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Human Resource
Q:
The _________ allows employees to retain their employer-offered health insurance coverage while taking unpaid leave for family matters.
Q:
Under the ADA, companies are required to make _______ to provide a qualified individual access to the job.
Q:
The ______ granted the enforcement powers for the EEOC.
Q:
________is a practice in organizations that includes actively seeking, hiring and promoting women and minorities to correct past discriminatory injustices.
Q:
The Equal Employment Opportunity Commission has enforcement mechanisms that include filing ________ lawsuits against organizations if unable to secure an acceptable resolution of discrimination charges within 120 days.
Q:
The Civil Rights of 1964 is divided into parts called ________.
Q:
a) Americans with Disabilities Act of 1990b) EEOCc) Bona fide occupational qualification (BFOQ)d) Title VIIe) Sexual harassmentf) 4/5 ruleg) Glass ceilingh) Comparable worthi) Pregnancy Discrimination Act of 1978j) Adverse impactk) Reverse discriminationl) Adverse treatmentm) Affirmative actionn) Quid pro quo harassmento) Hostile environment harassmentPrograms instituted by an organization to correct past injustices in an employment process.
Q:
a) Americans with Disabilities Act of 1990b) EEOCc) Bona fide occupational qualification (BFOQ)d) Title VIIe) Sexual harassmentf) 4/5 ruleg) Glass ceilingh) Comparable worthi) Pregnancy Discrimination Act of 1978j) Adverse impactk) Reverse discriminationl) Adverse treatmentm) Affirmative actionn) Quid pro quo harassmento) Hostile environment harassmentEqual pay for jobs similar in skills, responsibility, working conditions, and effort.
Q:
a) Americans with Disabilities Act of 1990b) EEOCc) Bona fide occupational qualification (BFOQ)d) Title VIIe) Sexual harassmentf) 4/5 ruleg) Glass ceilingh) Comparable worthi) Pregnancy Discrimination Act of 1978j) Adverse impactk) Reverse discriminationl) Adverse treatmentm) Affirmative actionn) Quid pro quo harassmento) Hostile environment harassmentThe invisible barrier that blocks females and minorities from ascending into the upper levels of an organization.
Q:
a) Americans with Disabilities Act of 1990b) EEOCc) Bona fide occupational qualification (BFOQ)d) Title VIIe) Sexual harassmentf) 4/5 ruleg) Glass ceilingh) Comparable worthi) Pregnancy Discrimination Act of 1978j) Adverse impactk) Reverse discriminationl) Adverse treatmentm) Affirmative actionn) Quid pro quo harassmento) Hostile environment harassmentThe enforcement arm for Title VII of the Civil Rights Act.
Q:
a) Americans with Disabilities Act of 1990b) EEOCc) Bona fide occupational qualification (BFOQ)d) Title VIIe) Sexual harassmentf) 4/5 ruleg) Glass ceilingh) Comparable worthi) Pregnancy Discrimination Act of 1978j) Adverse impactk) Reverse discriminationl) Adverse treatmentm) Affirmative actionn) Quid pro quo harassmento) Hostile environment harassmentAnything of a sexual nature that creates a condition of employment, an employment consequence, or a hostile or offensive environment.
Q:
a) Americans with Disabilities Act of 1990b) EEOCc) Bona fide occupational qualification (BFOQ)d) Title VIIe) Sexual harassmentf) 4/5 ruleg) Glass ceilingh) Comparable worthi) Pregnancy Discrimination Act of 1978j) Adverse impactk) Reverse discriminationl) Adverse treatmentm) Affirmative actionn) Quid pro quo harassmento) Hostile environment harassmentA claim made by white males that minority candidates are given preferential treatment in employment decisions.
