Bales' Interaction Process Analysis

Résumé du document

A personality test aims to describe the diverse aspects of a person's character. The best way to use these kinds of test results is by looking for strengths and identifying weaknesses of a person. It permits to identify with precision the specific characters of the professional behavior. Today, there are about a hundred tests which evaluate many aptitudes and human performances. Some are individual tests, where people have to answer questions about different situations. However, companies can use group personality tests, such as the Bales' one. This test is explained in the article about Robert Freed Bales' test that was published in Harvard Gazette. Bales' main work focused on a fundamental topic in social psychology, namely the nature of interpersonal interaction in small groups. We attempt to answer questions like whether Bales' chart is efficient in a workplace and necessary to companies. Through a summary concerning Bales' chart, we will discover the features of this tool. We will also see one of the many uses of this chart, in times of the promotion process in a company. We will evaluate in the second part the reasons for which companies use this chart in order to select candidates. The weaknesses of the system will be studied at the end of the report.

Extraits

[...] According to them, it is a too reducing vision of human exchanges. People cannot be arranged on just one side, the good and the malicious ones. To conclude, we can assert that it seems to be more pertinent for a firm to utilize individual personality test after using a first selection with Bales' chart. Bibliography Allen, G. (1998), Training, management modern Chair. Kagan, J. Kelman, HC. Maher, BA. Stone, JP. (2005), Robert Freed Bales, Harvard Gazette. Charness, G. Rigotti, L. Rustichini, A. [...]

[...] Some conflicts can handicap a society. So, the managers must be able to calm these tensions quickly. Moreover, they can observe the rules which exist in the group. According to the text entitled the functional approach to group process, “satisfied group make many more positive reactions than negative ones”. Owing to that, the employers will know the best way for managing the group, the more judicious behaviour. The privileges proposed by this personality test are undeniable. Knowing the true behaviour of each one, the managers can realise a better organisation in its firms. [...]

[...] Various feelings intervene such as Disappointment. We know how difficult it is to delight for a person in these conditions. According to the text, this competition is harder with “physical presence and immediacy”. On the other hand, some physiological factors occur and call efficiency of this kind of test into question. Tiredness, sickness or stress are so many punctual factors which can modify human behaviour in a key moment. Filling a personality test can be very stressful, especially when it is important for its career. [...]

[...] Consequently, everybody is on the same way, it depends only on what the employer wants. Even if this test seems to be heavy to use in situation of direct observation, it remains very useful for the company to define profile. We have just seen briefly what Bales' chart is. This test was invented several years ago in order to learn more things about each one. We are going to study now one of its most relevant uses, in training process. [...]

[...] This document is very useful because organisations can realise the role of everybody. It is called bales' interaction process analysis: The Bales' model is directly focused on the analysis of the interactions in a small group. He thought it was very important to see how communications functions during group discussion. How did Bales measure this communication? We can found twelve categories resulting from the evaluation of the members' behaviours according to the zones of interaction and the types of problems. [...]