As some companies get bigger, they tend to limit employee freedom. The employees are less and less involved in key decisions and their impact on the business is drowned out. It becomes a part of the culture. Employees go to work, do what they’re told, and just help someone else achieve their dream. The worker’s impact on the business is minimal and they become “just another employee at just another company.” And for some people, it’s all they want: go into work, take orders, do the job, and wait for the clock to hit 5:00 .
We had previously analyzed that company’s test and found it to be a fairly good verbal abilities measure, and to some extent a measure of intelligence and insight. Men with strong ego drive could not as a rule score near the top of that test. And so the very men with the quality we were seeking—strong ego drive—were actually screened out. We then asked the sales manager not to use that test but to screen only for credit reference and general appearance, and to give our test to those who passed this simple screening. After that we began seeing the expected number of “A” and “B” recommendable applicants—about one man in every five.