Introduction
It should be noted that hiring individuals to certain positions is a complex process, which requires taking into consideration many different factors. As stated by the author of the article “Jobs, qualifications, and preferences”, the aim of appointing a person to a specific position means choosing someone who will provoke the appropriate reaction when performing his or her duties (Wertheimer 1983). Apart from that, Wertheimer (1983) explained that the majority of jobs at present include interpersonal relations, which implies that recipients of service will inevitably produce reactions to the individual’s performance.
Details
Importantly, there are such jobs, which lead to the fact that person’s background, nationality or some other feature will either contribute or hinder him or her from completing the duties. For example, the author stated that the way people perceive a police officer affects his or her efficiency. In turn, it implies that if the police officer provides service to the African-American population, he or she would be perceived better if he or she was African-American as well (Wertheimer 1983). This phenomenon means that this population group might share similar beliefs and have a similar background, which could help them understand each other easier. Moreover, it implies that sharing this peculiarity will enable the police officer to build a more trusting relationship with the population group. This approach to hiring is based on reaction qualifications. It means that a person will be chosen out of many applicants on the basis of the individual’s capability to provoke the necessary reactions among the respondents.
Another example of a difficult situation connected to reaction qualifications is when a school needs to decide whether to choose a teacher with a loud, firm voice and strict manner to teaching or the one with a higher qualification but with a foreign accent and a mild, thin voice when choosing someone to work with difficult learners who have problems with their behaviour. The dilemma lies in the fact that the first specialist will be able to ensure discipline in the class and the children will be able to concentrate on the studies while in the case of the other specialist, this person will be able to teach the students using the best teaching practices (Wertheimer 1983). In such a situation, the decision will be made based on the needed reactions a teacher could produce when working with the kids. This hiring principle seems reasonable; nevertheless, it means certain discrimination issues. In addition, it is difficult to say in which occurrences reaction qualifications should be counted and when they are inappropriate. The author stressed that the application of reaction qualifications approach is explained by the important factors that exist in society, which are difficult to change (sex, race, class and so on) (Wertheimer 1983). These background aspects are rooted in social developmental patterns, and it is impossible and insufficient to deny them or leave unconsidered.
Conclusion and Personal Opinion
The approach reviewed by the author as well as the provided examples and justifications seem adequate. However, it is difficult to decide when qualification reactions should be considered. Moreover, it means that when one person is appointed to a certain job, many other people with higher qualifications could be discriminated based on their religion, race or any other aspect. Apart from that, if this approach should be applied widely, it is important to decide when and based on what characteristics it will be appropriate. Despite the fact that this hiring method can be effective indeed, it is very difficult to say if it is discriminatory or not. In addition, it is uneasy to consider all the possible variants when this principle could be applicable. Thus, although reaction qualifications can be effective, it implies the existence of certain difficulties and controversies.
Reference List
Wertheimer, A 1983, ‘Jobs, qualifications, and preferences’, Chicago Journals, vol. 94, no. 1, pp. 99-112.