Readings:Heneman, H. H., Judge, T. A., Kammeyer-Mueller, J. (2011). Staffing Organizations (7th ed.). New York: McGraw-Hill. Chapter 10 (just the parts on assessment centers is ok).Lievens, F., & Conway, J. M. (2001). Dimension and exercise variance in assessment center scores: A large-scale evaluation of mutitrait-multimethod studies. Journal of Applied Psychology, 86, 1202-1222.**Shannon, M.L. & Stark, C.P. (2003). The influence of physical appearance on personnel selection. Social Behavior and Personality, 31, 613-624. Overview:Developing selection systems for complex jobs, such as management and executive positions, has presented special challenges to personnel psychologists. It has also lead to some of the most important innovations, difficult (and costly) court cases, and clearest insights into the complex nature of even the simplest selection decision. In the 70's, for example, AT&T was put under a court order to promote more women into management positions. Ironically, they were asked to turn to a selection system which they had helped pioneer, called the assessment center, to do this.Assessment centers (ACs) were developed during World War II by the Office of Strategic Services (OSS) to select intelligence operatives. They were designed to closely simulate critical situations that different spies were likely to experience under different circumstances. For example, spies behind enemy lines would need to withstand interrogations, spies in occupied territories and neutral nations would need to gather information from unsuspecting others, and analysts at home would need to be able to discover important intelligence in seemingly random scraps of information. (Think of the movie The Recruit, if you’ve seen it.) After putting all candidates for all positions through simulations of these experiences, the designers made an important discovery. They found that people who did well across all the simulations also performed better, regardless of where they were eventually stationed. It was this discovery, in part, which led to the use of multiple predictor batteries, and to the importance of regression models for selection in later years.Back to AT&T: Their research arm had implemented an AC strictly to find out how managers develop, succeed and fail, and change over time. They had not used their AC for selection or promotion purposes. And they found that, though expensive to administer, it did not have adverse impact. So, guess what the judge told them to use for management selection and promotion? Since then, ACs have been developed in about 3,000 organizations worldwide, and have stimulated some of the most complex and valuable research in personnel psychology.QUESTIONs:Please answer any three of the following questions. This assignment is worth 15 points – 5 points per question.1.Why would you not want to select managers using the same selection methods as you would an entry level position (e.g., application form, resume only, etc.)? Conversely, why would you not use assessment centers for entry level positions?2.Why might it be incorrect to say “Assessment centers have incremental validity in predicting performance and promotability beyond personality traits and cognitive ability”? (despite what H&J say…)3.What are the differences between peer ratings, peer nominations, and peer rankings?4.Describe three assessment center exercises. What constructs do these tap?5.Identify and discuss two ethical issues that are relevant to assessment centers. Provide examples and rationale for why these issues you identify are potentially problematic.

  So this paper is about my two different career paths in a 10-15 year span. A link to the requirements should be attached, but I will tell you my answers. My two career paths are Nursing & Athletic Training. For Nursing, I want to be a Nurse Practioner I'd like to work with Trihealth (look into their mission statement). I've been employed with them before and also had a medical assistant internship with them during my senior year of high school. I'd be grateful to work in any location in the U.S. Eventually, I'd want to branch off and own my own Women's Health Practice. For Athletic Training, I would like to work with professional sports teams (NFL or NBA) in any location of U.S. Eventually, I'd like to have my own practice as well filled with different Athletic Trainers, Physical Trainers, and Sports psychiatrists/therapists. Trihealth uses my values of relationships, success, compassion, relationship, diversity, and equalityNBA/NFL uses my values of diversity, success, compassion, relationship, and equality  Nursing utilizes my strengths of being a developer because I get to help patients. A specific skill that will help me in this career is my compassion for helping peopleAthletic Training utilizes my strengths of being a developer as well because I get to help athletes with their injuries and help them get back to their strength. it also utilizes my strength of positivity because this career is something I'd be engaged in. A specific skill that would help me in this career is my knowledge of sports as well as my compassion. Being an athletic trainer will cause me to change my major as well as transition into the college of Allied Health and Sciences. At UC, I would need to take musculoskeletal anatomy, physics, intro into athletic training, pathophysiology, etc. I would be able to be a part of REHABCATS and shadow underneath different athletic trainers within the different sports at UC. I will continue to connect with my roommate, Brooke Rice, who is also an athletic training major and the president of REHABCATS, and keep in close contact with the Athletic Training Clinical Coordinator, Jeromy Alt. I will also use LinkedIn and message and meet with different athletic trainers within different programs Being a Nurse, I wouldn't need to change my major because that's my current major. I would need to take microbiology, stats, and the required nursing classes. I'm currently involved in AMBITION and though I haven't been exposed to the different internships through UC in this specific major, they expose us to different volunteer opportunities. I will connect with my AMBITION organization who are student nurses and alumni of UC who are working nurses. (Just think of some ways I can prioritize my networking skills with them).Ill use my family, my roommate, students, teachers, fellow athletic trainers  I meet along the way as a support group.

You have a meeting with NC Organization to discuss the design of its SOHO hybrid network.Create a sample diagram of the network design. Include the following in the diagram:Six workstationsTwo printersSix mobile devicesDescribe the following either within the diagram or in a supplemental document:DevicesSoftware versions and current patch levelsConnectivity requirements (e.g., wireless or direct connect)Level of authentication required for mobile devicesSecurity elementsUse Microsoft® Visio® or Microsoft® PowerPoint® to create your diagram. You may use Microsoft® Word to provide supplemental text if needed.