Question 1

In human resource management,diversity deals with different types of people in an organization.

Accepted Answer

Diversity in human resource management refers to recognizing and valuing differences in age, gender, ethnicity, culture, religion, sexual orientation, physical ability, and other characteristics among people within an organization. It involves creating and maintaining an inclusive workforce where everyone feels respected, valued, and supported.

Question 2

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.

Accepted Answer

Affirmative action is indeed a series of policies, programs, and initiatives that aim to counteract the effects of past discrimination and promote diversity and inclusion by preferentially hiring or admitting individuals from protected groups.

Question 3

Discrimination is the act of making distinctions or choosing one thing over another; in human resources,it is making distinctions among people.

Accepted Answer

Discrimination in human resources refers to the act of making distinctions or choices among people, based on certain characteristics such as age, race, gender, religion, marital status, sexual orientation, or disability. This can result in unequal treatment, opportunities, or access to resources, and is often considered unethical or illegal.

Question 4

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.

Accepted Answer

Constructive discharge occurs when an employer creates or allows a work environment that is so intolerable due to discrimination or harassment that an employee feels they have no choice but to resign. It does not involve direct adverse employment actions taken because an employee brought discrimination charges but rather involves creating intolerable working conditions.

Question 5

Describe four major equal employment opportunity laws and the groups of people that each law protects.

Accepted Answer

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Question 6

Describe how an organization can reduce its potential liability for sexual harassment.

Accepted Answer

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Question 7

Illegal discrimination is making distinctions that harm people and that are based on those people's membership in a protected class.

Accepted Answer

Illegal discrimination is indeed making distinctions that harm people based on their membership in a protected class. This includes discrimination based on race, gender, religion, disability, age, and other factors protected by law. It is important to note that not all distinctions or preferences are considered illegal discrimination - only those that harm individuals based on their membership in a protected class.

Question 8

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.

Accepted Answer

Job relatedness refers to the relevance of a job requirement or employment practice to the actual job. The statement describes "adverse impact," not job relatedness. Adverse impact occurs when a seemingly neutral employment practice disproportionately excludes members of a protected group, and intent is indeed irrelevant to its determination.

Question 9

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.

Accepted Answer

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Question 10

Describe the organizational defenses against discrimination charges.

Accepted Answer

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Question 11

What are four employee rights under the Equal Employment Opportunity Commission?

Accepted Answer

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Question 12

Describe the differences among equal employment opportunity,affirmative action,and diversity.

Accepted Answer

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Question 13

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.

Accepted Answer

Quid pro quo harassment refers to a situation in which an employee is offered benefits (such as a promotion or raise) or threatened with punishment (such as being fired or demoted) based on his or her willingness to submit to sexual advances from a supervisor or other authority figure. Therefore, the statement is true.

Question 14

Describe the three types of discrimination.

Accepted Answer

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Question 15

What are two employer responsibilities in conjunction with the Equal Employment Opportunity Commission and Equal Employment Opportunity laws?

Accepted Answer

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Question 16

Describe the two primary types of sexual harassment.

Accepted Answer

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Question 17

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.

Accepted Answer

The statement accurately describes the right-to-sue notice issued by the EEOC.

Question 18

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.

Accepted Answer

Disparate impact exists when a neutral practice or policy has a disproportionately negative effect on members of a protected class, regardless of whether or not there was an intention to discriminate.

Question 19

Describe the employer accommodations that are required to avoid unnecessary religious discrimination.

Accepted Answer

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Question 20

Describe the four components of the OUCH test and identify when it is useful in an organizational setting.

Accepted Answer

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Quiz 3: The Legal Environment and Diversity Management