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UARK MPO MGMT 2103 Exam 2 Questions with Correct Answers
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UARK MPO MGMT 2103 Exam 2
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UARK MPO MGMT 2103 Exam 2Disaparate Treatment - answerexists when individuals in similar situations are
intentionally treated differently based upon race, color, religion, sex, national origin, age,
or disability status
Disparate Impact - answeroccurs when a neutral employment practice
disproportionately excludes a protected group from employment opportunities
Age Discrimination in Employment Act - answerProhibits employers from discriminating
against those 40 years and older in employment decisions because of age
Americans with Disabilities Act of 1990 - answerA law passed in 1990 that requires
employers and public facilities to make "reasonable accommodations" for people with
disabilities and prohibits discrimination against these individuals in employment.
How can companies allow differences in pay for the ame job? - answermerit, seniority,
quantity or quality of production
How long do you have to file with EEOC? - answer180 days
Understanding the Four-Fifths Rule - answer-Rule of thumb followed by the EEOC in
determining adverse impact for use in enforcement proceedings.
-According to the Uniform Guidelines, a selection program has an adverse impact when
the selection rate for any racial, ethnic, or sex class is less than four-fifths (or 80
percent) of the rate of the class with the highest selection rate.
-The four-fifths rule is not a legal definition of discrimination, rather it is used to monitor
severe discrimination practices.
Applying the Four-Fifths Rule - answer1.) Calculate the selection rates (S.R.) of each of
the two employee groups you are interested in
-For example, men vs. women
-S.R. = Total # hired / Total # applied (for each group)
2.) Compare the selection rates of two groups by calculating the "impact ratio" (I.R.):
S.R. of group with lower S.R.
I.R. = _____________________________
S.R. of group with higher S. R.
3.) Determine if S.R.'s are substantially different
-Occurs when the I.R. is less than .80, meaning that the S.R. of the group with the lower
S.R. is less than 80% (4/5ths) that of the group with the higher S. R.
, Bona Fide Occupational Qualification (BFOQ) - answerSuitable defense against a
discrimination charge only where membership in a protected class is
an actual qualification for performing the job
Measures of Selection Methods - answerReliability, Validity, Generalizability, Utility,
Legality
Selection Method: Reliability - answerthe degree to which a measure of physical or
cognitive abilities or traits is free from random error.
-Correlation coefficient is a measure of the degree to which two sets of numbers are
related.
---A perfect positive relationship equals +1.0
---A perfect negative relationship equals - 1.0
-Test-retest reliability is knowing how scores on the measure at one time relate to
scores on the same measure at another time.
Selection Method: Validity - answerthe extent to which a performance measure
assesses all and only the relevant aspects of job performance.
Selection Method: Generalizability - answerthe degree to which the validity of a
selection method established in one context extends to other contexts.
-3 Contexts:
---different situations (jobs or organizations)
---different samples of people
---different time periods
Selection Method: Utility - answerthe degree to which information provided by selection
methods enhances the effectiveness of selecting personnel.
Selection Method: Legality - answerAll selection methods must conform to existing laws
and legal precedents.
Concurrent Validation - answercriterion-related validity study in which a test is
administered to all the people currently on the job and then correlating test scores with
existing measures of each person's performance
Types of hiring practices - answerInterviews
Reference Checks
Biographical Information
Physical Ability Test
Cognitive Ability Test
Personality Inventories
Work-sample Tests
Honesty Test
Drug Tests
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