Realism and Henry James Essay - 1792 Words

Realism, in the broadest of definitions, is the faithful representation of reality or verisimilitude. The realist is considered to be the â€Å"philosophical extrovert† . Within the scope of American literature, ‘realism’ spans the time period from the Civil War to the turn of the century. Some claim that American realism was the product of a country shaken by war combined with technological advances and increased consciousness of nationhood. Realism, according to Weinberg, â€Å"denies the continuum of time as meaningful dimension of experience because time cannot be seen or touched† . In essence, realism was a solution to the problem of the past. It â€Å"made a religion out of newness and contemporaneity† . However, some critics of realism have†¦show more content†¦For James, a ‘good’ novel was not one with a happy ending and a virtuous morale but rather a one that depicts a faithful portrait of the society. This can be clear ly observed from the ending of What Maisie Knew. The scene depicts Mrs. Wix and Maisie about to depart on a steamer. They caught the steamer, which was just putting off, and, hustled across the gulf, found themselves on the deck so breathless and so scared that they gave up half the voyage to letting their emotion sink. It sank slowly and imperfectly; but at last, in mid-channel, surrounded by the quiet sea, Mrs Wix had courage to revert. ‘I didn’t look back, did you?’ ‘Yes. He wasn’t there,’ said Maisie. ‘Not on the balcony?’ Maisie waited a moment; then ‘He wasn’t there’ she simply said again. Mrs Wix was also silent a while. ‘He went to her,’ she finally observed. ‘Oh I know!’ the child replied. Mrs Wix gave a sidelong look. She still had room for wonder at what Maisie knew . The ending is typical of James. He leaves it to the interpretation of the reader. As Howells states, â€Å"it is the character, not the fate of his people which occupies him (James); when he has fully developed their character he leaves them to what destiny the reader pleases† . JamesShow MoreRelatedTheme Of Realism In Henry James949 Words   |  4 PagesLiterature II Prof. Terence McNulty Realism by definition, is described as the faithful representation of reality or verisimilitude.† It is an artistic movement, practiced by many authors, which took place in the late 1800’s, and began as a reaction against romanticism. Realism centers on the â€Å"psychological development† of characters, detailed portrayal of people and settings, and presenting life â€Å"as is†. William Dean Howells a realist novelist stated, â€Å"Realism is nothing more and nothing less thanRead MoreExemplifictions of Realism in Henry James Daisy Miller: A Study542 Words   |  2 PagesHenry James exemplifies the characteristics of a realist in his short story â€Å"Daisy Miller: A Study.† â€Å"Realism implies a rejection of romantic, heroic, exaggerated, and idealistic views of life in favor of detailed, accurate descriptions of the everyday† (Baym 548). James conveys realism in his short story â€Å"Daisy Miller: A Study† when he creates Daisy, an American woman, to be a character who seems realistic to the reader. The reader can easily relate to Daisy as she travels throughout Europe andRead MoreAnalysis Of Mark Twain s The Adventures Of Huckleberry Finn And Henry James1557 Words   |  7 PagesHaohang He EN-210 11/27/2015 Realism In the 19th century of America, there are certain changes in the society and politics resulting from the expansion to the west America as well as civil wars. Famous artist in America turned to reality as a way to bring their feelings and concerns during that time. For those concerns that stem from realities includes widening gap in social class where there were class struggles among those of the white people and negro, and misjudgment between Americans and exoticRead MoreRealism And Ideas In Gustave Flauberts Madame Bovary770 Words   |  4 Pagessense of realism throughout his book invokes many new perspectives on reality, especially when it was first published in 1856. In the critical essay, â€Å"Gustave Flaubert,† Henry James praises the perfection of this novel and also discusses its realism and romanticism involved within the story, and in Mary Donaldson-Evans’s essay, â€Å"Pricking the Male Ego: Pins and Needles in Flaubert, Maupassant, and Zola,† she observes women’s roles in French societies during the the pre-nineteenth century. Henry JamesRead MoreLiterary Realism : A Movement1602 Words   |  7 PagesTaylor Jones Professor Anderson American Literature II 11 October 2015 Literary Realism Realism was a movement in literature that followed Romanticism. In sharp contrast to Romanticism, everyday things characterized the writing of this time period. The use of authentic settings, relatable characters, and plotlines made realism what it was. In order to support the goals of these works, authors, for the first time, created stories that truly represented class and gender. The topics of class and moneyRead MoreCharles Darwin And His Theory Of Evolution1248 Words   |  5 Pagesthe Civil War. With the departure from romanticism came the journey into the realm of realism. If Romanticism can be described as searching past the