Q&A Hero

Q: Someone who thrives in a highly structured environment might not be motivated by autonomy and would be a better fit for jobs with more supervision.

Q: In the Job Characteristics Model, task significance defines the degree to which a job requires completing a "whole" piece of work from beginning to end.

Q: Applying industrial engineering to a job essentially increases its complexity.

Q: Job design is the process of defining how work will be performed and what tasks will be required in a given job.

Q: The Fleishman Job Analysis System asks subject-matter experts to evaluate a job in terms of the abilities required to perform the job.

Q: The Position Analysis Questionnaire (PAQ) is meant to be completed by job incumbents.

Q: The Occupational Information Network uses a common language that generalizes across jobs to describe the abilities, work styles, work activities, and work context required for 1,000 broadly defined occupations.

Q: Incumbents are the best source of information for a job analysis.

Q: A job specification looks at the qualities or requirements the person performing the job must possess, including knowledge, skills, and abilities to perform the job.

Q: All job descriptions within an organization should follow the same format.

Q: The tasks, duties, and responsibilities (TDRs) of a job are non-observable actions.

Q: Job analysis can only be performed by certified external analysts of the U.S. Department of Labor.

Q: Jobs that involve teamwork or broad responsibility tend to require a structure based on functions.

Q: Through the process of work flow design, managers analyze the tasks needed to produce a product or service.

Q: Suppose you are a human resource executive, supporting strategy. Executives in your industry are concluding that a certain HR-related law no longer seems relevant in the Internet age. To which government branch would it be most effective to turn for addressing the need for a change in the legal environment? A) the executive branch, requesting it not enforce the existing law B) the executive branch, requesting a new law in this area C) the judicial branch, requesting a new law in this area D) the legislative branch, requesting a new law in this area E) the legislative branch, requesting it not enforce the existing law

Q: Under the job hazard analysis technique, if a single job element has a high hazard potential, the entire job is not completed.

Q: The Occupational Safety and Health Act directly regulates employee behavior in workplaces to ensure safety.

Q: Office workers who encounter a chemical infrequently are covered by the requirements of the Occupational Safety and Health Act's Hazard Communication Standard.

Q: If an Occupational Safety and Health Act violation results in citations, an employer must post each citation in a prominent place near the location of the violation.

Q: According to the Occupational Safety and Health Act (OSH Act), employers have the right to withhold an employee's access to records regarding exposure to hazards.

Q: The general-duty clause of the Occupational Safety and Health Act states that it is each employer's duty to furnish a place of employment free from recognized hazards.

Q: If an individual's behavior in the workplace creates an environment in which it is difficult for someone of a particular sex to work, it cannot be regarded as sexual harassment.

Q: A manager who promises a raise to an employee only if they participate in sexual activities is said to be engaging in quid pro quo harassment.

Q: In employment law, reasonable accommodation refers to an employee's obligation to adjust and make compromises on their personal beliefs and practices, including completely disregarding them, if they conflict with an organization's policies.

Q: To prove disparate impact in court, a plaintiff in a discrimination lawsuit must show an employer's intent.

Q: Disparate treatment on the basis of sex is illegal even if it is a bona fide occupational qualification.

Q: The Office of Federal Contract Compliance Programs audits government contractors to ensure they are actively pursuing the goals in their plans.

Q: Organizations that are government contractors or subcontractors must file an Employer Information Report (EEO-1) with the Equal Employment Opportunity Commission (EEOC) every year.

Q: If an attempt at a settlement fails, the Equal Employment Opportunity Commission (EEOC) may issue a "right to sue" letter to the alleged victim.

Q: An employer's refusal to hire a pregnant woman is acceptable by law.

Q: Title VII of the Civil Rights Act of 1964 states that employers may retaliate against employees for opposing a perceived illegal employment practice.

Q: Under the Equal Pay Act of 1963, pay differences are permitted between men and women performing the same job if the difference arises from any factor other than sex.

Q: A person can file a claim under the Fourteenth Amendment on charges of racial discrimination if he or she is fired by a private employer.

