Fair, Valid, and Legally Defensible Selection Procedures (minimum 4–6 pages)

Select a court case from the list below. Summarize the case you selected, including the employee selection method and the selection issue. Summarize the opposing positions, and explain whether you agree with the court decision. Justify your position. 
Explain two impacts of using tests that are not linked to job analyses. Then, explain some consequences of using a misaligned testing process in selection. Support your response with at least two examples from the current literature.
Review the CaseStudy included below. Explain how you might sequence the flow of the selection process for the problem presented in the case study. Then, explain what additional information may be needed from the client for you to make an optimal recommendation for a fair selection process. 

Court Cases:

Griggs v. Duke Power Co., 401 U.S. 424 (1971). Retrieved from http://caselaw.lp.findlaw.com/scripts/getcase.pl?court=US&vol=401&invol=424
Moody v. Albemarle Paper Co., 417 U.S. 622 (1974). Retrieved from http://caselaw.lp.findlaw.com/cgi-bin/getcase.pl?navby=case&court=us&vol=417&invol=622#624
Albemarle Paper Co. v. Moody, 422 U.S. 405 (1975). Retrieved from http://caselaw.lp.findlaw.com/scripts/getcase.pl?navby=case&court=us&vol=422+&page=405
Washington v. Davis, 426 U.S. 229 (1976). Retrieved from http://caselaw.lp.findlaw.com/scripts/getcase.pl?navby=case&court=us&vol=426+&page=229
Connecticut v. Teal, 457 U.S. 440 (1982). Retrieved from http://caselaw.lp.findlaw.com/scripts/getcase.pl?navby=case&court=us&vol=457&page=440
Watson v. Fort Worth Bank and Trust, 487 U.S. 977 (1988). Retrieved from http://caselaw.lp.findlaw.com/scripts/getcase.pl?navby=case&court=us&vol=487&page=977
Wards Cove Packing Co. v. Atonio, 490 U.S. 642 (1989). Retrieved from http://caselaw.lp.findlaw.com/scripts/getcase.pl?navby=case&court=us&vol=490&page=642

Ricci et al. v. DeStefano et al, 557 U.S. 557 (2009). Retrieved from http://www.supremecourt.gov/opinions/08pdf/07-1428.pdf
Part 2
Selection Tools—Ethical and Legal Considerations (minimum 3-4 pages)
Explain the costs and benefits of personality tests compared to other quantitative predictors that a personnel consultant may have considered using in the employment context. Explain two potential consequences of faking a personality test. Finally, explain whether or not you consider faking personality tests to be a serious problem and why.

Many organizations today use forms of social media to identify potential (e.g., LinkedIn) and screen out job applicants (e.g., Facebook). Early research has some mixed results and no real clear guidance on what is the best process to use when it comes to leveraging social media. Draft a policy statement that outlines a process for the ethical and fair use of social media in employee selection. Explain how you would “socialize” the proposed policy.W004: Case Study
You have received a voicemail from James Cooper of Park Heights High School.
Hi, this is James Cooper from Park Heights High School. I am interested in hiring Consulting
Corporation to develop a selection process for our teaching positions. We are a charter school
with approximately 300 students. We are expecting more than 100 applicants for the teaching
positions and will check to make sure they have valid teaching licenses issued by the state. We
are looking for stellar teachers. Therefore, we would like you conduct a fair selection process
that will not have an adverse impact on any race or gender group. I hope that you can help us,
and I look forward to speaking with you in the near future.
Email from James Cooper of Park Heights High School.
Email Subject: Park Heights Information Request
Here is the information you requested about Park Heights High School.

Number of Students – 314
Type of School – City Charter High School (Grades 9-12)
Neighborhood Information – Urban, Approximately One Million Residents
Open Positions – 5 (2 Math, 2 English, and 1 History)
Anticipated Applicants – 100
In terms of parental involvement, we have a real split. I would say about 60% of the parents are
everyday working class families that value what their children are doing and learning.
Unfortunately, the rest really aren’t too engaged in what is happening. About 50% of the
students are African American, 40% Caucasian, and 10% Hispanic.
The city school system wants a thorough personnel selection process. The school administrator
already has pursued background checks to examine criminal records and past employment. We
can forward that information to you. Like most urban public schools, we are on a budget.
Therefore, any selection method for this application process needs to be efficient and cost
effective. This process needs to be fair and valid, which is integral since we a part of the city
school system.
Most importantly, however, the school needs to be in a strong legal position in case of a
challenge based on race or sex discrimination. We are concerned already about the student
dropout rate, so we need stellar teachers to increase student retention. We want our students to
become top achievers through learning as much as possible and testing well. Our goal for each
student is to succeed in college or at a vocational school after graduating Park Heights.
Thanks for working with us, and I look forward to your plans.
James Cooper

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