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IOP3702- Assignment 01
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Assignment 01 of Personnel psychology: Organisational entry
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1ASSIGNMENT 01
25 MARCH 2019
UNIQUE NUMBER: 832186
QUESTION 1:
a) The concept of fairness: is closely related to other moral concepts such as justice,
impartiality and equality. It centres on how people are treated, especially the
requirement that they be treated alike, in the absence of differences between them.
The focus of fairness is institutions or decision-making processes that apply rules. An
example is that a procedure is done fairly and that cases are similarly applied, unless
there are good reasons for making exceptions in cases.
Fair procedures give rise to fair outcomes. Fairness applies the same standards, rules
and criteria in similar situations. (Schreuder, 2016)
b) The principles of distributive fairness:
Distributive justice is concerned with the fairness of decision outcomes. Adams’s
equity theory of motivation is directly relevant, because in the context of employment
relationship with its economic exchange foundation and the effort-pay equation is
central. Social comparison lies at the heart of equity theory and distributive justice,
because work is conducted in a social context. It refers to individual employee’s
preference for situation of perceived fairness in so far as it relates to individuals
input/reward ratio compared to that of relevant. Other employees refer to views of
organisational labour, in relation to whether there is a perceived fairness in terms of
what workers get paid and what others, such as managers, gets paid.
If employee perceive unequal ratios, there may be feelings of inequity and unfairness.
Poor work performance, absenteeism, strikes and deviant workplace behaviour may
occur when there are negative distribution perceptions. Distributive justice is
concerned with distribution of the goods and conditions which affect individual well-
being.
To help ensure that fair personnel decisions are made, workers as union members can
expect their unions to help.
An example is that there is an equal pay for equal work and there is no discrimination
taking place. (Schreuder M. C., 2016)
QUESTION 2:
ETHICAL AND PROFESSIONAL PRACTICE:
Assessment and its results can cause psychological trauma for individuals being assessed. It
is therefore non-negotiable to use responsible test. Responsible test use is defined and
directed by code of conduct and written guidelines. In SA the board of psychology, under the
auspices of the HPCSA is responsible for protecting the public from any harm. This is
provided by fair and ethical psychological codes of conduct that is relevant to psychological
assessment.
, 2
Assessment measures and the results has to be used in a professional, ethical and fair manner.
Rights and needs of people being assessed should be regarded with concern. The predictor
that is used should match the purpose for which the assessment results will be used.
Moderating factors that result from cultural, political and social context of assessment should
be taken into account. Ensuring ethical and fair assessment practice needs regulations of
competence of the test administrator as well as the type of test used.
Test classification:
Guidelines for the classification of test that are still relevant, has been proposed by the APA
to prevent psychological measures falling into the hands of unqualified to use and understand
measures. Test are only accessible to qualified person through classification. It can be
ensured that test distributor’s test is only sold to people with necessary credentials. Test are
classified by the complexity of predictor construct that the measure assesses, scoring and
interpretation, complexity of administration and extent to which person could emotionally
suffer. The current test classification system in SA is simple. There are only two
classification categories,
Fist category refers to ‘psychological test’, it includes test that measure psychological
construct. It is used in process of performing a psychological act. Psychological tests fall
under the control of a registered psychologist and can only be used within parameters by
psychometrists.
The second category is tests used by other professionals. In this category tests includes tests
used by language, speech and hearing professions. This is done by occupational therapists.
Training and registration categories:
Knowledge levels, expertise and skills are required of people when using psychological
measures. There is a difference between psychometrist and psychologists. Psychologist’s
categories are industrial, counselling, clinical research and educational psychology.
To be registered as and industrial psychologist it requires a master’s qualification with 12
months practical training in industrials-psychological activities. To register as a
psychometrist one must complete a 4-year BPsych degree and complete an approved
practicum in a minimum of six months. Psychometrists are allowed to contribute to test
development and provide feedback on assessment results. (Schreuder M. C., The quality of
psychological assessment: ethical and professional practice, 2016)
QUESTION 3:
a) Conceptual criteria example: Administrative assistant performance.
This construct would include hundreds of smaller criteria for example, taking complete
messages, typing correctly and quickly, and being respectful towards people on the phone.
Actual criteria example: The performance rating made by his or her boss.
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