Abstract This paper is a personalinterview with a person from the Baptist Church. The paper asks several questions about the person's faith. Some of the paper's questions are: Is there any way to lose your salvation? What type of baptism do you believe in? Why is baptism important? How can I know if something is sin? Why do you go to the church you go to? What is your favorite translation of the Bible?
From the Paper "Jeannie thanks for allowing me to interview you today. We will begin with some simple questions. How old are you? Jeannie: "I am 54-years-old." Student: "What gender and race are you?" Jeannie: "I am a white female." Student: "What church does your family attend?" Jeannie: "Assembly of God." Student: "What church do you attend?" Jeannie: "I attend the First Baptist Church." Student: "Why did you choose this church?" Jeannie: "There are several reasons I started attending the First Baptist Church. I love the people who belong to this church. I like the way the pastor brings the message. I, also, believe that it gives me some freedom of worship." Student: "I am going to ask some difficult questions on religion. Please let me know if any of the questions make you uncomfortable." Jeannie: "Ok. I'll answer to the best of my ability."
Abstract This paper studies the development and use of assessment centers to eliminate unfair and unequal employee selection procedures. The paper defines the purpose of assessment centers as providing a standardized evaluation of behavior based on multiple exercises and observations. The paper then provides a historical reviews of assessment centers, which reached large scale implementation for the first time in the military during World War II. Next, paper discusses the essential elements of an assessment center, explaining that it is multi-faceted and goes well beyond panel interviews or single techniques and assessors. The paper also examines how assessment centers aid employers in making decisions about candidates and how the use of these centers protects potential candidate from biased criteria. The paper concludes by discussing how assessment centers increase the validity and acceptance of the results of such a process.
Outline
Introduction
Background
Essential Elements
Candidate Selection and Rights
Validity
Conclusion
From the Paper "The first private sector use of assessment centers was seen in the Michigan Bell Telephone Company. They became the first company to establish an assessment center program for operational use, specifically to assess the qualifications of long-term, non-management employees for the purpose of moving into managerial positions. Companies to follow suit were Standard Oil of Ohio, IBM, Sears Roebuck, General Electric, and J. C. Penney (MacKinnon, 1975, p. 2-3). The first use of assessment centers in uniformed public service, such as police and fire services, can be found in England. The British are considered to have pioneered this process and have led the field for many years (Olson, 1981, p. 2). Perhaps the most historically influential use of the assessment center process can be found in the American Telephone and Telegraph Company's Management Progress Study which took place from 1956 through 1960. This was strictly a study and the results were not used for actual promotional decisions within the company. The steps taken in the study almost mirror the steps taken in creating and implementing an assessment center in any organization. Characteristics of successful managers were identified, including dimensions such as managerial functions, interpersonal relations, general abilities, attitude, and values. Candidates were then rated on each of the variables through the use of exercises designed to cover each of the characteristics. An in-basket exercise was used which required the assessee to prioritize and carry out multiple administrative tasks which might be found on a manager's desk. A business game and a group discussion allowed assessors to observe the behaviors associated with group problem solving and communication skills. An interview was used to cover the areas of attitude and values, and several pen and paper tests were administered as well."
Abstract This paper reviews and discusses effective interviewing in the private sector. The paper also proposes the need for research in the area of effective interviewing in the private sector. According to the paper, in today's globalized business environment, much of the hiring process is geared toward outsourcing or filling positions with individuals who work as 'virtual' assistants.The paper further discusses how when outsourcing hiring for these positions, new problems present as often the interviewer never actually meets the potential employee.