Q:
a) Americans with Disabilities Act of 1990b) EEOCc) Bona fide occupational qualification (BFOQ)d) Title VIIe) Sexual harassmentf) 4/5 ruleg) Glass ceilingh) Comparable worthi) Pregnancy Discrimination Act of 1978j) Adverse impactk) Reverse discriminationl) Adverse treatmentm) Affirmative actionn) Quid pro quo harassmento) Hostile environment harassmentJob requirements that are "reasonably necessary to meet the normal operations of that business or enterprise".
Q:
a) Americans with Disabilities Act of 1990b) EEOCc) Bona fide occupational qualification (BFOQ)d) Title VIIe) Sexual harassmentf) 4/5 ruleg) Glass ceilingh) Comparable worthi) Pregnancy Discrimination Act of 1978j) Adverse impactk) Reverse discriminationl) Adverse treatmentm) Affirmative actionn) Quid pro quo harassmento) Hostile environment harassmentA rough indicator of discrimination that requires that the proportion of minority applicants a company hires must equal at least 80 percent of the proportion majority applicants in the population hired.
Q:
a) Americans with Disabilities Act of 1990b) EEOCc) Bona fide occupational qualification (BFOQ)d) Title VIIe) Sexual harassmentf) 4/5 ruleg) Glass ceilingh) Comparable worthi) Pregnancy Discrimination Act of 1978j) Adverse impactk) Reverse discriminationl) Adverse treatmentm) Affirmative actionn) Quid pro quo harassmento) Hostile environment harassmentLaw prohibiting discrimination based on pregnancy.
Q:
a) Americans with Disabilities Act of 1990b) EEOCc) Bona fide occupational qualification (BFOQ)d) Title VIIe) Sexual harassmentf) 4/5 ruleg) Glass ceilingh) Comparable worthi) Pregnancy Discrimination Act of 1978j) Adverse impactk) Reverse discriminationl) Adverse treatmentm) Affirmative actionn) Quid pro quo harassmento) Hostile environment harassmentLaw that requires employers to make reasonable accommodations.
Q:
a) Americans with Disabilities Act of 1990b) EEOCc) Bona fide occupational qualification (BFOQ)d) Title VIIe) Sexual harassmentf) 4/5 ruleg) Glass ceilingh) Comparable worthi) Pregnancy Discrimination Act of 1978j) Adverse impactk) Reverse discriminationl) Adverse treatmentm) Affirmative actionn) Quid pro quo harassmento) Hostile environment harassmentOffensive and unreasonable situations in the workplace that interfere with the ability to work.
Q:
a) Americans with Disabilities Act of 1990b) EEOCc) Bona fide occupational qualification (BFOQ)d) Title VIIe) Sexual harassmentf) 4/5 ruleg) Glass ceilingh) Comparable worthi) Pregnancy Discrimination Act of 1978j) Adverse impactk) Reverse discriminationl) Adverse treatmentm) Affirmative actionn) Quid pro quo harassmento) Hostile environment harassmentAn employment situation where protected group members receive less positive treatment than other employees in matters such as performance evaluations and promotions.
Q:
a) Americans with Disabilities Act of 1990b) EEOCc) Bona fide occupational qualification (BFOQ)d) Title VIIe) Sexual harassmentf) 4/5 ruleg) Glass ceilingh) Comparable worthi) Pregnancy Discrimination Act of 1978j) Adverse impactk) Reverse discriminationl) Adverse treatmentm) Affirmative actionn) Quid pro quo harassmento) Hostile environment harassmentA consequence of an employment practice that results in a greater rejection rate for a minority group than it does for the majority group in an occupation.
Q:
a) Americans with Disabilities Act of 1990b) EEOCc) Bona fide occupational qualification (BFOQ)d) Title VIIe) Sexual harassmentf) 4/5 ruleg) Glass ceilingh) Comparable worthi) Pregnancy Discrimination Act of 1978j) Adverse impactk) Reverse discriminationl) Adverse treatmentm) Affirmative actionn) Quid pro quo harassmento) Hostile environment harassmentThe most prominent piece of legislation regarding HRM. It states the illegality of discriminating against individuals based on race, religion, color, sex, or national origin.
