Work Group Reactions to New Members: Tool or Trap in Making Selection Decisions?

1984 ◽  
Vol 13 (4) ◽  
pp. 485-493 ◽  
Author(s):  
James W. Fairfield-Sonn
Keyword(s):  
Theoretical Model ◽  
Selection Process ◽  
Work Group ◽  
Employee Selection ◽  
Diagnostic Model ◽  
New Members ◽  
Practical Applications ◽  
Selection Decisions ◽  
Different Types ◽  
Specific Position

While most models of the employee selection process emphasize the need to match individuals with organizations, this paper goes a step further by suggesting work group reactions to new members should also be considered in making these decisions. A theoretical model for predicting these reactions is presented. The model suggests a group's receptivity to a new member in general and the nature of the specific position to be filled will interact to create four different types of reactions. These reactions are acceptance, avoidance, confrontation, or nurturance. After the diagnostic model is described, several practical applications of the model are discussed.

Transition Times in Memory

2018 ◽  
Author(s):  
Donatella della Porta ◽  
Massimiliano Andretta ◽  
Tiago Fernandes ◽  
Eduardo Romanos ◽  
Markos Vogiatzoglou
Keyword(s):  
Theoretical Model ◽  
Social Movement ◽  
Transition Period ◽  
Two Dimensions ◽  
Democratic Regime ◽  
Organizational Models ◽  
Different Types ◽  
Transition Times ◽  
Movement Participation

The second chapter covers the main characteristics of transition time in the four countries: Italy, Greece, Spain, and Portugal. After developing the theoretical model on paths of transition, with a focus on social movement participation, the chapter looks at social movements and protest events as turning points during transition, covering in particular the specific movement actors, their organizational models, and their repertoires of action and frames. The chapter focuses on two dimensions: the role of mobilization in the transition period, which implies the analysis of how elites and masses interact, ally, or fight with each other in the process, and the outcome of transitions as continuity versus rupture of the democratic regime vis-à-vis the old one. It concludes by elaborating some hypotheses on how different modes of transition may produce different types and uses of (transition) memories.

scholarly journals Exploring the Impact of Applicants’ Gender and Religion on Principals’ Screening Decisions for Assistant Principal Applicants

2009 ◽  
Vol 4 (1) ◽  
Author(s):  
Susan C. Bon
Keyword(s):  
High School Principals ◽  
Assistant Principals ◽  
Selection Process ◽  
Leadership Positions ◽  
Employment Selection ◽  
Female Principals ◽  
Selection Decisions ◽  
Potential Impact ◽  
And Gender ◽  
The Impact

In this experimental study, a national random sample of high school principals (stratified by gender) were asked to evaluate hypothetical applicants whose resumes varied by religion (Jewish, Catholic, nondenominational) and gender (male, female) for employment as assistant principals. Results reveal that male principals rate all applicants higher than female principals and that the gender and religion of applicants failed to negatively or positively affect principals’ evaluations. These results suggest that discrimination based on an applicant’s gender and religion failed to be manifested during the pre-interview stage of the selection process. The paper concludes with a theoretical discussion of the distinction between explicit and implicit prejudice, and encourages future researchers to investigate the potential impact of prejudice on employment selection decisions and to consider whether schools should promote diversity in leadership positions.

scholarly journals GenC: A Fast Tool for Applications Involving Belief Revision

2020 ◽  
Author(s):  
Aaron Hunter ◽  
John Agapeyev
Keyword(s):  
Theoretical Model ◽  
Parallel Processing ◽  
Incomplete Information ◽  
Belief Revision ◽  
Hamming Distance ◽  
Difference Operators ◽  
Practical Applications ◽  
Reasoning System ◽  
Extensive Class

The process of belief revision occurs in many applications where agents may have incorrect or incomplete information. One important theoretical model of belief revision is the well-known AGM approach. Unfortunately, there are few tools available for solving AGM revision problems quickly; this has limited the use of AGM operators for practical applications. In this demonstration paper, we describe GenC, a tool that is able to quickly calculate the result of AGM belief revision for formulas with hundreds of variables and millions of clauses. GenC uses an AllSAT solver and parallel processing to solve revision problems at a rate much faster than existing systems. The solver works for the class of parametrised difference operators, which is an extensive class of revision operators that use a weighted Hamming distance to measure the similarity between states. We demonstrate how GenC can be used as a stand-alone tool or as a component of a reasoning system for a variety of applications.

