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(Daily Mail)   Bosses are more likely to hire someone they find attractive instead of your homely unemployed ass   ( dailymail.co.uk) divider line
    More: Obvious, American Sociological Review, socioeconomic status, job interviews  
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5713 clicks; posted to Main » on 29 Nov 2012 at 5:09 PM (5 years ago)   |   Favorite    |   share:  Share on Twitter share via Email Share on Facebook   more»

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2012-11-29 05:27:55 PM  
2 votes:
In organizational psychology this is known as the U-scale or U-factor. It measures the moving average of unattractiveness in an organization on a weekly basis and influences employee selection and cultural fit assessment. For example, a smaller company with a higher U-factor will not want to walk their candidates through the main part of the office to where they will conduct the interview. If they do, they are advised to provide distraction. Candidates can be shown various parts of the company that are only planned in advance. Exposure of candidates to personnel in a high U-factor organization can result in the company's inability to negotiate a lower offer if they really like the candidate.

The proper way to compute U-factor is

Men: personal U-factor = perceived unattractiveness rated 1-5 by 10 women / 10.
Women: personal U-factor = (perceived unattractiveness rated 5-10 by 10 women) - (proximity to menopause).

U-factor is linked to male employee tardiness, male employee performance and male employee attrition. Many organizations are now adding it to their human resources processes for both interviewing and performance reviews. One company in the mid-west is looking to provide a bonus plan for those who take it upon themselves to improve their personal U-factor to include a gym membership and makeovers.

The upside of having of an organization having a high U-factor is that the potential for romantic relationships among employees decreases for those with higher life expectations. The down side is an increase in gaming and Dungeons & Dragons tournaments in the break room.

Noe (2010). Organizational Behavior, New York, NY: McGraw-Hill Publishing.
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