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RECRUITMENT AND SELECTION
1.Do you think that legislation is useful in ensuring that there are equal opportunities for all in employment? (i.e. do laws change attitudes ?)
Legislation has a number of effects, that doesn't necessarily mean it'll change an individual's attitude. Legislation forces professional attitudes, meaning that people will hire certain ethic groups for example, but it may not mean the employer is happy about it. A lot of people's beliefs and attitudes come from the way that they are brought up and each employer is different, however the legislation will help for a certain standard of the amount of ethnic groups etc. in a particular place of work. This doesn't mean that the organisation gets the best man for the job, but it does stop to some extent the discrimination that might be in an organisation. These days it's more about "me", where as 50 years ago it was more about "community", this means that there is no longer a partriarticle society in the UK any more. Basically this all means that even though legislation will force companies to hire equally this doesn't mean that the managers will be happy about it, but they must otherwise they may face heavy fines etc. these facts don't make people change their attitudes, it only forces them to do act like they have.
.Is positive discrimination a worthwhile policy for an organisation and for society in general? Is there an overriding justification for positive discrimination?
Even though it is called "positive" discrimination, it still is discrimination; certain people may be over looked for a job just because there's two many of that race etc. of people in that company already, meaning there not getting the best man for the job. However it does level the playing field for ethnic groups. There are problems with fairness and the stereotyping of types of people; an example of an institutionally racist company is ford and the Dagenhem plant. Here the company took a photo of all the staff, but before releasing the photo for production as a poster or to be printed in newspapers etc. all the black and other ethnic workers in the photo were altered to look white. This was a disaster for the company once the alterations were notice. This type of incident can be very harmful in the public eye.
.Why is the interview such a popular method of selection, and what are its advantages and disadvantages?
This is a popular method because it can give and interviewer a standardised way to analysis possible candidates for a position in an organisation. The questions asked can be set out before hand and suitable answers can be identified before an interview even takes place in order to gauge the preferred type of person that the company may want. Also a time scale can be formed in order to interview as many candidates as possible while asking the questions required. There are a number of advantages that can be gained from using this interview method, one is that the interviewer has a face to face meeting with the candidate, and if the interviewer is qualified he /she maybe able to judge peoples characters from a brief chat. This can help to pick out the more suitable candidate.
There are a number of disadvantages also with this method, it may be hard to identify the good candidates from the bad because candidates may find it hard to act their normal way under the stress of an interview, often the waiting part before the interview begins can be to much for some and can through their personality off. This means that in the interview they may seem to be a different person. The opposite of this, is that candidates may purposely put on an act to fool the interviewer in order to get the job, but they may not be the "best man for the job". This is known as the halo effect. Another disadvantage of such a method is that the interviewer may have a certain bias towards the person that they are interviewing, this is trying to be regulated by a number of laws passed on equal rights, however here it is hard to identify.
4. Analyse the problems associated with psychometric testing, and the underlying assumptions on which this selection procedure is based.
One of the major problems with this type of testing is that the candidate being interviewed may only answer questions the way they think the interviewer wants them to answer. This may not a deliberate thing to fool the interviewer, but just a reaction to stress or a reflex.
Another problem is the way the interviewer defines the measurement of personality, and how a person gets his/her personality traits. There are two theories that show how a person may get their personality; one theory is that a person gets them personality in a Homothetic way. This means that a person is born with their personality and it is kind off passed down from parents, with in this theory there are a number of categories that a person may fall in to, these include neurotic, introvert etc.. the other theory is called Idiopathic, this works on the assumption that a persons personality is a product of his/her environment, and that every influence in a persons life will allow their personality to change.
It could be argued that neither of these theories are correct and that every ones different so how could they be put into categories.
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