IOP4863 Assignment 5 Solutions (688200): Due 19 September 2024
24 views 0 purchase
Course
Personnel and Career Psychology (IOP4863)
Institution
University Of South Africa
Book
The Oxford Handbook of Personnel Psychology
IOP4863 Assignment 5 2024 (688200) - DUE 19 September 2024 ;100 % TRUSTED workings, Expert Solved, Explanations and Solutions. For assistance call or W.h.a.t.s.a.p.p us on ...(.+.2.5.4.7.7.9.5.4.0.1.3.2)...........
PART A: PERSONNEL PSYCHOLOGY
Generally, South African labour laws prohibit unfair...
IOP4863 Assignment 5 (COMPLETE ANSWERS) 2024 - DUE 19 September 2024 ; 100% TRUSTED Complete, trusted solutions and explanations.
IOP4863 Assignment 5 (COMPLETE ANSWERS) 2024 - DUE 19 September 2024 ; 100% TRUSTED Complete, trusted solutions and explanations.
IOP4863 Assignment 5 (COMPLETE ANSWERS) 2024 - DUE 19 September 2024 ; 100% TRUSTED Complete, trusted solutions and explanations.
All for this textbook (8)
Written for
University of South Africa
Personnel and Career Psychology (IOP4863)
All documents for this subject (10)
Seller
Follow
LIBRARYpro
Reviews received
Content preview
IOP4863
ASSIGNMENT 5 2024
UNIQUE NO.688200
DUE DATE: 19 SEPTEMBER 2024
, IOP4863
Assignment 5 2024
Unique Number: 688200
Due Date: 19 September 2024
Personnel and Career Psychology
Part A: Personnel Psychology
1.1 The Difference Between Unfair Discrimination and Adverse Impact
Unfair Discrimination occurs when an employer treats an individual or a group of
employees less favorably based on characteristics such as race, gender, religion, age,
disability, etc., in a way that is not job-related and serves no legitimate purpose. It is
intentional and violates laws like the Employment Equity Act (EEA) and Labour
Relations Act (LRA). Unfair discrimination is prohibited as it undermines the principles of
equality and fairness in the workplace.
Adverse Impact refers to employment practices that appear neutral but have a
disproportionate negative effect on a particular group, even if unintended. Unlike unfair
discrimination, adverse impact is not deliberate. However, if an employment practice
disproportionately affects members of a protected group, and the practice is not job-
related or necessary for business operations, it may still be deemed discriminatory
under the law. Adverse impact often arises in selection procedures, tests, and policies
that unintentionally favor certain groups over others.
1.2 The Complexity of Fairness in Employment Decisions
Fairness in employment decisions is multifaceted and often requires balancing the
principles of equality and job-relatedness. Cascio and Aguinis (2019) illustrate the
complexity of fairness using various scatterplots that represent predictor-criterion
The benefits of buying summaries with Stuvia:
Guaranteed quality through customer reviews
Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.
Quick and easy check-out
You can quickly pay through credit card or Stuvia-credit for the summaries. There is no membership needed.
Focus on what matters
Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!
Frequently asked questions
What do I get when I buy this document?
You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.
Satisfaction guarantee: how does it work?
Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.
Who am I buying these notes from?
Stuvia is a marketplace, so you are not buying this document from us, but from seller LIBRARYpro. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy these notes for $2.71. You're not tied to anything after your purchase.
