...HELEN UECKERMANN STUDENT NO: 45492832 PYC4807: PSYCHOLOGICAL ASSESSMENT ASSIGNMENT 05: Assessment in an industrial context Closing date: 11 July 2011 CONTENTS SECTION A 1. Introduction 2. Competencies 3. Core competencies of successful accountants 3.1 Skill-related competencies (SPEEX) 3.2 Personality-related competencies (16PF) 4. The role of situational, personality and interest measures in establishing the core competencies of interviewees 4.1 Situational tests 4.2 Personality tests 4.3 Interest tests 4.3.1 The Self-Directed Search (SDS) 4.3.2 The MB-10 5. Approaching the process to appoint a suitable candidate 5.1 Components of the selection process 5.1.1 CV Screening 5.1.2 Reference checking 5.1.3 Short-listing 5.1.4 Competency based interviewing 5.1.5 Psychological assessment 5.1.6 Second interview 5.1.7 Appointment SECTION B References SECTION A 1. Introduction The aim of this essay is to critically discuss the importance of a job description by highlighting five important competencies that are relevant to the job description of an accountant, the use of various types of measures in the industrial context, and the process followed in selection, placement and development of employees. The modern work environment is competitive and employers need to be strategic in their hiring strategy. According to Bennie and Huang (2010) it is important for organisations...
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...Introduction Personality is defined as the consistent pattern of emotions, thoughts and behaviours that define a particular individual as well as the psychological mechanisms that bring about such aforementioned tendencies (McShane, Olekalns, & Travaglione, 2013). It also refers to individual reactions and interactions with others hence, it is an inner psychological feature as Hiriyappa (2012) describes. This predisposition explains behaviours and attitudes of employees hence a core determinant in organization behaviour as Kumar, Bakhshia and Rani (2009) explain. Personality results from an amalgamation of nature and nurture factors. In the latter, innate qualities such as brain and hereditary factors, determine personality forms. In the former, brain stimulation aspects that define personality occur through genetic transmission (Parikh & Gupta, 2010). In the latter, genetic and molecular structures found in chromosomes, determine individual personality. Nurturing factors that determine personality are sourced from personal experience, behaviour and empiricism. Physical factors regarding a person’s appearance define one’s personality when interacting with others (Jennifer & Gareth, 2008). The culture of societies determines its members’ personalities particularly on aspects of interaction, cooperation and coordination in relationships. Religious and cultural factors also shape up personalities. This is because norms, regulations and convictions determine individual...
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...comfort with others. Emotional Quotient is considered as the subset of social Intelligence that involves the ability to monitor one's own and others' feelings and emotions, to discriminate among them and to use this information to guide one's thinking and actions. This research work makes an attempt to establish the magnitude of emotional quotient among the management executives of the Manufacturing Industry. The research is restricted to management executives who will be key decision makers in terms of both long and short-term goals. INTRODUCTION Happiness, fear, anger, affection, shame, disgust, surprise, lust, sadness are emotions, which directly affect our day-to-day life. For long, it has been believed that success at the workplace depends on our level of Intelligence quotient (IQ) as reflected in our academic achievements, exams passed, marks obtained, etc. All these are instances of intelligence of academic variety. But how bright we will be outside the classroom, faces with life's difficult moments? Here we need a different kind of resourcefulness, termed as Emotional Intelligence (EQ), which is a different way of being smart. Emotional Intelligence is what gives a person a competitive edge. Even in certain renowned business establishments, where everyone is trained to be...
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...consist of one or multiple series of tests used to collect information from candidates for the purpose of aiding in hiring decisions and career development. They are also designed to measure how well the candidates communicate, solve problems, handle change, deal with stress, and manage subordinates, in addition to determining whether they have the specific skills and abilities required to perform the job. Employees affect an organization’s performance and profitability, and hiring qualified people costs the company time and money. Although the process of designing and developing job specific tests can sometimes be costly, selection tests can be quite cost effective in the long run as they help organizations match candidates’ skills, personality, and behaviour to job requirements, decreasing turnover and improving employee morale. Pre-employment tests can also greatly increase hiring effectiveness as they improve the organization’s ability to make accurate and objective hiring decisions about a candidate’s compatibility with the competencies required for a specific position....
