This research is a qualitative study of the use of personality assessment testing in the selection and hiring process and its impact on team building and team effectiveness. The industry that the study focused on was life insurance. The opinion is that teams are the most effective way to insure high production and gain efficiencies. Team composition receives very little mention in existing literature. This dissertation explores whether benefits exist when incorporating assessment testing into the selection and hiring process for a team. This study addresses two areas: whether the use of personality assessment inventory theory enhances the applicant selection and hiring process to support team building and team effectiveness in the insurance industry, and whether individual awareness derived from the use of assessment testing improves team building and team effectiveness in the insurance industry in ways that are similar to other industries. In order to address these questions, individuals who held the position of supervisor or manager of a team were interviewed and asked to give their perspectives. The outcome of these interviews supports the view that relationships may exist between assessment testing results, team building, and team effectiveness. The dissertation concludes with suggestions for future research relative to the exploration of the use of personality assessment testing in talent selection.
|Adviser||Rubye Howard Braye|
|Subjects||Management; Organization theory|
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