Feedback 1

Before interviews start, an organization typically has a set of standards in place for interviewers to rate the candidates. One of the purposes of these standards is to avoid self-bias. Is this bias associated with selective attention? According to the cocktail party effect, people tend to notice topics that are related to them or that they pay attention when situated in an environment with diverse stimuli. Therefore, these standards are necessary to prevent interviewers from overrating specific candidates with relatable qualities as a result of being overwhelmed with diverse information from all candidates.

Feedback 2

This textbook covers basic concepts of various research methods and personality theories in the field of psychology. In the chapter on personality, the textbook incorporates organizational psychology to discuss organizational culture, which is considered the “personality” of an organization. I have also personally witnessed the unique organizational culture of various corporates in my previous jobs. Such culture is not only manifested at the corporate level; each department in the same corporate may have its unique culture. Therefore, when recruiting employees, corporates should consider whether the personal traits of an candidate are compatible with both the overall organizational culture and the culture of the recruiting department, thereby ensuring adequate allocation of human resources. Because no personality is considered absolutely perfect, corporates should strive to identify candidates who exhibit traits that are highly compatible with specific departments instead of seeking out candidate traits suitable for all departments.

Feedback 3

The chapter on motivation and emotions discusses the critical role of work motivation in organizational operation and the application of work motivation in practical settings through approaches such as goal setting and goal management. For example, individual development plans may be devised as per employees’ current job content and future career paths. Various corporates have applied such plans to the promotion of career development among employees with suitable aptitudes and talents, in addition to stimulating employees’ demand for personal growth and triggering their behavioral motivation. Individual development plans are conducive to talent cultivation in organizations, encourage employees to strive for common organizational goals, and therefore create mutually beneficial situations for both the organization and its employees.