Q: The Civil Rights Act of 1991 was partly designed to overturn Supreme Court decisions.

Q: The legislative branch of the U.S. government is responsible for enforcing the laws passed by Congress.

Q: Discuss the use of quotas in affirmative action.

Q: Describe some of the reasons that safety concerns and safety training needs may vary by age group.

Q: What are some impacts of the Occupational Safety and Health (OSH) Act?

Q: Francisco works at Wright Engineering Firm as a welder. Although he is provided with protective goggles and a face mask, overalls and other types of protective clothing are not provided. After three months of work at Wright, Francisco notices his skin becoming drier and gradually changing color. Alarmed with this development, he approaches his supervisor asking for details of the materials he works with. The supervisor declines to reveal any kind of information. What authority and laws can help Francisco file a claim?

Q: How do organizations ensure they are valuing diversity?

Q: Why is disparate impact considered a sign of discrimination despite being a condition in which a company's employment practices lack obvious discriminatory content? Substantiate this with examples. How is it different from disparate treatment? How is it related to the four-fifths rule?

Q: Disparate treatment is considered a sign of discrimination. Why is this so? Can it ever be legal? If so, in what kind of situations? Substantiate your answer with examples.

Q: Virginia's boss, Luke, constantly uses sexually explicit language while communicating with his female subordinates. Though many female employees are bothered with this behavior, no one has ever complained for fear of negative repercussions. However, Virginia files a complaint against Luke with the Equal Employment Opportunity Commission (EEOC). Will this be considered as discriminatory behavior? Why or why not? Explain the prohibitions under Title VII for related behavior.

Q: Consider the following scenarios. Describe how and why each scenario is covered under the Americans with Disabilities Act (ADA). Justify your answer with appropriate reasons. Scenario #1: Debbie has a hearing impairment which limits her job performance. Debbie is an elementary school teacher and has recently struggled with hearing the children in her class. Is Debbie protected by the ADA or would the school be justified in taking action to prevent Debbie from interacting with the students. Scenario #2: Ralph was in a horrific car accident as a child but has fully recovered from his injuries and is considered a very healthy individual. During the accident, Ralph was burned and still has several facial scars that have disfigured his face. Many employees at Ralph's company stare as he walks by and get distracted by his appearance. Is Ralph protected by the ADA?

Q: Describe the provisions of Americans with Disabilities Act (ADA) of 1990. How is it different from other Equal Employment Opportunity (EEO) laws?

Q: Orion Trucking had its human resource department set up an online suggestion program, and employees submitted 376 ideas for improving workers' safety and health. An assistant in the department entered all the responses into a database. What additional step would be most important to add to this safety program? A) distributing the survey results to the employees B) creating a database where employees can look up the ideas submitted C) expanding the program to include more wide-ranging, long-term goals D) employing the job hazard analysis technique E) working with management to ensure the company acts on the suggestions

Q: At a supermarket chain, back injuries are a recurring problem around the loading docks, because employees in a rush forget to use proper lifting techniques. How could safety posters help the company improve safety? A) by establishing direct communications between supervisors and their employees B) by creating a paper trail to document a history of the employer's concern C) by serving as a constant reminder of how to lift safely D) by replacing mobile devices, which should not be present on a loading dock E) by delivering a message that varies based on employees' languages and age groups

Q: After a large fire at Argile Manufacturing, the company called the employees together at the facility to investigate the incident. Management began by asking each of the employees to describe their understanding of what happened. Once all employees had given their views individually, they discussed the situation until they could agree on the single systemic failure that caused the fire. Which method is Argile Manufacturing using? A) operations cycle review B) standard protocol review C) technic of operations review D) job hazard analysis technique E) utilization analysis

Q: Select the method that promotes safety by determining which specific element of a job led to a past accident. A) reasonable accommodation B) affirmative action C) technic of operations review D) job hazard analysis technique E) utilization analysis

Q: Identify the method that breaks down jobs into basic elements to rate them for their potential for harm or injury. A) job hazard analysis technique B) utilization analysis C) technic of operations review D) action plan analysis E) diversity plan

