Question 1

Compare and contrast disparate treatment and disparate impact.

Accepted Answer

Disparate treatment means intentional discrimination.It exists where an employer treats an individual differently because that individual is a member of a particular race,religion,gender,or ethnic group.Disparate impact means that an employer engages in an employment practice or policy that has a greater impact on the members of a protected group under Title VII than on other employees,regardless of intent.Disparate treatment requires finding intent to discriminate while disparate impact claims do not require proof of discriminatory intent.

Question 2

What is the significance of Title VII? What has been the effect of Title VII on the modern workforce and diversity management?

Accepted Answer

Title VII bars discrimination on the part of most employers, including all public or private employers of 15 or more persons. It also covers all private and public educational institutions, the federal government, and state and local governments. It bars public and private employment agencies from failing or refusing to refer for employment any individual because of race, color, religion, sex, or national origin. Title VII also established the Equal Employment Opportunity Commission (EEOC) to administer and enforce the Civil Rights law at work. The changes brought about by Title VII as well as demographic changes and globalization have altered the modern workforce. White males no longer dominate the labor force, and women and minorities represent the lion's share of labor force growth over the near future. Furthermore, globalization requires employers to hire minority members with the cultural and language skills to deal with customers abroad. Managing diversity means maximizing diversity's potential benefits (greater cultural awareness, and broader language skills, for instance) while minimizing the potential barriers (such as prejudices and bias) that can undermine the company's performance. Legally compulsory actions can reduce some blatant diversity barriers, taking a diverse workforce and blending it into a close-knit and productive one requires more.

Question 3

According to federal laws,asking job candidates about their marital status is not illegal; however,a firm needs to be able to defend the practice as a BFOQ to avoid raising discrimination issues.

Accepted Answer

A) True 
 B)False  True

Question 4

In 2006,which of the following became a major focus for the EEOC?

Accepted Answer

A)  age discrimination cases 
B)  voluntary mediation 
C)  grievance procedures 
D)  cases of systemic discrimination 
E)  diversity management programs 
A)  age discrimination cases 
B)  voluntary mediation 
C)  grievance procedures 
D)  cases of systemic discrimination 
E)  diversity management programs

Question 5

In which of the following situations does sexual harassment NOT violate Title VII?

Accepted Answer

A)  if the conduct substantially interferes with a person's work performance 
B)  if the conduct creates an intimidating work environment 
C)  if the conduct creates a hostile work environment 
D)  if the conduct is motivated by both age and gender 
E)  if the conduct creates an offensive work environment 
A)  if the conduct substantially interferes with a person's work performance 
B)  if the conduct creates an intimidating work environment 
C)  if the conduct creates a hostile work environment 
D)  if the conduct is motivated by both age and gender 
E)  if the conduct creates an offensive work environment

Question 6

Which of the following appoints the members of the EEOC?

Accepted Answer

A)  U.S. Congress 
B)  U.S. Supreme Court 
C)  President of the United States 
D)  Department of Justice 
E)  American voters 
A)  U.S. Congress 
B)  U.S. Supreme Court 
C)  President of the United States 
D)  Department of Justice 
E)  American voters

Question 7

All of the following recruitment practices are potentially discriminatory EXCEPT ________.

Accepted Answer

A)  spreading information about job openings through word-of-mouth among a firm's predominantly Hispanic workforce 
B)  providing misleading information to Asian and Indian job applicants 
C)  refusing to advise older applicants about work opportunities 
D)  posting help wanted ads that specify young, male applicants 
E)  posting job advertisements only in local newspapers 
A)  spreading information about job openings through word-of-mouth among a firm's predominantly Hispanic workforce 
B)  providing misleading information to Asian and Indian job applicants 
C)  refusing to advise older applicants about work opportunities 
D)  posting help wanted ads that specify young, male applicants 
E)  posting job advertisements only in local newspapers

Question 8

The 13th Amendment to the U.S.Constitution states,"no person shall be deprived of life,liberty,or property,without due process of the law."

Accepted Answer

A) True 
 B)False

Question 9

Which of the following factors is NOT an acceptable basis for different pay for equal work under the Equal Pay Act of 1963?

