Information Security And Assurance Department - 1685 Words

Information Security and Assurance Department Within any organization, Information Security and Assurance has a huge role in protecting the network systems by all means necessary. This is why the Information Security and Assurance Department plays a key role in defeating the threat of today and the future. The first and foremost task we must execute is to conduct an analysis on the current information technology systems. Upon recognizing and discovering several issues within the organization’s existing information technology systems, we can start preparing resolutions for each and every one of them. To protect your sensitive information and systems, you must avoid a fortress mentality and be capable of adapting to an ever-changing environment Vladimirov, A. A., Gavrilenko, K. V., Mikhailovsky, A. A., ebrary, I., Ebrary. (2010). Possessing the criterion for Information Security and Assurance with the specialization in CyberSecurity, I set forth the following proposal, The Information Security and Assurance Initiative. Thi s program is to design, educate, and maintain an IT platform to support and answer the organization’s mission, visions, and goals without compromising the systems’ integrity and security. We will form an Information Security and Assurance Department that has the capability, experience and professionalism to bring this program to the next level without compromising the integrity and security of this organization. The staff within the Information SecurityShow MoreRelatedInformation Security And Assurance Department924 Words   |  4 PagesInformation Security and Assurance Department Because of identity theft, terrorism, and other criminal activities, President Obama has made information security a national priority. 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It does not permit the combination of investment, commercial bank and an insurance company. Summarize the main idea of BITS Shared Assessment Program The BITS Shared Assessment Program is created by major

The Last Two Decades Have Been Severely Focused On Lincoln

9. Introduction: The last two decades have been severely focused on Lincoln. You can find different views on how the 19th century went, and this book was created to enhance people’s understanding of Lincoln and his time. The authors of the separate essays in the book are described in detail, like Mark Neeley who gave new information on the civil liberties during that century and Harold Holzer who describes Lincoln’s love for showing his image. 1. Lincoln, Commander In Chief: Abraham Lincoln was unprepared but did everything he could during the time of the Civil War. His only experince of war was the Black Hawk War that occurred in 1824. He mocked his entire military career during one of his speeches to Congress because he felt he didn’t make enough change. During his time as Commander in Chief, he learned a lesson on how to deal with military forces when he ordered troops into service. Despite the lack of experience with military, he was a self taught lawyer, master of geometry, and did try to work hard with military stategy. By 1862, he was actually considered a master. Many historians consider him better than any other presidents before him, despite the fact that he was bounded by war. His first document was actually war-related. He tried his best even though in the end, he ended up being shot just five days after General Robert. E. Lee surrended at the battle of Appomatox. Lincoln really spent most of his time de aling with war matters than anything. He only leftShow MoreRelated Factors Contributing to the Start of the Civil War Essay3913 Words   |  16 Pages On April 12, 1861, Confederate forces fired on Fort Sumter, starting the American Civil War. The Civil War would last for four years and result in massive American casualties. It would eventually end with slavery abolished and the South under the military occupation of the North. 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Music Appreciation Paper Free Essays

string(58) " into town and comes for his bride who he paid for Phila\." Every musical needs two things script and music, the musical that I saw at the civic center â€Å"A Funny Thing Happened on the way to the Forum. † It is witty characters and humorous songs made it a delight to see and you left with a smile. The music was the best out of the whole play. We will write a custom essay sample on Music Appreciation Paper or any similar topic only for you Order Now The orchestra was small having a piano, two violins, bass guitar, reed one and two, trumpet one and two, trombone, and percussion each instrument being a big part of production. The play starts with a song â€Å"comedy to night† giving a background in the streets of ancient Rome of three houses. The center of the house Senex who lives there with his wife Domina, son Hero, and the many slaves them owned. Hero has his own slave Pseudolus who is the main character and head slave Hysteria. One of the other neighbors is owned my Marcus Lycus, the house is a whorehouse. The other neighbor is Erronius who has been gone for many years trying to find his children who were abducted my pirates. Thing singer who plays Pseudolus tone was raspy, pitch high, two beats, and tempo allegro the music flowed well and pulling the audience in quickly with it being very humorous. I thought the texture was monophonic being only one person singing the song and form being AB. The song ends giving a summary of the whole play, and it goes on to the next song. Hero the son of Senex has fallen in love with a girl who he has never spoken too. He starts to sing â€Å"love, I hear† his tone was rich, pitch was high, dynamic was mezzo forte, the tempo of the song was allegro it was a lovely song that expressed his love for a girl he has never spoken to. The song had two beats with the texture of the music monophonic because it was only one person singing it. After he ends he tells his slave Pseudolus if you get me that girl. I will let you be free and Pseudolus is so shocked that he cannot believe it and starts to sing â€Å"free† his texture is very raspy, with tempo vivace, and dynamics Mezzo Piano. The pitch is high and form verse course and recitative singing like speech. This song was very funny and a great laugh. The play goes on to Pseudolus and Hero trying to think of plan so they go to Lycus house to find the girl to buy her from Lycus. When the song â€Å"the house of Marcus Lycus† starts to play, this song is made more dancing then singing the pitch is low, form was verse then instrumental, the tempo moderato, and dynamic mezzo forte. This song has a lot of bras and saxophone. The next song â€Å"lovely† where tone color of Hero is dark and Philia is bright, the pitch is high, the dynamics is forte, tempo of the music was andante, and with each the song being four beats. Pseudolus tries to keep them together; however, one problem Philia is to be married to the Caption a general for Rome. They Pseddolus, Philia, and hero start singing about what their life could be called â€Å"pretty little picture† it is high pitch, a funny song with the dynamic being forte. The form is verse, chores, verse, chores, and the texture homophonic because it had three people singing it. Pseudolus tells hero to hide Philia in the house while he goes to find away to keep them together. However, Philia is not smart at all and does not know what her husband looks like and gets confused with Heroes father Senex and he thinks Philia is a new maid Hysterium brought on. An a new song begins â€Å"Everyone Ought have a Maid† the song is sung by Senex whose tone is bright, then Psedulous comes in with a raspy tone, and then Hysterium who comes in at the end and tone being mellow. The texture for this song starts monophonic, then because Psedulous joins in it becomes polyphonic, and then because Hysterium joins in to the end it becomes homophonic with all three singing together. The tempo was vivace with the three men, pitch was high, the form was verse, chores, verse, chores, and with two beats. After the song ends Senex hides from his wife and goes to take a bath and tells Hysterium to bring the maid Phila after he finishes into Erronius house where Senex was staying. But while this is happening, Erronius returns home, finally having given up the search for his long-lost children. Hysterium, desperate to keep him out of the house where his master is bathing, tells the old man that his house has become haunted – a story seemingly confirmed by the sound of Senex singing in his bath. Erronius immediately determines to have a soothsayer come and banish the spirit from his house, and Pseudolus obligingly poses as one, telling Erronius that in order to banish the spirit, he must travel seven times around the seven hills of Rome (thus keeping the old man occupied and out of the way for quite a while). Hysterium starts to go crazy and sings â€Å"I’m Calm† the music has a lot of plucking from the strings. The tone was mellow, with only one beat, pitch was high, and tempo Presto, dynamic is fortissimo, AB form, one beat. The story goes on to Histerium not bring Phila to Senex who she thinks is Miles Glorious. However, Phila comes out and goes and hugs Hero while Senex sees and Phila then winks at Senex. Both men are confused and wonder what the heck is happening. They start to sing â€Å"impossible† the pitch was high, tempo vivace, dynamics mezzo forte, texture polyphonic, form verse chores, and tome color for the father Senex was bright and Hero the son was dark. After the song the captain Miles Gloriosus comes into town and comes for his bride who he paid for Phila. You read "Music Appreciation Paper" in category "Papers" He starts to sing ‘Bring me my Bride† his tone color was dark, four beats, tempo allegro, texture homophonic, pitch low and form verse, chores. They finished the song and Act one ended. Then Act two starts with Complicating matters further, Domina returns from her trip early, suspicious that her husband Senex is â€Å"up to something low. † She disguises herself in virginal white robes and a veil (much like Philia’s) to try to catch Senex being unfaithful. She starts to sing â€Å"that dirty old man† out of the whole cast, I hated her voice she was screaming the song and belting all the words. Her tone color was bright, two beats, pitch was high, tempo allegro, dynamics forte, texture is monophonic, and AB form. The story goes on where Hero and Phila in front of all three houses and wishing they could be with each other. They try to think of a plan, but they had nothing so Phila start to sing â€Å"That’ll show him† in this song Phila is telling Hero that when she is kissing the Captain, but she will be thinking of Hero and kiss the Captain more. She is not the smartest girl. Her tone color was bright, pitch high, tempo allegretto, texture monophonic, two beats, and form verse, chores. Pseudolus convinces Hysterium to help him by dressing in  drag and pretending to be Philia, â€Å"dead† from the plague. An starts to sing â€Å"lovely (reprise)† to make him feel beautiful and confident to be a girl even though he is a guy. His pitch was moderate; tempo andante, dynamic mezzo forte, he is tone color was rich because he was a smoker, and texture monophonic. While Hysterium is acting like Phila dead the captain wants a big funeral for her so all the slave girls and soldiers are there morning her. And the â€Å"funeral sequence† starts in the song there were words from Miles Gloriosus and everyone else doing a melodic crying. In the whole play this is the only song that has three beats, pith moderate, tempo andante, AB form, dynamic mezzo piano, and texture monophonic. Unfortunately, it turns out that Miles Gloriosus has just returned from Crete, where there is of course no actual plague. With the trick revealed, the main characters run for their lives, resulting in chase with both Miles and Senex pursuing all three Philae’s; Domina, Hysterium, and the actual Philia – all wearing identical white robes and veils. Meanwhile, the whores from the house of Marcus Lycus who had been recruited as mourners at Philia’s ersatz funeral have escaped, and Lycus sends his  eunuch  out to bring them all back, adding to the chaos. Finally, the Captain’s troops are able to round everyone up. Pseudolus appears to be in deep trouble; however, Erronius, completing his third circuit of the Roman hills, shows up unexpectedly to discover that Miles Gloriosus and Philia are wearing matching rings which mark them as his long-lost children. Philia’s betrothal to the Captain is canceled by the unexpected surprise that he’s her brother. Philia weds Hero; Pseudolus gets his freedom and the lovely slave girl Gymnasia; Gloriosus receives twin courtesans to replace Philia; Erronius gets his children, and a happy ending prevails for all – except for poor Senex, stuck with his shrewish wife Domina. It ends with are last song â€Å"final comedy tonight† with Pseudolus singing and then everyone joins in. the pitch is high, tempo allegro, dynamics mezzo forte, texture polyphonic, AB form, two beats, and the genre of all the songs would be a musical comedy. This musical was fun and delight to see and if I could see it again I would. For my cousins birthday we got to go to Taylor Swift concert in South Carolina where I stayed for spring break with family. On March 23 we went and it was amazing, there was seventeen songs she sang and also Ed Sheeran as her opening act. It was load and a lot of fun, their genre of both singers was pop. Ed Sheeran was the opening act singing A-Team pitch low, two beats, texture monophonic, dynamic piano, tempo moderato. The next song he played â€Å"give me love† pitch high, tempo allegretto, dynamics crescendo, texture monophonic, and tone color was dark. He did sing more songs; however, I came late so I only got to here two of his songs. Then the amazing Taylor Swift came on and started to sing â€Å"state of grace† pitch was high, dynamic crescendo, tempo allegretto, and texture monophonic. Taylor’s next song was â€Å"holy ground† pitch was moderate, dynamic forte, tempo presto, two beats, and form verse, chores. She is an inspiration to all girls who want to be themselves and to have fun. Her voice never wavered and kept going to the very end. Her next song â€Å"you belong with me† which is one of my favorite songs from her. Her pitch was high, dynamic mezzo forte, tempo allegretto, form verse, chores, and two beats. She does clothing change and goes to the next song â€Å"the lucky one† pitch low, temp moderato, dynamic mezzo piano, and texture polyphonic. Her next song which is now her signature â€Å"red† tempo moderato, pitch high, dynamic mezzo forte, texture monophonic, and two beats. †the lucky one† pitch high, dynamics mezzo forte, tempo moderato, and form verse, chores. She starts to sing after giving an inspirational speech â€Å"mean† tempo allegretto, dynamic mezzo forte, texture homophonic, and two beats. She starts to sing after giving an inspirational speech â€Å"mean† tempo allegretto, dynamic mezzo forte, texture homophonic, and two beats. Next song â€Å"stay stay stay† texture homophonic, tempo vivace, pitch moderato, and dynamic crescendo. She changes into another outfit and starts to sing â€Å"22† her tone color bright, tempo vivace, and pitch high. She changes again and talks to the fans and tells that this most requested and plays acoustic â€Å"starlight† pitch low, texture monophonic, two beats, and dynamic mezzo piano. The next song was a duet with Ed Sheeran and Taylor Swift called â€Å"everything has changed† texture polyphonic, dynamic mezzo forte, tempo moderato, and form verse, chores. The next song is her and her guitar â€Å"begin again† pitch low, tempo andante, dynamic mezzo piano, and texture monophonic. Her next song â€Å"sparks fly† which she starts playing on a twelve string guitar. Pitch is high, tempo is allegro, and dynamic forte. Taylor’s next song starts off with her violinist making an awesome entrance. Then Taylor comes out in a new outfit singing â€Å"I knew you were trouble† pitch was high, tempo presto, dynamic forte, and form verse, chores. She goes on the piano and talks to fans about writing her songs and being amazing and then starts to sing. All too well† pitch was low, tempo adagio, dynamic piano, and texture monophonic. Taylor changes and comes out of the stage singing â€Å"love story† pitch high, tempo allegretto, and two beats. Taylor changes again and starts to sing â€Å"Treacherous† pitch low, tempo moderato, and dynamic is mezzo piano. The last song â€Å"we are never getting back to gether† which is a fun high pitch song, tempo is vivace, dynamic forte, and two beats. I loved the play and the concert, learning about the music was fun and I learned a lot. I won’t look at music the same. How to cite Music Appreciation Paper, Papers

