Employment Testing Scoring Guide CRITERIA  NON-PERFORMANCE  BASIC  PROFICIENT  DISTINGUISHED  Describe important issues in the case. Does not identify important issues in the case. Identifies but does not discuss important issues in the case. Describes important issues in the case. Analyzes important issues in the case.  Discuss the outcome of the case. Does not discuss the outcome of the case. Identifies the outcome of the case.  Discusses the outcome of the case.  Evaluates the outcome of the case.  Discuss the evidence of discriminatory effects. Does not discuss the evidence of discriminatory effects. Discusses discriminatory effects; discussion does not connect effect to evidence. Discusses the evidence of discriminatory effects. Analyses the evidence of discriminatory effects.  Discuss court distinctions. Does not list court distinctions. Lists but does not discuss court distinctions. Discusses court distinctions. Analyzes court distinctions.  Discuss personal opinion on the outcome of the case. Does not discuss any opinion on the outcome of the case. Discusses general opinion on the case. Discusses personal opinion on the outcome of the case. Evaluates personal opinion on the outcome of the case.  Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession. Does not communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession. Communicates in a manner that is professional for members of the human resource profession, but manner is not scholarly as there is inconsistency with grammar and mechanics. Communicates in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession. Communicates in a manner that is scholarly and professional that addresses the intended audience and is free of grammatical and mechanical errors.  1 of 2 [email protected] PSYCHOLOGY OF LEARNING AND THE LEARNER– EPY 7080 Test 1 Study Guide Chapter 1 – Perspectives on Learning • What is a theory? What is the purpose of a theory? • Give an example of a theory that might be relevant in the classroom. Chapter 3 & 4 – Behaviorist Views of Learning • What are the basic assumptions of Behaviorism? • Classical Conditioning: o Who was Ivan Pavlov? o What is classical conditioning? o What do the following terms mean and how do they relate in classical conditioning? ▪ Unconditioned Stimulus ▪ Unconditioned Response ▪ Neutral Stimulus ▪ Conditioned Stimulus ▪ Conditioned Response o What is Generalization? o What is Extinction? o Give an example of classical conditioning that is relevant to teaching and learning? o Give an example of generalization that is relevant to teaching and learning? o Give an example of extinction that is relevant to teaching and learning? • What is the basic prin ...

1. Employment Testing Scoring Guide
CRITERIA
NON-PERFORMANCE
BASIC
PROFICIENT
DISTINGUISHED
Describe important issues in the case.
Does not identify important issues in the case.
Identifies but does not discuss important issues in the case.
Describes important issues in the case.
Analyzes important issues in the case.
Discuss the outcome of the case.
Does not discuss the outcome of the case.
Identifies the outcome of the case.
Discusses the outcome of the case.
Evaluates the outcome of the case.
Discuss the evidence of discriminatory effects.
Does not discuss the evidence of discriminatory effects.
Discusses discriminatory effects; discussion does not connect
effect to evidence.
Discusses the evidence of discriminatory effects.
Analyses the evidence of discriminatory effects.
Discuss court distinctions.
Does not list court distinctions.
Lists but does not discuss court distinctions.
Discusses court distinctions.
Analyzes court distinctions.
Discuss personal opinion on the outcome of the case.
Does not discuss any opinion on the outcome of the case.
Discusses general opinion on the case.
Discusses personal opinion on the outcome of the case.
Evaluates personal opinion on the outcome of the case.
Communicate in a manner that is scholarly, professional, and
consistent with expectations for members of the human resource

2. profession.
Does not communicate in a manner that is scholarly,
professional, and consistent with expectations for members of
the human resource profession.
Communicates in a manner that is professional for members of
the human resource profession, but manner is not scholarly as
there is inconsistency with grammar and mechanics.
Communicates in a manner that is scholarly, professional, and
consistent with expectations for members of the human resource
profession.
Communicates in a manner that is scholarly and professional
that addresses the intended audience and is free of grammatical
and mechanical errors.
1 of 2 [email protected]
PSYCHOLOGY OF LEARNING AND THE LEARNER– EPY
7080
Test 1 Study Guide
Chapter 1 – Perspectives on Learning
• What is a theory? What is the purpose of a theory?
• Give an example of a theory that might be relevant in the
classroom.
Chapter 3 & 4 – Behaviorist Views of Learning
• What are the basic assumptions of Behaviorism?

