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Q:
Strategic philanthropy emphasizes the links between corporate contributions and business goals, such as creating demand for a product or service.
Q:
Many companies have turned to technology to improve the amount and effectiveness of employee volunteerism.
Q:
Charitable donations are defined as gifts of products or services.
Q:
Foreign-owned corporations typically establish and use corporate foundations less frequently than U.S. firms.
Q:
Corporations are prohibited from giving more than 10 percent of its income for philanthropic purposes.
Q:
An important aspect of the business-community relationship is corporate philanthropy.
Q:
The construction industry has taken the lead in creating programs to revitalize neighborhood housing.
Q:
Community relations departments work primarily on the national level to link the corporation to community stakeholders.
Q:
Social capital refers to the norms and networks that enable collective action.
Q:
Civic engagement is a major way in which companies carry out their corporate citizenship mission.
Q:
The community relies heavily on business, but business is not mutually dependent on the community.
Q:
The term community is sometimes improperly used to refer to a range of groups that are affected by an organizations actions, whether or not they are in the immediate vicinity.
Q:
The term community refers to a companys area of local business influence.
Q:
Over time the workforce will continue to change. How do you see the face of the workforce in 20 years? In what ways will continued diversity create competitive advantages for companies? Discuss based on the material in the textbook.
Q:
Do you believe that support programs for work and family primarily benefit women employees, men employees, or both equally? Explain.
Q:
Government regulations ban both sexual and racial harassment. Discuss both kinds of harassment and why they are a growing concern to employers. What can companies do to combat sexual and racial harassment?
Q:
What is the role of government in the area of equal employment opportunity? Discuss from a historical perspective.
Q:
Do you believe companies are ever justified in treating women or minority employees differently, with respect to wages, benefits, job assignments, or promotions? If not, why not? If so, under what conditions, and why?
Q:
Who do you believe should be primarily responsible for the advancement of minorities in the workplace: the individual, the government, or businesses? Why?
Q:
In 2011 only 14 percent of chief executive officers of the Fortune 500 companies were women. What factor best explains this fact: womens education and job experience, discrimination against women by companies, preferences of women employees, different family roles and responsibilities between women and men, or something else? Why do you think so?
Q:
What steps have companies been taking to support their Lesbian, gay, bisexual, and transgender employees?
A. Adopted written antidiscrimination policies.
B. Provided management training on sexual diversity issues.
C. Provided health benefits to same-sex partners.
D. All of the above.
Q:
Under the Family and Medical Leave Act (FMLA), passed in 1993:
A. Companies that employ 100 or more people must grant unpaid, job protected leaves of up to 12 weeks to employees faced with serious family needs.
B. Companies that employ 50 or more people must grant unpaid, job protected leaves of up to 36 weeks to employees faced with serious family needs.
C. Companies that employ 50 or more people must grant unpaid, job protected leaves of up to 12 weeks to employees faced with serious family needs.
D. Companies that employ 50 or less people are required to do more for expectant and new parents.
Q:
When a mother or father is granted time off when children are born or adopted and during the early months of a childs development, this is called:
A. The parent track.
B. Baby care.
C. Parental leave.
D. Family leave.
Q:
Which of the following is (are) true about child care programs?
A. They help reduce employee absenteeism and tardiness.
B. They aid in recruiting by making the company more attractive to parents.
C. They help retain talented employees.
D. All of the above.
Q:
Which of the following is not a benefit of managing diversity effectively?
A. These businesses get tax breaks from the federal government.
B. These businesses can often more effectively serve customers.
C. These businesses are better able to attract and retain workers from a variety of backgrounds.
D. None of the above. Each of these is a benefit of managing diversity effectively.
Q:
Which of the following is an action that companies take to manage diversity effectively?
A. Do not actively recruit ethnic minority workers.
B. Set up a diversity council to monitor the companys goals.
C. Replace existing workers with ethnically diverse workers.
D. All of the above.
Q:
Companies can combat sexual and racial harassmentand protect themselves from expensive lawsuits--by:
A. Developing a zero-tolerance policy on harassment and communicate it clearly to employees.
B. Establishing a complaint procedure and act quickly to resolve any problems.
C. Bribing employees with money to avoid a lawsuit.
D. A and B, but not C.
Q:
Since the early 1990s racial harassment charges filed:
A. Have been cut in half from 10,000 to 5,000 a year.
B. Have decreased dramatically and are now less than 1000 a year.
C. Have more than doubled to about 9,000 a year.
D. Have stayed about the same at roughly 4,000 a year.
Q:
Racial harassment is illegal under:
A. Title VII of the Civil Rights Act.
B. The Third Amendment to the Constitution.
C. The Equal Pay Act.
D. The Family Medical Leave Act.
Q:
Sexual harassment applies to:
A. Only men who are being harassed.
B. Only women who are being harassed.
C. Either men or women who are being harassed.
D. Only attractive employees who are being harassed.
Q:
Reverse discrimination occurs when:
A. The government discovers that one group was discriminated against over 10 years ago.
B. One group is unintentionally discriminated against in an effort to help another group.
C. One group is intentionally promoted to meet government-mandated quotas.
D. All of the above.
Q:
Which of the following is an argument against affirmative action?