obvious in search of the ideal, then Realism is diving into the obvious to explore the ugliness, misery, and hopefully the truth of the world. In general, Literary Realism attempts to depict life as it is, with joys and sorrows, ups and downs. However, American Realism tends to focus more on the darker side of life, for not only had the nation just unde rgoneRead MoreRealism in 19th Century American Fiction1014 Words   |  5 PagesREALISM IN 19th CENTURY AMERICAN FICTION The 19th century is considered to mark the origin of realism as a literary movement in the United States. American writers following the era of change in American life, moved steadily from Romanticism towards Realism, which was to lead the next step of Naturalism. The process was gradual, reflecting the periodic fluctuations in the history of American society. In this process, the Civil War provided a dramatic point of cleavage. In 1865 at the end of theRead MoreThe Adventures Of Huckleberry Finn And The Awakening1419 Words   |  6 PagesName Instructor Corse Date Realism In the century America, there were changes in the society and politics resulting from the expansion to the westward as well as the civil wars. Artists in America turned to reality and regionalism as a way to bring their concerns during that time. Their concerns included the widening gap in social classes where there were class struggles among those of the working class as well as the middle class who were brought down socially. These artists wrote down these transfo0rmationsRead MoreLiterature During The Civil War And The Yellow Wall Paper By Charlotte Perkins Gilman865 Words   |  4 Pagesfollowed it lead to realism, as a literacy movement, gaining prominence. Therefore, many works of literature during the late 1800s used realism as a key component. Two prominent pieces that used realism during this time period are â€Å"Daisy Miller† by Henry James and â€Å"The Yellow Wall-Paper† by Charlotte Perkins Gilman†. Both of these works have elements of realism, howe ver, â€Å"The Yellow Wall-Paper† is more effective in utilizing elements of realism than â€Å"Daisy Miller†. Realism, according to HowellsRead More Role of the Narrator in Henry James Daisy Miller Essay916 Words   |  4 PagesThe narrator of Henry James’ Daisy Miller contributes to the novella’s realism, as defined by James himself in his essay â€Å"The Art of Fiction,† by creating a narrator who acts as an observer to the events described in the story rather than an omniscient narrator who informs the reader of the thoughts of the characters. Rather than focusing on the internal workings of the character’s minds, James focuses on the external details which offers the reader a realistic perspective of the characters and

Macbeth, By William Shakespeare - 1802 Words

If a picture tells a thousand words, than imagine the importance of an image upon a play such as Macbeth. In any literary work, it is extremely important that the author can effectively manipulate a reader s feelings towards a character. In Macbeth, that feat is accomplished magnificently by Shakespeare. Through his skillful use of imagery, Shakespeare shows us a deeper look into the true character of Macbeth. Though imagery is widespread throughout Macbeth, it is most dominant in clothing imagery, light and darkness imagery, and blood imagery. Through these images, Shakespeare shows the development of Macbeth s character. Using clothing imagery, Shakespeare develops Macbeth s character. This is evident, as, imagery of clothing shows us Macbeth s ambition and the consequences thereof. We see this ambition, through Banquo, when he says, New honours come upon him, / Like our strange garments, cleave not to their / mould but with the aid of use. (Shakespeare, Macbeth I, III, 144-146), meaning that new clothes do not fit our bodies, until we are accustomed to them. Throughout the entire play, Macbeth is constantly wearing new clothes (titles), that are not his, and do not fit. Hence, his ambition. This ambition, as we see, is what leads to his demise. When Macbeth first hears the prophecy that he will be King, he does not see how it can be so, to be king / Stands not within the prospect of belief (I, III, 73-74). However, Macbeth s ambitious nature becomes visibleShow MoreRelatedMacbeth by William Shakespeare770 Words   |  3 PagesThe play Macbeth is written by William Shakespeare. It is believed to be written between 1603 and 1607 and set in eleventh century Scotland. It is also believed to be first performed in 1606. It is considered to be one of the darkest and most powerful tragedies. Macbeth, set in Scotland, dramatizes the psychological and political effects produced when evil is chosen to fulfill the ambition of power. The Tragedy of Macbeth is Shakespeare’s shortest tragedy and tells the story of Macbeth, a ScottishRead MoreMacbeth, By William Shakespeare1425 Words   |  6 PagesMacbeth Just Can’t Wait To Be King Everyone has a quality that they do not like about themselves. Some people struggle to be social, others may be too controlling of people. The list goes on and on, but the point is that everybody has a particular quality that they must learn to control or else that particular quality can get out of hand. Of course, one could write a list of characters that have major flaws. There is no better example than William Shakespeare’s character, Macbeth, in The TragedyRead MoreMacbeth, By William Shakespeare1409 Words   |  6 Pages â€Å"Fair is foul, and foul is fair: Hover through the fog and filthy air.