Are leaders born successful or can they be trained Essay

Are pioneers brought into the world effective or would they be able to be prepared - Essay Example In any case, to accomplish such objectives they should have more extensive aptitudes and characteristic sets that permit them to think and act internationally. Such qualities are moxy, innovativeness, adaptability, accomplishment drive, inspiration, genuineness, respectability, fearlessness, intellectual capacity and enthusiastic security (Elliot, 1994). In any case, there is an issue that consistently emerges when we are attempting to comprehend the idea of the pioneers. Are such aptitudes and characteristics acquired or any of us can be prepared to turn into a pioneer? Are pioneers conceived? This questionable issue has been an object of study for a considerable length of time. There are numerous hypotheses that recommend that to turn into a real chief, one must be brought into the world with a particular arrangement of individual qualities. For example, ‘The extraordinary man hypothesis of leadership’ that turned out to be mainstream since the nineteenth century. Nume rous students of history and researchers analyzed this hypothesis. â€Å"Effective pioneers are those skilled with divine motivation and the privilege characteristics.† This hypothesis depends on the investigation of individuals who were at that point world’s incredible pioneers such us Abraham Lincoln, Julius Caesar, Mahatma Gandhi, and Alexander the Great (Bass, 1990). The origination of Traits Theory of Leadership likewise proposes that pioneers are given exceptional characteristics that different them from their adherents. The initiative is characterized regarding qualities of character and character. To be much increasingly exact, (Bird 1940) gathered a rundown of seventy-nine such traits, from twenty mental arranged investigations (Bass, 1990). Individuals proclaimed as pioneers, or now and then even as legends, introduced highlights like predominant insight, physical quality, moral power, charm, fearlessness and a mind boggling want to succeed. Those perfect tem perances given to them, empowered conceived pioneers to stand apart from the majority and accomplish incredible things, paying little mind to setting or circumstance (Bass, 1990). Numerous researchers likewise consider the wonders of authority as the arrangement of the correct characteristics or character that are natural. The capacity to lead is straightforwardly connected to one's character. Moreower, there is an extraordinary mind science among pioneers and adherents. The significant levels of serotonin seem to advance administration (Cawthon, 2006). Various contemporary investigations have uncovered that qualities influence an assortment of authority capacities. The natural characteristics impact your demeanor toward authority, your eagerness to take influential position and even what sort of pioneer an individual may turn into. Some part of your disposition toward initiative is covered up in your DNA. Through numerous examinations, we realize that hereditary qualities represent s around 40 percent of the contrast between individuals in what they consider administration. The equivalent hereditary inclinations that represented our ancestors’ enthusiasm to heading up the chasing gathering or running the family, it appears, the equivalent happens today, influencing our lives in current associations (Shane, 2010). Educator Scott Shane (2010, pp.122-123) additionally proposes that the DNA impacts whether you climb in your organization or not. Since individuals will in general take part in practices that they are acceptable at, those with the qualities that incline them to create administration potential are bound to push toward positions of authority. Qualities impact whether you become a pioneer through your character characteristics, social

How important were farming regions in determining allegiance in the Essay

How significant were cultivating areas in deciding devotion in the English Civil War - Essay Example Indeed, even in Jacobean London a large portion of the magistrates, the vendor sovereigns, were residential brokers. Furthermore, as opposed to the floundering send out exchange, the interior economy was enhancing as well as developing extensively (T. Wilson Hayes, pg 115). London was not the sole 'motor of development', yet cultivating districts sway the most evident component of inner turn of events. The Newcastle locale was in no way, shape or form alone in its reconciliation into an undeniably national economy. The expenses and postponements of inland vehicle, particularly by street, implied that peaceful districts despite everything developed grain for bread and brew. Peripheral upland areas occasionally experienced issues in sending charges to London, particularly in winter, since so little traffic went that way, and crosscountry contacts by street were much increasingly troublesome - to be sure, the normal cost of wheat in Devon late in the lack year of 1631 was 50 percent higher than in neighboring Dorset. All things considered, developing specialization in farming records for the popularity of Cheshire cheddar and Worcestershire apples. Transport connections to London were adequately produced for John Taylor's Carrier's Cosmography in 1637 to g ive subtleties of bearers connecting the capital with all districts. By the 1630s customary stage mentors connected London with significant towns in the southeast and Midlands, and by the 1650s Edinburgh and most significant common urban communities had been brought into the training system. Increasingly significant associations showed up by mid-century, as hotels along the scarp slant isolating the Severn and Thames valleys permitted dealers to join the hinterlands of Bristol and London. The development of London and the fashioning of a national economy were both circumstances and logical results of advancements in both horticulture. In agribusiness the continuous spread of new methods was represented by another vogue in handbooks, for example, Walter Blith's The English Improver (1649). As the market extended more consideration was given to the yields and cultivating rehearses most appropriate to neighborhood soils: the developing fame of 'convertible' or 'here and there' farming, exchanging times of arable and field, is clear across a lot of marsh England. Additional