Deck 12: Careers and Work

Question 1

Television portrayals of women and employment

A) present women as employed at a higher percentage than employment statistics show.
B) depict a lower percentage of women who are employed than employment statistics show.
C) depict the percentage of women who are employed in an accurate manner, but misrepresent the occupations that women have.
D) present a picture that reflects current employment statistics accurately.

Answer 1

B

Question 2

Young women have a level of career motivation that is _______ that of young men.

A) as strong as
B) not as strong as
C) directed toward a different type of achievement than
D) oriented toward more prestigious careers than

Answer 2

A

Question 3

Women's and men's careers tend to differ in

A) the prevalence of women's part-time employment.
B) the assumption that women's employment will be secondary to their family obligations.
C) the lower amount of education and training that men and women receive.
D) both a and b
E) all of the above

Answer 3

D

Question 4

The number of female CEOs of Fortune 500 companies

A) has declined over the past 15 years.
B) reached an all-time high in 2009 when 13 women were CEOs.
C) began to increase in the 1980s and has increased steadily ever since.
D) increased in the 1980s and 1990s but declined during the 21^st century.

Question 5

A difference among adolescents in various ethnic groups with respect to careers is

A) that African American adolescents expressed lower career aspirations than White adolescents.
B) not in their aspirations but in their perception of barriers to their achievement.
C) not among the women but among the men.
D) the acceptance of low standards for achievement among African American adolescents.

Question 6

The term glass ceiling refers to

A) a subtle barrier of discrimination that prevents women and ethnic minorities from advancing to high-level jobs.
B) the set of laws that protected women from occupying dangerous jobs.
C) the lack of enforcement of equal opportunity laws.
D) a level of accomplishment that women attain more often than men.

Question 7

The ecological model of career development

A) predicts a linear development for the careers of women and men.
B) predicts a linear development for women's careers but a less orderly progress for women's careers.
C) situates a person within an environment and takes the environment into account in career development.
D) explores the ecological niche for careers, focusing on the fit between occupation and gender.

Question 8

Which of the following IS a factor in the wage gap between women and men?

A) Women accept lower salary offers than men do.
B) Women with graduate degrees earn about as much money as men with high school degrees.
C) Women expect to earn more money at the peak of their earnings than men expect.
D) All of the above contribute to the wage gap.

Question 9

At what age do the career expectations for men and women begin to differ?

A) Preschool children expressed career-related beliefs that differed for women and men.
B) During middle school, a majority of children first showed differences in expectations, but many children made exceptions to gender stereotyping.
C) High school students begin to show differences in career expectations.
D) Only a few college students express gender-related differences in career expectations.

Question 10

The study of career development has focused on

A) the choice of the career for which people have the highest interest and ability.
B) appropriate choices and options for both men and women.
C) guiding people into choices that would best benefit society.
D) men and employment.

Question 11

Between the 1940s and the 1970s, the career plans of college women

A) showed a change in their decision to marry; marriage was not a high priority for women in the 1970s.
B) showed changes; women in the 1970s began to combine career and family.
C) showed changes in their beliefs about the value of having children; over 60% expressed the opinion that children would hinder their career.
D) showed few changes; women still choose marriage as their primary career.

Question 12

In examining various occupational categories and salaries,

A) women earn less than men in every category.
B) women earn less than men in service occupations but equal salaries in professional categories.
C) women earn less than men in male-dominated fields but more than men in female-dominated fields.
D) no consistent pattern of salary difference can be seen.

Question 13

What effect does gender have on a company's performance?

A) Companies in which men occupy 90% or more of the executive positions show better performance than companies with more female executives.
B) Companies in which women occupy 70% or more of the executive positions show better performance than companies with fewer female executives.
C) Companies with no female executives outperform companies with female executives.
D) Companies with a mixture of male and female executives outperform companies with a gender imbalance of executives.

Question 14

After controlling for differences in training and length of service, the salaries of men and women

A) are similar.
B) still differ, with men still making more money than women.
C) still differ, with women making more money than men.
D) are different for fields that require professional training but similar for other fields.

Question 15

The acceptance of traditional gender roles is related to women's

A) pursuing a career traditionally associated with women.
B) rejection of other traditional gender-related behaviors.
C) likelihood of being lesbian.
D) tendency to be involved in careers that are time-consuming.

Question 16

The number of female CEOs in Fortune 500 companies is likely to

A) increase rapidly over the next 10 years due to the growing number of women who are "in the pipeline" that prepares them for these positions.
B) increase slowly due to the small number of women who are currently in management positions that prepare them for the job of CEO.
C) decrease due to the number of women who are leaving business careers to be full-time homemakers.
D) remain at the current level of around 20%.

