XBP 3105 Review Questions (4) (Protected View) Word rences Mailings Review View
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XBP 3105 Review Questions (4) (Protected View) Word rences Mailings Review View Help Grammarly T Tell me what you want to do contain vituses Unles, ou need to edit its safer to stay in Protected Vew Enable Editing w.Enable Editing Review Questions - Ch 11 The U. S. Federal government provides protections against discrimination in the employment setting for various groups. Discuss at least three of these laws and provide examples of a behavior that would be prohibited by the laws you present. 1. Discuss the difference between structured and unstructured interviews. Which would you recommend to garner the greatest accuracy in selecting candidates? Continue your response by discussing situational and behavioral interviews. Which of these is best and why? 2. What is the difference between functional and dysfunctional turnover? What is the relationship between turnover and employee separations? 3. 1 19Explanation / Answer
1. In USA there are few laws created by Federal systems and state systems to protect rights of people and prohibited discrimination based on certain characteristics. The US constitution prohibits any kind of discrimination by federal and state governments against their employees. Such laws includes:
2. The process of structured interviews conducted in a common way, the kind of questions, the approach, the practices all are predefined and a common way to all. These are used to collect the basic information about the candidates who came for interviews. Particularly when the number of candidates are large in number, the vacancy is not must profiessionalized one, this type of interviews are preferable by the employer. The answers will be closed ended, questions will be straight, and used to test the technical knowledge of people.
On the other hand, unstructured interviews are those which do not have any predefined questions. The interviewee do not prepare any set of questions before the interview, the questions will be placed spontaneously, based on the person resume, interestes, hobbies, priorities, and related to profession. Most of these questions are explanatory and descriptive in nature, the answers are open ended. The diseminated information is going to be use to select or reject a candidate. The jobs which requires high stress, knowledge and thinking levels, management activities, which are non-repetetive in nature, to select those candidates these kind of interviews are suitable.
Both are good and acceptable ways of interview methods, it is not about whcih is good or bad. It depends on the people who proceed and who followed the methods in correct ways.
As of my knowledge behavioral tests are more important than situational. Because, situations changes regularly, but behavior and attitude of the people never lost. Hence, if we select a candidate who is having good attitude and behavior, they will take care of everything.
3. In regards voluntary turnover, it concern about the employees who exit, quit, resign or retire form a job. Some times, some of the voluntary turnover can be considered as dusfunctional turnover, due to the reason that separation of employees who are highly skilled and perform well within the business. It shows negative impacts on the business by taking away top producers
When the employee seperation is higher, the turnover higher and vice versa.
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