Personality Testing, Yes or No?

973 WordsJun 20, 20114 Pages
The following is a case study from an Executive Master of Business Administration "EMBA" program syllabus, Alexandria University, Egypt, in collaboration with Georgia State university, USA. The case is related to the Organizational Behavior study from the reference book "Organizational Behavior and Management", ninth edition, Ivancevich, konopaske & Matteson. ISBN 978-0-07-122089-7 Case 3.1: Personality Testing, Yes or No? Mark, a project leader in Austin, Texas, needed a new software engineer for his eight-person team. He used his network, reviewed resumes, and invited 15 candidates for interviews. In addition he had the top three candidates complete the 16-personality factors test. This was a general test that he believed would reveal…show more content…
Selections for both, new hires and employees applying for internal promotions. - Openness to experience: Personality assessments help in identifying employees for key training opportunities. - Internal locus of control: Internals proved to be more ethical than Externals. Internals, in turn, need less supervision than Externals. Let Externals work more on teams, and add accountability for performance. - Self–efficacy: High level Individuals in this dimension should be concentrated on, sent first to training. Their contribution to the enhancement of the organization performance is higher than the ones with low level of the same dimension. - Creativity: Creativity produces innovation, and innovation is the lifeblood of “need to survive” organizations. Coupled with Quality, they are the key of organizational survival. The Myers-Briggs Inventory (MBTI) is used to assist in team building, management development, decision making, leadership, and career development. For example, Southwest Airlines uses the MBTI as a diagnostic tool to help its employees and work teams communicate and work together more
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