Personality Testing of New Hires

Personality Testing During the Hiring Process Personality testing is not a new topic. What is new is the ongoing shift in mindset that has diluted the value of personality testing during the hiring process and only finds a value in using personality testing after the candidate has joined the organization. This will be challenged by first providing a brief history on the Myers-Briggs Type Indicator (MBTI) and reviewing the years of dedicated research that went into the development of the test. Second, it will reveal the correlations of the test results to job requirements through specific examples. Third, it will discuss why applicant honesty and company policy makes personality testing necessary. Fourth, it will identify and support how many organizations successfully use the MBTI for applications other than pre-employment. Finally, organizations utilizing personality testing, specifically the MBTI, as a part the hiring process will identify the strongest and most compatible candidate for the required organizational needs. Many organizations are following the notion that personality tests have no relevance to job performance and should not be used as a tool to support the hiring process; however, it can be used appropriately for leadership identification, self-awareness and team building (Robbins & Judge, 2008). The testing of personalities was at its peak in the early nineteen fifties with MBTI leading the way (Overholt, 2004). Banks initially used the MBTI as a pre-screening tool in nineteen forty six. Not one or two banks, but the entire industry was committed to utilizing the MBTI. This concept of capturing personality was developed by Isabel Briggs Myers and her mother Katherine Cook Briggs. They performed rigorous studies of some earlier work by a Swiss psychiatrist by the name of Carl Jung. The first assessment was a couple of simple questionnaires that would gauge people by their personality type. There are sixteen possible types that are configured out of four specific categories. The dedication of the Myers-Briggs team was unsurpassed. Even after her mother passed away, Myers spent her life advancing this body of work. Rubis et al. , 2005) For those who may not be familiar with the structure of the test, here are the parameters. There are one hundred questions that are situational based. The participant is to choose the answer that best describes the general actions or feelings they usually have when in that situation (Robbins & Judge, 2008). The questions are built around general concepts of personality, and by answering the questions it helps to reveal the participant’s personality type (Pepper, Kolesnikov-Jessop, & Herman, 2005). There is no right or wrong when answering. The questions are open to interpretation, because every question is presented on logical opposition (Bentley, 2007). The participant simply determines which one fits them the best. Some examples of the questions a participant would be asked are as follows: â€Å"Would you rather be considered a practical person or an ingenious person? â€Å", and: â€Å"Does following a schedule appeal to you or cramp you? † (Ross, n. p. ) Once the participant finishes the test, the answers are consolidated into one of the sixteen personality types. Anyone that takes the test will fit into one of the sixteen personality types that the MBTI generates (Rutzick, 2007, June). To understand how the MBTI can be beneficial in the hiring process, a further definition of the different personality types is necessary. Robbins & Judge (2008) state the following: Individuals are classified as extroverted or introverted (E or I), sensing or intuitive (S or N), thinking or feeling (Tor F), judging or perceptive (J or P). These terms are defined as follows: Extroverted verses introverted. Extroverted individuals are outgoing and assertive. Introverts are quiet and shy. Sensing verses Intuitive. Sensing types are practical and prefer routine and order. Intuitives rely on unconscious processes and look at the â€Å"big picture†. Thinking verses feeling. Thinking types use reason and logic to handle problems. Feeling types rely on their personal values and emotions. Judging verses perceiving. Judging types want control and prefer their world to be ordered and structured. Perceiving types are flexible and spontaneous. (p. 108) Examples of how the actual results would be presented and what would be learned about the participant are: the INTJ or introverted, intuitive, thinking, judging individual and would be considered a visionary; they are strong willed and could sometimes be considered bullheaded; they are creative and like to act on their own ideas and thoughts. (Robbins & Judge, 2008). Another example would be the ESTJ or extrovert, sensing, thinking, judging individual and would be considered as the organizer; they are planners who like solving real problems, they work well around others and are very business minded (Robbins & Judge, 2008). Using the two previous examples of personality types, consider the following scenario: Employer â€Å"A† has a position open in the operations department for a supervisor. Of the two candidates, the INTJ or the ESTJ, which one would be the better fit in an operations supervisor, knowing both candidates interviewed equally? The ESTJ would make the best choice, organized, business minded, like solving problems, and as an extrovert will do better working around other people. In contrast if the INTJ is placed in this operational position, it would not challenge his visionary traits and his strong will would work against him when trying to supervise others. It would not be long before the employer or employee, or both, realized they were the wrong fit and separating the employee may be the best solution. This would cause an increase in turnover and training costs that could have been avoided. The information personality testing provides becomes extremely useful when trying to find the proper job fit, and it would have to increase job