Week 3 DB 1

Required Resources

Text

Cascio, W. F., & Aguinis, H. (2019).  Applied psychology in talent managementLinks to an external site.  (8th ed.). SAGE Publications.

· Chapter 9: Analyzing Jobs and Work

· Chapter 10: Strategic Workforce Planning

· The full-text version of this ebook is available through the Ebook Central database in The University of Arizona Global Campus.  Chapter 9 discusses job analysis, constructing appropriate interview questions and an analysis to competency modeling. Chapter 10 discusses components of strategic workforce planning processes and the relationship between business plans and workforce plans. Chapter 9 will assist with your Personality in Workforce Planning discussion forum and The Strategic Workforce Planning Process assignment this week. Chapter 10 will assist with your Strategic Workforce Planning discussion forum and The Strategic Workforce Planning Process assignment this week.

Book

Sripada, C. (Ed.). (2020).  Leading human capital in the 2020s: Emerging perspectivesLinks to an external site. . SAGE Publications.

· Leading Digital Transformation in Traditional Organizations

· Workforce Cap-Agility

· The full-text version of this ebook is available through the ProQuest Ebook Central database in the UAGC Library. Students with accessibility needs should use the HTML full-text version of the article. It provides information on the concept of agility. It also offers advice on how to align organizational agility with labor productivity inside a corporation. This will assist with The Strategic Workforce Planning Process assignment this week.

Articles

Altman, R. (2020).  “Moving the needle” with limited resourcesLinks to an external site..  Workforce Solutions Review, 11(3), 31–34.

· The full-text version of this article is available through the Business Source Elite database in the University of Arizona Global Campus Library. Students with accessibility needs should use the HTML full-text version of the article. This article provides information on how investments on HR technology is being affected due to COVID-19. This will assist with The Strategic Workforce Planning Process assignment this week.

Davis, J. (2022, January 19).  How to win the talent warLinks to an external site..  Talent Acquisition Excellence.

· The full-text version of this article is available through the ProQuest database in the UAGC Library. Students with accessibility needs should use the HTML full-text version of the article. This article provides information on how to acquire talented employees and what questions to ask them while hiring. It also focuses on strategies to retain employees and the cost of losing employees. This will assist with your Strategic Workforce Planning discussion forum and The Strategic Workforce Planning Process assignment this week.

Nayeem, M. A., & Faheem, H. (2021).  IKEA’s talent management and corporate cultureLinks to an external site..  IUP Journal of Organizational Behavior, 20(4), 482–501.

· The full-text version of this article is available through the ProQuest database in the UAGC Library. Students with accessibility needs should use the HTML full-text version of the article. This article provides information on talent management initiatives taken by IKEA, where they hire employees based on their values and beliefs rather than just on skills or experience. It also discusses the corporate culture within IKEA. This will assist with the Personality in Workforce Planning discussion forum this week.

Tedrick, S. (2023).  Using innovation principles to improve DEIB outcomesLinks to an external site..  Leadership Excellence, 40(4), 31–33.

· The full-text version of this article is available through the MasterFILE Premier database in the UAGC Library. Students with accessibility needs should use the HTML full-text version of the article. This article provides information on how the company executives are failing to bring their organization into compliance with the DEIB. It offers leaders some pointers on how to include innovation in their DEIB initiatives. This will assist with The Strategic Workforce Planning Process assignment this week.

Zielinski, D. (2020).  What does the tech revolution mean for HR?Links to an external site.  HR Magazine, 65(4), 78–79.

· The full-text version of this article is available through the Business Source Elite database in the UAGC Library. Students with accessibility needs should use the HTML full-text version of the article. This article provides information on the importance of the use of technology in the HR team to avoid problems. It also offers details on a recent survey conducted across firms, which revealed that HR departments are not utilizing all the company's technological platforms. This will assist with your Strategic Workforce Planning discussion forum this week.

