However, the persisting imbalance of women in positions of power has started a debate in corporate circles about the viability of a gender quota so as to encourage gender equality in corporate positions of power. But why so much hoopla about gender equality? For one, reports suggest that more women in higher roles reflect in the form of better performance for the companies.
Use With Caution Many employers utilize personality tests in the employment selection process to identify people who have more than just the knowledge and skills necessary to be successful in their jobs.
Murphy is likely correct that some of these are ineffective. The best that can be said is that in some situations, for some purposes, some personality measures can offer helpful predictions. But there is nothing in this summary to indicate in advance which measure should be used in which situation or for which purposes.
In short, it must be concluded as always that the validity of any personality measure must be specifically and competently determined for the specific situation in which it is to be used and for the specific purpose or criterion within that situation….
It seems clear that the only acceptable reason for using personality measures as instruments of decision is found only after doing considerable research with the measure in the specific situation and for the specific purpose for which it is to be used.
One possibility for the relatively low correlation rates is that the data has not been interpreted properly. A study has found evidence for a curvilinear relationship between personality traits and job performance, while all the earlier studies assumed a linear relationship.
First, people need to be able to accurately perceive emotions in themselves and others and have the ability to express their own emotions effectively. Second, people need to be aware of how their emotions shape their thinking, decisions, and coping mechanisms. Third, people need to be able to understand and analyze their emotions, which may often be complex and contradictory.
Fourth, people need to be able to regulate their emotions so that they can dampen negative emotions and make effective use of positive emotions. The marketplace is beginning to recognize the importance of EQ. Are more likely to stay calm under pressure Know how to resolve conflict effectively Are empathetic to their team members and react accordingly Lead by example Tend to make more thoughtful business decisions  When these same employers were asked to identify specific behaviors and qualities that demonstrate EQ, they responded that employees who demonstrate high EQ: Admit and learn from their mistakes Can keep their emotions in check and have thoughtful discussions on tough issues Listen as much, or more than, they talk Take criticism well Show grace under pressure  The opinions given by the surveyed employers are also echoed in academic literature on the subject.
Such was the case in when a study, relying on much more data than the sample, could not support the earlier claim that EQ predicts job performance.
Applicant Faking To the extent that personality and EQ tests are used in hiring, the issue of applicant faking needs to be addressed. A quick search on the Internet will find advice on how to fake these tests.
One article, geared toward lawyers seeking employment with firms who conduct personality or EQ tests, notes: Resist the urge to be too revealing. The assessment is part of the job interview, not something for your own enlightenment.
If you are curious about your psychological profile, take one of the tests out there on your own dime. Be a social animal. These days, law firms are very keen on team work.
Never mind that most of the big rainmakers tend to be solipsistic egomaniacs. Lawyers are paid to look at the worst-case scenarios, so they tend to be skeptical, if not pessimistic. Grit your teeth and say you welcome criticism—and that you always learn from it. Yes, there was a math section on the test that completely threw me.
It might help to buy one of those SAT prep books. Counter-measures to faking include the test and retest approach to see if an individual is consistent in their answers, or asking questions that require quick responses.The issue in this case was whether the time spent by an employee waiting in line to go through a security screening at the end of a shift was compensable time under the Fair Labor Standards Act (FLSA) and the Portal-to-Portal Act.
Case Studies on ED Management of Asthma Carlos Camargo, MD, DrPH Emergency Medicine, MGH Channing Laboratory, BWH Harvard Medical School. Read our enterprise industry case studies and see how MYOB can transform your business. Find out more here. A third case of note to HR is Pellegrino v.
CWA, decided by a Pennsylvania district court. Recent Court Cases Provide Guidance for HR. Send Cancel Close Fake link.
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Human Resource Management Case Studies We have compiled a sampling of the broad range of Human Resouce activities that we have implemented over the years. The names and other identifying aspects of these projects have been removed, as our clients prefer confidentiality on such sensitive management issues.