Question

1. Cognitive ability tests seem to be the most valid selection devices available for hiring employees, yet they also have adverse impact against African Americans and Hispanics. Given the validity and adverse impact, and considering that race norming is illegal under CRA 1991, what would you say in response to a recommendation that such tests be used for hiring?

2. Employers' major complaint about the Americans with Disabilities Act (ADA) is that the costs of making reasonable accommodations will reduce their ability to compete with businesses (especially foreign ones) that do not face these requirements. Is this a legitimate concern? How should employers and society weigh the costs and benefits of the ADA?

Answer 1

1. Ans Cognitive ability tests utilize questions or problems to calculate capacity to leam quickly, logic, and reasoning, reading comprehension and other stable psychological ability that are fundamental to success in many different jobs. They are normally more likely to differ in results by gender and race than other types of tests. Persons among top level of cognitive ability tend to achieve enhanced on their jobs. It produces a larger racial subgroup difference than nearly any other test. It uses the most valid test which results in lower diversity. It focuses on diversity and decreases test utility. This is the tradeoffs which require to be balanced.

2. Ans The benefits of ADA outweigh the costs in strictly social sense, while differentiating between economic growth and economic development one can easily understand by employing some with disability we are also hiring someone with a special set of abilities. The employers should consider the following facts before making this accusation A person with special may needs a few extra resources but might eliminate some other expenditure. Example: An employee who is hard of hearing might be able to function extremely well in tailoring shop, the extra ""cost" would be communicating with him and the benefit is he/she wouldn't need the radio while working (a common practice in the clothes stitching shops to drain out the sewing machine noise) saving you some extra money Hiring a person with a disability may go a long way in projecting the goodwill of that company and can be used in marketing efforts. It increases customer satisfaction and retention in when customers feel strongly about the issue due to having especially able friends or family. The talent pool also finds such companies more altruistic and might find it a more appealing workplace, increasing productivity and think tank of the company. While foreign companies are not held to adhere to the ADA, they do face a high tumover rate and subjected to human rights law suits frequently The "extra" cost for accommodating the needs of an especially able person might be very low compared the loyalty and skill the person may bring to the company. It has been noted that people with disabilities show lower signs of wanting to switch companies when pay is increased For example the cost of accommodating a visually impaired consultant at EY would be the cost of the special needs laptop with increased accessibility (S495.00 - $1995.00) far outweighs the cost of losing the consultant to Bain. Technology advancement has been a boon to the especially able and permits them to explore their full potential at minimum costs.|