Expert answer:Case Study

Solved by verified expert:Option #1: New London Case StudyRead the City of New London, Connecticut, Police Department in Chapter 5 of Industrial/Organizational Psychology.Then, write a 2-4-page paper and select one of the two assignment options to accompany your paper: Develop a 5-7 slide PowerPoint presentation that corresponds to your paper.Answer the following questions:Evaluate New London’s reasoning about being “too bright.”Critique the judge’s decision that it was not discriminatory to not hire people who are highly intelligent.How would an ethical leader have determined the cognitive ability requirements for this job?Adhere to the following standards:Your paper should be two to four pages in length, not including the title or reference pages.Review the grading rubric, which can be accessed on the Materials link for each week.Be sure to follow the APA guidlines.Your paper should include an introduction, a body with at least two fully developed paragraphs, and a conclusion.Support your interpretation with evidence from the book and at least two peer-reviewed journal articles from the library.Your PowerPoint presentation should be 5-7 slides and include a reference list and citations. See the Example PPT Presentation in the Online Research and Writing Lab Case study attached and sample paper attached
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August 6, 2010
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veniam, quis nostrud. In atsvulpate velt esse meleste at semper manet sola. Ut lacreet dolore
magna aliquam sic semper fi tyrannis erat volutpat. Wisi enim ad minim veniam. Dolore eu sata
sfeugiat. Ipsum lorem vei illum sat dolor euis mod tincidunt vei auminiure dolor in esse. Ultaceet
dolore magna si napi. Wisi e nim ad minim
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period. This is a subtopic of Level 4 (Example: Posture and tone.). Ipsum lorem vei illum sat
dolor euis mod tincidunt vei auminiure dolor in esse. Ulta ceet dolore magna si napi. Wisi e nim
admin im veniam, quis nostrud. In atsvulpate velt esse meleste at semper manet sola. Ut lacreet
dolore magna aliquam sic semper fi tyrannis erat volutpat. Wisi enim ad minim veniam. Dolore
eu sata sfeugiat. Ipsum lorem vei illum sat dolor euis mod tincidunt vei auminiure dolor in esse.
Ultaceet dolore magna si napi. Wisi e nim ad minim veniam, quis nos In a tsvulpate velt esse
meleste at semper manet sola. UT lacreet dolore magna aliquam sic semp fi tyrannis erat
volutpat. Wisi enim ad minim veniam. Dolore eu sata sfeugiat.
Ipsum lorem vei illum sat dolor euis mod tincidunt vei auminiure dolor in esse. Ulta ceet
dolore magna si napi. Wisi e nim admin im veniam, quis nostrud. In atsvulpate velt esse meleste
at semper manet sola. Ut lacreet dolore magna aliquam sic semper fi tyrannis erat volutpat. Wisi
enim ad minim veniam. Dolore eu sata sfeugiat. Ipsum lorem vei illum sat dolor euis mod
tincidunt vei auminiure dolor in esse. Ultaceet dolore magna si napi. Wisi e nim ad minim
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at semper manet sola. Ut lacreet dolore magna aliquam sic semper fi tyrannis erat volutpat. Wisi
enim ad minim veniam. Dolore eu sata sfeugiat. Ipsum lorem vei illum sat dolor euis mod
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tincidunt vei auminiure dolor in esse. Ultaceet dolore magna si napi. Wisi e nim ad minim
veniam, quis nos In a tsvulpate velt esse meleste at semper manet sola. UT lacreet dolore magna
aliquam sic semp fi tyrannis erat volutpat. Wisi enim ad minim veniam. Dolore eu sata sfeugiat.
Ipsum lorem vei illum sat dolor euis mod tincidunt vei auminiure dolor in esse. Ulta ceet
dolore magna si napi. Wisi e nim admin im veniam, quis nostrud. In atsvulpate velt esse meleste
at semper manet sola. Ut lacreet dolore magna aliquam sic semper fi tyrannis erat volutpat. Wisi
enim ad minim veniam. Dolore eu sata sfeugiat. Ipsum lorem vei illum sat dolor euis mod
tincidunt vei auminiure dolor in esse. Ultaceet dolore magna si napi. Wisi e nim ad minim
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References
Carroll, A. B. (1979). A three-dimensional conceptual model of corporate performance. The
Academy of Management Review, 4(4), 497. [This is a journal article citation. Articles
from the Library databases are based on print journals so the citation will end with page
numbers.]
Collins, J. (2001). Good to great. New York, NY: HarperCollins Publishers Inc. [This is a book
citation.]
Epstein, M. J. (2008). Making sustainability work. San Francisco, CA: Greenleaf
Publishing Limited.
Epstein, M., & Roy, M. (2003). Improving sustainability performance: Specifying, implementing
and measuring key principles. Journal of General Management, 29(1), 15-31.