3. • Classical Conditioning:
o Who was Ivan Pavlov?
o What is classical conditioning?
o What do the following terms mean and how do they relate in
classical conditioning?
▪ Unconditioned Stimulus
▪ Unconditioned Response
▪ Neutral Stimulus
▪ Conditioned Stimulus
▪ Conditioned Response
o What is Generalization?
o What is Extinction?
o Give an example of classical conditioning that is relevant to
teaching and learning?
o Give an example of generalization that is relevant to teaching
and learning?
o Give an example of extinction that is relevant to teaching and
learning?
• What is the basic principle behind Instrumental Conditioning?
• What is the purpose of a reinforcer? Give an example.
• What is meant by a primary reinforcer? A secondary
reinforcer?
• What is the difference between a positive reinforcer and a
negative reinforcer?
• What is meant by a material reinforcer, a social reinforcer,
and an activity reinforcer?

4. • What is the Premack principle? Give an example.
• What is an Extrinsic Reinforcer? What is an Intrinsic
Reinforcer?
• What is meant by Shaping?
• What is the purpose of punishment?
• What is the difference between presentation punishment and
removal punishment?
• How is negative reinforcement different from punishment?
• What are some forms of mild punishment that can reduce
unwanted behavior?
Chapter 5 – Social Cognitive Views of Learning
• Who is Albert Bandura?
• What is meant by reciprocal causation?
• What are the basic principles of Social Cognitive Theory?
• What is the difference between live and symbolic models?
• What kinds of behaviors can be learned through modeling?
mailto:[email protected]
2 of 2 [email protected]
Sample Questions

5. Short answer
1. Think of and describe a situation where a teacher might think
she is punishing a student for
undesirable behavior, but the student is actually reinforced and
thus does not reduce the
behavior.
Multiple Choice
2. A boy who is beaten severely by his alcoholic father begins
to show signs of fearing not only
his father but other men as well. His fear of men who have not
beaten him is an example of:
A) Discrimination
B) Negative reinforcement
C) Generalization
D) Extinction
• What is observational learning effect?
• What is response facilitation effect?
• What is response inhibition effect?
• What is response disinhibition effect?
• What are the four characteristics of effective models?

6. • What is meant by vicarious reinforcement and vicarious
punishment?
• What conditions are necessary for students to successfully
learn from observing modeled
behavior?
• What is self-efficacy?
• How does self-efficacy affect a student’s behavior and
cognition?
• What factors affect a student’s development of self-efficacy?
• How can teachers help foster higher self-efficacy?
• What is self-regulation? What are the four elements of self-
regulation?
mailto:[email protected]
Overview
Write a 2–3-page analysis of a legal case that addresses the
legalities of employment screening exams used in the selection
process.
Employers often use employment tests to screen applicants and
to assist in selecting the most qualified individual for the job.
They can be very effective tools. There are many different types
of tests, including cognitive tests, credit checks, criminal
background checks, and medical examinations.
However, it is important to understand the legalities of these
employment tests. Their use can violate anti-discrimination
laws if an employer uses them to discriminate based on race,

7. color, sex, national origin, religion, disability, or age (40 or
older). The use of these tests can also violate antidiscrimination
laws if they disproportionately exclude people in a particular
protected group, unless the employer can justify the test or
procedure under the law.
By successfully completing this assessment, you will
demonstrate your proficiency in the following course
competencies and assessment criteria:
· Competency 1: Examine the effect of the employment process
on current work environments.
. Describe important issues in the case.
. Discuss the outcome of the case.
· Competency 2: Analyze trends and changes in the laws on
diversity, gender, and harassment.
. Discuss the evidence of discriminatory effects.
· Competency 3: Apply the laws and safety issues in the
workplace.
. Discuss court distinctions.
· Competency 4: Implement the mission, vision, and values to
impact organizational culture.
. Discuss personal opinion on the outcome of the case.
· Competency 6: Communicate in a manner that is scholarly,
professional, and consistent with expectations for members of
the human resource profession.
. Communicate in a manner that is scholarly, professional, and
consistent with expectations for members of the human resource
profession.
Context
In Assessments 1 and 2, you reviewed the overall aspects of
employment law and trends in the workplace. This assessment
introduces you to some of the issues that relate to the selection
process and to the monitoring of behavior to sustain good
decisions and prevent wrongdoing—a key concept in this course
on legal issues. You will begin by looking at the details of the
law. You will discern which practices are effective and which
only cause extra work when working within the intent of the

