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MGMT610  Assignment  #4:  Case  Analysis  (30  points)   Tasty  Pastry  Bakery    

  Read  the  Tasty  Pastry  Bakery  Case  and  answer  the  following  five  questions  AS  A  TEAM   of  4~5  team  members.    This  is  a  comprehensive  case  and  covers  all  relevant  topics  in   class  throughout  this  semester.  Be  sure  to  show  any  of  your  work  and  clearly  mark  the   number   of   each   question   to   correspond   with   your   answer.   Your   write-­‐up   should   be   question-­‐answer  format.  Be  sure  to  provide  support  for  your  answers.  You  must  give   citations   from   reputable   sources.     Those   sources   can   be   your   notes,   book,   reputable   websites,  library  books,  and  any  articles  you  find  or  have  read.  If  you  do  not  understand   a  question  or  require  any  clarification,  contact  your  professor.  I  recommend  you  draw  a   partial  organizational  chart  for  some  of  the  key  positions  in  the  organization  when  you   are  reading  the  following  case.  For  presentation,  create  1~2  slides  for  each  question.   Make  sure  you  include  the  most  important  information  on  the  slides.      

  Tasty  Pastry  Bakery  

  Patti   Cakes   is   owner   and   President   of   Tasty   Pastry,   a   producer   of   high   quality   baked   goods  with  a  specialty  in  Danish  pastries,  all  types  of  pies  (apple,  pecan,  peach,  etc),  and   Neapolitans,   a   delectable   chocolate-­‐filled   pastry   dessert.     When   Patti   opened   her   business,  20  years  ago,  she  never  dreamed  that  it  would  blossom  into  a  successful,  $50   million/year  business.    She  now  owns  a  large,  3-­‐story  factory  in  San  Francisco,  CA  with  a   massive  oven  in  each  of  the  4  huge  kitchens  that  are  equipped  to  the  hilt.    One  half  of   the  third  floor  of  the  building  houses  office  space  where  Patti  and  her  VPs  are  located.   Part  of  the  plant  is  dedicated  to  the  automated  packaging  operations,  part  houses  the   four   kitchens   and   part   houses   the   distribution   and   delivery   divisions.     As   of   January,   2017,   Patti   employs   about   200   people,   who   create,   bake,   package,   and   sell   all   her   goodies  across  the  United  States  and  even  some  parts  of  Canada.     Patti’s  overall  business  strategy  is  to  have  a  high  concern  for  quality  products  and  she  is   willing  to  invest  in  her  product  to  ensure  that  quality.  Her  focus  is  long  term  and  she   hopes   that   her   unique,   superior   recipes   for   her   pastries   will   sustain   her   competitive   advantage.  It  seems  her  strategy  has  paid  off  and  her  business  is  thriving.    As  for  her  HR   strategy,  jobs  are  relatively  fixed  and  explicit.    Patti  provides  training  and  promotional   opportunities  whenever  she  can.    For  example,  there  are  four  levels  of  food  handlers,   bakers,  and  chefs  and  her  employees  are  encouraged  to  move  up  the  ladder  as  positions   become  available.    Moreover,  Patti  has  always  tried  to   involve  her  employees   in  any   major  decisions  that  come  about.    About  five  years  ago,  she  had  to  make  a  decision   about  whether  or  not  to  invest  in  a  fourth  kitchen.    The  cost  would  put  a  strain  on  the   company’s   finances   but   without   it,   the   company   could   not   grow.     Employees   unanimously  voted  to  make  the  capital  investment  and  were  even  willing  to  take  a  pay   cut  if  necessary.  Today,  five  years  later,  the  business  is  booming.      

