Accounting
Anthropology
Archaeology
Art History
Banking
Biology & Life Science
Business
Business Communication
Business Development
Business Ethics
Business Law
Chemistry
Communication
Computer Science
Counseling
Criminal Law
Curriculum & Instruction
Design
Earth Science
Economic
Education
Engineering
Finance
History & Theory
Humanities
Human Resource
International Business
Investments & Securities
Journalism
Law
Management
Marketing
Medicine
Medicine & Health Science
Nursing
Philosophy
Physic
Psychology
Real Estate
Science
Social Science
Sociology
Special Education
Speech
Visual Arts
Management
Q:
Large groups appear to perform better when the goal of the group is to ________.
A) find facts
B) create consensus on a new product
C) interpret facts
D) solve problems quickly
Q:
Small groups appear to perform better when it comes to ________.
A) problem solving
B) getting diverse input into a problem
C) speed of performing tasks
D) finding facts
Q:
According to the ADA, firms must employ all disabled individuals who apply for positions and provide them with job training when necessary.
Q:
Status incongruence can be upsetting to employees because it sends a signal that organizational accomplishments ________.
A) are rewarded fairly and justly
B) are always rewarded
C) are never rewarded
D) are not always rewarded fairly and justly
Q:
Mental disabilities, such as depression and anxiety disorders, account for the greatest number of claims brought under the ADA.
Q:
A low-ranking employee having the best parking space in the company parking lot is an example of ________.
A) status congruence
B) status incongruence
C) a status category
D) a status level
Q:
Being disabled qualifies an individual for a job.
Q:
The Americans with Disabilities Act of 1990 does not list specific disabilities but provides impairment guidelines instead.
Q:
Members of an organization typically ________ the status of other organizational members.
A) agree about
B) disagree about
C) cannot recognize
D) refuse to recognize
Q:
Asch could feel fairly confident that his results were legitimate because ________ pressured by the group.
A) 35 percent of respondents gave wrong answers when they were not
B) only 1 percent of respondents gave wrong answers when they were not
C) only 1 percent of respondents gave wrong answers when they were
D) 90 percent of respondents gave wrong answers when they were
Q:
The Civil Rights Act of 1991 makes it more difficult for plaintiffs to sue for monetary damages in cases of disparate treatment.
Q:
Title VII forbids the testing or screening of job applicants because testing systematically discriminates against certain protected classes.
Q:
Asch's results are attributed to the tendency of people in groups to ________.
A) try to distinguish themselves
B) go along with the pack
C) stand up for what they know is right
D) swim against the current
Q:
If a business offers its employees disability coverage, then pregnancy and childbirth must be treated like any other disability and included in the plan as a covered condition.
Q:
Asch's subjects were seen to give incorrect answers that they knew were incorrect in ________ of his studies.
A) about half
B) more than half
C) about 35 percent
D) about 90 percent
Q:
Asch was surprised most by finding that in some conditions, group members would provide information that they knew to be ________.
A) slightly exaggerated
B) vague
C) wrong
D) not fully substantiated
Q:
In O'Connor v. Consolidated Coin Caterers Corp., the Supreme Court held that an employee who is over 40 may sue for discrimination if he or she is replaced by a "significantly younger" employee, even if the replacement is also over 40.
Q:
Solomon Asch carried out pioneering studies in understanding ________.
A) group status
B) group roles
C) group size
D) group conformity
Q:
The Age Discrimination in Employment Act of 1967 makes it unlawful to discriminate against employees of federal, state, and local agencies who are between 40 and 65 years of age; however, the law does not apply to private businesses.
Q:
Only an aggrieved individual can file job discrimination charges against a business.
Q:
Which of the following would be an example of a group norm?
A) Company policies on absenteeism
B) Acceptable ways of dressing
C) Hiring policies prohibiting discrimination
D) Rules against sexual harassment
Q:
Group norms typically are ________.
A) grading systems
B) not very powerful
C) accepted standards
D) always set by leadership
Q:
The EEOC receives and investigates job discrimination complaints from aggrieved individuals.
