Chat with AIExam 10: Section 1: Managing Teams
What is sexual harassment? Identify the two kinds of sexual harassment from a legal perspective. Describe some frequent misunderstandings about sexual harassment. Specify steps that companies can take to make sure that sexual harassment laws are followed and not violated. Give one example of possible sexual harassment that you have heard or read about and explain which of the steps just described could have averted or resolved that situation more effectively.
(37) 
VerifiedAccording to the EEOC, sexual harassment is a form of discrimination in which unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature occur. From a legal perspective, there are two kinds of sexual harassment, quid pro quo and hostile work environment. Quid pro quo sexual harassment occurs when employment outcomes, such as hiring, promotion, or simply keeping one's job, depend on whether an individual submits to being sexually harassed. By contrast, a hostile work environment occurs when unwelcome and demeaning sexually related behavior creates an intimidating, hostile, and offensive work environment.
Managers often wrongly assume (1) that the victim and harasser must be of the opposite sex (they do not; according to the courts, sexual harassment can occur between people of the same sex), (2) that sexual harassment can only occur between co-workers or between supervisors and their employees (it can also include agents of employers, such as consultants, or even nonemployees; the key is whether the harassment occurs while conducting company business), and (3) that only people who have themselves been harassed can file complaints or lawsuits (in fact, especially in hostile work environments, anyone affected by offensive conduct can file a complaint or lawsuit).
To make sure that sexual harassment laws are followed, companies should (1) respond immediately when harassment is reported; (2) write a clear, understandable, strongly worded sexual harassment policy that gives specific examples of what constitutes sexual harassment and is widely publicized within the company; (3) establish clear reporting procedures that ensure a quick response by impartial parties who will protect the privacy of both the accused and accuser; and (4) be aware of and follow city and state laws concerning sexual harassment in addition to federal law.
Student examples of potential harassment will typically cover the gamut from mild to extreme. Better answers will specify one of the two legal definitions of harassment for the situation and will clearly articulate steps from the recommended list that could have been taken to avert or resolve the situation more effectively.
Former female employees of a national real estate brokerage firm claimed that they were subjected to lewd remarks, unwanted groping, and sexual propositions by male co-workers. According to their attorney, "The firm created a frat-house culture and then failed to do anything about it." Their suit claims the women were victims of ____.
(39) VerifiedB
In legal terms, intentional discrimination by an employer is identified as adverse impact while unintentional discrimination is called disparate treatment.
(40) VerifiedFalse
________is unintentional discrimination in which there is a substantially different rate of selection in hiring, promotion, or other employment decisions that works to the disadvantage of members of a particular race, sex, age, ethnicity, or protected group.
(42) The term ________refers to both the financial and nonfinancial rewards organizations give employees in exchange for their work.
(32) Dysfunctional turnover is the loss of high-performing employees due to unplanned downsizing.
(34) Which of the following is one of the ways in which training can be evaluated?
(35) Job analyses, job descriptions, and job specifications help companies meet the legal requirement that their human resource decisions be job-related.
(43) To improve traditional performance appraisal feedback sessions, it is recommended that managers________ .
(32) Full compliance with federal law is enough to ensure that an organization cannot incur liability in sexual harassment complaints.
(37) Trends in Hiring Practices
Zachary Schneider saw a sign in the window of an Amy’s Ice Creams franchise operation. The sign said the company was looking for new employees. When he went in to ask for a job application, he was given a paper bag and told to do “something creative with it.” The test was to see whether the job applicant was suited to carrying out the chain’s mission: “To make people’s day.” This type of preemployment assessment is not unusual. Gourmet grocery chain Central Market uses a fourpage application form which includes essay questions such as “Tell us about your favorite food experience.” If it seems an applicant is a good match for the company, he or she is asked to make a statement about himself or herself using items found in the grocery store and to participate with other applicants in a roundtable discussion.
-Refer to Trends in Hiring Practices. The need for creative skills in order to work at Amy's would be listed as a ________ that the company's HR department would have developed for franchisees.
(33) From a legal perspective, there are two kinds of sexual harassment. They are________ .
(43) In setting their pay structures, companies use a procedure known as performance assessment, which determines the worth of each job by determining the market value of the knowledge, skills, and requirements needed to perform it.
(36) What is a performance appraisal? How does it influence organizational success? Explain why it poses a particular challenge to managers.
(42) Identify and describe the three kinds of job interviews. Which type works best as a selection tool?
(38) Which of the following statements about sexual harassment is true?
(38) To ensure that sexual harassment laws are followed and not violated, companies should________ .
(44) ________ask raters to rate the frequency with which workers perform specific behaviors representative of the job dimensions that are critical to successful job performance.
(28) 
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