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IOP4863 Assignment 5 (DETAILED ANSWERS) 2024 - DISTINCTION GUARANTEED R50,00   Add to cart
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IOP4863 Assignment 5 (DETAILED ANSWERS) 2024 - DISTINCTION GUARANTEED
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IOP4863 Assignment 5 (DETAILED ANSWERS) 2024 - DISTINCTION GUARANTEED - DISTINCTION GUARANTEED - DISTINCTION GUARANTEED Answers, guidelines, workings and references ... PART A: PERSONNEL PSYCHOLOGY Generally, South African labour laws prohibit unfair discrimination. The Labour Relations Act 66 of...

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  • September 9, 2024
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IOP4863
Assignment 5 2024
Unique #:688200
Due Date:19 September 2024



Detailed solutions, explanations, workings
and references.

+27 81 278 3372

, PART A: PERSONNEL PSYCHOLOGY

QUESTION 1

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

Unfair Discrimination: Unfair discrimination occurs when individuals are treated
less favorably based on attributes such as race, gender, age, disability, or other
protected characteristics, in a manner that is not justified or reasonable. In South
Africa, the Labour Relations Act and Employment Equity Act specifically prohibit
such discrimination in all employment practices. Unfair discrimination is often direct
and intentional, where individuals or groups are intentionally excluded or
disadvantaged due to their personal characteristics.

Adverse Impact: Adverse impact refers to employment practices that, while
seemingly neutral, disproportionately affect a particular group compared to others.
This impact is not necessarily intentional but occurs when a particular practice or
test leads to a significant difference in outcomes between groups. For example, a
cognitive test might be used in hiring that, although it appears to be fair, results in
lower pass rates for a specific ethnic group due to cultural bias in the test. Adverse
impact focuses on the outcome of employment practices rather than the intent
behind them. It highlights the potential unintended consequences that can lead to
discriminatory effects.



1.2. Discuss the complexity of fairness in employment decisions.

Fairness in employment decisions is crucial for ensuring that no group is
disadvantaged due to biased selection procedures. Figures 8.1 to 8.8 from Cascio
and Aguinis (2019) demonstrate various scenarios where fairness in selection
might be either achieved or compromised. These figures illustrate different
predictor-criterion relationships and how they may lead to fair or unfair outcomes,
depending on the distribution of scores and validity across different groups,
typically between minority and nonminority groups.

Figure 8.1: Positive Validity




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