satisfaction because now the candidate is in a position or role that suites his unique personality, increasing the potential for them to naturally excel. In conjunction with the interview process, personality testing opens up insight that could easily be missed when trying to assess if a candidate will be the right fit for the position (Baker, 2008). There are other factors that create an importance for personality testing during the hiring process. Two of these factors are: the increased levels of misrepresentation on resumes and applicants learning or paying for coaching to teach them how to give a great interview (Van Steenwyk, 2008). Another factor to be considered is that references are getting harder to validate. Many organizations have implemented policies that do not allow the providing of job specific references, they will only validate dates of employment (Van Steenwyk). Having the ability to draw consensus between the information on a resume, the information given by references, what is learned in the interview, and then match all that information up against the results of the personality test allows the perspective employer to have more points of congruency when making a final decision. It helps the employer find the personal side of what is on the resume and reduces failure based on job incompatibility (Baker, 2008). It could be argued that candidates could learn to give what they believe to be the desired answers on a personality test, like the MBTI. Although not impossible it is a bad way to start a new job and most tests check for continuity of the participant’s answers to make sure the candidate in not lying (Overholt, 2004). Some other highly accepted ways the MBTI is used in organizations are for leadership identification and selection, self-awareness, and team building (Rubis et al. 2005). When an organization needs to select or identify leaders, testing becomes very useful to find the personality traits that are essential to successful leaders (Robbins & Judge, 2008). There are benefits to the established leaders learning more about their own personality. Once the leaders are armed with the characterizations of their personality type, they can make accommodations for their weaknesses or soften overly direct qualities helping them in their handling of situational outcomes (Rutzick, 2007). During the training or coaching of leaders, many professional trainers or coaches choose to use the MBTI as the first step for helping the leader better understand who they are so they can better understand and lead others (Bentley, 2007). For any leaders to be truly effective they must be able to understand others, allowing them to tap into what motivates or drives an individual or group (Bentley, 2007). Personality testing provides that essential information. Work teams find personality testing to be helpful during times of conflict resolution as many times personality differences are at the center of most communication barriers (Bentley, 2007). By understanding their individual differences, team members learns to become more tolerant of the other because now they understand why the others think what they think or react the way they react to certain situations, this understanding creates a more cohesive and productive team (Bentley, 2007). Stronger cooperation will decrease costly turnover and increase job satisfaction because it stimulates open sharing and sparks creativity. (Robbins & Judge, 2008) Currently, there are eighty nine of the Fortune One Hundred businesses that employ the MBTI for their pre-hiring process, team building, and leadership identification and selection (Pepper et al. , 2005). Personality testing works and the results are trustworthy. To state it more directly, eighty nine of the top one hundred companies choose not to lower the bar, and place a higher importance on wanting to know who they are getting into business with before they make the job offer. This type of emphasis on the selection process helps these companies sustain the strong cultures that are in place, by realizing that several candidates will have the skill or the talent to perform at high levels (Robbins & Judge, 2008). They only hire the candidates that possess that high level to perform and exemplify the highest compatibility with the organization’s culture (Robbins & Judge, 2008). The MBTI has a history of proven success and worldwide acceptance as a pre-screening tool (Robbins & Judge, 2008). Many organizations make costly mistakes in the hiring of individuals only to discover that because of their personality they just do not fit in. Organizations utilizing testing, in cooperation with the appropriate interview process, greatly reduce costly hiring mistakes and job incompatibilities, while increasing individual and team performance. The trend in people management and development has moved from hard cutting and insensitive to a softer hyper-sensitive approach. It is time to find the middle ground between the engaged work environment and putting the right people in place that will achieve greater results. References Baker, B. (2008). HIRING HINTS. PM Network, 22(9), 26-27. Bentley, R. (2007). Fit for What Purpose?. Training and Coaching Today, n. p. Overholt, A. (2004). Personality Test: Back With a Vengeance. Fast Company, n. p. Pepper, T. , Kolesnikov-Jessop, S. , & Herman, M. (2005). Inside the Head of an Applicant. Newsweek, 145(8), E24-E26. Robbins, S. P. , & Judge, T. A. (2008). Organizational Behavior (13 ed. . Upper Saddle River: Pearson/Pentice-Hall. Rubis, L. , Fox, A. , Pomeroy, A. , Leonard, B. , Shea, T. F. , & Moss, D. et al. (2005, December 2). 50 FOR HISTORY. HRMagazine, 50, 10-24. Rutzick, K. (2007). Personality Test. Government Executive, 39(9), 22-23. Van Steenwyk, J. (2008). Using Tests to Screen Employees. Journal of Financial Planning, n. v, n. p.. Williams, R. L. , Verble, J. S. , Price, D. E. , & Layne, B. H. (1995). Relationship of Self-Management to Personality Types and Indices. Journal of Personality Assessment, 64(3), 494.

