Q&A Hero

Human Resource

Q: Which of the following is NOT a guideline arising out of Griggs v. Duke Power? A) job relatedness B) burden of proof on employer C) discrimination need not be intentional D) discrimination must have disparate impact only
Q: Under the principles established by Griggs v. Duke Power Company, ________ can be used as a defense for any existing program that has adverse impact. A) occupational qualification B) business necessity C) affirmative action D) burden of proof
Q: Which equal employment act allows the plaintiff to sue for punitive damages? A) Civil Rights Act of 1991 B) American with Disabilities Act C) Title VII D) None of the above.
Q: Which equal employment act allows the plaintiff to sue for compensatory damages? A) Civil Rights Act of 1991 B) Title VI C) Title VIII D) American with Dysfunctions Act
Q: Who has the heaviest burden when it comes to the burden of proof in discrimination cases? A) EEOC B) the employer in question C) the employee in question D) the EEO office
Q: Intentional discrimination is also called ________. A) disparate impact B) disparate treatment C) adverse discrimination D) mixed motive
Q: ________ means that an employer engages in an employment practice or policy that has a greater adverse effect on the members of a protected group under Title VII than on other employees, regardless of intent. A) Disparate impact B) Unintentional discrimination C) Affirmative action D) Adverse discrimination
Q: Liability in sexual harassment lawsuits can be minimized by doing which of the following? A) informing employees about a sexual harassment policy B) training management about the dangers of sexual harassment C) issuing a strong policy statement condemning harassment D) All of the above.
Q: Which court case was important because its ruling provided details regarding how employers should validate screening tools? A) Roe v. Wade B) Albemarle Paper Company v. Moody C) Griggs v. Duke Power Company D) Burlington Industries v. Ellerth
Q: Which of the following is not a principle established by Griggs v. Duke Power Company? A) Intent not to discriminate is irrelevant. B) Business necessity is a defense. C) Performance on the test must relate to performance on the job. D) Performance standards must be clear and ambiguous.
Q: When responding to employment discrimination charges, which of the following is recommended? A) Conduct your own investigation B) Limit the information supplied to only those issues raised in the charge itself C) Meet with the employee who made the complaint D) All of the above.
Q: All of the following are useful in minimizing liability for sexual harassment except: A) adopting a policy that forgives the first offense. B) issuing a strong policy statement condemning harassment. C) establishing a management response system. D) taking all complaints about harassment seriously.
Q: ________ harassment is the most common form of sexual harassment. A) Sexual orientation B) Disability C) Gender D) Flirting
Q: In which of the following court cases did the U.S. Supreme Court further clarify the law on sexual harassment? A) Burlington Industries v. Ellerth B) Griggs v. Duke Power C) Farragher v. City of Boca Raton D) Both A and C.
Q: Under the Federal Agency Uniform guidelines, it may be ________ to discriminate against persons even within the 40+ age bracket.A) unlawfulB) lawfulC) necessaryD) Both B and C.
Q: Which of the following court decisions broadly endorses the EEOC's guidelines on sexual harassment? A) Meritor Savings v. Vinson B) Burlington Industries v. Ellerth C) Farragher v. City of Boca Raton D) Griggs v. Duke Power
Q: Which of the following court decisions do NOT apply to cases of sexual harassment? A) Griggs v. Duke Power B) Meritor Savings v. Vinson C) Burlington Industries v. Ellerth D) Farragher v. City of Boca Raton
Q: All of the following are ways of proving sexual harassment except: A) visiting the ombudsman. B) quid pro quo. C) hostile working environment. D) Both B and C.
Q: Under the Pregnancy Discrimination Act, pregnancy, childbirth, or related medical conditions must be treated as a(n) ________. A) disability B) incontinence C) unqualified claim D) treatable disorder
Q: Which of the following is NOT a potential source of sexual harassment? A) supervisors B) customers C) co-workers D) None of the above.
