TUTORIAL

3
Presented by Group 1
 Q1. Accurately measuring personality gives managers advantage in the
recruitment and hiring processes
ANS: TRUE

FIND THE MOST SUITABLE ELIMINATE BIAS ENSURE TEAM DIVERSITY

CANDIDATES
• similar personalities and
• provide objective data
• compatibility with the thinking can lead to
organizational blind spots
company's culture
• provide balance, fairness,
and perspective
• strengthening
• different personality types
collaboration and
and perspectives
productivity

Tew You Xiang

 REFERENCE
https://birkman.com/resources/articles/the-benefits-of-using-a-personality-assessment-in-the-hiring-process
• https://birkm
an.com/resources/articles/the-benefits-of-using-a-personality-assessment-in-the-hiring-proce
ss
 Q2. Studies on sets of identical twins that were separated at birth were mainly
conducted to determine environmental factors on personality.

ANS: TRUE
TWIN STUDIEStW

• investigate the influence of genetics and the environment on traits,

behaviours, and personality
https://birkman.com/resources/articles/the-benefits-of-using-a-personality-assessment-in-the-hiring-process
• estimate the heritability of certain traits and distinguish between genetic
and environmental influences

Tew You Xiang

 REFERENCE
• https://chat.openai.com/c/422773a4-c4f3-42b0-b4a8-310210d9a009
• https://journals.lww.com/ijcm/fulltext/2016/41030/
https://birkman.com/resources/articles/the-benefits-of-using-a-personality-assessment-in-the-hiring-process

twin_studies__a_unique_epidemiological_tool.3.aspx#:~:text=Twin%20studies%20allow
%20disentanglement%20of,shared%20environment%20or%20unshared%20environment.
Q3. Those who score low on conscientiousness dimension are
easily distracted, disorganized, and unreliable.

ANS: TRUE

Lack Conscientiousness
Conscientiousness

• responsible, organized, • impulsivity,

• hard-working, • poor decision-making
• goal-directed, skills,
• adhere to norms and • selfishness
rules • seeks instant
satisfaction
Chin Lian Zheng
 REFERENCE
https://birkman.com/resources/articles/the-benefits-of-using-a-personality-assessment-in-the-hiring-process
• https://www.psychologytoday.com/us/basics/conscientiousness
• https://www.choosingtherapy.com/conscientiousness/
 “I talk to a lot of different people at parties.” is a statement that
Q4. supports the agreeableness dimension in the Big Five Model.

ANS: False (It is Extraversion dimension)

AGREEABLENESS EXTRAVERSION High:

• how people treat • more sociable
relationships with others seeks interaction with • energised by social
and focuses on people’s their environment interaction
orientation and Low:
interactions with others
• prefers to be alone
• fatigued by too much social
interaction
Chin Lian Zheng
 REFERENCE
https://birkman.com/resources/articles/the-benefits-of-using-a-personality-assessment-in-the-hiring-process
• https://www.simplypsychology.org/big-five-personality.html
 Individuals who score high on openness to experience are
Q5. more likely to be effective leaders.

ANS: TRUE

• open-minded to new
• stay calm when they
Effective leaders ideas and experiences
are wrong

• feeling empathy
• willing to have their
ideas challenged
• humble

Adrian Chong
 REFERENCE
• https://courses.lumenlearning.com/suny-mcc-supervision/chapter/what-makes-an-effective-
https://birkman.com/resources/articles/the-benefits-of-using-a-personality-assessment-in-the-hiring-process
leader/
• https://www.indeed.com/career-advice/career-development/open-minded
 Adrian Chong

Q6. In organizational commitment the most effective dimension is

continuance commitment.

ANS: False (Affective commitment is the most effective dimension)

Continuance commitment Affective commitment

• economic value of staying

• personal values and
in a company
priorities
• dissatisfied or disengaged
• feel like a job is not
with work
just a job
 REFERENCE
• Lecture Slides
https://birkman.com/resources/articles/the-benefits-of-using-a-personality-assessment-in-the-hiring-process
• https://www.effectory.com/knowledge/3-key-types-of-organisational-committment/
• https://thedecisionlab.com/reference-guide/organizational-behavior/affective-commitment
 Ng Wee Yong
Surface acting is when an employee displays the appropriate
Q7. emotions even when they don’t feel those emotions.

ANS: TRUE

Surface Acting
• act of pretending that people feel in a certain way

• masking own
• putting a big smile on with
disappointment with a
a customer even though
bright smile when their
you are sad
idea was not selected.
 REFERENCE
• https://worldofwork.io/2019/05/emotional-labor/#:~:text=Surface%20acting%20is
https://birkman.com/resources/articles/the-benefits-of-using-a-personality-assessment-in-the-hiring-process

%20simply%20the,and%20distracted%20at%20the%20time
 Workers who experience emotional dissonance may end up
Q8. feeling burnout and frustration with the job.

ANS: TRUE

Emotional dissonance

• conflict between emotions experienced by the employee and

emotions required by the organization

Ng Wee Yong
 Workers who experience emotional dissonance may end up
Q8. feeling burnout and frustration with the job.

ANS: TRUE

How? • For instance, comedians have

It can lead to
a significant degree of
burnout role conflict between the
emotional adaptability and can
emotions a person truly feels
• how
mask their emotions for
and the emotions they are • how
extended periods of time
expected to display
without too much stress.

Ng Wee Yong
 REFERENCE
• https://www.emerald.com/insight/content/doi/10.1108/01437739910251152/full/html
https://birkman.com/resources/articles/the-benefits-of-using-a-personality-assessment-in-the-hiring-process
• https://chat.openai.com/share/b6288811-7515-4d80-98ee-740225ad03ba
Thank
you