Q:
Most workers learn what is expected as far as performance on the job from group ________.
A) roles
B) size
C) cohesiveness
D) norms
Q:
Title VII of the 1964 Civil Rights Act bars discrimination on the part of most employers, including all public or private employers of 15 or more persons.
Q:
The 14th Amendment to the U.S. Constitution led to the establishment of the EEOC.
Q:
Al is given two different "top priorities" from two different managers. Al is experiencing ________.
A) role conflict
B) role reversal
C) efficiency conflict
D) personal conflict
Q:
The 13th Amendment to the U.S. Constitution states, "no person shall be deprived of life, liberty, or property, without due process of the law."
Q:
What term describes the behavior patterns of someone who occupies a given position in a group?
A) Status
B) A role
C) A norm
D) Leadership
Q:
Discrimination is a bias toward prejudging someone based on that person's trait.
Q:
In a short essay, discuss the last two stages of group development.
Q:
In Bakke v. Regents of the University of California, which of the following claims was made by Allen Bakke?
A) sexual harassment
B) racial discrimination
C) reverse discrimination
D) affirmative action
Q:
In a short essay, discuss the third stage of group development.
Q:
Which of the following would LEAST likely foster diversity in the workplace?
A) changing the culture through diversity training education programs
B) appointing a small group of minorities to high-profile positions
C) recruiting minority members to the board of directors
D) using metrics to evaluate diversity programs
Q:
In a short essay, discuss the second stage of group development.
Q:
In a short essay, discuss the first stage of group development.
Q:
A workforce comprised of two or more groups of employees with various racial, gender, cultural, handicap, age, and religious backgrounds is best described as ________.
A) competitive
B) ethnocentric
C) globalized
D) diverse
Q:
The group is likely to work on its primary task during the adjourning stage of group development.
Q:
The EEOC describes a(n) ________ as an informal process in which a neutral third party assists the opposing parties to reach a voluntary, negotiated resolution of a charge of discrimination.
A) fact-finding conference
B) voluntary mediation
C) mandatory arbitration
D) alternative dispute resolution
Q:
In the norming stage of group development, the group becomes cohesive.
Q:
Which of the following refers to an informal meeting held early in an EEOC enforcement investigation that attempts to define issues and determine if settlement is possible?
A) voluntary mediation
B) fact-finding conference
C) collective bargaining
D) mandatory arbitration
Q:
Managers should especially try to avoid conflict during the storming stage of group development.
Q:
The norming stage of group development ends when members consider themselves a part of the group.
Q:
What is the most common next step in the EEOC enforcement process after a person files an employment discrimination claim?
A) The EEOC either accepts or refers the charge.
B) The two parties are required to participate in mediation.
C) A commission investigates the claim in an open-meeting.
D) The employer and EEOC bring a civil suit in a federal district court.
Q:
Groups tend to go through five stages as they develop.
Q:
To be considered a group, a gathering must include at least five people.
Q:
Which of the following is most likely an example of a discriminatory selection standard?
A) measuring a software designer applicant's knowledge about a computer language
B) requiring a high school teacher applicant to have a four-year college degree
C) requiring engineer applicants to meet specific height standards
D) asking prison guard applicants to reveal their arrest records
Q:
Formal groups tend to form around friendships and common interests.
Q:
All of the following recruitment practices are potentially discriminatory EXCEPT ________.
A) spreading information about job openings through word-of-mouth among a firm's predominantly Hispanic workforce
B) providing misleading information to Asian and Indian job applicants
C) posting help wanted ads that specify young, male applicants
D) posting job advertisements only in local newspapers
Q:
A group consists of individuals who share specific goals.
Q:
The application requirements for Western Airlines pilot positions require candidates to have logged at least 200 hours piloting an aircraft within the previous 36 months. In addition, applicants must have 2,500 hours of experience in the air with at least 1,000 hours as the commanding pilot of a commercial airplane. A four-year college degree is also required. Jeff Sanchez, who is Hispanic, applied for a position as a pilot and was rejected because he has a degree from a 2-year college and only 2,000 hours of flight experience. Jeff is suing Western Airlines for discriminatory hiring practices.
