Human resource falseQuestion 125

Question 1

2.5 out of 2.5 points

The practice of valuing diversity views a heterogeneous workforce as a liability because of the

differences in perspectives and practices.

Selected Answer: False

Correct Answer: False

Response

Feedback:

The practice of valuing diversity has no single form; it is not written into law

or business theory.

Question 2

2.5 out of 2.5 points

The Americans with Disabilities Act covers people with problems arising from substance abuse.

Selected Answer: False

Correct Answer: False

Response

Feedback:

Conditions not covered by the Americans with Disabilities Act include obesity,

substance abuse, irritability, and poor judgment.

Question 3

2.5 out of 2.5 points

According to the Occupational Safety and Health Act (OSH Act), employers have the right to

withhold an employee’s access to records regarding exposure.

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false

Selected Answer: False

Correct Answer: False

Response

Feedback:

The Occupational Safety and Health Act (OSH Act) grants specific rights; for

example, employees have the right to be promptly informed about exposure to

hazards and be given access to accurate records regarding exposure.

Question 4

2.5 out of 2.5 points

A plaintiff must show an employer’s intent to prove disparate impact in court.

Selected Answer: False

Correct Answer: False

Response

Feedback:

An important distinction between disparate treatment and disparate impact is the

role of the employer’s intent. Proving disparate treatment in court requires

showing that the employer intended the disparate treatment, but a plaintiff need

not show intent in the case of disparate impact. It is enough to show that the result

of the treatment was unequal.

Question 5

2.5 out of 2.5 points

If an a’empt at a se’lement fails, the Equal Employment Opportunity Commission (EEOC) may

issue a “right to sue” letter to the alleged victim.

Selected Answer: True

Correct Answer: True

Response

Feedback:

If an a’empt at a se’lement fails, the Equal Employment Opportunity

Commission (EEOC) has two options. It may issue a “right to sue” letter to the

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alleged victim. This letter certi2es that the agency has investigated the victim’s

allegations and found them to be valid.

Question 6

0 out of 2.5 points

O<ce workers who encounter a chemical infrequently are covered by the requirements of the

Occupational Safety and Health Act’s general duty clause.

Selected Answer: True

Correct Answer: False

Response

Feedback:

Under the Occupational Safety and Health Act’s Hazard Communication Standard,

organizations must have material safety data sheets (MSDSs) for chemicals that

employees are exposed to. O<ce workers who encounter a chemical infrequently

(such as an o<ce worker who occasionally changes the toner in a copier) are not

covered by these requirements.

Question 7

2.5 out of 2.5 points

The legislative branch of the U.S. government is responsible for enforcing the laws passed by

Congress.

Selected Answer: False

Correct Answer: False

Response

Feedback:

The executive branch, including many regulatory agencies that the president

oversees, is responsible for enforcing the laws passes by Congress.

Question 8

2.5 out of 2.5 points

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Cultural differences are insigniticant while promoting safety internationally.

Selected Answer: False

Correct Answer: False

Response

Feedback:

Organizations need to consider how to ensure the safety of their employees

regardless of the nation in which they operate. Cultural differences may make

this more di<cult than it seems.

Question 9

2.5 out of 2.5 points

Disparate treatment on the basis of sex is illegal even if it is a bona 2de occupational quali2cation.

Selected Answer: False

Correct Answer: False

Response

Feedback:

The courts have held that in some situations, a factor such as sex or religion may

be a bona 2de occupational quali2cation (BFOQ), that is, a necessary (not merely

preferred) quali2cation for performing a job.

Question 10

2.5 out of 2.5 points

A person can 2le a claim under the Fourteenth Amendment on charges of racial discrimination if

he or she is fired by a private employer.

Selected Answer: False

Correct Answer: False

Response The Fourteenth Amendment applies only to the decisions or actions of the

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Feedback: government or of private groups whose activities are deemed government actions.

A person could 2le a claim under the Fourteenth Amendment if he or she had been

fired from a state university (a government organization) but not if the person had

been fired by a private employer.

