IOP4861 Assignment 6 (DETAILED ANSWERS) 2024 - DISTINCTION GUARANTEED - DISTINCTION GUARANTEED - DISTINCTION GUARANTEED Answers, guidelines, workings and references ... Questions 1 to 5 are based on scenario A: (15marks) Scenario A: Expert Bank is an insurance company and a financial credit provider. Every three years, Expert Bank selects 10 people for their graduate program. These prospective graduates are selected, based on their ability to learn new material quickly and efficiently. Specific personality traits relevant to the work profile (required from graduates) include that they are emotionally stable (well-adjusted, calm, and resilient), independent-minded (self-determined and assertive) as well as exhibit high levels of self-control. The bank is very attentive to equitable selection practices in the South African work context and does not want to discriminate based on differences in educational and/or socio-economic background. Expert Bank wants to use one (1) cognitive instrument and one (1) personality instrument to select graduates, but they are not sure which is best. They are considering the Learning Potential Computerised Adaptive Test (LPCAT), The Wechsler Adult Intelligence Scale (WAIS-III), the online version of the Fifteen Factor Questionnaire Plus (15FQ+), and the Myers-Briggs Type Indicator (MBTI). They approached you for advice. 1. Discuss the nature of each of the cognitive and personality instruments proposed in the scenario. (4 marks) 2. Recommend the most appropriate uses for each of the proposed instruments in the South African work context. (4 marks) 3. Motivate one cognitive instrument and one personality instrument that Expert Bank should use as the most appropriate for selection in this scenario, based on your analysis in the previous two questions. (2 marks) 4. Elaborate on the difference between a selection and a development assessment. (2 marks) 5. Would you recommend the same assessment battery for the selection of Administration clerks in the organisation? Please explain your answer based on the South African legal requirements for fair assessments. (3 marks) Questions 6 to 8 are based on scenario B: (15 Marks) Scenario B: MyEat is a multinational Food and Beverage company with subsidiaries in America, Europe, and the UK. A new division was established in South Africa about 2 years ago and the current employment drive is to replace the top management with appropriately competent South African Managers. In its selection practices, MyEat wants to use assessment centre technology, but the HR Director is aware of the importance of using culturally fair assessments according to the Employment Equity Act of South Africa. The first step would be to identify the competencies to be assessed, then to define the competencies, and then draw up a scoring system or matrix. 6. Draw up an assessment matrix to be used in an assessment centre for the position of manager in a food and beverage company. The following competencies and assessment instruments were identified and should be reflected in your assessment matrix. Competencies: Leadership; Assertiveness; Innovation; Managerial skills; Problem-solving and Self-confidence. Measures: Occupational Personality Questionnaire (OPQ); APIL-B measure of learning potential ability, In Basket exercise, and Leaderless Group Exercise. (3 marks) 7. Give 2 examples of positive behaviour indicators and 2 examples of negative behaviour indicators for Assertiveness and Problem-solving. (8 marks) Positive behaviour indicator Negative behaviour indicator Assertiveness Problem-solving 8. Provide a critical discussion of what this multinational company can do to enhance the fairness of the assessment centre they use to assess applicants from the diverse South African society. (4 marks) 9. Psychological assessment might be invasive of a person’s privacy and therefore applicants need to sign an informed consent form to show that they understand what is taking place and why. List 5 basic rights of applicants that are being assessed. (5 marks) 10. Explain why it is important to use norms when interpreting psychological assessment results. Furthermore, discuss the four different norm-based approaches for the interpretation of assessment results (10 marks) 11. You are approached by your manager to conduct an assessment with candidates applying for an executive leadership position. You would like to introduce assessment centres to the company because you know that assessment centres have been acclaimed for their effective assessment of leadership potential. To convince the company to use an assessment centre to screen and select candidates, compile a presentation in which you explain the following: What is an assessment centre and what distinguishes it from cognitive- and personality assessment?
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