scholarly journals An effective selection process is the key to quality job positions occupation conditional for long-term competitiveness

2019 ◽  
Vol 24 (24) ◽  
pp. 5-9
Author(s):  
Katarína Stachová ◽  
Zdenko Stacho ◽  
Zuzana Papulová ◽  
Marek Jemala
Keyword(s):  
Labor Market ◽  
Selection Process ◽  
Employee Selection ◽  
Business Environment ◽  
Positive Trend ◽  
Roles And Responsibilities ◽  
Current State ◽  
Rapid Changes ◽  
Effective Selection

Abstract The need for adaptation to rapid changes in the business environment, both on the part of employees and employers, implies dealing with new challenges, acquisition of new knowledge and skills and assumption of new roles and responsibilities. The base for companies is the availability of qualified human resources, which is ensured by the human resource management department mainly through an effective process of employee selection. The paper is oriented at the analysis of the current state of focus of organizations operating in Slovakia on systematicity and complexity of the selection process, the existence of an effective internal labor market and the regularity of development of used selection tools in the context of technological progress and changes in labor market requirements in regions of Slovakia. Results of the survey on (n = 343) enterprises show a positive trend, an increase of more than 10 percent in the orientation towards improvement of the process of employee selection, but on the other side it also confirm an increase in disparities between individual regions of Slovakia, some regions (Eastern Slovakia) progress much slower than the developed ones (Bratislava).

scholarly journals Challenges in Recruitment and Selection Process: An Empirical Study

Challenges ◽  
2019 ◽  
Vol 10 (2) ◽  
pp. 35 ◽  
Author(s):  
Sophia Diana Rozario ◽  
Sitalakshmi Venkatraman ◽  
Adil Abbas
Keyword(s):  
Empirical Study ◽  
Knowledge Economy ◽  
Employee Retention ◽  
Selection Process ◽  
Employee Selection ◽  
Critical Factors ◽  
Recruitment And Selection ◽  
The Right ◽  
Interview Panel ◽  
Critical Aspects

Today’s knowledge economy very much depends on the value created by the human resource of an organisation. In such a highly competitive environment, organisations have started to pay much attention to the recruitment and selection process, as employees form their main asset. However, the critical factors involved in the employee selection process is not well studied. Previous studies on the recruitment and selection process have been performed mainly to study the performance of the employees and the criteria attracting the right talent leading to employee retention and organizational efficiency. The distinction of this paper is that it studies the existing recruitment and selection process adopted by tertiary and dual education sectors in both urban and regional areas within Australia. The purpose of this research is to conduct an empirical study to identify the critical aspects of the employee selection process that can influence the decision based on different perspectives of the participants such as, hiring members, successful applicants as well as unsuccessful applicants. Various factors such as feedback provision, interview panel participation and preparations, relevance of interview questions, duration and bias were analysed and their correlations were studied to gain insights in providing suitable recommendations for enhancing the process.

Criminal history and the workplace: a pathway forward

2019 ◽  
Vol 38 (5) ◽  
pp. 494-504 ◽  
Author(s):  
Nicole C. Jones Young ◽  
Ann Marie Ryan
Keyword(s):  
Design Methodology ◽  
Selection Process ◽  
Employee Selection ◽  
Criminal History ◽  
Job Seekers ◽  
Criminal Records ◽  
Content Type ◽  
Relevant Topic ◽  
Conducting Research ◽  
Specific Barriers

Purpose The purpose of this paper is to summarize some of the key gaps in knowledge regarding the use of criminal records in employee selection and post-hire challenges that those with a criminal record may continue to face. Design/methodology/approach This paper is a general review and introduction to the special issue on criminal history and employment. Findings The authors suggest that understanding the “what,” “how,” “why” and “who” may provide researchers with increased clarity regarding the relevance and use of criminal records within the employee selection process. Research limitations/implications The authors encourage researchers to explore the management constructs and theories to understand how they may operate and affect this population upon entry into the workplace. Additionally, the authors discuss some of the methodological challenges and considerations related to conducting research on this population. Originality/value While researchers continue to seek and better understand the experiences of job seekers with criminal records and specific barriers to fulfilling work, there are many aspects of the pre- and post-employment experience that are not yet well examined. This paper provides a pathway forward for management researchers within the area of criminal history and employment, an understudied yet relevant topic.

