Doctoral Student
What criteria or standards do industrial/organizational consultants use to measure the effectiveness of individuals, groups, and organizations? Is one criteria or standard most effective? Why or why not?
One standard that industrial/organizational consultants use to measure the effectiveness of individual who make up a group within an organization is psychological testing. Psychological testing is big business in today’s workplaces (Schultz & Schultz, 2010). Ironically, industrial/organizational consultants are responsible for designing, standardizing, and scoring these tests. Being there is no escaping psychological testing; we should want and need to learn something about them. Employers expect to compare job applicant’s performance on the same test under identical circumstances which means same set of instruction, same amount of time, and the same physical environment. Any change in testing procedure may produce a change in individual test performance (Schultz & Schultz, 2010). A great example of this type of testing is done in the National Football League (NFL) before the NFL draft. It is done during the college combines where college athletes gather together to perform different tasks to rate their performance. These task that take place during this combine is who can run the fastest, who came jump the highest, and can lift the most amount of weight. Also skills and knowledge testing that consist of running routes, catching, throwing, blocking, and certain obstacles. However, what is also part of the college combine is psychological testing that is administered to every college football players that is expected to be drafted in the NFL. Ever team uses these psychological tests to prospective players. One team uses personality tests to detect whether a player might tend to be overly aggressive and likely to cause trouble on or off the field (Schultz & Schultz, 2010).
There are many types of psychological test that organizations can use to
One standard that industrial/organizational consultants use to measure the effectiveness of individual who make up a group within an organization is psychological testing. Psychological testing is big business in today’s workplaces (Schultz & Schultz, 2010). Ironically, industrial/organizational consultants are responsible for designing, standardizing, and scoring these tests. Being there is no escaping psychological testing; we should want and need to learn something about them. Employers expect to compare job applicant’s performance on the same test under identical circumstances which means same set of instruction, same amount of time, and the same physical environment. Any change in testing procedure may produce a change in individual test performance (Schultz & Schultz, 2010). A great example of this type of testing is done in the National Football League (NFL) before the NFL draft. It is done during the college combines where college athletes gather together to perform different tasks to rate their performance. These task that take place during this combine is who can run the fastest, who came jump the highest, and can lift the most amount of weight. Also skills and knowledge testing that consist of running routes, catching, throwing, blocking, and certain obstacles. However, what is also part of the college combine is psychological testing that is administered to every college football players that is expected to be drafted in the NFL. Ever team uses these psychological tests to prospective players. One team uses personality tests to detect whether a player might tend to be overly aggressive and likely to cause trouble on or off the field (Schultz & Schultz, 2010).
There are many types of psychological test that organizations can use to