I agreed with Dr. Mello when he stated that, by Spadowski hiring only 10 Hispanic Americans might open doors to litigation issues. The reason is according to the 4/5th rules, a test for adverse impact states that each group’s rate within a class must be higher than .80 or 80 %. Spadowski needed to hire a total of thirty new employees. He ended up hiring 20 White Americans out of the 30 new employees, while hiring 10 Hispanic American out of the 30 new employees. The calculate odd ratio of Hispanic employees to White American employees is 49% 49% is less than 80%, which would be considered an adverse impact, the employer unintentional discriminated against a particular group, which might lead to law suit or big litigation risk against the employer(p.269-270). The employer might have to use another method of hiring.
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Davies, it doesn’t matter how many people from either race is hired, that Spawdowski is safe from any litigation and that the knowledge test is job related in which I disagree. The knowledge test only asses the individuals understanding of the course or training, but it doesn’t cover other facets for job performances. It does matter the amount of people hired from each group because the adverse impact effect that may occur, the disadvantage for a certain group of people that may lead to legal issue or lawsuits towards DickieWorld.
Best method Spadowski can use is the General Mental Ability or g-ocentric model (p.91) which helps to predict the behaviors and job performances of new employees during the selection process. The GMA focuses on not just the knowledge, but on physical abilities, personality, interest, emotion and knowledge. This is the most valid test to use, because measures different facets of
Davies, it doesn’t matter how many people from either race is hired, that Spawdowski is safe from any litigation and that the knowledge test is job related in which I disagree. The knowledge test only asses the individuals understanding of the course or training, but it doesn’t cover other facets for job performances. It does matter the amount of people hired from each group because the adverse impact effect that may occur, the disadvantage for a certain group of people that may lead to legal issue or lawsuits towards DickieWorld.
Best method Spadowski can use is the General Mental Ability or g-ocentric model (p.91) which helps to predict the behaviors and job performances of new employees during the selection process. The GMA focuses on not just the knowledge, but on physical abilities, personality, interest, emotion and knowledge. This is the most valid test to use, because measures different facets of