As such, I propose an organizational consultant’s may suggest a cohesive future search, participative design workshops, and workout large-group intervention, where team players would benefit to learn from each other, respectively. In addition, this will assist the organization to address certain future evidence-based practices (EBPs) related to pre-hire assessment and selection, in accordance with organizational demands. These interventions can be time-consuming but similarly address the underlying organizational concerns, pertinent to fully comprehend the core competencies required for the position being addressed. As proposed by Tabarsa et al., (2013), many candidates refer to important factors which assist them in this cohesiveness and participative organization (i.e., social, temporal, planning, polychronic …show more content…
(2006). Organizational development: A Jossey-Bass reader. San Francisco, CA: Jossey-Bass.
Li, A., & Bagger, J. (2006). Using the BIDR to distinguish the effects of impression management and self‐ deception on the criterion validity of personality measures: A meta‐analysis. International
Journal of Selection and Assessment, 14(2), 131-141.
Osgood, G. A. (1981). Organizational development and communication. Osgood.
Posthuma, R. A., Campion, M. C., Masimova, M., & Campion, M. A. (2013). A high performance work practices taxonomy: Integrating the literature and directing future research. Journal of
Management, 39(5), 1184-1220. DOI: 10.1177/0149206313478184
Tabarsa, G. A., Tehrani, M., Lotfi, N., Ahadian, M., Baniasadi, A., & Tabarsa, E. (2013). Leisure time management: A new approach toward employees loyalty. Journal of Management and Strategy,
4(3),