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...Individual differences and diversity in workplace The research of individual differences is a true fact since human existence. With increasing competition in the world workplace, it is clear that the businesses with various resources still at the level of demand (Marquardt & Reynolds, 1993). As companies face multiple of difficulties in order to keep successful in the marketplace, workforce give the company most valuable benefits. Therefore, respecting employee in the organization is the key for successful company and that can be achieve by understanding individual differences. Behaviours, values, personalities, and attitudes are different for each person. Considering these diverse traits lead the employees to the most appropriate in achieving organization. Since individuals are different, it is accepted that each employee behave in different ways. The key for companies is meeting individual diversity as a real opportunity and moving it into an advantage. There are three main important individual differences that organisations should focus on, values, personality and attitudes. Values: According to Howard (1988), values are the basic structures of culture. However, values can be applied in management to develop relationships with people. Values can be defined as the beliefs of individual or a group which they have an emotional investment (clegg S. et.al, 2011). Schwartz (1992) describes some values as ‘trans-situational’. These values in one’s life without considering...
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...Psychological Testing in the Workplace Tamara Walker PSY 435 October 17, 2011 Christopher Reid Psychological Testing in the Workplace With companies faced with an increasingly competitive business environment, employers are turning to I/O psychologists for employment testing as a way to improve his or her work environment. In a survey recently taken, 40% of Fortune 100 companies stated that his or her employment selection systems included some form of psychological testing by an I/O psychologist (Shaffer & Schmidt, 1999). A similar survey that was taken by the American Management Association showed 44% of its responding applicants used testing to select his or her potential employees (Shaffer & Schmidt, 1999). While the most commonly used form of psychological testing in the workplace is the cognitive ability tests, personality tests are also being used more and more frequently. Psychological Tests A psychological test is a series of standardized problems or questions that assess a certain individual characteristic. Tests are commonly used to assess many KSAOs, including knowledge, skill, ability, attitudes, interests, and personality (Spector, 2008). There are three types of psychological tests used in the workplace to help differentiate between those used for pre-employment or retention. Essentially pre-employment is called the "recruiting radar." These tests are ability tests, personality tests, and emotional intelligence tests (Spector, 2008). Ability...
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...Rajendran, Downey & Stough :Assessing Emotional Intelligence in the Indian workplace: a preliminary reliability study. 55 Assessing Emotional Intelligence in the Indian workplace: a preliminary reliability study Diana Rajendran (drajendran@swin.edu.au) Department of Management Swinburne University, PO Box 218, Lilydale, Victoria, 3140, Luke A. Downey: (ldowney@swin.edu.au) Brain Sciences Institute Swinburne University, PO Box 218 (H99), Hawthorn Vic 3122, Australia. Professor Con Stough (cstough@swin.edu.au) Professor in Cognitive Neuroscience, Director, Brain Sciences Institute. Swinburne University, PO Box 218 (H99), Hawthorn Vic 3122, Australia. Abstract The concept of Emotional Intelligence (EI) has recently attracted a great amount of interest from HR practitioners and academics alike. Whilst the majority of research in this area has been conducted in Western countries, recent studies have begun to assess the generalisability and validity of the EI concept in cross-cultural settings. The purpose of this paper was to assess the reliability of the Workplace version of the Swinburne University Emotional Intelligence Test (Workplace SUEIT) in an Indian population. The Workplace SUEIT demonstrated adequate reliability in the sample of 110 participants in India, although the mean scores for the sub-scales were significantly lower than in the Australian normative population. The results are discussed in the context that EI tests need to undergo...
