Over qualification workers summarize written text 59

Over qualification workers summarize written text 59

Over qualification workers summarize written text 59

Read the passage below and summarize it using one sentence. Type your response in the box at the bottom of the screen. You have 10 minutes to finish this task. Your response  judged on the quality of your writing and on how well your response presents the key points in the passage.

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If your recruiting efforts attract job applicants with too much experiences – a near certainly in this weak labor market – you should consider a response that runs counter to most hiring managers’ MO: Don’t reject those applicants out of hand. Instead, take a closer look.

New research shows that overqualified workers tend to perform better than other employees, and they don’t quit any sooner. Furthermore, a simple managerial tactic – empowerment – can mitigate any dissatisfaction they may feel.

The prejudice against too good employees is pervasive. Companies tend to prefer an applicant who is a “perfect fit” over someone who brings more intelligence, education, or experience than needed. On the surface, this bias makes sense: Studies have consistently shown that employees who consider themselves overqualified exhibit higher levels of discontent. For example, over qualification correlated well with job dissatisfaction in a 2008 study of 156 call center reps by Israeli researchers Saul Fine and Baruch Nevo. And unlike discrimination based on age or gender, declining to hire overqualified workers is perfectly legal.

But even before the economic downturn, a surplus of overqualified candidates was a global problem, particularly in developing economics, where rising education levels are giving workers more skills than are needed to supply the growing service sectors. If managers can get beyond the conventional wisdom, the growing pool of too good applicants is a great opportunity. Berrin Erdogan and Talya. Bauer of Portland State University in Oregon found that overqualified workers feelings of dissatisfaction can be dissipated by giving them autonomy in decision making. At stores where employees didn’t feel empowered, “over eduated” workers expressed greater dissatisfaction than their colleagues did and were more likely to state an intention to quit. But that differences vanished where self reported autonomy was high.


The problem of overqualified workers is prevalent in the worldwide as they are correlated with job dissatisfaction, while this can be mitented by employee empowerment so overqualified applicants are prone to have better performance and lower turnover comparing to other candidates, which provide a good opportunity for a business to grow.

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