8. law.
SHOW LESS
Employment Policies
Employment policies are the first topic. Many of the earliest
contracts were based on a handshake and the trust between two
people. However, not everyone was trustworthy. Therefore, it
was natural that a system of checks and balances emerged to
bolster the contractual arrangement as well as mediate conflict
and punish wrongdoing. It is no different in today's
environment. Setting up appropriate criteria and using those
criteria to make the best decisions is an ongoing challenge.
Diversity
Diversity in the workplace refers to the variety of differences
between people within an organization. Diversity encompasses
many factors, including race, age, ethnicity, religion, and
education. The topic of diversity has had a significant influence
on policy and law creation and development, and an
organization's success today largely depends on its ability to
embrace and manage diversity effectively.
In this assessment, you will examine the impact diversity has
had in the workplace by discussing the laws that address
discrimination. You are also encouraged to consider affirmative
action and Executive Order 11236 as you review this
assessment's Questions to Consider.
Questions to consider
To deepen your understanding, you are encouraged to consider
the questions below and discuss them with a fellow learner, a
work associate, an interested friend, or a member of the
business community.
· In your opinion, what are some of the most important things
that employers can do to protect themselves from negligence in
human resources activities like hiring, retaining, supervising,
and training? Include rationale to support your opinions.
· What elements do you think need to be in a diversity training
course?
· How would you sell your course to one of the companies you

9. have seen in any of the worst-case settlements?
· Affirmative action and Executive Order 11236 were intended
expressly to support the law. Originally they were aimed
specifically at government contractors, but now many employers
voluntarily choose whether or not they want to adopt a
voluntary affirmative action plan. In your opinion, is this
something all employers should do? What is your rationale?
Suggested Resources
The following optional resources are provided to support you in
completing the assessment or to provide a helpful context. For
additional resources, refer to the Research Resources and
Supplemental Resources in the left navigation menu of your
courseroom.
Library Resources
The following e-books or articles from the Capella University
Library are linked directly in this course:
· Gutman, A. (2004). Employment discrimination. In M. Stahl
(Ed.), Encyclopedia of health care management (pp. 172–174).
Thousand Oaks, CA: SAGE Publications, Inc.
· Nelson, T., & Kleiner, B. H. (2001). An overview of U.S.
Supreme Court decisions in employment discrimination
cases. Managerial Law, 43(1), 5–11.
· Vertreace, W. (2010). History of employment discrimination
in America. Black Collegian, 40(2), 57–58, 60.
· Branch, S., Ramsay, S., & Barker, M. (2013). Workplace
bullying, mobbing and general harassment: A
review. International Journal of Management Reviews, 15(3),
280–299.
· Cohen, R. (2014). Bullying cripples some
workplaces. Employee Benefit News, 28(4), 18.
· Segal, J. A. (2014). Stamping out harassment. HRMagazine,
59(6), 111–112, 114–115.
· Slobodien, A., & Peters, E. (2012). Beyond harassment
prohibitions. HRMagazine, 57(11), 75–78.
SHOW LESS
Course Library Guide

10. A Capella University library guide has been created specifically
for your use in this course. You are encouraged to refer to the
resources in the BUS-FP4044 – Legal Issues in Human Resource
Management Library Guide to help direct your research.
Bookstore Resources
The resources listed below are relevant to the topics and
assessments in this course and are not required. Unless noted
otherwise, these materials are available for purchase from
the Capella University Bookstore. When searching the
bookstore, be sure to look for the Course ID with the specific –
FP (FlexPath) course designation.
· Walsh, D. J. (2016). Employment law for human resource
practice (5th ed.). Boston, MA: Cengage.
. Chapter 4, "Recruitment, Applications, and Interviews."
. Chapter 5, "Background Checks, References, and Verifying
Employment Eligibility."
. Chapter 6, "Employment Tests."
. Chapter 8, "Affirmative Action."
. Chapter 11, "Work-Life Conflicts and Other Diversity Issues."
Instructions
To prepare for this assessment, use the Capella library and the
Internet to research a legal case that addresses the legalities of
employment screening exams used in the selection process.
Then, complete a 2–3-page analysis in which you include the
following:
· Provide a description of the case.
· Summarize the important issues in this case.
· Include a detailed discussion of the outcome.
· Address the evidence of discriminatory effects, and discuss
the distinction the court is drawing between job-relatedness and
business necessity.
· Finally, offer your opinion regarding the reasons you are for
or against the outcome of your case, along with your supporting
rationale.
Additional Requirements
· Written Communication: Written communication should be

11. free of errors that detract from the overall message.
· APA Formatting: Resources and citations should be formatted
according to current APA style and formatting guidelines.
· Font and Font Size: Times New Roman, 12 point, double-
spaced. Use Microsoft Word to complete the assessment.
· Length: A minimum of two pages, excluding title page and
reference page (150–300 words per question).