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1.
(p. 407) Diversity refers to the degree to which differences exist among members of a group or an organization.
2.
(p. 407) To prejudge or stereotype a person or situation in and of itself is not harmful.
3.
(p. 408) To help overcome prejudice and discrimination, organizations train their employees to value employee
differences to help ensure high-quality relationships.
4.
(p. 409) Women are not considered a legal minority.
5.
(p. 410) The Vocational Rehabilitation Act of 1973 prohibits discrimination based on physical or mental
disability.
6.
(p. 410) The Family and Medical Leave Act of 1993 prohibits discrimination against women because of
pregnancy, childbirth, or related medical conditions.
7.
(p. 410) The Civil Rights Act of 1991 provides possible compensation and punitive damages for discrimination.
8.
(p. 409) Prohibited information is information that does not relate to a bona fide occupational qualification for
the job.
9.
(p. 412) Affirmative actions are aimed to promote members of groups at all levels in an organization.
10.
(p. 409) A bona fide occupational qualification (BFOQ) allows discrimination on the basis of religion, sex, or
national origin where it is reasonably necessary to normal operation of a particular enterprise.
11.
(p. 411) During interviews, it is illegal to ask a person's maiden name or whether the person has changed his or
her name.
12.
(p. 411) It is legal to ask a candidate's height or weight if it is not a bona fide occupational qualification
(BFOQ).
13.
(p. 412) Employers are required by law to make reasonable accommodations for employees' religious beliefs,
without undue hardship on the employer.
14.
(p. 412) Employers are required by law to pay premium wages or other costs to accommodate an employee's
religious rights.
15.
(p. 412) Support for affirmative actions has increased manifold.
16.
(p. 412) Individuals who are disabled can be required to meet the same productivity standards as other
employees.
17.
(p. 414) If the people in authority in an organization do not take suitable action to stop a sexual harassment even
after an employee reports it, the employee may take the complaint to the Equal Employment Opportunity
Commission (EEOC).
18.
(p. 415) Sexism is any unwelcomed behavior of a sexual nature.
19.
(p. 423) Employee assistance programs are planned, special efforts to recruit, hire, and promote women and
members of minority groups.
20.
(p. 425) The Chinese are more long-term oriented than Americans.
21.
(p. 407) _____ refers to the degree to which differences exist among members of a group or an organization.
22.
(p. 407) _____ is the prejudgment of a person or situation based on attitudes.
23.
(p. 407) _____ is behavior for or against a person or situation.
24.
(p. 407) "The boss hired another one of those blondes. I bet she'll waste a lot of time flirting with the men."
Which of the following does this statement reflect?
25.
(p. 408) "The boss didn't hire Daniel because he is an African-American." Which of the following does this
statement reflect?
26.
(p. 408) Samuel and Hiroto are colleagues. While talking about what they had for dinner the previous night,
Samuel says, "Hiroto, I bet you got raw fish for dinner at Yoko's." Which of the following does this statement
reflect?
27.
(p. 407) "I won't let Barbara be a part of my kayaking team," said Tom to Harry. Which of the following does
this statement reflect?
28.
(p. 408) Which of the following is a training objective that helps employees overcome prejudice and
discrimination?
29.
(p. 410) Which of the following laws prohibits discrimination in all areas of the employment relationship?
30.
(p. 410) Which of the followings laws prohibits discrimination based on physical or mental disability?
31.
(p. 409) _____ allows discrimination on the basis of religion, sex, or national origin where it is reasonably
necessary to normal operation of a particular enterprise.
32.
(p. 412) _____ is a method of making up for prior discrimination in the workplace.
33.
(p. 412) _____ are planned, special efforts to recruit, hire, and promote women and members of minority
groups.
34.
(p. 411) Which of the following preemployment inquiries is discriminatory?
35.
(p. 411) Which of the following preemployment inquiries is discriminatory?
36.
(p. 411) Which of the following is a non-discriminatory preemployment inquiry?
37.
(p. 411) "Have you ever used a different name for work?" This preemployment inquiry will most likely be
perceived as _____.
38.
(p. 411) "Do you own the house you live in or have you rented the place?" This question is a(n) _____
preemployment inquiry.
39.
(p. 411) "How old are you? Can I see your birth certificate?" These questions are a(n) _____ preemployment
inquiry.
40.
(p. 411) "Please write down all the jobs you've done so far including the ones that are not relevant to the post
applied." This statement reflects a(n) _____ preemployment inquiry.
41.
(p. 412) Which of the following is a reason why affirmative action (AA) programs went out of favor?
42.
(p. 413) Which of the following laws protects people with HIV or AIDS from discrimination?
43.
(p. 414) _____ is the term often used to refer to bias and discrimination based on a person's sexual orientation.
44.
(p. 415) _____ is being careful not to offend or slight anyone with our behavior.
45.
(p. 417) Which of the following is a myth about women managers?
46.
(p. 417) The barriers to upward mobility in organizations are commonly called the _____.
47.
(p. 417) Alicia is an employee at Globe Corp. She believes that women managers will leave their jobs to have
children. Alicia's belief can be best categorized as a(n) _____.
48.
(p. 416) Noel, a manager at Olive Corp., is of the belief that disabled individuals lack the motivation to get
ahead. Noel's belief can be best categorized as a(n) _____.
49.
(p. 417) George is a supervisor at Prime Inc. He is of the view that women are equally committed to the
organization as men. This view is a(n) _____.
50.
(p. 417) Nigel is an employee at Prosper Co. He believes that male managers are far better at their jobs than
their female counterparts. Nigel's belief can be best categorized as a(n) _____.
51.
(p. 416) "Minorities who are managers have difficulty in situations calling for quick and precise decisions,"
says Rohan, who is a supervisor at Trades Inc. Rohan's statement can be best categorized as a _____.
52.
(p. 417) Brandon, a manager at Legacy Inc., believes that men and women are truly equal in management
ability. Brandon's belief can be best categorized as a _____.
53.
(p. 417) Gabriel, who is employed at a supervisory level at Matrix Co., says women workers and managers are
as committed as men. Gabriel's statement can be best categorized as a _____.
54.
(p. 419) Which of the following comments is a sexist way to describe a businesswoman?
55.
(p. 421) Identify a true statement about marriage and family arrangements.
56.
(p. 421) Which of the following statements is true about the roles played by fathers?
57.
(p. 423) _____ are work-life welfare packages that let employees choose the packages that best suit them.
58.
(p. 423) _____ are work-life benefits that offer professional counseling for personal, family, and/or substance
abuse problems.
59.
(p. 424) _____ are best described as people who live and work in a country other than their native country.
60.
(p. 425) Which of the following statements is true of global diversity?
61.
(p. 425) Identify a true statement about global diversity.
62.
(p. 425) Which of the following statements is true about global diversity?
63.
(p. 426) Identify a correct statement about global diversity.
64.
(p. 426) Which of the following is the first step of the complaint model for handling employee complaints?
