MNGT 361 - Ch. 3 All QUESTIONS AND ANSWERS. RATED A+

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protected characteristics - ✔✔Unlawful discrimination occurs when those decisions are made based on _________ _________ (pc), which are individual attributes such as race, age, sex, disability, o ... r religion that are protected under EEO laws and regulations Equal employment opportunity - ✔✔________ __________ ________(EEO) is defined as employment that is not affected by illegal discrimination treatment - ✔✔The first type, disparate _________, occurs when individuals with particular characteristics that are not job related are treated differently from others. impact - ✔✔Disparate __________ occurs when an employment practice that does not appear to be discriminatory adversely affects individuals with a particular characteristic so that they are substantially underrepresented as a result of employment decisions that work to their disadvantage business necessity - ✔✔A ________ ________ (bn) is a practice necessary for safe and efficient organizational operations, such as restricting employees from wearing garments that might get caught in machinery although the attire may be required by an employee's religion bona fide occupational qualification - ✔✔A ____ ____ __________ _________ (BFOQ) provides a legitimate reason an employer can use to exclude persons on otherwise illegal bases of consideration Retaliation - ✔✔____________ occurs when employers take punitive actions against individuals who exercise their legal rights affirmative action - ✔✔Executive Orders 11246, 11375, and 11478 require federal contractors to take ________ _______ (aa) to compensate for historical discrimination against women, minorities, and individuals with disabilitiesPay equity - ✔✔___ ________ (pe) involves the idea that pay for jobs requiring comparable levels of knowledge, skill, and ability should be similar, even if actual duties differ significantly glass ceiling - ✔✔A _____ _______ refers to discriminatory practices that have prevented women and other minority status employees from advancing to executive-level jobs Quid pro quo - ✔✔_____ ___ _____ is sexual harassment that links employment outcomes to the granting of sexual favors. Hostile environment - ✔✔_______ _______ sexual harassment occurs when an individual's work performance or psychological well-being is unreasonably affected by intimidating or offensive working conditions. essential job functions - ✔✔Discrimination is prohibited against individuals with disabilities who can perform the ________ ___ ________—the fundamental job duties—of the employment positions that those individuals hold or desire reasonable accomodation - ✔✔For a qualified person with a disability, an employer must make a __________ ________ (ra). undue hardship - ✔✔An _____ _______ (uh) occurs when making an accommodations for individuals with disabilities imposes a significant difficulty or expense on an employer A - ✔✔Which of the following is a legally permissible criterion in making hiring and other employment decisions? a. Education b. Gender c. Age d. Religion D - ✔✔Which of the following is an illegal criterion for rejecting job applicants? a. Educationb. Work experience c. Skill sets d. Religion D - ✔✔Which of the following advertisements for recruitment is most likely to be considered illegal? a. "Experienced writers required" b. "Enthusiastic radio jockeys needed" c. "Wanted: Professors with educational background in economics" d. "Young store executives needed" A - ✔✔Equal employment opportunity is a broad-reaching concept that essentially requires employers to make: a. status-blind employment decisions. b. nepotistic employment decisions. c. egocentric employment decisions. d. dictatorial employment decisions. C - ✔✔Affirmative action means that an employer takes proactive measures to: a. encourage the glass ceiling effect. b. reduce status-blind employment decisions. c. increase the number of women and minorities in the workforce. d. decrease instances of whistleblowing in the workplace. D - ✔✔Which of the following is true of the U.S. Department of Labor? a. The Equal Employment Opportunity Commission is a part of the Department of Labor. b. It can enforce employment laws for employers in public workplaces but private workplaces are beyond its jurisdiction. c. The employment requirements set out by Executive Orders for federal contractors and subcontractors is beyond the scope of the Department of Labor.d. It has broad enforcement power and oversees compliance with many employment-related laws. A - ✔✔_____ occurs when members of a group are treated differently from others. a. Disparate treatment b. Consociationalism c. Isonomy d. Diversity B - ✔✔_____ occurs when an employment practice that does not appear to be discriminatory has a disproportionately adverse effect on individuals with a particular characteristic. a. Disparate treatment b. Disparate impact