course material

1. MGT301 Organizational Behaviour
Answers:
Case: Marriott
Assignment Question(s):
Part:-1
Can you think of other jobs in Marriott where Big Five dimensions other than agreeableness
and conscientiousness would be vital? (Min words 150-200)
If you applied for a job that involved a personality assessment, would you be honest in your
responses or would you exaggerate your answers to appear more desirable? Why? (Min
words 150-200)
What other approaches might companies use to assess personality during hiring, other than
an interview or assessment? What strengths and weaknesses might those other approaches
have? (Min words 150-200)
Important Note: - Support your submission with course material concepts, principles, and
theories from the textbook and at least two scholarly, peer-reviewed journal articles.
Part:-2
Discussion questions: Please read Chapter 9 " Personality And Cultural Values
" carefully and then give your answers on the basis of your understanding.
Assume that you applied for a job and were asked to take a personality test, like the one
offered by Kronos. How would you react? Would you view the organization with which you
were applying in a more or less favorable light? Why? (Min words 200-300)
If you owned your own business and had a problem with employee theft, would you use an
integrity test? Why or why not? (Min words 150-200)
Important Note: - Support your submission with course material concepts, principles, and
theories from the textbook and at least two scholarly, peer-reviewed journal articles.

2. Due Date For The Submission Of Assignment:- 2
Assignment should be posted in the Black Board by end of Week-07.
The due date for the submission of Assignment- end of Week-11.
Answers
Answer-There are many other positions requiring other dimensions of the Big Five than
agreeableness and conscientiousness. Being an extrovert would be vital in other jobs, such
as managing hotels at the front desk. An extrovert is a person who is social, talkative,
aggressive, and loves socializing with other people. This trait is vital when talking to guests
as, most times, these are new people. Openness is also a vital trait (Colquitt, LePine &
Wesson 2021). An open person is not afraid of giving their suggestions, especially when
there is a need to improve the services offered by a particular company. This also helps
them to be creative. This is an important trait that would be vital for a hotel coordinator.
Assertiveness is an essential trait in some jobs in Marriot, such as when dealing with hotels.
It is essential to be assertive and let your clients know the rules and regulations and the
consequences to expect if they do not comply. You also have to be imaginative as clients are
unpredictable. Being imaginative allows one to move with the market trends so that they
are not edged away from the market. Otherwise, the clients will be frustrated and go
elsewhere.
Answer- If I applied for a job, I would be honest with my responses. I would be satisfied if I
got the job after giving truthful responses because that would mean that I am perfect for the
job. This will make me more confident. Companies that use personality assessment select
which job would be best for a particular person. Being dishonest with your responses will
place you in a job that is not right for you. This would make you uncomfortable, and you
would not perform well in that job leading to negative consequences such as being fired or
being stuck in a job you do not like. Personality assessment tests aim to identify a person's
strengths and weaknesses so that you are placed in a job that matches your personality
type, skills, and professional needs. Being honest with your responses is also important
because you cannot be disqualified from a job based on that assessment only. Your resume,
interviews, references, and background check are also considered in the hiring process.
Answer- Other approaches can assess personality during hiring, other than interviews and
assessments. Examples include rating scales, self-reports, behavioral observations,
personality inventories, and projective techniques. A person is presented with an item for
rating scales and asked to select it from several choices. Self-report tests are intelligent tests
that provide a reliable effect on an individual. These tests are primarily used in clinical
settings. Personality inventories are tests conducted based on face validity. Projective
techniques have some ambiguity that allows subjects to structure their responses according
to their characteristics. Methods such as self-reports are fast and straightforward to collect
data and are cheap. The disadvantage is that they are not that reliable and valid. Projective
tests allow self-expression without the fear of judgment. However, the diagnostic measures
are poor. Behavioral observations are more valid because you study an individual's
behavior without any interference. However, you cannot replicate them to check for
reliability as the researcher cannot control the variables.
Answer-If I applied for a job and asked to take a personality test, I would be excited. I would

3. think that the people hired by this company must have passed the personality test.
Therefore, I would have a chance to work with people with good personalities. Personality
tests aim to give employers a sense of the employee's capacity to fit in their organization. I
would view the organization in a more favorable light because I would know that they have
my best interests for me. If someone passes the personality test, they are the best fit for the
job, meaning that they will be retained in the job for a long time. Personality tests determine
whether a person would fit the company's culture, role, and type of communication style.
Fitting in the company's culture means that the person can get along with other employees,
increasing productivity. Fitting in a company's role suggests that they are team players and
can fit the social requirements of the company. Communication is important to consider
when hiring new employees as it determines the employee's ability to absorb and relay
information. This improves the productivity of the company. Based on this, I would be glad
if I was asked to take a personality test.
Answer-If I owned a business and had a problem with employee theft, I would not use an
integrity test. An integrity test is an example of an interview that tests candidates' ability to
self-report their tendencies from certain behaviors. It can contribute to a safer work
environment. I would use the integrity test during the selection and hiring process to give
an idea of the candidate's dependability. Using it during the hiring process would be better
to prevent employee theft as early as possible. It would therefore serve as a preventive tool.
Using the integrity test when faced with employee theft would not be a good idea. It is
better to prevent something from occurring rather than using it as a curative strategy. Using
it during the hiring process would alert the employer of high-risk hires before hiring them.
Lower-risk employees will result in fewer instances of employee theft and prevent
disruptive behavior.
Reference
Colquitt, J. A., LePine, J. A., & Wesson, M. J. (2021). Organizational behavior: Improving
performance and commitment in the workplace (7th ed). Burr Ridge, IL: McGraw-Hill Irwin.