† On October 17th, I had the pleasure of going to see Macbeth performed at the Shakespeare Tavern. Along with its reputation for being â€Å"cursed,† Macbeth is also known as one of the crown jewels of William Shakespeare’s repertoire. In my opinion, the central concept of this particular retelling of the play was the murkiness of character. Throughout the pla y, the many characters go through fierce temptation and strife, and noneRead MoreMacbeth, By William Shakespeare1203 Words   |  5 PagesMacbeth is a play based on King James I, it was written by William Shakespeare, however this play isn’t a king and queen fairy tale, but it’s a play about greed and guilt, chaos and murder and three evil witches who use prophecies to influence Macbeth to do bad things, using flattery would instigate his inner ambition to become king, which in the end doesn’t lead to a very happy ending. Shakespeare’s, Macbeth, was written in the early Jacobean period. During those times, women had no power, theyRead MoreMacbeth, By William Shakespeare1243 Words   |  5 PagesIn William Shakespeare’s â€Å"Macbeth†, the author portrays the main character Macbeth as a very tortured and flawed individual whose actions only serve to further unravel him. He is conflicted and power hungry, which drives him to perform evil murders and become a ruthless person. Macbeth’s moral compass is not resilient enough to withstand his wife’s manipulations and he is provoked to act on his malicious thoughts of murder. The author explores the terrible effects that ambition and guilt can haveRead MoreMacbeth, By William Shakespeare Essay1487 Words   |  6 Pagesreaction†. Macbeth by William Shakespeare is a tale which illuminates the consequences of violating the â€Å"Natural order†, the hierarchy of beings in the universe. When Macbeth, a warrior wel l-known for his courage and bravery, murders King Duncan acting on his unchecked ambition to claim the throne, the order was disrupted, the result†¦chaos. Shakespeare uses symbolism to illustrate the atmosphere of the play as the natural order is flung into a state of turmoil. These techniques used by Shakespeare is usedRead MoreMacbeth, By William Shakespeare1483 Words   |  6 Pagesdifferent references in the play of how a king deals with power and if they use it for better or for their own personal gain. In the play Macbeth, by William Shakespeare, Macbeth’s obsession with his journey to power leads to his failure. This obsession is demonstrated through the prophecies, the murder of his best friend Banquo, and his own demise. Macbeth demonstrates that he is incapable of mastering the power and responsibilities of being a king. This is indicated throughout the play with theRead MoreMacbeth, By William Shakespeare1045 Words   |  5 PagesBlood appears in only two forms, but many times in Macbeth by William Shakespeare; between the war scene at the beginning of the play and the lifting of Macbeth’s severed being lifted by Macduff at the end. It can be said that Macbeth could have been written in blood that there is such a large amount. What is unique about blood in Macbeth is that the â€Å"imaginary blood† or the guilt that the murderer feels plays more of a role of understand and amplifying the theme of the play, that blood is guiltRead MoreMacbeth, By William Shakespeare1431 Words   |  6 Pages Macbeth, though originally a valiant and prudent soldier, deteriorates into an unwise king whose rash decisions conclusively end in the atrophy of his title, power, and position. Several facto rs contribute to the downfall of Macbeth, which produce a contagion effect and ultimately end with his demise. He receives help from his â€Å"inner ambitions and external urgings† which result in his downfall (Bernad 49). The â€Å"external urgings† consist of the weird sisters who disclose his prophecies, which enlightenRead MoreMacbeth, By William Shakespeare2060 Words   |  9 Pagesthe green one red Macbeth Quote (Act II, Sc. II). Out, out, brief candle! Life s but a walking shadow, a poor player that struts and frets his hour upon the stage and then is heard no more: it is a tale told by an idiot, full of sound and fury, signifying nothing. Macbeth Quote (Act V, Scene V). These quotes have been taken from play Macbeth written by William Shakespeare. Like these quotes there are hundreds and thousands of such heart touching quotes written by Shakespeare in his many different

Critically Evaluate the Use of Personality Assessment in Work Settings Free Essays