Simon Yam and Canon Marketing Strategy in Malaysia free essay sample

In 1996, he conceptualized a slick, provocative coffee table book entitled â€Å"Simon Says†. The book, done for charity, featured the many sides of Yam in a visual diary that included candid photos of celebrities (Simon Yam Biography, 2003). Yam is also active in charity work. He donated and helped fundraisings for many causes, adopted kids from Thailand, financing their education and living expenses through adulthood and more. For his great image, Yam had earned a lot of endorsing opportunities from a wide range of products. 1. 2 Product (Canon Cameras) Canon camera is a well known Japanese brand that it’s main company also produces other optical products including camcorder, printer, photocopiers and more. They are famous for their high quality and reliable products (Wikipedia, 2008). †¢Canon EOS digital single lens reflex camera (Appendix 1. 1) The Canon EOS autofocus 35mm film DSLR camera system was introduced in 1987 with the Canon EOS 650 and is still in production as Canon’s production. We will write a custom essay sample on Simon Yam and Canon Marketing Strategy in Malaysia or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Later on, Canon released numerous models for the Canon EOS systems, such as Canon 550D, Canon 500D, Canon 5D and more in this series. Canon EOS DSLR cameras are professional cameras and camcorders that give high resolution and produce high quality photos and high definition videos, because it uses a bigger sensor than compact cameras. It is often used by professional photographers, cinematographers and photography students or photography lovers. It competes primarily with the Nikon F serious as well as other autofocus SLR camera systems from Olympus, Pentax, Sony, Leica and more. †¢Camera Digital IXUS ultra compact camera (Appendix 1. 2) The Digital IXUS (IXY Digital in Japan and PowerShot Digital ELPH in US and Canada) is a series of compact digital cameras that is line of APS cameras. There are also numerous models of IXUS camera range, which are released with different specifications and different prices. Canon Digital IXUS are compact cameras that are more affordable to normal users who need a camera to capture pictures for different purposes. It can also be used as a video recorder to record the special moments into short video clips. It faces competition from other camera producer companies as well as Canon EOS system. . Marketing activity of Simon Yam 2. 1 Simon Yam with Canon Simon Yam has become the endorser for Canon Cameras Malaysia for 18 years. Through times, he has done several TV advertisements and prints advertisements with Canon Cameras that have been released to the public in Malaysia. Other than that, Yam also participated in a few remarkable marketing activities of Canon Marketing (Malaysia) Sdn B hd. Yam has attended the opening ceremony of Canon Boutique in Subang Square, SS15 Selangor on 29th Sept 2011 (Canon Malaysia, 2012). (Appendix 2. 1) Yam visited the Yayasan Sunbeam Home(Orphanage) in Cheras, Kuala Lumpur on behalf of Canon Camera Malaysia to present Canon IXUS cameras as gifts to the home and spent the day with children. (Appendix 2. 2) Yam also attended Canon Malaysia’s 25th anniversary in Midvalley Mega on 12nd April 2012 (Motorsport, 2012). As a great endorser and a loyal customer, Yam also done a short movie using Canon 5DMKII, and he often talk about Canon cameras and his enthusiasm towards photography on television shows. 2. 2 Other products that Simon Yam is currently endorsing These products are all with a higher price range, including luxury products. Brand namesDescription OMEGALuxury Swiss watch EMGRAND (EC8)China automaker marquee (PC AUTO, n. d) (Appendix 2. 3) KINWAIChina Furniture 3. 4P Theory related to Simon Yam with Canon Cameras Malaysia According to MarketLine, camera is leading the photographic product market, with more than 60% of the overall market sales in 2010. Growth is expected to accelerate at a rate of more than 3% yearly, bringing the market to over $65 billion by 2015 (Reportlinker, 2010). With the increasing demand of cameras, Canon definitely stood out amongst other camera brands. Refer to the 4P theory charts of Canon Cameras below to take a glimpse of its marketing strategy by assigning Simon Yam as the endorser. Product †¢Well known Japanese brand camera †¢High quality and reliable †¢Canon EOS professional cameras †¢Canon IXUS compact cameras Price†¢Ranging from RM1000 and above †¢Suitable with Simon Yam’s HongKong superstar’s elegant image Promotion†¢TV and print advertisements †¢Press conferences †¢Opening ceremony †¢Celebration of anniversary †¢Charity works †¢Camera launching Place†¢Camera retailers in numerous shopping malls in Malaysia †¢Canon boutiques †¢Easy access to online purchase at Canon Malaysia website 4. Evaluation and Critiques Dato’ Lee Chong Wei, the international badminton player who is currently 30 years old, has been chosen to be compared with Simon Yam in evaluation of the best endorser for Canon Camera. This is because they both are popular and have a wide range of fans in Malaysia. Dato’ Lee has become the national hero in Malaysians’ heart as he had recently won the silver medal in Olympics London 2012, and he is also the world’s no. badminton player in the world (Badminton World Federation, 2012). These earn him many opportunities in products endorsing offers from many companies, such as Faber Castell, Yonex, and 100Plus. Although Dato’ Lee seemed to be a great endorser for Canon Cameras in terms of his popularity and great image, he doesn’t have a enough brand appeal for Cano n as compared to Simon Yam. Simon Yam as a photographer himself, is a living example of a loyal customer to Canon Cameras. On the other hand, Dato’ Lee is never known for his photography skills nor enthusiasm for photography, making him irrelevant to Canon. Next, it is inappropriate for Dato’ Lee to endorse the Canon Camera in terms of the price of the products. The price of the products that Dato’ Lee endorse are all less than RM1000, while Simon Yam endorses goods that are with higher price range. Canon Camera as a considerably expensive goods itself, would of course choose Simon Yam as the endorser, as it suited Simon Yam’s elegant and trustworthy image. 5. Recommendation Simon Yam can increase the brand awareness more by promoting using social networks. For instance, uploading pictures he captured using Canon camera onto his Facebook Fan Page. Yam can also publish another photo book including the photos he took using Canon Camera. Yam can increase the brand experience by having a fan-meeting with Canon Camera users, and exchanging photography knowledge with the fans from Malaysia. 6. Summary The use of celebrity as part of marketing communication strategy is fairly common for major companies in supporting the corporate and conducting great brand imagery. â€Å"The appointment of Yam came from his passion for photography and his great personality that suit the brand†, said image communication products division assistant director Simon Wong from Canon Malaysia (The Star Online, 2009). Yam definitely made best celebrity for endorsing the Canon Cameras because of his enthusiasm towards photography and cameras. Furthermore, the wide range of fans he attracted with his great image and attitude outside and inside the movies also makes an advantage to Canon for widening its consumer market. The attractiveness, likability and trustworthiness that Simon Yam possesses can ultimately aid Canon in lifting up their brand awareness and brand exposure in Malaysia, or even in the Asia Pacific.

