1. Intelligence is a better predictor of job performance than having a conscientious personality.
2. Screening job candidates for values results in higher job performance than screening for intelligence.
3. A highly intelligent person will have a hard time performing well in a low-skill job.
4. "Integrity tests" are good predictors of whether employees will steal, be absent, or take advantage of their employers in other ways.
5. Goal setting is more likely to result in improved performance than is participation in decision-making.
6. Errors in performance appraisals can be reduced through proper training.
7. People behave in ways that show pay is more important to them than what they indicate on surveys.

Reflect on: "What are the implications of this discussion for management practice?" Make sure reflection is specific to the statement(s) above and not generic.