Question 1

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

Underemployment refers to a situation where a person is employed but their skills, education or training are not being fully utilized in their current job. Adam's situation where he was skilled as a welder but had to accept a job as an unskilled laborer is a clear example of underemployment.

Question 2

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

Accepted Answer

Affirmative action programs can be controversial as some argue that they can create reverse discrimination against non-minority groups or that they prioritize diversity over qualifications. There are also debates about the effectiveness of these programs in correcting historical discrimination.

Question 3

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

Accepted Answer

Recent federal law does not require strict employment quotas to correct past discriminatory actions. Rather, the law prohibits employers from discriminating based on race, ethnicity, gender, and other protected categories, and encourages employers to take affirmative steps to provide equal employment opportunities to underrepresented groups. Employers may choose to implement voluntary affirmative action plans, which may include goals or targets, but strict quotas are not required or endorsed by federal law.

Question 4

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 5

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 for its employees, including setting policies and regulations for recruitment, selection, training, compensation, and more.

Question 6

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 7

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 8

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 is true, as some laws were passed to eliminate affirmative action and quotas in hiring.

Question 9

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 certain adjustments or changes may need to be made in order to provide equal opportunities and access for workers with disabilities or other special needs. This may include accommodations to the work environment, schedules, or job duties in order to ensure equal treatment and prevent discrimination.

Question 10

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 significant step in the right direction towards ending discriminatory practices in the workplace, it did not fully address all issues and there are still ongoing challenges in achieving full equality in the workplace.

Question 11

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 the firms that discriminated against them.

Question 12

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

Accepted Answer

This statement suggests that firms struggle more with changing their attitudes and beliefs regarding disabled workers (a cultural change) than with physically adapting their workplaces (a structural change).

Question 13

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 for age limits in professions where there is evidence that job performance declines significantly with age.

Question 14

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) prohibits employment discrimination against individuals who are 40 years of age or older, not just those over the age of 65.

Question 15

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

Accepted Answer

The EEOC has been given authority by Congress to enforce its mandates, although there have been criticisms of its effectiveness in doing so.

Question 16

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...

Question 17

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 can provide human resource managers with updates on changes to HR laws and regulations, as well as insights into recent court rulings and their implications for HR practices.

Question 18

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

This statement accurately explains Title VII of the Civil Rights Act of 1964. It is illegal for employers to discriminate in hiring, firing, or compensation based on the protected categories of race, religion, creed, sex, or national origin.

Question 19

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 can have indirect effects such as increased stress and absenteeism which can ultimately impact his work. HR managers may also need to consider any accommodations or support that James may need due to his personal circumstances.

Question 20

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 concerning employment opportunities. These guidelines are meant to ensure that employers comply with federal laws regarding discrimination and equal employment opportunities for all individuals. The EEOC's guidelines cover a range of employment-related topics, including hiring practices, compensation and benefits, promotions, and termination. Employers are expected to follow these guidelines to avoid legal problems and promote fair and equal treatment of employees.

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