Analysing the effect of similar-to-me on organization and interviews.

      Аннотация: The appropriate selection and employment of efficient and skillful managers as strategic partners in planning and achieving designated goals, plays an essential role in the progress of organizations. In fact, experienced, skillful and qualified managers guarantee the success of their organizations; therefore, in all the stages of their service, including selection, appointment and dismissal, the observance of a number of standards shall be necessary and inevitable. Researches have shown the prevailing assumption in choosing the staff members is that people with the same characteristics and ways of thought will have a better performance. However, although a minimized level of tension between people in an organization results in more organizational stability, this shall distance the organization from outcomes of constructive contrasts. In other words, the functionality of contrasts between similar people is kept to a minimum. so that the process of qualification of persons for sensitive positions before appointment, and the execution of policies for supervising the staff performance may be executed more effectively.

Ключевые слова: similar-to-me effect, demographical features, Narcissism, functional contrast, homeostasis, Interview