Case Study: Honesty Testing At The Carter Cleaning Company

Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of job analysis in order to select the right individual for the position. "Job analysis is a complex and vital part of every HRM program, as well as an important systematic process used within an organization to determine future members of the workforce." Job analysis

A position for a crime analyst is open in Fort Lauderdale, Fl. Even though the job is not in the ideal place, it would be considered, because it is something that I find interesting. This would be a job that I would have to apply for after I have gained experience in the criminal justice field. This position demanded a polygraph examination. “An eligible veteran who enters an open-competitive examination shall receive preference points added to the total passing score earned in the examination as provided for in the Florida Statutes. To obtain veteran's preference, candidates MUST submit a copy of separation papers and the City of Fort Lauderdale's veteran's preference claim form.” (Government jobs, 2016, pg.1) This position gives veterans an upper hand which is good for

Polygraph- an electronic instrument Taft records physiological arousal from multiple channels, it is often used as a kid detector the signals are kicked oh by denies attached to different parts of the body. Rubber tubes are strapped around a suspects torso to measure breathing, blood pressure cuffs are wrapped around the upper arm do measure pulse rate abs electrodes ads places on fingertips to record sweat-gland activity or perspiration these signals are send by amplifies and can be seen usually it's to detect deception. But not full-proof sometimes truthful people fail the test and people who understand the test can fake the

In the data-collection phase, the examiner will complete polygraph charts, the charts and questions will vary depending on different cases. The examiner then analyzes the collected data in the data analysis phase. The examinee then has the opportunity to explain or rationalize answers to different questions asked during the exam. Although some may criticize the polygraph tests, advances in technology, and science improves the polygraph exams. Multiple factors play a key role in the accuracy of a polygraph, including the experience of the examiner, the obediance of the examinee, and the way the exam is constructed. It is important to consider body language when interviewing examinees as well. This includes things that examinees may be saying, how they say it, and when they say it. One’s body does things that it cannot control, both inside and out, which plays an essential role in exams. When a polygraph test is administered perfectly, and appropriately the accuracy rate is above ninety percent. On the other hand, false positives on the polygraph exams may happen. A good examiner will try to identify, and get away from false positives. When Ruby has a false

Facts of the case: Imagine you are an HR manager and your boss and owner of the company, Bill, comes to you suspecting his assistant, Paige, is stealing money from the company. Bill would like a polygraph test conducted to see if Paige is stealing from the company. He would also like you to conduct electronic surveillance on Paige’s work e-mail for anything suspicious.

Texas earned a D-short, and we rank thirty-eighth in America with regards to state honesty. Not great. What's more awful is this is a plunge from the past "Defilement Risk Report Card" the Center for Public Integrity discharged (in 2012) when Texas got a D-in addition to and positioned twenty-seventh. Maybe there is some comfort to take in the way that the most elevated evaluation got by any state was a C, and a sum of eleven states fizzled, including two of our neighbors, Oklahoma and Louisiana.

The Reid Report is an overt integrity test that measures counterproductive behavior in potential employees, such as theft, tardiness, drug use, turnover, and absenteeism. It currently is called the Reid Report Risk Assessment and can be used in any organization for any job position. The Reid Report has five different measures to predict the potential employee’s performance, attitude, and behavior. The five measures are business ethics, integrity attitudes, social behavior, substance use, and work background (Human Capital Risk Management, 2015). The first measure, business ethics, is used to assess whether the applicant would behave ethically in the workplace and follow the policies and rules set by the organization. Integrity attitudes assesses

One thing that is important is to check that past employers were given a two weeks notice. Another thing that is important is to ask if the company would hire him or her again. This will set up a dependability model for the applicant. The criminal background check is also important because if the person is trying to hide convictions then they most likely be moving states and it is important to have a list of all states that person has lived. Credit checks are also a good way of checking someones background although the company must not single out a candidate and only check their credit score. According to Brody (2015) there are flaws with background checks and also limitations. A better approach is to implement "integrety" test which measure the potential employees honesty and integrety while also being able to moniter fraudulent answers(Brody,Perri,Van Buren,2015). There is no most important thing when conducting a background check because each person's situation is completely different. For instance one applicant may have tremendous job aps while the other applicant has an unusual amount of early exits from jobs. Many times a prospective employee will also not volunteer information such as a current issue where they are being prosecuted for a crime. If the applicant is yet to be convicted then it would be discrimination if you took employment action based solely on allegations. However, many times there will be a lot of flags for an employer to see and further information can be gathered based on these flags. A reference check can be very beneficial especially if the employer volunteers information. As an employer you are limited on the types of questions you can ask,

