George Munchus and Barbara McArthur
The assessment centre method has received considerable historicalattention as an effective tool for management selection and development.The method, originally developed by German…
Abstract
The assessment centre method has received considerable historical attention as an effective tool for management selection and development. The method, originally developed by German psychologists, was used extensively during World War II by the Office of Strategic Services. Refinement of the method occurred at the American Telephone and Telegraph Company during the mid‐1950s in the Management Progress Study under the leadership of Dr Douglas W. Bray. The method found increased acceptance due, in part, to court decisions finding it in compliance with EEOC guidelines. The process used proposes to evaluate the relative strength within an individual of up to ten personality traits using exercises simulating job conditions and events. Studies performed years after assessment show impressive figures regarding the method′s ability to predict management success. Continuing research has shown a use for this method at all levels within an organisation.
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Assessment centres do work, predicting success in management very well; however, the inclusion of non‐ability characteristics would enrich assessment centre research. Moving into…
Abstract
Assessment centres do work, predicting success in management very well; however, the inclusion of non‐ability characteristics would enrich assessment centre research. Moving into the personality/motivation area may require some special steps in staffing of assessment centres, with qualified psychologists used to interpret the results of personality tests. Where traits and motives are rated on the basis of behavioural simulations, assessors would need thorough training in this new area. Assessment centre practitioners are in the best position to contribute to a greater understanding of the psychology of occupational life since they study individuals thoroughly, and in the context of the total personality.
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Manuel London and Douglas W. Bray
This paper outlines a programme of concept development, research and application on the career motivation of young managers. An assessment centre was used to evaluate dimensions…
Abstract
This paper outlines a programme of concept development, research and application on the career motivation of young managers. An assessment centre was used to evaluate dimensions of career motivation. The results were corroborated by other research data and suggested the need for considering situational conditions affecting career motivation. This led to a set of guidelines for early career development and a consideration of company policies and supervisory strategies for applying them. The impact of the results on the companies involved is described. Finally, the paper addresses the value of this research approach for generating useful knowledge.
The librarian and researcher have to be able to uncover specific articles in their areas of interest. This Bibliography is designed to help. Volume IV, like Volume III, contains…
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The librarian and researcher have to be able to uncover specific articles in their areas of interest. This Bibliography is designed to help. Volume IV, like Volume III, contains features to help the reader to retrieve relevant literature from MCB University Press' considerable output. Each entry within has been indexed according to author(s) and the Fifth Edition of the SCIMP/SCAMP Thesaurus. The latter thus provides a full subject index to facilitate rapid retrieval. Each article or book is assigned its own unique number and this is used in both the subject and author index. This Volume indexes 29 journals indicating the depth, coverage and expansion of MCB's portfolio.
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Through a survey of 200 employees working in five of the thirty establishments analysed in previous research about the microeconomic effects of reducing the working time (Cahier…
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Through a survey of 200 employees working in five of the thirty establishments analysed in previous research about the microeconomic effects of reducing the working time (Cahier 25), the consequences on employees of such a reduction can be assessed; and relevant attitudes and aspirations better known.
Joseph A. Alutto is dean, Max M. Fisher College of Business, as well as executive dean of the Professional Colleges, The Ohio State University. He holds the John W. Berry, Sr.…
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Joseph A. Alutto is dean, Max M. Fisher College of Business, as well as executive dean of the Professional Colleges, The Ohio State University. He holds the John W. Berry, Sr., Chair in Business. From 1976 to 1990, he was dean of the School of Management, State University of New York at Buffalo. He has published more than 70 articles in leading academic journals and serves on a number of corporate and public sector boards, including Nationwide Financial Services, United Retail Group, Inc., and M/I Homes.
The motivation to manage is a key factor influencing the energy and effort people bring to the job. A review of a training approach outlines action that can be taken.
Bradley J. Alge is an associate professor of Management at Purdue University's Krannert School of Management. He received his Ph.D. in business administration from The Ohio State…
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Bradley J. Alge is an associate professor of Management at Purdue University's Krannert School of Management. He received his Ph.D. in business administration from The Ohio State University, and an MBA from Kent State University. Professor Alge received his BBA from the University of Notre Dame, where he majored in MIS and was also a member of the 1988 Division I NCAA National Championship football team. Prior to entering academia, he worked as a consultant for Accenture. Professor Alge studies issues of human–technology interaction (e.g., electronic monitoring, virtual teams) and the effects of technology on individual and group attitudes and behaviors on the job. He has published in leading management and psychology journals including the Journal of Applied Psychology, Personnel Psychology, and Organizational Behavior and Human Decision Processes.
This article introduces the special issue “Beyond psychometrics: assessment for the new millennium” and further speculates on how a number of organisational trends may influence…
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This article introduces the special issue “Beyond psychometrics: assessment for the new millennium” and further speculates on how a number of organisational trends may influence selection practice in the future. These trends include the continuing emphasis on delayering, of selecting “core” strategic staff, of organisational fit, the impact of technology, the devolution and outsourcing of selection, the rise of teleworking, the questioning of Western assumptions alongside globalisation, and diversity. Developments in selection responses to these factors are identified, such as the popularity of assessment centres, psychometric tests, personality instruments and genetic testing. Some suggestions are made for possible future developments including whole team (or board) selection, the greater use of depth interviews, clinical tests of neurological functioning, and of virtual simulations, and the notion of the possession by individuals of a portable and verifiable assessment portfolio.
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W. James Jacob, Huiyuan Ye, Shuo Wang, Xueshuang Wang, Xiufang Ma, Abdullah Bagci, Quan Gu and Julio Luis Méndez Vergara
In this chapter, the authors provide a historical overview of the development of comparative and international education in North America from 1920s to the beginning of the…
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In this chapter, the authors provide a historical overview of the development of comparative and international education in North America from 1920s to the beginning of the twenty-first century. The authors document the significant role some of the most influential leaders played to help lay the foundation for comparative education societies in Canada, Cuba, Haiti, Mexico, and the United States. Using historical comparative research technique, the authors examine the many interconnections of current and past leaders. The authors conclude with recommendations on how knowing the history can help strengthen comparative and international education development well into the future.