Outline:
Objective
Introduction
Statement of Thesis
Research Questions
Methodology
Data Collection and Analysis
Literature Review
Difficulties in Interviewing Identified by Edenborough (2004)
Rodger's 'Seven-Point Plan'
Munro-Fraser 'Five-Fold' Grading System
Talent Shortage
Three Models in Outsourcing the Hiring Process
Cost-Effective Solution
Benefits of Integration of External Skills Expertise Assessment Outsourcing Builds Hiring Advantage
Summary of Literature Reviewed
Recommendations
From the Paper "A 'cost-effective' solution is stated in the work of Dolinsky to be that of outsourcing the hiring process, or at least the initial process in which skills are tested and initial screening of candidates occurs. This model is one that "assumes minimal involvement from the hiring company" and places emphasis on outsourcing in that after the external interview process the hiring company, who is in receipt of 'detailed skill assessment results and executive summaries" makes a selection of the candidates that it wishes to continue in the internal interview process. The second model presented in the work of Dolinsky is one that emphasized "Control" and is a model in which the company hiring is involved in the most of the process making decisions regarding interview structures, types and styles with interview termination decisions "made on results of interview iteration." (2006) It is held by Dolinsky that this is the most cost effective of the models presented. It is held that when the company hiring wants to make improvements to their hiring standards and establishment of hiring processes that "external expertise is invited to work with the hiring company's managers and developers" which combined the forces of interviewing. "
Abstract In this article, the writer explains and discusses the differences between a counseling interview and other types of interviews such as information gathering, persuasive and job interviews. The writer looks at the process and scope of the interview. An interview conducted by the writer is described. The writer explains the purpose of the interview and describes how the personinterviewed was dressed. The subject of body language is also examined. Further, the writer discusses the type of contact between the interviewer and interviewee. Finally, the writer discusses when is it appropriate to breech confidentiality and looks at the relevant laws.
From the Paper "A counseling interview requires a climate conducive to trust, understanding, honesty and openness of communication. In this type of setting more than any other it is important the interviewer establish a solid rapport with the interviewee to help produce a productive and calm environment.
Other types of interviews include job interviews, information gathering interviews and persuasive interviews. A persuasive interview is a directed interview where the primary purpose of the interviewer is to persuade the interviewee to side with them. This form of interview also requires the interviewer establish rapport, but rapport is not as vital to the outcome as it may be to a counseling interview. Nonetheless, the better able the interviewer is able to establish rapport the more likely he or she is to sway the interviewee to their side of an issue."
Abstract This paper describes an interview held with a 29-year-old homosexual male of African-American descent. The paper examines how the subject feels about himself and other homosexuals and explains the interviewer's own expectations of the interview and the intended focus of the interview. The paper includes a transcript of the actual interview and then, based on the interview, suggests areas for future academic inquiry. Finally, conclusions are drawn about the subject's beliefs regarding other homosexuals.
From the Paper "The subject seemed ideal for this interview because he is openly homosexual himself, but acutely irritated by the common homosexual "affect" that he characterizes as a learned or emulated set of effeminate mannerisms and speech patterns that many people have come to associate with (or even expect from) male homosexuals. The subject has repeatedly expressed his disgust with homosexuals whom he describes as "flames" or even "faggots", because as a comfortably assimilated homosexual male, he believes that he (and all homosexual males) suffer from stereotyping and the homophobia that he believes it inspires. Specifically, the subject compares the plight of "normal" male homosexuals to that of "normal" black American males who suffer similarly from the stereotypes inspired by African American males who, according to him, "have to act like hard-ass niggers"."
Abstract This paper discusses the concept of assessment centers and analyzes why some organizations opt to use them as part of the company's human resources management practices. The paper explains how some companies run a series of extended selection procedures (i.e. assessment centers) each lasting one or two days or sometimes longer, typically after the first round of interviews and before the final selection. The paper further explains that they are commonly held either on the employers' premises or in a hotel and are considered by many organizations to be the fairest and most accurate method of selecting staff.
From the Paper "Understanding the behavioural characteristics of a potential employee will help management plan and reorganize resources in an effort to align human capital with corporate strategy. The potential of every organization is dependent in large part on the productivity, morale, and job satisfaction of its employees. The most important resource in a company, aside from capital and technology, is its employees. Corporate recruitment, selection, and assessment programs are crucial to building a well-prepared and trained team. Assessment programs help companies to build and maintain a flexible and stable work force that supports organizational goals and objectives."
Abstract "The MMPI-2 (Minnesota Multiphasic Personality Inventory 2) is widely used as a tool to assesspersonality. It is used in applications as diverse as assessing symptoms of social and personal maladjustment, discerning whether people are suitable for high-risk public safety positions, and to support decisions regarding classification and treatment in the criminal justice system."
