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IOP4863 ASSIGNMENT 5 (CORRECT ANSWERS) SEMESTER 2 DUE DATE 19th SEPTEMBER 2024 GUARANTEED DISTINCTION.

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IOP4863

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University Of South Africa

PART A: PERSONNEL PSYCHOLOGY Generally, South African labour laws prohibit unfair discrimination. The Labour Relations Act 66 of 1995 (as amended) and the Employment Equity Act 55 of 1998 (as amended) are explicit on issues of unfair discrimination. Despite this regulatory framework, debates around...

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iop4863 assignment 5 correct answers semester 2

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IOP4863

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IOP4863 ASSIGNMENT 5
(CORRECT ANSWERS)
th
SEMESTER 2 DUE DATE 19
SEPTEMBER 2024
GUARANTEED DISTINCTION.
PART A:

PERSONNEL PSYCHOLOGY

Generally, South African labour laws prohibit unfair discrimination. The Labour Relations Act 66

of 1995 (as amended) and the Employment Equity Act 55 of 1998 (as amended) are explicit on

issues of unfair discrimination. Despite this regulatory framework, debates around the issues of

fairness remain intense. Fairness in personnel psychology must be demonstrated, using scientific

methods. Discuss fairness in employment decisions by focusing on the following:

1.1. The difference between unfair discrimination and adverse impact. (2)

Unfair Discrimination vs. Adverse Impact

Unfair Discrimination: Unfair discrimination refers to treating individuals or groups unfairly based on

certain characteristics such as race, gender, age, or disability. This type of discrimination occurs when

someone is treated differently or less favorably than others in similar situations due to these

characteristics.

, PART A:

PERSONNEL PSYCHOLOGY

Generally, South African labour laws prohibit unfair discrimination. The Labour Relations Act 66
of 1995 (as amended) and the Employment Equity Act 55 of 1998 (as amended) are explicit on
issues of unfair discrimination. Despite this regulatory framework, debates around the issues of
fairness remain intense. Fairness in personnel psychology must be demonstrated, using scientific
methods. Discuss fairness in employment decisions by focusing on the following:

1.1. The difference between unfair discrimination and adverse impact. (2)

Unfair Discrimination vs. Adverse Impact

Unfair Discrimination: Unfair discrimination refers to treating individuals or groups unfairly based on
certain characteristics such as race, gender, age, or disability. This type of discrimination occurs when
someone is treated differently or less favorably than others in similar situations due to these
characteristics.

Adverse Impact: Adverse impact, on the other hand, occurs when a seemingly neutral policy or practice
disproportionately affects a particular group based on their protected characteristics. Even though the
policy or practice may not be intentionally discriminatory, it has a negative impact on a specific group.

Distinguishing Factors:

 Unfair discrimination involves intentional differential treatment, while adverse impact involves
unintentional but disproportionate effects on a particular group.

 Unfair discrimination is often deliberate, while adverse impact is often the result of seemingly
neutral policies or practices.

In summary, unfair discrimination involves intentional unfair treatment, while adverse impact refers to
the unintentional but disproportionate impact of policies or practices on certain groups.

1.2. Discuss the complexity of fairness in employment decisions by referring to Figures 8.1; 8.3; 8.4;
8.5; 8.6; 8.7 and 8.8 in Cascio and Aguinis (2019, p. 181-184). In your discussion, refer to each
scatterplot and illustrate a differential predictor-criterion relationship which is legal and
appropriate, or which is inappropriate and may have adverse impact. (28) [30] Total Section A: 30
Marks

To discuss the complexity of fairness in employment decisions, particularly in the context of South
African labour laws and the mentioned figures from Cascio and Aguinis (2019), we need to understand
how fairness is both a legal requirement and a complex psychological construct that plays out in the
workplace.

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Exam (elaborations)

IOP4863 ASSIGNMENT 5 (CORRECT ANSWERS) SEMESTER 2 DUE DATE 19th SEPTEMBER 2024 GUARANTEED DISTINCTION.

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