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Trident Mgt302 Full Course (All Case and Slp)

  • Date Submitted: 03/30/2016 09:31 PM
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Trident MGT302 full course (All case and SLP)
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http://hwcampus.com/shop/mgt302-full-course/

Module 1 - Case
INDIVIDUAL DIFFERENCES IN THE WORKPLACE
Assignment Overview
Strong cognitive abilities are usually considered a very important and positive trait to seek when hiring new employees. However, one police department decided not to higher those who scored too high on a cognitive skills exam on the grounds that people who are too intelligent will not be satisfied with their job as a police officer and will end up quitting (Naish, 2013). This of course is a controversial policy that resulted in at least one lawsuit.
For this assignment we will be looking at individual characteristics that may predict job satisfaction, organizational commitment, and job performance for police officers. Being a police officer is a demanding job that required strong physical capacity, sharp mental capacity to deal with difficult and life threatening situations, and strong interpersonal skills in order to effectively work with the communities they protect and serve. The issue of what traits to look for in police officer recruiting is a controversial one.
Review the background materials on individual traits, personality, and attitudes such as job satisfaction and organizational commitment. Then read these articles on law enforcement recruitment with the issues in the background materials in mind:
Naish, R. (April, 2013). Too clever by half. E.Learning Age, 8. [Proquest]
Means, R., Lowry, K., & Conroy, D. (2011). Hiring: Background investigation, part 3. Law & Order, 59(3), 12-13. [Proquest]
Reaume, S. (2009). Improved hiring for child protective investigators. Law & Order, 57(2), 19-20,22,24. [Proquest]
Now suppose a police department has hired you as a consultant to come up with an exam to assess personality and other traits of applicants to the department. The department is looking to hire applicants who meet the following criteria:
1. Are likely...

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