Hopefully I am on track for this first week!
Employee preference is when an individual has certain skills and traits that they are accustomed to when working a job. Assessments for preference can be used by career counselors to find jobs that will peak job performance. Employee engagement makes a huge impact on the profits and losses of the company. This is why it is important to find individuals who are best suited for the work that they are going to be getting into. “Engagement “works” because employees see the direct connection between what they (should) do and organizationally beneficial outcomes” (Macey, Schneider, Barbera & Young, 2009. p. 13). There are two types of preference assessments; direct and indirect. Indirect assessments are comprised of surveys and interviews which are useful because they are able to be done quickly. Direct approaches are known to include single and paired stimulus assessments, duration based paired assessments, and free-operant. Free operant assessments are ultimately guided by the employee and they can make which ever decision they want as far as preferences go. This gives them the time to explore their surroundings and what will ultimately produce the highest level of engagement.