Note 1: Selene
The note appreciates the place and role of assessment utilization. In becoming a competent I/O psychologist, it would be essential to be guided in the workplace with skills in assessment for the proper and effective assessment and evaluation of the employees. I concur with the position of the paper on the essence of assessment utilization. In addition, it is true that the efficiency of the organization would depend on proper assessment. The information gathered shall go into understanding the employee and consequently inform the job matching, provision of equal opportunities and endeavor to improve the overall career development of the employee. As the paper asserts, assessment utilization if properly implemented and conformed with would lead to a productive workforce that would eventually see the organization into successful performance. However, it is critical that the assessment tool be well structured and designed so as to incorporate the principles and concerns of the Equal Employment Opportunities laws .
Note 2: Leilani
The note appreciates the position and role of the assessment. It begins with an appreciation and consequential embrace of performance appraisal. It then draws the nexus between appraisal and assessment. Indeed, I concur with the assertion that assessment are the first step in the performance evaluation process and that the performance evaluation are in the overall important. The assessment tool must in equal measure be well devised so as not prejudice or disadvantage any of the employees. It would be of critical essence to use the assessment for purposes of obtaining the feedback and evaluating the performance of the employee. It equally gives the opportunity for awareness creation among and between employees and the assessors. This would be beneficial for the overall efficiency of the organization. As the note observes the objective of an assessment is to obtain feedback and enable a performance appraisal. It must seek to identify the knowledge, skills and abilities of the employees and so recognize them as identified.
Note 3: Colleen
The gist of the argument in the note is that discrimination can be reduced in organization through two main ways. One is the application and maintenance of an ethical culture in what is referred to as the ethical organization . The second way is through a structured and effective selection and recruitment process. The note equally appreciates the fact that most of the claims that lay in the Equal Employment Opportunities Commission were based on race and sex. The note observes that these instances of discrimination could be reduced through a thorough implementation of the two recommendations. I do concur in full with that school of thought. The organization and consequential success of the organization would depend on the ethics of the workforce.For that reason, as the note observes, it is essential to have in place effective and committed leadership that aim at implementing a proper and efficient organizational values and ethics.
Note 4: Lee
The note observes that the common causes of discrimination in the workplace fall under the ambit of the disparate impact and adverse impacts. It observes then that the organization needs to seek to limit to the best extent possible cases where these violations occur. I do fully concur with this position. It is my observation that indeed the disparate and adverse impact can be limited and avoided in total. As the note observes cases of female discrimination in terms of salary rates need to be corrected and the salaries harmonized with that of their male counterparts. It would be equally important to have the whistleblowers in organizations that violate these provisions protected and any attempts to scare them into silence entirely dispensed with . The law needs to be implemented and not only be in paper but equally in practice.
Reflection
It is my observation that an I/O psychologist needs an appreciation of both theory and practice. My analysis is that the learning theories need to interface with the practice. It is important for the organizations to embrace the law and ensure that their practices are in conformity with the law. For instance, the disparate and adverse impacts violations must be avoided in the best interest of the organization. It is often essential for the organizations to approach the implementation of the laws with the interest of the public. For that reason, I/O psychologists who practice need to advise their clients accordingly and ensure that the industrial laws and especially those in line with the Equal Employment Opportunities laws need to be observed. Finally, the line between the practice and theory is thin. Indeed, some sublime differences do exist. However, the overall spirit is to inculcate a culture of order and effective working relations based on a mutual understanding and spirit. It is my observation that for successful implementation of organizational goals, the interests of the employees including their rights and privileges need to be observed and taken care of by the employers. This would effectively enable the achievement of organizational objectives.
References
Barbazette, J. (2006). Training Needs Assessment: Methods, Tools, and Techniques. New York: John Wiley & Sons.
Budd, J., & Scoville, J. (2005). The Ethics of Human Resources and Industrial Relations. Cornell: Cornell University Press.
Collins, E. C. (2012). Employment Law Review. Law Business Research, 1-799.
Houldsworth, E., & Jirasinghe, D. (2006). Managing and Measuring Employee Performance. Chicago: Kogan Page Publishers.
Lewis, D. L. (2009). Essentials of Employment Law. New York: CIPD Publishing.
Miller, R. L., Jentz, G. A., & Cross, F. B. (2008). Business Law: Text and Cases: Text and Cases. New York: Cengage Learning.
Schmidt, D. (2008). Dealing with Pluralism: A Response to Michael Zigarelli's Article on How Title VII Erodes the Mission of the Religious University. International Journal of Value-Based Management, 61-73.
Shaw, W. H. (2010). Business Ethics: A Textbook With Cases. New York: Cengage Learning.
