Define fairness as it is defined in terms of how organizations should view it.
What will be an ideal response?
A valid selection measure accurately discriminates between those with high and those with low probabilities of success on the job. The crux of the matter, however, is whether the measure discriminates unfairly. Probably the clearest statement on this issue was made by Guion (1966): “Unfair discrimination exists when persons with equal probabilities of success on the job have unequal probabilities of being hired for the job” (p. 26). Fairness is defined from social perspectives and includes various definitions. Consequently, there is no consensual and universal definition of fairness. However, as a way to assess fairness, the Uniform Guidelines on Employee Selection Procedures (1978), as well as the Standards for Educational and Psychological Testing (AERA, APA, & NCME, 2014), recommend that users of selection measures investigate differences in patterns of association between test scores and other variables for groups based on such variables as sex, ethnicity, disability status, and age.
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A partnership may be made up of
A. one hundred attorneys. B. two attorneys. C. ten attorneys. D. All of these choices are correct.
In a search incident to a lawful arrest, the officers may search only the defendant's person and nothing else.
Answer the following statement true (T) or false (F)
The most prominent function of administrative agencies is their authority to issue
A. administrativelaw. B. administrative regulations. C. the Enabling Act. D. originallaw.
The number of persons expected to be reached by a negligent misrepresentation must be limited.
Answer the following statement true (T) or false (F)