Question

1. What are the implications for projection and for the contrast effect in job interviews? What can the interviewer do to reduce their effects?

2. Which type of fairness do you feel is most important to organizations? Why?

3. How do you feel that trust influences organizations? Do you think that trust can create a competitive advantage for a company? Why or why not?

Answer 1

The answers to the questions above are explained briefly since the word limit is not mentioned. However the student can expand the answer as per the marks from the main points as given below:

1. As a result of projections and contrast effect, the interviewer often finds difficulty in selecting candidates and is unable to make quick and spot decisions unless he is finished with all the interviews. This happens because he always likes something in one candidate over the other candidate and focus on the initial perception of the job candidate. Sometimes the managers or the HR's also hire a particular person over other if the candidate is somehow related to him or someone else in the organization which is unfair procedure. The procedure should be same for all and the criteria should be checked for each candidate.

The interviewer can avoid these projections and contrast effects if the procedure followed is consistent for all candidates, there is no personal bias in the decision of the interviewer and the decision is accurate and ethical. Moreover, the interviewer can avoid the contrast effect if he does proper screening before the interview keeping in mind the skills and qualifications required so that there are limited candidates for the interview.

2. The procedural and distributive fairness is the most important to any organization. The procedural fairness include fairness in the recruitment procedure as well as all other procedures of the organization along with unbiased decision making including participation of all employees. The distributive fairness comprises of fair distribution of compensation, other bonus and incentives among all employees instead of a selected few. This will keep the motivation and determination to work high and will also give job satisfaction, trust and commitment towards the organization.

3. Trust helps to inspire and motivate employees and it comes from both sides. Employees trust the organization if they remain motivated through timely compensation, incentives and a say in the decision making and the organization trust the employees if they work with utmost commitment and dedication for the upliftment of the firm and are regular and disciplined. Such mutual trust leads to growth of the organization and generates profits and therefore gives a competitive edge to the firm over its competitors. Such trust can be between the company and its clients as well as the customers. When the clients and customers are satisfied, they increase the deals with the organization which thereby increases profits and thus gives competitive advantage.