Food Inc. Essay Example

Food Inc. Essay Food Inc. The documentary Food Inc. by Robert Kenner is a documentary about the food industry and some of the issues that have emerged with the modernization of said food industry. Robert Kenner presents his arguments in sorts of subtitle such as The dollar menu, and The cornucopia to help identify his main points. Robert Kenner also brings in some experts such as Michael Pollen and Barbara Kowalcyk, into his documentary to bring some credibility to his argument, as well as adding specific music at particular times to tug at the emotions of the viewers. In this documentary Robert Kenner not only shows what happens to those who eat the products produced by the corporate food industry but also those who help in the production. In the first segment of Kenners documentary he brings up the topic of chicken farming in the modern food industry, and how there are many dangerous or unethical changes in the food industry. He then shows that chicken are now treated less like an animal and more like a product, less like a living thing and more like an object. Kenner shows this by showing some dark chicken house in which the chickens never even see any light. Then we are shown how chicken have been genetically altered for the new demands of the food industry. Chickens would grow to their full potential in seventy two days but now they grow to their full potential in forty eight days and not only that but they are twice the size of the ones that would grow in seventy two days. He then has a chicken farmer give us information about the company they are contracted with. We will write a custom essay sample on Food Inc. specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Food Inc. specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Food Inc. specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The farmer then shares some of the unethical behavior of the company how the company keeps the farmers under their thumb by constantly requiring upgrades on the farmers equipment. Another example of the unethical behavior is that the company hires illegal immigrants to do a lot of their labor. During this part of the documentary Robert Kenner plays some rock music that sounds almost angry to persuade the viewer to feel angry about the way the farmers as well as the chickens themselves are being treated. Robert Kenner then goes on to show us about the applications of corn in the modern food industry as well as some of the draw backs. Kenner then has Michael Pollen author of The Omnivores Dilemma tell us about his personal experience with the food industry. Pollen tells us he did some investigating and found that a lot of our food was leading to a corn field in Iowa he then says, so much of our industrial food turns out to be clever rearrangements of corn. Corn has help make many things, things from ketchup to even tires and the reason corn is used to help make all of these things is because it is cheap to make. However because of this same reason corn is used as the sustenance for animals. Cows are have evolved to eat grass not corn, and because cows are being fed corn instead of grass it causes physiological problems. One such problem is the E-coli virus the virus can and has caused death. In tne documentary Rooert Kenner empnaslzes one case In particular In wnlcn a two year old named Kevin dies from E-coli that he had contracted from a fast food restaurant. Kevins mother Barbara Kowalcyk became an advocate for food safety along with her mother Patricia Buck to help prevent anymore cases of E-coli from emerging. Mrs. Kowalcyk and her mother are trying to get Kevins law to pass; Robert Kenner then tells us what Kevins law is, Kevins law would give back to the USDA the power to shut down plants that repeatedly produce contaminated meat. However in the six years since the bill was written up it still has not passed. During this time of the documentary Robert Kenner brings in a very sad slow song to convey the sadness that Mrs. Kowalcyk feels everyday over the loss of her son. Robert Kenner continues to speak about the issues associated to E-coli and how it relates to the meat packing industry. Michael Pollen tells us If you take a food lot cow and take it off its corn diet and feed it grass for five days the cow will shed eighty percent of the E-coli in its system. He then goes on to say that this doesnt happen ut rather the companies come up with radical ways to solve the E-coli problem. One such example is the Beef Products Incorporated located in South Sioux City, Nebraska what this company does is it takes all of the meat taken from the cows and put them in these containers and cleans the meat with ammonia. This companys meat is in seventy percent of the countries fast food. Also the company believes that within the next five years they will supply one hundred percent of the countries fast food hamburger meat. We are then given information about the meat packing industry its elf, and how after 1906 after Upton Sinclair wrote The Jungle the meat industry was getting better, and by the 1950s being in the meat packing industry was considered a good Job. However now the way workers are being dehumanized and having to repeat one Job over and over similar to a machine a Job in the meat packing industry is becoming more and more dangerous. Lastly Kenner addresses a recent strain put on corn farmers by Monsanto Corporations. Monsanto Corporations engineered a soy seed that resist the harmful effects of pesticides. In 2008 ninety percent of soybeans in the U. S contained Monsantos patented gene this tells us that the usage of these patented soybeans is growing. Now this patented soybean is a problem because farmers have to buy new seeds each year as opposed to keeping some from each of their batch each year like they use to. If somebody is caught saving seeds they are accused of copyright infringement and are sued. At this point of the documentary a mixture of music is playing again some rock music to convey anger, as well as some slow downbeat music to convey the sadness of the farmers who are loosing money because of the Monsantos patented soy beans. In Robert Kenners documentary Food Incorporated Kenner shows us that the modern food industry has its flaws. The food industry has become a big business conglomerate in which it tries to produce as much as it can with putting very little into it. At this point the very personal relationship between the producer and the customer becomes cold and very robotic. Throughout the documentary Robert Kenner uses OITTerent persuaslve strategies sucn as Drlnglng In expert testlmonles, and music to tug at various emotions. Work Cited Food Inc. Robert Kenner Magnolia Home Entertainment, 2009

mass media Essay Example

mass media Essay Example mass media Essay mass media Essay University of Phoenix Material Consumption and Mass Media Worksheet 1 . Respond to all questions with academic paragraphs of at least 50 words. State your point of view and explain it thoroughly. What is conspicuous consumption? How does conspicuous consumption influence purchasing decisions? Think about a high-priced item that you have bought or would like to buy. To what extent does conspicuous consumption affect your decision? Conspicuous consumption Is the act or practice of spending money on expensive things that are not necessary in order to impress other people, this influences urchases by making people feel like wearing a certain brand, driving a particular car, and go to certain places to eat, shop, and hang out is the only way to be accepted in a social circle. There is a coach backpack purse that I would like to have that I plan on buying in the near future. I know that conspicuous consumption does not affect my decision because I choose to buy things because I like them not because I want to impress others. What is conspicuous leisure? Examples of conspicuous leisure are abundant on television. In what ways are leisure activities informed by ocial and economic class? Provide an example of a popular leisure activity. What assumptions can you make about the participants of the activity? Conspicuous leisure is visible leisure for the sake of displaying social status. Golf and basketball country clubs or exclusive neighborhoods are usually set aside for social classes, assumptions you can make about someone playing golf is that they are wealthy own a really big house and has at least one sports car. Define the term globalization. What effect does globalization have on popular culture? Provide an example of how American popular culture has influenced other countries, or how the United States has imported popular culture from other countries. Globalization is the development of an increasingly integrated global economy marked especially by free trade, free flow of capital, and the tapping of cheaper foreign labor markets. The effect globalization has on popular culture by having out of the country Jobs through telemarketing and customer service Jobs. 2. Choose an advertisement. Analyze the ad for its media message. Answer the ollowing questions based on that ad. Who created the media message? Why? Yoplait yogurt is the creator of the media message. The purpose of the commercial is gogurt advertising. Who is the intended audience? What do you know about the intended audience†age, race, ethnicity, gender, socioeconomic background, hobbies, profession? The intended audience is for children and parents on the go there is no specific race, ethnicity or gender seems to be targeted . What type of lifestyle is home mom sending her children to school with lunch, the idea of a say at home mom oing that is realistic because that is what I do which made the commercial relatable to me. What is the text, written or in another form, of the message? What do you see and hear: written or spoken words, photos, drawings, logos, design, music, sounds, and so on? On the way out of the door the Yoplait yogurt logo shows up while the kids are walking out and one of the kids eating the product. What is the hidden text? What is unstated or implied in the message? Although this is commercial for yogurt there was a statement that said natural colors natural flavors giving the impression that he Smokey look for women with makeup is not natural or Just make up itself. What values are expressed? family What groups of people are empowered in this message? What groups are disempowered? How so? This message empowers mothers that have children on the go What part of the story is not being told? How and where could you get more information about the untold stories? The part of the story that is not told is that what does moms make up have to do with yogurt or why is there an apparent gap in relationship with mothers and children. I do not know how to retrieve more nformation on this story. Can these messages affect how you think and feel? Why or why not? Provide examples Yes this message can affect how I think or feel because I am tricked into thinking that Im looking at a makeup commercial but its yogur. Can these messages affect your behavior? Why or why not? Provide examples These messages can affect my behavior only if allow it to Can the messages affect the cultural values in society in general? Why or why not? Provide examples. Yes yogurt is made to look more appealing to children and parents are a big Joke

Environmental effects of oil pollution Essay Example | Topics and Well Written Essays - 2500 words

