IOP3701
ASSIGNMENT
TWO
S1&S2 YEAR 2021
, QUESTION 1 The Employment Equity Act gives clear guidelines on the use of
psychological assessment tools. Discuss. In your discussion, also make an
argument for or against the adequacy of the Act in dealing with concerns relating
to psychological assessments. (5)
The act adequately makes provision / directs us to apply ethical, scientific and
professional methods to address concerns. As such, the act adequately deals with
concerns of psychological assessments. This is evident through its purpose and
guidelines as follows: The Employment Equity Act states that the purpose of the act is
to achieve equity in the workplace by:
a) promoting equal opportunity and fair treatment in employment through the
elimination of unfair discrimination; and
b) implementing affirmative action measures to redress the disadvantages in
employment experienced by designated groups (Foxfrod et al 2013).
With regard to psychological testing and other similar assessments, the EEA 55 of 1998
states that: Psychological testing and other similar assessments of an employee are
prohibited unless the test or assessment being used:
a) has been scientifically shown to be valid and reliable;
b) can be applied fairly to all employees; and
c) is not biased against any employee or group (Foxfrod et al 2013).
QUESTION 2 Discuss the relationship between reliability and validity – in
particular whether one can be a prerequisite for the other. (5)
Validity connotes whether or not a measure is measuring what it is supposed to be
measuring, whilst reliability implies whether or not the results obtained are consistent or
not.
ASSIGNMENT
TWO
S1&S2 YEAR 2021
, QUESTION 1 The Employment Equity Act gives clear guidelines on the use of
psychological assessment tools. Discuss. In your discussion, also make an
argument for or against the adequacy of the Act in dealing with concerns relating
to psychological assessments. (5)
The act adequately makes provision / directs us to apply ethical, scientific and
professional methods to address concerns. As such, the act adequately deals with
concerns of psychological assessments. This is evident through its purpose and
guidelines as follows: The Employment Equity Act states that the purpose of the act is
to achieve equity in the workplace by:
a) promoting equal opportunity and fair treatment in employment through the
elimination of unfair discrimination; and
b) implementing affirmative action measures to redress the disadvantages in
employment experienced by designated groups (Foxfrod et al 2013).
With regard to psychological testing and other similar assessments, the EEA 55 of 1998
states that: Psychological testing and other similar assessments of an employee are
prohibited unless the test or assessment being used:
a) has been scientifically shown to be valid and reliable;
b) can be applied fairly to all employees; and
c) is not biased against any employee or group (Foxfrod et al 2013).
QUESTION 2 Discuss the relationship between reliability and validity – in
particular whether one can be a prerequisite for the other. (5)
Validity connotes whether or not a measure is measuring what it is supposed to be
measuring, whilst reliability implies whether or not the results obtained are consistent or
not.
