Wednesday, May 6, 2020

Case Study of Ikea Organization Samples †MyAssignmenthelp.com

Question: Discuss about the Case Study of Ikea Organization. Answer: Assessing Qualities Interview at the time of selection process is conducted through some series of questions that ensure to collect certain information from candidates. These information is mainly collected from some psychometric tests apart from general aptitude test. According to Dmitrieva et al. (2014), considering the qualities such as togetherness, humbleness, willpower and simplicity conducting certain personality tests is the most effective. On the other hand, Khalid and Tariq (2015) pointed out that Emotional Intelligence tests help in understanding the personal relationship abilities and leadership capabilities of candidates. Therefore, the quality of togetherness can be best assessed through Hogan Personality Inventory Overview (HPIO) test, which collects information related to social confidence, competitive and energetic aspects. Humbleness can be assessed through Myers Briggs Type Indicator (MBTI), which collects information of candidates considering attitude. Willpower and simplicity can be assessed through Watson Glaser Critical Thinking Test, which analyzes candidates assuming ability, evaluating arguments through simplicity and drawing conclusions. Schmitt (2014) pointed out that candidates mostly pretend and throws answers which might be favorable for the employer and therefore biased reply is given. In such a situation it becomes difficult for the employer to filter out the most suitable candidate. Moreover, there is possibility of misinterpretation of the candidates real characteristics due to which most suitable candidate might not be recruited. Furthermore, Cubel et al. (2016) pointed out that candidates might feel to be invasive due to the type of questionnaires thrown to them. As a result, fake answers might be given and the observers or employers might fail to understand the candidates capabilities. Therefore, the assessments might not always prove to be accurate while judging candidates. Selection Methods IKEA being one of the most successful organizations will definitely get large pool of candidates with huge experiences. However, the real challenge would be to organize candidates for business development. Therefore, along with reasoning and aptitude tests considerable focus must be given on candidates psychology learning right at the time of interview. The selection method must include Personality tests and Emotional Intelligence tests. These tests include Personality profiling for understanding candidate characteristics; Presentations for identifying ability of deliver with short time-frame; Group exercises through role-play activity for identifying candidates humbleness and simplicity (Schmitt, 2014). Emotional Intelligence selection tool comprise of direct questions where candidates mostly need to provide example of how well the situation can be handled. These personality tools will help IKEA at the time of selecting candidates who can surely develop their skills in future throug h positive mentality. Recruitment and Selection According to Ogunfowora (2014), organizations must value their culture as it helps in constructing the roles, responsibilities, behavior, motivation and satisfaction among candidates. IKEA has become successful through the culture that it has been following. Therefore, recruiting candidates by prioritizing organizational culture might not be considered as vacillating but quite decisive for future commitments. However, Mottus et al. (2017) argued that organizations that try to render current organizational culture for long-term future with the motive of successful expansion might fail to justify in competition as innovation and strategic decision will get hampered. Associates will definitely fail to think out of the box, which might result in poor strategic position. Therefore, it can be said that IKEA must start selecting candidates who are better in aptitude and reasoning tests than in psychometric and emotional intelligence tests. Revolution and innovation at this competitive environment can be only justified if strong commitment along with logical thinking abilities among candidates are present. Such candidates will be able to deliver different viewpoints and logics which might help in constructing future workplace culture and change management for talent acquisition (Cubel et al., 2016). IKEA needs to source such talent who will respect present organizational culture and at the same time organize workforce for future. Until now togetherness, humbleness, willpower and simplicity were the primary focus but IKEA must start to focus on selection procedure that will consider candidates based on self-actualization who will think differently with strong confidence and willpower with or without peer belongings. IKEA, if continues to proceed through aligning selection with the organizational culture, then it might face sustainability challenges. Since organization culture constructs innovation, IKEA might fail to justify its position in future. There might be poor innovation and strategic decisions due to lack of varying talents who would otherwise provide great ideas. Moreover, certain possible negative outcomes such as lack of workforce diversity, lack of contingency decisions and poor global expansion might come up in future. References Cubel, M., Nuevo?Chiquero, A., Sanchez?Pages, S., Vidal?Fernandez, M. (2016). Do personality traits affect productivity? Evidence from the laboratory.The Economic Journal,126(592), 654-681. Dmitrieva, N. V., Zaitseva, N. A., Kulyamina, O. S., Larionova, A. A., Surova, S. A. (2014). Scientific and theoretical aspects of the staff recruitment organization within the concept of" Talent Management".Asian Social Science,11(3), 358. Khalid, S., Tariq, S. (2015). Impact of Employer brand on selection and recruitment process.Pakistan Economic and Social Review,53(2), 351. Mottus, R., Kandler, C., Bleidorn, W., Riemann, R., McCrae, R. R. (2017). Personality traits below facets: The consensual validity, longitudinal stability, heritability, and utility of personality nuances.Journal of Personality and Social Psychology,112(3), 474. Ogunfowora, B. (2014). The impact of ethical leadership within the recruitment context: The roles of organizational reputation, applicant personality, and value congruence.The Leadership Quarterly,25(3), 528-543. Schmitt, N. (2014). Personality and cognitive ability as predictors of effective performance at work.Annu. Rev. Organ. Psychol. Organ. Behav.,1(1), 45-65.

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