Question 17

Which of the following is NOT a factor in the wage gap between men and women?

A) Men have traditionally occupied higher-paying jobs than women.
B) Women do not spend as many hours in paid employment as men.
C) Fewer women than men are receiving college degrees.
D) Discrimination in hiring and promotion affects women more than men.

Question 18

The most important factor in the wage gap between men and women is

A) women's lower level of education and training.
B) more rapid promotion for men.
C) discrimination against women in hiring.
D) women's tendency to be perfectionistic.

Question 19

The "time bind" that Arlie Hochschild referred to is

A) the time pressures that women feel when trying to balance career and family demands.
B) the amount of time that women spend on the job and how that time binds them to career advancement.
C) the timing of adherence to career plans for women, which typically happens during their young adulthood.
D) the binding commitments between families that that occurred during the early years of the 20th century.

Question 20

The increase of women in the work force has

A) changed the gender composition of most occupations, moving the proportion of men and women toward equal.
B) increased the salary of the average employed women by over 40%.
C) resulted in little change in the gender composition of most occupations.
D) placed men's jobs in jeopardy by allowing a high proportion of women in fields previously dominated by men.

Question 21

How do jobs become "male" or "female" occupations?

A) A range of occupations becomes diversified through the association process.
B) A job becomes strongly associated with one or the other gender.
C) One gender or the other is able to learn certain jobs more easily.
D) both a and c

Question 22

The sticky floor refers to

A) occupational stereotypes.
B) the low-status careers for which career and technical education prepares both women and men.
C) the low-status occupations in which employees get stuck at low levels.
D) the end result of riding the glass escalator.

Question 23

In studies that have presented gender information concerning prospective applicants and have asked about hiring decisions,

A) the gender information tends not to make a difference, and qualifications are the most important criterion for hiring.
B) the gender information tends to be used in making stereotypical decisions concerning the suitability of the applicants.
C) inexperience is the most important criterion for a hiring decision, with a bias against the inexperienced applicant.
D) applicants with feminine characteristics, regardless of gender, receive more favorable ratings.

Question 24

What relationship does family obligations have to men's careers?

A) Time spent developing careers often takes men away from their families.
B) Family demands often take men out of the work force.
C) Family duties are a source of stress that affects men more than women.
D) Men who take time away from work to devote to family advance more rapidly in their careers.

Question 25

When does the wage gap first appear in women's employment history?

A) during the teenage years, when adolescents have their first jobs
B) during young adulthood, when workers are hired into entry-level positions
C) when workers have been employed in careers for at least 10 years
D) when workers have reached management level

Question 26

One of the most damaging stereotypes for women's career advancement is that

A) women with children lack commitment to their careers.
B) female executives are more competent than caring.
C) women who earn high grades in college will not enter the workforce.
D) women are both more competent and more patient than men.

Question 27

How do family obligations influence women's careers?

A) Family demands can take women out of the work force.
B) Family demands can decrease the amount of time women devote to their careers.
C) Family obligations provide a support network that boosts women's job performance.
D) both a and b
E) all of the above

Question 28

Which of the following does NOT contribute to the gender gap in wages?

A) different career choices
B) different career schedules
C) different levels of ability
D) discrimination in hiring and promotion

Question 29

The gender stereotyping that was a factor in preventing women from being hired into corporate management positions

A) continues to affect male executives and thus women's chances of becoming managers.
B) affects female managers, who are more likely to discriminate against female applicants more than male managers.
C) affects male managers, who tend to hold stereotypical attitudes about female lack of competence.
D) has diminished for mid-level and high-level managers, and women now hold a fair share of these positions.

Question 30

Men who pursue careers in female-dominated fields

A) are discriminated against, just as are women who pursue careers in male-dominated fields.
B) are treated more fairly than are women who pursue careers in male-dominated fields, but have no advantage in these female-dominated fields.
C) have the advantage over women in these fields.
D) are so uncommon that systematic research is impossible.

Question 31

When managers choose protégés to mentor, they tend to choose those

A) who perform best in job interviews.
B) whose educational background is most impressive.
C) who are the same gender and ethnic background as they are.
D) who have made impressive presentations in the job situation.

Question 32

When men take time away from their careers to devote to family,

A) their careers are not affected as negatively as women who do so.
B) their careers are more negatively affected than women who do so.
C) their wives increase the number of hours at work to make up for the lost income.
D) their levels of stress and anxiety increase.

