Part 1: Individual Reflective Report

Part 1: Individual Reflective Report

Introduction

To understand the implications of psychometric assessment in the workplace, the report explores the use of psychometric testing in the selection and screening process of the employees. More specifically, psychometric testing in reference to the Myers Briggs Type Inventory helps to deploy appropriate human resources to the correct task. The academic literature examines the definitional aspects of psychometric testing and the application of the technique in recruitment, job satisfaction, and effective employee performance in the workplace. Overall, the report explores the integration parameters of the psychometric tests into practice by incorporating the reflection of the experiences in the workplace. Most importantly, the report explores the implications of psychometric testing on performance with reference to the Myers Briggs Type Inventory for the (Extraverted, Sensing, Feeling, Perceiving) ESFP personality type. A holistic assessment of the implications of psychometric testing to predict performance and competency provides significant insights into the recruitment as well as the selection process.

Discussion

The psychometric test represents a standardized technique that utilizes the psychological measurements of personality traits, intelligence, motivation, and other human characteristics in structured and computerized assessments. The popularity of psychometric tests has increased exponentially in academic, educational, and corporate settings. In this case, the test designs measure a precise psychological construct such as personality that relates to real-world outcomes such as competence, trainability, and performance in the workplace. From the perspective of recruitment, the psychometric test provides significant insights into the employee selection and the potential of the candidate to provide quality work output in light of the skills, knowledge, and motivation. Organizations purchase psychometric tests tailored by design to suit the selection criteria of the department. The psychometric testing industry employs the predictors of job performance to the specific role attributed to the selection process. Psychometric testing involves three primary categories of testing that include personality tests, ability tests, and aptitude tests. By extension, personality tests employed for psychometric testing defines how an individual thinks, feels, or behaves. As such, the psychometric personality testing provides an appropriate profile to augment the allocated role or the work environment.

The Myers Briggs Type Inventory (MBTI) describes a person’s preferred way of thinking, behaving, and feeling in light of the four categories, extraverted or introverted, sensing or intuitive, thinking or feeling, and judging or perceiving. The combinations of dimensions generate 16 personalities unique to various sets of values and behavioral features. The MBTI remains a popular psychometric model among the business corporations because the personality testing does not have right or wrong answers. According to Weldon, Fletcher, and Maclver (2017), the United Kingdom utilizes the predictive psychometric testing in the public sector to assess the leadership characteristics, judgments, and performance competencies in the managerial roles via a meta-analysis of the feedback and the psychometric measures. The phenomenon facilitates the process of selecting the appropriate work environment or role for the organization. The MBTI uses a personality questionnaire to focus on the positive human characteristics and strengths to embody positive feedback for the inventory portfolio.

Reflection

From the perspective of personal reflection, the psychometric testing predetermines the suitable working environment for an individual in an organization based on the personality and the behavioral preferences. The ESFP uses the dominant features of an extravert and the perpetual functions to organize information, the feeling, and sensing traits. The ESFP personality for MBTI psychometric testing augments the organizational roles that involve social, outgoing, and interactive situations. Gathering information from all the senses to quantify and analyze the information saved in the subconscious for a systematic performance at the workplace. The phenomenon of systematic and subconscious processing of information articulates an indulging environment to establish effective communication skills. The process of learning via experience instead of intuition in the contemporary world of business disseminates an intermediary pathway to several challenging situations that require impulsive interpretation of the scenarios. The genuine interest in the welfare and the peace of other people facilitates the immediate gratification that remains absent in the thinking and judgment process. In this case, the public acceptance accentuates the reality of attitude in the overall communication skills and the potential of a world of possibilities.

The ESFP personality provides a different perspective to complex theoretical situations in light of the sensing and perpetual human characteristics. The reflective parameters of understanding the implications of psychometric testing in the workplace ensure that the individuals assigned to the high-pressure roles exhibit the ESFP performer personality; the individual focuses on maintaining a sound relationship with other people at the workplace. The aspects of exploratory reflection use the ESFP performer personality in the roles of data interpretation and analysis to initiate the appropriate selection of the management tools to make new strategic plans. The dynamics of organizational changes in the employment portfolio requires decisive and autonomous traits available in the ESFP performer. The gradual process of the mainstream adoption of psychometric testing as an independent recruitment tool posits the implication of the MBTI to identify the desirable equalities for executing qualitative research.

