IOP4863 Assignment 5 Solutions (688200): Due 19 September 2024
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Grado
Personnel and Career Psychology (IOP4863)
Institución
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.
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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
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