string(119) " the use of forced-choice, or ipsative inventories, in which neither option is more socially desirable than the other\." Critically Evaluate The Use Of Personality Assessment In Work Settings. What Are The Important Professional Issues? Abstract Personality tests are used in a work setting, predominantly for the purpose of recruitment and selection. A number of professional issues exist around the use of personality tests in this setting, and practitioners should be clear of the possible flaws involved in the use of personality tests. We will write a custom essay sample on Critically Evaluate the Use of Personality Assessment in Work Settings or any similar topic only for you Order Now The literature has highlighted concerns with the faking of personality tests. Individuals faking tests can mean those who obtain the highest scores are the ones who are recruited. This should be considered where personality tests are used for recruiting the top candidates as opposed to being used for removing the least suitable candidates. The validity of personality tests has to be considered when being used for selection purpose. A high face validity of tests can increase the likelihood of faking tests; yet low face validity can result in the personality tests being rejected by candidates. Practitioners have to also take into account a number of ethical issues before using personality tests in a work setting. Key Words: Personality testing; Faking; Validity; Recruitment; Ethics. Introduction Personality tests are used in a work setting at the stage of recruitment, and also once people are within a job, to assess their working preferences. Personality traits have been found to be predictive of a number of outcomes, ranging from health behaviours to task performance (Hough Oswald, 2008). Work specific factors related to personality types include Job Performance, Work Motivation, Leadership and Adaptability (Morgeson et al. , 2007). Using the Big Five personality traits, Judge et al. (2001) found that Conscientiousness, significantly predicts job performance across different organisational settings, and Emotional stability also predicts overall Job Performance. Organisations wish to recruit the candidates who show the greatest probability of performing well in the role and those who are going to benefit the most from the use of all of the training opportunities provided by the organisation (Shum, O’Gorman Myors, 2006:147). However, the use of personality assessments can be debated, and a number of factors have to be considered before using personality tests to make important decisions about individuals’ careers. The focus of this essay is on the use of personality assessment in organisations, primarily in recruitment and selection, and the issues practitioners need to be aware of before using personality assessments. Faking Faking of personality tests is been described by terms such as â€Å"response distortion, impression management, social desirability, displaying unlikely virtues, and self-enhancement† (Griffin, Chmielowski Yoshita, 2007). The many definitions may account for the substantial number of published articles relating to the faking of personality tests (Morgeson et al. , 2007). Researchers have suggested that it should be expected that individuals will give inaccurate responses in self-report tests due to the value attached to the outcome (Hogan, Barrett, Hogan, 2007). However, there is little consensus in the research, about the frequency of faking, or how to address the issue. As selection is often carried out in a top-down approach, where those who perform in the top 5-10% are selected to progress (Arthur, Woehr, Graziano, 2001), the possibility of candidates faking personality tests should be a serious consideration for practitioners, otherwise those who have falsely represented themselves will be selected. Where it is obvious what is being tested in self-report questionnaires, there is likely to be a greater opportunity to fake responses. The face validity of questionnaires is an important issue, as it is likely to contribute to faking. Furnham Drakeley (2000) found that managers tend to use personality tests with high face validity, due to concerns about having to rationalise the use of the test to participants. Alternatively, using low face validity personality tests could mean the participants reject the appropriateness of the test, and do not fully engage with it (Kline, 2000:430). However, where face validity of personality tests is high, the accuracy of personality tests scores can be distorted by individuals who assume they know what the â€Å"best response† is, and give an extreme rating. Arthur et al. ,(2001) suggest that it is easy to assume the extreme scores on a scale are the most or least desired, due to the wording of questions. Ironically, ‘fakers’ may overrate themselves and appear to be inappropriate for a role. For example, conscientiousness has been found to be easier to fake than other personality traits such as â€Å"Openness to Experiences† (Griffin, Hesketh Grayson, 2004); therefore individual who rate themselves to be overly Conscientious may be restrained by rules and be unsuitable for the position. Practitioners have to be aware of the limitations of high face validity and the likelihood of faked responses (Kline 2000: 255). Much of the research around faking of personality tests has been lab-based, and carried out on students (Judge et al. 2008), therefore the question as to whether they do cheat in reality needs to be examined (Griffin, Chmielowski Yoshita, 2007). Hogan et al. ,(2007) looked at responses