Unit 5 Assignment

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timer Asked: Jun 30th, 2018
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Review Case study 6.1 in your textbook. What were the main elements and obstacles of this case? If you were hired as an I/O consultant on this case, what would you recommend to establish fairness and validity in the hiring process? Be sure to cite your textbook and at least two scholarly journal articles found using the library. This assignment should be 2 to 4 pages, not counting the title page and reference page. Please see the grading rubric in the course syllabus for further guidance.

In completing this assignment, be sure to use specific information from the text and other outside sources as needed to support your answers. Be sure to use APA formatting. Information regarding APA formatting can be found in the Writing Center and should be reviewed thoroughly.

Running head: AN EMPLOYMENT DISCRIMINATION SUIT AN EMPLOYMENT DISCRIMINATION SUIT (avoid using all CAPS) Daniel Colon Kaplan Purdue University Global 6/15/2018 1 AN EMPLOYMENT DISCRIMINATION SUIT 2 Main element To begin with, the Mortgage Company of America (MCA) is planning to expand their premises and retain an industrial/organizational (I/O) psychologist to maintain their capability of hiring (cite). There are also able enhance their capabilities where they have created accounting section that ensure company resources and capital are utilized fully to avoid operating arrears.~this sentence needs to be reworded. Also, the human resources (HR) department has remained as an outsourcer that as a result boosters the operations in MCA (cite). The presence of brokers have helped the company in finding lenders that are vital in providing financial support to the firm (cite). Finally, the other elements that are essential to the company are underwriters. Indeed, there are responsible in finding information for any borrower and security for loan to be realized~this sentence needs to be reworded. Obstacles The problem facing MCA is race discrimination (cite). They have been charged with a complaint by the Equal Employment Opportunity Commission (EEOC) with respect to African American applicants for broker positions (cite). The complaint originated from a single African American employee who had been denied a broker’s position (cite). The media also covered the case where the MCA were known both locally and internationally. This made more complaints emerge to sue MCA. For instance, there was a complaint where MCA was accused in (what kind of hiring process?) hiring process. Indeed, the complaint argued that there was bias against African Americans, who were less familiar with the use of the Internet for getting information quickly (cite). Also he demonstrated that web-based skills could be easily picked up in a one-or two-day orientation/training program and were inappropriate for entry-level screening. Besides AN EMPLOYMENT DISCRIMINATION SUIT 3 that, all of the interviewers who administered the structured interview were white males, suggesting that their interview scores were influenced by negative stereotypes concerning African Americans (cite). The plaintiff who in this case is the MCA agreed that the personality measures were scored using predominantly white norms; as a result, black candidates were adversely treated (cite). In fact, their practices were against their employee handbook and company policy which clearly stated that the employer would not practice discrimination in whatever circumstances (cite). After the evidence provided by the I-O psychologist, the EEOC came to conclusion that there was racial discrimination that favored Americans and kept Africans away (cite) Hiring an I/O Consultant As a consultant, I would highly recommend for fairness and validity in this hiring process. Indeed, the validity is considered to be a vital tool in choosing any test for company investigations. In this case, it is not clear what is being measured. In fact, when it comes to validity two aspects are considered that is job qualifications and requirements such education background~this sentence needs to be reworded. This was not captured by the I-O psychologist that makes to validity their test. Therefore, to have fair hiring there needs to be proper validity in MCA’s hiring practices. This will establish the test and job performance. With this, one is able to predict about individuals due to their test scores hence showing the usefulness the test that is being carried out (cite). Professionally created tests should provide details regarding validity evidence, including point by point clarifications of how approval ponders were led (cite). If you build up your own tests or systems, you should lead your own particular approval ponders (cite). As the test client, you have a definitive duty regarding ensuring that validity confirm exists for AN EMPLOYMENT DISCRIMINATION SUIT 4 the conclusions you achieve utilizing the tests. This applies to all tests and techniques you utilize, regardless of whether they have been purchased off-the-rack, grew remotely, or created in-house. AN EMPLOYMENT DISCRIMINATION SUIT 5 References Landy, F. J., & Conte, J. M. (2017). Work in the 21st Century an introduction to industrial and organizational psychology. Hoboken, NJ: John Wiley & Sons. (Be sure to use the course digital book). Unit 5 Assignment Areas shaded in gray connect to a CLA/GEL. Grading Criteria Points Points Possible Earned Content Clearly describes the main elements and obstacles of the case. 0-30 30 Clearly identifies steps to improve fairness and validity of the hiring process at MCA. 0-30 13 Clearly connects theories from the course to decision making and planning as related to the case and the questions presented in the assignment. 0-25 5 In answering the questions presented in the assignment, major terms from I/O psychology are incorporated, explained, and connected to examples. 0-25 15 0-15 7 0-10 5 Writing Structure: Paper includes a title page, introduction with thesis statement, conclusion, and in-text citations and reference page using APA style. Paper is appropriate in length (body of the paper should be 2-4 pages, not including the title page or reference page). Paper includes references to the textbook AND other scholarly references. Mechanics: AN EMPLOYMENT DISCRIMINATION SUIT 6 Paper uses Standard American English including correct grammar, spelling, and punctuation, and complete sentences and paragraphs. Paper is free of typographical errors. Paper includes a highly developed viewpoint and purpose. Paper demonstrates superior organization; communication is highly ordered, logical and unified. Total 135 75 An explanation of the points earned, as well as where the assignment could be strengthened will be included with your grade. Hi Daniel~ You did well as addressing the element(s)/obstacle(s) in the case study. However, missing was clarity as to specific steps to help with fairness and validity (i.e, information/guidelines are public, staffing models, methods, assessments and, types of validity). Also, missing was addressing this section in the rubric; Clearly connects theories (i.e., adverse treatment & adverse impact) from the course to decision making and planning as related to the case and the questions presented in the assignment. And, more detail for the section in the grading rubric regarding I/O psychology terms was needed. For example, defining the terms discussed and adding more terms. Missing was a conclusion. Your paper met the page length requirement. Missing was use of the course digital book and other sources as well as citing the reference listed, thus lacking in APA format. It’s vital to cite your work to ensure it’s supported in a scholarly manner. I recommend rechecking your work and using grammar and spell check. Additionally, there were several grammatical and punctuation errors. Also, there were some errors with sentence structure and sentence transition. AN EMPLOYMENT DISCRIMINATION SUIT 7 Your turnitin score was moderately high (25%). One thing that can contribute to the high % are use of direct quotes. Thus, it’s important to keep this % lower ☺ Best, Prof Dixon

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