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This  year  just  last  month,  Patti  took  her  first  vacation  in  almost  18  years:  a  skiing  trip  to   Aspen,  Colorado.    Unfortunately,  Patti  had  a  nasty  accident  and  broke  both  her  legs,  her   left  arm,  and  a  couple  of  ribs  and  well…needless  to  say,  she  is  out  of  commission  for  a   bit.    Although  she  monitors  what’s  happening  with  the  business  from  home,  she  now   has  to  depend,  more  than  ever,  on  her  VPs  to  handle  all  that  arises.     Of  course,  this  accident  couldn’t  have  occurred  at  a  more  inopportune  time  because,   while  Patti  was  away,  her  VP  of  Sales,  Joe  Talksalot,  decided  to  quit  and  go  to  work  for   Flowers’  Bakery  in  San  Jose.  The  VP  of  HR,  Mia  Valueue,  figures  that  Joe  quit  because  he   didn’t  want  to  deal  with  the  problems  he  was  having  in  his  sales  division.    Two  of  his   sales  people,  Moe  Ron  and  Izzy  Honest  have  been  having  a  feud  for  quite  some  time   now.    Moe  has  been  accusing  Izzy  of  having  an  affair  with  the  Sales  division’s  secretarial   assistant,  Unis  R.  Sultry.    UR,  as  her  friends  call  her,  is  a  gorgeous,  buxom,  blond  (dyed,   of  course!),  5  foot  seven,  about  110  pounds  who  wears  some  of  the  shortest  skirts  and   tightest  tops  in  the  offices  of  Tasty  Pastry.    She’s  the  envy  of  all  the  women  and  lusted   after  by  all  the  men.    Of  course  no  one  usually  says  anything  to  her  except  Izzy,  who   constantly  makes  comments  to  her  about  her  good  looks.    Just  last  week,  one  of  Moe’s   sales   assistants,   Kenny   Makeasale,   heard   Izzy   repeatedly   asking   UR   when   she   could   make  it  over  to  his  house.    Kenny  reported  back  to  Moe,  saying  that  UR  was  a  bit  vague,   but  it  sounded  like  she  was  going  to  visit  Izzy  some  evening  during  the  next  week.  Kenny   also  told  Moe  that  Izzy  was  constantly  showing  UR  his  Playboy  calendar,  telling  her  how   great  she’d  look  in  that  pose.    The  problem  is  that  despite  UR’s  good  looks,  her  work   performance  is  far  from  good.    Usually  she  makes  numerous  mistakes  on  typed  reports;   she  usually  takes  a  two-­‐hour  lunch  when  company  policy  calls  for  a  45-­‐minute  lunch;   she’s  often  seen  filing  her  nails  rather  than  filing  customer  reports,  and  her  telephone   skills  leave  a  lot  to  be  desired.    Just  last  week,  Kenny  heard  her  answer  the  phone  with  a   curt  “hello,”  not  even  identifying  the  company.    Kenny  told  Moe  that  he  thinks  UR  is   totally  bored  with  her  whole  job  and  he’s  never  seen  her  take  a  single  written  note  or   message  for  anyone.     Every  Wednesday,  a  representative  from  Baked  Goods  Distributors  (BGD)  makes  a  visit   to  Tasty  Pastry  to  arrange  for  the  wholesale  purchasing  of  numerous  baked  goodies  that   BGD  will  distribute  to  supermarkets,  restaurants  and  specialty  stores  across  the  western   region.    For  the  last  six  months,  that  representative  has  been  Mach  O’Guy.    Mach  O’Guy   is  tall,  dark,  and  handsome  and  it   is  clear  that  all  the  women  think  he’s  cute.    Every   week,  when  he  arrives,  Mach  O’Guy  takes  a  few  minutes  to  speak  to  each  and  every  one   of  the  women  as  he  walks  through  the  office  and  then  he  sits  on  the  edge  of  UR  Sultry’s   desk,  chatting  away  for  about  an  hour  before  he  knocks  on  Izzy’s  door  to  work  on  that   week’s  sales  arrangements.  Kenny  thinks  all  this  chatting  with  women  is  a  front  and  that   O’Guy  is  actually  gay.    For  the  last  month,  Kenny,  has  been  making  little  nasty  comments   to  O’Guy,  whenever  he  gets  the  chance.    Three  weeks  ago,  Kenny  asked  O’Guy  if  he  was   going  to  the  gay  bar  that  had  just  opened  up  in  SF  downtown  area.    Since  that  time,   Kenny   has   escalated   the   level   of   his   comments   and   they   have   gotten   progressively   worse.     Just   last  Wednesday,  he  walked  by  O’Guy  as  he  sat  on  UR’s  desk  and  began  

