Question 1

Mark is not making the right decision to drop the use of the personality test. One of the reasons why Mark is dropping the use is because of the information that the personality tests are not reliable and people can fake them. However, Mark fails to consider that the test is not the only too that is supposed to be used in testing the personality of the candidates. The tool is supposed to compliment other ways of measuring personality and not relying on it alone (Konopaske et al., 2017). The personality test is therefore essential to complement the other tools and help evaluate the reliability of results obtained in all other analysis. Further, Mary provides that the tests are supposed to help and not to entirely be relied on (Konopaske et al., 2017). The decision Mark is making to drop the analysis shows that the plan was to build on it without using other tools entirely. Also, there is information that the experiments have previously produced good results, and that is why the court is even prohibiting their use. It is, therefore, a misinformed decision based on insufficient information on how to use the personality test.

Question 2

Other than attempting to land the job, a person can fake personality tests to show that they are not psychologically fit. Another use of personality test is to determine whether a person has a psychological problem or not (Hurst & Jung, 2013). People with mental problems are immune to blames of different kinds. A candidate would, therefore, fake a personality test to show that they are not mentally fit so that in case they commit a crime or causes damages within the organization, they become immune from accusations. Also, a person can fake a personality test to avoid carrying out some roles in an organization or a group. People use personality tests to determine what others are capable of doing and what they cannot do in self-reflection (Hurst & Jung, 2013). For example, the test can show that a person is an extravert or introvert. Such evaluation is essential to assign people roles, for example, the one to make a speech representing the organization. Candidates can, therefore, fake personality tests to avoid some functions which they don’t like and that they predict being assigned once the organization employs them. The candidates would, therefore, fake some few expected characters.

Question 3

Managers can use personality tests to make decisions. One of such decisions which managers can make through the help of the personality test is on employees support. Through personality tests, managers can evaluate whether the employees are engaged in their work and satisfied. Work engagement is the measure of emotional commitment to assigned tasks or organizational goals. Personality tests can evaluate whether a person is connected emotionally to the functions or roles (Ortner & Proyer, 2015). With the information, managers can make decisions on how to maintain or improve engagement in the employees. Personality tests can also help managers make decisions on how to improve interactions between employees. Managers can use the test to determine the natural preference of each employee (Ortner & Proyer, 2015). The information will help in deciding the workers to group together about what they like or what kind of communication to implement to overcome the barriers of preference difference. Also with the preferences and levels of engagement that managers obtain form the personality test, supervisors can adjust to the needs of the workers.

Hurst, C., & Jung, Y. (2013). Using Personality Assessment for Management and Leadership Development: An Overview.

Ortner, T. M., & Proyer, R. T. (2015). Objective personality tests. Behavior-based assessment: Going beyond self-report in the personality, affective, motivation, and social domains. Göttingen, Germany: Hogrefe.

Konopaske, R., Ivancevich, J. M., & Matteson, M. T. (2017). Organizational behavior and management (11th Ed.). New York, NY: McGraw Hill education.