How Creativity Has Been Applied to a Business Idea or Problem

Innovation and creativity levels vary from person to person, but that doesn't mean those abilities can't be improved. With training one can show the idea of the business and how it can be improved with ideas. With training it can give an insight of what is needed for the future of the business.

Creativity is the endless imagination that moves the world. Today’s creative minds build tomorrow’s innovative industries. These industries result in increased employment expanding the economy bringing optimism to social and business groups, thus empowering countries. By complementing economics with creativity, I plan on revolutionizing the modern world.

Other team provided solid arguments and evidence to support the “Con” point of view of the personality tests. They argued that Myers Briggs test was not designed for hiring at all. Mainly it was designed for training and development of the work teams. Even our text says that Myer’s Briggs should not be used as the selection tool for hiring. They also made a solid point by mentioning that tests can be taken advantage of. It can be adjusted to the desired results or faked.

Scroggins, Thomas, and Morris (2009) is a meta-analysis of the validity and practicality of using personality tests in employment selection. According to Scroggins, Thomas, and Morris (2009), personality tests using the Big Five can predict job performance; identify specific traits associated with a particular profession; job and training proficiency; performance motivation; career success; and organizational commitment. Additionally, personality tests combined with cognitive ability test reduce adverse impact; thereby, enhancing the validity of employment selection process (Scroggins, Thomas, & Morris, 2009). Specifically, the variety of items within the NEO PI scales allows organization to match job candidates with a particular job based on personality traits, for example, a salesman (Scroggins, Thomas, & Morris, 2009).

Psychological tests are often used in the selection of projective personnel (Anastasia & Urbina, 1997). The idea is that by using the scientific approach to personality and emotional intelligence testing in hiring, the employers will be able to increase the number of successful employees (Beaz lll, 2013). “Personality refers to an individual’s unique constellation of consistent behavioral traits”, which in relationship to a person’s projected Emotional Intelligence (EI) may lead to matching the right person to the right job. Job proficiency tests are used to select candidates for employment and are the number one tool used to match the right

The use of personality assessments in the workplace has tremendously increased in recent years for the purposes of selection, placement, and development of employees. The rationale for the use of these tests is that personality assessments are useful for explaining and predicting work attitudes, behaviors, and job performance because “personality includes a wide range of characteristics that people possess; many of them have an impact upon the ways people behave in the workplace” (Boutelle, 2015). However, an increased use of this type of assessments has raised some ethical issues such as discrimination (i.e., adverse impact), violation of privacy and social desirability bias (i.e., distorted responses) which should be considered when

The first two parts of this series on Managing Creativity in Business examined Corporate Killers of Creativity and Key Attributes of The Creative Personality.

Personality theories and Computer Adaptive Testing (CAT) are both effective methods. With the over-flowing job applications, personality theories and CAT helps reducing the overall time of the hiring process. Time is a very important factor for any company. Personality theories and computer adaptive testing are meaningful in the process of hiring because it saves time, saves money and is meaningful if it is evaluated for reliability, validity and acceptability. Many tests are written specifically for business settings and are likely to be deemed acceptable by job applicants. Most scholars now agree that personality is determined by a combination of both genetics and environment, and that neither is solely responsible for personality.

As we learned from Project 1 employee personalities have a dynamic effect on an organization’s culture, thus supporting the idea that organizational culture has a significant impact on employee performance. In today’s business world more and more organizations are seeking ways to incorporate self-appraisal and personality assessments into their hiring decisions. Robbins and Judge’s chapter on personality and values highlights how tools such as the Myers-Briggs type indicator and the Big Five Personality Model are helping employers to determine if an employee’s personality will fit into their organizational culture (2009). Assessments on employee behavior supply employers with a broader perspective on how the employee views their performance as well as provide insight on employee values. Self-assessment provides formative and summative feedback which employers may use to identify an employee’s strengths and weakness. From this they are able to assign tasks that will best support an employee’s workplace performance. This paper will discuss what I learned about myself by Prentice Hall Self- Assessment. Good but should be in the past tense

Measuring personality is essential for the managers of all organisations. Many methods have been elaborate to evaluate personality of people.

Many employers use tests like the one found on the personality page website. One of their goals is to find employees with the best personality for the job. Using these tests can save a company a lot of time and effort when hiring new employees. For example, “Overnight Transportation in Atlanta found that using such tests reduced their on- the-job delinquency by 50%–100%” (Livingston, p. 54). This is a huge drop saves them so much time and money by hiring more reliable people. Though there are some downsides to these personality tests by employers. To get the most accurate assessment you have to be honest when taking the test. When an employer is looking for the best personality for the job a perspective employee has motives not to be honest. “A complicating factor is that people filling out the survey do not have a strong incentive to be honest. In fact, they have a greater incentive to guess what the job requires and answer the questions in a way they think the company is looking for” (Livingston, p. 55). This is

Throughout these debates there is the reoccurring theme of the need for reliability and validity in personality tests, as with any other selection method a business organisation may adopt. Here it is important that the method is consistent in its measures both throughout the personality test itself and should the personality test be applied to individuals over time. Furthermore, the predictive value will be heavily affected if no clear relationship is established between the tests results and job performance (Newell, 2005).

We’ve all had some experience with personality testing in one way or another. Since the beginning of the twentieth century personality testing and psychological assessments have been a staple in the recruitment and selection processes in all manner of position. Be it high level executives down to janitors, no candidate is immune to what has become a trusted and normal practice in recruiting. There is currently a long-standing debate among HR professionals and sociologists alike regarding the effectiveness and relevance of testing and its application in making hiring decisions. In order to understand the effectiveness or lack thereof in regards to personality testing one must take a holistic approach and understand the

Psychometric test is a systematic test used to collect information about abilities, personality and intelligence from individuals (U.S. Department of Labor, 2000). Psychometric test are being used worldwide in order to select appropriate candidate for a post, as it is critical to construct a talented and committed workforce, so as to increase the overall performance of the company (United States Office of Personnel Management, 2007). Surveys indicated that 30% of American companies (Heller, 2005) together with all the top companies in Great Britain (Faulder, 2005) used personality test to screen job applicants. This essay is going to focus on evaluating the use of personality tests in the assessment of work-related behaviours and potentials.

I agree that creativity and innovation are both very important as they are closely linked to one another. To me creativity is the idea and innovation is putting the creativity into action. By celebrating creativity the employees will be happier and will probably work harder because they want to come up with new ideas and are less scared of failing. The business will also have more success when promoting creativity because it will open up discussion for new ideas, which will give the business an edge against competitor. The is nothing better than the bottom line employees who work with the products every day and know the products and processes best to be allowed to come up with new ideas. The business may lose money to wasted wages from employees who’s creativity does not result in a usable product or process but I’m sure that amount of money will be outweighed by the success of a new product or process that can either save money, make money or be more environmentally friendly. Once the creative ideas are generated and shared, they should be implemented strategically through innovation so that the organization can have a competitive advantage over their competitors.