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calling  him  names  like  fag,  gayboy,  and  queer,  under  his  breathe.    When  O’Guy  later  met   with  Izzy,  he  told  him  about  the  incident  with  Kenny,  but  all  Izzy  told  him  to  do  was  to   “lighten  up.”     While  all  this  is  going  on  in  the  Sales  division,  the  supervisor  of  Kitchen  #  3,  Bea  A.  Sheff,   is  concerned  about  her  salary  as  well  as  the  salaries  for  her  staff.    Bea  was  talking  to  her   cousin,  Cookie  Sheff,  who  does  the  same  type  of  job  as  Bea  for  a  bakery  in  Washington.     Cookie  earns  almost  $10,000  more  a  year  than  Bea  and  many  of  her  bakery  staff  earn   more  than  Bea’s  employees.    Bea,  who’s  worked  for  Tasty  Pastry  now,  for  almost  10   years,   is  quite  upset  about  this  and  it  has  begun  to  affect  her  performance.    Usually,   Bea’s  shift  begins  at  5  AM,  but  lately  she’s  been  coming  in  a  bit  later  and,  unlike  before,   she  never  works  beyond  her  1:30  PM  departure.     Meanwhile,  Bill  Meelater,  another  key  salesman  for  the  sales  division  is  having  problems   with  his  newest  hire,  Dis  Lexic.    Dis,  who  started  his   job  the  day  Patti   left  for  Aspen,   suffers  from  dyslexia,  a  condition  where  he  mixes  up  the  order  of  letters.    This  has  never   been  a  problem  for  him  in  any  of  his  previous  jobs.    Before  coming  to  Tasty  Pastry,  Dis   worked  for  Little  Debbie  Snacks  in  Seattle,  Washington,  as  a  salesman  and  had  received   excellent  performance  reviews.    He  only  left  his  job  to  return  to  San  Francisco,  because   his  Mom  was  really  sick  and  needed  regular  care.  He  had  heard  great  things  about  Tasty   Pastry,  but  after  a  few  weeks  in  his  new  job,  Dis  was  concerned  that  his  condition  was   going  to  be  a  problem.    Bill  Meelater  had  devised  a  complex  system  of  keeping  track  of   his  clients  where  each  client’s  name  was  abbreviated  by  two  letters.  Thus,  for  example,   Honey  Bunn’s,  a  specialty  store  in  San  Jose  was  labeled  HB  and  Barry’s  Hots,  a  deli  in   Fremont,  was  labeled  BH.    Bill  insisted  that  this  labeling  system  be  upheld.    He  argued  it   saved  time  and  space  in  the  files.  But  poor  Dis  keeps  mixing  up  the  clients.    One  day,  he   not  only  confused  the  order  for  BH  with  what  was  ordered  from  HB’s,  but  three  other   orders   as   well.   The   errors   cost   Tasty   Pastry   several   thousand   dollars.     When   Bill   Meelater  asked  what  the  problem  was,  Dis  explained.    Dis  suggested  that  they  change   the  system.    Bill  had  another  idea.    He  fired  Dis.     One  other  major  issue  faced  by  the  company  relates  to  hiring.    Nolan  Problemo,  or  “No”   as   his   coworkers   affectionately   refer   to   him,   needs   to   hire   an   employee   relations   specialist  (ERS).    This  person  will  be  responsible  for  monitoring  work  place  problems  and   conducting  initial  meetings  with  employees  whenever  they  are  considering  the  need  for   participating  in  the  Employee  Assistance  Program  (EAP).    Tasty  Pastry  instituted  an  EAP   about  4  years  ago.  They  subcontract  with  several  psychologists  in  the  bay  area  and  they   also  have  two  lawyers  available  who  can  provide  legal  counsel  and  advice  to  employees   if  needed.  Tasty  Pastry  also  subcontracts  with  a  financial  consultant  in  Palo  Alto  who   provides  budgeting  and  financial  advice  if  this  is  the  problem  area  for  employees.    So,   the  person  that  No  Problemo  hires  must  be  able  to  screen  employees  to  determine  the   issue   at   hand;   provide   good   advice   and   referrals,   and   ensure   confidentiality   is   maintained  at  all  times.    The  ERS  must  also  have  at  least  a  B.S.  in  psychology,  2-­‐3  years   prior   counseling   experience,   excellent   communication   skills,   be   friendly,   patient,   and  

