Research Paper on:
Reasons for Preemployment Testing in the Workplace

Unformatted Sample Text from the Research Paper:
their previous jobs (Orion Systems, 1998). * 28.5 percent reported they used drugs at least sometimes (Orion Systems, 1998). * 24.9 percent admitted they had stolen items at previous jobs  (Orion Systems, 1998). It should be pointed out that people perceive "theft" differently. One person would consider taking a pencil home "theft" (Bent, 1996). Another person would not consider that  theft but they would never consider taking anything more (Bent, 1996). * 24.0 percent reported that their own absences had been a problem with previous jobs (Orion Systems, 1998).  Given these data, how can an employer select employees that are going to show up to work on time every day and who are not going to steal from  the company? The data reported were the results of a survey where employees reported their own behaviors. It would not be unreasonable to suggest the numbers are even higher. Each  item reported relates to an individuals degree of responsible behaviors. Items reflect basic honesty and integrity. Selecting and hiring employees is a costly, time-consuming, labor-intensive activity. The foundation of  a successful company is its people. Selecting the right people then is of critical importance to the company and its continuing success in the marketplace. One employer put it  this way: "Even if the candidate has all the skills and is uniquely compatible with the position, what good would it do the hire the individual if he will steals  from you or take drugs on the job?" (Orion Systems, 1998). For a number of years, drug testing has been a standard pre-employment requirement. Ehrenreich reported that more than  80 percent of the large companies in the United States includes pre-employment drug testing as a standard practice (2001). For at least the last decade, personality types of testing has