To : The Supervisor
From : The Case Manager
Date : 1 st November 2018
Subject : Personality Trait Assessment
Given the recent influx of clients demanding assistance with their hiring processes, the supervisor obligated me to conduct an assessment of the various types of personality and aptitude tests that may be applied to enhance the recruitment process. Personality tests are crucial in ensuring that the human resource managers employ not only competent but also the behavioral qualifications of the candidates. Since the questions and categorizations differ from test to test, there is a profound ethical need to determine the appropriate and most productive personality test for particular positions. Integrating the perfect psychological assessment test in a recruitment process is vital for the organization’s façade and overall performance. The assessment is essential in determining the desired traits for candidates applying for the position of a case manager.
According to experts, success as a case manager is dependent on the creative personality and practical communication skills. Case managers are required to be prepared in handling adverse situations in the most unexpected scenarios. As a case manager, it is prudent for one to be able to anticipate unforeseen risks and apply efficient approaches to achieving desirable results. Thus, case managers are mandated to be multitalented to comprehend the complex and challenging corporate roles within the organization (Weiner, 2017). A case manager is expected to have skills that encourage innovation within the company and promotes cohesiveness. Finding individuals with the stated characteristics has become increasing strenuous in the current world. As a result, finding a qualified candidate with the necessary skills and character trait is a tremendous asset to an organization as the individual will be able to impact the environmental structure positively. Some of the critical character traits include;
Delegate your assignment to our experts and they will do the rest.
• Creative personality
• Teamwork
• Encouraging self-management
• Flexibility
The impact and contribution of psychological assessments on the organization are substantial since it helps managers to determine the character traits and capabilities of its employees. Such pertinent information is obtained from an extensive evaluation process. The relevant information may be derived from sources such as records, interviews, and questionnaires. However, it is monumental to understand the particular circumstances surrounding an individual under assessment and should consider the moral aspects of the activity (Mukherjee & Kumar, 2016). This implies that the individual should be well informed of the intentions and type of assessment that the recruiter intends to apply in a given scenario. There are numerous facets to the division of psychological tests thus making it difficult to distinguish between the educational and psychological assessment tests. Different psychological tests are categorized according to the nature of behavior, means of administration, and the qualities they investigate. Some of the most common psychological theories that explain the mechanism of personality tests include; the behavioral tests, psychodynamic tests, and humanist philosophies.
Behavioral Theories
Behavioral theories assert that the behavior of an individual may be determined from the interaction of the person being assessed and other parties. Employee interaction within an organization is helpful in revealing the traits of individuals (Mukherjee & Kumar, 2016). These theories thus involve observing specific individuals under their natural work habitats and the way these people interact with their environment. Behavioral methods reject the suppositions made by other means that assume that the internal thoughts and feelings of an individual contribute to the development of their behavior.
Psychodynamic Theories
These theories of personalities enunciate that the unconscious mind influences the character of a person. The arguments also assume that childhood experiences of an individual and the past experiences determine the certain traits of the person under assessment (Mukherjee & Kumar, 2016). Psychodynamic theories maintain that a person’s expertise contain behavioral impacts on individuals. One of the known theorists includes B. F. Skinner and John Watson.
The Humanist Theories
These theories emphasize the relevance and crucial contribution of an individual’s free will and experiences in the development of character. Hence, humanists concentrated on the notion of self-actualization which according to the theories is an inborn need for the growth and development of an individual (Weiner, 2017). The need to improve and to develop the behavior of an individual is dependent on the person’s self-realization. Some of the humanist theories include Carl Rogers and Abraham Maslow.
The issue of personal assessment has been faced by numerous ethical concerns that due to the enormous impact it has on people’s lives. Ethical issues surround the way the assessments are designed, conducted, and the process of decision making entailed. Psychologists have developed codes of ethics over the ages that help to govern and maintain a moral aptitude in psychology assessment (Mukherjee & Kumar, 2016). These codes of ethics are used to ensure that the tests and evaluations are administered in the recommended way and that decisions are made from fair results. This is because those conducting the assessment are also human beings and thus may not be in a position to justly apply the test. The psychological evaluations should, therefore, strive to achieve the best results for both the organization and individual without any prejudice or bias. The code of ethics should thus maintain the professionalism and equitability of the system (Weiner, 2017). In the Office of Workforce, the law of ethics that is crucial is whether to select one individual that is best qualified or a team that works cohesively. The most competent person to administer the assessment would be the human resource manager. This is because HR managers are well equipped to interact and relate to different individuals.
Recommendations
• The company should integrate ethical approaches to ensure that the assessment is conducted justly.
• The company may consider employing more individuals to reduce the influx of work at the Office of Workforce.
• The type of psychological test applied should reflect the psychodynamic theory upheld by the organization.
• Individuals being recruited should be undertaken through an extensive behavioral assessment that will help determine the skills of the potential candidate.
References
Mukherjee, S., & Kumar, U. (2016). Ethical Issues in Personality Assessment. The Wiley Handbook of Personality Assessment , 415-426.
Weiner, I. B. (2017). Society for Personality Assessment/Journal of Personality Assessment: A History. Journal of Personality Assessment , 100 (1), 2-15.
