How is the situational interview different from behavioral description interview quizlet?

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finance

Dreighton Engineering Group receives royalties on a technical manual written by two of its engineers and sold to William B. Irving Publishing, Inc. Royalties are 10% of net sales, receivable on October 1 for sales in January through June and on April 1 for sales in July through December of the prior year. Sales of the manual began in July 2015, and Dreighton accrued royalty revenue of $31,000 at December 31, 2015, as follows: Receivable—royalty revenue 31,000. Royalty revenue 31,000. Dreighton received royalties of$36,000 on April 1, 2016, and $40,000 on October 1, 2016. Irving indicated to Dreighton on December 31 that book sales subject to royalties for the second half of 2016 are expected to be$500,000. Required: 1. Prepare any journal entries Dreighton should record during 2016 related to the royalty revenue. 2. What adjustments, if any, should be made to retained earnings or to the 2015 financial statements? Explain.

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Wages and salaries, incentives, and benefits.
Salaries and Wages: Consists of the basic wage or salary paid employees in exchange for doing their jobs. Determined by all kinds of economic factors such as current pay levels in a industry, location, competitor pay, whether the jobs are unionized, hazardous jobs, individuals level and experience.
Incentives: To induce employees to be more productive, or attract and retain top employees. e.g. commissions, bonuses, profit-sharing plans, and stock options.
Benefits or Fringe Benefits: Additional non-monetary forms of compensation designed to enrich the lives of all employees. e.g. health insurance, dental insurance, life insurance, disability protection, retirement plans, holidays off, accumulated sick days and vacation, recreation options, country club or health club memberships, family leave, discounts on company merchandise, counseling, credit unions, legal advise, and education reimbursement.

The screening of job applicants to hire the best candidate.(three types of selection tools: background info, interviewing, employment test).
(1) Background info includes: application forms, resumes, and reference checks; Provides information such as citizenship, education, work history, and certifications.
(2) Interviewing takes three forms: unstructured interview and two types of structured interviews, the situational interview and the behavioral description interview.
Unstructured interview involves asking probing questions to find out what the applicant is like. Structured interviews involves asking each applicant the same questions and then compares the responses to a standardized set of answers. In a situational interview the interviewer focuses on hypothetical situations. e.g. What would you do if you saw two of your people arguing loudly in the work area? In a behavioral description interview the interviewer explores what applicants have done in the past. e.g. What is the best idea you ever sold to a supervisor, teacher, peer, or subordinate?
(3) Employment test: Tests legally considered to consist of any procedure used in the employment selection process. Includes ability test, personality test, performance test, integrity test and other test. Ability test measures physical abilities, strength and stamina, mechanical ability, mental abilities, clerical abilities.

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How is the situational interview different from behavioral description interview?

Situational Interviews These types of interviews are similar to behavioral interview questions – but they are focused on the future, and ask hypothetical questions, whereas behavioral interview questions look at the past.

How does situational interview differ from behavioral interview quizlet?

A structured behavioral interview contains a series of hypothetical job-oriented questions with predetermined answers that interviewers ask of all applicants for the job. Structured situational interviews contain situational questions, job knowledge questions, and willingness questions but not behavioral questions.

Which is more effective a situational interview or a behavior description interview?

Based on a study of federal investigative agents, Pulakos and Schmitt (1995) hypothesized that situational interviews are less effective for higher-level positions than behavior description interviews.

How can you differentiate the two types of interview?

A structured interview is a type of interview in which the interviewer asks a particular set of predetermined questions, while the unstructured interview is a type of interview in which the interviewer asks questions that are not prepared in advance.