Assignment 1: Using Measures at Work, Advantages / Disadvantages (Essay Sample)

INDUSTRIAL/ORGANIZATIONAL CONCEPTS
Student Name
Institutional AffiliationIndustrial/Organizational (I/O) Concepts
Validity refers to the accuracy of inferences that professionals may make on the outcomes of metrics employed on different factors of production (Muchinsky, 2003). Industrial/organizational entails the chronological research on an organization hence the application of methods, facts, and psychological principles to factors of production. Industrial/Organizational professionals realize the connectedness of individuals, organizations, and society and their relationship with aspects like government influence, customer satisfaction, or awareness, skill requirements, and the nature of the workforce with factors of production (Muchinsky, 2003). Industrial/organizational professionals instigate measures in response to such aspects by providing perspectives for business management. Such professionals seek the optimum conditions for business operations in consideration of varying and interrelated business resources. Professionals offer guidance on selecting and implementing metrics at the workplace. This research essay will shed light on some questions such as the advantages and disadvantages of employing objective measures.
Advantages and disadvantages of using objective measures as you assess factors such as performance
Performance measurement is a crucial element for administering over employees. Without performance measurement, businesses would be uncertain on the techniques to employ while promoting or firing employees (Rogelberg, 2007). A professional can utilize objective measures to provide standards that determine metrics in correct proportions such as volume or attendance.
Advantages
Objective measures provide a reliable source of information as compared to subjective criteria. Objective standards comprise of factors like quantity, speed, and efficiency that professionals can measure mathematically (Rogelberg, 2007). Actual measurement is unlike subjective measures where a manager may look introspectively at elements like assertiveness that do not have accurate or rational scales for measurement and rely entirely on the supervisor's judgment.
Secondly, objective measures provide an egalitarian standard for performance assessment. Objective measures give attention to flaws at the same time strengths. They offer a rational basis for measurement that is not susceptible to errors of human perception like subjective measurement of performance factors (Rogelberg, 2007).
Disadvantages
Objective measurement is shallow given that it concentrates on standards measured rationally while ignoring other essential factors. For instance, job satisfaction is not a product of intelligence quotient but relies heavily on employees' willingness to learn and their dedication to the work. Such aspects are immeasurable objectively because they depend on supervisor observations to make conclusions (Rogelberg, 2007).
Secondly, objective measurement of performance assessment is not feasible in some fields. For example, in the psychiatric health sector, accurate measurement may provide deluding information in that if the hospital management promoted health officials based on patients not complaining about symptoms, the administration would be rewarding officials who overprescribe medication (Rogelberg, 2007).
How reliability and validity of measurements influence decisions in organizational processes such as employee selection?
Reliability and validity provide the foundation for quality and usefulness of tests for organizational processes like customer satisfaction, employee satisfaction, human resources recruitment, management policies, leadership, and work procedures among others. Reliability and validity provide insights into prevailing conditions at the organization, therefore, are tools necessary for corrective measures or maintenance of organizational policies or procedures that create a positive or enduring corporate atmosphere (Kelley, 1992). Employers may utilize reliability and validity scales while recruiting human resources. This will help them determine the suitability of prospective employees for the job environment. As a rule of the thumb, the higher the validity coefficient, the more favorable it is to use on the test.
Employers use a mix of tools to measure different aspects of employees as they conduct selection. By instigating employee selection tools, employees may determine to what extent prospective employees match their potential roles at the organization by setting validity as per their requirements (Kelley, 1992). For example, if an employer is looking to fill positions that do not require many skills, they would implement a selection tool that has validity set as "likely to be useful" or "dependant on situations." The criteria for use by the employer have few options to choose from, and the amount of skills required is not high.
Provide an example of qualitative employee satisfaction measure and a quantitative employee satisfaction measure; explain the potential use for each.
Companies that comprise satisfied human resources have more output than companies that have dissatisfied employees. Employee satisfaction is a product of company success because happy employees are more productive, attend work regularly, and are less likely to prefer other employers (Kelley, 1992).
Qualitative employee satisfaction
Qualitative employee measures come from data collected from interviews, chats, and open-ended questions. It is a cumbersome task to implement such factors into a metric system. Qualitative employee measures are utilized by the emplo...