IOP4863 Assignment 5 2024 | Due 19 September 2024. All questions answered.
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 iss...
Download the official test bank for Applied Psychology in Talent Management, Cascio,8e
IOP4863 Personnel And Career Psychology Assignment 1 Solutions (Code 627032) 2023
All for this textbook (3)
Written for
University of South Africa (Unisa)
Personnel and Career Psychology (IOP4863)
All documents for this subject (10)
Seller
Follow
Aimark94
Reviews received
Content preview
, PLEASE USE THIS DOCUMENT AS A GUIDE TO ANSWER YOUR ASSIGNMENT
Please note that the author of this document will not responsibility for any plagiarizing you
commit.
PART A: PERSONNEL PSYCHOLOGY
1. 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.
Unfair Discrimination: In an employment context, unfair discrimination refers to situations where
individuals or groups are treated unfavorably based on characteristics unrelated to their job
performance (e.g., race, gender, or age). This can be intentional or unintentional. Unfair
discrimination results in the denial or restriction of employment opportunities for certain groups,
regardless of their actual qualifications or abilities. For instance, intentionally excluding individuals
with disabilities from a job, even if they are capable of performing it, constitutes unfair
discrimination.
Adverse Impact: Adverse impact occurs when a seemingly neutral employment policy or procedure
disproportionately affects a particular group, even though it is applied uniformly. Unlike unfair
discrimination, adverse impact is often unintentional and arises when standards lead to different
employment outcomes for various groups. For example, setting a minimum height requirement for
police cadets may inadvertently disadvantage women, Asians, and Hispanics. To justify such a
policy, an employer would need to prove its job relevance and necessity.
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 Aimark94. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy these notes for $2.79. You're not tied to anything after your purchase.
