General mental ability (GMA) is well known to be the best predictor of job performance. In the development of selection procedures, I/O psychologists often include GMA tests for a wide variety of occupations. GMA assessment is particularly suited for jobs requiring complex skills and abilities. This best practice, however, is often challenged internally when applied to senior management or supervisory occupations. Many organizational leaders resist using GMA assessments for senior level selection on the basis of pre-existing high educational achievements inherent in the talent pool. In addition, the misperception exists at this level that emotional intelligence and interpersonal skills are better predictors of good leadership than reasoning or problem solving skills.
This week you are to support the use of cognitive ability assessments to evaluate long-term leadership success, such as executive decision making and problem solving. For this task, you will prepare a short report outlining the benefits and drawbacks of using cognitive ability testing for leadership succession planning efforts for the Widget Company. Review the following scenario:
The Widget Company is considering using a cognitive ability test to assist its executive management team in selecting candidates for the company’s leadership development program as part of their succession planning efforts. Management has asked you to assess whether this type of assessment will result in increased quality of candidates who are matched for future executive leadership jobs across the organization’s national and international offices.
In your report, you will need to discuss:
Length: 5-7 pages
Support your paper with at least 5 research articles published in peer reviewed journals in the past 5 years.
Your paper should demonstrate thoughtful consideration of the ideas and concepts that are presented in the course and provide new thoughts and insights relating directly to the topic. Your response should reflect scholarly writing and current APA standards.