Environmental effects of oil pollution - Essay Example The coastal vegetations, tidal forest, and marine ecology are worse hit. It is widely known that oil spills are causing wide-ranging destruction to wild animals and marine life. Hence considerable preparation and rigid laws are required to conquer this huge problem. Attempts are being made to predict the oil spills and their devastating effects, which can curb the menace of oil pollution to some extent. Still, the international community is required to remain more alert and agile. Apparently, the best approach to deal with the detrimental impact of oil spills to the environment is to significantly lessen oil spills. To effectively minimize oil spillage demands appropriate training and effectual planning. Environmental Effects of Oil Pollution Introduction Combustion of fossil fuels is a major problem in the context of today’s environment. This major threat to the environmental sustainability is indeed an indirect result of oil pollution. Oil pollution has direct effects too. T here are numerous sources of oil pollution. Oil pollution can pollute the oceans, seas, soil, and underground water streams. Moreover, combustion of petroleum, gasoline, and diesel causes large scale air pollution. The pollutants in the air again settle into the water bodies and soil with the lapse of time by means of convection, condensation, and rain. Oil pollution due to the oil spills caused by the accidents of oil tankers and rigs is another major threat to the environment. Since the conveyance of crude oil and petroleum is mainly conducted through the waterways, accidents of oil tankers cause huge amounts of oil to get mixed in the waters of the seas and oceans (Fleming 2010). This is the main feature of oil pollution – even through pollution in the soil; the petroleum agents ultimately reach the underground water streams. In the case of the oil spills, varieties of the sea birds and animals are immensely affected. Oil pollution adversely affects the marine ecology, cau sing death to thousands of organisms (Baker 1978). It damages the natural treasures like coral reef and harms the aquatic animals like fishes, plankton, reptiles, etc. Humans can be seriously affected by taking polluted sea food. Moreover, pollution caused by the combustion of petroleum is also highly injurious to human health. In this relation, it can be further mentioned that the economic dimensions of losses due to major oil spills are considerably high (Pezeshki et al. 2000). The economic losses hamper both the industries and the financial expenditure in the various environmental reconstruction processes. Sometimes, the estimation of these losses is rather difficult. In a nutshell, effects of oil pollution are multifaceted and need to be discussed in detail. Literature Review Large scale of oil pollution particularly due to the oil spills and tanker accidents damages the oceans and seas considerably. Not only that, the petroleum agents would reach the shores and harm the coastal ecology as well. Hundreds and thousands of aquatic animals, sea birds, and plants are adversely affected. This effect of oil pollution is discernable in the US Gulf coast (Pezeshki et al. 2000). Oil spills have taken place in this region, so the effects of oil spills and clean up have manifested as environmental hazard in this part of the world. Hence, plant response to

Inclusion of Children in South Korea Essay Example | Topics and Well Written Essays - 4000 words

Inclusion of Children in South Korea - Essay Example Special education is focused on providing education to children or individuals with special needs. In the past, Koreans used to have a negative opinion towards people with disabilities. (Americans with Disabilities Act, Ohio State University) They used to think that having a family member who has disabilities is something to be ashamed of. (Kim and Kang) For them, disability was a problem that was for the individual to overcome for himself, all by himself. Over the years, with a number of developments in Korea's legislation that have provisions for the rights of the disabled, this negative concept has made a 180-degree turn. With this very positive development, and their keen interest in how to improve their education system, Koreans are very much intent to leave no stones unturned. For children who have minor disabilities, the Korean education system has embraced inclusive education. Inclusive education is defined as system of education or a school system wherein all children, regardless of their abilities or disabilities are all considered active components of the school community. Inclusive education aims to provide an academic environment where all students are given equal opportunities and therefore leaves little or no room for discrimination. (Kim) Students who have minor disabilities are recommended to attend regular schools. ... (Kim) B. Vulnerable Children defined A vulnerable child, in general, is defined as a child 18 years old and below who lost their parents or guardians. This could be a permanent situation, as there are those who lost both parents through death, and some were temporarily displaced because of certain unfortunate events and are in need of care. (Smart, 2003) In general, this includes orphans, street children, children who have certain medical conditions, children with certain disabilities and others. (Unicef, n.d.) C. Bronfenbrenner's Ecological Model Urie Bronfenbrenner is considered as one of the world's leaders in the study of developmental psychology (Wikipedia, 2006). One of his most significant contributions is the development of the Ecological Systems Theory. Urie Bronfenbrenner's ecological theory discusses the major factors that affect a child's development. According to his concept, relationships and environment play a major role in a child's development. As child matures, the more knowledge, culture and values he acquires from his education, cultural heritage, parents and peers. His interactions in his affinities and his environment form in him a set of what he considers "norms'. A child's needs vary as he goes through the cycle of life. These transitions that he will encounter will slowly reveal how his influences affect the development of his personality as he deals with them head on. Bronfenbrenner has identified four levels of systems that make up the Ecological Systems. These are the microsystem, mesosystem, exosystem, macrosystem and chronosystem. These so-called systems are actually environments and situations that have a great influence in a person's development. (The Ontario Institute for Studies in Education of

ORGANIZATIONAL BEHAVIOR & LEADERSHIP Essay Example | Topics and Well Written Essays - 750 words

ORGANIZATIONAL BEHAVIOR & LEADERSHIP - Essay Example Thus, for this reason Employee 1 used to work even in the weekends for receiving the bonus (Podsakoff & Schriesheim, 1985). Coercive power refers to such situation when an employee is forced by managers to abide by the order as a means of punishment. It may lead to employees’ dissatisfaction in the job. The marketing manager of Corporation A wanted that entire marketing employees should comply with his orders and work for more hours in a week (Podsakoff & Schriesheim, 1985). Legitimate power means that it is the perception of employees that managers have the capacity to give orders depending on the position. In the marketing department of Corporation A, employees considered that managers had the right to order and encourage them due to his position (Podsakoff & Schriesheim, 1985). Referent power relates to the respect of employees towards managers. In this context, managers direct by citing examples and it exists basically upon trust. In the given scenario of Corporation A, Employee 3 who works in sales department had only 1 year experience in this organization. His personality was liked by each individual for his positive attitude and charismatic nature. In one of the meetings, he had suggested a project for sales growth and was appreciated by everyone. Though he had not led team before, the corporation gave him the responsibility to manage the team over the project after receiving admiration from colleagues (Podsakoff & Schriesheim, 1985). Expert power indicates that a particular employee has high skill level or specialized knowledge over others. Employee 2 is a Certified Public Accountant (CPA) of the corporation. He had only the specialized skill for the formation of financial statements of the corporation. For this reason, he negotiated with the accountant manager to work only four days in a week and manager allowed as there was no other