Question 33

Who is most likely to escape the discrimination that is commonly experienced by employed women?

A) married women
B) unmarried women
C) women with children
D) lesbians

Question 34

When asked to explain why female executives have not advanced to the highest levels of corporate success, female executives say that ________ and male executives say that _______.

A) women lack the appropriate training . . . . women do not work hard enough
B) male executives stereotype them . . . . women do not have the experience to advance more rapidly.
C) male executives sabotage women's careers . . . . they try to keep women from advancing
D) they are satisfied with their current employment . . . . women are promoted as rapidly as men

Question 35

One result of being a token in the workplace is

A) being accepted more readily into the informal office structure.
B) advancing into management more quickly.
C) becoming more visible and feeling pressure to succeed.
D) all of the above

Question 36

The concept of the glass escalator

A) is equivalent to a glass ceiling, but the glass escalator limits men's advancement.
B) explains men's rapid advancement in female-dominated professions.
C) explains women's rapid advancement in female-dominated professions.
D) is the opposite of the glass ceiling, explaining why women are carried to the bottom on the corporate ladder.

Question 37

What trend has occurred in relation to the gender segregation of jobs?

A) Women have entered male-dominated jobs more than men have entered female-dominated fields.
B) Women have entered male-dominated jobs at rates similar to that for men entering female-dominated jobs.
C) Men have entered female-dominated fields at higher rates than women have entered male-dominated jobs.
D) Men have been discriminated against in female-dominated jobs, perpetuating gender segregation.

Question 38

When analyzing who holds blue-collar jobs,

A) African American and Hispanic American women are more likely to have such jobs than European American women.
B) African American women are more likely to have such jobs than Hispanic American women.
C) young women are more likely to have such jobs than older women.
D) women are more likely to hold skilled crafts jobs than are men.

Question 39

Women who choose male-dominated careers and minimize their family obligations in order to follow the same career path as men tend to

A) advance in their careers at a rate comparable to men.
B) make slower progress in their careers than men.
C) "burn out" and become less successful than women who take a more traditional approach to careers.
D) outperform the men and to receive faster promotion than men.

Question 40

What factors erase the wage gap?

A) The wage gap reverses when considering only workers with a college degree, and women earn higher wages.
B) The wage gap is small for young, well-educated women and men.
C) The wage gap disappears when considering only blue-collar workers.
D) The wage gap disappears when considering workers who have been on the job for more than 10 years.

Question 41

Sex role stereotypes may lead a female engineer to treat her male secretary

A) like a female secretary.
B) like a daughter.
C) like a colleague.
D) like a subordinate.

Question 42

Sex roll spillover refers to

A) the blending of masculine and feminine gender role behaviors.
B) gender role behavior that is irrelevant to the workplace.
C) the formation of a specific set of expectancies associated with masculinity or femininity.
D) job requirements that mandate either male or female applicants, making them exempt from sex discrimination laws.

Question 43

Women tend to feel ________ by sexual propositions at work, and men tend to feel ________.

A) flattered . . . . more flattered
B) shy . . . . embarrassed
C) embarrassed . . . . insulted
D) insulted . . . flattered

Question 44

A study of the personal characteristics of people who sexually harass indicated that one characteristic common to those individuals is

A) higher status in the company.
B) an outgoing personality that is likely to be misunderstood.
C) poor impulse control.
D) a tendency to see the roles of men and women as equal.

Question 45

The contention that women and men have distinctive styles of communication

A) has been confirmed for communication in professional but not in personal situations.
B) has been confirmed for communication in personal but not in professional or business situations.
C) has been confirmed for a variety of situations.
D) has not been confirmed.

Question 46

Laws that prohibit sexual harassment

A) are unique to the United States.
B) exist in many countries.
C) has a history that dates back to the 16th century.
D) have been upheld by the U.S. court system but not by the legal systems of European countries.

Question 47

During the 1990s, sexual harassment

A) complaints filed by women increased.
B) complaints filed by men increased.
C) monetary damage awards increased.
D) all of the above

Question 48

Although most jobs are gender segregated,

A) most workplaces are not.
B) most occupations are not.
C) both men and women tend to be satisfied with the arrangement.
D) productivity increases by 40% when jobs become gender integrated.

Question 49

Gender harassment occurs when

A) A person of one gender makes harassing comments about a person of the other gender.
B) A man makes sexual remarks about a woman.
C) A woman gives a man a negative work evaluation.
D) A person is subjected to hostile or offensive remarks based on the person's gender.

