When developing employment measures, it is a good idea to give raters some leeway to interpret the meaning of scores as fits the specific situation.
Question 1 options:
True
False
Question 2 (1 point)
Correlation coefficients can range from 0 to +1.
Question 2 options:
True
False
Question 3 (1 point)
Regulations on Affirmative Action programs do not apply to internal recruitment.
Question 3 options:
True
False
Question 4 (1 point)
Numerical ratings on employment tests or interviews are always objective measures.
Question 4 options:
True
False
Question 5 (2 points)
Which of the following is NOT an acceptable technique to increase diversity in recruiting?
Question 5 options:
Advertising in publications aimed at women and minority groups
Depicting women and minorities in recruiting materials
All of these are acceptable techniques
Setting specific quotas for the number of minorities who should apply
Question 6 (2 points)
Unlike KSAOs, competencies usually describe characteristics __________.
Question 6 options:
of organizational reward systems
of individuals that contribute to job performance
that are used for selecting individuals
that are broad and may include multiple factors
Question 7 (2 points)
The correlation coefficient expresses __________.
Question 7 options:
strength of the relationship between two variables
all of the above
direction of the relationship between two variables
causality of the relationship between two variables
both B & C
Question 8 (2 points)
Which method of recruiting is designed to be used when an organization is seeking a specific set of KSAOs?
Question 8 options:
Branded
Considerate
Realistic
Targeted
Question 9 (4 points)
List and explain 2 disadvantages to using an Internet-only recruiting strategy.
Question 9 options:
Question 10 (4 points)
Your boss asks you to explain how criterion-related validity would be used to evaluate an employment test for the job of box office supervisor. Provide a brief explanation to help her understand.
Dante Alighieri played a critical role in the literature world through his poem Divine Comedy that was written in the 14th century. The poem contains Inferno, Purgatorio, and Paradiso. The Inferno is a description of the nine circles of torment that are found on the earth. It depicts the realms of the people that have gone against the spiritual values and who, instead, have chosen bestial appetite, violence, or fraud and malice. The nine circles of hell are limbo, lust, gluttony, greed and wrath. Others are heresy, violence, fraud, and treachery. The purpose of this paper is to examine the Dante’s Inferno in the perspective of its portrayal of God’s image and the justification of hell.
In this epic poem, God is portrayed as a super being guilty of multiple weaknesses including being egotistic, unjust, and hypocritical. Dante, in this poem, depicts God as being more human than divine by challenging God’s omnipotence. Additionally, the manner in which Dante describes Hell is in full contradiction to the morals of God as written in the Bible. When god arranges Hell to flatter Himself, He commits egotism, a sin that is common among human beings (Cheney, 2016). The weakness is depicted in Limbo and on the Gate of Hell where, for instance, God sends those who do not worship Him to Hell. This implies that failure to worship Him is a sin.
God is also depicted as lacking justice in His actions thus removing the godly image. The injustice is portrayed by the manner in which the sodomites and opportunists are treated. The opportunists are subjected to banner chasing in their lives after death followed by being stung by insects and maggots. They are known to having done neither good nor bad during their lifetimes and, therefore, justice could have demanded that they be granted a neutral punishment having lived a neutral life. The sodomites are also punished unfairly by God when Brunetto Lattini is condemned to hell despite being a good leader (Babor, T. F., McGovern, T., & Robaina, K. (2017). While he commited sodomy, God chooses to ignore all the other good deeds that Brunetto did.
Finally, God is also portrayed as being hypocritical in His actions, a sin that further diminishes His godliness and makes Him more human. A case in point is when God condemns the sin of egotism and goes ahead to commit it repeatedly. Proverbs 29:23 states that “arrogance will bring your downfall, but if you are humble, you will be respected.” When Slattery condemns Dante’s human state as being weak, doubtful, and limited, he is proving God’s hypocrisy because He is also human (Verdicchio, 2015). The actions of God in Hell as portrayed by Dante are inconsistent with the Biblical literature. Both Dante and God are prone to making mistakes, something common among human beings thus making God more human.
