Mgmt 410 Midterm Q’s

MGMT 410 Week 2 Make Up This identification is part of the mid-term review. The questions presented in this assignment will be asked on the mid-term. 1. If solely organizations would acquire found solely on the ability to do the business concern, thither would be no need for equal fight opportunity jurisprudences. Do you agree or differ? Defend your position. I disagree I believe we will always need equal function laws, because when we hire based solely on the ability to do the job, then that in that location is discrimination itself. We argon all capable of doing a job, equal employment laws keep everything in balance.There will always be something wrong in the workplace, and we will always need someone to fix it. 2. Sexual anguish occurs amidst two people only. The compevery should not be held apt(p) for the actions of a few wayward supervisors. Do you agree or disagree with this statement? Explain. Sexual harassment can be regarded as any unwanted activity of a sexual nature that affects an individuals employment. It can occur between members of the opposite or of the same sex, between organization employees or employees and nonemployees.Much of the problem associated with sexual harassment is determining what constitutes this banned behavior. In 1993, the EEOC cited three situations in which sexual harassment can occur. These be instances where verbal or physical conduct toward an individual 1. creates an intimidating, move outensive, or unfriendly environment 2. unreasonably interferes with an individuals work 3. adversely affects an employees employment opportunities Also, in sexual harassment cases, an organization can be held liable for sexual harassment actions by its managers, employees, and even customersDeCenzo. Fundamentals of gracious Resource Management, 10th Edition. John Wiley & Sons. . 3. concord to the court definition, evaluating men and women victimization different standards is an example of? Sexual Discrimination 4. Whic h of the following is not on-key regarding Title VII of the Civil Rights sham of 1964? a. It prohibits discrimination in hiring, compensation, terms, conditions, and privileges of employment based on race, religion, color, sex, or national origin. b. It protects employees 40-65 years of age from discrimination. c.It prohibits vengeance against an individual who files a charge of discrimination. d. It prohibits retaliation against an individual who opposes any nefarious practice. e. It specifies compliance based on the number of employees in the organization. 5. Dana is a night and weekend manager of a film processing firm with 75 employees. Her mother fell and broke her hip. Dana, a 20-year employee, has requested two months off to care for her. Will the Family and Medical Leave Act protect her job? a. No. She is a key employee. b. No. The legislation applies only to children, not to parents. . No. Two months is longer than the law allows. d. No. She hasnt worked thither long en ough. e. No. Danas company is too small. MGMT 410 Week 2 Make Up page 2 6. Which of the following is not authoritative regarding bona fide occupational qualifications (BFOQ)? a. BFOQs cannot be used in cases of race or color. b. A faculty member must be Catholic to teach at a Jesuit university. c. BFOQs are narrowly defined. d. Religion may be used as a differentiating factor in ordaining a church minister. e. When used as a response to EEO charges, BFOQs must be like a shot related to the job. . The EEOC was originally granted the power to investigate charges of discrimination based on all of these categories except a. National origin b. Color c. melt down d. Age e. Sex 8. All of these statements about the 1991 Civil Rights Act are accurate except a. It prohibits racial harassment on the job. b. It allows for punitive and compensatory disablement through jury trials. c. It reduces the Griggs decision impact. d. It reinforces the illegality of employers who make hiring or firin g decisions on the basis of race or ethnicity. e.It places the burden of proof on the employer. 9. According to the EEOCs Uniform Guidelines, a rule of thumb that identifies selection practices that esteem a disproportionate number of non-prote3cted class members is the a. Two-thirds rule b. Acid-test rule c. proportion rule d. Four-fifths rule e. None of the above. 10. Which of the following is not a law affecting employee rights? a. The Privacy Act b. The Drug-Free Workplace Act c. The reasonably Credit Reporting Act d. The Fairness in Employment Act e. The Employee Polygraph Protection Act