Which of the following statements is most likely relevant to this court case against Western Airlines?
A) Most pilots at Western Airlines belong to labor unions and are involved in collective bargaining arrangements detrimental to the industry.
B) The job requirements for pilots at Western Airlines are a business necessity due to the human risks associated with hiring unqualified applicants.
C) The Age Discrimination in Employment Act prevents firms, such as Western Airlines, from discriminating when age is a BFOQ.
D) As a global firm, Western Airlines can easily establish a prima facie case of discrimination based on race.
Q:
When the management team left Silver Falls to return to their own teams and departments, they had just completed the ________ stage of group development.
A) performing
B) storming
C) forming
D) adjourning
Q:
The application requirements for Western Airlines pilot positions require candidates to have logged at least 200 hours piloting an aircraft within the previous 36 months. In addition, applicants must have 2,500 hours of experience in the air with at least 1,000 hours as the commanding pilot of a commercial airplane. A four-year college degree is also required. Jeff Sanchez, who is Hispanic, applied for a position as a pilot and was rejected because he has a degree from a 2-year college and only 2,000 hours of flight experience. Jeff is suing Western Airlines for discriminatory hiring practices.
Which of the following, if true, best supports Western Airlines' defense?
A) At Western Airlines, turnover is high among minority employees working as pilots and flight attendants.
B) Recent experiences with college recruiting have led Western Airlines to increase the percentage of its minority pilots.
C) The total number of hours spent flying a commercial airline is a valid predictor of performance for most Western Airlines pilots.
D) Western Airlines bases its selection tests and hiring practices on industry guidelines for commercial pilots.
Q:
In the third and fourth days of the retreat, the managers were in the ________ stage of group development.
A) performing
B) storming
C) forming
D) adjourning
Q:
Which defense requires showing that there is an overriding company-related purpose for a discriminatory practice and that the practice is therefore acceptable?
A) prima facie
B) business necessity
C) adverse impact
D) mixed motive
Q:
Pictures and Promotions Modeling Studio seeks to hire male models for an upcoming fashion show featuring men's wear. The studio is using ________ as a justification for not considering women for the jobs.
A) BARS
B) ADEA
C) EEOC
D) BFOQ
Q:
When the management group was determining standards and establishing how it would make decisions, it was in the ________ stage of group development.
A) norming
B) storming
C) forming
D) adjourning
Q:
The group was in the ________ stage when it was competing to see who would lead the group.
A) performing
B) storming
C) forming
D) adjourning
Q:
In which of the following jobs would gender most likely be appropriate to use as a BFOQ?
A) fire fighter in a metropolitan fire department
B) prison guard at a federal penitentiary
C) teacher at a private, all-girls school
D) actor in a toothpaste commercial
Q:
The Retreat (Scenario)The first-line managers of ELH Inc. were sent on a retreat to Silver Falls for their inaugural strategic planning meeting. Few people knew each other, but their task was clear: design a new performance appraisal system for subordinates that would be effective and usable.The first day, little was accomplished except for the jockeying to see who would be the official leader. Finally, Jim seemed to wrangle control and helped provide the first real direction for the group.By the second day, the group seemed to begin working well. They spent the morning determining group standards with respect to how they would make decisions within the group and how to manage the idea-generation process.On the third and fourth days, the managers got down to work and moved amazingly quickly, with ideas flowing freely. By the end of the fourth day, they had a workable system developed, and they felt satisfied. That night they all signed off on a new document to be presented to the regional manager the next day. They all felt a twinge of regret at having to break up the group and return to normal work life.The official forming stage of the group development process wasn't complete until group members ________.A) experienced conflictB) introduced one anotherC) felt themselves a part of the groupD) got acquainted with one another
Q:
Employers primarily use bona fide occupational qualification (BFOQ) as a defense against charges of discrimination based on ________.
