Describe how organizations should apply the general principles of the Uniform Guidelines on Employee Selection Procedures to practical selection decisions
Sample solution
Dante Alighieri played a critical role in the literature world through his poem Divine Comedy that was written in the 14th century. The poem contains Inferno, Purgatorio, and Paradiso. The Inferno is a description of the nine circles of torment that are found on the earth. It depicts the realms of the people that have gone against the spiritual values and who, instead, have chosen bestial appetite, violence, or fraud and malice. The nine circles of hell are limbo, lust, gluttony, greed and wrath. Others are heresy, violence, fraud, and treachery. The purpose of this paper is to examine the Dante’s Inferno in the perspective of its portrayal of God’s image and the justification of hell.
In this epic poem, God is portrayed as a super being guilty of multiple weaknesses including being egotistic, unjust, and hypocritical. Dante, in this poem, depicts God as being more human than divine by challenging God’s omnipotence. Additionally, the manner in which Dante describes Hell is in full contradiction to the morals of God as written in the Bible. When god arranges Hell to flatter Himself, He commits egotism, a sin that is common among human beings (Cheney, 2016). The weakness is depicted in Limbo and on the Gate of Hell where, for instance, God sends those who do not worship Him to Hell. This implies that failure to worship Him is a sin.
God is also depicted as lacking justice in His actions thus removing the godly image. The injustice is portrayed by the manner in which the sodomites and opportunists are treated. The opportunists are subjected to banner chasing in their lives after death followed by being stung by insects and maggots. They are known to having done neither good nor bad during their lifetimes and, therefore, justice could have demanded that they be granted a neutral punishment having lived a neutral life. The sodomites are also punished unfairly by God when Brunetto Lattini is condemned to hell despite being a good leader (Babor, T. F., McGovern, T., & Robaina, K. (2017). While he commited sodomy, God chooses to ignore all the other good deeds that Brunetto did.
Finally, God is also portrayed as being hypocritical in His actions, a sin that further diminishes His godliness and makes Him more human. A case in point is when God condemns the sin of egotism and goes ahead to commit it repeatedly. Proverbs 29:23 states that “arrogance will bring your downfall, but if you are humble, you will be respected.” When Slattery condemns Dante’s human state as being weak, doubtful, and limited, he is proving God’s hypocrisy because He is also human (Verdicchio, 2015). The actions of God in Hell as portrayed by Dante are inconsistent with the Biblical literature. Both Dante and God are prone to making mistakes, something common among human beings thus making God more human.
To wrap it up, Dante portrays God is more human since He commits the same sins that humans commit: egotism, hypocrisy, and injustice. Hell is justified as being a destination for victims of the mistakes committed by God. The Hell is presented as being a totally different place as compared to what is written about it in the Bible. As a result, reading through the text gives an image of God who is prone to the very mistakes common to humans thus ripping Him off His lofty status of divine and, instead, making Him a mere human. Whether or not Dante did it intentionally is subject to debate but one thing is clear in the poem: the misconstrued notion of God is revealed to future generations.
References
Babor, T. F., McGovern, T., & Robaina, K. (2017). Dante’s inferno: Seven deadly sins in scientific publishing and how to avoid them. Addiction Science: A Guide for the Perplexed, 267.
Cheney, L. D. G. (2016). Illustrations for Dante’s Inferno: A Comparative Study of Sandro Botticelli, Giovanni Stradano, and Federico Zuccaro. Cultural and Religious Studies, 4(8), 487.
Verdicchio, M. (2015). Irony and Desire in Dante’s” Inferno” 27. Italica, 285-297.
Sample Solution
The Uniform Guidelines on Employee Selection Procedures (UGESP) are a set of guidelines issued by the Equal Employment Opportunity Commission (EEOC) to help employers
Sample Solution
The Uniform Guidelines on Employee Selection Procedures (UGESP) are a set of guidelines issued by the Equal Employment Opportunity Commission (EEOC) to help employers
The Uniform Guidelines on Employee Selection Procedures (UGESP) are a set of guidelines issued by the Equal Employment Opportunity Commission (EEOC) to help employers make equitable employment decisions. The guidelines apply to all selection procedures used to make employment decisions, including written tests, interviews, review of experience or education from application forms, résumés, work samples, physical requirements, and evaluations of performance.
The general principles of the UGESP can be applied to practical selection decisions in the following ways:
- Job-relatedness: The selection procedure must be job-related, meaning that it must measure the skills, abilities, and knowledge necessary to perform the job. This can be done by conducting a job analysis to identify the essential job functions and then developing a selection procedure that measures those functions.
- Validity: The selection procedure must be valid, meaning that it must be able to predict job performance. This can be done by conducting a validation study to see how well the selection procedure predicts job performance for a sample of employees.
- Business necessity: The selection procedure must be necessary for business reasons. This means that the employer must be able to show that the selection procedure is necessary to ensure the safe and efficient operation of the business.
- Disparate impact: The selection procedure must not have an adverse impact on any protected group. This means that the selection procedure cannot have a significantly higher rate of rejection for members of a protected group than for members of the majority group.
If an employer can show that its selection procedure meets all of the general principles of the UGESP, then the employer is likely to be in compliance with the law. However, it is important to note that the UGESP are just guidelines, and there may be other factors that the EEOC will consider when evaluating a selection procedure.
Here are some additional tips for how organizations can apply the general principles of the UGESP to practical selection decisions:
- Use a variety of selection procedures: No single selection procedure is perfect, so it is important to use a variety of procedures to get a more complete picture of the applicant. This could include written tests, interviews, work samples, and reference checks.
- Consider the applicant’s whole person: When making a selection decision, it is important to consider the applicant’s whole person, not just their test scores or interview performance. This means considering their skills, abilities, knowledge, and experience, as well as their personality, values, and work ethic.
- Be transparent about the selection process: The applicant should be aware of the selection process and how their scores or performance will be used to make a decision. This will help to ensure that the applicant is treated fairly and that there are no surprises at the end of the process.
By following these tips, organizations can help to ensure that their selection procedures are fair and equitable, and that they are in compliance with the law.
