CASE To Test, or Not to Test, That Is the Question for Amtrak, Integra LifeSciences Many...
Fantastic news! We've Found the answer you've been seeking!
Question:
Transcribed Image Text:
CASE "To Test, or Not to Test, That Is the Question" for Amtrak, Integra LifeSciences Many companies rely on personality tests to help with the selection of employees. In fact, evidence indicates that al- most one-fourth of firms utilize these instruments to as- sess how well applicants fit into different work roles and environments. Some tools focus on measuring the Big Five personality traits, which include the factors conscientious- ness, openness to experience, agreeableness, extroversion, and neuroticism. Others like the Myers-Briggs Type Indica- tor and Predictive Index identify different preferences and self-perceptions of individuals, which might affect their willingness and ability to perform on the job. Some person- ality tests are even being offered through gaming exercises to obtain a better assessment of traits and skills-Pymetrics and Knack both offer these kinds of instruments. Despite their ability to predict employment fit, using per- sonality tests to assist with selection decisions may not work well in all situations. For instance, they may not effectively predict the future work performance of employees. These tests may also unfairly classify people into categories that can ultimately be altered by individuals with the right effort. Providing socially desirable responses (or "faking" good an- swers) is another concern with these tests. Finally, the use of personality tests may adversely affect candidates who are dis- abled or those who are members of other protected groups. Still, personality tests can be an effective tool for screening and hiring new employees. The transportation agency Amtrak has been using such a test to determine how well job applicants fit the culture of the organization. In particular, the instrument identifies different personality characteristics that are associ- ated with important work-related factors such as collaboration, ethics, safety, and customer service. The expected retirement of many Amtrak employees motivated the firm to use this person- ality test; it also needed a hiring approach that ensured good employee/company fit. Many thousands of individuals have al- ready taken the online test that takes about 45 minutes to com- plete. The results place applicants into categories of "strong," "moderate," and "minimal" fit for the purposes of screening. Amtrak can then select which individuals to interview and hire. Not all employers choose to incorporate personal- ity tests into their employee selection processes. New Jer- sey-based Integra LifeSciences elected not to use them during the company's transformation efforts. According to top official Padma Thiruvengadam, these tests might need- lessly categorize people, thus limiting the company's ability to identify individuals who can help it effectively transition. Integra LifeSciences will likely utilize such tests in the future when the company is functionally more stable.104 QUESTIONS 1. Explain why it is or is not a good practice to use personality tests in employee selection. What are some of the advantages and disadvantages of personality tests used in this way? 2. Evaluate the rationale used by Amtrak and Integra Life Sciences to justify using or not using personality tests. Do you agree with these decisions? 3. Imagine that you are the Chief HR Officer for a com- pany that is considering the use of personality tests to make better selection decisions. What advice would you provide your executive leadership team? What issues would be the most critical in your development of com- pany policy? CASE "To Test, or Not to Test, That Is the Question" for Amtrak, Integra LifeSciences Many companies rely on personality tests to help with the selection of employees. In fact, evidence indicates that al- most one-fourth of firms utilize these instruments to as- sess how well applicants fit into different work roles and environments. Some tools focus on measuring the Big Five personality traits, which include the factors conscientious- ness, openness to experience, agreeableness, extroversion, and neuroticism. Others like the Myers-Briggs Type Indica- tor and Predictive Index identify different preferences and self-perceptions of individuals, which might affect their willingness and ability to perform on the job. Some person- ality tests are even being offered through gaming exercises to obtain a better assessment of traits and skills-Pymetrics and Knack both offer these kinds of instruments. Despite their ability to predict employment fit, using per- sonality tests to assist with selection decisions may not work well in all situations. For instance, they may not effectively predict the future work performance of employees. These tests may also unfairly classify people into categories that can ultimately be altered by individuals with the right effort. Providing