to personality tests in the application process for a customer service role, and compared responses given at two stages by 5,266 applicants, over a six month interval. Hogan et al. , suggested that if individuals do fake personality tests at the recruitment stage, they ar e most likely to do so once they have been rejected from the job on a previous occasion. The findings indicated little difference in the personality measures from time one and time two. These findings would suggest that not all applicants attempt to fake in actual recruitment settings. However, findings by Griffin et al. ,(2007) indicated that some participants do fake their personality when applying to jobs, and this has an impact on the rank order of scores. A professional implication of these findings is that practitioners have to be cautious when interpreting personality scores, but should not be cynical by disregarding personality measures totally. As well as being aware of issues around faking, practitioners should be aware of the methods used to reduce or identify faking. A proactive method used included the use of forced-choice, or ipsative inventories, in which neither option is more socially desirable than the other. You read "Critically Evaluate the Use of Personality Assessment in Work Settings" in category "Essay examples" An alternative option is to use instructional warnings against faking. A reactive method for â€Å"fixing† faking can be the use of social desirability scales or a lie scale within the inventory which indicate if a respondent is faking. However, there is little evidence supporting the effectiveness of strategies such as instructional warnings and forced choice item format (Hogan et al. , 2007), and social desirability questions are likely to be more transparent in their urpose, and therefore prone being to faked (Griffin et al. , 2007). With all of the issues surrounding faking of personality tests, it has been argued that instead of using the tests as a method of recruiting the â€Å"best† performers on the test , there is actually a greater benefit in using the measures as a form of rejecting the poorest performers when using tests to â€Å"select out† (Mueller- Hanson, Heggestad Thornton, 2003). Using personality tests for selecting out applicants would allow those who have performed poorly, and those who have faked but not been successful in obtaining the benchmark score, to be rejected. Validity In the past decade there has been considerable evidence in the academic literature for the support of personality tests for selection, but a there have been concerns about the predicative validity of personality tests relating to work related behaviour (Meyer et al. , 2001). However, practitioners continued to use personality measures for selection purpose (Bartram, 2004), disregarding the academic arguments. Critics often highlight the â€Å"low† validity scores of the best predictor in the Big Five with Job Performance, Conscientiousness (r=0. 23; Judge et al. 2008), where as other methods of assessment, such as the use of General Mental Ability tests which have been found to have a predictive validity of r=0. 51 (Schmidt Hunter, 1998). However, the validity score of Conscientiousness should not be dismissed. Meyer et al. , (2001) identified a large number of medical and psychological interventions, which produce correlations of approximately . 15 to . 30, are comm only accepted by professionals, such as taking regular aspirin to reduce risk of heart attacks. It can be argued that academics are actually focussing on a â€Å"gold standard† score of validity (Judge et al. 2008), and not looking at the benefits of other interventions that have similar predictive validities. Schmidt Hunter (1998) suggest that using a combination of measures with relatively low validity on their own, when combined would be more than sufficient for use in recruiting, for example combining a conscientiousness tests, work sample tests and a job knowledge tests. Practitioners should have a clear understanding of the criterion validity of personality measures in relationship to job performance, and be aware of large degree of unaccountable variance that can occur. There is no guarantee that an individual who scores highly on a personality measure will be successful in their role, and an individual’s skills and ability are likely to account for a large part of their performance in the role (Shum et al. ,2006:161). Ethics It is important that ethical issues are taken into consideration when using personality measures in a work setting. First of all, organisations have to be aware of the qualifications required by the individual administering the personality tests and interpreting them. In the UK, the British Psychological Society sets a requisite standard through the attainment of Level A Level B qualifications in order to administer and interpret both ability and personality tests. However, not all individuals who administer tests are responsible for interpreting the data, therefore the those who are administering the test should obtain the Occupational Test Administration qualification (British Psychological Society, 2000). Insufficient training on the use of a personality