A. It costs American business too much money.
B. There are no mechanisms in place to verify that it is actually taking place.
C. It is inconsistent with the principles of fairness and equality.
D. It violates individuals basic human rights.
Q:
The Americans with Disabilities Act defines a disabled worker as:
A. One who can perform the essential functions of a job, with reasonable accommodations.
B. One who can perform the essential functions of a job, without reasonable accommodations.
C. One who can perform the essential functions of a job, with or without reasonable accommodations.
D. One who cannot perform the essential functions of a job.
Q:
Executive Order 11246, established in 1965, mandates:
A. Affirmative action for all government employees.
B. Affirmative action for all federal contractors and subcontractors.
C. Equal pay for equal work for all federal contractors and subcontractors.
D. Family and medical leave for all federal employees for illness, or the birth of a child.
Q:
Which of the following is not true about the Equal Employment Opportunity Commission (EEOC)?
A. It is charged with enforcing federal equal employment opportunity laws and executive orders.
B. It was created in 1964.
C. It monitors foreign governments employment practices.
D. It was given added enforcement powers in 1972 and 1990.
Q:
The Equal Employment Opportunity Commission was created in:
A. 1932.
B. 1964.
C. 1972.
D. 1990.
Q:
Which of the following government rules on equal treatment of employees does not apply to businesses?
A. Discrimination on the basis of race, color, religion, sex, national origin, disability or age is prohibited in all employment practices.
B. Government contractors must have written positive affirmative action plans to overcome the past and present effects of discrimination in their work force.
C. Women and men must receive equal pay for performing equal work.
D. Affirmative action plans must be permanent.
Q:
Which of the following is not true about women business owners?
A. They own or control almost two-fifths of all U.S. companies.
B. They are forming businesses at roughly the same rate that men are.
C. Female entrepreneurs are just as successful as male entrepreneurs.
D. Collectively they employ more people in U.S. than the Fortune 500 companies do worldwide.
Q:
How do glass walls differ from glass ceilings?
A. They dont; they are the same thing.
B. Glass walls do not exist; only glass ceilings are real.
C. Glass walls apply to mid- and lower-level women managers.
D. Glass walls focus on sideways promotions in the organization.
Q:
Glass walls refers to:
A. Fewer opportunities for upward advancement.
B. Fewer opportunities to move sideways into jobs that lead to the top.
C. Reliance on word of mouth by recruiters for top positions -- the old boys network from which women are excluded.
D. A companys lack of commitment to diversity.
Q:
A study by Catalyst found that companies with three or more female directors had:
A. Significantly lower returns on equity than those with no female directors.
B. Significantly higher returns on equity than those with no female directors.
C. Significantly more family-friendly policies than those with no female directors.
D. Significantly less family-friendly policies than those with no female directors.
Q:
In 2011, what percentage of corporate officers of the Fortune 500 companies were women?
A. 14 percent.
B. 25 percent.
C. 45 percent.
D. 69 percent.
Q:
Which of the following is not true about occupational segregation?
A. It concentrates women in traditionally female-dominated jobs.
B. The pay gap in American businesses persists, in part, because of it.
C. It means that women cannot get the jobs that could break the cycle of relatively low pay.
D. The large pay gap for Hispanic workers partly reflects their concentration in several high-paying occupations.
Q:
The pay gap for Hispanic women (relative to white men) has:
A. Declined by almost 15 percent since 2000.
B. Declined by almost 5 percent since 2000.
C. Increased by almost 15 percent since 2000.
D. Increased by almost 5 percent since 2000.
Q:
Women have entered the workforce:
A. To earn income to support their families.
B. Due to the inadequacies of retirement plans and health care programs.
C. To sustain an accustomed standard of living.
D. All of the above.
Q:
Which ethnic group, as defined by the U.S. Census, represents the fastest-growing percentage of the labor force?
A. African-Americans.
B. Hispanics.
C. Asians.
D. Native Americans.
Q:
The growing diversity in the U.S. workforce is due to:
A. Millennials entering the workforce.
B. Immigration from other countries.
C. Shifting patterns of work and retirement.
D. All of the above.
Q:
By 2020, the Bureau of Labor Statistics estimates that what percentage of all workers will be women?
A. 25 percent.
B. 47 percent.
C. 57 percent.
D. 65 percent.
Q:
Age, ethnicity, gender, mental or physical abilities, race, and sexual orientation are what dimensions of diversity?
A. Primary.
B. Secondary.
C. Tertiary.
D. None of the above.
Q:
Variation in the important human characteristics that distinguish people from one another is called:
A. Workforce variability.
B. Diversity.
C. Difference.
D. Affirmative action.
Q:
Under the Family Medical Leave Act, companies that employ 50 or more people must grant unpaid, job-protected leaves for up to 12 weeks to employees with serious family needs, including the birth or adoption of a baby.
