STR 581 Capstone Final Examination, Part One 1. Because practical considerations make job tryouts for all candidates infeasible, it is necessary to __________ the relative level of job performance for each candidate on the basis of available information. • predict • accept • assign • abandon 2. Some studies indicate the best approach for transformational change may have the chief executive officer create an atmosphere for change • but let others decide how to initiate change • and begin establishing a vision • but carefully set limits for the program • and establish a reward system 3. Which of the following is a desirable strategy for managers aiming to reduce the negative consequences
The candidate will develop a change management project plan, assign resources and develop a reporting process. The candidate will then present their analysis and project plan to management for approval. Procedure 1. Review the simulated workplace information for Fast Track Couriers. 2. Develop a change management strategy for Fast Track, which you will present to management (your assessor) for approval, by following steps 3–8 below.
There are many good reasons to personalise an induction script, most importantly it can achieve an effective trance state quickly which will hopefully lead to an effective session and outcome. As well as this it makes a client feel listened to and valued as an individual which can only benefit the therapy session. However, the evidence does show that personalisation will not always be more effective, not just for practical reasons of time, but more importantly because making assumptions about a person’s personality based on a short time of knowing them and with potentially long periods of time between sessions, runs the risk of making an error of judgement. This could lead to a very ineffective session and a disappointed client. It would seem appropriate that an initial session be more generalised in approach, becoming more personalised in future sessions as appropriate.
Case Objectives Research on interviews has generally shown that standardized procedures are higher in their reliability and validity than unstructured interviews. Learning how structured interviews are constructed is an important component of the selection process, as is getting a �feel� for what it�s like to give and receive an interview. This case gives you an opportunity to do both. An additional concern in the selection process is ensuring that each new predictor is adding something new to the process. As such, you will assess what the current methods of selection measure, and determine what new information can be brought out by an interview.
The first one is that individuality means more than claiming independence, it means achieving it by acknowledging the influences that have shaped my thinking, by sorting and evaluating my ideas and attitudes, and finally by choosing the best ideas by resisting the pressure of habit and by changing the ways that I think because the evidence tells me to do so. The second subject that was significant to me was how to distinguish a problem from an issue and how to solve them. Solving a problem means deciding what action will change the situation and make it better, whereas solving an issue means deciding what belief or viewpoint is the most reasonable. The third subject was discussed in chapter 8 and taught us how to investigate a problem or issue. According to Ruggiero (2012), “It means getting information others overlook by searching in ways and places that never occur to the uncreative.” (p.138).
1) When should employers reassess the assessment methods they use in hiring? Assessment methods should be reevaluated if organizations desired goals and expected outcomes of hires are not achieved. Business and staffing strategies will differ and may require multiple methods of assessing to accomplish staffing objectives. Methods provide effective and/or efficient means to identify applicants/candidates ability to be a successful hire. Factors employers should consider in determining if assessment methods may require evaluation; • High employee turnover rates • Poor performance related to new hires • Low applicant rates • Declines in organizational productivity • Screening of applicants effectively • Identification of competencies requirements (Person-job fit) • Identify development needs and/or capacity to obtain knowledge • Organization and cultural fit (Person-organizational fit) • Talent and HR philosophy alignment to business strategy • Other attributes; personality, attitude, motivations, teamwork and interests (Person–group fit) and (Person-vocation fit) • Validity/reliability and accuracy of method to achieve staffing goals • Minimize adverse impact, ethical and legal concerns • Maximize ROI/costs of hiring • Candidates reaction (fair, consistent and objective) Source: Strategic Staffing 2nd edition – Phillips and Gully.
It shows that the introverted individual come up with a plan before acting, needing time to think things through. Employers have found personality testing to be a great tool in determining whether or not an individual have what it takes to be successful on the job with interaction and interpersonal communication with others. Even though the pre-employment personality test is a good ideal, it does have the potential to produce problems. One of the problems would occur when a potential candidate tries to cheat the system by answering the question in a way to make the employer feel they are the best one for the job. This type of answering would be using a hypothetical method.
Because these associations are more personally created, their likelihood of success may be greater. For these reasons, it might be wise to eschew ‘mentor’ as an all encompassing term and seek others, which might reflect how teachers help one another to become sophisticated professionals’ (p. 425). There are some major points stated by the researcher in the article. While the mentors started with teaching generic strategies the mentoring interactions were actually more subject focused, which appeared to be a common strand in the report implying that the mentors were perceived as subject specialist, i.e. they were expected to have a sound knowledge and understanding of the subject content.
The major questions today are “does liberal arts education better prepare you for a career than a regular institution?” or “is liberal arts education a negative because it makes you learn about more than just what you’re doing in the future?” Liberal arts education is not only good for your career but also for you as a person and knowing more than just what you’re going to get paid for. Liberal arts education provides you with the basic skills needed to be a successful critical thinker. “During the Renaissance, the term was interpreted more broadly to mean all of those studies that impart a general, as opposed to be vocational or specialized education. These correspond rather closely to the interpretation used in most undergraduate colleges today, although the curriculum of the latter is more flexible than that of the Renaissance University.” (The Columbia Encyclopedia). What I got from this piece was that when it comes to liberal arts education there is many sub categories.
2) What is the main advantage of direct face-to-face communication, as against communication through circulars or memos? 3) What makes technical communication different from general communication ? 4) How important is it to be able to communicate? 1) Read the above conversation carefully if you were Vikas, how would you answer all the questions asked by the interviewer. Rewrite the answers, making them more appropriate by changing the language, style, tone, and attitude of the answer.” 2) Describe the significance of job interviews today.