Organizations exist in an increasingly dynamic envi-ronment. As a result, jobs change and employees are required to move around the organization, to do a variety of tasks, to develop multiple skills, and to retool or upgrade themselves on an ongoing basis. Employees are being hired less for specific job skills and more for their abilities to adapt to the evolving needs of the organization. Organizations are looking for employees who are innovative, flexible, willing to learn, and conscientious, and who fit into the organizational culturein other words, those who are good organiza-tional citizens. (You may want to review the sections Job Performance as a Multidimensional Concept, A Multidimensional Model of Job Performance, and Predicting Task, Contextual, Adaptive, and Counterproductive Job Performance

a. Can the employment interview be used to assess such personality characteristics effectively? How?

b. Are there better selection tools than the interview for assessing these characteristics? If so, what are they and why are they superior? If not, why not?

c. Does the assessment of organizational fit and rel-evant personality attributes pose a danger to human rights? If so, how? If not, why not? How might you reduce the risks of human rights violations while still pursuing employees who fit into the organiza-tional culture?