Executive Summary
Problem Statement
Poor performance of duties is a big challenge to human resource managers since it impedes the progress of the organisation. Managers suggest that poor performance is caused by professional negligence, disorganisation, lack of devotion, and laziness among others.
However, poor performance can be caused by poor allocation of duties where managers allocate roles regardless of the employee’s talents, preferences and attitudes. This implies that some employees are forced to perform duties to get money although they do not have passion for the duty
Purpose
The purpose of this report to give a detailed evaluation of an employee in order to choose a team that will participate in marketing. It will aim at evaluating the employee by applying various psychometric indicators which include Self-monitoring, Big Five Locators, Interaction Styles and Communication Test.
Introduction
Scenario Description
Our university has introduced new courses in its curriculum according to the academic and professional needs of the surrounding society. However, the society is not aware of these new courses since they were introduced during the last academic year. In fact, this is the second intake for the courses implying that their popularity is low.
This condition calls upon the marketing department to act swiftly in order to publicize the new courses to students. Nonetheless, the assistant marketing officer who is responsible for conducting the actual marketing was employed last month. The organisation has not evaluated Assem’s competence in regard to his marketing skills.
We shall, therefore, conduct a personal evaluation to determine whether he is fit for marketing the new courses and realising the intended results. During marketing, he will be accompanied by two colleagues who include Kerry and Sarah. Kerry is the public relation officer who is in charge of maintaining a good corporate image to the outside world.
He has worked in this department for four years implying that he has enough experience and sufficient history about the company. This experience makes it important for Kerry to work with Assem since marketing should be conjoined with good corporate relations. Additionally, Assem will be working with Sarah who is in charge of career development in the university.
She has worked in this institution for three years and her performance is extremely outstanding. Assem needs her assistance since the marketing of courses is related to career development (Edmonds, 2009).
Overview of Psychometric Indicators
During this evaluation, Assem was evaluated using four psychometric indicators which include Self-monitoring, Big Five Locator, Interaction Styles and Communication test.
Self monitoring evaluates effectiveness by presenting a set of several questions which the subject should answer. The answers are based on a scale that ranges from zero to five. The scale values have different meaning according to the degree that has been pre-stipulated.
The scores of all questions are added up to give the sum of the overall scores which define the monitor value. The highest value of self monitor is 65 while the lowest value is 0.
The conventional value shows that people with high self monitors attain a scale of 53 and higher values than that one. People with high self monitor are better than the ones with low self monitor. They can perform in a better manner than their counterparts who have low self monitors.
Secondly, the big five locator evaluates emotional stability, extroversion, openness to experience, agreeableness and contentiousness.
The evaluation is also gauged by giving scaled opinions and adding up in order to get the final values. These sums are measured conventional values which interprets the meaning of the values that has been obtained. Additionally, the psychometrics involves the use of self control and interaction styles.
Literature Review
Previously, it has been stated that this evaluation considers four indicators which include Self Monitoring, Five Big Locator, Interaction Styles and Communication Skills.
However, there are many indicators that measure the effectiveness including IQ tests, emotional intelligence, and self control among others. Choosing the four indicators is inspired by existing literature showing that the uses of these indicators are consistent with the managerial requirements.
In this light, researchers argue that marketers should understand their characteristics. Moreover, they contend that marketers should understand whether they can change their characters according to situations that confront them.
Further, they contend that capability of changing the marketing strategies is a crucial factor. In this case, they suggest that a marketer should be capable of changing a strategy if the original one does not work.
This implies that they should understand their flexibility and the capability of embracing change. The authors are consistent with the ideologies that are addressed by self monitoring. This implies that application of self monitor is a suitable evaluation tool for Assem.
Additionally, they argue that emotions determine the tolerance level which dictates the ability to convince customers. In this case, an impatient marketer can become intolerant when potential customers pose many questions. On the same note, the method of Big Five Locator seeks to evaluate the emotional stability. Additionally, marketing is concerned with the openness of the person who is evaluated.
Similarly, Big Five Locator addresses the level of openness in order to determine whether the person provide information openly. Additionally, it is evident that marketers should control the contention and controversies. Research purports that low levels of contention ensures that marketers do not conflict with potential customers leading to loss of interest.
In the same way, Big Five Locator evaluates the agreeableness of a person to opinions which are raised by others. This implies that marketing and Big Five Locator are concerned with level of contention.
These instances show that the Big Five Locator method is consistent with the ideologies of marketing. It, therefore, follows that this method is a pertinent and a crucial indicator that can be used to determine the effectiveness of a marketing agent.
Lastly, previous literature portrays a strong relationship between marketing and communication with potential customers. In this case, a marketer must deliver information in a clear, precise and understandable manner (Stenerson, 1994.
