96645
| Question | Answer |
| The employment interview can be, what? | Unstructured or structured, latter being standardised |
| The employment interview can be, what? | Unstructured or structured, latter being standardised |
| What does the employment interview test? | Biographical and job-relevant knowledge in formal way |
| Interest method assesses interested, but what does this seem to be related to? | Job choice over job performance |
| What is graphology? | Analysis of handwritting |
| What 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 |
| What is the problem with reference check? | Legal issues, can be sued for giving a bad reference |
| When biographical information is assessed, which parts are used? | Job relevant |
| What is an assessment centre? | Series of tests, tasks, role plays, structured interviews, scored by several trained observers, last two or more days. |
| What are the four elements of Goleman's theory of emotional intelligence? | Self-awareness, self-regulation/management, social awareness, social-skills/management |
| In 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 |
| Assessment 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. |
| In Goleman's theory of Emotional Intelligence, which elements are recognition, and regulation? | Recognition; self-awareness, social awareness. Regulation; self-regulation/management, social skills/management |
| Who said a good leader has high emotional intelligence? | Goleman et al. (2005) |
| What 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. |
| How 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? |
| Who created the experimental learning theory? | Kolb (1981) |
| What 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 |
| What are the three learning processes in experimental learning theory? | Concrete experience, reflective observation, abstract conceptualization, active experimentation |
| Who said self-learning can build emotional intelligence or work place, but it's about discovering concepts? | Boyatyzis and Dosten (2002) |
| What is concrete experience? | Feeling, learning through new experience |
| What is reflective observation? | Watching, learning through thinkg back at past experiences or watching other's or other's experience |
| What is the problems with emotional intelligence in this context? | Goleman's model is a mixed model, unsure of key variables. Lacks empirical research |
| What is abstract conceptualisation? | Thinking, learning by creating theories to explain our observation and behaviour. |
| What is active experimentation? | Doing, learning from using theories to solve problems |
| What are the learning styles of experiential learning theory? | Accommodating, diverging, converging, and assimilating |
| What 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 |
| What did Salgado (2003) meta-analysis, find predicted job success? | Positive job performance predicted by high conscientiousness and low neuroticism |
| What 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. |
| Who created the model of emotional intelligence? | Goleman's et al. (2002) |
| What are the four basic components of the emotional intelligence model? | Self, recognition, social, recognition |
| What 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 |
| What 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 |
| How is the validity of test scores and personnel selection measured? | Estimated by correlation between test scores and a criterion. |
| What are characteristics of a diverging learner? | Emotional, creative and enjoy working with people |
| What does high and low validity of personnel selection mean? | High means good diagnostic decisions, low means random. |
| What are the desired results of a personnel selection test? | Low scores + unqualified, high scores + qualified. |
| What 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 |
| What results do we not want from a personnel selection test? | Low test score + qualified, high test score + unqualified. |
| What 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 |
| What can be done to improve results of personnel selection tests? | Moving criterion, however usually it make worse in some regard. Best to improve validity |
| What are Smith and Kolb's (1986) three reasons people stick to a learning style? | Personality, schooling, current job or task. |
| What are the aims of a personnel selection test? | Putting right person in right place, earn money/avoid cost for organisation, avoid cost for applicant |
| Who said Kolb's experinetial learning theory gives a way for tutors to ensure teaching and learning is effective? | Atherton (2002) |
| Who said Kolb's experintial learning theory emphasizes learner, not just instructor? | Jarvis (1995) |
| What is the procedure of personnel selection tasks? | Identifying requirements of job position, assessing required traits in applications, selecting applicants |
| What is Roger's (1996) criticism of Kolb's Experiternal Learning Theory? | Theory is too narrow, misses many factors such as learners goal |
| What are the three diagnostic approaches? | Trait, simulation, biographical |
| Who found Kolb's experimental theory lacks empirical evidence? | Jarvis (1995) and Tennant (1997) |
| What is the trait approach? | Assessment of personality traits, questionnaires or interviews |
| What is the simulation approach? | Assessment of relevant behaviours, occurs at assessment centre |
| What is the biographical approach? | Structured job interview, biographical questionaires |
| Which diagnostic approach is the best at predicting job performance? | Biographical |
| What 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 |
| What is Schmid and Hunter's (1998) say about cognitive ability tests? | General mental ability measures are primary for hiring decisions, other methods are secondary. |
| What is the strengths and weaknesses of work sample test? | Incremental validity and high vailidity, but costly, suitable for only skilled works not novices. |
| What do integrity tests assess? | Counter-productive behaviour |
| What are the strength and weakness of integrity tests? | Low validity but high incremental validity. No correlation with general mental ability |
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