OPPapers.com Essay Index >> Business >> Psychology Of Selection
We have many free term papers and essays on Psychology Of Selection. We also have a wide variety of research papers and book reports available to you for free. You can browse our collection of term papers or use our search engine.
psychology of selection. ... Organizational behavior provides a wealth of theoretical
reasoning why the psychology of selection can often be an unethical process. ...
... work; apply -Three major sub fields: personnel, organizational and human
factors/ergonomics 1) Personnel Psychology – deals with the selection of personnel ...
... In this field of psychology test are utilized and/or created to assess and
ensure the appropriate selection and promotion of employees. ...
... VFM) measures of work-related personality: Implications for selection and assessment.
Paper presented at the European (Congress of Psychology), Surrey, UK. ...
... This paper discusses law and how it applies to Social Psychology. It will discuss
the three stages during a jury trial: the jury selection, the courtroom drama ...
Submitted by amf5485 on April 13, 2006
Category: Business
Words: 5153 | Pages: 21
Views: 422
Popularity Rank: 20,531
Average Member Grade: N/A (Add a Comment / Grade this Paper)
For the past ten years, companies have complied with the equal opportunity slogan that the public has become so accustomed to seeing. The real question is, are all companies really equal opportunity employers? Through our research, it has become evident that equal opportunity standards are not always applied in the hiring process. There are many factors that contribute to the hiring process. Legally, an employer has the right to hire whoever it wants and it may establish any kind of selection application it chooses. Companies have many different reasons why they hire the people that they do; filling quotas is a large influence as well as race, age, weight, attractiveness, and gender preferences. These factors provide unfair opportunities to specific types of people and often overlook applicants who may be more qualified for a specific position. All of these issues are reasons why highly qualified applicants often are overlooked in the hiring process on an all-too regular basis. Organizational behavior provides a wealth of theoretical reasoning why the psychology of selection can often be an unethical process. Such theory will be used in the subsequent analysis of the current state of hiring practices in business.
The field of organizational behavior cites five characteristics employers desire when reviewing job applicants. The “big five” personality dimensions are as follows; conscientiousness, agreeableness, neuroticism, openness to experience, and extroversion. These five personality dimensions offer an instrument for employers to judge potential employees. However as will be revealed in this paper, there are many outside influences that amend the hiring process in a negative manner.
In the process of hiring, sometimes simply having the necessary skill to do a job is not enough; companies are now beginning to look at more than just the skills of potential employees. The perfectly qualified candidate may not always be the best choice...
You must Login to view the entire paper.
If you are not a member yet, Sign Up for free!