c. Isonomy d. Consociationalism C - ✔✔A _____ is a practice required for safe and efficient organizational operations. a. disparate treatment b. burden of proof c. business necessity d. business emergency C - ✔✔Preventing workers from injuring themselves at the workplace is a _____. a. nonretaliatory practice b. burden of proof c. business necessity d. business emergency A - ✔✔Which of the following is a criticism of the use of criminal background checks and credit reports in the selection process?a. It often results in a disparate impact of minority applicants. b. It leads to an increase in the number of status-blind employment decisions. c. It is merely an indicator of the past and not a predictor of the future. d. It reduces instances of glass ceiling. D - ✔✔Which of the following best describes a bona fide occupational qualification? a. It is a template that an HR department uses in selecting, training, and orienting prospective employees. b. It provides a detailed description of routine work responsibilities for all the employees in an organization. c. It provides an exhaustive list of the desired traits and characteristics expected from prospective employees. d. It provides a legitimate reason why an employer can exclude persons on otherwise illegal bases of consideration. A - ✔✔Which of the following is true of retaliation in workplaces? a. Employers are prohibited from retaliating against individuals who file discrimination charges. b. Employees are prohibited from retaliating against organizations that practice discrimination. c. Employers are prohibited from retaliating against employees on ethical grounds. d. Employees are restricted from retaliating against employers who encourage instances of glass ceiling B - ✔✔Which of the following scenarios is considered illegal according to the Civil Rights Act of 1964? a. Segregating employees on the basis of their educational qualification b. Segregating employees on the basis of their ethnicity c. Segregating employees on the basis of their work experience d. Segregating employees on the basis of their skill sets B - ✔✔Which of the following scenarios is considered illegal according to the Civil Rights Act of 1964? a. Segregating employees on the basis of their educational qualification b. Segregating employees on the basis of their genderc. Segregating employees on the basis of their work experience d. Segregating employees on the basis of their skill sets B - ✔✔Which of the following organizations must comply with rules and regulations that specific government agencies have established to administer the Equal Employment Opportunity Act of 1972? a. Nongovernmental organizations with a minimum of 10 employees b. State and local governments with more than 15 employees c. Private organizations with a minimum of 10 employees d. Labor unions with 5 or more members C - ✔✔Which of the following is true of the Civil Rights Act of 1991? a. It requires that employers show that there are instances of glass ceiling in their organizations. b. It requires employers to discourage the occurence of affirmative actions in the work place. c. It requires that employers show that an employment practice is job related for a position. d. It requires employers to avoid making status-blind employment decisions. D - ✔✔Which of the following is true of executive orders 11246, 11375, and 11478? a. They require all educational institutions to take affirmative actions to compensate for historical discrimination against women, minorities, and handicapped individuals. b. They require labor unions to take affirmative actions to compensate for historical discrimination against women, minorities, and handicapped individuals. c. They require state governments to take affirmative actions to compensate for historical discrimination against women, minorities, and handicapped individuals. d. They require federal contractors to take affirmative actions to compensate for historical discrimination against women, minorities, and handicapped individuals A - ✔✔Which of the following is the objective of the affirmative action program? a. To have the company's workforce demographics reflect as closely as possible the demographics in the labor marketb. To encourage organizations where minorities from the local community represent a significantly lesser proportion of the workforce c. To stop companies from making status-blind employment decisions d. To encourage organizations where instances of glass ceiling are common B - ✔✔The affirmative action program is reviewed by the _____. a. Equal Employment Opportunity Commission b. Office of Federal Contract Compliance Programs c. Committee on Oversight and Government Reform d. Department of Justice C - ✔✔The original purpose of the Civil Rights Act of 1964 was to address _____ in the United States. a. gender discrimination b. age discrimination c. racial discriminati [Show More]

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