Post by arfanho7 on Feb 22, 2024 3:51:45 GMT -5
Kahn and Danielle Li ABSTRACT— We propose an empirical test for assessing whether firms should rely on hard metrics such as job test scores or grant managers discretion in making hiring decisions. We implement our test in the context of the introduction of a valuable job test across firms employing low skill service sector workers. Our results suggest that firms can improve worker quality by limiting managerial discretion.
This is because when faced with similar applicant pools managers who exercise more discretion as measured by their likelihood of overruling job test recommendations systematically America Cell Phone Number List end up with worse hires. Download working paper hbs.edu faculty Pages item.aspx num Toxic Workers By Housman Michael and Dylan Minor ABSTRACT—While there has been a lot of research on finding and developing top performers in the workplace less attention has been paid to the question of how to manage those workers who are harmful to organizational performance.
In extreme cases in addition to hurting performance such workers can generate enormous regulatory and legal liabilities for the firm. We explore a large novel dataset of over workers across different firms to document a variety of aspects of workers’ characteristics and circumstances that lead them to engage in toxic behavior. We also find that avoiding a toxic worker or converting him to an average worker enhances performance to a much greater extent than replacing an average worker with a superstar worker.
This is because when faced with similar applicant pools managers who exercise more discretion as measured by their likelihood of overruling job test recommendations systematically America Cell Phone Number List end up with worse hires. Download working paper hbs.edu faculty Pages item.aspx num Toxic Workers By Housman Michael and Dylan Minor ABSTRACT—While there has been a lot of research on finding and developing top performers in the workplace less attention has been paid to the question of how to manage those workers who are harmful to organizational performance.
In extreme cases in addition to hurting performance such workers can generate enormous regulatory and legal liabilities for the firm. We explore a large novel dataset of over workers across different firms to document a variety of aspects of workers’ characteristics and circumstances that lead them to engage in toxic behavior. We also find that avoiding a toxic worker or converting him to an average worker enhances performance to a much greater extent than replacing an average worker with a superstar worker.