This article made me think back to Criterion Development with Dr. T. It is interesting that even the courts struggle with some of our terminology. The criterion problem is an immensely difficult thing to completely understand. Do you think we will ever get to a point where we measure performance directly, and consistently (i.e., not just annually or quarterly)? Walmart now has a system where they can track how much time it takes them to scan each product, check a customer out, sales per customer, sales per hour, etc. This seems to me like extreme micromanagement but would probably provide useful data for this purpose.
Do you think that the fact that legal guidelines are more clear for selection tools and less so for performance appraisals when making decisions about individuals is an influence on the criterion problem in psychology?
Why do you think that legal guidelines are more clear for selection than for performance appraisals? It seems to me that companies would get sued more often for wrongful termination than for discriminatory hiring.
That is a good question Amy, but think about how difficult it would be to validate the ratings of the supervisor. I found the recommendations at the end of the article helpful.
The authors site Cascio and Bernardin (1981) as recommending that an objective measure such as absenteeism be used as a criterion for validating subjective performance ratings. I don't think Barrett and Kernan addressed it, but doesn't this solution raise issues of criterion contamination? It seems that a very good employee might have had a situation in which their attendance was temporarily poor.
The Brito v. Zia (1973) case later was noticed to not have discussed any of the selection tool/process validation or use of the Uniform Guidelines. Since 1973, is there more consistent discussion and evaluation of selection tools and their validity and reliability in the determination of discrimination? Does the court system look down upon non-updated or old JAs?
It was an interesting point that sometimes “hard” measures of employee performance can sometimes become subjective. What do you think is the appropriate was of foreseeing/managing this possibility?
This article made me think back to Criterion Development with Dr. T. It is interesting that even the courts struggle with some of our terminology. The criterion problem is an immensely difficult thing to completely understand. Do you think we will ever get to a point where we measure performance directly, and consistently (i.e., not just annually or quarterly)? Walmart now has a system where they can track how much time it takes them to scan each product, check a customer out, sales per customer, sales per hour, etc. This seems to me like extreme micromanagement but would probably provide useful data for this purpose.
ReplyDeleteDo you think that the fact that legal guidelines are more clear for selection tools and less so for performance appraisals when making decisions about individuals is an influence on the criterion problem in psychology?
ReplyDeleteWhy do you think that legal guidelines are more clear for selection than for performance appraisals? It seems to me that companies would get sued more often for wrongful termination than for discriminatory hiring.
ReplyDeleteThat is a good question Amy, but think about how difficult it would be to validate the ratings of the supervisor. I found the recommendations at the end of the article helpful.
ReplyDeleteThe authors site Cascio and Bernardin (1981) as recommending that an objective measure such as absenteeism be used as a criterion for validating subjective performance ratings. I don't think Barrett and Kernan addressed it, but doesn't this solution raise issues of criterion contamination? It seems that a very good employee might have had a situation in which their attendance was temporarily poor.
ReplyDeleteThe Brito v. Zia (1973) case later was noticed to not have discussed any of the selection tool/process validation or use of the Uniform Guidelines. Since 1973, is there more consistent discussion and evaluation of selection tools and their validity and reliability in the determination of discrimination?
ReplyDeleteDoes the court system look down upon non-updated or old JAs?
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ReplyDeleteIt was an interesting point that sometimes “hard” measures of employee performance can sometimes become subjective. What do you think is the appropriate was of foreseeing/managing this possibility?
ReplyDelete