How does a person feel they contribute to their place of employment? Why would a person feel like the show will not go on after they leave a company? I have recently seen first hand, when a handful of high-ranking officials who held administrative jobs in a fire department say, and truly believe, that the department was going to fail after they retired. They believed that the department was only good because they were running it. To their own amazement, not only did the department not fail, it thrived after they left. Why was this not a surprise to the rest of the department? Does the fact that I am very good at advancing a line in on a working fire mean that this part of the job is most important? What would happen if my crew and myself were
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(Myers, 2009) Several studies have been conducted on the effects that a self-serving bias has on job analysis and that show the effects that self-serving bias has on a person perceives a particular attribute. It seems that a person will see a particular attribute that he excels at as being extremely valuable if not crucial for a particular process to be performed not matter if the process is important or not. (Cucina, Martin, Vasilopoulos, & Thibodeuax, 2012) In Cucina et al.’s (2012) summary article, they state that an individual is more likely to state that traits that they posses are the most important and necessary for a successful performance of a task, regardless if the trait is important to the task or …show more content…
With a self-serving bias, a person in charge of hiring is more likely to seek out an applicant that has the same competencies and characteristics as himself when conducting an unstructured interview. Cucina et al.’s (2012) goes on to point out that "some companies do not use a purely mechanical decision-making strategy with competency measure.” Some use written descriptions of an applicant’s skills or scores on a wide variety of scales in the hopes of giving a clinical judgment. Unfortunately, more times than not, these judgments often have nothing to do with the performance of the job in which they will be performing and could be prone to self-serving
(Myers, 2009) Several studies have been conducted on the effects that a self-serving bias has on job analysis and that show the effects that self-serving bias has on a person perceives a particular attribute. It seems that a person will see a particular attribute that he excels at as being extremely valuable if not crucial for a particular process to be performed not matter if the process is important or not. (Cucina, Martin, Vasilopoulos, & Thibodeuax, 2012) In Cucina et al.’s (2012) summary article, they state that an individual is more likely to state that traits that they posses are the most important and necessary for a successful performance of a task, regardless if the trait is important to the task or …show more content…
With a self-serving bias, a person in charge of hiring is more likely to seek out an applicant that has the same competencies and characteristics as himself when conducting an unstructured interview. Cucina et al.’s (2012) goes on to point out that "some companies do not use a purely mechanical decision-making strategy with competency measure.” Some use written descriptions of an applicant’s skills or scores on a wide variety of scales in the hopes of giving a clinical judgment. Unfortunately, more times than not, these judgments often have nothing to do with the performance of the job in which they will be performing and could be prone to self-serving