Psychometrics in the Construction Industry

Psychometrics in the Construction Industry Abstract This dissertation is about evaluating the use of psychometrics in the construction industry. The document will also present the main aims and objectives of the study. A comprehensive literature study has also been carried out with the objective of gaining an in-depth understanding of the topic of psychometrics. The literature review chapter will identify a selection of the testing methods that are available on the market, test design, usage within industry and the associated costs with such tests. A methodology and potential constraints have also been identified, and finally a timetable has been proposed. The survey indicated that companies are beginning to realise the benefits of psychometric testing, 1.1 Introduction This dissertation proposal has been compiled as part of the BSc (Honours) in construction management. It is necessary for the individual to produce a research project on the subject of his/her own choice that is construction related. The topic chosen for the purposes this dissertation is that of psychometric science. 1.2 Nature of the Problem Few people in the construction industry would disagree that effective team building is essential to success; however bringing together a bunch of individuals does not automatically produce a team (Franks 2002). Teams have to be assembled by taking into account many factors, including individual skill and particularly the personal characteristics of the individual member, psychometric testing is one way of ensuring the correct team members are recruited, thus maximizing the capabilities of the team. Psychometrics covers a range of testing methods from IQ and aptitude tests to personality questionnaires and numbercy indicators. Many organisations now use this form of testing routinely in their recruitment processes especially at senior level, according to Corcoran (2005) it forces an examination and sound understanding of the competencies inherent in the role in question and links the candidate’s competencies with those to the role. Hampton (2002) suggests that these tests are not just limited to recruitment; they can also be used in career development to raise awareness of the individual’s own strengths and weaknesses. The need for this research stems from the fact that compared to other industries where the use of psychometrics is widespread; construction firms seem to be blind to its benefits. As an industry that relies heavily on good teamwork, construction could gain from a wider implementation of psychometrics in both recruitment and team development. Also if survey statistics are to be believed, up to 56% of candidates exaggerate their skills/experience on their CV. Making a recruitment decision purely on the content of a CV and interview alone, could prove to be unreliable. Whilst a CV certainly provides an overview of a candidate’s ability, it doesn’t necessarily illustrate their suitability for the role. Likewise, an applicant may handle an interview extremely well but not have the capability to deliver the role itself. Psychometric testing therefore attempts to add a third dimension to the team building/recruitment process. The need for this research is therefore obvious and will be designed to test the following hypothesis: â€Å"Psychometric testing is critical to successful team building in the Irish construction industry.† 1.3 Rationale As an industry that relies heavily on good teamwork, it is essential that that the right people are selected for the right jobs. This rationale for this dissertation is to establish whether or not construction could benefit from the wider implementation of psychometric testing, and also to evaluate the current usage of psychometric testing in the industry. Establishing the usage of psychometric testing is a critical part of this research, it establishes the current trends in the construction industry towards recruitment and team development and once this is established it may help organisations see the way forward. To achieve this, a literature review, a pilot study and postal questionnaires shall be conducted. Initial research has indicated that the construction industry is slow to realise the benefits of testing in both recruitment and team development. Employers need to be made aware of both the advantages and disadvantages of psychometrics which enable them to make an informed decision as to whether or not psychometrics is appropriate to their organisation. 1.4 Aims The general aim of this research is to investigate if psychometric testing is either a beneficial or a counterproductive exercise to a construction organisation in the selection of team members. To establish the extent of use of psychometrics within the Irish Construction Industry. To gain a comprehensive understanding of the topic of psychometrics. 1.5 Objectives of the Research To provide a general overview of the topic of psychometric science. To review the range of testing methods available. To establish the apparent advantages and disadvantages to a construction organisation in adopting psychometric testing. To assess the current usage of psychometrics within the Irish construction industry. 1.6 Hypothesis â€Å"The benefits of Psychometric Testing are not fully appreciated in the Irish Construction Industry† 1.7 Outline Methodology The methodology section for this dissertation will provide a rationale for the choice and use of particular strategies and tools for gathering and analyzing the data. A quantitative research strategy was used as part of the methodology, which helped in the execution of both the literature review and the questionnaire. The literature review was one the first stages of the methodology; this was used to highlight the importance of using psychometric testing in both recruitment and team building. The methodology also involved the production of structured questionnaire; these were compiled to assess the current usage of psychometric testing among organisations within the Irish Construction Industry. A pilot study of the questionnaire was first conducted to provide a trial run for the questionnaire, which involves testing the wording of the questions and identifying any ambiguous questions. A detailed analysis of the results was then produced; it will consist of questions, answers, tables, figures and charts to represent the data. Finally an interview was conducted with a member of an organisation utilising psychometrics as part of their recruitment process. Methodology 2.1 Introduction This chapter will set out to outline the methods of data collection that were adopted for the purposes of the dissertation. The methodology chapter for this dissertation of 4 main parts: A general definition and review of the approach to the research. A justification for the selection of the hypothesis, aims and objectives. A description of the data collection and analytical procedures. A review of the methodological complexities that were encountered, including the limitations and constraints on the research. 2.2 Research Strategy A primarily quantitative research strategy was adopted for the purposes of this dissertation. The rationale for the selection of this method is that quantitative research is used when the individual needs to identify facts about a concept, question or an attribute. This ties in closely with the objectives and aims of the report. Naoum (1998) describes quantitative research as â€Å"an inquiry into a social or human problem, this closely relates to the initial aims objectives of the research† 2.3 Theoretical Framework This dissertation will be approached using a both sociological and psychological framework. The former of which is concerned with cultural roles, norms and values and the structuring and functioning of society. Also explored will be the psychological aspects such as personality traits and relationships between individual team members. 2.4 Historical Framework One of the first attempts to scientifically measure the differences between individuals was made by Sir Francis Galton in the 19th Century when he tried to show how the human mind could be systematically mapped into different dimensions, identifying how individuals differed in terms of their ability. The psychological approach and the first published test can be credited to Sir Alfred Binet. 2.5 Psychological Framework Psychometric testing is fundamentally a form of psychological assessment, Postal Questionnaires Postal questionnaires along with a cover letter will be distributed to a number of Irish construction firms to gather information on the current usage and the popularity of psychometrics within the Irish construction industry. Before these questionnaires are distributed, it will be necessary to complete a pilot study before the final data is collected. The pilot study will provide a trial run for the questionnaire, and its main aim is to test the wording of the questions, identify any ambiguous questions and test the techniques being used Once the pilot study is complete, the main questionnaire will be distributed. To establish an accurate sample of the industry, it will be necessary to get a minimum number of responses to the main questionnaire. This number will be determined by the constraints of time imposed on the research, however it is expected that this will be in the region of 10-15 responses. This study will be primarily aimed at the larger construction firms in the industry. A random selection procedure will be adopted, to ensure that a representative sample of the firms is taken. Where possible, questionnaires will be delivered and collected to ensure a high response rate. Otherwise when replies are not received, the enquiries will be followed up by subsequent emails and phone calls.Tables, graphs, bar charts and histograms have been identified as a means of presenting the data from the questionnaires. The Research Sample Due to the relatively high costs involved in the implementation of psychometric instruments, the smaller organisations in the industry tend to avoid using this method of recruitment and team development. To establish an accurate representation of the industry, the research sample was confined to those in the Top 100 Irish construction companies (The Times, 2007). This sample was further refined down 35 using a random selection procedure. The types of organisation were sampled from a number of different disciplines within the construction industry, including: 1. Civil Engineering Contractor’s 2. Building Contractor’s 3. Building Services Contractor’s 4.Project Management organisations 5. Engineering Consultants 6. Multi-disciplinary organisations Literature Review This paper reviews the literature on psychometric testing by employers, and considers whether or not psychometric testing is a critical element of the recruitment process. It will seek to outline the fundamental benefits associated with the concept of psychometric testing and determine current trends regarding the usage of these tests in the Irish Construction Industry. According to Reber (1995) psychometric testing has been defined as â€Å"Pertaining to mental testing in any of its facets, including assessment of personality, evaluation of intelligence, determining aptitudes.† Rust (2004) classifies these tests into two broad categories: those that assess ability and those that assess personality. The way that organizations operate has changed dramatically in the last 30 years, there are now fewer levels of management than there were, and management styles tend to be less autocratic. In addition, there appears to be a move towards more knowledge based and customer focused jobs, which means that individuals have more autonomy even in the lower levels within organizations (Edenborough 2004). The effects of these changes mean that a person’s personality is seen as more important now than it was in the past. The structure of the modern workforce within the Irish Construction Industry is also rapidly changing and teamwork is becoming increasingly important, here a psychometric test can prove an invaluable tool, not only does it make sure that each team has the required skills but it also ensures that the people who make up team can work well together or that they can â€Å"gel effectively†. An article in China Staff magazine (2003) points out that this doesn’t mean that everybody in the team should be the same, rather than that you end up with a combination of personalities who can work well together. Each type of test may not suit every organisation, the design of a testing procedure must be based on what the user is wishing to achieve from the results. Burke (1995) suggests that the various types of â€Å"tests are designed for a purpose and the use of a particular test will vary according to the objectives of the assessment. In order to ascertain which tests you should use, it is necessary to gain an in-depth understanding of the characteristics necessary to perform well at the job. Recruitment and Selection Many organisations now use psychometric testing routinely in their recruitment process especially at a senior level. It forces an examination and sound understanding of the competencies inherent in the role in question and links the candidate’s competencies with those of the role. It makes for sound selection decisions and identifies development areas for the successful candidate (Corcoran 2005). Ideally, if psychometrics is used at the initial selection stage, employers are immediately aware of any areas ability or personality where an employee might not be an exact match for the job, and can make informed decisions as to whether the employee should be selected and trained, or rejected. Type of Testing Available Personality Measurement Tests These tests are used to assess how a person is likely to react to situations with people, the types of relationship they prefer to establish with others, and the motivational factors that influence a person’s actions. These are often known as tests of disposition. These tests do not generally contain questions to which there is only one correct answer. The answers given to these questions tend to reflect a tendency to interpret situations or respond to other people in particular ways. Burke (1995) outlines the typical qualities assessed by disposition tests; these include anxiety, sociability, perseverance, dominance, fear of failure and resistance to stress. A common approach to in psychometrics is to see personality as a combination of traits. A trait can be any characteristic way of behaving, thinking, feeling or operating. The measure of these ‘traits’ has always been a matter of interest for many years, it has been recognized that personality is of great impo rtance in peoples success at work, no less than the approach they take in other aspects of their life (Edenbourgh 2005). Psychologists often refer to these as the ‘big five’ personality traits. Openness appreciation for art, emotion, adventure, unusual ideas, imagination, curiosity, and variety of experience. Conscientiousness a tendency to show self-discipline, act dutifully, and aim for achievement; planned rather than spontaneous behavior. Extraversion energy, positive emotions, urgency, and the tendency to seek stimulation and the company of others. Agreeableness a tendency to be compassionate and cooperative rather than suspicious and antagonistic towards others. Neuroticism a tendency to experience unpleasant emotions easily, such as anger, anxiety, depression, or vulnerability; sometimes called emotional instability. The argument runs that personality questionnaires do not test behavior directly but rather how the respondent chooses to describe his or her own behavior. It also argued by Cronbach (1966) that such questionnaires or self-report inventories, as they are sometimes known, indicate typical behavior. One corollary to this view by Reber(1995) is that such behavior is not very amenable to change, these type of tests have no right or wrong answers as such, however there is certainly the right and wrong personality mixes for certain jobs. Ability and Aptitude Tests ‘Aptitude’ and ‘Ability’ tests are not always precisely separated; many of the tests in these categories are used to look at behavior, often of an intellectual or cognitive nature. These are usually tests of general intelligence, which can be regarded as mental horsepower or as measure of a person’s ability to process information. Tests of ability generally assess the broader areas of what a person can do. While scores on such tests are influenced by education and training, they are not designed to assess specific areas of knowledge or skill. Examples of ability tests are: measures of verbal reasoning, numerical reasoning and mechanical reasoning. China Staff magazine (2003) defines ability testing â€Å"as a measure of a persons potential to learn the new skills needed for a new job or to cope with the demands of a training course.