Assessment Tools Discussion Board

Anonymous
timer Asked: Feb 4th, 2019
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Question Description

This requires a substantive, referenced written response with a minimum of 250 words per DQ. as well as reading the writings of other students and responding to at least their primary postings. Additionally, you must read the writings of all other students and respond in a substantive way to at least two of their primary postings. Your responses should contribute scholarly to the discussion by challenging a position, providing additional support, or taking the debate in a new but reasonable direction.

All DQ responses to be supported by current research, i.e. journal articles published within the last 10 years.

In your DQ responses, do not use recently published journal articles for support; using articles I provide as additional readings do not count toward this requirement. An additional twenty points will be deducted from your weekly points if sources are not properly cited. These sources should be integrated into your response, not simply placed in a sentence within the response.

____________________________

Due Tuesday night

DQ#1

Hogan and Kaiser (2010) addressed personality assessment. What concerns do they express? How can personality assessments best by used according to the authors? Now, research a personality assessment available for professional use (not an online personality test). How does this personality assessment overcome the concerns expressed by Hogan and Kaiser?

Hogan, R., & Kaiser, R. B. (2010). Personality. In J. C. Scott & D. H. Reynolds (Eds.), Handbook of Workplace Assessment (pp. 81-108). San Francisco, CA: Jossey-Bass.


Due Thursday night

DQ#2

Russell (2010) along with Gebhardt and Baker (2010) focused on work related assessments. What concerns did these articles address? As a practitioner, how can you avert these challenges and concerns?

Gebhardt, D. L., & Baker, T. A. (2010). Physical performance. In J. C. Scott & D. H. Reynolds (Eds.), Handbook of Workplace Assessment (pp. 165-196). San Francisco, CA: Jossey-Bass.



Russell, T. L. (2010). Knowledge and skill. In J. C. Scott & D. H. Reynolds (Eds.), Handbook of Workplace Assessment (pp. 141-164). San Francisco, CA: Jossey-Bass.


I will post student responses by Thursday.


Please let me know if you have any questions

Remember, you do not list the title of the article in the paragraphs, only the reference list.

-As well as having a journal article to support Answer.

Tutor Answer

RyanTopTutor
School: Rice University

Attached.

Running Head: DISCUSSION #1 PERSONALITY ASSESSMENT

Discussion #1 Personality Assessment
Name
Instructor
Institutional Affiliation
Date

1

DISCUSSION #1 PERSONALITY ASSESSMENT
From the perspective of Hogan and Kaiser (2010), personality is an important predictor
or job performance. It is one of the essential determinants of job performance because
personality influences job behavior. In other words, personality affects all aspects of an
individual performance especially how he/she responds to different situations within the
workplace. However, Bakker et al., (2012) in their study of personality and job performance
contend to the fact that not all personality attributed is suited for all job positions. In this case, it
is important to pair personality traits of employees with duties that fit the employees’
personalities the best. This perspective has also been supported by Barrick et al, (2013) in their
theory of purposeful work. Personality of individuals is thus an important consideration when it
comes to job performance and workplace behavior. It is therefore critical to assess the
personality of every individual employee to ensure that their personality matches their job
responsibilities. In line with the argument of Hogan and Kaiser (2010), personality assessment
can be used as an important tool for personnel selection in the organization in the sense that the
psychological requirements for every job can be profiled to meet every job.
However, Hogan and Kaiser (2010), raises several concerns when it comes to matching
the personality assessment profile of an applicant to the required profile of the job. The use of
employment interviews for example are some of the personality assessment criteria that most
employers apply when recruiting new employees. Nonetheless, there are divergent opinions on
how well these personality assessment works in determining the required personality traits
needed for the job when conducting employee job selection. Hogan and Kaiser (2010), contend
to the fact that there are measurement problems. In line with their argument, they argue that the
accepted method of determining the validity of psychometric test is mat...

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Anonymous
awesome work thanks

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