Personality Testing, Yes or No?

965 words 4 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…

Other than attempting to land on the job, why would a candidate fake a personality test?

A2- Being an external in the dimension scale of locus of Control (Refusing to accept responsibility of consequences), a candidate would fake the personality test to impress and attain better results. He also wants to mark a higher level of self-efficacy.
All that, will help in obtaining the job with a better offer.
Another reason for faking the personality test is the fear that it may lead to an unfair treatment of minority groups (which is not ethical in all countries and illegal in some countries).

Q3- Could personality testing be used for management decisions other than hiring? Explain.

A3- Yes, personality testing could be used for management decisions other than hiring.
The research on personality as a key to understand “OB” focuses on the “Big Five” personality dimensions in addition to the other “Three”.
In depicting the dimension and the level, decisions such as the following could be taken:
- High extroversion: use individuals for jobs requiring large amounts of social interaction.
- High emotional stability: Managers with such level of dimension can easily increase job satisfaction and certainly motivate their employees.
- High agreeableness: Managers should try to include on teams Individuals who are agreeable because the team to function more smoothly by using their interpersonal skills to keep communication channels


  • Dutch commando corps
    1194 words | 5 pages
  • Pace of Life
    1648 words | 7 pages
  • Act and American College Testing
    2415 words | 10 pages
  • American Eugenics Movement
    1909 words | 8 pages
  • The Dishonesty of Honest People (Paper Summary)
    1585 words | 7 pages
  • Map the Research Design Used by Donato's for New Product Development
    1738 words | 7 pages
  • Assessing the Impact of Time Management on Employees Productivity in an Organization. (a Case Study of Federal Radio Corporation of Nigeria (Frcn) Kaduna.
    7609 words | 31 pages
  • Reflective Report
    3772 words | 16 pages
  • Training in Mahindra
    12146 words | 49 pages
  • Hrm Practices at Infosys
    14505 words | 59 pages