† Tests of aptitude on the other hand are often used to assess how well an individual is likely to perform in a training programme or in a job Edenbourgh (2005) attempts to distinguish between the two: The term ‘aptitude’ is usually reserved for those tests directed at predicting whether skill in a particular area can be acquired. ‘Ability tests’ on the other hand tend to be reserved for measures of less job-specific though often still job-related intellectual tests. Attainment Tests These are often referred to as achievement tests; these are more commonly used in relation to educational assessment rather than in occupational settings. They represent standard ways of assessing the amount of skill currently reached or attained by an individual in a particular area. Tests of attainment are often linked with ability and can be quite similar; the difference is that they test specifically what people have learnt e.g. mathematical ability or typing skills. Of course what people have learned does depend on their ability in that domain in the first place, so the scores of the two types of test are linked. Another differentiation between the two is that ability tests are retrospective in nature; they focus on what has been learnt and on what a person knows and can do now. Ability tests on the other hand are prospective: they focus on what candidates are capable of learning and achieving in the future or on their potential to learn. (China Staff Magazine 2003) Assessment Centres Psychometric testing often takes place within the context of an assessment centre. Edenbourgh (2004) points outs that organisations use a range of selection methods, including interviews, group exercises, role-playing, in-basket exercises as well as psychometric testing in order to select from a group of job applicants. Candidates are likely to encounter tests that will simulate situations that are likely to be encountered in a particular role. Assessment centre selection methods can take one or two days to complete, and because of the cost and time taken these are generally only associated with larger organisations. Assessment centers are usually used after the initial stages of the selection process and usually follow the initial job interview. They are commonly held either on employers’ premises or in a hotel and are considered by many organizations to be the fairest and most accurate method of selecting staff. This according to Psychometric Success is because â€Å"a number of different selectors will get to see the individual over a longer period of time and have the chance to see what he/she do, rather than what the individual says they can do.† Tests that are carried out within these assessment centres are often conducted by HR personnel however it is often the case that external consultants will be brought in to administer the tests. Ability to distinguish between candidates Any selection tool should be able to distinguish between candidates in two ways: 1) The tool should be accurate and precise. Any differences in results between candidates should be real and not simply random or due to errors or inaccuracies. This is known as reliability, and psychometric tools have consistently been shown to be more reliable than other common selection methods. 2) The differences in results between candidates should reflect differences in their ability to perform in the job. This is known as criterion-related validity. As shown in Diagram 3, psychometric tools do predict job performance well, provided that the right tool has been chosen, for example, via a careful analysis of the attributes required for the job. Differences in results do therefore relate to differences in ability to perform well in the job. The importance of getting this right is one reason why most instruments are only sold to those who have been trained in their use. Reliability One of the main problems associated with psychometric testing is the issue of test reliability. For instance, if there is high competition for a job  then there is strong incentive for candidates to present themselves favorably.   Similarly candidates can be tempted to respond to personality questionnaires in a way they assume the employer wants.   If we consider a construction related job, how many candidates will disagree with the statement I enjoy working in team environment? Edenbourgh (2005) identifies one way of increasing the reliability in personality questionnaires, this is to use forced-choice formats whereby candidates are presented with a combination of statements and must indicate a preference between them, this method of combining items is known as ‘ipsative’ scaling. This can be contrasted with the ‘normative scaling’, in which the candidate is instructed to choose one statement from a selection of 2 or more. For example in an ipsative test, a question might ask a candidate to choose whether they are more hard working or creative.   In this case the candidate cannot make themselves look good on both of the statements, it therefore can be said that this method can increase the reliability of certain tests and give the assessor a greater profile of the candidate’s personality. Disadvantages to Psychometric Testing In many cases, psychometric tests and questionnaires have been put together by people with little background in psychometrics and they may have very little actual utility and value for the purposes for which they are marketed. Although British Psychological Society (BPS) has a standard qualification system, it is not unusual for tests to be used by people who are not adequately trained to score them. Also just because a person attends a recognized training course it cannot be guaranteed that they will use tests and questionnaires correctly since some instruments, particularly personality questionnaires, require considerable experience and the possibility of poor interpretation of results is ever-present. Another disadvantage of psychometric testing is the use of personality questionnaires to assess an individual’s ability or skill in a particular area. For example, if a person scores highly on a test called Leadership, this does not mean that he or she will actually possess a high level of leadership skill, instead it means that the individual has the basic personality characteristics that are commonly found amongst effective leaders and, with sufficient experience and given the development of certain necessary skills, has the potential to become an effective leader. (Team Focus 2004) Cost The costs associated with these tests are often substantial. This implies that employers are unlikely to be using them merely in order to follow a management trend, but because they firmly believe that the tests are useful in recruiting job applicants with the right skills and attributes. According to a recent survey by Incomes Data Services (IDS 2000), the sums involved in testing can be quite substantial. Assuming that employers prefer to administer and interpret the tests themselves, rather than employing external consultants, then the costs will include initial training in test use, since it is necessary to be qualified in order to use tests. Further costs will include start-up kits such as manuals or computer software, and consumables such as question-and-answer booklets for test candidates. (Jenkins 2001) In order to become a trained assessor, a person needs to obtain certification from the British Psychological society (BPA), and requires the completion of two courses, Level A and Level B. The BPS Level A covers the use and interpretation of ability tests. The BPS Level B covers the use and interpretation of personality tests. In general the test companies will often provide courses leading to these qualifications. These courses usually take about five days for each of Level A and Level B. The average cost per trainee is about â‚ ¬1,900 for Level A and about â‚ ¬2,200 for Level B. It is possible to train some employees to be test administrators, rather than test users, although at least one person in the organisation must be a qualified test user if the company is to be permitted to buy tests. Test administrators can brief candidates prior to testing, and hand out and collect test papers, but cannot score tests, except under supervision, nor interpret the results. Source: IDS survey of British companies Training to become a test administrator is often cheaper than becoming a test user and a fee of perhaps â‚ ¬1000 would be charged for a test administrator course. However, it is likely that larger companies would want to have several people qualified to test user standard, as well as more employees qualified to administer the tests. According to Edenborough (2004) the major component of cost is the expense of training company staff to be able to obtain and utilize the tests properly, precise costs of psychometric tests will vary but say; in a recruitment context it is unlikely that the expenses are to be more than a couple of percent of a salary. The benefits concerned are also likely to dwarf such figure. Estimating the cost-benefit of psychometric instruments Companies can examine the effect of a recruitment process on a company’s performance by analyzing how well a candidate performs in the role and therefore how much they add to productivity, and balancing this against the investment in their recruitment. Research across a range of organisations suggests that the amount an employer can save, per employee recruited, per year, is: (Validity of the test) multiplied by (Caliber of those selected) multiplied by (Standard deviation of job performance) Minus (Cost of the selection) divided by (Proportion of applicants selected) This formula, known as the utility equation, may look complex, but it has successfully been used by HR professionals in order to justify the use of psychometric instruments and other objective assessment methods. (McHenry 1990) Calculating the cost benefits of psychometric instruments The utility equation can be used to calculate the financial benefit of using psychometric testing as part of an organisations selection process. An example of this would be a company recruiting a person for a position with a â‚ ¬60,000 salary, is possible to compare the financial benefit achieved by using a recruitment process of unstructured interviews that have a validity of 0.18, compared to using personality questionnaires and ability tests that have a combined validity of 0.60. (See table in Appendix 1) Using the utility equation and a conservative estimate of the extent to which this position will impact on company productivity, it can be predicted that using psychometric tools would increase the organization’s productivity by â‚ ¬8,520 compared to using unstructured interviews. This calculation assumes that the candidate remains in the job for one year; if they remain for three years the productivity increase can be as much as â‚ ¬25,160. Source: McHenry (1990) Current Usage within Industries According to Psychometric Success testing is now used by over 80% of the Fortune 500 companies in the USA and by over 75% of the Times Top 100 companies in the UK. Information technology companies, financial institutions, management consultancies, local authorities, the civil service, police forces, fire services and the armed forces all make extensive use of use psychometric testing.   In 2006 a survey identified that well over 2,500 personality questionnaires are available on the market, this number is increasing each year as dozens of new companies appear with their own ‘new’ products. The reasons for test use suggest that the perceived objectivity of tests, their predictive abilities, as well as their ability to filter out unsuitable candidates were important reasons for test use in both the public and private sectors, however according Jenkins (2001) equal opportunities legislation may have also encouraged employers to use tests as part of a drive to fairer selection. There are also a number of studies linking increases in test use to the spread of greater professionalism in the human resource management function, and to multi-national companies imposing standard selection procedures throughout their businesses. It has been estimated that it can cost organisations the equivalent of the whole of the first years costs (salary and any other benefits) to put right a wrong recruitment decision. Research reported in a number of test manuals shows that using good assessments professionally as part of the recruitment process dramatically increases the number of right dec isions you make. In order to establish reasons for organisations use of psychometric testing, it was necessary to look at statistics carried on British organisations, due to the limited availability of published research in Ireland. Surveys carried out by Bevan and Fryatt (1988) and by Psychometrics in the Construction Industry Psychometrics in the Construction Industry Abstract This dissertation is about evaluating the use of psychometrics in the construction industry. The document will also present the main aims and objectives of the study. A comprehensive literature study has also been carried out with the objective of gaining an in-depth understanding of the topic of psychometrics. The literature review chapter will identify a selection of the testing methods that are available on the market, test design, usage within industry and the associated costs with such tests. A methodology and potential constraints have also been identified, and finally a timetable has been proposed. The survey indicated that companies are beginning to realise the benefits of psychometric testing, 1.1 Introduction This dissertation proposal has been compiled as part of the BSc (Honours) in construction management. It is necessary for the individual to produce a research project on the subject of his/her own choice that is construction related. The topic chosen for the purposes this dissertation is that of psychometric science. 