striking despite everything is the way numerous ranchers, little just as enormous, changed over to new money crops like madder and woad for color, to tobacco in the Severn valley, just as to showcase planting around towns (Mark Stoyle, 1994). Despite the fact that the full effect of the new harvests was uniquely to be felt after mid-century, when loosening request urged ranchers to raise efficiency, En gland gradually surpassed a great part of the remainder of Europe in its capacity to take care of and utilize a developing populace. Starvation in the emergency of 1623 was constrained toward the northwest; and from that point, notwithstanding horrifying hardship in the later 1640s, starvation appears to have been pretty much disposed of. The pervasiveness of household creation in materials, in cowhide working, in many parts of the metal business, makes it difficult to gauge financial misery. Typical cost for basic items figures measure costs in the market. A great part of the populace was occupied with both agribusiness and industry: the little rancher whose spouse and hireling did some auxiliary turning or loading weaving, the craftsman digger with a little plot of land appended to his cabin, even Norwich workers who accomplished reap work in close by fields during the 1630s, and

Bangor

Bangor Bangor bang ´gôr, ban ´â€", bang ´g?r [key], city (1990 pop. 33,181), seat of Penobscot co., S Maine, at the confluence of the Penobscot and Kenduskeag rivers; inc. as a town 1791, as a city 1834. It is a port of entry, commercial center, and gateway to an extensive resort and lumber region. Major industries include the production of shoes, pulp and paper, and wood products. The city was settled in 1769 and was known as Sunbury. During the War of 1812 it was occupied by the British. In the 19th cent., Bangor was a shipbuilding center that carried on an extensive coastal and overseas trade in lumber, stone, and ice. The city has a theological seminary, a conservatory of music, and three colleges. Bangor International Airport, part of which was once Dow Air Force Base, has one of the longest runways in the United States. The Columbia Electronic Encyclopedia, 6th ed. Copyright © 2012, Columbia University Press. All rights reserved. See more Encyclopedia articles on: U.S. Political Geography

The Issue Of Child Labor - 1196 Words

The issue of child labor has drawn significant attention since early 1990s as many labor union and special interest groups advocate banning import of goods produced by the child labor in developing countries and the international consensus in the form of Convention on the Right of the Child (CRC) which is widely ratified in 1989 by countries (Boyden, Ling and Myers, 1998). However, concern regarding child labor is not new and can be dated back to industrial revolution, especially late eighteenth and early nineteenth century, in England many parents were helpless but to send their children to work to cope the increasing poverty and inequality. (Horrell and Humphries, 1995; Edmonds, 2007). Nevertheless, before the industrial revolution and†¦show more content†¦There have been steady decline in the incidence of child s exposure to hazardous work and child labor on balance. However, the recent estimates of child labor are still astonishingly high and the trend predict even slowe r pace of decline in child labor. According to ILO report in 2012, for age group 5-17 years 16.7 percent (or 264,427 in absolute number) of children are in some form of employment, 10.6 percent (equivalently 167,956) is considered as child labor, and 5.4 percent (equivalently 85,344) is involved in hazardous work. Although these figures are lower than the corresponding figures in 2000, the absolute numbers of child labor are still very high (ILO 2013). Policy measures adopted to reduce child labor are derived from an increasing number of theoretical and empirical research on this issue specially since late 1990s. Theoretical studies use the household decision making model to explain the incidence of child labor and attempt to find the determinants of child labor. Initial models that attempt to explain the phenomenon of child labor assume an exploitative household where child is considered household s asset and parents are the sole decision maker who maximizes their welfare disregar ding the welfare of child. In these models parents are selfish and child labor is chosen if it maximizes household welfare which may disregardShow MoreRelatedThe Issue Of Child Labor Laws1461 Words   |  6 PagesThe United States of America has always been deeply ideologically split on the idea of child labor. On the one side, many people believe that children benefit from long hard hours at work because it prepares them for the real world unlike the ability of school. Along with the growth of the child, they also believe that it would create large economical growth throughout the nation. Among the many people that believe this are two of hour founding fathers, Benjamin Franklin and Abraham Lincoln. Read MoreChild Labor : Issues And Social Work Intervention2936 Words   |  12 PagesCHILD LABOR: ISSUES AND SOCIAL WORK INTERVENTION INTRODUCTION â€Å"The Child is father of the Man† by Wordsworth A nation’s greatest asset is its women and children. Children are the greatest gift to humanity and Childhood stage of human development holds the potential to the future development of any society. Every nation links its future with the present status of its children. By engaging themselves in work at early, children unduly reduce their present welfare or their future income earning capabilitiesRead MoreTroubling Issues of Child Labor in Between Shades of Grey by Ruta Sepetys597 Words   |  3 Pagestroubling issue of child labor. The extent of child labor in a country is directly linked by the nature and extent of poverty within it. Child labor deprives children of their childhood, their potential and their dignity. It is detrimental to physical and mental development. Today, there are an estimated 246 million child laborers around the globe. This irritating social issue is not only violates a nation’s minimum age laws , it also involves intolerable abuse, such as child slavery, child traffickingRead MoreCase Study of Ikea1445 Words   |  6 Pagesrugs, used the child labor to produce products, although they had signed an attachment of the contract to ban employing child