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congenial   and   willing   to   work   under   time   constraints   and   sometimes   high   pressure   situations.     Typically,   to   hire   an   individual   at   this   level,   I.B.   Picky,   the   VP   for   recruitment   and   selection,  places  advertisements   in  the   Indeed.com,  Mercury  News,   local  NPR  radios,   and  sends  letters  to  several  of  the  colleges  and  universities  in  the  area.    Resumes  and   letters   are   screened   by   IB’s   office   to   ensure   everyone   meets   the   minimum   requirements.  Those  applications  that  meet  the  requirements  are  sent  to  the  head  of   the  hiring  department  who  determines  how  many  candidates  he/she  wants  to  bring  in   for  a  site  visit,  which  usually  lasts  a  full  day.    Selected  candidates  first  are  met  by  the   head   of   the   hiring   department   (in   this   case   Nolan   Problemo),   given   a   complete   job   description,  and  a  semi-­‐structured  interview  is  conducted.  Questions  for  the  interview   are  usually  jointly  developed  between  the  HR  department  and  whomever  is  doing  the   interviewing.    The  candidates  then  meet  with  at  least  three  other  individuals  with  whom   they  will  have  contact  on  a  regular  basis,  if  hired.    These  individuals  may  be  employees   the   candidate   might   supervise,   colleagues   at   an   equal   level,   or   other   VPs   within   the   division  to  which  they  are  applying.    On  some  occasions,  if  she  has  time,  Patti  likes  to   interview  candidates  just  because  she  likes  to  meet  potential  employees  whenever  she   can.  After  lunch,  candidates  are  given  a  tour  of  the  facility  and  then  shown  a  film  about   the  company.    They  are  also  given  material  about  the  mission  and  goals  of  Tasty  Pastry,   and   a   member   of   IB’s   recruitment   staff   (or   in   some   cases   IB   himself)   provides   the   candidate   with   a   realistic   job   preview   that   has   been   prepared   jointly   with   the   HR   department  and  the  head  of  the  division  in  which  the  candidate  will  work.    After  all  this,   applicants  are  given  a  personality  test,  and  a  work  sample  test.  They  are  then  returned   to  the  head  of  the  hiring  department  for  any  final  interview  questions  and  are  given  an   opportunity  to  ask  any  questions  they  might  have  about  working  at  Tasty  Pastry  and  in   particular,  about  the  division  and  job  for  which  they  applied.     Both  the  personality  test  and  work  sample  are  graded  by  recruitment  staff  members   who  have  been  specifically  trained  to  evaluate  these  tests.    A  candidate  must  receive  at   least  a  5.7  on  a  scale  of  1  to  7,  on  the  personality  test  and  the  cut-­‐off  score  for  the  work   sample   is   93%   (translated   to   a   9.3).     All   Tasty   Pastry   employees   who   interview   a   candidate   must   provide   a   written   analysis   of   the   candidate   and   complete   a   ratings   sheet.    All  ratings  are  averaged  and  an  employee  must  get  a  90%  (translated  to  “9.0”)  or   better  to  be  considered  for  a  position  with  the  bakery.    HR  also  takes  into  account  a   candidate’s   resume   information,   cover   letter,   letters   of   recommendation,   and   references  from  prior  jobs,  and  those  must  receive  a  rating  of  80%  (translated  into  an   “8”  for  scoring),  or  better.    Thus,  candidates  are  given  a  composite  score  and  must  meet   a  minimum  cut-­‐off  score  of  32,  to  be  offered  a  position  at  Tasty  Pastry.  Typically,  when   assessing   work   performance,   scores   receiving   a   4.8   or   higher,   on   a   1-­‐7   scale,   are   considered  acceptable.      

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Questions:     1.   Patti’s  administrative  manager,  Ima  Secretary,  gave  her  notice  last  week.    Izzy  Honest   makes  a  request  for  a  promotion  for  UR  Sultry,  to  fill  this  position.    Izzy  provides  Mia   Valueue  with  an  excellent  letter  of  recommendation  for  UR  and  reminds  Mia  of  Patti’s   policy  of  promotion  from  within.    Mia  talks  with  Patti  since  Ima’s  replacement  would   report  directly  to  Patti  and  both  agree  that  UR  does  not  have  the  performance  record  or   qualifications   to   warrant   a   promotion.     UR’s   personnel   file   has   numerous   complaints   from  dissatisfied  clients  and  even  though  Izzy  has  given  UR  average  performance  ratings   over   the   last   couple   of   years,   Patti   and   the   other   sales   managers   have   not   been   so   favorable  in  their  evaluations  of  UR’s  performance.    UR  is  furious  that  she  is  denied  the   position  and  she  quits.    