1.2 Nature of the Problem Few people in the construction industry would disagree that effective team building is essential to success; however bringing together a bunch of individuals does not automatically produce a team (Franks 2002). Teams have to be assembled by taking into account many factors, including individual skill and particularly the personal characteristics of the individual member, psychometric testing is one way of ensuring the correct team members are recruited, thus maximizing the capabilities of the team. Psychometrics covers a range of testing methods from IQ and aptitude tests to personality questionnaires and numbercy indicators. Many organisations now use this form of testing routinely in their recruitment processes especially at senior level, according to Corcoran (2005) it forces an examination and sound understanding of the competencies inherent in the role in question and links the candidate’s competencies with those to the role. Hampton (2002) suggests that these tests are not just limited to recruitment; they can also be used in career development to raise awareness of the individual’s own strengths and weaknesses. The need for this research stems from the fact that compared to other industries where the use of psychometrics is widespread; construction firms seem to be blind to its benefits. As an industry that relies heavily on good teamwork, construction could gain from a wider implementation of psychometrics in both recruitment and team development. Also if survey statistics are to be believed, up to 56% of candidates exaggerate their skills/experience on their CV. Making a recruitment decision purely on the content of a CV and interview alone, could prove to be unreliable. Whilst a CV certainly provides an overview of a candidate’s ability, it doesn’t necessarily illustrate their suitability for the role. Likewise, an applicant may handle an interview extremely well but not have the capability to deliver the role itself. Psychometric testing therefore attempts to add a third dimension to the team building/recruitment process. The need for this research is therefore obvious and will be designed to test the following hypothesis: â€Å"Psychometric testing is critical to successful team building in the Irish construction industry.† 1.3 Rationale As an industry that relies heavily on good teamwork, it is essential that that the right people are selected for the right jobs. This rationale for this dissertation is to establish whether or not construction could benefit from the wider implementation of psychometric testing, and also to evaluate the current usage of psychometric testing in the industry. Establishing the usage of psychometric testing is a critical part of this research, it establishes the current trends in the construction industry towards recruitment and team development and once this is established it may help organisations see the way forward. To achieve this, a literature review, a pilot study and postal questionnaires shall be conducted. Initial research has indicated that the construction industry is slow to realise the benefits of testing in both recruitment and team development. Employers need to be made aware of both the advantages and disadvantages of psychometrics which enable them to make an informed decision as to whether or not psychometrics is appropriate to their organisation. 1.4 Aims The general aim of this research is to investigate if psychometric testing is either a beneficial or a counterproductive exercise to a construction organisation in the selection of team members. To establish the extent of use of psychometrics within the Irish Construction Industry. To gain a comprehensive understanding of the topic of psychometrics. 1.5 Objectives of the Research To provide a general overview of the topic of psychometric science. To review the range of testing methods available. To establish the apparent advantages and disadvantages to a construction organisation in adopting psychometric testing. To assess the current usage of psychometrics within the Irish construction industry. 1.6 Hypothesis â€Å"The benefits of Psychometric Testing are not fully appreciated in the Irish Construction Industry† 1.7 Outline Methodology The methodology section for this dissertation will provide a rationale for the choice and use of particular strategies and tools for gathering and analyzing the data. A quantitative research strategy was used as part of the methodology, which helped in the execution of both the literature review and the questionnaire. The literature review was one the first stages of the methodology; this was used to highlight the importance of using psychometric testing in both recruitment and team building. The methodology also involved the production of structured questionnaire; these were compiled to assess the current usage of psychometric testing among organisations within the Irish Construction Industry. A pilot study of the questionnaire was first conducted to provide a trial run for the questionnaire, which involves testing the wording of the questions and identifying any ambiguous questions. A detailed analysis of the results was then produced; it will consist of questions, answers, tables, figures and charts to represent the data. Finally an interview was conducted with a member of an organisation utilising psychometrics as part of their recruitment process. Methodology 2.1 Introduction This chapter will set out to outline the methods of data collection that were adopted for the purposes of the dissertation. The methodology chapter for this dissertation of 4 main parts: A general definition and review of the approach to the research. A justification for the selection of the hypothesis, aims and objectives. A description of the data collection and analytical procedures. A review of the methodological complexities that were encountered, including the limitations and constraints on the research. 2.2 Research Strategy A primarily quantitative research strategy was adopted for the purposes of this dissertation. The rationale for the selection of this method is that quantitative research is used when the individual needs to identify facts about a concept, question or an attribute. This ties in closely with the objectives and aims of the report. Naoum (1998) describes quantitative research as â€Å"an inquiry into a social or human problem, this closely relates to the initial aims objectives of the research† 2.3 Theoretical Framework This dissertation will be approached using a both sociological and psychological framework. The former of which is concerned with cultural roles, norms and values and the structuring and functioning of society. Also explored will be the psychological aspects such as personality traits and relationships between individual team members. 2.4 Historical Framework One of the first attempts to scientifically measure the differences between individuals was made by Sir Francis Galton in the 19th Century when he tried to show how the human mind could be systematically mapped into different dimensions, identifying how individuals differed in terms of their ability. The psychological approach and the first published test can be credited to Sir Alfred Binet. 2.5 Psychological Framework Psychometric testing is fundamentally a form of psychological assessment, Postal Questionnaires Postal questionnaires along with a cover letter will be distributed to a number of Irish construction firms to gather information on the current usage and the popularity of psychometrics within the Irish construction industry. Before these questionnaires are distributed, it will be necessary to complete a pilot study before the final data is collected. The pilot study will provide a trial run for the questionnaire, and its main aim is to test the wording of the questions, identify any ambiguous questions and test the techniques being used Once the pilot study is complete, the main questionnaire will be distributed. To establish an accurate sample of the industry, it will be necessary to get a minimum number of responses to the main questionnaire. This number will be determined by the constraints of time imposed on the research, however it is expected that this will be in the region of 10-15 responses. This study will be primarily aimed at the larger construction firms in the industry. A random selection procedure will be adopted, to ensure that a representative sample of the firms is taken. Where possible, questionnaires will be delivered and collected to ensure a high response rate. Otherwise when replies are not received, the enquiries will be followed up by subsequent emails and phone calls.Tables, graphs, bar charts and histograms have been identified as a means of presenting the data from the questionnaires. The Research Sample Due to the relatively high costs involved in the implementation of psychometric instruments, the smaller organisations in the industry tend to avoid using this method of recruitment and team development. To establish an accurate representation of the industry, the research sample was confined to those in the Top 100 Irish construction companies (The Times, 2007). This sample was further refined down 35 using a random selection procedure. The types of organisation were sampled from a number of different disciplines within the construction industry, including: 1. Civil Engineering Contractor’s 2. Building Contractor’s 3. Building Services Contractor’s 4.Project Management organisations 5. Engineering Consultants 6. Multi-disciplinary organisations Literature Review This paper reviews the literature on psychometric testing by employers, and considers whether or not psychometric testing is a critical element of the recruitment process. It will seek to outline the fundamental benefits associated with the concept of psychometric testing and determine current trends regarding the usage of these tests in the Irish Construction Industry. According to Reber (1995) psychometric testing has been defined as â€Å"Pertaining to mental testing in any of its facets, including assessment of personality, evaluation of intelligence, determining aptitudes.† Rust (2004) classifies these tests into two broad categories: those that assess ability and those that assess personality. The way that organizations operate has changed dramatically in the last 30 years, there are now fewer levels of management than there were, and management styles tend to be less autocratic. In addition, there appears to be a move towards more knowledge based and customer focused jobs, which means that individuals have more autonomy even in the lower levels within organizations (Edenborough 2004). The effects of these changes mean that a person’s personality is seen as more important now than it was in the past. The structure of the modern workforce within the Irish Construction Industry is also rapidly changing and teamwork is becoming increasingly important, here a psychometric test can prove an invaluable tool, not only does it make sure that each team has the required skills but it also ensures that the people who make up team can work well together or that they can â€Å"gel effectively†. An article in China Staff magazine (2003) points out that this doesn’t mean that everybody in the team should be the same, rather than that you end up with a combination of personalities who can work well together. Each type of test may not suit every organisation, the design of a testing procedure must be based on what the user is wishing to achieve from the results. Burke (1995) suggests that the various types of â€Å"tests are designed for a purpose and the use of a particular test will vary according to the objectives of the assessment. In order to ascertain which tests you should use, it is necessary to gain an in-depth understanding of the characteristics necessary to perform well at the job. Recruitment and Selection Many organisations now use psychometric testing routinely in their recruitment process especially at a senior level. It forces an examination and sound understanding of the competencies inherent in the role in question and links the candidate’s competencies with those of the role. It makes for sound selection decisions and identifies development areas for the successful candidate (Corcoran 2005). Ideally, if psychometrics is used at the initial selection stage, employers are immediately aware of any areas ability or personality where an employee might not be an exact match for the job, and can make informed decisions as to whether the employee should be selected and trained, or rejected. Type of Testing Available Personality Measurement Tests These tests are used to assess how a person is likely to react to situations with people, the types of relationship they prefer to establish with others, and the motivational factors that influence a person’s actions. These are often known as tests of disposition. These tests do not generally contain questions to which there is only one correct answer. The answers given to these questions tend to reflect a tendency to interpret situations or respond to other people in particular ways. Burke (1995) outlines the typical qualities assessed by disposition tests; these include anxiety, sociability, perseverance, dominance, fear of failure and resistance to stress. A common approach to in psychometrics is to see personality as a combination of traits. A trait can be any characteristic way of behaving, thinking, feeling or operating. The measure of these ‘traits’ has always been a matter of interest for many years, it has been recognized that personality is of great impo rtance in peoples success at work, no less than the approach they take in other aspects of their life (Edenbourgh 2005). Psychologists often refer to these as the ‘big five’ personality traits. Openness appreciation for art, emotion, adventure, unusual ideas, imagination, curiosity, and variety of experience. Conscientiousness a tendency to show self-discipline, act dutifully, and aim for achievement; planned rather than spontaneous behavior. Extraversion energy, positive emotions, urgency, and the tendency to seek stimulation and the company of others. Agreeableness a tendency to be compassionate and cooperative rather than suspicious and antagonistic towards others. Neuroticism a tendency to experience unpleasant emotions easily, such as anger, anxiety, depression, or vulnerability; sometimes called emotional instability. The argument runs that personality questionnaires do not test behavior directly but rather how the respondent chooses to describe his or her own behavior. It also argued by Cronbach (1966) that such questionnaires or self-report inventories, as they are sometimes known, indicate typical behavior. One corollary to this view by Reber(1995) is that such behavior is not very amenable to change, these type of tests have no right or wrong answers as such, however there is certainly the right and wrong personality mixes for certain jobs. Ability and Aptitude Tests ‘Aptitude’ and ‘Ability’ tests are not always precisely separated; many of the tests in these categories are used to look at behavior, often of an intellectual or cognitive nature. These are usually tests of general intelligence, which can be regarded as mental horsepower or as measure of a person’s ability to process information. Tests of ability generally assess the broader areas of what a person can do. While scores on such tests are influenced by education and training, they are not designed to assess specific areas of knowledge or skill. Examples of ability tests are: measures of verbal reasoning, numerical reasoning and mechanical reasoning. China Staff magazine (2003) defines ability testing â€Å"as a measure of a persons potential to learn the new skills needed for a new job or to cope with the demands of a training course.