labor. In addition, a German documentary maker was about to broadcast the problem of child labor on German television and also invited an employee from IKEA to have a live discussion in the TV program. Marianne Barner, the leader of IKEA, must find a great solution to this serious issue to both save her business and the corporation’s brand image. In this issue, IKEA was notRead MoreChild Labour And Child Labor1600 Words   |  7 PagesChild Labor Issues There are children that suffer through child labor daily. Child labor is the use of children in a business or industry, usually illegal. â€Å"3 billion people around the world survive on $2.50 a day or less. And 2 billion people do not hold a bank account or have access to essential financial services† (â€Å"Living in Poverty†1). Children that are normally in labor come from a poor family that’s in need of money so badly that it comes down to selling their own children or puttingRead MoreChild Labor As A Cultural Norm1604 Words   |  7 Pagesapproximately 215 million children under the age of 15 that are working in the child labor industry around the world. What can be done to resolve this global issue? Child labor is when companies use children to perform manufacturing duties— typically being paid in low wages. There are many different reasons and causes of child labor such as: poverty, globalization, and corruption. In some countries, however, c hild labor is considered a cultural norm. Although most prevalent in third-world and underdevelopedRead MoreResearch Paper On Child Labor1354 Words   |  6 PagesSource Aweys Ahmed Aweys Date: 11/16/2015 Dr. Kim Global Issues Research paper Child Labor Introduction: For centuries and years child labor has become one of the biggest problem in the world. It’s a challenge and long-term work for many countries to put an end to child labor especially those developing countries it’s one of the issues that’s considered as serious issue these days. Child labor refers to children’s who lose their rights and do things that aren’t supposedRead MoreChild Labor in America773 Words   |  4 PagesAlzatia Wilson Western Civilization 1 Mrs. S. Melton November 30, 2009 Child Labor in America Our child labor issue an ongoing world wide effect, currently among America’s society. Researchers even today and our up and down crisis we face economically, leave us with the understanding that poverty is a main cause of child labor. Still in America poor families depend heavenly upon their children working in order to improve their chances of attaining basic necessities. American history goesRead MoreChild Labor Is The Lack Of Intergenerational Human Capital Development1639 Words   |  7 Pagesthat child labor is highly exploitative and is driven by long hours in deplorable conditions in sweat shops, prostitution rings, and rebel armies. While this perception has been very effective at raising awareness and action on the issue of child labor, it is quite misleading as only a small percentage of wage labor is of such an exploitative nature. It is imperative to take a more nuanced view of child labor and accept that it is not inherently bad as the current stigmatized view of the issue wouldRead MoreCan Child Labor Be Stopped?1588 Words   |  7 PagesCan Child Labor be Stopped? There are approximately 215 million children under the age of 15 that are working in the child labor industry around the world. What can be done to resolve this global issue? Child labor is when companies use children to perform manufacturing duties— typically being paid in low wages. There are many different reasons and causes of child labor such as: poverty, globalization, and corruption. In some countries, however, child labor is considered a cultural norm. Although

The Episode Of Violence Toward Me From A Patient - 858 Words

In this essay, I will provide the description and analysis of the episode of violence toward me from a patient, my thoughts and feelings regarding this matter, my actions, and conclusion. During my summer placement in Neurosurgery unit, I was assigned to care of 24-years-old patient, Mr. R.T, who suffered from Dravet Syndrome (Severe Myoclonic Epilepsy of Infancy) and intellectual delay. Mr. R.T. was admitted to the unit due to increased dysphagia for the past two weeks and exacerbation of seizures. It was hard for me to find meaningful way of communication with him due to his serious developmental delay; however, the patient was sometimes able to express his preferences by telling â€Å"more, yes†. Health care providers in the unit were aware of, and some already experienced a behavioral aggression from Mr. R.T. When I tried to flush his Saline Lock, the patient suddenly hit me 2 times to my left hand. I never expected this and I was emotionally assaulted. 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Critically Evaluate the Use of Personality Assessment in Work Settings Free Essays

string(119) " the use of forced-choice, or ipsative inventories, in which neither option is more socially desirable than the other\." Critically Evaluate The Use Of Personality Assessment In Work Settings. What Are The Important Professional Issues? Abstract Personality tests are used in a work setting, predominantly for the purpose of recruitment and selection. A number of professional issues exist around the use of personality tests in this setting, and practitioners should be clear of the possible flaws involved in the use of personality tests. We will write a custom essay sample on Critically Evaluate the Use of Personality Assessment in Work Settings or any similar topic only for you Order Now The literature has highlighted concerns with the faking of personality tests. Individuals faking tests can mean those who obtain the highest scores are the ones who are recruited. This should be considered where personality tests are used for recruiting the top candidates as opposed to being used for removing the least suitable candidates. The validity of personality tests has to be considered when being used for selection purpose. A high face validity of tests can increase the likelihood of faking tests; yet low face validity can result in the personality tests being rejected by candidates. Practitioners have to also take into account a number of ethical issues before using personality tests in a work setting. Key Words: Personality testing; Faking; Validity; Recruitment; Ethics. Introduction