Accepted Answer

A)  merit 
B)  seniority 
C)  gender 
D)  production quality 
E)  production quantity 
A)  merit 
B)  seniority 
C)  gender 
D)  production quality 
E)  production quantity

Question 10

In Griggs v.Duke Power Company,Griggs sued the power company because it required coal handlers to be high school graduates.The Supreme Court ruled in favor of Griggs because ________.

Accepted Answer

A)  high school diplomas were not related to success as a coal handler 
B)  Duke Power Company intentionally discriminated based on race 
C)  no business necessity existed for Duke Power Company 
D)  Title VII forbids job testing 
E)  Griggs held a GED 
A)  high school diplomas were not related to success as a coal handler 
B)  Duke Power Company intentionally discriminated based on race 
C)  no business necessity existed for Duke Power Company 
D)  Title VII forbids job testing 
E)  Griggs held a GED

Question 11

When companies utilize ________,they take steps to eliminate the present effects of past discrimination.

Accepted Answer

A)  affirmative action 
B)  executive orders 
C)  rehabilitation action 
D)  civil rights guidelines 
E)  equal pay rules 
A)  affirmative action 
B)  executive orders 
C)  rehabilitation action 
D)  civil rights guidelines 
E)  equal pay rules

Question 12

How can managers help firms avoid claims of discrimination? What laws are especially important for managers to understand in order to avoid triggering discrimination claims?

Accepted Answer

The human resource manager certainly pla

Question 13

In Bakke v.Regents of the University of California,which of the following claims was made by Allen Bakke?

Accepted Answer

A)  sexual harassment 
B)  racial discrimination 
C)  reverse discrimination 
D)  affirmative action 
E)  quid pro quo 
A)  sexual harassment 
B)  racial discrimination 
C)  reverse discrimination 
D)  affirmative action 
E)  quid pro quo

Question 14

According to ________,an employer can claim that an employment practice is a bona fide occupational qualification for performing the job.

Accepted Answer

A)  Title VII of the 1964 Civil Rights Act 
B)  Vocational Rehabilitation Act of 1973 
C)  Age Discrimination in Employment Act of 1967 
D)  Executive Orders 11246 and 11375 
E)  1972 Equal Opportunity Act 
A)  Title VII of the 1964 Civil Rights Act 
B)  Vocational Rehabilitation Act of 1973 
C)  Age Discrimination in Employment Act of 1967 
D)  Executive Orders 11246 and 11375 
E)  1972 Equal Opportunity Act

Question 15

The Age Discrimination in Employment Act prohibits the use of age as a BFOQ for any type of employment.

Accepted Answer

A) True 
 B)False

Question 16

Under ADA,those who can carry out the essential functions of the job are known as which of the following?

Accepted Answer

A)  protected class 
B)  line managers 
C)  career anchors 
D)  staff authorities 
E)  qualified individuals 
A)  protected class 
B)  line managers 
C)  career anchors 
D)  staff authorities 
E)  qualified individuals

Question 17

Which court case provided details regarding how employers could validate the relationship between screening tools and job performance?

Accepted Answer

A)  West Coast Hotel Co. v. Parrish 
B)  Albemarle Paper Company v. Moody 
C)  Griggs v. Duke Power Company 
D)  Burlington Industries v. Ellerth 
E)  Ward Cove v. Atonio 
A)  West Coast Hotel Co. v. Parrish 
B)  Albemarle Paper Company v. Moody 
C)  Griggs v. Duke Power Company 
D)  Burlington Industries v. Ellerth 
E)  Ward Cove v. Atonio

Question 18

The restricted policy approach involves demonstrating that an employer's hiring practices either intentionally or unintentionally exclude members of a protected group.

Accepted Answer

A) True 
 B)False

Question 19

The 14th Amendment to the U.S.Constitution led to the establishment of the EEOC.

Accepted Answer

A) True 
 B)False

Question 20

Mental disabilities,such as depression and anxiety disorders,account for the greatest number of claims brought under the ADA.

Accepted Answer

A) True 
 B)False

Compare and contrast disparate treatment and disparate impact.

What is the significance of Title VII? What has been the effect of Title VII on the modern workforce and diversity management?

According to federal laws,asking job candidates about their marital status is not illegal; however,a firm needs to be able to defend the practice as a BFOQ to avoid raising discrimination issues.

In 2006,which of the following became a major focus for the EEOC?

