1 Assignment two 2 Deliverables:
o 3 Page Essay
o 6-slide presentation to support the essay.
Option #1: New London Case Study
Read the City of New London, Connecticut, Police Department in Chapter 5 of Industrial/Organizational Psychology.
• Write a 2-4-page answering the “questions” below…
• Develop a 5-7 slide PowerPoint presentation that corresponds to your paper and include citations and a reference slide.
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 written 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 APA Writing Style
• 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 OR
• Your audio or video presentation should be 10-15 minutes in length and be accompanied by speaker notes and a reference list of citations.
Record your presentation with audio or video and upload to Schoology.
New London Case Study:
Applied Case Study City of New London, Connecticut, Police Department:
The 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 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, whatchagonna 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.”
• Do you agree with New London’s reasoning about being “too bright”?
• 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?
• 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.
Aamodt, Michael G.. Industrial/Organizational Psychology: An Applied Approach (Page 198). Wadsworth Publishing. Kindle Edition.