Issues Between Managers and Employees
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Issues Between Managers and Employees
Test For The Best Hire Worksheet
Part 1: Learn about the Assessment Tools
Whether it’s a knowledge-based math quiz or a personal values survey, different tests assess candidates for different things. Below are three widely used, reputable professional assessments. Read about each to get a sense of what they’re used for, then use the information to complete the TABLE in Part 2 below.
- The DiSC Assessment is a behavior assessment tool that we learned about in JGR 100. It centers on four different behavioral traits: Dominance, Influence, Steadiness, and Conscientiousness. DiSC can be used to to assess an employee’s general personality, and which type of job (and accompanying work style) may suit them best. It can also help to identify someone’s management style and how they can most efficiently manage employees with differing personalities.
SAMPLE DiSC QUESTIONS:
- In my work environment, it is most important to me to:
- Help co-workers and to be in a peaceful environment.
- Feel that my co-workers admire me and to be free from rigid rules.
- Know exactly what is expected of me and to finish one task before moving to another.
- Get things done and to see results.
- In my work environment, it is least important to me to:
- Help co-workers and to be in a peaceful environment.
- Feel that my co-workers admire me and to be free from rigid rules.
- Know exactly what is expected of me and to finish one task before moving to another.
- Get things done and to see results.
- When someone offers an opinion or conclusion and I disagree, I am most likely to…
- Tell them that I disagree.
- Say something humorous.
- Ask for more information.
- Nod and say nothing.
If you want to learn more about the DiSC Assessment, check out their website!
- The Criteria Cognitive Aptitude Test (CCAT)measures an individual’s aptitude, or ability, to solve problems, digest and apply information, learn new skills, and think critically. The CCAT consists of 50 items that involve reasoning and problem-solving skills that need to be completed in just 15 minutes.
Tests like this are useful predictors for success in hiring people for jobs that require problem-solving and analytical skills. Not only that, research shows that cognitive aptitude is one of the most accurate predictors of job success: twice as predictive as job interviews, three times as predictive as experience, and four times as predictive as education level. SAMPLE CCAT QUESTIONS: 1) If a train travels at a speed of 400 miles per hour, how many hours will it take to travel 3000 miles?
- 5
- 6
- 6.5
- 7
- 7.5
Answer: E
2) Only professors work on the 5th floor. Some secretaries work on the 3rd floor. Jonathan is a professor. Jonathan works on the 5th floor. Is this statement:
- Correct.
- Incorrect.
- Unable to be determined from the information.
Answer: C Follow this link if you want to learn more about the CCAT.
Criteria Cognitive Aptitude Test (CCAT)
III. The Emotional Intelligence Appraisal: As we discussed in week 4, Emotional Intelligence is the capacity to assess and be aware of both your own emotions and those of others, and to use that knowledge to interact in an empathetic and productive manner.
The Emotional Intelligence Appraisal provides an overall EQ score and measures each individual’s capacity for self-awareness, self-management, social awareness and relationship management. SAMPLE EI TEST QUESTIONS:
ALWAYS OFTEN SOMETIMES RARELY People have told me I’m a good listener. I stay calm under pressure. I handle criticism well. Key: There are no right or wrong answers, but more positive = more EI points.
Here’s where you can find more information about the Emotional Intelligence Appraisal.
Emotional Intelligence Appraisal
Part 2: Compare Assessment Tools
Based on what you’ve learned about each of these assessments, fill out the table below:
Criteria DiSC Criteria Cognitive Assessment Test (CCAT) MindTools Emotional Intelligence (EI) Test What is the purpose of the tool? What is the tool measuring (skills, knowledge, etc.)? What is the tool predicting (job performance, career success, fit, tenure, etc.)? PART 3: Pick the Right Test
Below are three hiring SCENARIOS. Read each one and decide which of the above assessment tools (DiSC, CCAT, or EI) would be the most effective in evaluating someone for that position, then explain why.
SCENARIO #1: Your human resources department needs to hire a new Employee Relations Manager (ERM). This person’s job is to manage conflict and workplace issues between managers and employees across three separate departments. The ERM must be able to handle disgruntled employees and managers with compassion, discretion and professionalism even in situations where tempers may run high.
SCENARIO #2: You need one more person on a team you’re putting together to launch a new tech startup business. You want to make sure this person’s personality balances out with the others you’ve already hired. Specifically, you’re looking for someone enthusiastic and outgoing, but also detail-oriented and focused.
SCENARIO #3: You’re hiring a new financial analyst for your organization. This position needs an individual with strong problem-solving and reasoning skills as well as in-depth mathematical abilities.