One  week  later,  Mia  receives  a  notice  from  the  EEOC  that  UR   has  filed  a  formal  complaint  of  quid  pro  quo  sexual  harassment  against  Izzy  Honest.    Her   case   states   that   Izzy   told   her   that   she   must   go   to   bed   with   him   if   she   wanted   the   promotion  to  Ima’s  position.    Izzy,  of  course,  denies  these  allegations.     1a.   If  you  were  Mia  Valueue,  how  would  you  handle  this  situation?    What  steps   would  you  take  and  how  would  you  respond  to  the  EEOC?     1b.   How  would  you  go  about  determining  if  Izzy  is  guilty?     1c.   What  does  UR  Sultry  have  to  do  to  make  her  case?       2   Patti  received  a  call  at  home  from  the  owner  of  BGD,  Sugar  Rayner  Pye.    “Sugar  Ray”   indicated  that  BGD  would  no  longer  distribute  Tasty  Pastry  products  and  that  BGD,  and   in  particular  her  employee  Mach  O’Guy,  were  even  considering  a  lawsuit  against  Tasty   Pastry  for  defamation  of  character.    Evidently,  when  Mach  met  with  his  other  clients  last   week,  his  contacts  kept  asking  him  who  his  new  lover  was  and  had  they  been  to  the  new   gay   bar   in   San   Francisco   yet?     Mach   believes   that   Kenny   Makeasale   contacted   these   companies  and  began  spreading  rumors  about  him.    Patti  is  horrified  and  calls  Kenny’s   supervisor,  Moe  Ron  who  assures  Patti  that  he  knows  nothing  about  these  accusations   against  Kenny  of  name  calling  and  rumors  regarding  Mach  O’Guy.    Moe  tells  Patti  that   all  he  knows  about  is  Kenny’s  observations  of  the  interactions  between  Izzy  Honest  and   UR  Sultry.  Of  course  this  information  greatly  troubles  Patti  because  it  suggests  that  the   incident   between   Izzy   and   UR   is   not   confidential   or   at   least   there   are   others   in   the   company  who  know  something  about  the  situation.  Patti  then  contacts  Mia,  asking  her   to  investigate  the  situation.     2a.   If  you  were  Mia,  how  would  you  handle  this  situation?    What  would  you  do     and  what  would  you  report  back  to  Patti.    What  would  be  your     recommendations?    Be  sure  to  explain  and  support  your  answers.  

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2b.   What  must  BGD/Mach  O’Guy  do  to  support  a  case  against  Tasty  Pastry?       3.   Bea  A.  Sheff  has  approached  Mia  Valueue  and  asked  her  to  investigate  all  the  salaries   for  her  division.  There  are  four  levels:  Cook  I  (which  is  a  entry  level  position  requiring   minimal  work  and  similar  to  a  cook  for  fast  foods  SOC  #  35-­‐2011),  Cook  II  (which  is  more   of  a  food  prep  type  position,  where  the  workers  prepare  the  ingredients  for  each  recipe   -­‐  SOC  #  35-­‐2021),  Cook  III  (which  is  a  supervisory  position  -­‐  SOC  #  35-­‐1012)  and  Chef   (Bea’s  job  -­‐  which  is  the  head  person  who  oversees  the  entire  baking  operation  -­‐  SOC  #   35-­‐1011).     Two  years  ago,  the  compensation  division  of  HR  conducted  job  evaluations  to  reassess   all  Tasty  Pastry’s  jobs.    When  completed,  the  job  evaluation  points  for  a  Cook  1  were   100  points,  a  Cook  II  was  300  points,  a  Cook  III  was  700  points,  and  a  Chef  was  evaluated   at  1500  points.     Mia   asks   her   supervisor   of   compensation,   Maura   Lespay,   to   investigate   the   issue.     Maura  does  a  salary  survey  using  mean  annual  salary  data  from  the  Bureau  of  Labor   Statistics  website:  http://www.bls.gov.    She  decides  to  look  up  salaries  for  the  four  SOC   numbers   listed   above,   in   eight   different   states   comprising   the   Western   area.     The   8   states  she’s  chosen  are  Washington,  Oregon,  Idaho,  Nevada,  Arizona,  Hawaii,  Alaska  and   of  course,  California.    Using  regression,  Maura  calculates  the  following  pay  policy  line:  Ŷ   =  10.10  X  +  22,858  (note.  Insert  job  evaluation  points  in  X  when  you  calculate  annual   salary).     3a.   Provide  all  the  central  tendency  and  variation  information  on  your  data  from  the   survey.    What  is  the  range  of  salaries  for  this  survey  data?  Be  sure  to  show  your  work.       3b.   Based  on  the  information  you  have,  what  should  the  market  pay  rates  be    for   each  of  the  four  positions  listed  above?     