Question 1

___ is an effort to give preference in employment to women and minority group members.

Accepted Answer

The Employment Equity Act is a Canadian federal law that seeks to ensure equality in the workplace by giving preference in employment to women, indigenous people, persons with disabilities, and visible minorities. This law aims to address past discrimination and systemic barriers faced by these groups by requiring employers to identify and eliminate discriminatory employment practices and to proactively recruit and promote members of these four designated groups to achieve a representative workforce.

Question 2

___ prohibits discrimination in employment based on race, colour, religion, sex, or national origin.

Accepted Answer

The Canadian Human Rights Code prohibits discrimination in employment based on race, colour, religion, sex, or national origin, as well as other grounds such as age, disability, and sexual orientation. The other options listed are either specific to certain groups (such as the Canadians With Disabilities Act) or address different aspects of employment (such as the Employment Equity Act's focus on equity rather than discrimination).

Question 3

___ occurs when someone is denied a job or a job assignment for reasons that are not job-relevant.

Accepted Answer

Discrimination occurs when someone is treated unfairly or differently on the basis of their personal characteristics (such as race, gender, religion, or sexual orientation) that are not relevant to the job or task at hand. This can result in someone being denied a job or job assignment that they are qualified for, simply because of discrimination against their personal characteristics.

Question 4

The use of bona fide occupational qualifications based on ___ is not allowed under any circumstances.

Accepted Answer

The use of bona fide occupational qualifications based on race is not allowed under any circumstances according to the Civil Rights Act of 1964. The use of BFOQs based on sex, religion, age, and national origin may be allowed in limited circumstances, but not for race.

Question 5

Which of the following is involved in the HRM task of attracting a quality workforce?

Accepted Answer

Human resource planning is involved in attracting a quality workforce as it involves forecasting future hiring needs and ensuring the organization has the right people in place.

Question 6

In Canada, ___ guarantee(s) people the right to employment and advancement without regard to race, colour, national origin, religion, gender, age, or mental or physical ability.

Accepted Answer

The answer of In Canada, ___ guarantee(s) people the right...

Question 7

Using the perspective of diversity as a competitive advantage, which of the following qualities would you look for in anyone who works for you?

Accepted Answer

When diversity is seen as a competitive advantage, it is important to have a diverse workforce with different skills, experiences, and backgrounds. Therefore, having all the qualities mentioned (work ethic, ambition, energy, knowledge, creativity, and motivation) in employees can help maximize the benefits of a diverse workforce.

Question 8

In Canada, human resource management practices are affected by all of the following laws except

Accepted Answer

The Civil Employment of Minorities Act does not exist as a Canadian law. The other options (A, B, D, E) are actual laws that impact human resource management practices in Canada.

Question 9

Which of the following statements about the Employment Equity Act is false?

Accepted Answer

The Employment Equity Act in Canada applies not only to federal government departments and agencies but also to federally regulated industries, including private sector employers, banks, broadcasters, and transportation companies, as well as Aboriginal band councils. Therefore, the statement that it applies only to federal government departments and agencies is false.

Question 10

___ fit is the extent to which an individual's values, interests, and behaviour are consistent with the culture of his or her organization.

Accepted Answer

Person-organization fit is commonly used to measure an individual's compatibility with the values, norms and expectations of the organization. It is likely to affect job satisfaction, commitment, and performance. The other options listed (A, B, C, and D) refer to various types of fit that could also be relevant but are not typically used in this context.

Question 11

Richard wants to hire Mark for a position as a security guard in his company. In his interview with Mark, Richard asks Mark if he has any previous experience as a security guard. Richard is trying to assess Mark's ___.

Accepted Answer

Richard is trying to assess Mark's suitability for the job by evaluating if he has previous experience as a security guard. This relates to person-job fit, which refers to the degree to which an individual has the skills, knowledge, and abilities required to perform a specific job. Person-organization fit (B) refers to the extent to which an individual's values and personality are congruent with the culture and values of the organization, and is not relevant to this situation. Comparable worth (C) refers to the principle that different jobs should be compensated equally if they require similar levels of skill, effort, and responsibility, and is not relevant to this situation. Graphic rating scale (D) and behaviourally anchored rating scale (E) are types of performance appraisal methods and are not relevant to this situation.

Question 12

The following sentence was printed in the advertisement of a job vacancy, "Only men under the age of 45 may apply for the job because it entails strenuous physical work for long hours." Which of the following does this statement exemplify?

Accepted Answer

Bona fide occupational qualification (BFOQ) is a defense to a charge of discrimination that allows an employer to discriminate on the basis of a protected characteristic if the characteristic is reasonably necessary for the normal operation of the business. In this case, the employer is discriminating on the basis of age and sex, but they are doing so because the job requires strenuous physical work for long hours. This is a BFOQ because it is reasonably necessary for the normal operation of the business.

Question 13

Which statement concerning the Employment Equity Act is false?

Accepted Answer

The Employment Equity Act is broader than just addressing race and gender discrimination; it also covers discrimination based on disabilities and Aboriginal status, making statement B false.

Question 14

___ occurs when criteria that are not job-relevant are used in making hiring decisions or job assignments.

Accepted Answer

Discrimination occurs when criteria that are not job-relevant, such as age, gender, race, religion, or national origin, are used in making hiring decisions or job assignments. This can result in unfair treatment of individuals or groups and goes against the principles of equal employment opportunity and affirmative action. Job prejudice and managerial bias are related concepts but not synonymous with discrimination.

Question 15

Which of the following is involved in the HRM task of developing a quality workforce?

Accepted Answer

Employee orientation is directly involved in developing a quality workforce by ensuring new hires are properly integrated and trained to meet organizational standards.

Question 16

Which statement concerning the Employment Equity Act is false?

Accepted Answer

The Employment Equity Act is designed to improve workplace opportunities for four designated groups: women, Aboriginal peoples, persons with disabilities, and members of visible minorities. It does not specifically apply to people over the age of 65, making option C the false statement.

Question 17

___ fit is the extent to which an individual's knowledge, skills, experiences, and personal characteristics are consistent with the requirements of their work.

Accepted Answer

Person-job fit specifically refers to the alignment between an individual's attributes and the job they are performing, so it is the most accurate choice. Person-team fit refers to how well an individual fits within a specific team or group, person-organization fit refers to alignment with the overall culture and values of the organization, employer-person fit refers to the fit between an organization and a potential employee, and person-manager fit refers to how well an individual aligns with their immediate supervisor's working style and expectations.

Question 18

Which of the following is involved in the HRM task of maintaining a quality workforce?

Accepted Answer

The answer of Which of the following is involved in...

Question 19

The purpose of ___ programs is to ensure that women and minorities are represented in the workforce in proportion to their labour market availability.

Accepted Answer

Affirmative action programs are designed to address inequalities in employment by ensuring that women and minorities are represented in the workforce in proportion to their availability in the labor market. These programs aim to counteract historical discrimination and provide equal opportunities for all groups.

Question 20

Which of the following statements does not accurately describe how human resource management should be approached in modern organizations?

Accepted Answer

C) People should be viewed as costs to be reduced. This statement does not accurately describe modern human resource management approaches, which emphasize the value and strategic importance of people in organizations, rather than viewing them merely as costs to be minimized.

Quiz 13: Strategic Human Resource Management