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Personality testing is widely used in organisations and is very good for selecting employees who will do their job well. The main point of this session was that tests used in personnel selection are very good for identifying individuals who will fit into the company and do their work very well. It made me think about the times I had taken different tests.
Personality testing is widely used in organisations and is very good for selecting employees who will do their job well. The main point of this session was that tests used in personnel selection are very good for identifying individuals who will fit into the company and do their work very well. It made me think about the times I had taken different tests.
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Personality testing is widely used in organisations and is very good for selecting employees who will do their job well. The main point of this session was that tests used in personnel selection are very good for identifying individuals who will fit into the company and do their work very well. It made me think about the times I had taken different tests.
Copyright:
Attribution Non-Commercial (BY-NC)
Formati disponibili
Scarica in formato DOC, PDF, TXT o leggi online su Scribd
Poor Example: Week 4. 22 Oct Individual differences and diversity in organisations
I attended a class today where we discussed individual
differences and personality testing in organisations. I think that personality testing is widely used in organisations and is very good for selecting employees who will do their job well. In the lecture we were asked to discuss in pairs what we think organisations should do about increasing diversity of workforce. I found this discussion interesting although I disagreed over some issues with the other person. The main point of this session was that tests used in personnel selection are very good for identifying individuals who will fit into the company and do their work very well. It made me think about the times I had taken different tests.
(Comment: The example above is limited due to the lack of depth of
reflection; the comments are brief and more descriptive than reflective. In other words- it merely describes the learning event, but does not show your reactions to this event. Rather than stipulating that the lecturer discussed individual differences and personality testing in organisations, it is better to provide a reflection on what you found most remarkable about this topic. The entry mentions disagreements over issues raised in a discussion, but these are not expanded upon. The main points of the lecture are not accurately summarised here, e.g. the session was about different individual differences, not only and particularly personality and how these differences contribute to increasing diversity in organisations. The personal experience mentioned, whilst may be relevant is too general and not related to the broader literature or themes introduced in the session). 2
Good Example:
Week 4. 22 Oct Individual differences and diversity in organisations
The session today discussed individual differences, and how
these differences contribute to increasing diversity in organisations. The lecturer made two main points: 1) the behaviour of an individual is a function of his/ her individual characteristics and his/her environment therefore when explaining this behaviour we should not over-focus only on individual’s characteristics; 2) diversity is rapidly increasing in many organisations, therefore they have to develop strategies how to deal with it. I was particularly interested to learn if how reliable and valid are personality tests in predicting people’s actual behaviour in workplace. My experience suggests that personality tests alone might not be reliable predictors of one’s job performance. For example, according to personality tests I am more introvert than extrovert. Despite that I have been a successful sales person dealing with numerous people on daily basis. My job is related to selling very complex equipment, therefore customers are more interested in what I am saying about the properties of the equipment than whether I look very approachable and am outgoing. If I had been tested before I got my sales job I would have never got it, because I am an introverted person. I suppose, this might be different I would be trying to sell cosmetics when standing in a shopping centre. So, from this experience I agree with the thesis articulated in the lecture that we have to remember that environment not only individual characteristics affect people’s behaviour and therefore should not overly rely on test results when selecting employees. Later in the day I was thinking that testing actually can be seen as a form of discrimination. If we agree with the nomothetic approach to personality, then personality characteristics are very stable. So it means, by testing prospective employees we are actually discriminating them judging them by the characteristics they largely cannot change.
(Comment: This entry provides a fuller reflective account; the main
theses examined in the lecture are accurately mentioned. The author is able to reflect at a deeper level by explaining which sections of the literature or discussions impacted profoundly upon their thoughts. The author also has demonstrated an independent thinking by suggesting an original idea (testing as discrimination) which was not discussed in the lecture. The personal experience is 3
clear and in context. This reflection would be better rounded if the
author would have also included his thoughts on diversity in organisations).
John Richards, Manzoor Ahmed, Md. Shahidul Islam - The Political Economy of Education in South Asia - Fighting Poverty, Inequality, and Exclusion (2021, University of Toronto Press) - Libgen - Li