Sign In
Not register? Register Now!
Essay Available:
Pages:
3 pages/≈825 words
Sources:
2 Sources
Level:
Other
Subject:
Business & Marketing
Type:
Case Study
Language:
English (U.S.)
Document:
MS Word
Date:
Total cost:
$ 12.96
Topic:

Too Personal To Ask: Violations Of Privacy In Hiring And Testing (Case Study Sample)

Instructions:

  Three pics are the case, and the word document is the example.

source..
Content:


Case Analysis: Too personal to ask: Violations of privacy in hiring and testing
Institution
Date
Names:
Review
In the case, as one working in the personnel office of Jefferson Security company, I have been tasked with interviewing employees, including administering personality tests for recruits. Security guards are expected to be honest and have high moral integrity. I have used an existing personality test, but a new one has been suggested since it is more accurate and in-depth. However, the new personality test has invasive questions like sexual habits, which are irrelevant to the job and candidates have to choose even when the options are extreme. After raising concerns to the personnel director about the appropriateness of the test that invades privacy, I have been given a day off to think about my stance as the test is supposedly being adopted and relevant to assessing the candidate's moral character.
Ethical Problem or Issue
The ethical problem is that the proposed new personality test violates privacy in hiring and testing, as the questions are overly personal compared to the previous personality test. The dilemma is whether to adopt the test, I am concerned that there is an invasion of privacy because the questions provided are extreme and unrealistic and it would look bad for honest people. The personnel director is convinced that the test will help eliminate dishonest candidates.
Solutions
There is a choice to argue for the previous test and try to convince the personnel director that the new personality test is inadequate to evaluate the honesty and violates the right to privacy. The firm would then go on using the old personality test, even if it is considered old and impersonal. Firms that administer personality tests should be aware about the privacy risk and steps taken to avoid discriminatory practices (Giang, 2013). The second option is to ignore the privacy violation in hiring and testing where the new personality test is adopted. In the new personality test there is emphasis on determining the candidates

...
Get the Whole Paper!
Not exactly what you need?
Do you need a custom essay? Order right now:

Other Topics:

Need a Plagiarism Free Essay?
Submit your instructions!