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...Results of my Ethical Lens Inventory and Career Plan Building Activity: Aptitude My results in the Ethical Lens Inventory and Career Plan Building Activity: Reasoning Aptitude, came as no surprise. I feel that they both reflect my personality along with how I academically do things. I believe these both will help me in the near future. I think my results in the Ethical Lens Inventory had a great perspective of who I am. My ethical behavior is doing the right thing, which I agree, because I hold strong standards for myself. My values, core and classical, state that I see how the community as one should work together in order to achieve the best outcome. I also value the individual balance as I seek to satisfy my duties. I have strong balance with no blind spot, and I make ethical choices for myself and others. I like my results in, Tools for analyzing problems because, I use critical thinking skills, which I believe is a huge part of life. You have to use critical thinking with almost everything you decide. I also have a good sight in seeing things clearly. I listen to my heart, use my head, and act with confidence. I think my personal Ethical Lens directs my academic behavior in many ways. You need to be honest and treat everyone with respect. I believe that my Ethical Lens states that because, I value the community with autonomy and equality equally. Also as stated in paragraph two, doing the right thing plays a part in academic behavior because it shows honesty and commitment...
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...Selecting the right employee is crucial for any organization. Organizations may use two or more techniques for this process. Some of these techniques are, interviews, tests, background check, reference, check and more. Implementing these techniques the right way is extremely important, if not employers may face high rates of employee turnover. Introduction The process of selecting employees is critical, and is something every organization goes thru. This process can be time consuming and cost a lot of money. Therefore, organizations must be careful with their selection. Selecting the right employee will be beneficial to the organization long-term and as a result, the productivity and the overall environment of the workplace will benefit. With employee selection involves many procedures, laws, and regulations that must be followed. During the process of selection, employers should keep in mind that the employees would be a reflection of the company. Thus, when selecting employees, employers must follow proper guidelines and steps so that they will only have to do that once. When this is done, employers can diminish employees that would not work efficiently and effectively. Employers use several of techniques for selection of employment. Some of these techniques are background investigations, interviews, tests, and much more. These techniques are use to make sure that applicant is telling the truth by the information they provided. Interviewing There are many ways to conduct...
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...background. As a result, I felt isolated and lacked confidence to participate in group discussions. This has affected me significantly as my expectations of a job with a fair, harmonious working environment in the future were disproved. My interview with my significant other revealed that I was always sensitive about being treated differently than others and easily influenced by this in relation to my work performance. This indicates that the level of my performance on the job would be proportional to the way I am being treated. In my ideal job description section, I stated that working in an unbiased workplace would fuel my satisfaction associated with my job. A vibrant positive work environment would create a sense of inner harmony for me. This was consistent with results in the Work Value Inventory, where I scored 16/16 for ‘fairness’ indicating my expectation for a workplace which treats workers equally. My previous manager in Pando co was an impartial employer who recruited individuals from different nationalities. I felt like everyone was being fairly trained and compensated. I felt happy and was further motivated to contribute my efforts leading to success in my work. From my perspective, a fair, righteous working environment helps increase my satisfaction at work and ultimately increases my job performance. Theme two: I am good at dealing with stress While there are many people who falter when encountering different types of stressful situations, I personally think...
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...EMPLOYMENT TEST ASSIGNMENT PAPI-N Laura Reyes Rodríguez Sheridan College Institute of Technology And Advanced Learning November 21st, 2013 EMPLOYEMENT TEST ASSIGNMENT PAPI-N 1. A description of the test. The Personality and Preferences Inventory-Normative (PAPI-N) is a personality questionnaire designed to assess needs and behavior patterns relevant to the workplace. (Sanz et al., 2006) The PAPI-N was originally designed by Dr Max Kostick in the 1960’s, based on Murray’s need-press theory of psychogenic needs, which is one of the most influential theories in personality psychology (The British Psychological Society, 2006). According to Murray, our personalities are a reflection of behaviours controlled by needs. Some of those needs are temporary and change constantly, while other needs are deeply founded in our nature. Murray suggested that these psychogenic needs function on the unconscious level, but play a major role in our personality. (About.com, 2013). Dr. Kostick original idea was to create a tool that could be used by non-psychologist, and because of that he avoided the use of clinical terminology in the interpretation. PAPI was originally conceived as an ipsative test for use as a counselling and discussion tool. After several revisions, PAPI has extended its application and now there are two versions of the PAPI, the PAPI-I, which is an ipsative version, and the PAPI-N, which is a normative version. This is the suitable one for a...
