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IOP4863 ASSIGNMENT ASSIGNMENT 6 2024 Question 1 2 Question 2 5 Question 2.1: Six Threats to Valid Interpretation of Findings in Experimental Designs 5 Question 2.2: Discussion of Design A, B, C, and D for Training and Development Evaluation and Their LimR100,00
IOP4863 ASSIGNMENT ASSIGNMENT 6 2024 Question 1 2 Question 2 5 Question 2.1: Six Threats to Valid Interpretation of Findings in Experimental Designs 5 Question 2.2: Discussion of Design A, B, C, and D for Training and Development Evaluation and Their Lim
IOP4863 ASSIGNMENT ASSIGNMENT 6 2024
Question 1 2
Question 2 5
Question 2.1: Six Threats to Valid Interpretation of Findings in Experimental Designs 5
Question 2.2: Discussion of Design A, B, C, and D for Training and Development Evaluation and Their Limitations 7
Question 2.3: General Limit...
Table of Contents
Question 1 ............................................................................................................... 3
Question 2 ............................................................................................................... 6
Question 2.1: Six Threats to Valid Interpretation of Findings in Experimental Designs .... 6
Question 2.2: Discussion of Design A, B, C, and D for Training and Development
Evaluation and Their Limitations ............................................................................... 8
Question 2.3: General Limitations of Experimental Designs ...................................... 10
PART B................................................................................................................... 10
Question 1The Role of Career Assessments in Career Counselling and Guidance ....... 10
Question 2 ............................................................................................................. 13
Question 2.1 .......................................................................................................... 13
Question 2.2 .......................................................................................................... 15
References ............................................................................................................ 18
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Question 1
In the field of personnel psychology, accurate managerial assessments play a crucial
role in selecting leaders who align with organizational values and can drive strategic
objectives. This is especially important in South Africa, where companies face unique
challenges such as economic fluctuations, workforce diversity, and complex labour
regulations (Nkomo & Kriek, 2020). Work samples and assessment centres offer
robust approaches to evaluate managerial performance. While work samples provide
insight into specific job-related tasks, assessment centres are more extensive, often
simulating real-life scenarios that require a combination of skills. Understanding these
tools' strengths and limitations helps organizations make data-driven decisions that
support long-term success.
Work Samples of Managerial Performance
Work samples, also known as job simulations, involve replicating specific tasks that
managers would encounter in their roles. These samples offer a direct measure of
candidates' skills in executing duties aligned with their prospective responsibilities.
Typically, work samples are practical and provide immediate insight into how a
candidate approaches problems, manages resources, and makes decisions. In a
South African context, this approach is especially relevant as it allows companies to
assess how a manager would perform within the local industry constraints and socio-
economic factors (Stewart & Nandram, 2020). For example, in South Africa’s fast-
paced telecommunications industry, a company like Vodacom might utilize a work
sample to evaluate managerial candidates for a role in customer experience
management. In this simulation, the candidate could be presented with a scenario
involving a significant service outage, requiring them to coordinate with cross-
functional teams and implement a communication strategy. This situation would test
the candidate's crisis management skills, decision-making, and customer service
acumen in a real-world setting, reflecting the pressures of the role.
Advantages and Limitations of Work Samples
The primary advantage of work samples is that they provide a high level of content
validity, as candidates perform tasks they would realistically encounter in the job. This
approach is particularly advantageous in South Africa, where industries like mining
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