Question 1

The OUCH test can only be applied to hiring principles and no other area of HRM.

Accepted Answer

The OUCH test can also be applied to other areas of HRM, such as training and development programs or performance appraisals, to ensure they are fair, unbiased, and free from discrimination.

Question 2

Which one of the following would require virtually all organizations with federal contracts to have an affirmative action plan?

Accepted Answer

Executive Order 11246, signed by President Lyndon B. Johnson in 1965, requires federal contractors and subcontractors to take affirmative action to ensure that employment opportunities are available to all individuals without regard to race, color, religion, sex, sexual orientation, gender identity, or national origin. This order applies to organizations with federal contracts of $50,000 or more and requires them to develop and maintain an affirmative action plan to identify areas of underutilization and establish specific goals to address them.

Question 3

The OUCH test is not perfect and should only be used as a guide for HR practices.

Accepted Answer

The OUCH test is a tool for evaluating whether a particular HR practice or decision is likely to result in negative outcomes for marginalized groups. However, it is not foolproof and should be used in conjunction with other assessments and considerations when making decisions.

Question 4

If we are outside the Four-Fifths Rule, we have automatically broken the law.

Accepted Answer

The Four-Fifths Rule is a guideline set forth by the Equal Employment Opportunity Commission (EEOC) to measure potential discriminatory impact in the hiring process. Failure to meet this guideline does not automatically mean that a law has been broken, but it may indicate a need for further investigation into potential discrimination.

Question 5

The OUCH test meets all requirements for a legal test.

Accepted Answer

The OUCH test is a guideline for considering whether a decision or action could be considered discrimination under U.S. employment law, but it does not encompass all legal requirements or tests for legality.

Question 6

Yelena stops by Amanda's desk to talk about an assignment.When Amanda turns to show Yelena something on the computer, Yelena begins to rub Amanda's shoulders.Amanda has told Yelena several times that this makes her feel uncomfortable and unable to concentrate on her work.Yelena's behavior is likely _________.

Accepted Answer

Yelena's behavior is creating a hostile environment for Amanda, which is a form of sexual harassment. Amanda has made it clear that this behavior makes her uncomfortable and unable to concentrate, but Yelena continues to engage in this behavior.

Question 7

Discrimination against members of a majority group is association with what type of discrimination?

Accepted Answer

Reverse discrimination refers to discrimination against members of a historically dominant or privileged social group, such as white males, in favor of members of historically disadvantaged groups. Discrimination against members of a majority group would be considered reverse discrimination.

Question 8

Taylie, Ryan, and Paige are working together on a team.Each member is from a different culture and brings a different perspective on the work to the task.However, the group struggles with conflict to the point that creativity is stifled and the team's work becomes very difficult to accomplish.The team is experiencing _________.

Accepted Answer

The team is experiencing dysfunctional conflict, which is negatively impacting their ability to work together effectively. Their different perspectives are not being utilized to their fullest potential, and instead are causing tension and hindering their progress.

Question 9

The Acme Global Corporation was ordered by a court to correct past discrimination within the organization.What the Acme Global Corporation is required implement as a result is a(n) __________ plan

Accepted Answer

Affirmative action plans are typically implemented in response to a court order or settlement to address past discrimination within an organization. These plans involve identifying and taking steps to overcome barriers to equal employment opportunity and promote diversity within the workforce.

Question 10

The Acme Global Corporation plans to create new policies designed to better serve a more diverse customer base.What the Acme Global Corporation has in mind is a(n) ________ plan.

Accepted Answer

A plan to create policies designed to better serve a diverse customer base is a diversity plan, which aims to promote inclusivity and recognize and value the differences among individuals. Affirmative action, on the other hand, focuses on providing equal opportunities and addressing past discrimination against specific groups. Divergent thinking refers to a creative problem-solving process that explores multiple solutions, while functional conflict involves constructive disagreements that can lead to positive outcomes. Anti-discrimination policies aim to prevent unfair treatment based on specific factors such as race or gender.

Question 11

Angie was threatened by her supervisor with a negative outcome for failure to submit to a sexual relationship.This is referred to as:

Accepted Answer

This is a clear example of quid pro quo harassment, where an individual is threatened with negative consequences for not submitting to sexual advances or relationships.

Question 12

Allison told Neal, her assistant, that if he wanted her to recommend him for a promotion, he would need to accompany her to a conference and share a hotel room with her.This behavior is _______.

Accepted Answer

Allison's behavior is an example of quid pro quo sexual harassment, where a person in a position of power makes unwelcome sexual advances and conditions employment or job benefits on the acceptance of such advances. In this case, the promotion recommendation is being offered in exchange for Neal's compliance with Allison's request for sharing a hotel room with her.

Question 13

Under what act is sexual harassment covered?

Accepted Answer

Sexual harassment is covered under Title VII of the Civil Rights Act of 1964, which prohibits discrimination in the workplace based on sex, including sexual harassment. The other options listed do not specifically address sexual harassment.

Question 14

The "consistent in effect" component of the OUCH test is difficult to assess.

Accepted Answer

The "consistent in effect" component of the OUCH test is subjective and can be difficult to measure objectively, making it a challenging aspect of the test to assess.

Question 15

A female employee, over the objections of her colleagues, continues to display a Playgirl centerfold in her office.This could lead to a charge of:

Accepted Answer

This situation could be considered sexual harassment, as the display of a centerfold in the workplace could create a hostile or offensive work environment for other employees. It is important to address and remediate any behavior that may be perceived as sexually harassing to maintain a safe and respectful workplace.

Question 16

What type of organization would be affected by Executive Order 11246?

Accepted Answer

Executive Order 11246 applies to federal contractors and subcontractors who receive more than $10,000 per year.

Question 17

Which of the following terms refers to an organization's intentional preference to hire or promote people in a particular protected group?

Accepted Answer

Affirmative action refers to an organization's intentional preference or systematic efforts to hire, promote, or admit individuals from under-represented groups, such as racial or ethnic minorities, women, or people with disabilities. It is a legal and ethical approach to promote diversity and ensure equal opportunities in employment and education.

Question 18

Objective decisions are based on fact, cognitive knowledge, or quantifiable evidence.

Accepted Answer

Objective decisions are based on concrete evidence and facts, rather than subjective opinions or emotions.

Question 19

Which law covers religious discrimination?

Accepted Answer

The Civil Rights Act of 1964 specifically prohibits discrimination on the basis of religion in employment, education, and other areas of public life.

Question 20

What is a basic ability to think in unique and different ways and apply those thought processes to existing problems?

Accepted Answer

The basic ability to think in unique and different ways and apply those thought processes to existing problems is known as creativity. Option A (Thoughtfulness) can be a good trait but it is not directly related to thinking in unique and different ways. Option B (Barnstorming) is a group activity to generate ideas and brainstorming is a subset of creativity. Option C (Overtness) refers to being open and honest in expressing ideas which is important but not the same as creativity. Option E (Logic) is important but it does not necessarily involve thinking in unique and different ways.

Quiz 3: The Legal Environment and Diversity Management