Question 50

A store manager who tells a sales manager that she must have sex with him to get a promotion

A) has committed the quid pro quo form of sexual harassment.
B) has committed sexual harassment by creating a hostile environment.
C) may or may not have committed sexual harassment, depending on how the sales manager interprets his remarks.
D) has behaved inappropriately but has not broken any law.

Question 51

After an occupation has become gender-integrated,

A) the dissatisfaction that occurred early in the process disappears.
B) the dissatisfaction that occurred early in the process intensifies.
C) the occupation begins to become gender-segregated in the other direction.
D) women are less satisfied with the working conditions than men.

Question 52

When women are the targets of sexual harassment, they

A) usually file lawsuits and receive large awards.
B) often change jobs rather than file a complaint.
C) have a number of avenues of complaint, one of which is through legally mandated company courses in gender sensitivity.
D) have no legal or corporate alternatives to enduring the harassment.

Question 53

In terms of sexual attention at work

A) women are the more frequent targets.
B) men are the more frequent targets.
C) both men and women receive this type of attention equally frequently.
D) explicitly sexuality is uncommon in the workplace, but subtle sexuality is often present.

Question 54

Women who are executives may become successful leaders

A) when they adopt a directive, "masculine" style of leading.
B) because they tend to be good at rewarding and team building.
C) when they adopt a cooperative, "feminine" style of leading.
D) but they need to suppress both feminine and masculine styles of leadership.

Question 55

When jobs that have been gender segregated begin to become gender integrated,

A) both women and men become more satisfied with their jobs.
B) both women and men become less satisfied with their jobs.
C) women become less and men become more satisfied with their jobs.
D) men become less and women become more satisfied with their jobs.

Question 56

Sexual harassment

A) is a common occurrence in the workplace, and many companies have nonbinding policies against it.
B) was the topic of guidelines issued by the U. S. Equal Employment Opportunity Commission in 1980.
C) is less well accepted than a decade ago, but no laws exist to control it.
D) constitutes grounds for dismissal in a majority of companies in the U.S.

Question 57

The main reason for the movement of women into male-dominated occupations and the lack of movement of men into female-dominated occupations is

A) lack of training for men to perform the jobs that women typically occupy.
B) lack of economic motivation for men to seek women's jobs.
C) oversupply of women in the workforce, which has motivated women to seek jobs traditionally occupied by men.
D) lack of qualified workers of both genders.

Question 58

Research on the quid pro quo and hostile environment sexual harassment has indicated that

A) these two types tend to occur in different work environments, making programs to deter one type ineffective for the other situations.
B) these two types tend to occur in the same work environments, making both likely if one occurs.
C) the quid pro quo type is more common than the hostile environment type.
D) the quid pro quo type is very unusual, accounting for less than 5% of harassment complaints.

Question 59

Female and male executives tend to adopt a(n) ___________ leadership style.

A) masculine
B) feminine
C) authoritarian
D) democratic

Question 60

What relationship does power have to workplace communication?

A) Power is one of the situational factors that affects speech style.
B) People with power are more sensitive to the speech of their subordinates than those who have less power.
C) Supervisors have more power and are better at communicating with subordinates than subordinates are in communicating with superiors.
D) Women are better communicators, regardless of their workplace status and power.

Question 61

Asian Americans are subject to work-related stereotyping,

A) which keeps them out of the highest level of jobs in science and technology.
B) which affects their admission to college more than their advancement in employment.
C) which affects Asian American men more than Asian American women.
D) which can actually be beneficial in certain careers but not in others.

Question 62

In comparing employment situations of women with African Americans and Hispanic Americans,

A) women, African Americans, and Hispanic Americans are all underrepresented in high-level managerial positions.
B) women are underrepresented in all categories of employment relative to African Americans.
C) women are less likely to be professionals than African American men but more likely than Hispanic American men.
D) Hispanic Americans are overrepresented in skilled blue-collar jobs relative to both women and African Americans.

Question 63

Disabled women

A) face the employment problems of women plus the problems of the disabled.
B) have higher rates of employment than disabled men.
C) have job opportunities that able-bodied women lack, due to laws mandating preferential treatment for the disabled.
D) usually prefer not to seek employment.

Question 64

When judging the competence of African Americans and women, people

A) use lower standards for hiring but higher standards for advancement.
B) ignore ethnicity but not gender.
C) do not expect competence and do not see it when it occurs.
D) use lower standards for both hiring and for advancement.