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Management selection decisions must take into account organizational conditions and environmental

conditions. Several types of predictive instruments can be used. To differentiate, tests contain correct and incorrect answers; whereas, inventories do not contain correct answers.  General cognitive ability is a powerful predictor of job performance. However, these instruments can lead to adverse impact. The five factor model (the big Five) is widely used to assess personality with impressive correlations among the different dimensions. For HR professionals two questions remain regarding the use of personality inventories: 1) whether faking affects the quality of decision making; and 2) whether intentional response distortions affect validity. Leadership ability tests and peer assessments are additional tools that can be used to assess managerial prowess.


Which methods seem most reasonable to evaluate management potential or current managers? Or, do the methods depend on the management position? How would you advise your employer to best fill management positions?

Provide empirical research to the answer.

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