Due 11/29/15 at 9pm
Attached is the question outline given to us by the instructor in class. Also attached is the assignment below.
Bullet all sections
Working With Employees: An I/O Commentary on Real World Problems
This required Portfolio assignment will give you experience observing and interacting with people outside of the classroom. It has been designed to provide you with the opportunity to develop skills, synthesize knowledge, and integrate learning in a real world setting. This assignment accomplishes that goal by challenging you to:
· Conduct a 30-minute, semi-structured interview with a manager
· Identify common challenges and issues that arise in the workplace
· Evaluate strategies for addressing these challenges
· Integrate your findings with evidence-based literature from journal articles, textbook, and additional scholarly sources.
Objective: This assi
What You Can/Can’t Ask – Legal/Illegal Interview Questions
IMPORTANT – All settings, including informal gatherings with agency staff who are not members of the recruitment process , are considered to be part of the interview of candidate.
Everyone who will have contact with candidates should be made aware of areas of inquiry that are not appropriate or illegal questions that should not be asked in order to avoid non-compliance issues.
AREA OF
LEGAL
ILLEGAL
INQUIRY
Address/
CAN ASK:
IT IS ILLEGAL TO ASK/REQUEST:
Housing/Length
•
Place and length of current and previous address
•
Specific inquiry into foreign addresses that would
of Residence
(“How long have you lived in [city]”)?
indicate national origin
• For applicant’s phone number or how s/he can be
• Names or relationship of persons with whom
reached
applicant resides
• Whether applicant rents or owns home
Age
BEFORE HIRING ONLY:
IT IS ILLEGAL TO ASK/REQUEST:
• If a minor, require proof of age in the form of a
• About the age or age group or date of birth of the
work permit or a certificate of age
applicant
• If age is a legal requirement, can ask “If hired, can
• Birth certificate or baptismal record before hiring
you furnish proof of age?” or a statement that hire
• Questions that would tend to identify persons
is subject to verification of age
between 40 and 60 years of age.
• Whether or not an applicant is younger than the
employer’s regular retirement age
AFTER HIRING ONLY:
• Require proof of age by birth certificate
Ancestry/
CAN ASK:
IT IS ILLEGAL TO ASK/REQUEST
Birthplace/
•
“After employment, can you submit a birth
•
If an applicant is native-born or naturalized
National Origin
certificate or other proof of U.S. citizenship or
•
The birthplace of applicant
other proof of the right to remain in or work in the
•
Questions which identify customs or denomination
U.S.?”
•
About birthplace of his/her parents, grandparents
•
About foreign language skills (reading, speaking,
and/or spouse or other relatives
and/or writing) if relevant to the job
• Require applicant submit a birth certificate or
Be sensitive to cultural differences
naturalization or baptismal record before
employment
•
Do not assume mispronunciation of English as a
•
About any other inquiry into national origin (for
lack of education
applicant or his or her spouse or parents; maiden
•
Do not interpret silence as inability or unwillingness
name of wife or mother)
•
First language
• Date of arrival in U.S.
•
Port of entry
Citizenship
CAN ASK:
IT IS ILLEGAL TO ASK/REQUEST
•
Whether a U.S. citizen
• “Of what country are you a citizen?”
•
If no, whether intends to become one
• If native born or naturalized (for applicant or his or
• If you are not a U.S. citizen, do you have the legal
her parents or spouse)
• Proof of citizenship before hiring
right to remain permanently in the U.S.?
• If not a citizen, are you prevented from lawfully
• Whether parents and/or spouse is native born or
becoming employed because of visa or immigration
naturalized
status?
• Date of citizenship (for applicant or his or her
• If spouse is a citizen
parents or spouse)
• Statement that, if hired, applicant may be required
to submit proof of citizenship.
AFTER HIRING ONLY:
•
Require proof of citizenship
Credit Rating
NO questions may be asked regarding credit.
You may not ask ANY questions regarding credit.
Criminal Record
CAN ASK:
IT IS ILLEGAL TO ASK/REQUEST
(Arrests and
• About actual convictions other than misdemeanors
•
To inquire about arrests without convictions
Convictions)
that relate reasonable to fitness to perform a
• Check into a person’s arrest, court, or conviction
particular job
record if not substantially related to functions and
• About convictions or imprisonment if crimes relate
•
responsibilities of the particular job in question.
to job duties and conviction or release from
About any involvement in demonstrations
imprisonment occurred within the last ten years
Disabilities
Accommodations for the interview must be provided.
AN EMPLOYER
(continued on
Be careful how applicants with disabilities are
The Rehabilitation Act of 1973 forbids employers from
next page)
asking job applicants general questions about whether
evaluated. Do not make judgments based on
they are disabled or asking them about the nature and
communication skills of people with hearing and
severity of their disabilities.
speech impairments.
To inquire for the purpose of determining applicant’s
Don’t ask the applicant about what kind of
accommodation(s) he or she may need until after the
capability to perform the job. (Burden of proof for non-
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AREA OF
LEGAL
ILLEGAL
INQUIRY
Disabilities
discrimination lies with the employer.)
interviewer has established that the applicant is
(continued from
CAN ASK:
qualified for the job and is considering that person for
previous page
employment.
•
Whether or not applicant is able to carry out all
An employer must be prepared to prove that any
necessary job assignments/functions and perform
physical and mental requirements for a job are due to
them in a safe manner
“business necessity” and the safe performance of the
“How would you perform this particular task?”
job.
CAN INVITE:
•
gnment is designed to help you identify common problems that managers face when dealing with employees, and the solutions that managers use in an attempt to solve those problems. This assignment will also give you an opportunity to evaluate the efficacy of the solutions from a practical perspective and from the perspective of research in Industrial/Organizational psychology.
Step 1: Identify someone in your community who is a manager. This should be someone who is responsible for recruiting and/or selecting employees, supervising employees, and evaluating employee performance.
Step 2: Conduct a 30-minute interview with the manager. In your interview, be sure to cover the following questions:
· What are some of the common problems that you have experienced with employees? Be sure to steer the discussion toward relevant topics such as recruitment, employee selection, employee motivation, employee training, job attitudes, giving feedback, creating incentives, managing conflict, and so forth.
· Identify two major problems that the manager mentions and ask how he or she has responded to those problems. What solutions has the manager tried? Have the solutions worked?
Step 3: Using scholarly sources such as your textbook and professional journal articles that you find in the University Library, research the two problems mentioned by the manager. What does the field of I/O say about these types of problems or issues? What recommendations might you make to the manager?
Document your interview and your library research in a 1,050- to 1,400-word paper. Your paper should consist of the following parts:
· An introduction, describing the individual that you interviewed and his/her position
· A summary of the interview focusing on the two major problems and attempted solutions
· A scholarly commentary with recommendations from the perspective of I/O psychology
Be sure to include at least five scholarly references in your paper. Provide a list your specific interview questions as an Appendix. Format your paper according to APA guidelines.