To wrap it up, Dante portrays God is more human since He commits the same sins that humans commit: egotism, hypocrisy, and injustice. Hell is justified as being a destination for victims of the mistakes committed by God. The Hell is presented as being a totally different place as compared to what is written about it in the Bible. As a result, reading through the text gives an image of God who is prone to the very mistakes common to humans thus ripping Him off His lofty status of divine and, instead, making Him a mere human. Whether or not Dante did it intentionally is subject to debate but one thing is clear in the poem: the misconstrued notion of God is revealed to future generations.
References
Babor, T. F., McGovern, T., & Robaina, K. (2017). Dante’s inferno: Seven deadly sins in scientific publishing and how to avoid them. Addiction Science: A Guide for the Perplexed, 267.
Cheney, L. D. G. (2016). Illustrations for Dante’s Inferno: A Comparative Study of Sandro Botticelli, Giovanni Stradano, and Federico Zuccaro. Cultural and Religious Studies, 4(8), 487.
Verdicchio, M. (2015). Irony and Desire in Dante’s” Inferno” 27. Italica, 285-297.
Question 1: False. While some flexibility can be helpful, too much leeway in interpreting scores can lead to inconsistency and bias in evaluations. Clear scoring guidelines and standardized interpretation are generally preferred for employment measures.
Question 2: False. Correlation coefficients range from -1 to +1. The sign indicates the direction of the relationship (positive or negative), and the absolute value indicates the strength (closer to 1 means stronger).
Question 3: False. Affirmative Action regulations apply to all aspects of employment, including internal recruitment and promotions.
Question 1: False. While some flexibility can be helpful, too much leeway in interpreting scores can lead to inconsistency and bias in evaluations. Clear scoring guidelines and standardized interpretation are generally preferred for employment measures.
Question 2: False. Correlation coefficients range from -1 to +1. The sign indicates the direction of the relationship (positive or negative), and the absolute value indicates the strength (closer to 1 means stronger).
Question 3: False. Affirmative Action regulations apply to all aspects of employment, including internal recruitment and promotions.
Question 4: False. While numerical ratings seem objective, they are still based on human judgment and can be influenced by biases. The process of assigning the numbers may be objective, but the underlying judgment is often subjective.
Question 5: Setting specific quotas for the number of minorities who should apply. Quotas are illegal in employment. The other options are acceptable and often encouraged as ways to broaden the applicant pool.
Question 6: that are broad and may include multiple factors. Competencies are broader, more encompassing concepts than KSAOs (Knowledge, Skills, Abilities, and Other characteristics). They often represent clusters of KSAOs.
Question 7: all of the above. The correlation coefficient indicates both the strength and direction of a linear relationship between two variables. However, it does not imply causality.
Question 8: Targeted. Targeted recruiting focuses on attracting applicants with specific qualifications, often by using niche job boards or professional organizations related to the desired KSAOs.
Question 9: Two disadvantages of an Internet-only recruiting strategy:
- Limited Reach: An internet-only approach can exclude individuals without internet access or those less comfortable with online applications. This can disproportionately affect certain demographic groups and limit the diversity of the applicant pool.
- Overwhelming Volume of Applicants: Online job postings can generate a very high volume of applications, many of which may be unqualified. This can create a significant burden for recruiters and make it difficult to identify the most qualified candidates.
Question 10: Criterion-related validity demonstrates the relationship between a test score and job performance. To evaluate the box office supervisor test using criterion-related validity, you would:
- Administer the test to a sample of current box office supervisors (or a large group of applicants).
- Collect performance data for those supervisors. This could include measures like sales volume, customer satisfaction ratings, or performance evaluations.
- Calculate the correlation between test scores and the performance data. A strong positive correlation would indicate that the test is a valid predictor of job performance. For example, if supervisors who scored highly on the test also had higher sales volumes, this would support the test’s validity. This process helps determine if the test actually measures what it claims to measure in relation to success on the job.
