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Question 1.
A) What is reliability and why as I/O psychologist should we be conc
Question 1.
A) What is reliability and why as I/O psychologist should we be concerned about it? In your answer please provide at least one relevant workplace example where I/O psychologist will be concerned about reliability and why that is the case.
B) What is validity and why as I/O psychologist should we be concerned about it? In your answer please briefly explain how validity is different than reliability.
C) Pretend you are working for me in company X. I am not knowledgeable in I/O psychology, but I know that criterion related validity is important. Can you explain to me what criterion validity is and how to get evidence of it.
Question 2.
A) Within the context of this class please briefly define what are individuals differences.
B) We discussed quite a few individuals’ differences, please briefly discuss 3 individuals’differences that are job relevant. In other words, pick 3 and give a 1-2 sentence definition for each. After briefly explain why you believe each of those 3 are job relevant (i.e people high on this will preform better or this is needed on a job etc)
C) For 1 of those individual differences you discuss above, please briefly describe how you plan to measure it (survey, observation etc)
Question 3.
A) Briefly describe what is the ultimate (theoretical) criterion and how it differs from the actual criterion
B) What is criteria contamination? Please provide an example of this and explain why this is criteria contamination?
C) What is criteria deficiency? Please provide an example of this and explain why this is criteria deficiency.
Question 4.
A) What is task performance? Please provide an example of this.
B) What are OCBs/ Contextual performance? Please provide an example of this.
C) What are CWBS/Counter productive work behaviors? Please provide an example of this.
D) Which of task performance, Ocbs/Contextual performance or CWBS will you give the most importance to with regards to evaluating an employee’s job performance and why? There is no right or wrong answer here, rather I want to see whether you can convince which of these three should be weighed the most when evaluating job performance.
Question 5.
A) What is 1 benefit and 1 disadvantages of using supervisors for performance ratings?
B) What is a 1 benefit and 1 disadvantage of using peers for performance ratings?
C) What is 1 benefit and 1 disadvantage of using self-rating for performance ratings?
D) When considering the above, why is 360 feedback consider a better choice than focusing on only 1 source of feedback? In your answer please briefly describe what 360 feedback is.
Question 6.
A) What is the five factor model for personality? Please briefly define each of the five factors
B) Pick 2 of those factors and explain why they can be relevant to a job. In other words how can these personality factors influence job performance
C) Overall do you believe organizations should assess personality of job applicants as a selection tool? Yes or no. There is no right or wrong answer here, rather I am assessing your ability to support your argument.
ONLY ANSWER 3 QUESTIONS FROM HERE. KEEP IT SIMPLE AND SWEET. PLEASE DO NOT PLAGIARISE!!!! THE SLIDES ARE ATTACHED
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