Q: If a person is in a protected class, he or she is protected by ________. A) Department of Labor B) Sarbanes-Oxley Act C) Title VII of the Civil Rights Act D) Consumer Protection Act
Q: 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
Q: Unwelcome sexual advances and requests for sexual favors are called ________. A) sexual harassment B) rude C) legislative fodder D) chauvinistic
Q: What was the name of the landmark case the Supreme Court used to define unfair discrimination? A) Roe v. Wade B) Meritor Savings Bank FSB v. Vinson C) Griggs v. Duke Power Company D) Faragher v. City of Boca Raton
Q: The Pregnancy Discrimination Act treats pregnancy as a(n) ________. A) disability B) disease C) unspecified condition D) gender specific conditionality
Q: The Age Discrimination in Employment Act of 1967 protects workers who are ________ and older. A) 40 B) 50 C) 55 D) 63
Q: The Vocational Rehabilitation Act requires that employers accommodate disabled workers except when doing so imposes ________. A) an undue hardship B) any form of inconvenience C) any financial burden D) any objection by the customers
Q: The ________ requires employers with federal contracts over $2500 to take affirmative action in employing handicapped persons. A) Age Discrimination in Employment Act B) Vocational Rehabilitation Act C) Equal Pay Act D) Office of Federal Contract Compliance Programs
Q: Making an extra effort to promote and hire under-represented protected individuals is called ________. A) progressive desegregation B) affirmative action C) progressive action D) permitted discrimination
Q: Jack is a 55-year-old American of Anglo-Saxon descent. What legislation is intended to protect Jack from discrimination? A) Title VII B) Equal Pay Act of 1963 C) Executive Order 11246 D) Age Discrimination in Employment Act of 1967
Q: Which of the following factors is not an acceptable basis for different pay for equal work under the Equal Pay Act of 1963? A) gender B) seniority system C) merit pay system D) quality of production
Q: The Equal Pay Act requires the same wages when the job involves equal ________. A) work B) time spent working C) amount of education D) amount of effort
Q: When companies utilize ________, they take steps to eliminate the present effects of past discrimination. A) affirmative action B) executive orders C) rehabilitation action D) anti-discrimination guidelines
Q: (The) ________ made it unlawful to discriminate in pay on the basis of sex when jobs involve equal work, require equivalent skills, effort, and responsibility, and are performed under similar working conditions. A) Title VII B) Equal Pay Act of 1963 C) Executive Order 11246 D) Age Discrimination in Employment Act of 1967
Q: The Equal Pay Act of 1963 allows differences in pay based on which of the following factors? A) a factor other than sex B) a merit system C) a seniority D) All of the above.
Q: Members of the EEOC serve ________ terms. A) 3 year B) 5 year C) 10 year D) indefinite
Q: Members of the EEOC are appointed by the ________. A) Senate B) Supreme Court C) President of the United States D) Vice-President of the United States
Q: The establishment of the EEOC ________ the ability of the federal government to enforce equal employment laws. A) greatly enhanced B) greatly reduced C) hampered D) truncated
Q: How many members serve on the Equal Employment Opportunity Commission? A) three B) five C) nine D) ten
Q: Title VII of the 1964 Civil Rights Act makes it unlawful to fail or refuse to hire an individual based on ________. A) race B) religion C) national origin D) All of the above.
Q: Title VII of the 1964 Civil Rights Act prohibits discrimination based on all of the following characteristics except: A) race. B) sexual orientation. C) color. D) religion.
Q: The ________ Amendment to the U.S. Constitution states, "no person shall be deprived of life, liberty, or property, without due process of the law." A) First B) Fifth C) Tenth D) Thirteenth
Q: Explain what it means to have authority.
Q: What is ethics?
Q: The term ethics referes to:
Q: The term human capital refers to:
Q: Explain the concept of Strategic Human Resource Management.
Q: Why are demographic trends important to HR managers?
Q: List and explain five personnel mistakes you don't want to make as a manager.
Q: What are the five job duties for the human resource department?
Q: What are the four new ways to organize human resource services?
Q: Describe the trends that are influencing human resource management today.
Q: What are the four main ways that technology improves HR functioning?
Q: Explain the difference between line authority and staff authority. What type of authority do human resource managers have?
Q: List five reasons why human resource concepts and techniques are important to all managers.
Q: List five of the practices and/or policies organizations need to carry out the personnel aspects required for human resource management.
Q: A strategy is the company's plan on how it will match its internal strengths and weaknesses with its external opportunities and threats.
Q: Studies show that top managers still do NOT recognize the crucial role human resource managers can play in achieving strategic goals.
Q: Today's trend is for HR managers to spend more time on administrative, transactional services.
Q: Ethical issues such as workplace safety, security of employee records, comparable work, and employee privacy rights are all related to human resource management.
Q: Human resource managers can complete professional certification exams to earn the SPHR or PHR certificates.
Q: Monitoring software has been found to be illegal for use by human resource managers.
Q: Human resource managers must find new ways to offer traditional transactional HR services.
Q: Human resource managers are no longer strategic players, but instead provide transactional support.
Q: The SHRM Human Resource Certification exams include testing on management practices, staffing, development, compensation, labor relations, and health and safety.
Q: As baby boomers retire from the workforce, there will be more people entering the labor pool than leaving it.
Q: In the IBM example in the text, "silos" were identified as a problem contributing to the inadequacy with which different needs were served by the HR department.
Q: With the aging of its workforce, America is facing a demographic shift as significant as the massive entry of women into the workforce that began in the 1960s.
Q: In the majority of firms, the task of interviewing job candidates is shared between HR and the hiring department.
Q: Supervisors do not spend much of their time on HR/personnel tasks.
Q: Human resource managers do the following: recruiting, training, evaluating, rewarding, counseling, promoting, and hiring employees.
Q: Line managers can only assist and advise staff managers.
Q: In small organizations, line managers may carry out all personnel duties without the assistance of a human resource staff.
Q: The inability to recruit and maintain a good workforce constitutes a bottleneck for production.
Q: Staff managers are always someone's boss.
Q: Human resource managers are generally staff managers.
Q: The biggest demographic threat affecting employers is retirees.
Q: Staff managers are authorized to direct the work of subordinates and are directly in charge of accomplishing the organization's basic goals.
Q: After a period of years, the trend of offshoring is steadily slowing down with many companies bringing jobs back to the U.S.
Q: Industries in production and operation still employee the majority of the U.S. workforce.
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