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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Personnel and Career Psychology
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,IOP4863 Assignment 5 (COMPLETE ANSWERS) 2024 -
DUE 19 September 2024 ; 100% TRUSTED Complete,
trusted solutions and explanations.
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) 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
1.1. The Difference Between Unfair Discrimination and
Adverse Impact (2 Marks)
• Unfair Discrimination refers to practices in employment
decisions where individuals or groups are treated less
favorably based on irrelevant characteristics such as race,
gender, religion, or disability. In the context of South
African labor law, unfair discrimination is prohibited under
, the Employment Equity Act (EEA) 55 of 1998 and
Labour Relations Act (LRA) 66 of 1995. Unfair
discrimination occurs when there is an intentional or
unjustified differentiation in hiring, promotion, or
compensation practices that negatively affects individuals
from a protected group.
• Adverse Impact, also known as disparate impact, occurs
when an employment practice or decision that appears
neutral or fair on the surface disproportionately affects
members of a protected group, even if the discriminatory
intent is absent. The key distinction here is that adverse
impact may result from seemingly objective criteria or
standardized tests but still lead to unequal outcomes. In
such cases, the employer must show that the practice is
job-related and consistent with business necessity.
Example:
• Unfair Discrimination: A company excludes candidates
from a particular racial group during recruitment.
• Adverse Impact: A selection test, while applied equally to
all candidates, results in a significantly lower pass rate for
candidates from a certain demographic, even though the
employer had no intention to discriminate.
1.2. Complexity of Fairness in Employment Decisions:
Analysis of Cascio and Aguinis (2019) Figures 8.1 to 8.8 (28
Marks)
In Cascio and Aguinis (2019), Figures 8.1 to 8.8 illustrate
different scatterplots representing the relationships between
predictor (selection test scores) and criterion (job performance
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