The purpose of the study This is a comprehensive study of the psychical attributes of behavior in organizations. The study aims at exploring a new methodology that has been developed to aid in analyzing and assessing the hidden motives behind behavioral patterns of organizational employees. According to the authors of the article, Conditional Reasoning Tests are favorable since they reduce cognitive biases in the measurement of hidden motives. The biases are associated with the ancient self-report surveys that have been used for an extended period. Conditional Reasoning Tests utilize indirect measurements that help to reduce the chances of a person knowing that his or her personality is being subjected to a test. According to the authors of the article, Conditional Reasoning Tests are used to measure an attribute of organizational behavior that is critical, yet it has been sidelined for a long time by corporate managers. While CRTs avoid measuring the mental capabilities of employees in organizations, they are designed to unearth the motivations behind certain behaviors that are exhibited by organizational employees. Such behaviors are founded in the personalities of individuals and steer the kind of responses and actions that they take in the organization (LeBreton et al., 2007). LeBreton et al. (2007) seek to ascertain that Conditional Reasoning Tests are subjected to measurement issues that are bound to affect the manner in which the tests are portrayed by the respondents. Therefore, the study is split into three tests that are aimed at exploring all the measurement issues that come with CRTs. The first study focused on the essence of sticking to indirect assessments in the administration of CRTs. The second study explored the possibility of result faking by the respondents when the assessment purpose was withheld. The third study focused on the comparison of tests for aggression in CRTs. The argument in the study As observed in the preceding section, the researchers in this article aimed at exploring the seemingly newer method of determining the behavioral patterns of employees by factoring the relative test of personality without the knowledge of the respondents or the employees. The authors dwell on two main perspectives of applying the Conditional Reasoning Tests in organizations. These are the relevance of holding to indirect assessments while applying the tests and the implication of withholding assessment tests on the nature and validity of responses that are given by the respondents. The authors also try to bring out the essence of utilizing the Conditional Reasoning Tests in organizations, as well as the issue of managing impression in organizations as it comes out in traditional methods of managing behaviors in organizations like self-report surveys. An exploration of literature by the employees indicates tendencies by the employees to justify their behaviors even when such behaviors appear to be irrational to other people (LeBreton et al., 2007). According to the authors, the variation in the behaviors of individuals has a profound effect on the work practices within organizations. This reiterates the need to determine the causative