Q:
a) Americans with Disabilities Act of 1990b) EEOCc) Bona fide occupational qualification (BFOQ)d) Title VIIe) Sexual harassmentf) 4/5 ruleg) Glass ceilingh) Comparable worthi) Pregnancy Discrimination Act of 1978j) Adverse impactk) Reverse discriminationl) Adverse treatmentm) Affirmative actionn) Quid pro quo harassmento) Hostile environment harassmentSome type of sexual behavior is expected as a condition of employment.
Q:
The Uniformed Services Employment and Reemployment Rights Act of 1994 prohibits employers from discriminating or retaliating against a job applicant or employee based on prior military service.
Q:
An airline that does not hire female pilots can defend against discriminatory charges through the use of a bona fide occupational qualification (BFOQ).
Q:
A claim made by African American males that minority candidates are given preferential treatment in employment is called reverse discrimination.
Q:
Two government agencies primarily responsible for enforcing equal employment opportunity laws are the Equal Employment Opportunity Commission and the Office of Federal Contract Compliance Programs.
Q:
Interestingly, Equal Employment Laws in China resemble those in the U.S. today.
Q:
Comparable worth means that equal pay is provided for equal work, regardless of gender or ethnicity.
Q:
In the case of Albemarle Paper Company v. Moody, the Supreme Court ruled that job-related tests are permissible for screening applicants.
Q:
Employment discrimination may stem from a decision based on factors other than those relevant to the job.
Q:
The Family and Medical Leave Act permits employees in organizations of 50 or more workers to take up to 12 weeks of unpaid leave for family or medical reasons.
Q:
Under the Age Discrimination in Employment Act of 1967, protection for employees from discrimination begins after 55 years of age.
Q:
If protected group members are more often evaluated poorly than non-protected group members, adverse treatment may have occurred.
Q:
Adverse impact is a consequence of an employment practice that results in a greater rejection rate for the majority group than for a minority group.
Q:
Title VII prohibits discrimination in hiring, promotion, dismissal, benefits, compensation, or any other terms, conditions, or privileges of employment based on race, religion, color, gender, or national origin.
Q:
Although the Civil Rights Act does not include sexual orientation as one of the protected classes, nearly all the states, plus over 800 cities and counties, protect employees from discrimination based on sexual orientation in the workplace.
Q:
What programs were developed to encourage employers to actively seek a more diverse workforce?
a) 4/5ths rules
b) Restricted policies
c) Disparate treatment remedies
d) EEOC
e) Affirmative action
Q:
The idea that an employment practice might result in a greater rejection rate for a minority group is called:
a) disparate treatment.
b) restricted policy.
c) adverse impact.
d) affirmative action.
e) 4/5ths rule violation.
Q:
In which of the following cases did the U.S. Supreme Court place the burden of proof on the employer, requiring them to prove that any job requirement is job related.
a) Connecticut v. Teal
b) Griggs v. Duke Power Company
c) Washington v. Davis
d) Albemarle Paper v. Moody
e) United States v. Paradise
Q:
Which of the following are designed to provide guidance to government agencies on specific topics that are potentially discriminatory in the private sector?
a) Executive orders
b) BFOQs
c) Civil Rights Act violations
d) Claims
e) USERRA
Q:
Work-related skills or education that are vital to the safe or efficient operation of a firm are referred to as:
a) valid indicators of success.
b) public perception skills.
c) bona fide occupational qualifications.
d) differentiating factors.
e) business necessities.
Q:
The issue of citizenship and permanent residence status is often related to issues of race and color discrimination, and fall under which type of discrimination?
a) Religious
b) Gender
c) Language
d) National origin
e) Dress code
Q:
In the United States,
a) women are currently holding less than 15 percent of senior management positions.
b) women are currently holding about 24 percent senior management positions.
c) women are currently holding about 32 percent senior management positions.
d) women are currently holding about 36 percent senior management positions.
e) women are currently holding about 42 percent senior management positions.
