bus623 real world application of applied psychology and unfair employment discrimination

Watch this video with Dr. Paula Zobisch, Program Chair of Entrepreneurship.

Transcript

Prior to beginning work on this discussion,

• Read Chapter 2 in Applied Psychology in Talent Management.
• Read Chapter 3 in Hiring: A Practical Guide for Selecting the Right People.
• Read the article Discrimination: How and Why Can It Be Legal? (Links to an external site.)
• Watch the Week 1 Discussion video above with Dr. Paula Zobisch, Program Chair of Entrepreneurship.
• View the video Rethinking Talent Management—Interview With Professor Jay Conger (Links to an external site.).

“Discrimination” is a word commonly used without a definite and universal meaning. Within the employment context, however, discrimination is defined as “giving one group an unfair advantage over other members of other groups” (Cascio & Aguinis, 2019, p 18).

Even though a job position may have more applicants than is needed for the job and exclusion is implied, organizations must take care to know and avoid violating federal and state employment laws.

Imagine you are the HR director at ACME Financial Services. The CEO has advised you to only hire Asian males that appear to be between 35 and 50 years of age since many of ACME’s clientele seem to believe this population has great insight into financial matters. As the HR director, you know federal and state laws prohibit such practice.

Identify a specific section in Chapter 2 of your course textbook that assures everyone equal opportunity and how you would respond to the CEO using this section. Include in your discussion an example when exclusion fair employment practice does not violate federal and state fair employment laws.

Your initial response should be a minimum of 200 words. Graduate school students learn to assess the perspectives of several scholars. Support your response with at least one scholarly resource in addition to the text.