The company chose the best assessment criteria to receive feedback from members of the organization that could help the CEO and consultant change the organizations culture.
This case showed that not any assessment could work all the time. And that it is needed to best study the case or issue in hand, just like the CEO did, and upon that choose what methods of assessments could best help gain feedback, to help in effectively changing the organizations culture and solving its issues.
Example: the organization wanted to improve the challenges they faced which were:
Need to create a new organizational culture that is customer-driven.
• High levels of customer dissatisfaction.
• A need to streamline the administrative process. • High levels of employees mistrust.
• A need to enhance the overall skill levels of the managers and employees
since most of the issues had to do with behavior and skills needing to be improved, the individual Competence Assessment was chosen since this assessment uses structured interviews using behavioral interview techniques were the assessee paints a picture of his/her strengths and development needs (what they want to develop in) and how to bring the best of out a person (like skills and performance).
By gaining accurate feedback by choosing the best assessment method, the CEO was able to make effective decisions in the organization to help reorganize and create a new organizational culture.
Reasons why Psychological testing and Multi-source assessment were not chosen because the Psychological testing method aims to provide feedback and assist decision on who to choose for a certain position upon other people, and this was not the issues in company A. Multi-source assessment was not chosen because it mostly has to do with delivering feedback that has to do with employees comparing each others performance with each other via questionnaires which was also not the case in this company.
