Carter S Case Honesty
Introduction
Jennifer Carter, president of the Carter Cleaning Center, and her father are determined to figure out how to screen job applicants, in order to reduce employee turnover and theft. Not only is the company wasting management time, but also money. According to Jack Carter, “You would not believe the creativity employees use to get around the management controls we set up to cut down on employee theft.” As a result, they are determined to reduce this issues through employee testing and implementing new screening techniques. Therefore, they are willing to examine their operation to determine areas of weakness and considering honesty test, especially for employees who handle cash.
Answers to the Case Question
What would be the advantages and disadvantage to Carter’s company’s company of routinely administering honesty test to all its employees?
The advantage of them routinely administering honesty testing helps deviate involvement toward theft and employee delinquency. More importantly, the company will find the ultimate solution to hire only those persons who are honest and trustworthy. According to Dessler (2008, p. 225), “one advantage is work sampling technique tries to predict job performance by requiring job candidate to perform one or more samples of the job’s basic task. The advantage is it measures actual job tasks, so it’s harder to fake answers and does not delve into the applicant’s personality or psyche, so there’s almost no chance of it being viewed as an invasion of privacy”.
On the other hand, there is a disadvantage, according to Guastello & Rieke (1991, p. 513), “honesty tests are fakable as evidenced by the r of .43 between the Reid Report theft scale and the 16PF faking good scale, the r of .58 between the PSI theft scale and the PSI lie scale, and the factor analysis showing that the PSI and EAI form one big lie scale. Their susceptibility to faking thus renders honesty test useless for predicting job behavior without a score
Jennifer Carter, president of the Carter Cleaning Center, and her father are determined to figure out how to screen job applicants, in order to reduce employee turnover and theft. Not only is the company wasting management time, but also money. According to Jack Carter, “You would not believe the creativity employees use to get around the management controls we set up to cut down on employee theft.” As a result, they are determined to reduce this issues through employee testing and implementing new screening techniques. Therefore, they are willing to examine their operation to determine areas of weakness and considering honesty test, especially for employees who handle cash.
Answers to the Case Question
What would be the advantages and disadvantage to Carter’s company’s company of routinely administering honesty test to all its employees?
The advantage of them routinely administering honesty testing helps deviate involvement toward theft and employee delinquency. More importantly, the company will find the ultimate solution to hire only those persons who are honest and trustworthy. According to Dessler (2008, p. 225), “one advantage is work sampling technique tries to predict job performance by requiring job candidate to perform one or more samples of the job’s basic task. The advantage is it measures actual job tasks, so it’s harder to fake answers and does not delve into the applicant’s personality or psyche, so there’s almost no chance of it being viewed as an invasion of privacy”.
On the other hand, there is a disadvantage, according to Guastello & Rieke (1991, p. 513), “honesty tests are fakable as evidenced by the r of .43 between the Reid Report theft scale and the 16PF faking good scale, the r of .58 between the PSI theft scale and the PSI lie scale, and the factor analysis showing that the PSI and EAI form one big lie scale. Their susceptibility to faking thus renders honesty test useless for predicting job behavior without a score
References: Retrieved Web. 01 Oct. 2014. https://www.washington.edu/admin/hr/polproc/referencechk/index.html Quade, V. (1982). Use of Honesty Tests Raises Privacy Issue. American Bar Association Journal, 68(6),