Using the data above in the images and word document, answer the following:
1. Average PS scores for the whole sample,
males, females, non minorities, and minorities.
2. The correlation between PS scores and
performance ratings, and its statistical significance (r = .37 or higher is
needed for significance at p < .05).
3. Adverse impact (selection rate)
statistics for males and females, and non-minorities and minorities. Use a PS
score of 7 or higher as a hypothetical passing score (the score that might be
used to determine who will or will not be promoted).
4.
Average performance rating scores for the whole sample, males, females, non
minorities, and minorities. For each group, evaluate whether the performance
rating scores are different for subgroups of employees. Also evaluate whether
the magnitude of these differences is sizable enough to warrant concern for
Yellow Blaze.
Using
the data, results, and description of the study, answer the following
questions:
1.
Is the PS score a valid predictor of performance as a store manager? Do you see
any potential reasons why either the customer ser vice orientation measure or
knowledge of store operations measure might be problematic? In answering,
consider issues related to reliability and validity.
2.
With a cut score of 7 on the PS, would its use lead to adverse impact against
women? Against minorities? If there is adverse impact, does the validity
evidence justify use of the PS anyway?
3.
What limitations do you see in the current study design? Do you think that the
conclusions you would reach based on this sample of individuals who were
promoted to store man ag er would generalize to the population of all
salespeople who are being evaluated for promotion potential? Do you think that
the method of rating performance is sufficient as a criterion, and if so, why?
If not, what additional steps would you take to ensure that performance is
measured adequately?
4. Would you recommend that Yellow Blaze
use the PS score in making future promotion decisions? Why or why not? If you
said yes, can you think of anything the company could do to make these measures
even better than they are already? If you said no, can you think of any ways
that this system might be improved?
5.
One employee has raised questions regarding whether the performance ratings
themselves are biased. This employee has not made a formal legal complaint
against Yellow Blaze yet, but the organization wants to evaluate whether there
is reason for concern. Based on the calculations you made regarding the
differences for performance evaluation ratings for women relative to men, and
for minorities relative to non minorities, do you believe that there is reason
for the organization to be concerned regarding this issue? In other words, do
the data suggest that there is, in fact, a substantial difference in
performance evaluation ratings for different groups of employees? How should
the organization respond to this individual employee’s concerns?
