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51. ______ is a notice from the EEOC, issued if it elects not to prosecute an individual
discrimination complaint within the agency, that gives the recipient the right to go
directly to the courts with the complaint.
A. Adverse employment action
B. Right-to-sue
C. Constructive discharge
D. Affirmative action
52. Coleton feels that he was sexually harassed by his boss on an offshore oil rig. He
would generally have to file a complaint with the EEOC within ______ days of the
incident, or he would not be able to file it at all.
A. 60
B. 90
C. 120
D. 180
53. ______ is a situation where the organization takes an adverse employment action
against an employee because the employee brought discrimination charges against the
organization or supported someone who brought discrimination charges against the
company.
A. Retaliation
B. Right-to-sue
C. Adverse employment action
D. Constructive discharge
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54. Jacob filed a sexual harassment complaint against his supervisor. Afterward,
Jacob’s schedule was changed to the most undesirable shift and his work was
constantly criticized. It is likely that Jacob experienced ______ for alleging sexual
harassment.
A. disparate impact
B. constructive discharge
C. pattern or practice discrimination
D. retaliation
55. ______ is any action such as firings, demotions, schedule reductions, or changes
that would harm the individual employee.
A. Constructive discharge
B. Retaliation
C. Right-to-sue
D. Adverse employment action
56. ______ exists when an employee is put under such extreme pressure by
management that continued employment becomes intolerable and, as a result, the
employee quits, or resigns from the organization.
A. Right-to-sue
B. Retaliation
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C. Adverse employment action
D. Constructive discharge
57. Mai filed a sexual harassment complaint against her supervisor. Afterward, she
noticed that managers were treating her differently and putting increased pressure on
her. Eventually, the situation became intolerable for Mai and she voluntarily resigned
from the organization. It is likely that Mai experienced ______ for alleging sexual
harassment.
A. disparate impact
B. constructive discharge
C. quid pro quo sexual harassment
D. undue hardship
58. ______ was created in the 1960s through a series of policies at the presidential and
legislative levels. Except in a few circumstances, it does not have the effect of law.
A. Diversity
B. EEO
C. Affirmative action
D. Civil rights
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59. ______ is a very broad set of concepts that deal with the differences among people
within organizations.
A. Diversity
B. EEO
C. Affirmative action
D. Civil rights
60. ______ is a series of policies, programs, and initiatives that have been instituted by
various entities within both government and the private sector that are designed to
prefer hiring of individuals from protected groups in certain circumstances, in an attempt
to mitigate past discrimination.
A. Diversity
B. Affirmative action
C. EEO
D. Innovation
61. What type of organizations are affected by Executive Order 11246?
A. federal contractors receiving more than $10,000 per year
B. state contractors receiving more than $50,000 per year
C. private employers with 15 or more employees
D. city governments with 50 or more employees
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62. Acme Global was ordered by a federal court to correct past discrimination within the
organization. What Acme Global is required to implement is a(n) ______ plan.
A. diversity
B. affirmative action
C. equal employment opportunity
D. reasonable accommodation
63. ______ is simply the existence of differences—in human resource management, it
deals with different types of people in an organization.
A. Affirmative action
B. Innovation
C. Diversity
D. Creativity
64. The ability to find many possible solutions to a particular problem, including unique,
untested solutions, is called ______.
A. diversity
B. affirmative action
C. divergent thinking
D. functional conflict
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65. Taylie, Sudhir, 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 ______.
A. illegal discrimination
B. divergent thinking
C. dysfunctional conflict
D. compensatory damages
66. ______ is a basic ability to think in unique and different ways and apply those
thought processes to existing problems.
A. Innovation
B. Creativity
C. Affirmative action
D. Diversity
67. ______ is the act of creating useful processes or products based on creative
thought processes.
A. Innovation
B. Creativity
C. Diversity
D. Affirmative action
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68. ______ is the ability to find many possible solutions to a particular problem,
including unique, untested solutions.
A. Innovation
B. Diversity
C. Creativity
D. Divergent thinking
69. ______ is simply the act of being opposed to another.
A. Diversity
B. Cohesiveness
C. Conflict
D. Innovation
70. ______ is how organizations go through the process of creating new things—the
opposition itself drives the organization to change.
A. Diversity
B. Innovation
C. Creativity
D. Functional conflict
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71. ______ is an intent and desire for group members to stick together in their actions.
A. Cohesiveness
B. Dysfunctional conflict
C. Functional conflict
D. Innovation
72. ______ is defined by the EEOC as “unwelcome sexual advances, requests for
sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual
harassment when submission to or rejection of this conduct explicitly or implicitly affects
an individual’s employment, unreasonably interferes with an individual’s work
performance or creates an intimidating, hostile, or offensive work environment.”
