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Essay / Research Paper Abstract
This 3-page paper focuses on the validity and disadvantages of assessment centers for management selection. Bibliography lists 2 sources.
Page Count:
3 pages (~225 words per page)
File: AS43_MTassecent.doc
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Unformatted sample text from the term paper:
of their good work, then fail miserably because they arent "management material." To try to counteract this situation, organizations are turning to
more formalized means to select the best possible person for a management position. One of the tools used is an assessment center. Assessment centers go beyond the standard "paper-and-pencil" tests
and put viable candidates for management into situations and exercises to determine their suitability for an upper-level position (York, 1995). The situations and simulations used are typical ones a management
might encounter on the job, and generally have a higher validity than single-test selection exercises or rigid standards (York, 1995). This is
the main benefit of assessment center selection - individuals are tested, observed and judged on their skills, abilities and personalities, to see if they can handle the rigors of management.
Real-life simulations put likely managerial candidates into a variety of situations, from planning and utilizing resources to making difficult decisions (such as having to fire a staff member or settle
a dispute). Assessment centers can provide useful feedback to help determine if an individual has the "right stuff" to move up in the ranks.
But like many selection and observation tools, assessment centers arent without their drawbacks. For one thing, an assessment center is only as useful as its content - poor content
and simulations will likely result in skewed outcomes. By the same token, putting in exercises that are too difficult or too hard will discourage the candidate from wanting to take
the job. Development of the assessment center requires walking a difficult line between the worst-case scenario and reality in the workplace. Another drawback
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