Consequently, the above tests aim at evaluating the ability of Assem to communicate with people. It aims at evaluating whether he can balance his time with the content he delivers during a marketing talk (McDonald, 1998).
Data
Methodology of Testing
In order to test the capability of Assem, four tests were conducted on him. These tests included:
Interaction styles
This test was conducted to determine four aspects of interaction styles which include Get-Things-Going, Behind-the-Scenes, In-Charge and Chart-the-course. The table below shows the interaction styles and characteristics of people who have those aspects.
Table 1: It represents the various interaction styles and the attributes that are exhibited by each of them
The big 5 locator
The big five locator test was used to determine the emotions of Assem that could affect his activities in the field. These include;
- Extroversion
- Emotional stability
- Openness
- Agreeableness
- Conscientiousness
Self monitoring
This test aims at measuring the level of emotions that is exhibited by the person who is considered. A reference score of 53 is used in a manner that when the score is below 53, the person has high self monitoring capability while scores above 53 portray low self monitoring capability (Campos, 1991).
Self control
This is a test that assigns personality according to the score which is obtained through computations. Its results show the strengths, potential strengths and limitations of the individual.
Results
Interaction Styles
Big Five Locator
Emotional Stability
Emotional Stability= Row1+ Row2+ Row3+Row4+Row5
Emotional stability= 5+4+3+4+2= 18
Extroversion
Extroversion= Row6+ Row7+ Row8+Row9+Row10
Extroversion level= 5+3+5+4+2= 19
Openness to Experience
Openness to Experience = Row11+ Row12+ Row13+Row14+Row15
Openness to Experience= 4+4+3+4+3 =18
Agreeableness
Agreeableness = Row16+ Row17+ Row18+Row19+Row20
Agreeableness= 2+2+3+2+2 =11
Conscientiousness
Conscientiousness = Row21+ Row22+ Row23+Row24+Row25
Conscientiousness= 3+2+3+2+3 =13
Scores and Interpretation
Gragh showing the aspects of Five Big Locator
Self Monitoring Questionnaire
Self-monitor test shows a value of 55, which is greater than 53 (55>53), implying high levels of self monitor that raise his capability to change according to situations (Habel, 1991).
Self Control
Assem’s Strengths
- He can easily monitor himself among his colleagues
- He can modify his ideologies in order to accommodate others
- He is sociable since he is an extrovert
Potential Strengths
- He is agreeable
- Have stable emotions
Limitations
- He is a challenger
Results Analysis
Interaction Styles
Assem exhibits three interaction styles which include Get-things-Going, Behind-the-Scenes and Chart-the-Course. This implies that he can efficiently communicate with Kerry and Sarah as well as compromise with them when confronting issues.
Five Big Locator
The Five Big Locator shows that Assem has the following attributes.
- Emotionally unstable
- Strong Extrovert
- Exhibits little openness to experience
- Low levels of agreeableness
- Low levels of conscientiousness
Since he is an extrovert, he will interact well with Kerry and Sarah for the success of the marketing program.
Self Monitor
A self monitor score of 55 shows that Assem can monitor and modify his behaviour when working with Kerry and Sarah. This implies that he can work with both of them in a favourable manner. However, results shows that he is contentious in nature meaning that he might challenge other during discussions.
Self Control
Assem’s Strengths
- He can easily monitor himself among his colleagues
- He can modify his ideologies in order to accommodate others
- He is sociable since he is an extrovert
Potential Strengths
- He is agreeable
Limitations
- He is a challenger
Assem can, therefore, take on a leadership role and perform excellently since he has a high self monitoring and control.
Recommendation and Conclusion
There are various recommendations that could arise from the tests that were conducted.
- The management should assign the task to Assem since results show that he is capable leader.
- He should be advised about controlling emotions and contention in order to improve his performance.
- Assem should be allowed to work with Sarah and Kerry so that they can share their experiences with his since he has low openness to experience.
In conclusion, this group that will comprise of the three personnel under the leadership will carry out their role perfectly owing to the tactical selection and all-rounded leadership.
References
Campos, A. (1991). Stability of Emotionality Scores. Perceptual And Motor Skills, 73(7), 795.
Edmonds, C. (2009). Commentary of Delivering An International HR Strategy At DHL: Pole Position Puts Emerging-markets Division At Head Of Pack. Human Resource Management International Digest, 17(1), 32-34.
Habel, A. (1991). Self-assessment. Current Paediatrics, 1(2), 125-126.
McDonald, S. (1998). Commentary of GE Backs Power Marketer. The Electricity Journal, 11(1), 5.
Stenerson, H. W. (1994). Behind The Markets. Chemical & Engineering News, 22(20), 1876-1880.