Where to Find FreeSSAT Practice Tests Complete Collection

Where to Find FreeSSAT Practice Tests Complete Collection SAT / ACT Prep Online Guides and Tips If you (or your child) are applying to a private or independent elementary, middle, or high school, you may have heard of the SSAT. Often used as an entrance exam, the SSAT is a series of standardized tests that can be administered to students in grades 3-11. The SSAT, or Secondary School Admissions Test, is a standardized exam often given to students hoping to enter a private or independent elementary, middle, or high school. If you want to boost your chances of getting into one of these schools, working on SSAT practice tests is a great way to do it. Here, I’ll discuss where you can find these practice tests (both official and unofficial), and how you should use them. I’ll wrap up with important SSAT test-taking tips. What’s on the SSAT? There are three different levels of SSAT tests. The number and type of questions on the test will depend on students’ grade level: Elementary Level - For students applying to grades 4-5 Middle Level - For students applying to grades 6-8 High School Level - For students applying to grades 9-12 Although the content will vary based on level, you’ll find these sections on each of the tests: An unscored writing sample A quantitative/mathematics section A reading comprehension section A verbal section Official SSAT Practice Tests When it comes to preparing for any standardized test, official practice tests or sample questions are the gold standard for study material. Using real SSAT questions will help you better understand exactly what you should expect on test day. Unfortunately, there aren’t a ton of official practice materials out there - not as many students prep for the SSAT as for other standardized tests (like the SAT or ACT). Here’s where you can find these official materials: Sample Questions The SSAT publishes official sample questions for each level of the exam. These are free, but the amount of material available is extremely limited: Elementary-level sample questions Middle-level sample questions Upper-level sample questions The SSAT Official Guides The makers of the SSAT publish official test prep guides that include sample questions and full-length practice tests. These are the best available sources for practice materials, as the other official resources don’t give students many problems to work with. To get your hands on the most recent Middle and Upper-Level Official Guides (2015-2016), you’ll have to purchase them through the SSAT website. These guides include two full-length practice tests, scoring instructions and explanations, descriptions of question types, and information about registering for the SSAT. Both the Upper and Middle-Level guides cost $37 through the site. The most recent Elementary-Level Guides (2015-2016) arefree to download through the SSAT site, although they include less information and less practice material than the guides available for purchase. They eachinclude one half-length practice test, info on test format and question types, sample testing schedule, test day info, and preparation advice. There are separate guides available for students in Grade 3 and Grade 4. How to Use Official SSAT Practice Tests and Questions Because official practice problems are hard to come by, you’ll want to be careful with how you use them. Like I mentioned, using official SSAT tests is really important when it comes to getting a feel for different question types and overall test format. I encourage you to save any full-length tests for mimicking real testing conditions. This means following through with all test policies and timing instructions in a controlled setting - it’s best if you can sit through an entire practice test all at once. This will give you the best idea of what your performance will be like on the actual exam. As for the sampling of official SSAT questions provided on the website? These are great for question analysis. As part of your study plan, spend some time looking closely at these questions and thinking about what they’re asking and how they’re written (spend extra time on questions you get wrong). Official SSAT questions have their own style and logic (unofficial sources usually aren’t great at imitating these sorts of questions). If you notice you’re having difficulty with a certain question type, these sample