Download Applied Psychology in Human Resource Management (6th by Wayne F Cascio PDF

By Wayne F Cascio

Interdisciplinary and research-based in technique, this quantity integrates mental thought with instruments and strategies for facing human source difficulties in agencies and for making organisations more desirable and extra fulfilling as locations to paintings. It displays the cutting-edge in team of workers psychology and the dramatic alterations that experience lately characterised the sphere, and descriptions a forward-looking, innovative version towards which HR experts should still objective. The authors study corporations, paintings, and utilized psychology, the legislation and human source administration, the structures procedure, standards, functionality administration, measuring and studying person modifications, equity in employment judgements, reading jobs and paintings, strategic group making plans, recruitment and preliminary screening, managerial choice, education and improvement, issues in layout and foreign dimensions of utilized psychology. For human source pros and others fascinated with body of workers judgements.

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The Fourteenth Amendment guar­ antees equal protection of the law for all citizens. Both the Thirteenth and Fourteenth Amendments granted to Congress the constitutional power to enact legislation to enforce their provisions. It is from this source of constitutional power that all subse­ quent civil rights legislation originates. THE CIVIL RIGHTS ACTS OF 1 866 AND 1871 These laws were enacted based on the provisions of the Thirteenth and Fourteenth Amendments. The Civil Rights Act of 1866 grants all citizens the right to make and enforce contracts for employment, and the Civil Rights Act of 187 1 grants all citizens the right to sue in federal court if they feel they have been deprived of any rights or privileges guaranteed by the Constitution and laws.

In the past. only plaintiffs in age discrimination cases had the right 10 demand a jury. Compensatory and punitive damages are available only from nonpublic employ­ ers (public employers are still subject to compensatory damages up to $300,0(0) and not for adverse impact (unintentional discri mination) cases. Moreover. they may not be awarded in an ADA case when an employer has engaged in good-faith efforts to provide a reasonable accommodation. The total amount of damages that can be awarded depends on the size of the e mployer's workforce.

G .. in return for sweetened benefits for early retirement). Under the Older Workers Benefit Protection Act, which took effect in 1990. employees have 45 days to consider such waivers and 7 days after signing to revoke them. Increasingly. older workers are being asked to sign such waivers in exchange for enhanced retirement benefits (Grossman. 2(03 ). For example, al AT&T Communications. , employees who signed waivers received severance pay equal to 5 percent of current pay times the number of years of service.

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