From the Paper The Minnesota Multiphasic Personality Inventory 2 (MMPI-2) is a widely used tool to assess personality (Pearson Assessments). It is used in applications as diverse as assessing symptoms of social and personal maladjustment, discerning whether people are suitable for high-risk public safety positions, and to support decisions regarding classification and treatment in the criminal justice system (Pearson Assessments). Fundamentally, both the MMPI and the MMPI-2 were created to make comprehensive assessments of a range of personality characteristics and psychiatric syndromes exhibited by people with various psychological disorders (Harrington and Mcdermott).
Abstract The paper discusses the Myers-Briggs, Holland Codes and strong interest inventory personality tests that help companies determine the viability and suitability of employees or clients. The paper points out that whatever purpose business, human resources departments or employees have, there is a personalityassessment method appropriate to the requirements and it is up to the individual or group to research the available methods and use them accordingly.
Outline:
Executive Summary
The Myers-Briggs, Holland Codes and Strong Interest Inventory Personality Type Assessment Use of the Different PersonalityAssessment Tests in Business
From the Paper "Business and industry have gone through tremendous changes throughout the last few decades. Competition amongst businesses not only in terms of getting clients but getting the right people to do the required tasks is unprecedented. The atmosphere has become more competitive especially in today's globalize world where employers no longer compete for resources - human or otherwise - locally but regionally and worldwide as well. Before, a public relations firm in Minneapolis could have its choice of different PR experts locally; and can even shortlist the creme de la creme of the industry. Nowadays, the same PR firm must look nationally and the top candidates would not only have offers in key U.S. cities' PR firms but London, Shanghai, Macau, Manila, Paris or Bonn's PR firms as well."
Abstract The following paper discusses the concept of personal financial planning, including a brief definition of the term. It then gives a short but succinct history of the rise of personal computing, and the Internet, in the late 20th century, and early 21st century. Finally it discusses how the personal computer has impacted personal financial planning, including both positive and negative effects. Several concepts, including budgeting, investing, taxes, personal banking, retirement and estate planning, insurance purchases and career planning are examined.
From the Paper "To begin, I will discuss the concept of personal financial planning, including a brief definition of personal financial planning. In simple terms, personal finance planning refers to the process of managing personal assets in order to achieve personal economic satisfaction. Personal financial planning can encompass a wide variety of strategies, including budgeting, investing, insurance, career planning, and perhaps the most obvious of all retirement planning. Given the breadth of personal financial planning, a wide variety of areas must be considered, and several complex and interrelated decisions must be made in the process of individual financial planning. Perhaps not surprisingly, the personal computer has begun to be a key, important tool in the process of personal financial planning.;
Abstract This paper discusses how interviewing children during therapy involves different skills than the process of interviewing adults and how as pointed out in Garbarino (1992), children do not have the same linguistic or cognitive competence as adults. Therefore, the process of interviewing children is necessarily unlike that of the process for interviewing adults, in that they often have different ways of communicating their thoughts and emotions than adults do. This summarizes the article, "Guidelines for Interviewing Children", which describes this delicate process."
Abstract This paper provides a personal account of the author's personality and the way that he was raised, in the context of personality theories from several different theorists, including Sigmund Freud, Alfred Adler, Carl Jung, Erik Erikson, and B. F. Skinner and Albert Bandura.
Outline:
Introduction
A Little about Me
Freud
Adler
Erikson
Skinner/Bandura
Conclusion
From the Paper "Human beings and their personalities have been the subject of psychological interest for hundreds of years. In this paper, I will talk about my personality and the way that I was raised, and I will do it in the context of personality theories from several different theorists. Many different theorists have been involved in the study of personality, and they have come up with theories as different and varied as the people that created them. These theories have some similarities, but also contain many differences. This is largely because all of the psychologists who have proposed these theories have some of the same ideas and opinions about personality. They also have personalities and opinions of their own, and these affect the way they look at things as well as the perceptions of their subjects and their personalities and attributes. There is no way to take a person's individual personality out of his or her thoughts, feelings, and opinions, and this is also true of psychologists."