3c.   If  Bea  is  earning  $36,900  a  year,  is  her  salary  high,  low,  or  where  it  should     be?    Explain  your  answer.     3d.   Bea  just  hired  three  individuals  at  the  Cook  I  level.    She  offered  them  a  salary  of   $25,000.    How  does  this  compare  to  your  information  and  is  this  a  high,  low,  or  where  it   should  be  salary?    Explain  your  answer.     3e.   Bea  needs  to  hire  a  supervising  cook  (Cook  III).    Based  on  your  survey     analysis,  what  would  you  recommend  as  the  salary  range  for  this  position?       Explain  your  answer.     3f.   If  you  were  Maura,  after  completing  this  survey  and  analyzing  the  market     salaries  compared  to  Bea’s  salary  and  those  of  her  employees,    

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  a.   Does  Bea  have  cause  for  concern?    Explain  your  answer.     b.   What  course  of  action,  if  any,  would  you  recommend  to  Mia?  Be         sure  to  explain  your  answer.     4.              Dis  Lexic  filed  a  complaint  with  the  EEOC,  claiming  he  was  terminated  from  Tasty   Pastry  based  on  discrimination  of  his  disability,  which  he  says  is  covered  under  the  ADA.     4a.   In  order  to  establish  a  prima  facie  ADA  violation,  Dis  must  establish  that     he  is   disabled  and  is  qualified  to  perform  the  job.  Is  he  disabled?    Be  sure  to  explain.     4b.   How  should  you  go  about  determining  if  it  is  reasonable  to  accommodate     Dis?     4c.   Based  on  your  answer  to  4b,  would  you  recommend  that  Tasty  Pastry     accommodate  Dis?    If  yes,  what  accommodations  would  you  recommend    and   why?    If  not,  why  not?     4d.   What  other  recommendations  besides  accommodating  or  not     accommodating  Dis,  would  you  recommend  to  Mia?    In  other  words,  how     would  you  recommend  she  handle  this  whole  situation?     5   Patti  knows  that  No  Problemo  will  be  hiring  an  ERS  and  she  contacts  Mia  and  asks  her   what  information  she  has  regarding  Tasty  Pastry’s  selection  processes  for  this  type  of   position.    Although  she  wasn’t  here  at  the  time,  Mia  knows  that  the  bakery  conducted  a   predictive  study  several  years  ago  when  the  EAP  program  was  instituted.    Based  on  that   study,   the   base   rate   for   Tasty   Pastry’s   ER   specialists   was   47%.     This   greatly   concerns   Patti;   she   was   hoping   for   a   much   higher   rate.     In   contrast,   Mia   points   out   that   their   selection  ratio  was  about  67%.    In  fact,  she  notices  a  note  on  the  study  materials  that   they  had  hoped  to  increase  that  number.     The  validity  coefficients  of  the  selection  tools  being  used  for  an  ERS  are  as  follows:    .92   for  the  work  sample  test;  .79  for  the  personality  test,  and  .72  for  the  semi-­‐structured   interview.    Even  though  the  interview  has  a  lower  validity  than  the  work  sample,  Mia   believes  that  work  sample  is  a  better  selection  tool  anyway  and  besides,  she  has  lots  of   evidence  to  demonstrate  that  Tasty  Pastry’s  selection  tools  are  as  valid  as  other  similar   selection  tools.     The   predictive   study   that   was   conducted   several   years   ago   showed   that   Tasty   Pastry   hired  20  out  of  30  applicants.    Thirteen  of  those  applicants  were  true  positives,  while  9   of  those  candidates  were  true  negatives.     5a.   Is  the  information  that  Mia  has  on  the  base  rate  and  the  selection  ratio     correct?    Show  your  work  and  support  your  answers.  

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  5b.   Should  Patti  be  concerned  about  the  base  rate?    Why  or  why  not?       5c.   In  general,  what  must  a  firm  do  to  increase  the  selection  ratio?    Is  this     something  Tasty  Pastry  should  do?    Why  or  why  not?     5d.   You  learned  about  four  different  types  of  validity  (e.g.,  construct,  content,   predictive,  and  criterion).    Discuss  those  in  terms  of  the  personality  test  that  Tasty   Pastry  uses  in  it  selection  process.     5e.   What  changes  would  you  recommend  to  Mia  for  handling  Tasty  Pastry’s     selection  process  and  why?    If  you  would  not  make  any  changes,  you  must   explain  why.