Supervisory Position
Discussion Question One
Assessments can help select and develop entry level supervisors by identifying the necessary knowledge, skills, abilities, and other requirements (KSAOs), as well as competencies that will allow entry level supervisors to do well in a new position (Scott & Reynolds, 2010). Development of the various KSAOs and competencies can also be more easily implemented once identification has occurred. Once these are identified for a specific position, tests and other assessments can be implemented in order to choose individuals with a high chance of success. This is because the various KSAOs and competencies which work well for an individual contributor, may not work very well for a supervisory position (Scott & Reynolds, 2010). …show more content…
Therefore, selecting the right assessment for a position would rely on evaluating the advantages and disadvantages of the job requirements needed for a position in supervision (Scott & Reynolds, 2010). For example, if a supervisory position required customer and personal service knowledge, perhaps a situations judgement test would prove effective for that element. If the supervisory position also required other characteristics such as leadership and integrity, an Authentic Leadership Questionnaire (ALQ) may also provide useful information. It is likely that more than one process would be needed to encompass the many competencies and KSAOs necessary for an entry level supervisor to perform well and be effective in a new position. Another consideration would be how well a new supervisor fits in a current organizational culture. Some of the positive effects of a good person-organization fit may include more positive attitudes and behaviors on the part of both individuals and organizations (Boon, Den Hartog, Boselie, & Paauwe, 2011). In many ways, this seems just as important as the many other considerations discussed so far; however, unlike these considerations, person-organization fit may be less explicit. As a result, person-organization fit could be subject to various biases (Boon et al., 2011). Other factors have the potential to
Assessments can help select and develop entry level supervisors by identifying the necessary knowledge, skills, abilities, and other requirements (KSAOs), as well as competencies that will allow entry level supervisors to do well in a new position (Scott & Reynolds, 2010). Development of the various KSAOs and competencies can also be more easily implemented once identification has occurred. Once these are identified for a specific position, tests and other assessments can be implemented in order to choose individuals with a high chance of success. This is because the various KSAOs and competencies which work well for an individual contributor, may not work very well for a supervisory position (Scott & Reynolds, 2010). …show more content…
Therefore, selecting the right assessment for a position would rely on evaluating the advantages and disadvantages of the job requirements needed for a position in supervision (Scott & Reynolds, 2010). For example, if a supervisory position required customer and personal service knowledge, perhaps a situations judgement test would prove effective for that element. If the supervisory position also required other characteristics such as leadership and integrity, an Authentic Leadership Questionnaire (ALQ) may also provide useful information. It is likely that more than one process would be needed to encompass the many competencies and KSAOs necessary for an entry level supervisor to perform well and be effective in a new position. Another consideration would be how well a new supervisor fits in a current organizational culture. Some of the positive effects of a good person-organization fit may include more positive attitudes and behaviors on the part of both individuals and organizations (Boon, Den Hartog, Boselie, & Paauwe, 2011). In many ways, this seems just as important as the many other considerations discussed so far; however, unlike these considerations, person-organization fit may be less explicit. As a result, person-organization fit could be subject to various biases (Boon et al., 2011). Other factors have the potential to