Ability in organizational behavior

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<ul><li> 1. By Joylyn Silveira </li> <li> 2. Ability refers to an individuals capacity to perform the various tasks in a job. It is a current assessment of what one can do. </li> <li> 3. Intellectual Ability Physical Ability </li> <li> 4. Intellectual abilities are abilities needed to perform mental activities like, thinking, reasoning, problem solving etc. Smart people generally earn more money &amp; attain higher levels of education. Tests such as SAT,CAT, GMAT etc. are designed to ascertain a persons general intellectual abilities. </li> <li> 5. Intellectual Ability Number Aptitude Verbal Comprehension Perceptual Speed Inductive Reasoning Deductive Reasoning Spatial Visualization Memory </li> <li> 6. Number Aptitude: Ability to do speedy and accurate arithmetic. Verbal Comprehension Ability to understand what is read or heard and the relationship of words to each other. </li> <li> 7. Perceptual Speed : Ability to identify visual similarities &amp; differences, quickly &amp; accurately. Inductive Reasoning: Ability to identify a logical sequence in a problem &amp; then solve a problem. Deductive Reasoning: Ability to use logic &amp; assess the implications of an argument. </li> <li> 8. Spatial Visualization: Ability to imagine how an object would look if its position in space would change. Memory: Ability to retain and recall past experiences. </li> <li> 9. Intelligence Dimensions are positively related. For eg. If you score high on Verbal Comprehension you are more likely to score high on Spatial Visualization. </li> <li> 10. The test was developed by Eldon Wonderlic. It is a popular group intelligence test used to assess the aptitude of prospective employees for learning and problem- solving in a range of occupations. </li> <li> 11. While intelligence is a big help in performing a job well, it doesnt make people happier or more satisfied with their jobs. The correlation between intelligence &amp; job satisfaction is about Zero. </li> <li> 12. The Employee Aptitude Survey (EAS) consists of 10 tests specifically designed to measure cognitive, perceptual, and psychomotor abilities required for successful performance in a wide variety of occupations. The tests are published separately and can be selected to form custom batteries. </li> <li> 13. The capacity to do tasks that demand stamina, dexterity, strength, and similar characteristics. </li> <li> 14. Strength Factors: Dynamic Strength: Ability to exert muscular force repeatedly or continuously over time. Trunk Strength: Ability to exert muscular strength using the trunk muscle. </li> <li> 15. Static Strength: Ability to exert force against external objects. Explosive Strength: Ability to expend a maximum amount of energy in one or a series of explosive acts. </li> <li> 16. Flexibility Factors Extent Flexibility: Ability to move the trunk and back muscles as far as possible. Dynamic Flexibility: Ability to make rapid, repeated flexing movements. </li> <li> 17. Other Factors Body Coordination: Ability to coordinate the simultaneous actions of different parts of the body Balance: Ability to maintain equilibrium despite forces pulling off balance. Stamina: Ability to continue maximum effort requiring prolonged effort over time. </li> <li> 18. Ability-Job Fit Employees Abilities Jobs Ability Requirements </li> <li> 19. A high ability-job fit necessary for improved job performance Lack of fit leads to performance problems If, Ability &lt; Job Requirements basic cause of poor performance Ability &gt; Job Requirements organizational inefficiency and job dissatisfaction Jobs make differing demands on people and that people differ in their abilities </li> <li> 20. What Should Managers Do? Ability directly influences employees level of performance. An effective selection process &amp; job analysis should be done. Managers need to focus on ability in selection, promotion, and transfer. Fine-tune job to fit incumbents abilities. </li> <li> 21. CFOs were asked, "In your opinion, which one of the following is the most common reason for an employee's failure to advance at your company?" Their responses: Poor interpersonal ability -30% Poor work ethic -25% Not developing new skills- 23% Failure to enhance his or her visibility within the organization-15% Failure to proactively seek promotions and career advancement- 5% None of these-1% Don't know/no answer-2% </li> <li> 22. Accounting or finance-32% Information technology-29% Soft skills (communication and interpersonal abilities)-19% Management-17% None of these-2% Don't know/no answer-2% </li> </ul>