questions will serve as great practice and review. You don’t need to replicate exact testing conditions, but you’ll get the best practice experience if you treat full-length tests like the real thing. Unofficial SSAT Practice Tests Since there isn’t that much practice material for the SSAT, you may end up turning to unofficial sources for practice tests. Ivy Global Ivy Global has free questions organized by level and section. They may be helpful for reviewing test content, but they shouldn’t be used to get a feel for actual SSAT questions and format - the style in which the questions are presented are pretty different from the actual test. The materials available for download are best used if you print them out and work on them by hand since the actual SSAT is done on paper, not on the computer. Varsity Tutors Varsity Tutors offers free Upper-level and Middle-level practice, with questions organized by skill type. These might serve well as supplemental material, but don’t expect them to look like official SSAT practice problems. 4tests.com The questions on 4test.com aren’t particularly similar to what you’d see on the SSAT. You can only see one question at a time, and you can only work on them online. Key SSAT Test Taking Tips Now that you have access to all of this prep material, you may be wondering what to do with it. Follow these tips and strategies to get the most out of your SSAT prep. Start With a Real Baseline Start with a full SSAT test to get a baseline score. It’s important to use an official test for this, as unofficial diagnostic tests won’t give you a good sense of what the SSAT is like or what your strengths and weaknesses are. You can’t get a valid baseline score without using one of those official SSAT practice tests. Practice Skills and Review Content With Unofficial Materials Supplements Once you have your baseline, analyze your mistakes and errors (link out) and focus on your weaknesses. Most serious weaknesses will be in content comprehension - use study materials like textbooks and notes to raise your scores. Use Official SSATs as Full Practice Tests After you’ve spent some time improving on your weaknesses, use official practice tests to test your knowledge and gain familiarity with test formatting. Take these exams under real testing conditions - time them properly and work in a quiet room with no distractions. What’s Next? The SSATsaren’t the only standardized tests out there for younger students. Read more about ACT Aspire and get your hands on official practice tests. Thinking about the future? Read about whether you should start prepping for the SAT/ACT in 7th or 8th grade.

The Meg

The Meg Summary:This novel is basically about Jonas Taylor who theorizes that the Megalodon may still terrorize the deep seas of the Mariana Trench. Jonas discovered this might be true after his last dive. The real scary part is that now this beast has arisen from the hadal zone and is terrorizing humanity.Geographic ApplicationThis book talks about the geographical distribution of marine species and how it is controlled by the oceans temperature. Also talks about the interaction between humans and the Meg, the structure, environment and the way the Carcharodon Megalodon had survived.Jonas Taylor, a paleontologist, former Argonaut, bases his theories on a dive that took place seven years ago in the Mariana Trench causing two deaths of his fellow divers, he still believes that he saw the Meg that day. He theorizes that this great predator may still exist in a 1,550 mile isolated stretch, 7 miles down.Jonas JegersAgainst other scientists, his theory is that they even survived the ice age about two-million years ago not just the climatic changes that killed off the dinosaurs 65 million years ago. He believes that the Meg survived due to the tropical current occurring in the Pacific and due to the hydrothermical vents which also made it possible for new life forms to live there. But if the Meg did exist, then, it wouldn't be able to get to surface because of 6 miles of icy water above the warmer layer at the bottom, even if it is sixty-feet long, this predator wouldn't be able to swim fast enough to reach the surface warmer layers. His theories can be backed up by recent discoveries in 1873 by the first exploration vessel the British HMS Challenger which dived down to the deep-sea trench and discovered a fossilized nine-inch, razor sharp...