Honesty, Integrity, and Trust are all key factors in the cohesion of a unit. Knowing you can trust the other preforming members in your respective unit, builds a good team building environment that leads to the highest quality of success and increase of morale within the unit. Honesty above all is not only expected, but is a standard within the 75th Ranger Regiment, It builds character within an individual soldier, creates and maintains teamwork within the inner workings of the unit, and also improves self discipline. Integrity is also another standard that is held highly within the 75th Ranger Regiment. Integrity shows a soldiers level of maturity, self discipline, and leadership

1. I have experienced a similar situation related to dishonesty in my job on campus a few time. The situation was that a few of the colleagues of mine who worked late shift with me wanted to closed up the duty desk earlier than we were assigned but dock out of the shift late to show we maintained the job requirement. So our job required us to dock out 2a.m. in the midnight but some of the colleagues wanted to get out early but doesn’t want to alert the supervisor. I don’t know if that happened to other people’s shift but when I was on duty with some partners, they always asked me to dock out early but submit the report on time at 2a.m. to indicate that they meet the job requirements. The first time when this happened to me, I thought the colleague was not feeling well and wanted to do this to rest, so I covered her shift and told her I’ll do hers when the time is up. However, I noticed there’s a trend and consistency that some other colleagues did the same action, asking me to do it with them as well. I remember they mentioned a similar conversation that “the boss won’t know if we just dock out online after 2 a.m. but closed the duty desk now (when it was way before 2 a.m.)” If all of them mentioned the similar conversations, perhaps that action has became a norm in the team and the supervisor was unaware of it. I thought their action were unethical and involved with dishonesty and I wasn’t comfortable to doing it. I didn’t follow their action and reported to our supervisor

Polygraph tests are simply not reliable enough to determine a person 's punishment that can be life changing. There are quite a few things that make a polygraph test tick and not all of them are as reliable as they may seem. There are a few different factors that come into play when someone is taking a lie detector test. “William M. Marston invented the first lie detector in 1917,” (Hammiett, 2016 p.1). His attentions were great, and he thought that it would be accurate and efficient with no problems. “However, in 1923, the D.C. Court of Appeals stated that there was not enough scientific evidence to support Matson’s lie detector machine,” (Hammiett, 2016 p.1). If there wasn’t enough evidence, then what makes us think that there is now? It is the same as it has always been and if the D.C. Court of Appeals says that there isn’t enough scientific evidence to support it, then we shouldn 't use something that is

The Honest Company, based out of Playa Vista, CA and co-founded in 2011 by actress Jessica Alba and entrepreneur Christopher Gavigan, strives to be honest in its labeling of natural health, beauty, home, and wellness products. Since its inception, the company claims that its products contain no harsh chemicals, and are eco-friendly. Alba founded the Honest Company as a new mom who was concerned that regulations allowed manufacturers to include harmful toxins in products; the goal of Honest was to provide products that were “not only effective, but unquestionably safe, eco-friendly, beautiful, convenient, and affordable.” Today, the company is known for its “savvy style, sustainability, and extraordinary service & convenience all wrapped in

The polygraph test is one of the most controversial criminal investigative techniques of all-time. From the initial years of the invention to today, there is not a consensus about the investigative tool. That is why there are many people for and against the administration of polygraph tests. Therefore, in order to develop a clear picture of the polygraph test the history of the test must be established. Although, there are many sources that have well documented concerns about the invention, the polygraph test is still around after almost 80 years.

Selecting the right employee to fill a position is one of the most challenging decision making processes a company has to make. The ultimate goal of employee selection is to hire the candidate who is most compatible not only with the organization but for the position that they are trying to fill. In order for the candidate to be successful in a particular position, their talents and personal goals must be taken into consideration and objectives need to be utilized in order to retain qualified individuals. The most common forms of selection methods are resumes and applications but testing, interviews, reference checks, honesty tests, medical exam and drug

I strongly believe that Organization try to screen potential employees by avoiding hiring applicants who they feel may have ethical issues; they attempt to do this by completing criminal background checks on the applicants. However, several researches