Question 1

A shift in worker values toward personal time,quality of life,self-fulfillment and family is occurring among

Accepted Answer

The shift in worker values toward personal time, quality of life, self-fulfillment, and family is occurring among both women and men. This change reflects a shift away from the traditional work-focused attitudes and values.

Question 2

Black,Asian,and Hispanic workers hold approximately what percent of jobs in the United States?

Accepted Answer

Black, Asian, and Hispanic workers hold approximately 25% of jobs in the United States.

Question 3

Just _____ women are CEO's of Fortune 500 companies.

Accepted Answer

Just 12 women are chief executives of Fortune 500 companies; that's 12 out of 500. Looking at all board members of those companies, 13 percent are white women, and 3 percent are minority women.

Question 4

Which of the following would be needed for an effective sexual harassment policy?

Accepted Answer

All of the listed options are necessary for an effective sexual harassment policy. Developing an organization-wide policy, conducting sexual harassment training sessions, establishing a formal complaint procedure, and acting immediately when employees complain are all important components of preventing and addressing sexual harassment in the workplace.

Question 5

According to the text,the fastest growing segment(s)of the workforce in the United States is (are)

Accepted Answer

According to the text, the fastest growing segment(s) of the workforce in the United States is (are) Hispanics and Asians.

Question 6

According to the Americans with Disabilities Act,a disability is defined as

Accepted Answer

The Americans with Disabilities Act (ADA) defines a disability as any physical or mental impairment that substantially limits a major life activity, such as walking, seeing, hearing, speaking, breathing, learning, working, or caring for oneself. It applies to individuals who have a record of such an impairment or are regarded as having such an impairment, regardless of whether they actually have the disability. This definition is intended to be broad and inclusive, covering a wide range of disabilities, regardless of their cause, severity, or duration. The other choices are too narrow or incorrect based on the ADA definition of disability.

Question 7

Women currently make up about _____ percent of the workforce.

Accepted Answer

According to data from the Bureau of Labor Statistics as of May 2020, women make up 47% of the total workforce in the United States.

Question 8

An invisible barrier that makes it difficult for certain groups,such as minorities and women,to move beyond a certain level in the organizational hierarchy is referred to as the

Accepted Answer

The term "glass ceiling" specifically refers to the invisible barrier that makes it difficult for certain groups to advance in the organizational hierarchy, despite their qualifications and achievements. The other answer choices are not commonly used terms to describe this phenomenon.

Question 9

Submission to or rejection of sexual conduct that is used as a basis for employment decisions is referred to as

Accepted Answer

Quid pro quo harassment refers to a situation where a person is required to submit to sexual conduct or advances in order to receive employment benefits such as promotion or job security, or to avoid negative consequences such as demotion or termination. This is a form of sexual harassment that is illegal under Title VII of the Civil Rights Act of 1964.

Question 10

The term used to refer to all kinds of differences including religious affiliation,age,disability status,economic class and lifestyle in addition to gender,race,ethnicity and nationality is

Accepted Answer

Diversity refers to all kinds of differences among individuals, including race, gender, ethnicity, religion, age, disability status, economic class, lifestyle, and more. It is important for organizations to have policies and practices that promote diversity and inclusion to create a more equitable and productive workplace.

Question 11

Behaviors such as persistent or pervasive displays of pornography,lewd or suggestive remarks,and demeaning taunts or jokes can cause what category of sexual harassment?

Accepted Answer

Persistent or pervasive displays of pornography, lewd or suggestive remarks, and demeaning taunts or jokes create a hostile environment, which is a category of sexual harassment.

Question 12

As related to managing of human resources,diversity refers to

Accepted Answer

Diversity in managing human resources refers to differences in demographics such as age, race, gender, disability status, lifestyle, veteran status, educational level, etc. It is important to promote diversity in the workplace to create a more inclusive and supportive environment for all employees. This can lead to increased creativity, innovation, and problem-solving abilities within the organization.