measure can result in misinterpretation of the results and render the test useless. Where individuals have not been provided with sufficient training to administer tests, there is the possibility of providing inconsistent instructions to participants, and leading to errors or biases in the results (Kline, 2000:9). An issue that ties in with the Level B training is that practitioners are trained to use one specific test, therefore they may only ever use this one test, and not take into consideration the appropriateness of the test they are using for the specific needs of the organisation. Organisations need to be aware of the issues around the feedback they provide to individuals who take part in personality measures. How feedback is interpreted by individuals should be considered, and whether they will understand the meaning of the scores (Kline, 2000:431). Where a candidate completes a personality test, but does not score at the top of the group, they may feel they are not suitable for the organisation, or the type of role they are applying for. The implications of what is reported back to the candidates can result in an individual making major decisions about the type of role they apply for in the future, should they be told that they scored significantly â€Å"poorly† in the personality test (Toplis, Dulewicz Fletcher, 2005:37). Practitioners should clearly explain the reason for the personality measures used, and ensure the feedback they provide will not have a negative impact on the individual. An important consideration for practitioners should be the possible biases held within personality tests, which can be biased towards a gender, race, social class or disability. These factors can influence the score of a personality test, and can mask actual scores (British Psychological Society, 2000). However, there is evidence to suggest that the use of personality measures balances out the biases of ability tests, when comparing different racial groups. Therefore the combined use of ability and personality tests can be beneficial (Bartram, 2004). When testing individuals with disabilities, factors such as the time required, the environment being tested in, and the method of testing, all have to be considered to ensure the testing process is fair (Toplis, Dulewicz Fletcher, 2005:42). Conclusion Researchers have identified clear benefits in using personality measures in a work related environment, especially when recruiting to a post. However, the use of personality assessment should be considered as a supplementary method of selection into a role, due to the number of possible factors that can influence the results of a personality test. It is clear that faking of tests is a well researched area, however, little consensus exists with how to best address the possibility that individuals will fake a test that has a value attached to the outcome (Hogan et al. , 2007). One possible solution is to use the tests as a form of selecting out those who are in the lowest percentile (Mueller-Hanson et al. 2003), and using additional measures to support the selection of those who perform in the upper percentile. The concerns about the criterion validity of personality measures and job performance have raised doubts about the suitability of personality assessments. When comparing single personality traits with alternative methods of assessment for their predictive validity, it is clear that alternative methods are stronger pre dictors of work related behaviours (Schmidt Hunter, 1998), however, personality measures are still considered reliable measures, therefore should be used to supplement alternative methods or assessment. It is clear that the ethical implications of using personality assessments are an important factor, as they can influence the outcome of the tests as well as the responses of the participants. If practitioners do not follow the correct procedures by providing adequate instructions and ensuring standardised conditions, it is likely that individuals will reject the tests (Kline, 2000:9). It is also important to consider the effects of taking a personality assessment, and then knowing you failed to meet the cut off point. The way in which feedback is given can have detrimental effects of individuals therefore the issue should be approached with caution (Toplis et al, 2005:37). In conclusion, there are a number of issues that need to be considered when using personality assessments in a work setting. The benefit of gauging an individual’s behaviour through assessing their personality is clear, however, practitioners should be aware of the flaws in personality assessment, and be aware of alternative forms of assessment when selecting individuals for a job, to supplement personality assessments. Word count: 2173 REFERENCES Arthur W. J. , Woehr D. J. , Graziano W. G. (2001). Personality Testing In Employment Settings: Problems And Issues In The Application Of Typical Selection Practices. Personnel Review, 30(5),657-677 Bartram, D. (2004). Assessment In Organisations. Applied Psychology: An International Review, 53, 237-259. British Psychological Association,(2000). Psychological Testing: A User’s Guide Psychological. Leicester: The British