socially desirable responses (or "faking" good an- swers) is another concern with these tests. Finally, the use of personality tests may adversely affect candidates who are dis- abled or those who are members of other protected groups. Still, personality tests can be an effective tool for screening and hiring new employees. The transportation agency Amtrak has been using such a test to determine how well job applicants fit the culture of the organization. In particular, the instrument identifies different personality characteristics that are associ- ated with important work-related factors such as collaboration, ethics, safety, and customer service. The expected retirement of many Amtrak employees motivated the firm to use this person- ality test; it also needed a hiring approach that ensured good employee/company fit. Many thousands of individuals have al- ready taken the online test that takes about 45 minutes to com- plete. The results place applicants into categories of "strong," "moderate," and "minimal" fit for the purposes of screening. Amtrak can then select which individuals to interview and hire. Not all employers choose to incorporate personal- ity tests into their employee selection processes. New Jer- sey-based Integra LifeSciences elected not to use them during the company's transformation efforts. According to top official Padma Thiruvengadam, these tests might need- lessly categorize people, thus limiting the company's ability to identify individuals who can help it effectively transition. Integra LifeSciences will likely utilize such tests in the future when the company is functionally more stable.104 QUESTIONS 1. Explain why it is or is not a good practice to use personality tests in employee selection. What are some of the advantages and disadvantages of personality tests used in this way? 2. Evaluate the rationale used by Amtrak and Integra Life Sciences to justify using or not using personality tests. Do you agree with these decisions? 3. Imagine that you are the Chief HR Officer for a com- pany that is considering the use of personality tests to make better selection decisions. What advice would you provide your executive leadership team? What issues would be the most critical in your development of com- pany policy?
Expert Answer:
Posted Date:
Students also viewed these general management questions
-
Match each of the following energy band structures with the type of material it represents. Show Work A B C Empty conduction band Band gap Filled valence band Empty conduction band Band gap Filled...
-
What are the unique features of e- commerce, digital markets, and digital goods? 1. Name and describe four business trends and three technology trends shaping e- commerce today. 2. List and describe...
-
A 20-lb force is applied to the control rod AB as shown. Knowing that the length of the rod is 9 in. and that = 25, determine the moment of the force about Point B by resolving the force into...
-
What is meant by continuous budgeting?
-
Posey Ceramics makes ceramic vases for a chain of department stores. The output and cost figures over the past four weeks are shown here. Labor costs $10 an hour, and materials are $4 a pound....
-
An existing inventory for a test measuring self-esteem indicates that the scores have a standard deviation of 9. A psychologist gave the self-esteem test to a random sample of 90 individuals, and...
-
Use the following data for the next set of questions. A local bank has approved a $10,000,000 construction loan at 4.75% with 1.00 points. The developer is required to contribute $3,000,000 to the...
-
In the context of organizational behavior, discuss the implications of integrating the principles of complexity theory and chaos theory into traditional management practices. How can organizations...
-
9. Using the facts in Problem #7, please do the journal entry for your company selling 250 items of your inventory for $140,000 with the terms 1/10, n/30 on 2/10/19. Note that the "perpetual" and the...
-
A laboratory weighs filters from a cobalt mine to measure the amount of dust in the mine atmosphere. Repeated measurements of the weight of dust on the same filter vary normally, with standard...
-
2. Prepare a contribution margin income statement for next year that shows the expected results with the machine installed. Assume sales are $1,000,000. ASTRO COMPANY Contribution Margin Income...
-
During a snowball fight two snowballs(.4 kg and .6 kg) are thrown at 15 m/s towards each other and combine into a single mass. What is the speed of the combined mass?
-
34. Zambia is project to have a labour force of about 25,300.741million, 23,900.119 million will be employed and 27,114.623 million will contain a population of those unemployed and those unwilling...
-
Use this circle graph to answer following Exercises. 1. What fraction of areas maintained by the National Park Service are designated as National Recreation Areas? 2. What fraction of areas...
Study smarter with the SolutionInn App