The Battle of Chapultepec in the Mexican-American War

The Battle of Chapultepec in the Mexican-American War On Sept. 13, 1847, the American army assaulted the Mexican Military Academy, a fortress known as Chapultepec, which guarded the gates to Mexico City. Although the Mexicans inside fought valiantly, they were outgunned and outnumbered and were soon overrun. With Chapultepec under their control, the Americans were able to storm two of the city gates and by nightfall were in tentative control of Mexico City itself. Although the Americans captured Chapultepec, the battle is a source of great pride for Mexicans today, as young cadets fought bravely to defend the fortress. The Mexican-American War Mexico and the United States had gone to war in 1846. Among the causes of this conflict were Mexicos lingering anger over the loss of Texas and the US desire for Mexicos western lands, such as California, Arizona, and New Mexico. The Americans attacked from the north and from the east while sending a smaller army west to secure those territories they wanted. The eastern attack, under General Winfield Scott, landed on the Mexican coast in March of 1847. Scott made his way towards Mexico City, winning battles at Veracruz, Cerro Gordo, and Contreras. After the Battle of Churubusco on August 20, Scott agreed to an armistice which lasted until Sept. 7. The Battle of Molino del Rey After talks stalled and the armistice was broken, Scott decided to hit Mexico City from the west and take the Belà ©n and San Cosme gates into the city. These gates were protected by two strategic points: a fortified old mill named Molino del Rey and the fortress of Chapultepec, which was also Mexicos military academy. On September 8, Scott ordered General William Worth to take the mill. The Battle of Molino del Rey was bloody but short and ended with an American victory. At one point during the battle, after fighting off an American assault, Mexican soldiers crept out of the fortifications to kill American wounded: the Americans would remember this hateful act. Chapultepec Castle Scott now turned his attention to Chapultepec. He had to take the fortress in combat: it stood as a symbol of hope for the people of Mexico City, and Scott knew that his enemy would never negotiate a peace until he had defeated it. The castle itself was an imposing stone fortress set on the top of Chapultepec Hill, some 200 feet above the surrounding area. The fortress was relatively lightly defended: about 1,000 troops under the command of General Nicols Bravo, one of Mexicos better officers. Among the defenders were 200 cadets from the Military Academy who had refused to leave: some of them were as young as 13. Bravo had only about 13 cannons in the fortress, far too few for an effective defense. There was a gentle slope up the hill from Molino del Rey. Assault of Chapultepec The Americans shelled the fortress all day on September 12 with their deadly artillery. At dawn on the 13th, Scott sent two different parties to scale the walls and assault the castle: although resistance was stiff, these men managed to fight their way to the base of the walls of the castle itself. After a tense wait for scaling ladders, the Americans were able to scale the walls and take the fort in hand-to-hand fighting. The Americans, still angry over their murdered companions at Molino del Rey, showed no quarter, killing many wounded and surrendering Mexicans. Nearly everyone in the castle was killed or captured: General Bravo was among those taken prisoner. According to legend, six young cadets refused to surrender or retreat, fighting to the end: they have been immortalized as the Nià ±os Hà ©roes, or Hero Children in Mexico. One of them, Juan Escutia, even wrapped himself in the Mexican flag and leaped to his death from the walls, just so that the Americans would not be able to take it in battle. Although modern historians believe the tale of the Hero Children to be embellished, the fact is that the defenders fought valiantly. Death of the Saint Patricks A few miles away but in full view of Chapultepec, 30 members of the St. Patricks Battalion awaited their grim fate. The Battalion was composed mainly of deserters from the US army who had joined the Mexicans: most of them were Irish Catholics who felt that they should be fighting for Catholic Mexico instead of the USA. The Battalion had been crushed at the Battle of Churubusco on August 20: all of its members were dead, captured or scattered in and around Mexico City. Most of those that had been captured were tried and sentenced to death by hanging. 30 of them had been standing with nooses around their necks for hours. As the American flag was raised over Chapultepec, the men were hanged: it was meant to be the last thing they ever saw. The Gates of Mexico City With the fortress of Chapultepec in their hands, the Americans immediately attacked the city. Mexico City, once built over lakes, was accessed by a series of bridge-like causeways. The Americans assaulted the Belà ©n and San Cosme causeways as Chapultepec fell. Although resistance was fierce, both causeways were in American hands by the late afternoon. The Americans drove the Mexican forces back into the city: by nightfall, the Americans had gained enough ground to be able to bombard the heart of the city with mortar fire. Legacy of the Battle of Chapultepec On the night of the 13th, Mexican General Antonio Là ³pez de Santa Anna, in overall command of the Mexican forces, retreated from Mexico City with all available soldiers, leaving it in American hands. Santa Anna would make his way to Puebla, where he would unsuccessfully try to sever the American supply lines from the coast. Scott had been correct: with Chapultepec fallen and Santa Anna gone, Mexico City was well and truly in the hands of the invaders. Negotiations began between the American diplomat Nicholas Trist and what was left of the Mexican government. In February they agreed on the Treaty of Guadalupe Hidalgo, which ended the war and ceded vast tracts of Mexican land to the USA. By May the treaty had been ratified by both nations and was officially implemented. The Battle of Chapultepec is remembered by the U.S. Marine Corps as one of the first major battles in which the corps saw action. Although the marines had been around for years, Chapultepec was their highest-profile battle to date: the Marines were among those who had successfully stormed the castle. The marines remember the battle in their hymn, which begins with From the halls of Montezuma†¦ and in the blood stripe, the red stripe on the trousers of the marine dress uniform, which honors those who fell at the Battle of Chapultepec. Although their army was defeated by the Americans, the Battle of Chapultepec is a source of much pride for Mexicans. In particular, the Nià ±os Hà ©roes who bravely refused to surrender, has been honored with a memorial and statues, and many schools, streets, parks, etc. in Mexico are named for them.

