Industrial Organization is the application or extension of psychological facts and principles to problems concerning human beings operating within the context of business and industry. One of the most important tasks Industrial Organization psychologists perform is developing assessment methods for selection, placement, and promotion of employees. In order to do this, these psychologists study jobs and determine to what degree tests can predict performance in these specific jobs. My group decided to look more into the topic of selection and placement and narrow that down to unfairness in selection and placement. Muchinsky asks, “What does it mean to be ‘fair’?” and continues by saying, “Most certainly there are many ways to consider fairness” (Muchinsky 324). Yet in this specific situation we demonstrate in our screenplay, it was obvious that the exact opposite of fairness was depicted.
The first scene is called “The Interviews.” In this scene, I interview both Lauryn and Mike to see who I want to work at my company. Lauryn, who is highly qualified and would clearly be the best person to hire for this job, has an excellent interview with me. Mike, who is an old friend of mine, comes to the interview dressed unprofessionally and unprepared; he does not even provide me with a resume. Still, just because Mike is my good friend, I end up choosing him over Lauryn. This is a big mistake on my part and is extremely unfair to Lauryn as well as my entire company. Now my company cannot benefit from the great things Lauryn might have been able to contribute to us. The purpose of this scene was to show the unjust act I have committed as a boss by the way I “selected” and hired Mike instead of Lauryn. This scene is significant in relation to the rest of the screenplay because this is basically the opening introduction, and this is where the initial problem is formed. “Procedures are perceived to be more fair when affected individuals have an opportunity to either influence the decision process or offer input” (Muchinsky 324). If it wasn’t solitarily up to me to do the hiring, and if other employees of the company had a say in it, this decision between hiring Lauryn or Mike would most likely end up being fairer; Lauryn would ultimately get hired for the best interest of the company.
The second scene is called “Unfair Hiring.” In this scene, I kindly tell Lauryn that we will not be hiring her. Instead, I decide to hire Mike. The audience can tell that Mike and I are excited and are planning on having fun while working together. Lauryn is right outside the door and hears that Mike gets hired. Right away she flips out, kicks the door open, and starts going crazy by swearing, yelling, and throwing paper all over the place. The purpose of this scene to show that Lauryn’s anger is a way we could expect anyone to act in this situation. Most would feel the way that Lauryn feels in this scene, but only some may actually act upon their feelings like Lauryn did. This scene specifically connects to the others in this screenplay by showing the pure unfairness of Mike getting hired instead of Lauryn. There are Acts that exist, such as The Americans with Disabilities Act (ADA), which make it illegal to not hire someone for your company because of unfair reasons. “If you have a disability and are qualified to do a job, the ADA protects you from job discrimination on the bases of your disability” (The ADA 1). Although Lauryn wasn’t discriminated against because of a disability, she could have argued that she was discriminated because she was a female. But she knew the reason she wasn’t hired was because Mike was a good friend of Lynette’s.
The third scene is called “Special Treatment.” In this scene, Mike starts working at my company, and I am so easy on him. He comes in fifteen minutes late to work, but I let it go saying it is no problem. After one week, I am so glad Mike is working with me that I give him a raise....
Cited: Erin Brockovich. (2000). Dir. Steven Soderbergh. Perf. Julia Roberts. DVD.
Muchinsky, Paul M. (2003). Psychology Applied to Work: an Introduction to Industrial
and Organizational Psychology. Wadsworth Pub Co.
The ADA: Your Employment Rights as an Individual With a Disability. (2005). The U.S.
Equal Employment Opportunity Commission. Web site:
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