Respond to one of the following DQ by Wednesday and then reply to 2 peer with a substantive response utilizing information from a peer reviewed journal articleby Friday.
Chapter 12
Your boss asks you to develop a training program for employment interviewers. How will you proceed? What will be the elements of your program, and how will you tell if it is working?
OR
Chapter 13
Which personality traits would you use in the selection of managers? How would you minimize the effects of faking?
What options are available to mitigate response distortion on personality inventories?
OR
Chapter 14
What are the main differences between single-attribute and multi-attribute utility analyses?
What are the relative advantages and disadvantages of each method?
How might you use each within your field?
Chapter 13
Personality traits play a crucial role in the selection of managers as they provide insights into an individual’s behavioral tendencies and characteristics that are relevant to the managerial role. When selecting managers, it is important to consider traits such as extraversion, conscientiousness, emotional stability, and openness to experience, as these traits have been found to be related to effective managerial performance.
To minimize the effects of faking, which refers to applicants intentionally distorting their responses to present themselves in a favorable light, there are several strategies that can be employed:
Use of Forced-Choice Format: Rather than relying solely on self-report measures, incorporating forced-choice items can help reduce the likelihood of faking. Forced-choice items present applicants with pairs of statements and require them to choose the statement that best represents them, making it more difficult to fake consistent responses.
Social Desirability Scale: Including a social desirability scale within the personality assessment can help identify individuals who are responding in a socially desirable manner. The scale consists of items that assess the tendency to present oneself in a favorable light, allowing organizations to identify applicants who may be faking their responses.
Behavioral Interviews: Conducting structured behavioral interviews can provide valuable insights into an applicant’s past behavior and experiences, which can serve as a more accurate predictor of future behavior compared to self-report measures. By asking applicants to provide specific examples of how they have handled situations in the past, it becomes more challenging to fake responses.
Multiple Assessment Methods: Employing a combination of assessment methods, such as personality inventories, interviews, and situational judgment tests, can help provide a comprehensive view of an applicant’s personality traits. By triangulating information from multiple sources, organizations can reduce the impact of faking on the selection process.
When it comes to mitigating response distortion on personality inventories, options include:
Item Endorsement Frequency: Analyzing the endorsement frequency of items within a personality inventory can provide insights into response distortion. Items that are frequently endorsed by applicants may indicate a tendency to present oneself in an overly positive or socially desirable manner.
Validity Scales: Personality inventories often include validity scales designed to detect response distortion. These scales assess the consistency and accuracy of an applicant’s responses and can help identify individuals who may be providing distorted or inconsistent answers.
Response Time: Monitoring response time during personality assessments can provide indications of response distortion. Rapid response times or extremely slow response times may suggest that an applicant is not thoroughly considering their answers and may be responding in a biased manner.
In summary, when selecting managers, it is important to consider relevant personality traits while also implementing strategies to minimize the effects of faking. By using a combination of assessment methods, incorporating forced-choice items, employing social desirability scales, conducting behavioral interviews, and monitoring response time, organizations can enhance the accuracy and validity of their selection processes. Additionally, analyzing item endorsement frequencies and utilizing validity scales can help identify and mitigate response distortion on personality inventories.