Management Function, Planning and Maslow's Hierarchy of Needs Assignment

Management Function, Planning and Maslow's Hierarchy of Needs - Assignment Example The other idea is related to decision roles of the mangers. Every organisation operates on the basis of decisions made by the management in particular. It can be noted that organisations operate in a dynamic environment during the contemporary period hence there is need to make informed decisions that can shape their operations. Therefore, it is the role of the mangers to take a leading role in formulating decisions that are meant to improve the organisations of the company. Failure to do so may negatively impact on the operations of the organisation. The second takeaway I have learnt from this module is related to the aspect of planning. According to Robbins (1993), planning includes defining the goals, establishing a strategy and developing plans to coordinate activities. The most important lesson I have leant is that planning gives direction in an organisation. Without proper plans, the organisation is directionless and it may be very difficult for it to achieve its set goals. The refore, planning acts as a framework to guide the operations of an organisation so that the set goals and objectives can be achieve. Without plans, there are no goals to be achieved hence they are very important to the survival of any organisation. Planning is effective in that it helps in establishing a strategy of attaining the goals. Planning is not an end in itself but a means to an end. It helps the managers to put measures that can be taken in order to achieve the set goals. Without a proper strategy in place, it may be difficult to achieve the set goals since there is no direction to be followed. Planning also helps the managers to allocate the resources that are needed in the... Therefore, it is the role of the mangers to take a leading role in formulating decisions that are meant to improve the organisations of the company. Failure to do so may negatively impact on the operations of the organisation. The second takeaway I have learnt from this module is related to the aspect of planning. According to Robbins (1993), planning includes defining the goals, establishing a strategy and developing plans to coordinate activities. The most important lesson I have leant is that planning gives direction in an organisation. Without proper plans, the organisation is directionless and it may be very difficult for it to achieve its set goals. Therefore, planning acts as a framework to guide the operations of an organisation so that the set goals and objectives can be achieve. Without plans, there are no goals to be achieved hence they are very important to the survival of any organisation. Planning is effective in that it helps in establishing a strategy of attaining the goals. Planning is not an end in itself but a means to an end. It helps the managers to put measures that can be taken in order to achieve the set goals. Without a proper strategy in place, it may be difficult to achieve the set goals since there is no direction to be followed. Planning also helps the managers to allocate the resources that are needed in the execution of various tasks.