Psychological Society Furnham, A. , Drakely, R. (2000). Predicting Occupational Personality Test Scores. Journal of Psychology, 134, 103-111 Griffin, B. , Hesketh, B. , Grayson. D. (2004). Applicants Faking Good: Evidence of Item Bias In The Neo Pi-R. Personality and Individual Differences, 36 (7), 1545-1558. Griffith R. L, Chmielowski T. S, Yoshita Y. (2007). Do Applicants Fake? An Examination Of The Frequency Of Applicant Faking Behavior. Personnel Review, 36 (3), 341–355. Hogan, J. , Barrett,P. , Hogan R. (2007). Personality Measurement, Faking, And Employment Selection. Journal Of Applied Psychology, 92,(5), 1270–1285 Hough, L. M. , Oswald, F. L. 2008) Personality Testing and Industrial– Organizational Psychology: Reflections, Progress, And Prospects Industrial And Organizational Psychology, 1, 272–290. Judge, T. A. , Klinger, R. , Simon, L. S. , Yang, I. W. F. (2008). The Contributions of Personality to Organizational Behavior And Psychology: Findings, Criticisms, And Future Research Directions. Social and Personality Psychology Compass, 2, 1982-2000. Kline P. (2000) The Handbook Of Psychological Testing, (2 Ed). London: Routledge, Meyer, G. J. , Finn, S. E. , Eyde, L. D. , Kay, G. G. , Moreland, K. L. , Dies, R. R. , Et Al. (2001). Psychological Testing And Psychological Assessment: A Review Of Evidence And Issues. American Psychologist, 56, 128–165. Morgeson, F. P. , Campion, M. A. , Dipboye, R. L. , Hollenbeck, J. R. , Murphy, K. , Schmitt, N. (2007). Are We Getting Fooled Again? Coming To Terms With Limitations In The Use Of Personality Tests For Personnel Selection. Personnel Psychology, 60, 1029-1049 Mueller-Hanson, R. , Heggestad, E. D. , Thornton III, G. C. (2003). Faking and Selection: Considering The Use Of Personality From Select-In And Select-Out Perspectives. Journal Of Applied Psychology, 88 (2), 348-355. Schmidt, F. L. , Hunter, J. E. (1998). The Validity and Utility Of Selection Methods In Personnel Psychology: Practical And Theoretical Implications Of 85 Years Of Research Findings. Psychological Bulletin, Vol. I24 (2), 262-74. Shum, D. , Myors, B. , O’Gorman, J. (2006) Psychological Testing and Assessment. Oxford:Oxford University Press Toplis, J. , Dulewicz, V. , Fletcher, C. (2005) Psychological Testing (4th eds). London:Institute of Personnel Development. How to cite Critically Evaluate the Use of Personality Assessment in Work Settings, Essay examples

Marketing Strategies Of Woolworths Limited †MyAssignmenthelp.com

Question: Discuss about the Marketing Strategies Of Woolworths Limited. Answer: Introduction of the selected organisation: For this report, Woolworths Limited has been selected as the organisation, as it is one of the leading retailers in Australia and it is listed on the Australian Stock Exchange. This is a retail super chain and it is mainly owned on the part of Woolworths Group. The organisation is involved in expanding the range of products sold in the supermarkets and corresponding retail stores through the sale of stationery items, kitchenware and magazines. In addition, the organisation has initiated various marketing strategies like promotional offers and discounts in attracting new and potential customers. Corporate governance disclosures of Woolworths Limited: From the corporate governance report of the organisation, it has been found that the board is to ensure the shareholders interests by appraisal of the organisational strategies, performance and policies (Woolworthsgroup.com.au 2017). In order to ensure this, a board charter has been adopted for regulating the composition of the board and the meeting process. In addition, the chairperson of Woolworths Limited is accountable to monitor the contribution of the individual directors along with evaluating their performance and the overall board. It has been found that majority of the directors involved with Woolworths Limited are independent, which could be validated with the help of the following figure: Along with this, the board has formed a nomination committee to review the potential candidates for board appointment as well as the retired directors standing for re-election by considering skills, experience and diversity of the board composition (Sivathaasan 2016). Woolworths Limited has developed a code of conduct for all staffs, directors and executives. Such code of conduct is associated with trading policy in company securities and continuous disclosure to ensure the interests of all the associated stakeholders. Some of the codes of conduct include the trading policy on company securities and continuous disclosure to comply with the regulatory requirements (Beekes, Brown and Zhang 2015). For communicating with and ensuring participation of the shareholders, Woolworths Limited holds annual general meetings mainly in November along with publishing the decisions taken after the board meeting has been completed. The organisation has formed a risk management team, which looks after the material business risks and report the same to the management about managing such risks in an effective fashion. The remuneration committee has been formed on the part of the organisation as well and most of the members in the remuneration committee