Q:
What is the glass ceiling?
a) Institutional and psychological practices limit the advancement and mobility of women and minorities.
b) It is classic discrimination.
c) Subtle pressures force women and minority employees into highly visible, token organizational positions.
d) Although women and minorities are being hired in larger numbers, they are not being paid their comparable worth.
e) Work process engineering systematically excludes females and minorities from prestigious training offerings.
Q:
Dion, an HR manager, is developing a new compensation system that links pay to factors that are present to varying degrees in the organization. The goal is that dissimilar jobs which are equivalent in terms of knowledge, skills, and abilities are paid similarly. This project is an application of
a) comparable worth.
b) glass ceiling.
c) adverse discrimination.
d) work equivalencies.
e) disparate impact.
Q:
Which of the following is true regarding employer liability for sexual harassment actions?
a) Only organizations with more than 50 employees can be held liable for sexual harassment actions.
b) Only organizations with more than 100 employees can be held liable for sexual harassment actions.
c) Employers can only be held liable for sexual harassment actions by its managers
d) Employers can only be held liable for sexual harassment actions by its managers and employees
e) Employers can be held liable for sexual harassment actions by its managers, employees, and even customers.
Q:
The EEOC cites all of the following in determining whether or not sexual harassment has occurred EXCEPT:
a) Instances may be physical or verbal conduct toward an individual.
b) The conduct creates an intimidating, offense, or hostile environment.
c) The conduct adversely affects an employee's employment opportunities.
d) The conduct is perceived as "funny" by less than 50% of the workforce.
e) The conduct unreasonably interferes with an individual's work.
Q:
Which of the following is NOT true regarding sexual harassment?
a) More than 13,000 complaints are filed with the EEOC each year.
b) Sexual harassment can be regarded as any unwanted activity of a sexual nature that affects an individual's employment.
c) Sexual harassment can only occur between members of the opposite sex.
d) Sexual harassment can occur between members of the opposite sex or of the same sex.
e) Sexual harassment creates an unpleasant work environment for organization members.
Q:
Which of the following is NOT true regarding HRM outside the United States?
a) Canadian laws pertaining to HRM practices closely parallel those in the United States.
b) India's Supreme Court recently declared sexual harassment to be illegal under a constitutional guarantee of the right to gender equity and requires all employers with more than 50 employees to have a sexual harassment prevention policy.
c) In Australia, a very small percentage of the workforce is unionized.
d) Australia's discrimination laws were not enacted until the 1980s.
e) In Germany, legislation requires companies to practice representative participation.
Q:
Which of the following EEOC action steps are pursued if the company offers to settle the case after the complaint is filed and the process to determine the validity of the complaint is initiated?a) Written charges are filed by an individual employee.b) The EEOC notifies the organization of the filing within 10 days.c) The process stops.d) The company is notified of the EEOC findings within 120 days.e) The company is notified that it has 90 days to file under the right-to-sue clause.
Q:
Which of the following was a noteworthy case of reverse discrimination?
a) Griggs v. Duke Power.
b) Washington v. Davis.
c) Wyant v. Jackson Board of Education.
d) United Steelworkers of America v. Weber
e) Wards Cove Packing Company v. Antonio.
Q:
Griggs v. Duke Power (1971) is important for all of these reasons EXCEPT:
a) In its decision, the Supreme Court adopted the interpretative guidelines set out under Title VII.
b) It made the use of intelligence and conceptual tests used in hiring illegal without direct empirical evidence that the tests were valid.
c) It prevented employment testing in the hiring process for most jobs.
d) It placed the burden of proof on management if testing was questioned.
e) It was a landmark case against disparate impact.
Q:
Which Supreme Court case had the effect of potentially undermining two decades of gains made in equal employment opportunities?
a) Griggs v. Duke Power.
b) Washington v. Davis.
c) Wyant v. Jackson Board of Education.
d) U. S. v. Paradise.
e) Wards Cove Packing Company v. Antonio.