Q: Aubrey is a human resource executive for a manufacturing company that makes a variety of consumer products in several facilities. She is studying U.S. injury and illness trends from the Bureau of Labor Statistics to identify issues the company should address in its human resource policies. As she looks at nationwide trends since 1990, Aubrey identifies one that companies should correct. Which trend represents a problem for U.S. employers to address? A) number of claims of retaliation against employees who report injuries B) rate of injuries C) rate of illnesses D) illnesses as a share of total injuries and illnesses E) number of employees learning that the law forbids retaliation for filing a complaint

Q: Under the Occupational Safety and Health Act's Hazard Communication Standard, organizations must have ________ for chemicals that employees are exposed to. A) EEO-1 forms B) white papers C) material safety data sheets D) standard operating protocols E) action reports

Q: Which action associated with an OSHA inspection can result in criminal charges? A) missing the walkaround B) falsifying records subject to the inspection C) allowing conditions that lead to an employee's injury D) failing to notify the employer of an upcoming inspection E) seeking a restraining order from a U.S. District Court

Q: Identify the correct statement regarding the Occupational Safety and Health Act (OSH Act). A) In a closing conference, all the findings of the inspection are kept confidential with the concerned officers. B) OSHA compliance officers do not entertain any kind of input or complaints from employees during the inspection. C) OSHA compliance officers notify employers a month in advance before the inspection. D) The OSHA compliance officer will seek a restraining order from the U.S. District Court, even if the inspection reveals that the problem is minor. E) If an OSH Act violation results in citations, an employer must post each citation in a prominent place near the location of the violation.

Q: An OSHA inspector completed her inspection of a mining operation, including a walkaround and employee interviews. Then the OSHA inspector sought a restraining order from a federal court. What can you infer from this action by the inspector? A) The inspector is an attorney representing the employees of the mining company. B) The inspector looked for violations of the general-duty clause. C) The inspector is requesting to conduct a closing conference. D) The inspector wants the company to have a reasonable time frame to correct violations. E) The inspector found a violation that could cause serious injury or death.

Q: An OSHA compliance officer visited the warehouse of CAM Worldwide to conduct an inspection. The inspector found several safety violations related to items that could tip over and fall. She discussed these violations with CAM Worldwide's facility supervisor and human resource manager. What is most likely to happen next? A) The officer conducts employee interviews. B) The officer conducts a "walkaround" tour of the employer's premises. C) The company pays a $20,000 fine for each violation. D) The company asks employees to notify management of any future OSHA inspections. E) OSHA gives the company a time frame within which to correct the violations.

Q: Jordan is the human resource manager at a poultry-processing facility with 75 employees. He just received a call saying that an OSHA inspector has arrived at the facility. What can Jordan expect the company will need to do first? A) Send the employees home for the day. B) Provide the inspector with records of any deaths, injuries, and illnesses. C) Lead the inspector on a tour of the premises. D) Make the inspection officer aware of any health or safety problems. E) Temporarily halt all poultry processing until the inspection is over.

Q: A meatpacking facility has been neglecting employee health and safety. If employees contact OSHA to request an inspection, what can the facility's management expect? A) a form from OSHA requesting that management give permission for the visit B) a phone call from OSHA to schedule the inspection C) a letter from OSHA announcing an inspection within the next month D) no advance notification from OSHA E) a form signed by the employees requesting the inspection

Q: Argus Chemicals is a chemicals manufacturer with a large research and development team searching for new alternatives to gasoline. Because it develops new chemicals and is constantly innovating, the Department of Labor cannot possibly keep up with specific safety and health standards for its workplace. Some of the managers are asking Brooklyn, the human resource manager, if that means they don't have to bother trying to comply with all the OSHA regulations. What should Brooklyn recommend? A) Ask NIOSH to anticipate all possible hazards that could occur. B) Focus on planning for emergency responses when injuries do occur. C) Under the general-duty clause, the company is exempt from specific regulations. D) Simply focus on the health and safety risks that are widely known. E) Be constantly alert for potential sources of harm and correct them.

