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Q:
Laissez-faire communication style demonstrates low task-low relationship behavior, responding with the necessary open presentation.
Q:
Work processes are the activities that a work unit's members engage in to produce a given output.
Q:
Participative communication style demonstrates high task-high relationship behavior, using a closed presentation for the task with an open elicitation for the relationship.
Q:
Through the process of work flow design, managers analyze the tasks needed to produce a product or service.
Q:
As a sender transmits a message, how you respond to the message does not directly affect communication.
Q:
Title VII of the Civil Rights Act of 1964 states that employers may retaliate against employees for either opposing a perceived illegal employment practice.
Q:
Watching nonverbal behavior is an important aspect of ensuring a message was received accurately.
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:
The most accurate indicator of understanding is direct questioning.
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:
When a message does not result in communication, the most common cause is the sender's lack of getting feedback to ensure mutual understanding.
Q:
The Civil Rights Act of 1991 was partly designed to overturn Supreme Court decisions.
Q:
Paraphrasing is the process of having the receiver restate the message in his or her own words.
Q:
The legislative branch of the U.S. government is responsible for enforcing the laws passed by Congress.
Q:
Low-context cultures focus on nonverbal communications and subtle cues.
Q:
"Cultural differences may make promoting safety internationally more difficult than it seems." Substantiate this statement with examples.
Q:
It is important to consider the receiver's perceptions before deciding to encode a message in a particular way to ensure clear transmission of the meaning of the message.
Q:
Compare how the age of different employees influences various practices to be adopted in the context of safety concerns at work.
Q:
Filtering is altering or distorting information to project a more favorable image.
Q:
Do you think the Occupational Safety and Health Act been successful? Explain.
Q:
Horizontal communication is the flow of information between colleagues and peers.
Q:
Eduardo works at Hanson Engineering Works as a welder. Although he is provided with protective goggles and a facemask, overalls or another type of protective clothing is not provided. After three months of work at Hanson, Eduardo 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. In this case, can Eduardo file a case against his supervisor? If so, which authority and laws can help him? Elaborate.
Q:
Vertical communication is often called informal communication.
Q:
Valuing diversity, especially in support of an organization's mission and strategy, need not be limited to the categories protected by law. Reflect on this statement with examples.
Q:
_____ listening is the ability to understand and relate to another's situation and feelings.
Q:
Martha's boss, Bill, constantly uses sexually explicit language while communicating with his female subordinates. Though many female employees were bothered with this behavior, no one ever complained for fear of negative repercussions. However, Martha files a complaint against Bill 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 with examples.
Q:
_____ communication style demonstrates low task-low relationship behavior, responding with the necessary open presentation.
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 with examples. How is it different from disparate treatment? How is it related to the four-fifths rule?
Q:
_____ is the process of verifying messages.
Q:
Disparate treatment is considered a sign of discrimination. Why is this so? Do you think it can ever be legal? If so, in what kind of situations? Substantiate your answer with examples.
Q:
_____ is the process of having the receiver restate the message in his or her own words.
Q:
What is affirmative action? Do you think this will lead to reverse discrimination? Explain your answer.
Q:
_____ cultures focus on nonverbal communications and subtle cues.
Q:
Describe the provisions of Americans with Disabilities Act (ADA) of 1990. How is it different from other Equal Employment Opportunity laws (EEO laws)? Regina is visually impaired to the extent that she cannot read without her glasses. Ed has had leukemia but has now gone into remission. Will both of them be eligible for compensation under the provisions of ADA? Justify your answer with appropriate reasons.
Q:
_____ is the receiver's process of translating the message into a meaningful form.
Q:
After a large fire at Rowen Mills Inc., the Occupational Safety and Health Administration (OSHA) sent inspectors to the facility to investigate the incident. The group began its inspection by talking to all the employees involved in the recent fire and asked them what had caused the accident. Once all employees gave their views individually, they were asked to discuss among themselves the single systemic failure that caused the fire. Which of the following methods is being used by OSHA to study the recent fire at Rowen Mills?
A. Operations cycle review
B. Standard protocol review
C. Technic of operations review
D. Job hazard analysis technique
E. Utilization analysis
Q:
A(n) _____, which is transmitted through a channel form a sender to a receiver, is the physical form of encoded information.
Q:
Select the method that promotes safety by determining which specific element of a job led to a past accident.
A. Reasonable accommodation
B. Affirmation action
C. Technic of operations review
D. Job hazard analysis technique
E. Utilization analysis
Q:
The sender's process of putting a message into a form that the receiver will understand is called _____.
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:
_____ is work done by using electronic linkages between employees, partners, suppliers, and customers.
Q:
Identify the correct statement regarding the Occupational Safety and Health Act (OSHA).
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 OSHA violation results in citations, an employer must post each citation in a prominent place near the location of the violation.
Q:
_____ refers to the way managers design their firm to achieve the organization's mission and goals.
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:
Define the five response styles.
Q:
Tom Fender has worked for a small chemical manufacturing company for the past 10 years. Of late, 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. When management did not respond to their demands, they threatened to 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:
List four ways of improving listening skills.
Q:
Name the agency 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 (OSH Act).