Supplemental Materials

Fetzer Institute. (n.d.).  Big five inventory (BFI)Links to an external site. . http://fetzer.org/sites/default/files/images/stories/pdf/selfmeasures/Personality-BigFiveInventory.pdf

· This resource provides information about the Big Five personality dimensions and factors and will assist with your Personality in Workforce Planning discussion forum this week. Accessibility Statement does not exist. Privacy Policy does not exist.

My Personality Test. (n.d.).  Big 5 testLinks to an external site. . https://my-personality-test.com/big-5

· This resource provides the Big 5 personality test in an interactive manner and will assist with your Personality in Workforce Planning discussion forum this week. Accessibility Statement does not exist. Privacy PolicyLinks to an external site.

 

Recommended Resource

Article

Yang, J. R. (2021).  Adapting our anti-discrimination laws to protect workers' rights in the age of algorithmic employment assessments and evolving workplace technologyLinks to an external site..  ABA Journal of Labor & Employment Law, 35(2), 207–240.

· The full-text version of this article is available through the ProQuest database in the UAGC. Students with accessibility needs should use the HTML full-text version of the article. This article provides information on how a dramatic rise in online applications have led to employers turning towards data-driven predictive tools to recruit and screen job candidates to achieve greater efficiency and cost savings through automated decision-making. This may assist with The Strategic Workforce Planning Process assignment this week.

WK 3 DB 1

Prior to beginning work on this discussion forum,

· Review Chapter 9 from your textbook,  Applied Psychology in Talent Management.

· Review the article  IKEA’s Talent Management and Corporate CultureLinks to an external site..

· Review and complete the  Big 5 TestLinks to an external site. .

After you have completed the Big 5 personality traits test, compare your results with the  Big Five Inventory (BFI)Links to an external site. . This inventory provides information about the Big Five personality dimensions and factors.

Finally, for your initial post, address the following:

· In your judgement, was the survey accurate and why?

· Discuss each of your personality dimensions.

· What careers did you find based on the Big Five personality dimensions?

· Were the suggested careers an accurate reflection of your personality? Why or why not?

· How might an employer use the questionnaire to hire the right people?

Guided Response: Your initial response should be a minimum of 200 words. Respond to at least two of your fellow students’ or instructor posts in a substantive manner and provide information or concepts that they may not have considered. Each response should have a minimum of 100 words. Support your position by using information from the week’s resources. You are encouraged to post your required replies earlier in the week to promote more meaningful and interactive discourse in this discussion forum.

Response 1:

Reply from Erica Baker

Accuracy

I tried to answer the questions from a professional rather than a personal perspective. I think the survey was accurate for my here-and-now. Truthfully, I think my work personality has changed between starting a new career path and pursuing this MBA. If I were back in a role I loved and was comfortable with, I would get different results. 

In other tests, my extraversion has always ranked much higher. I am a very outgoing person typically. Right now, my work is not very team-oriented, and I am so swamped that I have been keeping to myself a lot more than I prefer. I also do not feel comfortable being assertive in my role. 

Agreeableness is very on-brand for me. I loved working with my team at my last job, and I eventually stepped into a leadership role. Helping others was one of my favorite parts of my job, specifically helping younger team members realize their potential. I always try to be welcoming as it is a kindness I appreciate when extended to me. 

Conscientiousness as a trait was new to me. According to Cascio and Aguinis (2018), this trait relates to “the degree to which an individual is hardworking, organized, dependable, and persevering versus lazy, disorganized, and unreliable” (p. 230). I question the overall accuracy of this trait. I’ve always been very hardworking and dependable, but as I mentioned before, I think the new career path makes me feel less organized and somewhat burned out. I am persevering, though, since getting this MBA makes me feel everything should work out if I just keep pushing forward. 

My low neuroticism ranking is interesting. I’m certainly an anxious person, but I do a lot to try and contain those anxieties and rationalize as much as possible. I cannot lie; I love structure, a plan, and stability, so getting back into a more consistent schedule has been helpful. 