Conclusion

Overall, the individual reflective report for the psychometric assessment in the workplace provides significant insights into the recruitment and selection process for the challenging projects in an organization. The structured and the computerized platform of assessing the human characteristics in light of intelligence, trainability, and competence to the workplace responsibilities create a feedback mechanism for in the psychometric industry. Most importantly, the ESFP personality utilizes the uniquely human traits of the primary extraverted characteristics and perpetual functionalities to organize information gathered from the five senses. A holistic assessment of the implications of psychometric testing to predict performance and competency provides significant insights into the recruitment as well as the selection process. By extension, the exploratory reflection of the experience in the personality traits unique to ESFP performer complements the recruitment and selection tools applied in the contemporary organizational dynamics. From the perspective of personal reflection, the implications of psychometric testing from the ESFP performer personality augments organizational roles that involve socially interactive situations and experiences that rely on effective communication skills.

Part 2: Summative Case Study Report

Introduction

The persistence of organizations to find solutions for has been influenced by the approach consultancy practices promote the ideas that reassure the clients of the sense of control while maintaining the institutional identity. The interactive nature of the process via personal contacts provides a contextual analysis into main problems that limit the organization’s business opportunities. The summative Case Study report outlines the consultancy process from a management perspective to the extent of segmenting the consultancy process into models to address the main issues. In this case, the report explores and analyzes the consultancy practices in light of the implications to the organization and the disruption of the management system. The long-term and reflective methodology utilized in the consultancy process for the case study addresses the proposal feedback that augments the conclusions reached to inform the panel of the assessment criteria. The case study report discusses the academic literature relevant to the project decision-making and the implementation of organizational values and business strategies that maximize profits in Project 2022. Furthermore, the case study discusses the consultancy approach and process in light of implementing the solutions to the critical problem of profitability and project implementation. The problem statement will inform the experience of the consultancy team in the assessment that generates the proposals.

Problem Statement

The decline in the financial results for the year ended 2018 instigated the appointment of Christine Lee, who is a non-family member as the Chief Executive. The appointment of the new Chief Executive seeks to improve the profitability exploits of Beta Publications, considering that the family members have continued to endure financial pressure. Christine Lee has been tasked to turn around the financial fortunes of Beta Publications, and she has envisioned Project 2022 as the solution. The project seeks to limit the administrative overhead and implement a planning system that allows the organization to share the resources (merger). The new Chief Executive faces the challenge of resistance to organizational change augmented in the organizational politics of change. The critical issues that emerged from the Beta Publications case study in light of people management are the project governance issues that emerged from the senior executive committee members causing Project 2022 to lose momentum because of the delayed action-time in the process of decision-making. On the same note, Anthony recognized that the few skilled members in Project 2022 remained isolated and did not have employment security. In light of the questions that require answers from the management consultancy process, two broad statements emerge; (i) what the main issues are facing Project 2022? (ii) What options does the company have to address the critical problems, and which of the option remain viable to the objective of Project 2022? From the perspective of the first question for the problem statement, the primary issues for Project 2022 include the challenge of aligning the interests of the skilled staff implementing the project to the organization’s regular jobs. Moreover, the management faces the test of merging the organizational values and business strategy to Project 2022 objective, compatibility embargo.

Literature Review

The primary issue in contemporary project management relies on the implementation of the practical organizational change via the execution of the objectives. Similarly, the issue of project management as a discipline involves managing, planning, and organizing the available resources to complete the project objectives by adhering to the financial constraints and the timelines stipulated. As such, the integration of change management into project management plays a significant role in ensuring the success of the project. By combining the supportive role of effective communication in the project management, the action helps the company to establish an operational perspective by facilitating the communication between the senior management and the project managers. This academic literature forms part of the solution to the issue in Beta Publications about the senior executive committee members causing Project 2022 to lose momentum because of the delayed action-time in the process of decision-making. Change management represents an integral feature for companies that seek to improve their profitability via new projects and strategies. Addressing the challenges according to the dimension of discourse to improve the organization requires organizational change management parameters. In this particular case, a diagnosis of understanding the primary challenges that create a barrier in improving profitability under new management articulates the process of consultancy to address the critical issues that face Project 2022.

From the perspective of change manager as director, the variable utilizes the image of management as a control to enable attainable change outcomes. From a theoretical perspective, the image of change manager as director correlates to the contingency theory. In other words, the change manager as the director uses management as control, and the change manager has the responsibility to lead the organization in a path that adheres to the proposed as well as the required change. Since change epitomizes the realization of the previous intent via the achievement of change managers, change is assumed as a strategic choice. In this case, an organization can attain change if the change manager adheres to the accurate procedure undertaken. Communication is crucial during change management in a company. By extension, effective communication for change management adopts several channels of communication to communicate the objective of the change management initiatives consistently, clearly, and frequently. The director change images in communication assume instant communication that informs the organizational members about the reason for the change and the objectives of the change management efforts. By extension, a written plan of communication ensures an effective and efficient process of change management in an organization.