Q: Given that the National Institute for Occupational Safety and Health (NIOSH) has published numerous standards, what is the significance of the OSH Act's general-duty clause? A) It is extremely significant, because NIOSH standards are for government workers only. B) It is very significant, because NIOSH cannot anticipate all possible hazards. C) It is somewhat significant, because companies may not understand the NIOSH standards. D) It is slightly significant, because eventually the NIOSH standards may replace the general-duty clause. E) It is not at all significant, because the NIOSH standards have taken the place of the general-duty clause.

Q: Rachelle is starting a new business and is worried about OSHA regulations because she has often heard that they are extremely complex. Which statement offers Rachelle the best advice for meeting the requirements of the OSH Act? A) Don't worry about the regulations, because they apply only to large companies. B) Use the "Compliance Assistance Quick Start" on OSHA's website. C) Contact the Department of Labor to set up an appointment with a business representative. D) Use the job hazard analysis technique to meet all the requirements. E) Memorize the occupational health and safety standards published by NIOSH.

Q: An automobile painting facility experienced a breakdown in one of its ventilation fans, causing a buildup of fumes. What must the facility do in this situation to meet the employee rights under the OSH Act? A) Request an OSHA inspection. B) Provide an employee representative for an OSHA inspection. C) Promptly inform the affected employees about their exposure to hazards. D) Follow the steps in OSHA's "Compliance Assistance Quick Start." E) Levy fines for safety violations.

Q: Kaylee started a new job in a print shop. She worries about the different chemicals in the workplace, so she requests information about them from her employer. Which employee right under the OSH Act is Kaylee exercising? A) the right to request an OSHA inspection B) the right to have a representative present at an OSHA inspection C) the right to a workplace free of chemicals D) the right to have dangerous substances identified E) the right to have employer violations posted at the work site

Q: Martin opened up a small business that prints custom T-shirts, mugs, and trophies. He trains his 15 employees carefully, and after two years, no employee has experienced an on-the-job injury or illness. Under the requirements of the Occupational Safety and Health Act, what must Martin post in the workplace? A) OSHA Small Business Handbook B) OSHA Certificate of Compliance C) form 300A, Summary of Work-Related Injuries and Illnesses D) form 310A, Certification of Injury-Free Status E) general-duty clause

Q: Tyler has joined a start-up manufacturing company as its human resource manager. One of his first responsibilities is to make sure the company complies with the OSH Act. Under this law, what records must Tyler keep? A) a list of violations of the general-duty clause B) work-related injuries, plus an annual summary of employee illnesses C) work-related injuries and illnesses, with an annual summary of these D) schedule of employee-requested OSHA inspections E) responses to questions in OSHA's Small Business Handbook

Q: Milo has worked for a small chemical manufacturing company for the past 10 years. Recently, he and the other workers have developed minor respiratory problems. They confronted management demanding proper ventilation at the factory because inhaling chemical fumes continuously could prove fatal. If management does not respond to their demands, they could sue the company under the A) Occupational Safety and Health Act. B) Equal Pay Act of 1963. C) Title VII of the Civil Rights Act of 1964. D) Americans with Disabilities Act. E) Age Discrimination in Employment Act.

Q: Name the executive department that is responsible for conducting research to determine the criteria for specific operations or occupations and for training employers to comply with the Occupational Safety and Health Act. A) the Department of Health B) the Department of Commerce C) the Department of Justice D) the Department of Labor E) the Department of Homeland Security

Q: What is the most comprehensive U.S. law regarding worker safety? A) the Thirteenth Amendment B) the Fourteenth Amendment C) the Occupational Safety and Health Act D) the Rehabilitation Act of 1973 E) the Civil Rights Act of 1991

Q: Garin is an HR manager preparing a message to his company's employees, explaining the company's new policy of valuing diversity. Which statement should he use to express the best business case for valuing diversity? A) A diverse workforce makes the company more competitive by providing insights into its diverse customers. B) A diverse workforce is necessary to stay out of legal trouble related to equal employment opportunity. C) Valuing diversity takes many forms, including affirmative action and rewards for demonstrating respect. D) Valuing diversity need not be limited to employees in categories protected by law. E) Valuing diversity involves administrative decisions for the human resource department.

