- Published: November 14, 2021
- Updated: November 14, 2021
- University / College: University of Westminster
- Language: English
- Downloads: 17
The first two sentences attempt to explain the three methods of validating evidence. The three methods in that strain are the content based validity, the criterion based validity, and the relationship based validity. The second sentence qualifies the fact that these three methods are essential in the validation of evidence. On the other hand, the equal group outcomes have been rejected by the standards for the likely impossibility. It is not practical and pragmatic to subject a group of members to the same conditions and expect them to perform in the same manner. That assumption overlooks the very existing differences among people. Lastly, the lack of bias as a fairness test looks at the fact that for fairness in employment to suffice, the process must lack any bias. This approach though essential to consider, is almost impossible to implement because of the inherent biases in persons.
Note 2
The note observes some fundamental concepts of fairness. It calls for a consideration of all aspects involved in the test taking process. For fairness to prevail, the approach that needs to be taken entails a consideration of various parameters underlying the process. In addition, the note appreciates that fairness can be equally considered in terms of lack of or access to the test materials outside the acceptable channels. The note seems to agree with the position that it would be unfair if a process allowed others access to testing materials in unacceptable ways while denying the rest. Lastly, of notable concern is the fact of same opportunities to learn. A process would be perceived to be fair only if it allows the participants opportunities to learn.
References
Higgins, T. E. (2007). Social Psychology: Handbook of Basic Principles. New York: Guilford Press.
Kassin, S., Fein, S., & Markus, H. (2011). Social Psychology. New York: Cengage Learning.
Nevid, J. S. (2008). Psychology: Concepts and Applications. New York: Cengage Learning.
Society for Industrial Organizational Psychology. (2003). Principles for the Validation and Use of Personnel Selection Procedures. Society for Industrial Organizational Psychology.
