Exam 13: Supervising a Diverse Workforce

In order to shatter the glass ceiling and bring more women and minorities into higher levels of management, which of the following is most essential?

Most companies can still require their employees to retire at age 65, but not sooner.

As long as a pregnant employee reports to work, she must fulfill all job responsibilities without special accommodations.

Sexual harassment is only applied to situations in which the male is harassing the female.

Which of the following situations would probably NOT be a case of sexual harassment?

The philosophy behind affirmative-action plans is to overcome the impact of past discrimination and to provide greater opportunities for underrepresented groups to participate in the workforce at large.

Employers do not have to make reasonable accommodations for employees with differing religious beliefs.

Reports by the U.S. Justice Department indicate that alleged discrimination in the workplace has decreased rapidly during the past two decades.

Which of the following statements regarding employer-mandated medical examinations is TRUE?

Employees of the same race or gender as the supervisor may be more likely to take advantage of the supervisor.

Comparable worth is the concept that jobs should be paid at the same level if they require similar skills and/or abilities.

The ADA attempts to change the way employers view disabled employees, not just the employers' actions.

If a minority employee complains of harassment or discriminatory treatment by another employee, the supervisor must treat that complaint as a priority concern.

Equal Employment Opportunity and affirmative-action programs most often impact white female employees.

The Americans with Disabilities Act exempts from its definition of disability individuals with:

Diversity management has become an area of vital importance to a firm's long-term success.

Unlike the past, there is a low percentage of women who are currently employed in clerical and service jobs.

_____ is giving preference to protected group members in hiring and promotion over more qualified or more experienced workers from non-protected groups.

Reverse discrimination is often charged when a more senior or qualified person is denied a promotion because preference was given to a protected-group individual who may be less qualified or more junior.

When considering equally qualified employees a supervisor should select a male instead of a female, because females have a higher absenteeism rate.