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Question
In Griggs v. Duke Power Company, Griggs sued the power company because it required coal handlers to be high school graduates. The case was decided in favor of Griggs because ________.A) high school diplomas were not related to job success as a coal handler
B) Duke Power Company intended to discriminate against blacks
C) no business necessity existed
D) Griggs held a GED
Answer
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Related questions
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Which of the following is not an aspect of intercultural adaptability?
A) supervisory management
B) perception management
C) relationship management
D) self management
Q:
Recruiting is necessary to ________.
A) forecast the supply of outside candidates
B) develop an applicant pool
C) determine whether to use inside or outside candidates
D) develop qualifications inventories
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________ contain data on employees' performance records, educational background, and promotion recommendations.
A) Computerized information systems
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________ is the process of deciding what positions the firm will have to fill.
A) Recruitment
B) Selection
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Jane must decide what positions the firm should fill in the next six months. What activity is Jane working on?
A) recruitment
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Q:
Competency analysis focuses on ________.
A) what is accomplished
B) what competencies or skills the worker must have to do the work
C) when work is accomplished
D) where the work is accomplished
Q:
Which of the following is not an advantage of using interviews to collect job analysis data?
A) It is simple to use.
B) Some information may be exaggerated or minimized.
C) It is quick to collect information.
D) It can identify uncommon, but important activities.
Q:
A ________ summarizes the personal qualities, traits, skills, and work behaviors required for getting the job done.
A) job specification
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B) work activities
C) work aids
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Q:
What are the advantages and disadvantages of using interviews to collect job analysis data?
Q:
What four types of information can be learned about a job candidate from the application form?
Q:
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Q:
Give examples of items that can be found in the working conditions and physical environment section of a job description.
Q:
Explain why generating large applicant pools is not always desirable for a firm. What implications exist for recruitment methods?
Q:
The EEOC is generally opposed to the use of mandatory alternative dispute resolution agreements, which are required by many employers.
Q:
Interviewing is simple and lets workers report activities that might not otherwise surface.
Q:
The information gathered during a job analysis is used primarily for listing what the job entails and what kind of people to hire for the job.
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A) a contingent worker
B) on job rotation
C) using job enlargement
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Q:
What steps can an employee take to address the problem of harassment?
Q:
Verbal conduct of a sexual nature cannot be called sexual harassment.
Q:
The EEOC does not have the power to sue on behalf of complainants.
Q:
Voluntary affirmative action programs have the potential to run afoul of the Civil Rights Act of 1991.
Q:
Under the Civil Rights Act of 1991, a discrimination claim must be filed within ________ after the alleged incident took place.
A) six months
B) one year
C) 300 days
D) three years
Q:
The following may be examples of discriminatory selection standards except:
A) educational requirements.
B) arrest records when security clearance is necessary.
C) height, weight, and physical characteristics.
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Q:
The defense of ________ requires showing that there is an overriding business purpose for the discriminatory practice and that the practice is therefore acceptable.
A) BFOQ
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Q:
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A) BFOQ
B) ADEA
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Q:
Religion may be used as a BFOQ if ________.
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B) an employer does not want to honor an employee's religious holidays
C) Both A and B.
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Q:
Judy was up for a promotion when her supervisor, Will, encouraged her to develop a sexual relationship with him. He suggested that her promotion would be a sure thing if they were involved. When Judy declined his advances, Will fired her. Which form of sexual harassment is this?
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Q:
The ________ prohibits employers from discriminating against qualified individuals with disabilities with regard to applications, hiring, discharge, compensation, advancement, training, or other terms, conditions, or privileges of employment.
A) Civil Rights Act of 1991
B) Federal Violence Against Women Act of 1994
C) American with Disabilities Act of 1990
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Q:
Under the Civil Rights Act of 1991, once a plaintiff shows disparate impact, who has the burden of proving that the challenged practice is job-related for the position in question?
A) the plaintiff
B) the defense attorney
C) the employer
D) the EEOC office