ECE _DSST _ Human Resource MGMT

Psychologists call this the big five and they are

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Psychologists call this The Big Five and they are: extroversion, neuroticism, agreeableness, conscientiousness and openness. The Big five model says that five basic personality dimensions underlie all others. The five dimensions represented in this model are extroversion, agreeableness, conscientiousness, emotional stability, and an openness to experience. Research on the “Big Five” has found important relationships between these personality dimensions and job performance. The two main approaches to making a selection decision are the clinical approach and the statistical approach. The clinical approach uses the personal judgments of the selection panel. They look at the applicants’ data and make a selection based on their understanding of the job. The main drawback with the clinical approach is that the selector’s personal biases can be masked by what appears to be legitimate reasons for acceptance or rejection. Selectors can use legitimate reasons for acceptance or rejection to choose or eliminate applicants. For example, a selector who is biased against non-white persons may discount a non-white applicant on the grounds that he or she lacks the motivation to perform the job; when that is not the case. The statistical approach of selection making is more objective because it examines data using the compensatory model, the multiple cutoff model or the multiple hurdle model to determine which candidate is most suitable for the job. The compensatory model makes a selection decision taking into consideration that a high score in one area can be used to set off a lower score in another area. However, candidates are normally required to attain a minimum level of competency in all of the tests. The multiple cutoff model only selects candidates that attain a minimum score for each selection test whereas the multiple hurdle model only selects applicants to go on to the next stage where they have attained the highest scores on the initial tests. With the multiple cutoff model, a set cutoff score is assigned to each selection dimension and only applicants that reach that score will be considered. Voluntary turnover can be defined as a situation when employees decide to leave their job in an organization without being asked or forced to do so. Companies try to keep their voluntary turnover low; it is bad for their business because it is expensive . When an employee leaves the company, time, resources and money will have to be spent in finding and training a suitable replacement.
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Some of the common reasons given by employees for leaving a company voluntarily are the lack of organizational support, poor relationships with co-workers as well as their inability to balance work and non-work demands. If an employee feels that an organization is not taking the time to find out his or her needs, such as in their preferred career path, then
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Psychologists call this The Big Five and they are...

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