Question

3.) Describe why it might be important to study applicant reactions to the personnel selection process.

4.) Describe three research findings on reactions to Affirmative Action Programs.

5.) Describe diversity training.

6.) Describe the destructive leader

1.) Describe the difference between the need norm and the equality norm.

Answer 1

Ans 3) Applicant's reaction show us lot of qualities in employee which may be useful for the organisation. For eg: if a candidate would get over excited then it would be good to pay some attention him, if a candidate is steady then he can be good very the work requires lot of patience or efforts. Based on the reactions also some tasks can be handed over to them.

Ans 4) Affirmative action programs are designed to ensure equal employment opportunities for eg: there should be gender, racial, colour etc discrimination. i) one of the research says that the issue gets more complicated as some times the prejudices may not be because of colour ii) The in group attitude was not considered, as in why they are holding a particular belief. iii) It was also believed that whites are disadvantaged in this plan. (https://carlsonschool.umn.edu/news/research-examines-negative-reactions-affirmative-action-policies)

Ans 5) Diversity training - Diversity training is designed to facilitate positive intergroup interaction. It trains people in understanding how to handle different people coming from different cultural backgrounds.It promotes in identifying similarities rather than differences. This helps in creating good atmosphere which leads to the fulfillment of the goal.

Ans 6) A destructive leader takes wrong decision for his employees. They voilate the organizational policies. Their behaviour includes, bullying, harassing, exploiying and lying.