A) religion
B) age
C) gender
D) nationality
Q:
A group that has gone through the norming stage of the group development process ________.A) never returns to the storming stageB) always returns to the storming stageC) never returns to the forming stageD) may return to the forming or storming stage
Q:
According to ________, an employer can claim that an employment practice is a bona fide occupational qualification for performing the job.
A) Title VII of the 1964 Civil Rights Act
B) Vocational Rehabilitation Act of 1973
C) Executive Orders 11246 and 11375
D) 1972 Equal Opportunity Act
Q:
During the storming stage of group development, high levels of conflict ________.
A) are necessary for group cohesiveness
B) increase group cohesiveness
C) can contribute to group effectiveness
D) are never a factor in group effectiveness
Q:
Which of the following involves comparing the percentage of the minority/protected group and white workers in an organization with the percentage of the corresponding group in the labor market?
A) personnel population comparison approach
B) restricted policy comparison method
C) population comparisons approach
D) McDonnell-Douglas test
Q:
During a recent meeting, a shouting match arose between a design manager and a marketing representative about a marketing plan for a new product. This team seems to be at the ________ stage of group development.
A) conflict
B) forming
C) norming
D) storming
Q:
Which of the following tests for adverse impact involves demonstrating that the employer's policy either intentionally or unintentionally excludes members of a protected group?
A) McDonnell-Douglas test
B) BFOQ approach
C) systemic method
D) restricted policy
Q:
Permanent work groups are not likely to go through this stage.
A) storming
B) adjourning
C) forming
D) norming
Q:
The formula used by federal agencies to determine disparate rejection rates is based on a selection rate for any racial, ethnic, or sex group less than ________ percent of the rate for the group with the highest rate.
A) 40
B) 60
C) 80
D) 100
Q:
Which of the following is used by lawyers in disparate impact cases to show intentional disparate treatment?
A) disparate rejection rates
B) restricted policy approach
C) population comparisons
D) McDonnell-Douglas test
Q:
In which group development process is the group's energy directed to working on the group's task?
A) storming
B) forming
C) norming
D) performing
Q:
All of the following are ways that an employee or job applicant can show adverse impact EXCEPT ________.
A) comparing disparate rejection rates
B) holding a fact-finding conference
C) utilizing population comparisons
D) using the standard deviation rule
Q:
Norming is a stage of group development that occurs when ________.
A) the group struggles for leadership
B) the group defines its purpose
C) the group develops cohesiveness
D) the group defines its goals
Q:
This stage involves the most conflict during the entire group development process.
A) forming
B) storming
C) norming
D) performing
Q:
Which of the following refers to the overall effect of employer practices that result in significantly higher percentages of members of protected groups being rejected for employment, placement, or promotion?
A) disparate treatment
B) disparate impact
C) adverse impact
D) prima facie
Q:
________ exists when an employer treats an individual differently because that individual is a member of a particular race, religion, gender, or ethnic group.
A) Disparate impact
B) Disparate treatment
C) Adverse impact
D) Prima facie
Q:
The ________ stage of the group development process is complete when members begin to think of themselves as part of a group.
A) forming
B) storming
C) norming
D) performing
Q:
Which of the following is a true statement regarding U.S. EEO laws and international employees?
A) U.S. EEO laws apply to jobs located outside the U.S. when the employer is a foreign entity and the employee is a U.S. citizen.
B) U.S. EEO laws do not apply to jobs located inside the U.S. when the employer is a foreign entity and the employee is a foreign citizen.
C) U.S. EEO laws apply to foreign citizens in jobs located outside the U.S. if the employer is a U.S. entity.
D) U.S. EEO laws apply inside the U.S. when the employer is a U.S. entity and the employee is a foreigner legally authorized to work in the U.S.
Q:
This kind of work group brings individuals together from different work disciplines with different knowledge and skills.
A) formal group
B) cross-functional team
C) command group
D) self-managed team
Q:
This kind of work group is brought together to accomplish a specific job or single activity, such as the development of a new product.
A) command group
B) formal group
C) informal group
D) task group