Employee Motivation & Performance Assessment, Inc.(EMPA) has designed
Employee Assessments and has provided
Survey Research Services for more than 7 million employees, including
Performance / Skill Assessments, Employee Surveys, and
Program Assessments. Its domestic and international clients span 45 countries and include large companies, non-profit organizations, and government agencies that have 1000 or more employees.
Dr. Palmer Morrel-Samuels is EMPA's founder and CEO. He is a
Research Psychologist with over 25 years of extensive training and experience in
Statistical Analysis and
Assessment Design. He received a Master of Arts degree in
Research Methodology from the University of Chicago, a Master of Philosophy degree and a Ph.D. in
Experimental Social Psychology from Columbia University.
A well sought out expert, Dr. Morrel-Samuels has
- Testified before the U.S. Congress on employee motivation and its linkage to objective performance metrics,
- Provided assessment services for non-profit organizations (e.g., Blue Cross-Blue Shield, University of Michigan), government agencies (e.g., the Department of Justice), and Fortune 500 companies (e.g., FedEx, IBM, GM, California Edison, Bank of America, Xerox, Coca-Cola, and Disney),
- Been an expert resource for the New York Times, the Washington Times, and the Wall Street Journal,
- Conducted research for IBM, EDs, the University of Chicago and Yale University,
- Been a faculty member at Antioch Graduate School and the University of Michigan Business School
- Lectured extensively on survey design and organizational communication,
- Authored several patented employee and leadership assessments, and
- Published articles in The Journal of Experimental Psychology, Behavioral Research Methods, The Journal of Personality & Social Psychology, California Management Review, Physician Executive, and Harvard Business Review, among others.
Dr. Morrel-Samuels currently teaches courses on survey design and research methodology at the University of Michigan’s Institute for Social Research and the School of Public Health. He is also serving as the President of the Workplace Research Foundation, a nonprofit responsible for the National Benchmark Study® - a nationwide survey that sets Benchmarks
TM and measures the causal linkage between employee motivation and subsequent stock return.
View Expert Witness Profile.
Clarifying the Distinction between Reverse Discrimination and Overcorrection; Two Informative Examples
We distinguish between reverse discrimination and over-correction, arguing that the former should be used only to describe cases where well-qualified non-minority applicants are unjustifiably denied positions in organizations run by and/or staffed by minorities. Similarly, we argue over-correction should be used to describe well-qualified non-minority applicants who are unjustifiably denied positions in organizations run by non-minorities.
