Should executives use structured or unstructured interview formats Essay

Should executives use structured or unstructured interview formats when interviewing managers What are the positive and negative implications - Essay Example Therefore, Executives should use structured interview formats to interview their managers. Structured interviews entail use of the interview questions written on a paper and the interviewer asks questions verbally noting down the answers. The script may be created in advance or may be given by the human resources department. The questions are structured in a predetermined format and are similar to all interviewees, in this case, interviewee are the managers. A structured interview allows the executive find out any information need remarkably quickly and determines the qualifications of the candidate to the next level. The executives will be released off the pressures since they will be aware of questions to ask, and the answers given by the managers will be reliably aggregated (Beebe, 2001). Structured interview questions are based on the job analysis in order to ensure impartiality and fairness. The questions asked are critically analyzed and highly effective in evoking responses from managers to enable the decision making process. Every candidate is asked a similar question, and the rating scales are detailed to enhance the quantification of the subjective data. Professionalism is highly emphasized through training the executives interviewing the managers. The interview panels in a structured interview provide checks and balances where more than one member from the executive conducts the interview. Structured interviews ensure objective assessment of the responses from the managers based on the rating scale scores (Chiba, 2010). The process of structured interview involves three main stages. The executive members perform different roles during the interview process. Firstly, before beginning any interview, determination of the scope of the interview is crucial. The number of managers in the appointment process is discussed. Review of the crucial documents forming the basis of the interview like the job description and competency profile enhances

Comparative Analysis of Portugal and Australia Culture Essay

Comparative Analysis of Portugal and Australia Culture - Essay Example Comparative Analysis of Portugal and Australia Culture For an individual, it is imperative to comprehend the multicultural values especially in the business environment to successfully perform the assigned activities. With this concern, in order to ascertain cultural distinctiveness of the host or target country i.e. Australia, a person working in the corporate sector in the nation was interviewed. Subsequently, a number of critical facets have been derived that would enable to meet the ensuing challenges in a diverse culture. The objective of the study is to determine the various cultural dimensions which differentiate the business and cultural environment of Australia from Portugal. The behavioral dimension, work purpose, time and human nature among factors are evaluated. The cultural environment of Australia differs from that of Portugal on the basis of certain grounds. From the conversation with the designated individual and from revealed researches, it has been ascertained that the culture of Australia gives much significance to ascertaining harmony of the country which influences the workplace. The harmony is valued to bring cohesiveness and promote diversity in Australia which supports the work culture to a great extent. Australia renders more significance to the individualistic culture, which makes the society loosely knit. This characteristic is displayed in the business environment where the employees are estimated to be self-reliant and exhibit initiative. The people of Australia are modest, val ue authenticity, sincerity and give more importance to the business. The hiring and the promotion of the people in Australia depend on the merit of the individuals. Conversely, in Portugal, the importance is given to the moral and relationship factor. The cohesiveness of the people in Australia makes it a better place for business than in Portugal. The Portugal culture gives more importance to personal relation than business. The commitment among the people is more in Portugal as they follow the collective approach, which gives more importance to the group member than an individual (ITIM, â€Å"What about Australia†; ITIM, â€Å"What about Portugal†). UNCERTAINTY AVOIDANCE The rules and procedures are flexible in Australia as it follows the pragmatic culture for avoiding uncertainty. With reference to Hofstede’s cultural dimension, it is observed that the score of Australia is 51 as compared to 104 of Portugal which signifies that the Australian culture gives em phasis on idea generation, innovation and has a risk taking approach to help the work environment to flourish amid the changing uncertainties. Whereas, the Portuguese culture states that they follow rigid rules and procedures which help them to avoid uncertainty better than Australia. The people do not focus on emotions much and emphasize planning to make the business grow. The culture emphasizes more emotions, beliefs and have a risk-averse behavior (ITIM, â€Å"What about Australia†; ITIM, â€Å"What about Portugal†). SOURCES OF TRUTH In the Australian organizational culture, the managers are easily accessible due to a flexible hierarchical system. The communication system is informal in Australia which gives scope for both the management and the employees to have a free interaction. Thus, employee for any query or in search of truth