French, S. (2009). Critiquing the language of strategic management. The Journal of Management
Development, 28(1), 6-17. doi: 10.1108/02621710910923836 [This is a journal article
citation from a Library database. Include a doi number if available.]
Ginter, P., Ruck, A., & Duncan, W. (1985). Planners’ perceptions of the strategic management
process. Journal of Management Studies, 22(6), 581-596.
Hollingworth, M. (2009, November/December). Building 360 organizational sustainability. Ivey
Business Journal Online. Retrieved from
http://www.iveybusinessjournal.com/article.asp?intArticle_ID=868 [This is a journal that
is published online, so you would include the URL.]
Reuters. (2010). Walgreens Co. (WAG.N). Retrieved from
http://www.reuters.com/finance/stocks/companyProfile?symbol=WAG.N
INSERT FIRST 50 CHARACTERS OF TITLE [double click to edit]
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Walgreens. (2010a). Mission statement. Retrieved from
http://news.walgreens.com/article_display.cfm?article_id=1042 [This is a website citation
with a corporate author. If you retrieve information from various pages of this particular
website, you need to cite each web page. However, because the author and the year will
be exactly the same, the lowercase letters, “a,” “b,” etc. need to be added to the year. The
in-text citation would be: (Walgreens, 2010a).]
Walgreens. (2010b). Our past. Retrieved from
http://www.walgreens.com/marketing/about/history/default.html
n
n
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ON THE JOB
they know they have been rejected, it may be that too quick a rejection makes
applicants feel as if they are such a loser that the organization quickly discarded them (e.g., the graduate school whose clerk rejected my application).
Be as personable and as specific as possible in the letter. With the use of
automated applicant tracking systems, it is fairly easy to individually address
each letter, express the company’s appreciation for applying, and perhaps
explain who was hired and what their qualifications were. In general,
“friendly” letters result in better applicant attitudes (Aamodt & Peggans,
1988; Feinberg, Meoli-Stanton, & Gable, 1996).
Including a statement about the individual who received the job can increase
applicant satisfaction with both the selection process and the organization
(Aamodt & Peggans, 1988; Gilliland et al., 2001).
Do not include the name of a contact person. Surprisingly, research has
shown that including such a contact decreases the probability that a person
will reapply for future jobs or use the company’s products (Waung & Brice,
2000).
Applied Case Study
City of New London, Connecticut, Police Department
T
he City of New London, Connecticut, was
developing a system to select police officers.
One of the tests it selected was the Wonderlic
Personnel Test, a cognitive ability test that was
mentioned in this chapter. For each occupation, the
Wonderlic provides a minimum score and a maximum score. For police officers, the minimum score is
20 and the maximum is 27. Robert J. Jordan applied
for a job as a police officer but was not given an
interview because his score of 33 (equivalent to an IQ
of 125) made him “too bright” to be a cop. New
London’s reasoning was that highly intelligent officers would get bored with their jobs and would
either cause trouble or would quit. The New London
deputy police chief was quoted as saying, “Bob
Jordan is exactly the type of guy we would want
to screen out. Police work is kind of mundane. We
don’t deal in gunfights every night. There’s a personality that can take that.” Turnover was a great
concern, as the city spent about $25,000 sending
each officer through the academy.
The police department in neighboring Groton,
Connecticut, also uses the Wonderlic but tries to
hire the highest scorers possible—a policy with
which most I/O psychologists would agree.
When New London’s policy received national
publicity, the city became the butt of many jokes
and the policy became a source of embarrassment to
198
CHAPTER
many of the residents. According to one resident, “I’d
rather have them hire the right man or woman for
the job and keep replacing them than have the same
moron for twenty years.” Another commented, “Your
average dunderhead is not the person you want to
try to solve a fight between a man and his wife at
2.00 a.m.” The ridicule got so bad that another city
ran an ad asking, “Too smart to work for New
London? Apply with us”; San Francisco police chief
Fred Lau encouraged Jordan to apply to the San
Francisco Police Department; and host Jay Leno
rewrote the theme song for the television show to
include, “Dumb cops, dumb cops, whatcha gonna do
with a low IQ?”
Jordan filed a lawsuit but lost. The judge ruled,
“Plaintiff may have been disqualified unwisely but he
was not denied equal protection.”
n
Do you agree with New London’s reasoning about
being “too bright”?
n
Do you agree with the judge’s decision that it was
not discriminatory to not hire people who are
highly intelligent? Why or why not?
n
How would you have determined the cognitive
ability requirements for this job?
Information about this case can be found by
following the web links in the text website.
5
Copyright 2016 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s).
Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it.
04/04/2018 – RS0000000000000000000001003509 (Amy Stuart) – Industrial/Organizational Psychology: An
Applied Approach

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