The Problem with Academia as a Medium of Change or Critique
I have received a lot of correspondence that notes a genuine surprise at the reality of the discipline of I/O psychology. Many
What Are The Areas Where Qualitative Methodologies May Be Appropriate?
What are the areas where qualitative methodologies may be appropriate? I have discussed before the limitations of the discipline as a quantitative
Computer Adaptive Testing (CAT) and Ipsative Personality Assessments
There appears to be a resurgence of ipsative testing under the veil of CAT (Computer Adaptive Testing) for personality. Clearly, there is
Faking and It’s Implication for the Use of Personality Tests
Faking in personality tests exists. Anyone who tries to deny this is either a liar or deluded. The question is what this
Are Personality Tests Really That Different?
One of the myths I have long spoken about is the idea that there are great differences between various psychological tests. In
What is Engagement and What Does it Mean for Business?
One of the words that is bandied around a lot here in England (where I am currently based) is the word ‘engagement’.
The Great Divides in I/O Psychology: Divide 1 – Practitioner vs. Scientist
I have often discussed the role of science in our discipline and have argued that it has consistently played a back role
Leadership
A thought for the day: ‘What do we really know about leadership?’ Having looked at research on leadership, I have concluded that
The Real Basis for Personality Tools
Judging from the amount of private correspondence about my last blog, it seems that it has caused quite a stir. To be
Great Companies Is As Much Random As It Is Process
Ahmed, M., Raynor, M, & Henderson, A. (2009). A Random Search for Excellence: Why “Great” Company Research Delivers Fables and Not Facts.