This question has already been asked, but given a wrong answer: A major consulti

Question

This question has already been asked, but given a wrong answer:

A major consulting firm has developed a survey called the Universal Personality Assessment (UPA); it has emerged as the most popular test by which to select employees. One CEO insists that - in order to fit into the company’s strong corporate culture - all potential employees must have a specific profile of the UPA’s five dimensions.

a) Given what you have learned in this class, name 2 major factors that shape behavior in organizations that this CEO might be overlooking. Specifically, what (2) types of things could she do to signal the behaviors she is looking for in the organization, rather than relying on a personality test and rather that offering monetary compensation for each instance of behavior? Use concrete examples of the strategies.

b) Supposing that by using the UPA the CEO succeeds in selecting individuals of a specific “type” into the organization. What are the benefits and the costs of selecting only individuals of one type?

Explanation / Answer

The universal personality assessment majors five traits of personality namely:

1) Openness: It means being open to new idea, experiences, experiments,being open to life in general, appreciating others, their work etc. It means not sticking to one's own perspective.

2) Conscientiousness: It means being fair and honest. It's our understanding of what is right or wrong. It helps a individual be more efficient and responsible. It can be related to duties and moral values.

3) Extraversion: It means being out going, talkative and energetic.

4) Agreeableness: It means being friendly and compassionate.

5) Neuroticism: Such people are more prone to srress, anxiety, depression. Their nature is more anxious as compared to others.

Now, coming to the question asked, any CEO would want a employee who is open to new ideas, is outgoing and at the same time compassionate with others. From a CEO's point of view, the two qualities he/she wants in the employee would be openness and conscientiousness.

Coming to the next question, the benefits of selecting people of similar types would help the team bond more easily in case of average personality trait, in case the trait is higher it's possible the team may witness arguments, internal politics etc. For example, consider a team where the selcselec is based on a trait, say, Neuroticism. Neuroticism is also associated with 'emotional stability'. If a person is low on this trait, he/she would be always nervous,worried wo about the work and may spread tension all over. If he/she is high on Neuroticism, then the person would show confidence and security.

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