A. The Department of Health
B. The Department of Commerce
C. The Department of Trade
D. The Department of Labor
E. The Department of Development
Q:
What is feedback? How can one get feedback on messages?
Q:
Identify 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:
List the steps in a message-sending process.
Q:
Which of the following 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:
Describe four communication barriers.
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:
List and explain the four steps in the communication process.
Q:
Which of the following 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:
What is the Internet? Name key technologies used to access the Internet.
Q:
Logan, a blind man in his early twenties, was recently hired as a DJ at a local radio station in Miami. He was given permission by his manager to bring his guide dog to work. In this instance, Logan's employer makes a(n) _____.
A. disparate impact
B. disparate treatment
C. reverse discrimination
D. reasonable accommodation
E. undue hardship
Q:
What is organizational communication? List the different types.
Q:
Identify the correct statement regarding reasonable accommodation.
A. Reasonable accommodation is the same as reverse discrimination.
B. Reasonable accommodation exclusively compensates for 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:
Which response style do you believe is most commonly used at work? Should the most commonly used response style be reflecting? Why or why not?
Q:
Identify the action of employers that can result in reverse discrimination.
A. Affirmative action
B. Reasonable accommodation
C. Disparate treatment
D. Retaliation
E. Disparate impact
Q:
How often do you use paraphrasing and ask others to paraphrase to ensure mutual understanding? How effective are you at paraphrasing and asking others to paraphrase, and how can you improve your paraphrasing skills?
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
Q:
Many employees, including managers, complain about organizational communications. What are some of the complaints and how can communications be improved?
Q:
A vehicle manufacturing company decides to hire 35 employees for its new servicing branch located in Texas. A total of 90 eligible applicants apply for the job of which 50 are white and 40 are black. Assuming that the company decides to hire 25 whites and 10 blacks, what can be inferred using the four-fifths rule?
A. 0.5 < 0.8, this indicates that there is no evidence of discrimination.
B. 2 > 0.8, this indicates that there is evidence of discrimination.
C. The hiring rate for blacks is equal to four-fifth the hiring rate of whites; hence, there is no evidence of discrimination.
D. 0.5 < 0.8, this indicates that there is evidence of discrimination.
E. 2 > 0.8, this indicates that there is no evidence of discrimination.
Q:
Which is preferable to you, a high-context culture or a low-context culture?
Q:
Do men and women really converse differently? Do you speak about different things with your male and female friends and coworkers? If so, what do you talk about with men versus women?
Q:
Select the case that would most likely be filed under disparate impact.
A. Majority of the applicants with high test scores are rejected due to an affirmative action plan.
B. A majority applicant is rejected on the grounds that a company only hires individuals from the minority group.
C. Minority applicants are being disproportionately rejected relative to majority applicants by a paper-and-pencil test.
D. A minority employee is fired for testifying in a discrimination suit filed against an employer.
E. At a particular organization, employees belonging to the minority group are given more privileges and benefits compared to employees belonging to the majority group.
Q:
Which two barriers to communication do you believe are the most common in organizations today? What can firms do to help eliminate these two barriers?
Q:
Which of the following statements is true of a bona fide occupational qualification?
A. It is considered illegal by a court.
B. It is a necessary qualification for a job.
C. It is strictly prohibited by organizations.
D. It is a preferred qualification for the job.
E. It is used to deem disparate treatment illegal.
Q:
Many employees waste time using social media at work. Should organizations ban the use of social media for personal reasons during work hours? If so, how?
Q:
Identify the case in which disparate treatment is considered legal.
A. In a particular retail outlet, male workers are employed to handle the sales.
B. In an electrical company, male workers are exclusively employed to work as electricians.
C. In a vehicle manufacturing company, male workers are exclusively employed in all departments.
D. In a certain shopping mall, female workers are exclusively employed to clean the women's restroom.
E. In a particular hospital, only female nurses are appointed.
Q:
E-mail is preferred over oral communication at work, and texting is increasingly used. What are the pros and cons of oral versus e-mail or text communication? Which form of communication do you use more often? Which one do you prefer?
Q:
Differing conduct toward individuals, where the differences are clearly based on the individuals' race, color, religion, sex, national origin, age, or disability status is termed as _____.
A. sexual discrimination
B. affirmative action
C. disparate treatment
D. reasonable accommodation
E. reverse discrimination
Q:
Describe a gender communication difference you have observed at work.
Q:
According to the affirmative-action plan required by the Office of Federal Contract Compliance Programs, _____ refer(s) to a plan identifying the ways in which an organization will meet its diversity goals.
A. action steps
B. utilization analysis
C. diversification
D. affirmative action
E. disparate impact
Q:
A(n) _____ is a sequence of job assignments that lead to more responsibility, with raises and promotions.
Q:
According to the affirmative-action plan required by the Office of Federal Contract Compliance Programs, which of the following refers to a comparison of the race, sex, and ethnic composition of an employer's workforce with that of the available labor supply?
A. Content analysis
B. Job analysis
C. SWOT analysis
D. Utilization analysis
E. Applied behavior analysis
Q:
_____ is the process of gaining skill, experience, and education to achieve career objectives.