Abstract This paper discusses how the field of personality psychology aims to develop insights about an individual based on the examination of psychological and mental processes. The resulting determination of personality relies significantly on the use of standardized tests which are used to identify personality characteristics as well as to develop the significance of these individual insights with the rest of the population. In particular, the paper looks at how the Myers-Briggs Type Indicator (MBTI) typologies are based on the personality typologies developed in the 1920s by Carl Gustav Jung, father of analytical psychology, and how, though there is some debate regarding the utility and effectiveness of the MBTI and similar assessment tools, they remain fundamental to human resource and psychiatric practice.
Outline:
Introduction
History and Development
Testing and Instrumentation
Uses and Applications
Controversies and Criticisms
Conclusion
From the Paper "Theoretical criticisms of the MBTI can be associated with criticisms of Jung's lack of scientific evidence for his study of cognitive functions. Since this is the foundation of the MBTI, and most of Myers-Briggs subsequent conceptualizations parallel Jungian psychology, the test has been criticized as the culmination of unscientific personality testing. Another popular criticism to the test is its perceived vagueness and the interchangeability between types given identical behavior. There is also critique that the test does not allow for discrepancies in actual and stated response or issue like that presented by the Forer effect which essentially invalidates the results of the test because of its vulnerability to manipulation (Nardi, 2001). "
Abstract This paper serves as an interview plan for the position: Accounts Clerk NOC 1432. The focus of the plan is on the interview questions covering three areas of competencies as well as three levels within each are of competency; knowledge, skills and ability. To augment the questions, this paper includes a scoring grid and hiring decision report, as well as, mock interview responses.
From the Paper "Interview questions, candidate responses and scoring grid. Interview Plan Beginning - Approximate Time - 10. 1. The human resource representative will be facilitating the interview process. The candidate will be brought from the reception area to the interview room by the assistant and provided a seat as well as a glass of water, paper and pen. 2. Once everyone is settled, the process will begin. 3. First off, the candidate will be provided with an introduction to company, and interview process, the outline of the interview as well as panel of interviewers."
Abstract The paper discusses the Minnesota multiphasic personality inventory (MMPI) that recently was revised to become the MMPI-2. The paper focuses on practical and technical considerations of the MMPI-2, and identifies the shared problems with the original MMPI. The paper argues that even results from sophisticated psychological instruments like the MMPI-2 will be sometimes unreliable if proper caution is not observed in the use of the test. The paper also highlights how the MMPI-2 retains a number of weaknesses of its predecessor that examiners need to consider before testing their clients. According to the paper, however, despite limitations, MMPI-2 has proved to be a useful instrument for assessing individual differences, especially in clinical settings.
Outline:
Introduction
Reasons for the Revision
Development of the MMPI-2
Potential Problems in Use
Summary
From the Paper "As psychology is the scientific study of human behaviour, it often challenges to capture the inner process of humans such as thoughts, feelings and images that we cannot directly observe (Passer & Smith, 2001). Although, now there are a number of standardized psychological tests available, many abstract attributes are still difficult to define clearly. Lack of clear-cut conceptions for what is to be studied is a possible threat to construct validity of the tests and, therefore, may lead to unacceptable social consequences for those who take the tests. One of such abstract attributes is personality as there is no universally accepted definition of personality available currently. Despite the fact, personality tests are frequently used to assess individual differences for the purpose of career decision, life planning and job assignment (Murphy & Davidshofer, 2001)."
Abstract This paper is a description of an interview with a senior citizen by the name of Eileen Steyn. The paper describes the interviewer's meeting with Steyn and his first impressions of the elderly lady. it then goes on to present the story of the story of her life and a bit of the history and society that she lived in and how they both effected her.
From the Paper "Interview with a Senior Eileen Steyn: Prairie Girl to Toronto Activist I had arranged to meet Eileen Steyn over the phone, and her voice left me with a range of expectations - nice "old lady"; polite; mild-mannered - that were instantly belied by her appearance as she walked into the Starbucks. She looked like an older version of Jacqueline Kennedy from the "Camelot" era, complete with pillbox hat and crisply cut skirt-jacket combination. I learned, in the course of the interview, that this resemblance was not accidental for the famous First Lady was an iconic figure to "political women" of Eileen's generation."