Personality tests are used in a work setting at the stage of recruitment, and also once people are within a job, to assess their working preferences. Personality traits have been found to be predictive of a number of outcomes, ranging from health behaviours to task performance (Hough Oswald, 2008). Work specific factors related to personality types include Job Performance, Work Motivation, Leadership and Adaptability (Morgeson et al. , 2007). Using the Big Five personality traits, Judge et al. (2001) found that Conscientiousness, significantly predicts job performance across different organisational settings, and Emotional stability also predicts overall Job Performance. Organisations wish to recruit the candidates who show the greatest probability of performing well in the role and those who are going to benefit the most from the use of all of the training opportunities provided by the organisation (Shum, O’Gorman Myors, 2006:147). However, the use of personality assessments can be debated, and a number of factors have to be considered before using personality tests to make important decisions about individuals’ careers. The focus of this essay is on the use of personality assessment in organisations, primarily in recruitment and selection, and the issues practitioners need to be aware of before using personality assessments. Faking Faking of personality tests is been described by terms such as â€Å"response distortion, impression management, social desirability, displaying unlikely virtues, and self-enhancement† (Griffin, Chmielowski Yoshita, 2007). The many definitions may account for the substantial number of published articles relating to the faking of personality tests (Morgeson et al. , 2007). Researchers have suggested that it should be expected that individuals will give inaccurate responses in self-report tests due to the value attached to the outcome (Hogan, Barrett, Hogan, 2007). However, there is little consensus in the research, about the frequency of faking, or how to address the issue. As selection is often carried out in a top-down approach, where those who perform in the top 5-10% are selected to progress (Arthur, Woehr, Graziano, 2001), the possibility of candidates faking personality tests should be a serious consideration for practitioners, otherwise those who have falsely represented themselves will be selected. Where it is obvious what is being tested in self-report questionnaires, there is likely to be a greater opportunity to fake responses. The face validity of questionnaires is an important issue, as it is likely to contribute to faking. Furnham Drakeley (2000) found that managers tend to use personality tests with high face validity, due to concerns about having to rationalise the use of the test to participants. Alternatively, using low face validity personality tests could mean the participants reject the appropriateness of the test, and do not fully engage with it (Kline, 2000:430). However, where face validity of personality tests is high, the accuracy of personality tests scores can be distorted by individuals who assume they know what the â€Å"best response† is, and give an extreme rating. Arthur et al. ,(2001) suggest that it is easy to assume the extreme scores on a scale are the most or least desired, due to the wording of questions. Ironically, ‘fakers’ may overrate themselves and appear to be inappropriate for a role. For example, conscientiousness has been found to be easier to fake than other personality traits such as â€Å"Openness to Experiences† (Griffin, Hesketh Grayson, 2004); therefore individual who rate themselves to be overly Conscientious may be restrained by rules and be unsuitable for the position. Practitioners have to be aware of the limitations of high face validity and the likelihood of faked responses (Kline 2000: 255). Much of the research around faking of personality tests has been lab-based, and carried out on students (Judge et al. 2008), therefore the question as to whether they do cheat in reality needs to be examined (Griffin, Chmielowski Yoshita, 2007). Hogan et al. ,(2007) looked at responses to personality tests in the application process for a customer service role, and compared responses given at two stages by 5,266 applicants, over a six month interval. Hogan et al. , suggested that if individuals do fake personality tests at the recruitment stage, they ar e most likely to do so once they have been rejected from the job on a previous occasion. The findings indicated little difference in the personality measures from time one and time two. These findings would suggest that not all applicants attempt to fake in actual recruitment settings. However, findings by Griffin et al. ,(2007) indicated that some participants do fake their personality when applying to jobs, and this has an impact on the rank order of scores. A professional implication of these findings is that practitioners have to be cautious when interpreting personality scores, but should not be cynical by disregarding personality measures totally. As well as being aware of issues around faking, practitioners should be aware of the methods used to reduce or identify faking. A proactive method used included the use of forced-choice, or ipsative inventories, in which neither option is more socially desirable than the other. You read "Critically Evaluate the Use of Personality Assessment in Work Settings" in category "Essay examples" An alternative option is to use instructional warnings against faking. A reactive method for â€Å"fixing† faking can be the use of social desirability scales or a lie scale within the inventory which indicate if a respondent is faking. However, there is little evidence supporting the effectiveness of strategies such as instructional warnings and forced choice item format (Hogan et al. , 2007), and social desirability questions are likely to be more transparent in their urpose, and therefore prone being to faked (Griffin et al. , 2007). With all of the issues surrounding faking of personality tests, it has been argued that instead of using the tests as a method of recruiting the â€Å"best† performers on the test , there is actually a greater benefit in using the measures as a form of rejecting the poorest performers when using tests to â€Å"select out† (Mueller- Hanson, Heggestad Thornton, 2003). Using personality tests for selecting out applicants would allow those who have performed poorly, and those who have faked but not been successful in obtaining the benchmark score, to be rejected. Validity In the past decade there has been considerable evidence in the academic literature for the support of personality tests for selection, but a there have been concerns about the predicative validity of personality tests relating to work related behaviour (Meyer et al. , 2001). However, practitioners continued to use personality measures for selection purpose (Bartram, 2004), disregarding the academic arguments. Critics often highlight the â€Å"low† validity scores of the best predictor in the Big Five with Job Performance, Conscientiousness (r=0. 