In which of the following situations does sexual harassment NOT violate Title VII?

Which of the following appoints the members of the EEOC?

All of the following recruitment practices are potentially discriminatory EXCEPT ________.

The 13th Amendment to the U.S.Constitution states,"no person shall be deprived of life,liberty,or property,without due process of the law."

Which of the following factors is NOT an acceptable basis for different pay for equal work under the Equal Pay Act of 1963?

In Griggs v.Duke Power Company,Griggs sued the power company because it required coal handlers to be high school graduates.The Supreme Court ruled in favor of Griggs because ________.

When companies utilize ________,they take steps to eliminate the present effects of past discrimination.

How can managers help firms avoid claims of discrimination? What laws are especially important for managers to understand in order to avoid triggering discrimination claims?

In Bakke v.Regents of the University of California,which of the following claims was made by Allen Bakke?

According to ________,an employer can claim that an employment practice is a bona fide occupational qualification for performing the job.

The Age Discrimination in Employment Act prohibits the use of age as a BFOQ for any type of employment.

Under ADA,those who can carry out the essential functions of the job are known as which of the following?

Which court case provided details regarding how employers could validate the relationship between screening tools and job performance?

The restricted policy approach involves demonstrating that an employer's hiring practices either intentionally or unintentionally exclude members of a protected group.

The 14th Amendment to the U.S.Constitution led to the establishment of the EEOC.

Mental disabilities,such as depression and anxiety disorders,account for the greatest number of claims brought under the ADA.

Introduction to Human Resource Management

The Manager's Role in Strategic Human Resource Management

Job Analysis

Personnel Planning and Recruiting

Employee Testing and Selection

Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Coaching, Careers, and Talent Management

Establishing Strategic Pay Plans

Pay for Performance and Financial Incentives

Benefits and Services

Ethics, Justice, and Fair Treatment in HR Management

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

Managing Human Resources in Entrepreneurial Firms

Filters

Exam 2: Equal Opportunity and the Law

Compare and contrast disparate treatment and disparate impact.

What is the significance of Title VII? What has been the effect of Title VII on the modern workforce and diversity management?

According to federal laws,asking job candidates about their marital status is not illegal; however,a firm needs to be able to defend the practice as a BFOQ to avoid raising discrimination issues.

In 2006,which of the following became a major focus for the EEOC?

In which of the following situations does sexual harassment NOT violate Title VII?

Which of the following appoints the members of the EEOC?

All of the following recruitment practices are potentially discriminatory EXCEPT ________.

The 13th Amendment to the U.S.Constitution states,"no person shall be deprived of life,liberty,or property,without due process of the law."

Which of the following factors is NOT an acceptable basis for different pay for equal work under the Equal Pay Act of 1963?

In Griggs v.Duke Power Company,Griggs sued the power company because it required coal handlers to be high school graduates.The Supreme Court ruled in favor of Griggs because ________.

When companies utilize ________,they take steps to eliminate the present effects of past discrimination.

How can managers help firms avoid claims of discrimination? What laws are especially important for managers to understand in order to avoid triggering discrimination claims?

In Bakke v.Regents of the University of California,which of the following claims was made by Allen Bakke?

According to ________,an employer can claim that an employment practice is a bona fide occupational qualification for performing the job.

The Age Discrimination in Employment Act prohibits the use of age as a BFOQ for any type of employment.

Under ADA,those who can carry out the essential functions of the job are known as which of the following?

Which court case provided details regarding how employers could validate the relationship between screening tools and job performance?

The restricted policy approach involves demonstrating that an employer's hiring practices either intentionally or unintentionally exclude members of a protected group.

The 14th Amendment to the U.S.Constitution led to the establishment of the EEOC.

Mental disabilities,such as depression and anxiety disorders,account for the greatest number of claims brought under the ADA.

Introduction to Human Resource Management

The Manager's Role in Strategic Human Resource Management

Job Analysis

Personnel Planning and Recruiting

Employee Testing and Selection

Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Coaching, Careers, and Talent Management

Establishing Strategic Pay Plans

Pay for Performance and Financial Incentives

Benefits and Services

Ethics, Justice, and Fair Treatment in HR Management

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

Managing Human Resources in Entrepreneurial Firms

Filters