Introduction / Context:
This question weighs employment access rights against perceived organizational concerns about overqualification. Strong arguments must be principled and broadly applicable, not speculative.
Given Data / Assumptions:
- Debarring overqualified applicants would restrict a segment of the labor market.
- Educated unemployment is a real social and economic issue.
- Rights to seek employment are fundamental in a competitive market, subject to legal limits.
Concept / Approach:
Strong “No” arguments: social cost (unemployment) and rights. “Yes” arguments must show consistent, non-speculative organizational benefit.
Step-by-Step Solution:
I (No): Debarment shrinks opportunities for the educated, potentially worsening unemployment—direct, plausible, and social-interest aligned. Strong.II (Yes): Claims psychological “complexes” and adverse effects without evidence; highly speculative and not a reliable policy ground. Weak.III (No): Debarment conflicts with basic rights and fair access (employers can still select best fit). This is a principled argument. Strong.IV (Yes): Says productivity will increase if the overqualified are barred; this is counterintuitive and speculative—sometimes overqualification can enhance productivity. Weak.
Verification / Alternative check:
Employers can manage fit during selection without blanket bans; blanket debarment is excessive, validating I and III.
Why Other Options Are Wrong:
- “All strong” includes weak, speculative claims.
- “Only II & IV” selects weak arguments.
- “Only III” ignores the unemployment impact in I.
Common Pitfalls:
Assuming overqualification necessarily harms organizations; ignoring candidate choice and employer screening processes.
Final Answer:
Only I and III are strong
Discussion & Comments