Openness to experience is another area that I think is heavily affected by my here and now. In my marketing role, I constantly tried new technologies and came up with innovative ideas but felt very comfortable and supported in doing so. I love being creative and learning new things, but I think the environment plays a big role in people’s ability to lean into this trait.

 

Career Suggestions

According to Crystal (2019), someone with a high agreeableness score would be well suited to be a nurse, teacher, counselor, vet, non-profit organizer, or judge. I’ve been told often that I’d be a good teacher, and I do love working with kids, but as I previously stated- I loved working with my team and helping them develop their skill sets, which falls into a similar category. My next highest trait was conscientiousness, and again, according to Crystal (2019), I’d be well suited to be a marketing consultant, advertising executive, freelance writer, business owner, or politician. I am not interested in joining the political space, but I love advertising and marketing and hope to find myself back in those spaces. Once I have finished this MBA, I will also go back to freelancing/contracting in marketing and advertising capacities. 

 

Using the Big5 Personality Test in the Workplace

If you haven’t already, I’d highly recommend watching the documentary  Persona: The Dark Truth Behind Personality Tests. That documentary dove into how personality tests can negatively impact candidates when businesses become biased toward certain personalities. Personality tests depend on honesty and high self-awareness and can be easily skewed. With that in mind, I think assessments can be used but should not be heavily relied on during the hiring process. I think a personality assessment would be more effective when you already have a relationship with a person and have a general understanding of someone.

 

I’m sure some of you will have different opinions on this, so I can’t wait to see how accurate everyone’s tests are and read everyone’s thoughts on utilizing these assessments in a professional space!

 

Erica B.

 

References

Cascio, W. F., & Aguinis, H. (2018).  Applied Psychology in Talent Management. Sage Publications, Incorporated.

Crystal. (2019).  Big Five Personality Trait: Agreeableness. Crystalknows.com. https://www.crystalknows.com/big-five/agreeableness

Response 2:

Reply from Stacey Barnes

Good afternoon class,

Extraversion:  Medium-high score; When viewing this score, I can see how I scored higher than other aspects as I do have a short of introvert attitude to me, but I can turn it on when I need to. But I will drain my battery relatively quick. 

Agreeableness:  High; This was interesting as I am not a confrontational person so I will agree to avoid conflict though I do understand that conflict is good sometimes for the growth of a team. 

Conscientiousness:  Low; I was surprised by this one especially being a military member I see myself as organized and not careless. 

Neuroticism:  low; I found this one to make sense as I'm not a hostile or angry type of person and can control my temperament in many environments and situations. "Neuroticism is a personality trait, not a mental health condition. It’s defined as being prone to easily aroused, sometimes uncontrollable, negative emotions that don’t interfere with daily function"(Gillette, psychcentral.com).

Openness to Experience:  medium; I would agree with this finding as I am curios and artistic but up to a certain point, I'm not getting into the weeds just to do it. 

 

The jobs that I found that would operate utilizing a high agreeableness would be healthcare providers or educators due to these jobs tending to be those that involve a significant amount of interpersonal interaction, empathy, and a focus on serving the needs of others. another career I found was social work as well with them having the skills to mediated conflicts, provide emotional support, and foster harmonious team dynamics.

Within these careers I find myself constantly in a role of instructor and teaching as this is a passion of mind. I think gaining knowledge to spread to other is very critical within life and the only way we can grow is the more we know. 

It can help better identify a specific area that the organization is looking for in an employee or applicant. For example, an employer might look for high levels of conscientiousness in a candidate applying for a detail-oriented accounting position, as this trait is associated with strong organizational skills, diligence, and a propensity for following procedures to the letter.

 

References

Gillette, H. (2022, March 25).  All about neuroticism. Psych Central. https://psychcentral.com/health/all-about-neuroticism