Q:
According to U.S. Census data released in 2012, in about one-third of all married couples with children, both parents worked at least part-time.
Q:
Companies that promote equal employment opportunity generally do better at attracting and retaining workers from all backgrounds.
Q:
A diversity council is a group of managers and employees responsible for developing and implementing specific action plans to meet an organizations diversity goals.
Q:
Sexual and racial harassment will happen, and there is little a business can do to eliminate the problem.
Q:
The number of working women that have told researchers they have been sexually harassed on the job is between 40 and 70 percent.
Q:
Sexual harassment is limited to overt acts of individual coworkers or supervisors.
Q:
Affirmative action occurs when one group is unintentionally discriminated against in an effort to help another group.
Q:
The major agency charged with enforcing equal opportunity laws and executive orders in the United States is the Americans with Disabilities Council (ADC).
Q:
Beginning on a major scale in the 1960s, U.S. presidents issued executive orders and Congress enacted laws intended to promote equal treatment of employees.
Q:
By 2010, around 25 percent of businesses were owned or controlled by women, according to the Center for Womens Business Research.
Q:
Even though racial and gender bias has been lowered in most organizations, women and persons of color remain underrepresented in executive level positions.
Q:
The term pay gap refers to the inequitable concentration of a group, such as minorities or women, in a particular job category.
Q:
Workforce diversity represents both a challenge and an opportunity for businesses.
Q:
The term diversity refers to variation in the important human characteristics that distinguish people from one another.
Q:
Discuss working conditions around the world. What challenges face multinational corporations? What approaches are companies using to establish fair labor standards? Are there circumstances under which some approaches might work better than others?
Q:
Provide an example where employee whistle-blowing is justified and an example where it is not. Provide support for each example.
Q:
Developing a corporate policy on alcohol abuse is a difficult challenge. As the CEO of a firm, how would you fairly treat and protect the privacy of an employee who has an alcohol problem, while meeting the companys goal of maximizing the productivity of each employee?
Q:
As the use of electronic communication at work has risen, new ethical issues involving worker privacy have emerged. Should employers be allowed to read employee e-mail, inspect their Facebook pages or blogs, or access files located on a personal computer at work? Why or why not?
Q:
Some people believe that the right of privacy should be extended to the workplace. Others feel that, on the contrary, that such an extension would constitute an unwarranted incursion into managements right to manage. Please comment on this debate, using examples from the text discussion of electronic monitoring, romance in the workplace, employee drug testing, and employee honesty testing. Are there particular circumstances under which it is, or is not, appropriate for employers to monitor employee behavior?
Q:
Discuss the pros and cons of the new social contract from the viewpoint of an employer and employee. What duty does an employer have to provide job security to its workers?
Q:
Workers in the United States enjoy several important legal guarantees. Discuss three major worker rights. What are the U.S. laws and regulations that govern each? How do such policies compare with those of other countries?
Q:
A strong employer-employee relationship is central to:
A. Achieving a corporations goals of economic production.
B. Satisfying the wishes of those who contribute their skills and talents to the company.
C. Increasing the gross domestic product of a nation.
D. Both A and B, but not C.
Q:
The Council of Economic Priorities has developed a set of workplace rules called:
A. ISO 9000.
B. Social Accountability 8000.
C. Global Compact.
D. Caux Roundtable.
Q:
Universal rules establishing a common set of labor standards worldwide are called:
A. Corporate codes of conduct.
B. NGO standardization.
C. Industry-wide codes of conduct.
D. Fair labor standards.
Q:
The conditions under which a companys employees work is called:
A. Labor standards.
B. Sweatshops.
C. Accountability standards.
D. Wage levels.
Q:
Only after which of the following conditions is (are) met, should the whistle-blower go public?
A. The unreported act would do serious and considerable harm to the public.
B. The employee has reported the act to his or her immediate supervisor and has made their moral concern known.
C. Both A and B.
D. None of the above.
Q:
Which law allows individuals who sue federal contractors for fraud to receive up to 30 percent of any amount recovered by the government?
A. False Standards Act.
B. Economic Priorities Act (as amended in 1999).
C. U.S. False Claims Act (as amended in 1986).
D. Fair Labor Standards Act.
Q:
The Sarbanes-Oxley Act makes it illegal for employers to:
A. Sue federal contractors for fraud.
B. Retaliate against whistle-blowers who report information that could have an impact on the value of a companys shares.
C. Hire employees who have a prior record of accounting fraud.
D. Both B and C, but not A.
Q:
When an employee believes their employer has done something that is wrong or harmful to the public, and he or she reports alleged organizational misconduct to the media, government, or high-level company officials, what has occurred?
A. Insider trading.
B. Hot-lining.
C. Whistle-blowing.
D. Snitching.