23; Judge et al. 2008), where as other methods of assessment, such as the use of General Mental Ability tests which have been found to have a predictive validity of r=0. 51 (Schmidt Hunter, 1998). However, the validity score of Conscientiousness should not be dismissed. Meyer et al. , (2001) identified a large number of medical and psychological interventions, which produce correlations of approximately . 15 to . 30, are comm only accepted by professionals, such as taking regular aspirin to reduce risk of heart attacks. It can be argued that academics are actually focussing on a â€Å"gold standard† score of validity (Judge et al. 2008), and not looking at the benefits of other interventions that have similar predictive validities. Schmidt Hunter (1998) suggest that using a combination of measures with relatively low validity on their own, when combined would be more than sufficient for use in recruiting, for example combining a conscientiousness tests, work sample tests and a job knowledge tests. Practitioners should have a clear understanding of the criterion validity of personality measures in relationship to job performance, and be aware of large degree of unaccountable variance that can occur. There is no guarantee that an individual who scores highly on a personality measure will be successful in their role, and an individual’s skills and ability are likely to account for a large part of their performance in the role (Shum et al. ,2006:161). Ethics It is important that ethical issues are taken into consideration when using personality measures in a work setting. First of all, organisations have to be aware of the qualifications required by the individual administering the personality tests and interpreting them. In the UK, the British Psychological Society sets a requisite standard through the attainment of Level A Level B qualifications in order to administer and interpret both ability and personality tests. However, not all individuals who administer tests are responsible for interpreting the data, therefore the those who are administering the test should obtain the Occupational Test Administration qualification (British Psychological Society, 2000). Insufficient training on the use of a personality measure can result in misinterpretation of the results and render the test useless. Where individuals have not been provided with sufficient training to administer tests, there is the possibility of providing inconsistent instructions to participants, and leading to errors or biases in the results (Kline, 2000:9). An issue that ties in with the Level B training is that practitioners are trained to use one specific test, therefore they may only ever use this one test, and not take into consideration the appropriateness of the test they are using for the specific needs of the organisation. Organisations need to be aware of the issues around the feedback they provide to individuals who take part in personality measures. How feedback is interpreted by individuals should be considered, and whether they will understand the meaning of the scores (Kline, 2000:431). Where a candidate completes a personality test, but does not score at the top of the group, they may feel they are not suitable for the organisation, or the type of role they are applying for. The implications of what is reported back to the candidates can result in an individual making major decisions about the type of role they apply for in the future, should they be told that they scored significantly â€Å"poorly† in the personality test (Toplis, Dulewicz Fletcher, 2005:37). Practitioners should clearly explain the reason for the personality measures used, and ensure the feedback they provide will not have a negative impact on the individual. An important consideration for practitioners should be the possible biases held within personality tests, which can be biased towards a gender, race, social class or disability. These factors can influence the score of a personality test, and can mask actual scores (British Psychological Society, 2000). However, there is evidence to suggest that the use of personality measures balances out the biases of ability tests, when comparing different racial groups. Therefore the combined use of ability and personality tests can be beneficial (Bartram, 2004). When testing individuals with disabilities, factors such as the time required, the environment being tested in, and the method of testing, all have to be considered to ensure the testing process is fair (Toplis, Dulewicz Fletcher, 2005:42). Conclusion Researchers have identified clear benefits in using personality measures in a work related environment, especially when recruiting to a post. However, the use of personality assessment should be considered as a supplementary method of selection into a role, due to the number of possible factors that can influence the results of a personality test. It is clear that faking of tests is a well researched area, however, little consensus exists with how to best address the possibility that individuals will fake a test that has a value attached to the outcome (Hogan et al. , 2007). One possible solution is to use the tests as a form of selecting out those who are in the lowest percentile (Mueller-Hanson et al. 2003), and using additional measures to support the selection of those who perform in the upper percentile. The concerns about the criterion validity of personality measures and job performance have raised doubts about the suitability of personality assessments. When comparing single personality traits with alternative methods of assessment for their predictive validity, it is clear that alternative methods are stronger pre dictors of work related behaviours (Schmidt Hunter, 1998), however, personality measures are still considered reliable measures, therefore should be used to supplement alternative methods or assessment. It is clear that the ethical implications of using personality assessments are an important factor, as they can influence the outcome of the tests as well as the responses of the participants. If practitioners do not follow the correct procedures by providing adequate instructions and ensuring standardised conditions, it is likely that individuals will reject the tests (Kline, 2000:9). It is also important to consider the effects of taking a personality assessment, and then knowing you failed to meet the cut off point. The way in which feedback is given can have detrimental effects of individuals therefore the issue should be approached with caution (Toplis et al, 2005:37). In conclusion, there are a number of issues that need to be considered when using personality assessments in a work setting. The benefit of gauging an individual’s behaviour through assessing their personality is clear, however, practitioners should be aware of the flaws in personality assessment, and be aware of alternative forms of assessment when selecting individuals for a job, to supplement personality assessments. Word count: 2173 REFERENCES Arthur W. J. , Woehr D. J. , Graziano W. G. (2001). Personality Testing In Employment Settings: Problems And Issues In The Application Of Typical Selection Practices. Personnel Review, 30(5),657-677 Bartram, D. (2004). Assessment In Organisations. Applied Psychology: An International Review, 53, 237-259. British Psychological Association,(2000). Psychological Testing: A User’s Guide Psychological. Leicester: The British Psychological Society Furnham, A. , Drakely, R. (2000). Predicting Occupational Personality Test Scores. Journal of Psychology, 134, 103-111 Griffin, B. , Hesketh, B. , Grayson. D. (2004). Applicants Faking Good: Evidence of Item Bias In The Neo Pi-R. Personality and Individual Differences, 36 (7), 1545-1558. Griffith R. L, Chmielowski T. S, Yoshita Y. (2007). Do Applicants Fake? An Examination Of The Frequency Of Applicant Faking Behavior. Personnel Review, 36 (3), 341–355. Hogan, J. , Barrett,P. , Hogan R. (2007). Personality Measurement, Faking, And Employment Selection. Journal Of Applied Psychology, 92,(5), 1270–1285 Hough, L. M. , Oswald, F. L. 2008) Personality Testing and Industrial– Organizational Psychology: Reflections, Progress, And Prospects Industrial And Organizational Psychology, 1, 272–290. Judge, T. A. , Klinger, R. , Simon, L. S. , Yang, I. W. F. (2008). The Contributions of Personality to Organizational Behavior And Psychology: Findings, Criticisms, And Future Research Directions. Social and Personality Psychology Compass, 2, 1982-2000. Kline P. (2000) The Handbook Of Psychological Testing, (2 Ed). London: Routledge, Meyer, G. J. , Finn, S. E. , Eyde, L. D. , Kay, G. G. , Moreland, K. L. , Dies, R. R. , Et Al. (2001). Psychological Testing And Psychological Assessment: A Review Of Evidence And Issues. American Psychologist, 56, 128–165. Morgeson, F. P. , Campion, M. A. , Dipboye, R. L. , Hollenbeck, J. R. , Murphy, K. , Schmitt, N. (2007). Are We Getting Fooled Again? Coming To Terms With Limitations In The Use Of Personality Tests For Personnel Selection. Personnel Psychology, 60, 1029-1049 Mueller-Hanson, R. , Heggestad, E. D. , Thornton III, G. C. (2003). Faking and Selection: Considering The Use Of Personality From Select-In And Select-Out Perspectives. Journal Of Applied Psychology, 88 (2), 348-355. Schmidt, F. L. , Hunter, J. E. (1998). The Validity and Utility Of Selection Methods In Personnel Psychology: Practical And Theoretical Implications Of 85 Years Of Research Findings. Psychological Bulletin, Vol. I24 (2), 262-74. Shum, D. , Myors, B. , O’Gorman, J. (2006) Psychological Testing and Assessment. Oxford:Oxford University Press Toplis, J. , Dulewicz, V. , Fletcher, C. (2005) Psychological Testing (4th eds). London:Institute of Personnel Development. How to cite Critically Evaluate the Use of Personality Assessment in Work Settings, Essay examples

Deborah and OPD

Questions: (a) Advise Deborah on any claims that she may have against ODP in Breach of contract,and (b) Advise Deborah on the damages she may recover if she is successful; include in your advice the principles the court will use when deciding whether to award substantial damages in respect of breach of contract. Answers: A.The formation of a contract is something which has been discussed in details under the given law and the section. Forming of a contract is something which has a number of aspects to itself which when fulfilled form a valid contract. In order to see whether a breach of contract has been committed, one needs to see whether or not there has been a contract, hence when there is a contract then only can a breach of contract take place and thence one can claim the damages from the defendant. In order to form a contract there shall be two parties, or more, in this case there are two parties, Deborah being one and ODP being the other. There are certain valid essentials which need to be fulfilled in order to formulate a valid contract and the valid essentials being, there should be an offer and there should be an acceptance to that offer, and this transaction should take place in exchange for a consideration which is that the offering party might want to receive in exchange of a commodity o r a service. This transaction which is being talked about should be in context of a valid and legal dealing and should be something illegal. Moreover the acceptance (AGC (Advances) Ltd v McWhirter (1977) 1 BLR 9454) to the offer should be out of free will or consent and should not be a result of coercion or undue influence. Both the parties basic intention should be to create a legal relationship (Administration of PNG v Leahy) between themselves and that each of the contracting parties should have the capacity to form a contract that is they should be of sound mind and that they should not be minors, and that the basis of the contract should be something which should be real and that can be fulfilled and lastly there should be involvement of legal formalities which makes the while affair a legal contract. Now when the matter is reverted back to the case, it can be noticed that all the essentials of the contract has been fulfilled, as