Q:
Which case found that layoffs of white workers to establish racial or ethnic balances were illegal?
a) Griggs v. Duke Power.
b) Washington v. Davis.
c) Wyant v. Jackson Board of Education.
d) U. S. v. Paradise.
e) Wards Cove Packing Company v. Antonio.
Q:
Which of the following reaffirmed the use of preferential treatment based on gender to overcome problems in existing affirmative action programs?
a) Griggs v. Duke Power.
b) Washington v. Davis.
c) Johnson v. Santa Clara County Transportation Agency
d) Wyant v. Jackson Board of Education.
d) Firefighters Local 1784 v. Stotts.
Q:
Which of the following is NOT true regarding bona fide occupational qualifications (BFOQs)?
a) BOFQs cannot be used in cases of race or color.
b) A faculty member must be catholic to teach at a Jesuit university.
c) BFOQs are narrowly defined.
d) Religion may be used as a differentiating factor in ordaining a church minister.
e) When used as a response to EEO charges, BFOQs must be directly related to the job.
Q:
An allegation of discrimination could be supported under the restricted policy infraction test in which instance?
a) Company position advertisements state that travel is required, approximately 10-12 days per month.
b) The XYZ company has a policy of promoting from within. They only hire inexperienced, newly graduated applicants, mostly from local universities.
c) A large Baltimore-based financial institution has no African-Americans on the payroll.
d) Jon, an HIV+ postal worker, was passed over for promotion. He had successfully completed all training requirements, but he failed to pass the qualifying examination.
e) Company position available announcements are posted in English and French. Most of the Hispanic workers only speak Spanish.
Q:
How do managers use HR dashboards?
a) To compare data to other benchmarks
b) As a visual display of data in charts or graphs
c) As a quantitative assessment to measure the effectiveness of a practice
d) To align HR policies and decisions to organizational strategy and missions
e) To create a clear connection between the goals of the organization and the goals of the employees
Q:
Which of the following helps to facilitate the system-wide changes in an organization?
a) Career development
b) Motivation function
c) Communications programs
d) Employee training
e) Organization development
Q:
Which of the following is used to maintain employee commitment and loyalty while helping to ensure a safe and healthy working environment?
a) Maintenance functions
b) Communication programs
c) Training and development
d) Compensation and benefits
e) Motivation functions
Q:
What is another term for the organizational development specialist who helps organization members adjust to new and dynamic environments?
a) Benefits specialist
b) Line manager
c) Employee relations manager
d) Change agent
e) Talent manager
Q:
Which Talent Management process is used to emphasize culture, core values, and key behaviors that support organizational strategy?
a) Succession planning
b) Onboarding
c) Performance management
d) Workforce development
e) Workforce planning
Q:
When using shared services, which type of service works directly with business unit managers in strategic roles to develop goals and plans for the organization?
a) Centers of excellence
b) Generalist centers
c) Service centers
d) Professional employer organizations
e) Business partners
Q:
Which of the following is not true regarding HRM in small business operations?
a) The owner-manager is often responsible for performing HRM activities.
b) Small-business human resource departments are sometimes staffed with a full-time secretary.
c) The owner-manager does not have to keep current with respect to legal issues because of the small size of the business.
d) Small-business human resource departments are often staffed with one individual.
e) Small-business human resource departments must achieve the same goals that a larger department achieves.
Q:
A large manufacturing organization, with 20 geographically dispersed production facilities recently cut its HRM staff by 60%. Each site has a few generalists, but specialist needs in recruiting and selection planning, employment law, training, and benefits administration have been consolidated into one location. This situation is an example of
a) outsourcing.
b) shared services.
c) decentralized work surveillance.
d) telecommuting.
e) offshoring.
Q:
A large manufacturing organization uses several consulting firms to provide training programs, private staffing agencies to perform recruiting and selection activities, and a financial organization to handle benefits administration. This situation is an example of
a) outsourcing.
b) shared services.
c) decentralized work surveillance.
d) telecommuting.
e) offshoring.