Question 11

2.5 out of 2.5 points

The O<ce of Federal Contract Compliance Programs (OFCP) audits government contractors to

ensure they are actively pursuing the goals in their plans.

Selected Answer: True

Correct Answer: True

Response

Feedback:

The O<ce of Federal Contract Compliance Programs is the agency responsible for

enforcing the executive orders that cover companies doing business with the

federal government. Each year, the OFCCP audits government contractors to

ensure they are actively pursuing the goals in their plans.

Question 12

2.5 out of 2.5 points

If an individual’s behavior in the workplace creates an environment in which it is di<cult for

someone of a particular sex to work, it cannot be regarded as sexual harassment.

Selected Answer: False

Correct Answer: False

Response

Feedback:

A more subtle, and possibly more pervasive, form of sexual harassment is to

create or permit a “hostile working environment.” This occurs when someone’s

behavior in the workplace creates an environment in which it is di<cult for

someone of a particular sex to work.

Question 13

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2.5 out of 2.5 points

An employer’s refusal to hire a pregnant woman is acceptable by law.

Selected Answer: False

Correct Answer: False

Response

Feedback:

The Pregnancy Discrimination Act of 1978 de2nes discrimination on the basis of

pregnancy, childbirth, or related medical conditions to be a form of illegal sex

discrimination. An employer may not refuse to hire a woman because she is

pregnant.

Question 14

0 out of 2.5 points

A manager who promises a raise to an employee who will participate in sexual activities is said to

be engaging in quid pro quo harassment.

Selected Answer: False

Correct Answer: True

Response

Feedback:

Quid pro quo harassment indicates that a person makes a benefit (or punishment)

contingent on an employee’s submiCng to (or rejecting) sexual advances. For

example, a manager who promises a raise to an employee who will participate in

sexual activities is engaging in quid pro quo harassment.

Question 15

2.5 out of 2.5 points

An organization’s ability to profit without depleting its resources, including employees, natural

resources, and the support of the surrounding community is called _____.

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Selected Answer:

sustainability

Correct Answer:

sustainability

Response

Feedback:

Sustainability is broadly defined as an organization’s ability to profit without

depleting its resources, including employees, natural resources, and the support of

the surrounding community. It is a way of seeking profits in ways that

communities, customers, and suppliers will support in the long run.

Question 16

2.5 out of 2.5 points

Which of the following is an example of violation of the right of freedom of conscience in a

workplace environment?

Selected

Answer:

A supervisor coerces an employee to use unsafe practices to keep a project on

schedule.

Correct Answer:

A supervisor coerces an employee to use unsafe practices to keep a project on

schedule.

Response

Feedback:

The scenario given above exempli2es the violation of the right of freedom of

conscience in the workplace environment. According to the right of freedom of

conscience, people have the right to refuse to do what violates their moral beliefs,

as long as these beliefs reGect commonly accepted norms. A supervisor who

demands that an employee do something that is unsafe or environmentally

damaging may be violating this right if the task conGicts with the employee’s

values.

Question 17

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2.5 out of 2.5 points

The HR function of maintaining positive employee relations includes:

Selected Answer:

maintaining communication with union representatives.

Correct Answer:

maintaining communication with union representatives.

Response

Feedback:

In organizations where employees belong to a union, employee relations entail

additional responsibilities. The organization periodically conducts collective

bargaining to negotiate an employment contract with union members. The HR

department maintains communication with union representatives to ensure that

problems are resolved as they arise.

Question 18

2.5 out of 2.5 points

Which of the following refers to the process of geCng detailed information about jobs?

Selected Answer:

Job analysis

Correct Answer:

Job analysis

Response Feedback: Job analysis is the process of geCng detailed information about jobs.

Question 19

2.5 out of 2.5 points

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Being able to inGuence people and build interpersonal relationships is an important characteristic

of a successful HR professional.

Selected Answer: True

Correct Answer: True

Response

Feedback:

All the basic competencies for HR profession require interpersonal skills.

Successful HR professionals must be able to share information, build

relationships, and inGuence persons inside and outside a company.