2
1
Test For The Best Hire Worksheet
Part 1
: Learn about the Assessment Tools
Whether it’s a knowledge
–
based math quiz or a personal values survey, different tests assess
candidates for different things. Below are three widely used, reputable professional
assessments. Read about each to get a sense of what they’re used for, then use
the information
to complete the
TABLE in Part 2
below.
- The DiSC Assessment
is a behavior assessment tool that we learned about in JGR 100. It
centers on four different behavioral traits:
D
ominance,
I
nfluence,
S
teadiness, and
C
onscientiousness. DiSC c
an be used to to assess an employee’s general personality, and
which type of job (and accompanying work style) may suit them best.
It can also help to identify
someone’s management style and how they can most efficiently manage employees with
differing pe
rsonalities.
SAMPLE DiSC QUESTIONS:
1.
In my work environment, it is most important to me to:
a.
Help co
–
workers and to be in a peaceful environment.
b.
Feel that my co
–
workers admire me and to be free from rigid rules.
c.
Know exactly what is expected of me
and to finish one task before moving to another.
d.
Get things done and to see results.
2.
In my work environment, it is least important to me to:
a.
Help co
–
workers and to be in a peaceful environment.
b.
Feel that my co
–
workers admire me and to be free from rigid rules.
c.
Know exactly what is expected of me and to finish one task before moving to another.
d.
Get things done and to see results.
3.
When someone offers an opinion or conclusion and I disagree, I
am most likely to…
a.
Tell them that I disagree.
b.
Say something humorous.
c.
Ask for more information.
d.
Nod and say nothing.
If you want to learn more about the DiSC Assessment, check out their website!
DiSC Profile
II.
The Criteria Cognitive Aptitude Test (CCAT)
measures an individual’s aptitude, or ability,
to solve problems, digest and apply information, learn new skills, and think critically. The CCAT
consists of 50 items that involve reasoning and problem
–
solving skills that need to be completed
in just 15 minutes.
Tests like this are useful predictors for success in hiring people for jobs that require problem
–
solving and analytical skills. Not only t
hat, research shows that cognitive aptitude is one of the
1
Test For The Best Hire Worksheet
Part 1: Learn about the Assessment Tools
Whether it’s a knowledge-based math quiz or a personal values survey, different tests assess
candidates for different things. Below are three widely used, reputable professional
assessments. Read about each to get a sense of what they’re used for, then use the information
to complete the TABLE in Part 2 below.
- The DiSC Assessment is a behavior assessment tool that we learned about in JGR 100. It
centers on four different behavioral traits: Dominance, Influence, Steadiness, and
Conscientiousness. DiSC can be used to to assess an employee’s general personality, and
which type of job (and accompanying work style) may suit them best. It can also help to identify
someone’s management style and how they can most efficiently manage employees with
differing personalities.
SAMPLE DiSC QUESTIONS:
- In my work environment, it is most important to me to:
- Help co-workers and to be in a peaceful environment.
- Feel that my co-workers admire me and to be free from rigid rules.
- Know exactly what is expected of me and to finish one task before moving to another.
- Get things done and to see results.
- In my work environment, it is least important to me to:
- Help co-workers and to be in a peaceful environment.
- Feel that my co-workers admire me and to be free from rigid rules.
- Know exactly what is expected of me and to finish one task before moving to another.
- Get things done and to see results.
- When someone offers an opinion or conclusion and I disagree, I am most likely to…
- Tell them that I disagree.
- Say something humorous.
- Ask for more information.
- Nod and say nothing.
If you want to learn more about the DiSC Assessment, check out their website!
DiSC Profile
- The Criteria Cognitive Aptitude Test (CCAT) measures an individual’s aptitude, or ability,
to solve problems, digest and apply information, learn new skills, and think critically. The CCAT
consists of 50 items that involve reasoning and problem-solving skills that need to be completed
in just 15 minutes.
Tests like this are useful predictors for success in hiring people for jobs that require problem-
solving and analytical skills. Not only that, research shows that cognitive aptitude is one of the
Issues Between Managers and Employees
RUBRIC
Excellent Quality
95-100%
Introduction 45-41 points
The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.
Literature Support
91-84 points
The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.
Methodology
58-53 points
Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met.
Average Score
50-85%
40-38 points
More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided.
83-76 points
Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration.
52-49 points
Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met.
Poor Quality
0-45%
37-1 points
The background and/or significance are missing. No search history information is provided.
75-1 points
Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration.
48-1 points
There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met
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