07JAN24 (1)

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Capella University *

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6710

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Industrial Engineering

Date

Feb 20, 2024

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docx

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Proposal Stephanie Hollowell Proposal Capella University

Proposal Abstract Purposefulness, value, and desire are what humans want out of life. We frankly want to know our reason in life is. This usually effects how we live our lives and what career opportunities we select. This is what drew me into organizational and Industrial Psychology. I want to be a voice for those who do not have one in the workforce, based on personal experience in which I was bullied or belittled at work by associates. I understand firsthand how mental health at work can cascade into someone’s personal life. In the first couple of days of working on my first class at Capella, I knew for certain that this is the career path that is right for me due to the passion I have behind the subject. Learning about achieving scientific rigor in Industrial and Organizational psychology is a faucet of this subject that interests me the most. The fascination of using the diagnostic funnel to get to the root cause of an organization’s issues contributes to the success of achieving scientific rigor in Organizational and Industrial psychology. I believe that in becoming a scholar-practitioner using tools such as the diagnostic funnel will help me achieve success in my field.

Proposal Introduction In the field of Industrial and Organizational psychology, using psychometric data and standardized tests are helpful in foreshadowing a candidate’s or associate’s behavior. Research shows that utilizing various tests that relate to a specific job function helps put the right candidate in place. Multiple organizations use these assessments in order to screen potential candidates. Career platforms such as Indeed and LinkedIn also have various assessments that users can take in order to show off their skills on their profiles. Top skills that employers are looking for are critical thinking, leadership, adaptability, and many more. The current job market is looking for certain skills in conjunction with education and years of experience. In this paper, I will be responding to the following scenario:” Company T is a large global organization consisting of 5,000 employees in multiple locations worldwide. Assume you are responsible for creating a battery of tests to use in selection to hire a person for training and development. Some of the skills you want the candidate to have include critical thinking, active listening skills, good time management, problem solving, instruction skills, and cross- cultural knowledge” . The three skills that stood out from the rest for a training and development position are critical thinking, cross-cultural knowledge, and active listening. I will go into depth on the three skills sets I listed with research and psychometric data to support my paper. Test One: Critical Thinking Critical Thinking and problem solving are two skills that are required for many job positions. Critical thinking is essentially making sound judgment(s) based on your interpretation of information. This information could be something you see, know, or gather from factual data. Industrial and Organizational psychologists use tests on critical thinking in order to

Proposal gain insight into how a potential candidate will decide. For example, there are many ways to decide. Decisions can be made impulsively or thoroughly made in response to data interpretation, and/or considering the pros and cons of the choice. Industrial and Organizational psychologists implement a critical thinking test to assess how strongly a potential candidate holds this skill. One test that involves critical thinking is the Halpern Critical Thinking Assessment (HCTA). The Halpern Critical Thinking Assessment is branded as one of the first critical thinking, analytical, and reasoning assessments. This particular test consists of 25 individual scenarios where the test taker is to recall different aspects and utilize critical thinking skills to make a decision based upon the real-world scenarios given. The Halpern Critical Thinking Assessment was administered to 240 psychology and communications students in 2013 in the Netherlands. Out of the 240 students, 140 were female and 49 were male students that attended the University of Twente in the Netherlands. The remaining number of the students’ results were not included due to lack of maturity for the test given. Two versions of the Halpern Critical Thinking Assessment were administered amongst the students in both German and Dutch. They were given the opportunity to answer the 25 open ended question assessment questions (S1) and another assessment that gave multiple choice questions (S2). Both versions contained questions that scored critical thinking on five separate categories, which are verbal reasoning; argument analysis; hypothesis testing; likelihood and uncertainty; and decision making and problem solving (Hannie de Bie, 2014) . The psychometric data collected from the 240 students at Twente in the Netherlands concluded that although the test was administered in two languages, there was no contrast in how the students interpreted the questions. Another conclusion was that the mean or average on the HCTA was 108.23 with a standard deviation of 13.91 out of a 194, which is the maximum score (Hannie de Bie, 2014) .

Proposal Two other scoring guides to calculate results, Cronbach’s alpha and Guttman’s lambda contrasted from the first in a few ways. The first scoring guide was calculated through a computer that I listed above, with a median of 108.23. Cronbach’s alpha could have inflated the results due to a large number in the range of values. Guttman’s Lambda resulted in a more reliable answer according to the authors. In conclusion, the hypothesis “ the factor analysis would show two related, but separable latent factors for the constructed and forced choice formats, each including all five critical thinking categories” (Hannie de Bie, 2014) , was proved to be true, however, the test was not administered to other students or the public. One interesting fact is that the assessment was customized with adjusting the real word scenarios based on the culture in the Netherlands. This shows that this critical thinking assessment can be used universally. In summary, the five questions I chose were carefully selected from a combination of the scholarly articles and psychometric data collected throughout writing this paper. The reasoning behind each question is as follows: What steps do you take when addressing a dilemma? I am asking this because I am interested to know what the thought process of the potential candidate is. How do they organize and breakdown data to make a sound judgement in the best interests of the business. The second question is How do you develop a resolution for a problem you need to solve? Describe your thought process . This question was chosen also to understand the thought process of the potential candidate, however, if the candidate uses the STAR (situation, task, action, and resolution), method for answering the question, then the interviewer will know how successfully the candidate executes decisions and results. The third question is, how do you usually approach a new project or task? What steps do you take to understand the problem and develop a plan? This question will tell the interviewer how the candidate interprets and gathers information and utilizes it. Fourth, how would you solve a

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