are independent and the head of the committee is not the head of the board. Compliance of Woolworths Limited with the essential principles of corporate governance: The essential principles of corporate governance as laid out in the ASX rule and the compliance status of Woolworths Limited are depicted as follows: Presence of effective foundations for management and oversight: A listed organisation is required to reveal the respective roles and responsibilities of its board and management along with the way of monitoring and evaluating the overall performance (Claessens and Yurtoglu 2013). From the above section, it has been found that Woolworths Limited has adopted a board charter for regulating the composition of the board and the meeting process. In addition, the chairperson of Woolworths Limited is accountable to monitor the contribution of the individual directors along with evaluating their performance and the overall board. Structure of the board in adding value: As laid out by Larcker and Tayan (2015), a listed organisation needs to have a board of effective size, skills, composition and commitment for enabling it in discharging its duties effectively. It has been found that majority of the directors involved with Woolworths Limited are independent and the board has formed a nomination committee to review the potential candidates for board appointment as well as the retired directors standing for re-election by considering skills, experience and diversity of the board composition. Acting responsibly and ethically: It is of utmost importance for an organisation to act in a responsible and ethical manner in the operating market (Sivathaasan 2016). Woolworths Limited has developed a code of conduct for all staffs, directors and executives. Such code of conduct is associated with trading policy in company securities and continuous disclosure to ensure the interests of all the associated stakeholders. Safeguarding integrity in corporate reporting: A listed organisation needs to have formal and rigorous methods for independent verification along with safeguarding the integrity of corporate reporting (Tricker and Tricker 2015). Woolworths Limited has established a remuneration committee, in which most of the members in the remuneration committee are independent and the head of the committee is not the head of the board. Respecting the rights of the shareholders: It is necessary for a listed organisation to ensure the rights of the stakeholders by providing them with effective facilities and information (Young and Thyil 2014). Some of the policies for ensuring the shareholders rights include the trading policy on company securities and continuous disclosure to comply with the regulatory requirements. Recommendations for future improvement: Woolworths Limited could adopt the following measures for improving its corporate governance principles further: The organisation needs to provide greater clarification of the boards role in its corporate governance statement Monitoring the organisational performance is another requirement, which would help in identifying any disparity before the disclosures are made. The directors could be provided with greater financial information so that they could evaluate the financial position of the organisation in a better manner and formulate any steps for further improvements. The board and director performance needs to be evaluated independently and if any gap is identified, measures need to be taken to strengthen the principles of corporate governance. Woolworths Limited could conduct audit of all the individuals involved with the organisation by appointing an external firm to examine the corporate behaviours and policies. Finally, the organisation could develop a manual in order to govern the company relations. The managers and owners need to be involved here for providing a message to the staffs that effective behaviour within the organisation initiates from the top. References: Asx.com.au. (2017). [online] Available at: https://www.asx.com.au/documents/asx-compliance/cg_principles_recommendations_with_2010_amendments.pdf [Accessed 5 Sep. 2017]. Beekes, W., Brown, P. and Zhang, Q., 2015. Corporate governance and the informativeness of disclosures in Australia: a re?examination.Accounting Finance,55(4), pp.931-963. Claessens, S. and Yurtoglu, B.B., 2013. Corporate governance in emerging markets: A survey.Emerging markets review,15, pp.1-33. Larcker, D. and Tayan, B., 2015.Corporate governance matters: A closer look at organizational choices and their consequences. Pearson Education. Sivathaasan, N., 2016. Corporate governance and leverage in Australia: A pitch.Journal of Accounting and Management Information Systems,15(4), pp.819-825. Tricker, R.B. and Tricker, R.I., 2015.Corporate governance: Principles, policies, and practices. Oxford University Press, USA. Woolworthsgroup.com.au. (2017). [online] Available at: https://www.woolworthsgroup.com.au/icms_docs/182380_Corporate_Governance_Statement.pdf [Accessed 5 Sep. 2017]. Young, S. and Thyil, V., 2014. Corporate social responsibility and corporate governance: Role of context in international settings.Journal of Business Ethics OfFinance 122(1), pp.1-24.