Q:
Jamal, a plant manager in a medium-sized nonunion manufacturing firm, has just "wasted" another day answering employee complaints and questions about the change from a production focus to a customer demand focus that the company launched last year. He heads home with a briefcase full of the work he had scheduled to do. He wonders if HRM can help, and scans his company phone book. Whom should he call?
a) Tom, employment manager
b) Don, employee relations manager
c) Myrtle, compensation and benefits manager
d) Mason, training and development manager
e) Sheila, union grievance avoidance specialist
Q:
Sofia graduated from your college about 10 years ago with an HRM degree. She has developed job analysis and job evaluation materials for three different organizations. She is well suited for which senior HRM position?
a) Compensation and benefits manager
b) Employee relations manager
c) Labor relations manager
d) Training and development manager
e) Employment manager
Q:
Olga is an employment manager whose goal is to get qualified persons into the right job. This activity is better known as _______.
a) salary planning
b) communication programs
c) benefits
d) recruiting
e) career development
Q:
In which of these activities, an employee relations specialist would be involved?
a) Working with position control specialists in compensation.
b) Ensure policies and procedures are enforced properly.
c) Making the job offer.
d) Benefits administration.
e) Conducting the initial interview.
Q:
Which of the following is NOT true regarding the maintenance function?
a) Maintaining employees' commitment to the organization.
b) Keeping employees well-informed about what is going on around them.
c) Ensuring a safe and healthy work environment.
d) Ensuring that the employees have the appropriate skills and abilities to perform their job.
e) Helping employees exert at high energy levels
Q:
Employee motivation can be increased by all of the following EXCEPT
a) maintaining a level of respect between employees and management.
b) involving employees in decisions which affect them.
c) listening to employees.
d) implementing employee suggestions where appropriate.
e) improving the lounge and cafeteria areas.
Q:
Which of the following describes the career development function?
a) Providing technological support for all employees.
b) Ensuring that the organization has the necessary talent internally for meeting future human resource needs.
c) Assisting employees in acquiring better skills for their current job
d) Assisting employees in advancing their work lives.
e) Facilitating system-wide changes in the organization.
Q:
Which of the following describes the organization development function?
a) Providing technological support for all employees.
b) Ensuring that the organization has the necessary talent internally for meeting future human resource needs.
c) Assisting employees in acquiring better skills for their current job.
d) Assisting employees in advancing their work lives.
e) Facilitating system-wide changes in the organization.
Q:
Which of the following describes the employee development function?
a) Providing technological support for all employees.
b) Ensuring that the organization has the necessary talent internally for meeting future human resource needs.
c) Assisting employees in acquiring better skills for their current job.
d) Assisting employees in advancing their work lives.
e) Facilitating system-wide changes in the organization.
Q:
Which of these training and development functions is designed to provide better skills for the current job?
a) Career development
b) Employee development
c) Employee training
d) Organization development
e) Skill qualification
Q:
The goal of ____________is to have competent, adapted employees who possess up-to-date skills, knowledge, and abilities to perform their current jobs more successfully.
a) training and development
b) employee training
c) empowerment training
d) work process development
e) organization development
Q:
Lou, an HR manager, knows there is trouble in the staffing function for which of these reasons?
a) There are a large number of minority applicants.
b) Most applicants are successful on the job.
c) Retention of new employees is well above the industry average.
d) There are a large number of qualified applicants.
e) There are a large number of unqualified applicants.
Q:
Which of these activities ends the staffing function?
a) Recruiting
b) Selection
c) Interview
d) Qualifications defined
e) Career development
Q:
Which of the following is NOT an external influence that affects HRM?
a) Labor unions
b) Laws and regulations
c) Job design
d) The dynamic environment
e) Current management practice
Q:
Who was an early management theorist and social philosopher who advocated people-oriented organizations?
a) Frederic Taylor
b) Hugo Munsterberg
c) Mary Parker Follet
d) Tom Peters
e) Elton Mayo