Human Resources, Should the company be allowed to ask such questions?, management homework help

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1.Should the company be allowed to ask such questions?

2. Think of all issues that you considered in taking a position or, if you aren't sure what your position is, what additional information do you need?

3. How would the company prove the job relatedness of such a test?

4. When must the company prove the job relatedness of the test?


Must be 250 words each with an in-text citation and reference included for each question.

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What Privacy Do We Have in the Workplace? Currently debated privacy issues have included drug testing, medical information kept on employees and family members, credit history, and certain questions on personality tests. Employers have maintained records on employees since the employer-employee relationship was first established. Research on personnel record keeping has revealed that as the employer-employee relationship changed, the level and amount of information collected on employees also changed. Employers had personal knowledge of employees in the 1800s, could vouch for the employees’ integrity, and could observe the personal patterns of behaviors (going to church, etc.). The amount of information kept in files was not as important because of the face-to-face interaction. In order to hire the right person, limit negligent hiring claims, and provide employee benefits, companies need to keep extensive dossiers on employees. The management (sharing and disclosing) of those dossiers was the subject of a report by the U.S. Privacy Protection Commission investigation established by the Privacy Act of 1974. Survey data were collected in 2005 to determine corporate privacy policies. The commission recommended the following as fair information practices: • Acquire only relevant information. • Consider pretext interviews unacceptable methods of gathering information. • Use no polygraph or lie detector tests in employment. • Allow and encourage employees to see and copy records pertaining to them. • Keep no secret records. • Establish a procedure for challenging and correcting erroneous reports. • Use information only for the purpose for which it was originally acquired. • Transfer no information without the subjects’ authorization or knowledge. • Destroy data after their purpose has been served. The results of the survey revealed that the majority of companies still do not have formal policies that follow the commission’s guidelines in regard to disclosure and access Informing and evaluating the record-keeping system are being done by most companies. However, many companies surveyed are still shy of following the commission’s recommendations. The survey results are listed next. Policy to inform employees of routine disclosure? 56% Personal access to records?34% Policy of evaluating record system? 65% Inform employees on types of records maintained? 82% Inform employees of how information is used 58% Inform individual of collecting information? 66% Are you entitled to your privacy regarding your political proclivities? Can a company ask and use such information in its personnel decisions? What about government entities? Discrimination based on one’s political affiliations or positions is not allowed for career service positions in the Federal government and under many state and local civil service rules. The U.S. Department of Justice policy on nondiscrimination is contained in the Code of Federal A, which states: “It is the policy of the Department of Justice to seek to eliminate discrimination on the basis of race, color, religion, sex, sexual orientation, national origin, marital status, political affiliation, age, or physical or mental handicap in employment within the Department and to assure equal employment opportunity for all employees and applicants for employment.” It is thus a violation of civil service rules to ask political questions of job candidates and to use political information to make decisions for nonpolitical positions within the Department of Justice. Other federal agencies have very similar statements and policies. Suppose that you have just come from a job interview in which you were asked the following questions in a personality screening test for a homeland security position. The security company has assured you that your answers will be strictly confidential and that emotional stability (which this test claims to test) is essential for the job. Based on the information provided by the U.S. Privacy Protection Commission listed earlier, subsequent surveys as well as information from Chapter 3 on job relatedness, evaluate and justify your reaction to the following questions. You realize that this position is a high-stress and safety-sensitive job. 1. I enjoy social gatherings just to be with people. 2. The only interesting part of the newspaper is the “funnies.” 3. Our thinking would be a lot better off if we would just forget about words like “probably,” “approximately,” and “perhaps.” 4. I usually go to the movies more than once a week. 5. I looked up to my father as an ideal man. 6. I liked Alice in Wonderland by Lewis Carroll. 7. When a person “pads” his income tax report so as to get out of some of his taxes, it is just as bad as stealing money from the government. 8. Women should not be allowed to drink in cocktail bars. 9. I think Lincoln was greater than Washington. 10. I feel sure there is only one true religion. 11. I am embarrassed by dirty stories. 12. Maybe some minorities get rough treatment, but it is no business of mine. 13. I fall in and out of love rather easily. 14. I wish I were not bothered by thoughts about sex. 15. My home life was always happy. 16. Only a fool would ever vote to increase his own taxes. 17. When a man is with a woman, he is usually thinking about things related to her sex. 18. I hardly ever feel pain in the back of my neck. 19. I have no difficulty starting or holding my urine. 20. My sex life is satisfactory. 21. I am very strongly attracted to members of my own sex. 22. I used to like “drop-the-handkerchief.” 23. I’ve often wished I were a girl (or if you are a girl) I’ve never been sorry that I am a girl. 24. I go to church almost every week. 25. I believe in the second coming of Christ. 26. I believe in life hereafter. 27. I’ve never indulged in any unusual sex practices. 28. I believe my sins are unpardonable. 6 29. I donated money to the Obama for President campaign. 30. I donated money to the Mitt Romney for President campaign.
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Explanation & Answer

Running head: HUMAN RESOURCE

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Human Resource
Institutional Affiliation
Date

HUMAN RESOURCE

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Q1. Should the company be allowed to ask such questions?

A company should not in any way ask such questions. Based on the U.S. Privacy
Protection Commission, any question asked should be aimed at getting relevant information
without seeming to prejudice the employee in any way. In this scenario presented, questions
related to sexuality of the employ have no relevance at all with the Homeland Security Job. As
such, I do not think there is any serious job that would ask for such as they have little to do with
one’s job performance.
However, there are other questions that may have a direct relation with one’s job and
therefore relevant during an appropriate interview. Given the fact that hiring laws should be seen
to be fair, they should aim at according prospective employees fairness during the interviewing
and selection processes. It is sad that even with the enactment of the necessary legislations,
employees continue to flout the law by asking questions that are insulting, illegal, lacking merit,
and therefore have no relevance to the positions they are applying for and performance of their
duties (Buchholtz and Carroll, 2014). This is why there is need to eradicate such practices with
more sensitization and consistency in the interview and selection processes.

It is also important for a prospective interviewer to be familiar with the kind of questions
that may be deemed illegal and there not allowed to be asked at any time during ...


Anonymous
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