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...Journal of International Business Studies (2006) 37, 525–543 & 2006 Academy of International Business All rights reserved 0047-2506 $30.00 www.jibs.net Cross-cultural competence in international business: toward a definition and a model James P. Johnson1, Tomasz Lenartowicz2 and Salvador Apud3 Crummer Graduate School of Business, Rollins College, Winter Park, USA; 2Deparment of Management, International Business and Entrepreneurship, College of Business, Florida Atlantic University, Boca Raton, USA; 3LBJ School of Public Affairs, The University of Texas, Austin, USA Correspondence: Dr James P. Johnson, Crummer Graduate School of Business, Rollins College, Office number 204, Winter Park, FL 32789, USA. Tel: þ 1 407 646 2486; Fax: þ 1 407 646 1550; E-mail: jpjohnson@rollins.edu 1 Abstract Many international business failures have been ascribed to a lack of crosscultural competence (CC) on the part of business practitioners. However, the international business literature appears to lack an adequate conceptualization and definition of the term ‘CC’, focusing instead on the knowledge, skills and attributes that appear to be its antecedents. In this conceptual study, we propose a definition of CC as it applies to international business and develop a model for understanding how CC is nurtured in individuals, linking our definition to the concept of cultural intelligence. We discuss the components of the model and suggest that there are environmental and contextual impediments...
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...the time to answer our questions regarding their respective committee heads. We would always be grateful to the esteemed pedagogy of XLRI and hope to apply the learnings from this project for effective management in our respective fields. 2 TABLE OF CONTENTS Abstract ............................................................................................................... 4 Introduction ........................................................................................................ 5 Literature Review ................................................................................................ 6 Methodology....................................................................................................... 7 Personality .............................................................................................................
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...Organizational Behavior Submitted To | | Submitted by | | Analysis of Cases Date: 13 December, 2013 Case#1 Treetop Forest Products Problem Statement The primary focus problem at treetops appears be lack of focus by management on packaging department; the packaging team at Treetop Forest is experiencing many problems. Their output was shrinking and affecting the rest of the departments adversely. The unproven employees were slacking off, not gelled together and were adopting norms that were not fitted with the company. Inventory costs and the risk of damaged stocks were also increasing. The quality of the finished products is also decreasing, resulting in a loss in the market share in the industry, hence being unable to compete with other companies. Because market was quite competitive. Cause of the problem As a result of there being no full time manager assigned to the packaging department the management at Treetop appears to have broken their psychological contract with the packaging department employees. Supervisor of other departments were bound to supervise packaging department as well, in addition to their normal duties. Social loafing was causing the decrease in productivity in the packaging team. The inclination to suppress physical or intellectual effort when performing a group...
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...SUMMIT GROUP Words- 3098 University of Chittagong Assignment on Organizational Behaviour Topics:Emotional Intelligence (EI) Submitted to: Md. Sahidur Rahman Associate Professor Dept. of Management Studies University of Chittagong. Submitted by: |S/L |Name |ID | |01 |Md. Tanvir Rahman (L) |08302067 | |02 |Md. Sazidul Karim |08302073 | |03 |Md. Arfatul Islam |08302116 | |04 |S.M. Almas Hossain |08302118 | |05 |Md. Abul Basar |08302140 | |06 |Jolakha Afrin |08302012 | |07 |Bristy Rani Banik |08302023 | |08 |Lipi Barua ...
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