† Tests of aptitude on the other hand are often used to assess how well an individual is likely to perform in a training programme or in a job Edenbourgh (2005) attempts to distinguish between the two: The term ‘aptitude’ is usually reserved for those tests directed at predicting whether skill in a particular area can be acquired. ‘Ability tests’ on the other hand tend to be reserved for measures of less job-specific though often still job-related intellectual tests. Attainment Tests These are often referred to as achievement tests; these are more commonly used in relation to educational assessment rather than in occupational settings. They represent standard ways of assessing the amount of skill currently reached or attained by an individual in a particular area. Tests of attainment are often linked with ability and can be quite similar; the difference is that they test specifically what people have learnt e.g. mathematical ability or typing skills. Of course what people have learned does depend on their ability in that domain in the first place, so the scores of the two types of test are linked. Another differentiation between the two is that ability tests are retrospective in nature; they focus on what has been learnt and on what a person knows and can do now. Ability tests on the other hand are prospective: they focus on what candidates are capable of learning and achieving in the future or on their potential to learn. (China Staff Magazine 2003) Assessment Centres Psychometric testing often takes place within the context of an assessment centre. Edenbourgh (2004) points outs that organisations use a range of selection methods, including interviews, group exercises, role-playing, in-basket exercises as well as psychometric testing in order to select from a group of job applicants. Candidates are likely to encounter tests that will simulate situations that are likely to be encountered in a particular role. Assessment centre selection methods can take one or two days to complete, and because of the cost and time taken these are generally only associated with larger organisations. Assessment centers are usually used after the initial stages of the selection process and usually follow the initial job interview. They are commonly held either on employers’ premises or in a hotel and are considered by many organizations to be the fairest and most accurate method of selecting staff. This according to Psychometric Success is because â€Å"a number of different selectors will get to see the individual over a longer period of time and have the chance to see what he/she do, rather than what the individual says they can do.† Tests that are carried out within these assessment centres are often conducted by HR personnel however it is often the case that external consultants will be brought in to administer the tests. Ability to distinguish between candidates Any selection tool should be able to distinguish between candidates in two ways: 1) The tool should be accurate and precise. Any differences in results between candidates should be real and not simply random or due to errors or inaccuracies. This is known as reliability, and psychometric tools have consistently been shown to be more reliable than other common selection methods. 2) The differences in results between candidates should reflect differences in their ability to perform in the job. This is known as criterion-related validity. As shown in Diagram 3, psychometric tools do predict job performance well, provided that the right tool has been chosen, for example, via a careful analysis of the attributes required for the job. Differences in results do therefore relate to differences in ability to perform well in the job. The importance of getting this right is one reason why most instruments are only sold to those who have been trained in their use. Reliability One of the main problems associated with psychometric testing is the issue of test reliability. For instance, if there is high competition for a job  then there is strong incentive for candidates to present themselves favorably.   Similarly candidates can be tempted to respond to personality questionnaires in a way they assume the employer wants.   If we consider a construction related job, how many candidates will disagree with the statement I enjoy working in team environment? Edenbourgh (2005) identifies one way of increasing the reliability in personality questionnaires, this is to use forced-choice formats whereby candidates are presented with a combination of statements and must indicate a preference between them, this method of combining items is known as ‘ipsative’ scaling. This can be contrasted with the ‘normative scaling’, in which the candidate is instructed to choose one statement from a selection of 2 or more. For example in an ipsative test, a question might ask a candidate to choose whether they are more hard working or creative.   In this case the candidate cannot make themselves look good on both of the statements, it therefore can be said that this method can increase the reliability of certain tests and give the assessor a greater profile of the candidate’s personality. Disadvantages to Psychometric Testing In many cases, psychometric tests and questionnaires have been put together by people with little background in psychometrics and they may have very little actual utility and value for the purposes for which they are marketed. Although British Psychological Society (BPS) has a standard qualification system, it is not unusual for tests to be used by people who are not adequately trained to score them. Also just because a person attends a recognized training course it cannot be guaranteed that they will use tests and questionnaires correctly since some instruments, particularly personality questionnaires, require considerable experience and the possibility of poor interpretation of results is ever-present. Another disadvantage of psychometric testing is the use of personality questionnaires to assess an individual’s ability or skill in a particular area. For example, if a person scores highly on a test called Leadership, this does not mean that he or she will actually possess a high level of leadership skill, instead it means that the individual has the basic personality characteristics that are commonly found amongst effective leaders and, with sufficient experience and given the development of certain necessary skills, has the potential to become an effective leader. (Team Focus 2004) Cost The costs associated with these tests are often substantial. This implies that employers are unlikely to be using them merely in order to follow a management trend, but because they firmly believe that the tests are useful in recruiting job applicants with the right skills and attributes. According to a recent survey by Incomes Data Services (IDS 2000), the sums involved in testing can be quite substantial. Assuming that employers prefer to administer and interpret the tests themselves, rather than employing external consultants, then the costs will include initial training in test use, since it is necessary to be qualified in order to use tests. Further costs will include start-up kits such as manuals or computer software, and consumables such as question-and-answer booklets for test candidates. (Jenkins 2001) In order to become a trained assessor, a person needs to obtain certification from the British Psychological society (BPA), and requires the completion of two courses, Level A and Level B. The BPS Level A covers the use and interpretation of ability tests. The BPS Level B covers the use and interpretation of personality tests. In general the test companies will often provide courses leading to these qualifications. These courses usually take about five days for each of Level A and Level B. The average cost per trainee is about â‚ ¬1,900 for Level A and about â‚ ¬2,200 for Level B. It is possible to train some employees to be test administrators, rather than test users, although at least one person in the organisation must be a qualified test user if the company is to be permitted to buy tests. Test administrators can brief candidates prior to testing, and hand out and collect test papers, but cannot score tests, except under supervision, nor interpret the results. Source: IDS survey of British companies Training to become a test administrator is often cheaper than becoming a test user and a fee of perhaps â‚ ¬1000 would be charged for a test administrator course. However, it is likely that larger companies would want to have several people qualified to test user standard, as well as more employees qualified to administer the tests. According to Edenborough (2004) the major component of cost is the expense of training company staff to be able to obtain and utilize the tests properly, precise costs of psychometric tests will vary but say; in a recruitment context it is unlikely that the expenses are to be more than a couple of percent of a salary. The benefits concerned are also likely to dwarf such figure. Estimating the cost-benefit of psychometric instruments Companies can examine the effect of a recruitment process on a company’s performance by analyzing how well a candidate performs in the role and therefore how much they add to productivity, and balancing this against the investment in their recruitment. Research across a range of organisations suggests that the amount an employer can save, per employee recruited, per year, is: (Validity of the test) multiplied by (Caliber of those selected) multiplied by (Standard deviation of job performance) Minus (Cost of the selection) divided by (Proportion of applicants selected) This formula, known as the utility equation, may look complex, but it has successfully been used by HR professionals in order to justify the use of psychometric instruments and other objective assessment methods. (McHenry 1990) Calculating the cost benefits of psychometric instruments The utility equation can be used to calculate the financial benefit of using psychometric testing as part of an organisations selection process. An example of this would be a company recruiting a person for a position with a â‚ ¬60,000 salary, is possible to compare the financial benefit achieved by using a recruitment process of unstructured interviews that have a validity of 0.18, compared to using personality questionnaires and ability tests that have a combined validity of 0.60. (See table in Appendix 1) Using the utility equation and a conservative estimate of the extent to which this position will impact on company productivity, it can be predicted that using psychometric tools would increase the organization’s productivity by â‚ ¬8,520 compared to using unstructured interviews. This calculation assumes that the candidate remains in the job for one year; if they remain for three years the productivity increase can be as much as â‚ ¬25,160. Source: McHenry (1990) Current Usage within Industries According to Psychometric Success testing is now used by over 80% of the Fortune 500 companies in the USA and by over 75% of the Times Top 100 companies in the UK. Information technology companies, financial institutions, management consultancies, local authorities, the civil service, police forces, fire services and the armed forces all make extensive use of use psychometric testing.   In 2006 a survey identified that well over 2,500 personality questionnaires are available on the market, this number is increasing each year as dozens of new companies appear with their own ‘new’ products. The reasons for test use suggest that the perceived objectivity of tests, their predictive abilities, as well as their ability to filter out unsuitable candidates were important reasons for test use in both the public and private sectors, however according Jenkins (2001) equal opportunities legislation may have also encouraged employers to use tests as part of a drive to fairer selection. There are also a number of studies linking increases in test use to the spread of greater professionalism in the human resource management function, and to multi-national companies imposing standard selection procedures throughout their businesses. It has been estimated that it can cost organisations the equivalent of the whole of the first years costs (salary and any other benefits) to put right a wrong recruitment decision. Research reported in a number of test manuals shows that using good assessments professionally as part of the recruitment process dramatically increases the number of right dec isions you make. In order to establish reasons for organisations use of psychometric testing, it was necessary to look at statistics carried on British organisations, due to the limited availability of published research in Ireland. Surveys carried out by Bevan and Fryatt (1988) and by