Q: Global Trade Enterprises has a policy statement making it clear that it does not tolerate sexual harassment. It set up an employee hotline for reporting harassment. When it received complaints about one of the maintenance workers, the company took action and corrected the problem immediately. However, two months later, it is receiving more complaints, this time about a supervisor on the night shift. What else should Global Trade do to keep the workplace free from sexual harassment? A) Modify the complaint procedure so employees don't overuse it. B) Wait to investigate the new complaints. C) File a complaint with the Equal Employment Opportunity Commission. D) Train all employees to identify inappropriate workplace behavior. E) Broaden the policy to include harassment of men, not just women.

Q: When Lily started working for Tough Guy Construction, two of her coworkers made a point of telling sex-related jokes around her, and they occasionally ran their fingers through her hair and suggested meeting up after work. Lily feels uncomfortable. What grounds would she have for complaining to the human resource department about her coworkers? A) Their behavior violates Executive Order 11246. B) Their behavior violates the Thirteenth Amendment. C) Their behavior probably violates the OSH Act. D) Their behavior could be considered quid pro quo harassment. E) Their behavior could be considered creation of a hostile working environment.

Q: Which statement is true of quid pro quo harassment? A) It involves mocking an individual's sexual orientation. B) It refers to an individual gaining benefit in return for a sexual favor. C) It involves making hiring decisions based on the gender of the applicant. D) It involves harassment against people based exclusively on the factor of age. E) It provides preferential treatment for the minority gender at the workplace.

Q: When an individual is promised a positive outcome for submission to sex, or threatened with a negative outcome for failure to submit to sex, this is referred to as A) adverse impact. B) disparate impact. C) reverse discrimination. D) undue hardship. E) quid pro quo harassment.

Q: What is the legal basis for considering sexual harassment to be illegal discrimination? A) It is a threat to workplace safety. B) It is a form of disability-related discrimination. C) It is a form of sex discrimination. D) It is a form of age discrimination. E) It is a form of workplace violence.

Q: What is true about avoiding discrimination? A) A bona fide occupational qualification is a merely preferred qualification for performing a job. B) Proving disparate impact in court requires showing an employer's intent. C) Proving disparate treatment in court does not require the plaintiff showing an employer's intent. D) Reasonable accommodation is provided subject to the condition of undue hardship. E) If the four-fifths rule is satisfied, substantial evidence of discrimination exists.

Q: Matt, a blind man in his early twenties, was recently hired as a DJ at a local radio station in Orlando. He was given permission by his manager to bring his guide dog to work. In this instance, Matt's employer makes a(n) A) disparate impact. B) disparate treatment. C) reverse discrimination. D) reasonable accommodation. E) undue hardship.

Q: Identify the correct statement regarding reasonable accommodation. A) Reasonable accommodation is the same as reverse discrimination. B) Reasonable accommodation exclusively compensates for the poor educational background that hampers the progress of employees. C) Reasonable accommodation is typically provided in situations involving individuals with disabilities or different religious needs. D) Reasonable accommodation is provided on a homogeneous basis without the provisions being tailored to the individual needs of employees. E) Reasonable accommodation is provided by an organization even if the requisite changes create undue hardship on the organization.

Q: An accounting firm is in the process of interviewing candidates for the position of receptionist. A job candidate arrives at an interview accompanied by a service dog. Which action by an employer would best meet the requirements of equal employment opportunity? A) describing job requirements and asking the employee how she would meet them B) telling the candidate politely that a blind person can't be a receptionist C) explaining that the company has a no-pets rule D) making every possible accommodation for this person, at any cost E) hiring the candidate, whether or not she is qualified for the job

Q: Which action by employers can result in reverse discrimination? A) affirmative action B) reasonable accommodation C) disparate treatment D) retaliation E) disparate impact

Q: Identify the type of case where most of the debate focuses on discriminatory consequences and the plaintiff need not prove an employer's intent to discriminate. A) disparate impact B) disparate treatment C) reasonable accommodation D) affirmative action E) corrective action