Question 13

A physical or mental impairment that substantially limits one or more major life activities is referred to as a

Accepted Answer

The term "disability" is used to refer to a physical or mental impairment that substantially limits one or more major life activities, according to the Americans with Disabilities Act (ADA) definition. It is the most common term used in legal, medical, and social contexts to describe this type of limitation. Choices A, C, and E are similar in meaning but do not accurately reflect the specific definition of disability. Choice B refers to a completely different condition (personality disorder) that may or may not be considered a disability under certain circumstances.

Question 14

Managing diversity is

Accepted Answer

Managing diversity involves all of the above approaches. Recognizing the characteristics common to specific groups of employees is important for understanding potential challenges or barriers that may exist for those employees. Dealing with employees as individuals emphasizes the importance of treating each employee with respect and supporting their unique needs. Supporting and nurturing employee differences can bring different perspectives and ideas to the organization and lead to increased innovation and creativity. Using employee differences to the organization's advantage involves leveraging those differences in a way that benefits the organization, such as by creating more diverse and inclusive teams or products that appeal to a wider range of customers.

Question 15

According to the text,Borders Books tries to match the demographics of its workforce with the demographics of the communities in which its stores operate.The company hopes that managing diversity will have what end result?

Accepted Answer

The text states that Borders Books hopes that managing diversity will result in a concrete advantage to the organization. Matching the demographics of its workforce with the communities it serves can lead to a better understanding of customers and their diverse needs, which can ultimately benefit the organization. Affirmative action, cohesive teams, higher morale, and decreased cultural distinction are not mentioned as specific desired outcomes of managing diversity at Borders Books.

Question 16

Riya has recently been denied a promotion.This is the third time she has been turned down for promotion despite excellent performance reviews.Her manager assures her that she was qualified for the promotion but that "that's just the way things go." After this last disappointment,Riya took a good hard look at her company.She found that only two women or minority candidates have been promoted to upper management positions.Riya appears to have

Accepted Answer

Riya seems to have hit the glass ceiling, a term used to describe an invisible barrier that prevents women and minorities from advancing to top positions in organizations, despite their qualifications and experience. The fact that only two women or minority candidates have been promoted to upper management positions suggests a lack of diversity and equality within the company.

Question 17

When unwelcome sexual conduct has the purpose or effect of unreasonably interfering with job performance or creating an intimidating or offensive working environment,it is known as

Accepted Answer

When unwelcome sexual conduct has the purpose or effect of unreasonably interfering with job performance or creating an intimidating or offensive working environment, it is known as hostile environment harassment. Quid pro quo harassment, on the other hand, involves a person in authority making it clear that an individual’s job, pay, or career is contingent on the individual submitting to unwelcome sexual advances. Job evaluation, performance reciprocity, and glass ceiling are not related to sexual harassment.

Question 18

The largest unemployed minority population in the United States is

Accepted Answer

People with disabilities have the highest unemployment rate among all minority groups in the US. In 2019, the unemployment rate for people with disabilities was 7.3%, compared to the national average of 3.7%. This is due to several factors, including discrimination, lack of access to education and training, and barriers to employment.

Question 19

Conduct of a sexual nature that has negative consequences for employment is known as

Accepted Answer

Sexual harassment is defined as unwelcome conduct of a sexual nature that has negative consequences for employment, such as creating a hostile work environment, interfering with job performance, or affecting employment opportunities. Pornography, lewd behavior, and suggestive remarks may all be forms of sexual harassment, but sexual harassment encompasses a broader range of behaviors. Gender harassment refers to non-sexual mistreatment based on gender.

Question 20

Beth Ann was offered a promotion in exchange for a date with her supervisor.She was upset,since she had no interest in dating him,yet she really wanted the promotion.Which category of harassment is this?

Accepted Answer

This scenario falls under quid pro quo harassment, where sexual favors are demanded in exchange for employment benefits, such as promotions.

Quiz 11: Managing the Diverse Workforce