Case study You just became the head of staffing for BabyBots, a manu- facturer of small robots. You were surprised to learn that the company had never validated the manual dexterity test it uses to assess job candidates for its manufacturing jobs. You decided to do a concurrent validation study and ad- ministered the test to thirty manufacturing workers. Their scores are reported in Table 8-4, along with their ages, sex, race, and job performance ratings. You also calculated the correlation between the manual dexterity test and job per- formance to assess the test’s validity. You then examined the relationship between employees’ test scores and their performance ratings. The results of this analysis are shown in Tables 8-5 and 8-6.
TaBle 8-4 Validation Data for the Manual Dexterity Test employee Sex 1 0 2 0 3 1 4 0 5 1 6 0 7 0 8 0 9 1 10 1 11 1 12 1 13 1 14 0 15 1 16 1 17 0 18 0 19 1 20 1 21 1 22 0 Test Performance Race age Score Rating 0 35 36 90 1 32 44 95 0 44 50
952424993236468913352941455092048509323442832464489030408703948952314790149 3980047489214038790443880133367204346890364892122468923122402250226112711 28 0 1 29 0 2 30 1 1 Mean SD Min Max Range 19 48 94 23 48 94 27 36 74 18 46 85 26 44 79 21 50 95 23 34 70 28 44 83 34.07 43.97 86.73 9.33 5.54 7.91 18.00 32.00 70.00 49.00 52.00 95.00 31.00 20.00 25.00 Performance rating: 0 = 0, efficiency, 100 = 100, efficiency Sex: 0 = male; 1 = female Race: 0 = Hispanic; 1 = White; 2 = Black
aBle 8-5 Correlation Table Job age Test Performance Age Test Job Performance 1.00 0.12 1.00 0.18 0.86 1.00 2 28 32 70 Note: Correlations underlined and in bold indicate statistical significance at a level of p 6 .05.
What kind of relationship exists between employees’ scores on the manual dexterity tests and their performance rating? Suppose a candidate scored 44 on the manual dexterity test. The regression equation predicting job performance using the manual dexterity test is 32.465 + (1.234 x Manual Dexterity Test Score). What is the candidate’s predicted job performance? Assume that only candidates veith predicted performance above 85 are to be hired. This translates to a score of at least 43 on the manual de.erity test. Assume only those with scores above 43 were hired (20 of the 30 people in this sample). Would the use of this test have led to evidence of adverse impact based on sex or race? The relevant data on the 20 people exceeding the cutoff are presented in the case study on page 226. Given the validity results you found, would you recommend use of this test as a selection device? If so, how would you use it?
Sample Solution
Inspirational in an organisation is a perceived importance as an online journal titled, The Role of Inspirational Leadership in Geographically Dispersed Teams âthe positive relationship between inspirational leadership and individualsâ commitment to the team and trust in team members was strengthened in teams that were more dispersed suggesting that inspirational leaders are important in all contexts but that their importance is underscored in highly dispersed contexts â (Joshi, A, Lazarova, M. & Liao, H, 2009). This illustrates inspirational leadership is vital during motivating as management relationship are strengthen with employees to feel appreciated by the company, making workers work hard in giving something back. In my view, by being motivated workers are more satisfied producing quality services and products which can be demonstrated at Virgin. Furthermore according to a survey conducted by the chartered management institute âThe power to inspire is rated highest and desirable leadership qualities. The inspirational leader connects with the led, appreciates the capabilities of others and through trust will unlock the power in others â (Mullins 2005 p. 304).In context, inspirational can motivate as when working in a group for my marketing presentation it was the inspirations of the group and the connection that motivated me personally as we had to work together to achieve a fine advertising campaign. Having inspirations from individuals motivated me to work harder as we all strived to achieve a good end result of the advertising campaign giving me self satisfaction. A participative, visionary and inspirational style of leadership isn ââ¢t necessarily essential in motivating, for example a content theory of motivation is Maslow ââ¢s hierarchy of needs; what motivates the individual. Workers need to satisfy their basic physiological needs such as pay and condition, individuals would then work towards each level to gain self satisfaction in the form of motivation. When applying this conjecture to Virgin, the strength of Maslow ââ¢s theory is individuals have basic needs so applies to the majority. In theory, this resonance an effective way to motivate staff within Virgin as employees could fulfil their needs slowly working towards self actualization, for example a cabin crew may work hard to gain promotion. Yet, when applying Maslow ââ¢s theory into practice, it could be a difficult process as different people have diverse needs as well as the theo>
Inspirational in an organisation is a perceived importance as an online journal titled, The Role of Inspirational Leadership in Geographically Dispersed Teams âthe positive relationship between inspirational leadership and individualsâ commitment to the team and trust in team members was strengthened in teams that were more dispersed suggesting that inspirational leaders are important in all contexts but that their importance is underscored in highly dispersed contexts â (Joshi, A, Lazarova, M. & Liao, H, 2009). This illustrates inspirational leadership is vital during motivating as management relationship are strengthen with employees to feel appreciated by the company, making workers work hard in giving something back. In my view, by being motivated workers are more satisfied producing quality services and products which can be demonstrated at Virgin. Furthermore according to a survey conducted by the chartered management institute âThe power to inspire is rated highest and desirable leadership qualities. The inspirational leader connects with the led, appreciates the capabilities of others and through trust will unlock the power in others â (Mullins 2005 p. 304).In context, inspirational can motivate as when working in a group for my marketing presentation it was the inspirations of the group and the connection that motivated me personally as we had to work together to achieve a fine advertising campaign. Having inspirations from individuals motivated me to work harder as we all strived to achieve a good end result of the advertising campaign giving me self satisfaction. A participative, visionary and inspirational style of leadership isn ââ¢t necessarily essential in motivating, for example a content theory of motivation is Maslow ââ¢s hierarchy of needs; what motivates the individual. Workers need to satisfy their basic physiological needs such as pay and condition, individuals would then work towards each level to gain self satisfaction in the form of motivation. When applying this conjecture to Virgin, the strength of Maslow ââ¢s theory is individuals have basic needs so applies to the majority. In theory, this resonance an effective way to motivate staff within Virgin as employees could fulfil their needs slowly working towards self actualization, for example a cabin crew may work hard to gain promotion. Yet, when applying Maslow ââ¢s theory into practice, it could be a difficult process as different people have diverse needs as well as the theo>
