Questions on Psychology 2022

Running head: PSYCHOLOGY
Psychology
Name of the Student
Name of the University
Author Note

1PSYCHOLOGY
1st Question
The current selection process use by the micro lending organization can be segregated
into 2 parts. The first pat includes collecting the curriculum vitae of the candidates. The
candidates are short listed on the basis of the information provided by them in the CV. The
second step includes conducting an unstructured interview with the shortlisted listed
candidates. While the chief benefits of the current selection process is that it is highly time
saving and easy to execute, several disadvantages are associated with the current system.
The following are the chief issues associated with short listing using CV.
1. The candidates can lie and manipulate true information by leaving out key issues or gaps
in their employment history or by exaggerating or embellishing upon their career record
(El Ouirdi et al., 2016). This can result in wrong and inappropriate selection of staffs that
in turn possess the ability to adversely affect the profit of the organization
2. In case employees possess different style of CV, lack of standardization on a CV makes it
highly difficult to compare candidates with each other and select the best candidates for
the interview session.
While conducting unstructured interview helps the interviewers to understand the knowledge and
personality of the candidates, conducting unstructured interviews for a wide range of candidates
is time consuming (Swider, Zimmerman & Barrick, 2015). Specially, in case the short listing
method is inefficient, majority of the candidates may be found to be inappropriate for the
position of underwriters during the interview. Besides, that lack of efficient and skilled
interviewer may result in inappropriate analysis of the information resulting in inappropriate
selection of the candidate.

2PSYCHOLOGY
2nd Question
In order to ensure an effective selection process, it is highly crucial for the Human Resource
manager of the organization to implement an effective short listing process for the organization.
Instead of short listing candidate with the help of their CV, the management should implement a
procedure to test their efficiency and knowledge. In order to implement an efficient short listing
of candidates, the organization should opt for the situational judgement test (Aguenza & Som,
2018). The situational Judgement test can be defined as type of psychological test that involves
presenting the candidate with realistic, hypothetical scenarios while asking the individual for
either identifying the most appropriate response or to rank the response in an order they consider
to be the most effective ones (Georgiou, Gouras & Nikolaou, 2019). The questions can be
presented to the test takers with the help of a variety of modalities like booklets, film or audio
recordings. According to researchers, the situational judgement test represents a distinct
psychometric approach from the common knowledge based multiple chose item (Noe et al.,
2017).
SJTs (Situational Judgment Skills) measure effectiveness in social functioning dimensions
like conflict management, interpersonal skills, problem solving, negotiation skills, facilitating
teamwork, and cultural awareness. SJTs are particularly effective measures of managerial and
leadership competencies. The mentioned technique can be developed by the micro lending
organization for presenting scenarios as well as collecting responses using a good variety of
formats (Patterson et al., 2016). One of the alternatives includes presenting a situation and then
asking the interviewee to answer questions about the mentioned situation. More often, situational
judgemental Tests present a new situation for each question. In order to respond to this type of
SJT items, the candidates may be asked questions like a) what would you do in this situation? b)