Question 1

Affirmative action programs are the least controversial method of correcting job inequities created by past discrimination.

Accepted Answer

Affirmative action programs are actually quite controversial as they involve providing preferences or quotas to groups that have historically been discriminated against. Some argue that this is reverse discrimination and violates the principle of meritocracy.

Question 2

In their efforts to accommodate disabled workers,most firms experience difficulties with cultural changes,more so than with structural changes.

Accepted Answer

Cultural changes involve shifting attitudes, beliefs and values which can be harder to achieve than making physical accommodations in the workplace.

Question 3

The Age Discrimination in Employment Act only prevents discrimination against employees who are over the age of 65.

Accepted Answer

The Age Discrimination in Employment Act (ADEA) actually prevents discrimination against employees who are over the age of 40, not just over the age of 65.

Question 4

The Civil Rights Act of 1964 did not do enough to discourage discriminatory practices in the workplace.

Accepted Answer

While the Civil Rights Act of 1964 was a landmark piece of legislation that prohibited discrimination in employment, it did not fully eliminate discriminatory practices in the workplace. Discrimination continued to persist through various forms such as unequal pay, limited opportunities for promotion, and harassment. Additionally, there have been ongoing debates about the effectiveness and enforcement of the Act over the years.

Question 5

Congress has given the Equal Employment Opportunity Commission broad powers to issue guidelines for acceptable employer behavior concerning employment opportunities.

Accepted Answer

Congress has indeed given the Equal Employment Opportunity Commission (EEOC) broad powers to issue guidelines for acceptable employer behavior concerning employment opportunities, as part of its mandate to enforce federal anti-discrimination laws. These guidelines are designed to provide employers and employees with clear information about what types of discriminatory behavior are prohibited and what types of actions can be taken to prevent discrimination in the workplace. The EEOC's guidelines are not legally binding, but they are often used as a basis for setting legal precedents and for determining whether or not specific employment practices are discriminatory.

Question 6

Reverse discrimination is the term the EEOC uses to refer to activities designed to "right past wrongs" that resulted from discrimination against women and minorities.

Accepted Answer

Reverse discrimination refers to discrimination against members of a dominant or majority group, often as a result of policies intended to correct previous discrimination against minority or disadvantaged groups. The EEOC focuses on preventing discrimination in the workplace, not endorsing or implementing policies to "right past wrongs" in a way that discriminates against others.

Question 7

The concept of "reasonable accommodations" means that all workers should be treated in the same manner.

Accepted Answer

The concept of "reasonable accommodations" means that employers are required to make certain changes or adjustments to the workplace or work processes to accommodate the needs of employees with disabilities or other limitations so that they can perform their job duties. This does not necessarily mean treating all workers in the same manner, but rather making the necessary accommodations to level the playing field for employees who may have unique challenges or limitations.

Question 8

Title VII of the Civil Rights Act of 1964 prohibits discrimination in hiring,firing,or compensation,based on race,religion,creed,sex,or national origin.

Accepted Answer

Title VII of the Civil Rights Act of 1964 explicitly prohibits discrimination in hiring, firing, or compensation, based on race, religion, creed, sex, or national origin.

Question 9

Last year Adam lost his job as a skilled welder at an automobile assembly plant.After looking for work for several months,he finally accepted a job as an unskilled laborer at a local nursery.Although he is pleased to have work,Adam feels that his new job doesn't use his skills to their full potential.Adam is an example of an underemployed worker.

Accepted Answer

Adam is employed but in a job that is below his skill level, making him an underemployed worker.

Question 10

When it comes to human resource management issues,the federal government generally has taken a "hands off" approach since the early 1960s.

Accepted Answer

Title VII of the Civil Rights Act of 1964 brought the federal government directly into the operations of human resource management. Additional legislation such as the Equal Employment Opportunity Act of 1972, the Americans with Disabilities Act of 1990, and the Civil Rights Act of 1991 extended the government's influence into human resource management even further.

Question 11

The federal government has to minimized its role in human resource management.

Accepted Answer

The federal government plays a significant role in human resource management, especially in setting labor standards, regulations, and policies that affect employment practices across the country.

Question 12

Most firms have trouble implementing the structural changes required by the Americans with Disabilities Act.

Accepted Answer

The answer of Most firms have trouble implementing the structural...

Question 13

Recent federal law clearly and strongly supports the notion that companies must use strict employment quotas to correct for past discriminatory actions.

Accepted Answer

This statement is not true. While federal law does support affirmative action and equal employment opportunity, it does not mandate the use of strict employment quotas. Employers are still required to make hiring decisions based on individuals' qualifications and not based on their race, gender, or any other characteristic protected by law.

Question 14

The effectiveness of the EEOC has been limited because Congress never gave it any authority to enforce its mandates.

Accepted Answer

The EEOC does have authority to enforce its mandates through various legal channels, including lawsuits and settlements. However, some critics argue that the effectiveness of the EEOC is limited by factors such as a lack of resources and political interference.

Question 15

Although the purpose of affirmative action was to "right past wrongs" against minorities,subsequent laws were passed to reverse earlier decisions that required some industries to maintain employment quotas when it came to the hiring of minorities.

Accepted Answer

This statement is true. While affirmative action was initially implemented to address past discrimination against minorities, some subsequent laws have sought to reverse quotas and other affirmative action measures.

Question 16

One way human resource managers can keep current on human resource legislation and rulings is to read current business literature such as The Wall Street Journal and Business Week.

Accepted Answer

Reading current business literature such as The Wall Street Journal and Business Week can help human resource managers stay informed of changes in human resource legislation and rulings.

Question 17

The Age Discrimination in Employment Act permits age limits in professions where it can be established that ability to perform the job declines significantly with age.

Accepted Answer

The Age Discrimination in Employment Act allows certain professions to impose age limits if it can be proven that older individuals are unable to perform the job due to a significant decline in ability. This is known as the "bona fide occupational qualification" exception.

Question 18

In one year's time,James developed gall bladder problems and needed surgery;he became a single parent;he willingly moved his older mom in to live with him in order to avoid placing her in a nursing home;and,he unexpectedly tore his rotator cuff playing softball during the summer.Overall,these are not considered circumstances that impact job performance because they fall outside of the workplace.HR managers need only be concerned with how James performs when he is at work.

Accepted Answer

While these circumstances may not directly impact James' job performance, they could potentially have indirect effects such as increased stress or time commitments outside of work that could impact his reliability or productivity. HR managers should be aware of these circumstances and work with James to provide any necessary accommodations or support.

Question 19

The Civil Rights Act of 1991 gave victims of discrimination the right to seek punitive damages from the firms that discriminated against them.

Accepted Answer

The Civil Rights Act of 1991 did indeed give victims of discrimination the right to seek punitive damages from firms that discriminated against them.

Question 20

Elise is the manager in the finance department for a company that competes in a service industry.If her company is like most contemporary firms,Elise will leave almost all aspects of human resource functions to specialists in the human resource department.

Accepted Answer

The answer of Elise is the manager in the finance...

Quiz 11: Human Resource Management: Finding and Keeping the Best Employees