Question 1

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

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Question 2

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

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Question 3

The Age Discrimination in Employment Act only prevents discrimination against employees who are over the age of 65.

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Question 4

The Civil Rights Act of 1964 did not do enough to discourage discriminatory practices in the workplace.

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Question 5

Congress has given the Equal Employment Opportunity Commission broad powers to issue guidelines for acceptable employer behavior concerning employment opportunities.

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Question 6

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.

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Question 7

The concept of "reasonable accommodations" means that all workers should be treated in the same manner.

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Question 8

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.

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Question 9

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.

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Question 10

When it comes to human resource management issues,the federal government generally has taken a "hands off" approach since the early 1960s.

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Question 11

The federal government has to minimized its role in human resource management.

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Question 12

Most firms have trouble implementing the structural changes required by the Americans with Disabilities Act.

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Question 13

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

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Question 14

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

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Question 15

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.

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Question 16

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.

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Question 17

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.

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Question 18

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.

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Question 19

The Civil Rights Act of 1991 gave victims of discrimination the right to seek punitive damages from the firms that discriminated against them.

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Question 20

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.

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