A. Sexual harassment
B. Hostile work environment
C. Quid pro quo harassment
D. Reasonable person
73. ______ is harassment that occurs when some type of benefit or punishment is
made contingent upon the employee submitting to sexual advances.
A. Reasonable person
B. Sexual harassment
C. Hostile work environment
D. Quid pro quo harassment
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74. ______ is a very specific legal term in human resource management meaning
harassment that occurs when someone’s behavior at work creates an environment that
is sexual in nature and that makes it difficult for someone of a particular sex to work in
that environment.
A. Quid pro quo harassment
B. Reasonable person
C. Sexual harassment
D. Hostile work environment
75. ______ is the “average” person who would look at the situation and its intensity to
determine whether the accused person was wrong in their actions.
A. Reasonable person
B. Quid pro quo harassment
C. Hostile work environment
D. Sexual harassment
76. Eleanor stops by Jenna’s desk to talk about an assignment. When Jenna turns to
show Eleanor something on the computer, Eleanor begins to rub Jenna’s shoulders.
Jenna has told Eleanor several times that this makes her feel uncomfortable and unable
to concentrate on her work. Eleanor’s behavior is likely ______.
A. quid pro quo sexual harassment
B. hostile work environment sexual harassment
C. not a problem, Amanda needs to lighten up
D. disparate impact
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77. Soo-jin told her coworker Harrison an obscene joke. They both laughed very hard
and Harrison told Soo-jin an equally dirty joke. Soo-jin and Harrison enjoy their jokes
and are always careful to make sure they are not overheard and do not disturb anyone
else at work when they tell them. This behavior is ______.
A. quid pro quo sexual harassment
B. hostile environment sexual harassment
C. not sexual harassment
D. disparate impact
78. Sarah told Felipe, 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 ______.
A. quid pro quo sexual harassment
B. hostile environment sexual harassment
C. constructive discharge
D. dysfunctional conflict
79. When Pedro and Margie started working together 2 years ago, they had both
recently gotten divorced. Through their work, they became very good friends. After 2
years, Pedro decided he would like to ask Margie out on a date. When he did so, she
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declined his offer, saying she had recently met someone through an online dating
service. Pedro’s behavior is likely ______.
A. quid pro quo sexual harassment
B. hostile environment sexual harassment
C. sexual conflict
D. not sexual harassment
80. As a Muslim, Ahmed takes breaks from his work at certain times each day to pray.
His employer makes this reasonable accommodation to the work schedule to support
Ahmed and to avoid illegal religious discrimination under the ______.
A. Civil Rights Act of 1964
B. Uniformed Services Employment and Reemployment Rights Act
C. Employment Act
D. Immigration and Nationality Act
True/False
1. Discrimination is the act of making distinctions or choosing one thing over another; in
human resources, it is making distinctions among people.
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2. Illegal discrimination is making distinctions that harm people and that are based on
those people’s membership in a protected class.
3. Disparate impact exists when individuals in similar situations are intentionally treated
differently and the different treatment is based on an individual’s membership in a
protected class.
4. Job relatedness occurs when an officially neutral employment practice
disproportionately excludes the members of a protected group; it is generally
considered to be unintentional, but intent is irrelevant.
5. Right-to-sue is a notice from the EEOC, which it issues if it elects not to prosecute an
individual discrimination complaint, that gives the recipient the right to go directly to the
courts with the complaint.
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6. Constructive discharge is a situation where the organization takes an adverse
employment action against an employee because the employee brought discrimination
charges against the organization or supported someone who brought discrimination
charges against the company.
7. Adverse employment action exists when an employee is put under such extreme
pressure by management that continued employment becomes intolerable and, as a
result, the employee quits, or resigns from the organization.
8. Affirmative action is a series of policies, programs, and initiatives that have been
instituted to prefer hiring of individuals from protected groups in certain circumstances,
in an attempt to mitigate past discrimination.
9. In human resource management, diversity deals with different types of people in an
organization.
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10. Quid pro quo harassment is harassment that occurs when some type of benefit or
punishment is made contingent upon the employee submitting to sexual advances.
Essay
1. Describe the four components of the OUCH test and identify when it is useful in an
organizational setting.
2. Describe four major equal employment opportunity laws and the groups of people
that each law protects.
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3. Describe the three types of discrimination.
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4. Describe the organizational defenses against discrimination charges.
5. What are four employee rights under the Equal Employment Opportunity
Commission?
6. What are two employer responsibilities in conjunction with the Equal Employment
Opportunity Commission and Equal Employment Opportunity laws?
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7. Describe the differences among equal employment opportunity, affirmative action,
and diversity.
8. Describe the two primary types of sexual harassment.
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9. Describe how an organization can reduce its potential liability for sexual harassment.
10. Describe the employer accommodations that are required to avoid unnecessary
religious discrimination.