QuestionQuestion

Instructions
Warm-Up Activity 7.1: Writing a White Paper

Review the following White Paper: Purpose and Audience,

Assignment

Imagine that you have been hired to offer consultation to a law enforcement organization seeking to select a pool of internal candidates for special operations assignments involving dangerous, long-term undercover enforcement operations.
The hiring managers believe that this process should begin with a personality test.
They are seeking individuals with high integrity who are able to maintain the complexities of deceit involved in undercover work, while maintaining ethical standards.
Prepare a white paper in which you discuss the following:

What is the best instrument available to test personality? Why?
Can personality tests be skewed by the individual being tested?
What does the research literature tell us about the relationship between personality and job performance?
What personality traits may contribute to positive and negative outcomes for undercover law enforcement operations?
Is there a restricted range for prediction accuracy in terms of job success?
What are the concerns of using personality tests for individuals from diverse ethnic, age, and gender groups?
As an I/O consultant, how would you apply the results of personality testing to develop a strategy to develop a pool of viable candidates?
Are there better alternatives to fulfill the organizational need?If yes, what are they? If no, why?
Length: 5-7 pages

Your paper should demonstrate thoughtful consideration of the ideas and concepts that are presented in the course and provide new thoughts and insights relating directly to the topic.
Your response should reflect scholarly writing and current APA standards.

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This material may consist of step-by-step explanations on how to solve a problem or examples of proper writing, including the use of citations, references, bibliographies, and formatting. This material is made available for the sole purpose of studying and learning - misuse is strictly forbidden.

White Paper: An Analysis of Personality Tests
Introduction
My current task is to provide consultation about personality testing aimed at the first process of selecting candidates to work in undercover enforcement operations. The analysis begins with a focus on the best personality test and addresses the reliability of personality tests regarding candidate skewing. Also, the paper discusses literature on the relationship between personality and job performance. Later on, the analysis will discuss the personality traits related to undercover law enforcement operations. It will also address concerns about using personality tests for diverse individuals. Finally, the paper concludes with providing recommendations on applying results from personality testing to develop organization and offers the best alternatives for organizations looking to optimize their operations.
The Instrument for Personality Testing
Personality tests are a selection method used to measure the personality traits of candidates or applicants that are associated with future job performance. So, choosing the right personality test is important to ensure effective or high job performance. Numerous instruments are used for personality testing including The Myers-Briggs Type Indicator (MBTI), The Big Five, Rorschach test, or the Personal Attribute inventory. The best personality test for the company is the Five-Factor Model (Big Five).
The Big Five measures five personality traits which include conscientiousness, agreeableness, neuroticism, extraversion, and openness-to-experience. Conscientiousness focuses on an individual’s tendency to be organized and dependable (Scroggins, Thomas, & Morris, 2009). Therefore, an individual with a high score in this trait is efficient and organized. Openness relates to the level of intellectual creativity, curiosity, and an inclination for novelty (Scroggins, Thomas, & Morris, 2009). The trait can measure or distinguish between curious and cautious individuals. Neuroticism measures an applicant’s predisposition to psychological stress or whether they feel sensitive/nervous or secure/confident (Scroggins, Thomas, & Morris, 2009). Agreeableness measures a candidate’s trusting and helpful...
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