinkg back at past experiences or watching other's or other's experience
  23. 23What is the problems with emotional intelligence in this context?Goleman's model is a mixed model, unsure of key variables. Lacks empirical research
  24. 24What is abstract conceptualisation?Thinking, learning by creating theories to explain our observation and behaviour.
  25. 25What is active experimentation?Doing, learning from using theories to solve problems
  26. 26What are the learning styles of experiential learning theory?Accommodating, diverging, converging, and assimilating
  27. 27What did Poropat (2009) meta-analysis of big-five find correlate with academic success, and which one wasn't related to IQ?Agreeableness, openness, consciousness. Consciousness did not correlate with IQ
  28. 28What did Salgado (2003) meta-analysis, find predicted job success?Positive job performance predicted by high conscientiousness and low neuroticism
  29. 29What is the accomodation learning style?Combines concrete experience and active experimentation. Hands on approach, takes risks enjoy new experience and good at roles needing action and initiative.
  30. 30Who created the model of emotional intelligence?Goleman's et al. (2002)
  31. 31What are the four basic components of the emotional intelligence model?Self, recognition, social, recognition
  32. 32What are the four combinations of social intelligence?Self+Recog=self awareness/confidence, social+recog= social awareness/empathy, self+reg= self-management/control, social+reg= social skills/influence
  33. 33What is the diverging learning style?Concrete experience and reflective observation. Able to examine things from different perspectives. Work best watching situations, gathers information to generate ideas and soultions
  34. 34How is the validity of test scores and personnel selection measured?Estimated by correlation between test scores and a criterion.
  35. 35What are characteristics of a diverging learner?Emotional, creative and enjoy working with people
  36. 36What does high and low validity of personnel selection mean?High means good diagnostic decisions, low means random.
  37. 37What are the desired results of a personnel selection test?Low scores + unqualified, high scores + qualified.
  38. 38What is converging learning style?Active experimentation and abstract conceptualism. Problem solvers, interested in solving practical issues, tend to not be emotional and prefer working with things over people
  39. 39What results do we not want from a personnel selection test?Low test score + qualified, high test score + unqualified.
  40. 40What is assimilating learning style?Prefer logical approach with concepts over emotion, able to understand a lot of information, organise it and integrate into logical format. Prefer theory to practical application
  41. 41What can be done to improve results of personnel selection tests?Moving criterion, however usually it make worse in some regard. Best to improve validity
  42. 42What are Smith and Kolb's (1986) three reasons people stick to a learning style?Personality, schooling, current job or task.
  43. 43What are the aims of a personnel selection test?Putting right person in right place, earn money/avoid cost for organisation, avoid cost for applicant
  44. 44Who said Kolb's experinetial learning theory gives a way for tutors to ensure teaching and learning is effective?Atherton (2002)
  45. 45Who said Kolb's experintial learning theory emphasizes learner, not just instructor?Jarvis (1995)
  46. 46What is the procedure of personnel selection tasks?Identifying requirements of job position, assessing required traits in applications, selecting applicants
  47. 47What is Roger's (1996) criticism of Kolb's Experiternal Learning Theory?Theory is too narrow, misses many factors such as learners goal
  48. 48What are the three diagnostic approaches?Trait, simulation, biographical
  49. 49Who found Kolb's experimental theory lacks empirical evidence?Jarvis (1995) and Tennant (1997)
  50. 50What is the trait approach?Assessment of personality traits, questionnaires or interviews
  51. 51What is the simulation approach?Assessment of relevant behaviours, occurs at assessment centre
  52. 52What is the biographical approach?Structured job interview, biographical questionaires
  53. 53Which diagnostic approach is the best at predicting job performance?Biographical
  54. 54What are the advantages of the cognitive ability test method?Best predictor of job success, training success, cheap to administer, very large data base across many jobs and skill levels
  55. 55What is Schmid and Hunter's (1998) say about cognitive ability tests?General mental ability measures are primary for hiring decisions, other methods are secondary.
  56. 56What is the strengths and weaknesses of work sample test?Incremental validity and high vailidity, but costly, suitable for only skilled works not novices.
  57. 57What do integrity tests assess?Counter-productive behaviour
  58. 58What are the strength and weakness of integrity tests?Low validity but high incremental validity. No correlation with general mental ability

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207 Individual Differences Flashcards on Work Place, created by Dooney on 18/05/2013.
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Dooney
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