Audit report Essay Example | Topics and Well Written Essays - 1500 words

Audit report - Essay Example The two major perceptions are in line with the Audit Report’s adding significant credibility to the companies’ financial statements. A credible financial statement is a good basis for making a more informed management decisions as well as stakeholders’ decisions (Asare, 2009). Consequently, the IAASB is currently processing the enhanced auditor’s report. The IAASB’s research focuses on adhering to the different stakeholders’ demand for a more informed audit report. The new audit report will serve as a global solution to global popular demand for a change in the current audit reports’ standardized formats. The stakeholders’ audit report request is grounded on the growing complexities of the financial reports. The stakeholders include the investors, residents, managers, community, and employees. The standard audit report formats include the qualified opinion format, unqualified opinion format, and the adverse opinion format. The same board correctly affirms that international leaders must do their share to ensuring the audit report contains additional information needed by the decision makers. A more informed audit report contains additional relevant and valid information pertaining to the fairness or trueness of the finan cial report data (IFAC.org, 2013). The new audit report will include some notable changes. One of the major changes is to necessarily allow the external auditors to include comments to their audit reports (Gold et al., 2009). One of the reasons for the changes are necessary is that the comments will deliver additional relevant and valid information to the stakeholders, in terms of auditor’s specific audit responsibilities and tasks. The external auditor’s favorable comments will surely encourage the investors, community leaders, creditors, customers, and other affected stakeholders to invest or enter into any relevant business transaction with the company. In this regard, the IFAC accounting board is

The Importance of Workforce Motivation within an Organization Research Paper - 6

The Importance of Workforce Motivation within an Organization - Research Paper Example The performance, productivity, competitive advantage, as well as the corporate social responsibility within a company, is all attributed to excellence in employee motivation. There are varieties of environmental types that are known to influence the ways in which motivation should be done. For Cadbury, it cannot be concluded that there is no motivation that takes place, but the paths utilized may not identify these major areas. These are inclusive of all external factors like economic, legal, technological, and social factors. The internal factors are leadership, structure, culture, processes, design of job, as well as the benefit factors. The personal factors are inclusive of experiences, aspirations, needs etc. The ways in which motivation is created within Kraft may be attributed to the concern driven towards the herein stated areas (Crouse 20). The motivation of organizational employees plays a pivotal role in the determination of success levels. The main goal of managers motivat ing employees is to reduce or completely eradicate employee turnover rates. The availability of inadequate employee motivational factors leads to the increment of employee turnover rates. The turnover rates that are high lead to the exhaustion of the organizational bodies, for instance, managers will tire training workers who end up working for other organizations. The enhancement of organizational competitive advantage is very crucial as enhanced by strategic employee motivation. Competitive advantage is sort via the utilization of competitive outsourcing strategies that are geared towards overcoming a volatile and competitive business environment. The satisfaction of employees acts as a driving force to the increment of their desire to perform activities related to the job. The retention of these employees makes the company go to higher heights, for instance, the Kraft Company that now supersedes the Cadbury Company. The value of the company gains a path for increment via employee satisfaction enhancement. The value is a rationale for the creation of company sustainability in a competitively volatile surrounding regardless of its size or other considerable factors (Crouse 21). Increased company performance is also attributed to the motivation of employees. Kraft has been recently in the overtaking business and has definitely overtaken Cadbury due to its emphasis on employee retention. The more the employees are retained within an organization, the greater the ultimate performance due to long periods of job acquaintances by the employees.