A Multicriteria Multilevel Group Decision Method for Supplier Selection and Order Allocation

2012 ◽  
Vol 3 (1) ◽  
pp. 81-105 ◽  
Author(s):  
Mariya A. Sodenkamp ◽  
Leena Suhl
Keyword(s):  
Supplier Selection ◽  
Group Decision ◽  
Selection Process ◽  
Large Body ◽  
Decision Makers ◽  
Order Allocation ◽  
Decision Factors ◽  
Selection Decisions ◽  
Allocation Decisions

Supplier selection is an integral part of supply chain management (SCM). It plays a prominent role in the purchasing activity of manufacturing and trading companies. Evaluation of vendors and procurement planning requires simultaneous consideration of tangible and intangible decision factors, some of which may conflict. A large body of analytical and intuitive methods has been proposed to trade off conflicting aspects of realism and optimize the selection process. In the large companies the fields of decision makers’ (DMs) expertise are highly distributed and DMs’ authorities are unequal. On the other hand, the decision components and their interactions are very complex. These facts restrict the effectiveness of using the existing methods in practice. The authors present a multicriteria decision analysis (MCDA) method which facilitates making supplier selection decisions by the distributed groups of experts and improves quality of the order allocation decisions. A numerical example is presented and applicability of the proposed algorithm is demonstrated in the Raiffeisen Westfalen Mitte, eG in Germany.

scholarly journals Social Media Posts About Racism Leads to Evaluative Backlash for Black Job Applicants

2020 ◽  
Vol 6 (4) ◽  
pp. 205630512097836
Author(s):  
Simon Howard ◽  
Kalen Kennedy ◽  
Francisco Tejeda
Keyword(s):  
Social Media ◽  
Social Networking ◽  
Social Networking Sites ◽  
Selection Process ◽  
Black Americans ◽  
Employee Selection ◽  
Racial Group ◽  
Job Applicants ◽  
Cover Letter ◽  
Future Directions

Black Americans post about race and race-related issues on social media more than any other racial group. In this study, we investigated whether Black Americans who post about racism on social networking sites (i.e., Facebook) experience evaluative backlash during the employee selection process. Participants ( N = 154) were given a Black job candidate’s cover letter, resume, and a scanned printout of their social media. Depending on what condition they were randomly assigned to, the applicant’s social media contained posts about racism or posts that were race neutral. Results indicated that Black individuals whose posts were about racism were evaluated less favorably than Black individuals whose posts were race neutral. Specifically, they were perceived as being less likable. In addition, Black individuals whose social media posts were related to racism were less likely to be offered an interview for a job. Implications, limitations, and future directions are discussed.

Effect of Prejudice and References on Employee Selection Process: Empirical Evidence from Pakistan

2019 ◽  
Vol 20 (6) ◽  
pp. 1344-1360
Author(s):  
Abdul Waheed ◽  
Jianhua Yang
Keyword(s):  
Banking Sector ◽  
Selection Process ◽  
Employee Selection ◽  
Final Analysis ◽  
Primary Data ◽  
Human Resource Managers ◽  
Analytic Hierarchy ◽  
Line Managers ◽  
Resource Managers ◽  
Research Findings

Hiring is likely a more critical process for an organization, which might be possible through distinct procedures. Simultaneously, employee selection process has vital importance in which organizations adopt numerous methods and techniques to assess the dynamic individual. Many researchers have claimed that there are diverse factors that affect the employee selection process. Despite, this study investigates the effect of prejudice and references on the employee selection process within the context of banking sector in Pakistan. To this end, primary data were collected through questionnaire distribution among 400 human resource managers of all levels, that is, top, middle and first-line managers within the period of October 2015 to May 2016. Subsequently, 310 surveys were acquired for final analysis that indicates 78 per cent accuracy in the response rate. Furthermore, descriptive statistics, correlation analysis and analytic hierarchy process (AHP) techniques were applied to research findings using Statistical Package for the Social Sciences (SPSS. 20.0). It is revealed that prejudice (P) and reference (R) have a significant correlation on the employee selection process. However, the levels of intensity are quite different in each sub-attribute as thereafter demonstrated hierarchically. Finally, our research proposes few future studies for the research scholars and practitioners.

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