Deck 14: Physical and Mental Ability

Question 1

Which of the following is true of disabilities and the performance evaluation process?

A) People with disabilities should not be held to the same standards for the essential job functions.
B) Vague performance standards may disadvantage people with disabilities.
C) Vague performance standards may help organizations avoid liability.
D) People with disabilities should not be provided negative feedback as this may reduce their motivation.

Answer 1

B

Question 2

Having and using a valid job description,

A) often results in discrimination against people with disabilities.
B) can reduce biases that might occur during the selection process.
C) creates problems for all phases of the human resources process.
D) job descriptions are seldom valid but are simply an arbitrary standard.

Answer 2

B

Question 3

In terms of marketing efforts for customers with disabilities

A) organizations have long recognized the market potential of customers with disabilities.
B) making stores more accessible could benefit customers with or without disabilities.
C) the disabled population is so varied that marketing efforts would be too costly.
D) the government provides tax incentives for improving accessibility for employees but not customers.

Answer 3

B

Question 4

The proportion of people in the U.S. with a disability is:

A) about 5%.
B) about 10%.
C) about 20%
D) about 30%

Question 5

For people with work disabilities,

A) education levels are higher than the education levels of the general population.
B) about 25% have a bachelor's degree or more.
C) higher average education levels reflect education-related subsidies provided for people with disabilities.
D) education levels are lower than the education levels of the general population without a work disability.

Question 6

Marginal functions are those

A) that are performed outside the margins, or boundaries of the place of employment.
B) that are secondary to the function of the job.
C) that, if not performed, the job would cease to exist.
D) that are used to focus recruitment and selection efforts.

Question 7

Most workers with disabilities require no accommodations.

Question 8

Undue hardship

A) can be measured by comparing profits to number of employees.
B) refers to significant difficulty or expense relative to the attributes of the employer.
C) occurs with accommodations that are between 2 to 5% of revenues.
D) is a common occurrence when providing accommodations.

Question 9

Which of the following is true of employment of people with disabilities?

A) The ADA appears to be unable to have a positive effect on the employment of people with disabilities.
B) There is very little and very rare unemployment for people with disabilities.
C) The majority of claims filed under the ADA are deemed to have no reasonable cause.
D) Employment seldom ever pays off for either the employer or employee..

Question 10

Under the ADA,

A) people with mental retardation are protected.
B) people with a mental illness are not protected.
C) specific learning disabilities are not protected.
D) people who are perceived to be unable to perform the job because of a disability are not protected.

Question 11

When people with disabilities require accommodations,

A) most of those accommodations cost $500 or less.
B) such accommodations are often troublesome and expensive for employers.
C) the accommodations often create problems for those who were not targeted by the accommodation.
D) they are required to pay for those accomodations.

Question 12

Which of the following is true of disabilities and the selection process?

A) Tests should be related to successful job performance.
B) Tests should be required of applicants with visible disabilities.
C) Before making any offers, medical exams can be required of applicants with visible disabilities.
D) Medical exams can be required of all applicants for any or no reason.

Question 13

In the DuPont study of performance ratings of people with disabilities,

A) people with disabilities had average or above average ratings of performance, attendance, and safety.
B) people with disabilities had average or above average ratings of attendance and safety, but below average ratings of performance.
C) people with disabilities had average or above average ratings of attendance only.
D) people with disabilities had unsatisfactory ratings of attendance, safety, and performance.

Question 14

According to the Americans with Disabilities Act, a person is qualified if

A) he or she can perform the essential functions of the job with or without a reasonable accommodation.
B) he or she can perform both the essential functions and the marginal functions with or without a reasonable accommodation.
C) he or she can perform both the essential functions and the marginal functions without an accommodation.
D) he or she can perform the essential functions without an accommodation and the marginal functions with or without an accommodation.

Question 15

Which of the following is true of employment of people with and without disabilities?

A) People with disabilities are more likely to be employed and more likely to be underemployed than people without disabilities.
B) People with disabilities are less likely to be employed and less likely to be underemployed than people without disabilities.
C) People with disabilities are more likely to be employed but less likely to be underemployed than people without disabilities.
D) People with disabilities are less likely to be employed than people without disabilities.

Question 16

Statistics about disabilities indicate that

A) the rate of disability in the U.S. population is nearly 30%.
B) for those participating in workforce, the unemployment rate for disabled people is 14.5% compared to 9% for those without a disability.
C) unemployment rates for people with disabilities do not vary by race and ethnicity.
D) men are more likely to have a disability then women.

Question 17

When employees acquire a disability, employers need to

A) replace the individual if necessary because the ADA is not relevant in these situations.
B) make accommodations only if they wish because the disability was acquired after the person was hired.
C) make accommodations only if the disability is serious.
D) make reasonable accommodations if needed.

Question 18

For some employers, the fear of incurring future costs by hiring a disabled person results in the employers taking illegal actions.

Question 19

Reasonable accommodations

A) are those that cost between $50 to $500.
B) should be made for people with disabilities without regard to qualifications.
C) vary by employer.
D) unduly burden employers.

Question 20

Michael had a severe hearing impairment and worked as the supervisor of a fast food restaurant. Michael's manager and the human resources manager repeatedly mocked him in front of other employees and said things like "read my lips," "have you got your ears on?" even when he seemed to have no trouble hearing. Michael finally resigned as a result of the mocking and harassment. This is a situation of

A) being too sensitive and not having a good sense of humor.
B) constructive discharge.
C) giving up rather than standing up to the boss as required by law.
D) failing to do something that would have caused the boss to fire him so that he could get unemployment compensation.

Question 21

Federal tax incentives are often available to employers to fund accommodations.

Question 22

If someone is perceived as having a disability, regardless of whether this perception is accurate, that person is covered under the ADA.

Question 23

The Americans with Disabilities Amendments Act of 2008 emphasizes that the definition of disabilities should be more narrowly defined than the Americans with Disabilities Act of 1990.

Question 24

Discerning whether a person has a disability is fairly easy upon meeting him or her.

Question 25

As the U.S. population ages, the proportion of people with a disability in the population is likely to grow.

Question 26

Absenteeism of people with disabilities is sometimes lower than those of people without disabilities.

Question 27

Of those participating in the workforce (working or looking for work), unemployment rates for people with disabilities are three times greater than the unemployment rates of people without disabilities.

Question 28

People with disabilities are more likely to be unemployed but less likely to be underemployed than people without disabilities.

Question 29

People with disabilities, unlike women, do not seem to experience the glass ceiling and job segregation.

Question 30

Walmart Corporation has consistently been a leader in employment and treatment of people with disabilities.

Question 31

Many disabilities have no effect on job performance.

Question 32

Having a disability is a strong predictor of unemployment.

Question 33

The Rehabilitation Act of 1973 was a precursor to the ADA.

Question 34

People with work disabilities who have a college degree earn about 50% less than people without work disabilities who have a college degree.