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IOP3701 Assignment 2 (COMPLETE ANSWERS) Semester 2 2024 - DUE September 2024 ; 100% TRUSTED Complete, trusted solutions and explanations Ensure your success with us.. $2.60
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IOP3701 Assignment 2 (COMPLETE ANSWERS) Semester 2 2024 - DUE September 2024 ; 100% TRUSTED Complete, trusted solutions and explanations Ensure your success with us..
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Module
IOP3701
Institution
University Of South Africa
Book
Industrial Psychology
IOP3701 Assignment 2 (COMPLETE ANSWERS) Semester 2 2024 - DUE September 2024 ; 100% TRUSTED Complete, trusted solutions and explanations Ensure your success with us..
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IOP3701 Assignment 2 (COMPLETE ANSWERS)
Semester 2 2024
Course
Industrial Psychological Testing and Assessment (IOP3701)
Institution
University Of South Africa (Unisa)
Book
Industrial Psychology
IOP3701 Assignment 2 (COMPLETE ANSWERS) Semester 2 2024 - DUE
September 2024 ; 100% TRUSTED Complete, trusted solutions and
explanations Ensure your success with us..
The concept of unfair labour practice has been introduced into South Africa
through the Labour Relations Act and it is argued that certain psychometric
testing practices can be interpreted as falling under the definition of an unfair
labour practice. Empirical results are presented indicating that different ethnic
groups obtain significantly different mean ability test scores. A case study is
cited to show that this would result in an underprediction of performance on a
criterion for the lower scoring of two groups if test scores are regarded as
comparable. It is argued that any interpretation of psychometric data in South
Africa that does not take into account of possible differences between ethnic
groups is likely to ignore a significant moderator variable, given the history of
ethnically based discriminatory practices in this country. Arguments based on
meta-analytical research in the USA, to the effect that psychometric ability
tests do not discriminate unfairly against disadvantaged groups if the same
tests and norms are used, should not be assumed to hold in South Africa.
Various conceptions of what constitutes fairness in selection are considered,
and it is concluded that there is a need for employers to make explicit in their
selection policies the trade-off between economic and social costs of
employment practices. Finally, some implications for users of psychometric
tests in industry are considered, to forewarn of likely developments in this
field. 1. Do you agree with the statement that “certain psychometric testing
practices can be interpreted as falling under the definition of an unfair labour
practice”, and why? (3) 2. What is the meaning of the statement “different
ethnic groups obtain significantly different mean ability test scores”? (3) 3.
What possible differences should be taken into account during an
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