MGMT 104 Chapter Notes - Chapter 3: Confirmation Bias, Linkedin, Investment Banking
Document Summary
Thin slices = small moments of observation that are used to make bigger observations. Case i(cid:374)te(cid:396)(cid:448)ie(cid:449)s a(cid:374)d (cid:271)(cid:396)ai(cid:374)tease(cid:396)s a(cid:396)e e(cid:395)uall(cid:455) useless (cid:271)e(cid:272)ause the(cid:455) (cid:272)a(cid:374)"t p(cid:396)edi(cid:272)t ho(cid:449) (cid:272)a(cid:374)didates (cid:449)ill pe(cid:396)fo(cid:396)(cid:373) at a job. A century of science points the way to an answer. Bad: unstructured job interviews are bad at predicting how someone will perform on the job (r2 = 0. 14) Good: work sample test = best predictor of how someone will perform in a job, test of general cognitive ability = second best predictor of how someone will perform in a job. Tests of general cognitive ability work because general cognitive ability includes the capacity to learn, and the combination of raw intelligence and learning ability makes people successful in most jobs. Sat consistently underpredicts how women and non-whites perform in college: structured interviews = next best predictor of how someone will perform in a job.