Discussion of the Consultancy Process and Approach

The consultancy process articulates issues beyond offering advice. As such, the consulting assignment seeks to accomplish several aspects of the project by providing information to the company, solving the problems, diagnose the problem effectively, and make actionable recommendations. Most importantly, the consulting practices facilitate the learning of the clients and consensus via a commitment to the organization. In light of the consultancy method to propose, the Lewin’s change management model provides significant insights into the implementation of Project 2022. The consultancy would facilitate and support the building of the change team as well as the process of implementing Project 2022. Moreover, the consultancy would design the change process to articulate the implementation of the project. Lewin’s change management model represents one of the most popular methods because it categorizes the process of change into three steps to account for the unexpected dynamics in change management. The three change stages include the Unfreeze step, implementation of the change process, and the Freeze stage.

Unfreeze Process

The consultancy defines the issues and evaluates that the company requires change. The realization that the organization requires change instigates the first step of unfreezing that refers to the process of evaluating and analyzing the processes on human interaction to assess the potential areas that require improvement. Most importantly, the process eliminates the existing bias that results in critical issues by providing new perspectives. In the case of Beta Publications, the consultancy schedules an initial meeting with the top management (the Board, project manager, and the CEO) to determine the aspect of the company that requires change and the processes needed to facilitate the change. On the same note, the consultants would advise and support Beta Publications with the approaches to structure the change team based on the responsibilities, skillsets, and selection criteria. Still, the consulting team would define the integration system for the financial system in light of the implementation and design of the model.

Change Process

After preparing the organization by providing a new perspective to the issues, effective communication is used to deploy the changes via support and education. Regular communication through weekly meetings with the change team to explore the solutions available for the problem. The implementation of the change process uses a feedback mechanism to inspire change.

Refreeze Process

After the implementation of the changes in light of the feedback mechanism, the process is restored to the original status. The process involves the testing stage of the change methods based on the design of the system, the evaluation, planning, and the inclusion of the human resource systems into the procurement systems for the mergers.

Reflection on Consultancy Team

The framework of the consultancy framework provides a universal standard for the procedure divided into phases. The team uses the consulting understanding to inform the management change in light of the project management elements to help Beta Publications attain its objective of improving the financial status. The first phase of the consulting process involves entering Beta Publications Ltd. The meeting established a contact interface that included discussions about the financial predicament of the company for the years ended in 2018. The face-to-face meeting provided a preliminary platform plan for the intervention and mitigation mechanism for the key problems. The second phase was the preliminary diagnosis that focused on the circumstances that resulted in the issues based on the assessments and the evaluation of the company information. The data from Beta Publications in the case study generated the basis for preliminary diagnosis. The third phase of contracting involved the designing of the problem statement, goals, and objectives to create the milestones for project management. In this phase, the contracting process requires more improvement in light of the project timelines and the duration of the consultancy process. The consultancy team should have provided a clear period. The fourth phase involved the diagnosis phase that elucidates the critical issue in the consultancy process. The team analyzed the problem through meetings and the interview sessions. The interviewees included Sir Crispin Elliot, Christine Lee, Lucy Hearst, Fred Woolley, Tamsin Stamp, and Anthony Wong. At this point, different diagnostic techniques were applied to the consulting process. In this phase, the context of the mergers as a solution to the issue requires more information from the perspective of management to link with the case study and the theoretical model of change management. The reporting phase was the sixth step in the consultation process that involves providing a response to the company and defend the recommendations to determine the implementation phase.

Conclusion

The summative case study reviews the consultancy process employed in the implementation of the strategies to solve the problem of financial decline for Beta Publications Ltd. The case study discusses the consultancy approach and process in light of implementing the solutions to the critical problem of profitability and project implementation. The problem statement explores the circumstances that resulted in the appointment of the new Chief Executive and the establishment of Project 2022. The management consultancy process defined the problem to discuss the question; (i) what are the main issues facing Project 2022? (ii) What options does the company have to address the critical problems, and which of the option remain viable to the objective of Project 2022? The literature review discusses the integration of change management strategies into project management to help the company realize a different perspective that accommodates Lewin’s change management model. In this case, communication plays a significant role in the change management process and the process of consultancy. The reflection of the consultancy team highlights the phases of the process that requires room for improvement. The contracting phase should have indicated a clear timeline for the consultancy process to ensure that objectives and the milestones align with the financial objectives.

References

Weldon, P. T., Fletcher, C., & MacIver, R. (2017). The predictive validity of individual psychological assessments in selecting UK public sector senior managers. International Journal of Selection and Assessment, 25(1), 11-17.