there has been an offer and an acceptance which is legal and the legal formalities, and a legal relation is made (Air Great Lakes Pty Ltd v KS Easter (Holdings) Pty Ltd [1989] 2 NSWLR 309) also have been fulfilled and since Deborah has paid the amount which was required the bills after ODPs work, the consideration has been considered. Besides there is no force or coercion involved in the agreement of both the parties and that the parties are capable of forming contracts between themselves. Since there is a contract (Australian Woollen Mills Pty Ltd v The Commonwealth (1954) 92 CLR 424) one has to see which actions by either of the party can cause a breach in contract and what of the mentioned has been noticed in the given case to proceed with the breach of contract. There are certain clauses which when occurs reaches the point when it can be called a brea ch of contract where some of them are that the time duration implied in the contract expires, the parties fail to perform their duties within the given period of time, the parties might not have the capacity within themselves to fulfill the obligations which was decided upon when the contract was initiated, the obligations are misunderstood and performed in a way which was not required or they just are not willing to perform the duties which had been decided upon. One of the reason why there can be a breach of contract can also be that there might be a basic clause for the formation of the contract like in this case Deborah was very specific that her house should have a place where she can display her paintings which indeed were very costly and at the same time the room should have the feature to display the paintings. ODPs senior partner Ahmed assured her that the modern technology has developed glasses which can block the harmful rays of sunlight and hence that would be used for t he making of the house and its window settings the paintings would find no harm. And when Deborah got the independent contractors to design her house they strictly followed the specifications and the designs which were provided by ODP, and later it was discovered that no such glass mentioned by ODP was used because it was absent from the specification itself though such glass existed, the specification made by ODP was incorrect due to which Deborah had to incur certain losses which included the charge of getting new windows which could result somewhere around 1,000,000 to 1,500,000 and that the paintings value would be somewhere around 750,000. It can be assumed that upon completion of the house she would have displayed the given paintings and thence discovered that the glass had none of the qualities which Ahmed had mentioned and hence the contract between Deborah and ODP had been breached because one of the most important clause of the contract was that the house to have the respe ctive capacity where she should be able to display her paintings and that for this requirement the installations of certain specific glasses was required which had to have certain properties that included photo or sunlight protective ones. This was something which was not specified and hence the aim of the contract was lost as the specifications mentioned by Deborah and that what was promised by Ahmed was not fulfilled, hence the obligation which had to be fulfilled by ODP was not fulfilled, thus the breach of contract (Foran v Wight [1989] HCA 51; (1989) 168 CLR 385). Hence now that it has been agreed upon that there exists a breach of contract one has to discuss about the damages (Howe v Teefy (1927) 27 SR (NSW) 301) too which Deborah can claim because she has faced monetary losses and that also because of the non-implementation of the obligation by Ahmed the extra cost that she would have to incur. Either the matter can be legally enforced that is it can be dragged to the court of law or can be solved by methods other than that which can be taken to the court which are also known as alternative dispute resolution. There are certain kinds of damages which Deborah can claim in this case well and they have been discussed further. Liquidated damages: they happen to be specific in nature and are very near to the actual damages when one of the parties incur but this is usually something which is mentioned at the beginning of the contract itself which is not seen in this case, and in case there was a clause like that in the contract which is not mentioned in the case study this topic can be something which can be seek help from. Nominal damages: this can be given in the form of damages which are token like in nature but in the case where such damages are given, no actual money loss is incurred by the other party than the breaching party and hence this is not what Deborah can claim. Punitive damages: this is a payment which has to be made by the breaching party to the non-breaching party so as to fully compensate for the loss, but this is a way of punishing the wrongs of the breaching party and this is not something which is easily awarded but is seen in rare cases and this might not be something which Deborah can claim. Compensatory damages: these aim at compensation and Deborah might consider this kind of damage as this puts the non-breaching party in the position where he so he might have been if the breach was not committed. Apart from the mentioned damages the person can simply ask for monetary compensation for the loss that has been faced by the non-breaching party due to the breach of contract (Shevill v Builders Licensing Board [1982] HCA 47; (1982) 149 CLR 620) by the breaching party, ODP in this case. There are two other methods too which are used when damages are being claimed, namely restitution or cancellation of the contract which is something that Deborah cannot proceed with now and specific performance (Tanwar Enterprises Pty Ltd v Cauchi [2003] HCA 57; 217 CLR 315; 201 ALR 359; 77 ALJR 1853) which also Deborah cannot claim because then the court orders the party to perform or obligate the other party as mentioned in the contract which cannot be done in this case as now the changing of specifications of the glasses which were supposed to be used will not compensate Deborahs loss in any way. Hence the above mentioned damages (Shaddock (L) Associates Pty Ltd v City of Parramatta (1981) 150 CLR 225) are the ones amongst which Deborah can seek help from. B.Like it has been mentioned above the