Description of the artifact – This should include shape, dimensions, color, what it is constructed of, and the in which it was found as well as any other relevant information that may help scholars reconstruct patterns of production/use/discard. • Production – should attempt to analyze how the object was produced and the significance of production. Is it unique or mass-produced? Who was responsible for its Production? Where was it made? • Exchange – How was the item acquired? Was it bought or was it produced by local craftspeople? If it was produced elsewhere what was the means of transportation? • Use – Attempt to reconstruct how the object was used. Was it used in private or in social settings? Was it meant to be used by multiple people? Does it show direct signs of use? Can where it was found tell us about use? • Meaning – You should attempt to describe the social significance of the item. Was it rare or unique? What did this object mean to the people that used it? What type of social significance was attached to the object? Did it convey status to use it or was its use taboo or restricted?

You are the HR manager for a company that employs self-managed teams who operate assembly lines to produce televisions. Due to a series of interpersonal problems, you have been asked to find a way to hire only people who work well in teams. So, you contacted some local consulting companies to identify a selection assessment to purchase. Summaries of their brochures are provided below:

Holladay Business ($8 / applicant). HB designed their assessment to predict the teamwork behaviors of autoworkers, but they have begun to market their test to other industries. In their sample of auto workers, they found that their teamwork assessment correlated with supervisor ratings of job performance (r = .29), and it had a coefficient alpha of .70.
Team Assessors ($4 / applicant). TA recently constructed their assessment and it was used to select individuals to work in self-managed teams at a factory that makes televisions (not yours). Their brochure features a testimonial from a customer, who said: “before I used the Team Assessors Teamwork Test ^TM, we had fights among our employees all the time. Since we’ve been using the TATT to screen out those who aren’t team players, we haven’t had a single altercation among our employees.”
The Sherman Group ($9 / applicant). The Sherman Group is a French consulting company that has recently opened an office in the U.S. They have developed a measure to predict teamwork behaviors of factory workers in French companies. The measure, which has a test-retest reliability of .92, was found to correlate with supervisor ratings of teamwork behaviors (r = -.47) in a French sample.
Based on the (admittedly limited) data available to you, what are the strengths and limitations of each assessment? Which selection assessment you would purchase, and why? Remember, your decision must be grounded in the data made available to you. Also, keep in mind the recommendations from SIOP on questions to ask a test vendor.