claims that can be brought up by Deborah would be in the form of damages which she can claim. The claims of Deborah would be basically to compensate for the losses that have been incurred and this like discussed above would be in the form of damages which ODP has to pay or perform. The fact that Deborah would be successful in claiming some damage or the other stands true because it has been proved that that there was a contract between ODP and Deborah and that there has been a breach in contract because of which she has faced the damages which has been mentioned in the case study and also as discussed above. The damages are something when proved have to be decided what and how much. One thing one can be sure of is that Deborah can claim damages from ODP, but the point remains what kind of damages and how much can she claim. This is something which has to be decided by the court of law if the parties are not taking up alternative dispute resolvin g methods, and as far as this case is concerned Deborah would go to a court of law to claim the damages she has faced because of the breach of contract which has taken place in this case. The court of law considers different aspects of the breach of contract and also the remoteness of the breach in order to determine the kind of damages that should be awarded to the aggrieving part. Hence the damages, the kind of damages which can be awarded and the principles which are usually considered when determining the damages which should be awarded has been further discussed in detail in order to determine what kind of damage would Deborah get out of the claims she will make against ODP because of which she has faced losses. The breach of contract is already something which has been discussed above, that is how the exact measure of the damages of breach would be calculated. Usually there are important ways in which the court decides as to how the breach can be equated with the damages as in how much of damages that has been claimed can and should actually be paid by the breaching party. The principles which are to be considered before awarding the damages are as follows- Remote nature: the court usually determines the remoteness of the breach which has occurred, that is if the breach if remote enough then only will the court proceed with the awarding of damages and that is how it will decide what kind of damages should be awarded to the non-breaching party. (Hadley v Baxendale) Causation: it has to be proved by the plaintiff that the breach of contract which has taken place has also resulted in the loss which has been faced by him or her because of the breach which has taken place, even this is a criterion before the court settles the matter about the damages. (As Mason CJ said in EH March v Stramare (E MH) Pty Ltd) Mitigation: if it is proved that there is no space for the non-breaching party to minimize, lessen or not increase the loss, that is any of the ways were not present in which the non-breaching party could have avoided or lessened the breach, then the court will proceed with awarding the damages to the party which has incurred the loss and depending upon the remoteness of the loss the damages will be awarded. the kinds of damages which are awarded by the court also needs to be discussed so that one can spot what damage can Deborah claim and how the court will decide to settle the case by awarding Deborah the required damages. Remedies for the breach of contract has mentioned various ways in which Deborah can claim the damages and out of the damages which has already been mentioned above, the category of damage that Deborah should claim and can claimare compensatory damages. The compensatory damages like mentioned above are the damages which would generally restore the good and economic position of the person who has been wronged and this is what Deborah can claim, but this again is divided into several parts and also depends upon the quantum or the measure of damage which has to be determined. Ex contractu- Breach of contract duty: where the court would award monetary damages so that the loss faced by the plaintiff can be recovered. This is the simplest form of damage which can be claimed in this case as rest of the kinds of damages which are usually claimed in breach of contract do not stand true in this case, including specific performance and cancellation of the contract. Monetary damages or liquidated damages are awarded in this kind of category however the case maybe. Under the compensatory damages, the consequential damages is also a category which has to be studied as this damage might be a direct or an indirect result of the breach of contract as it is in this case where ODPs specifications of the wrong kind of glasses for the rooms where the paintings were to be displayed made Deborah face a loss where she would have to get new windows placed, but also that the paintings were affected because of being displayed in a room which had glasses which could not protect i t from extra sunlight which was exactly what the contract was about which took place between Ahmed and Deborah. These losses faced by Deborah are easy to identify and hence can be recovered in the monetary form where the case can look into the matter and get the monetary loss calculated and award Deborah exactly what she needs to get new windows and also the paintings fixed. This loss would not have occurred if ODP would have paid attention to the requirements of the contract which had already been discussed by Deborah with the senior executive Ahmed, thus the court would reward the required amount of damages. References Four Essential Elements of a Contract. Available: https://www.smallbusiness.wa.gov.au/business-topics/money-tax-and-legal/legal-matters/business-contracts/four-essential-elements-of-a-contract/. Last accessed 26th April 2015. What are the essentials of a valid contract? Available: https://www.bms.co.in/what-are-the-essentials-of-a-valid-contract/. Last accessed 26th April 2015. Essentials of a valid Contract. Available: https://youcanwin.hubpages.com/hub/Essentials-of-a-valid-Contract. Last accessed 26th April 2015. Essential elements of a valid contract. Available: https://www.slideshare.net/Sweetp999/essential-elements-of-a-valid-contract. Last accessed 26th April 2015. Shivam Kumar. (2012). ESSENTIAL ELEMENTS OF A VALID CONTRACT. 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