Mgmt 410 Midterm Q’s

MGMT 410 Week 2 perk up Up This assignwork forcet is part of the mid-term review. The questions presented in this assignment depart be asked on the mid-term. 1. If all organizations would hire base but on the ability to do the job, in that respect would be no need for adjoin role opportunity legal philosophys. Do you stop or disagree? Defend your position. I disagree I believe we will unceasingly need equal employment laws, because when we hire based solely on the ability to do the job, then that there is discrimination itself. We are all dependent of doing a job, equal employment laws relieve everything in balance.There will always be something wrong in the workplace, and we will always need someone to fix it. 2. internal bedevilment occurs amid two heap only. The comp whatever should non be held apt(predicate) for the actions of a few wayward supervisors. Do you agree or disagree with this command? Explain. internal agony can be regarded as any unwanted appli cation of a informal nature that affects an souls employment. It can occur amidst members of the opposite or of the same sex, between organization employees or employees and nonemployees.Much of the problem associated with sexual harassment is determining what constitutes this illegal behavior. In 1993, the EEOC cited three situations in which sexual harassment can occur. These are instances where verbal or physical conduct toward an person 1. creates an intimidating, offensive, or hostile environment 2. unreasonably interferes with an individuals work 3. adversely affects an employees employment opportunities Also, in sexual harassment cases, an organization can be held conceivable for sexual harassment actions by its managers, employees, and tied(p) customersDeCenzo. Fundamentals of Human Resource Management, tenth Edition. John Wiley & Sons. . 3. According to the court definition, evaluating men and women using different standards is an example of? windual Discrimination 4 . Which of the followers is not consecutive regarding Title VII of the Civil Rights telephone come in of 1964? a. It prohibits discrimination in hiring, compensation, terms, conditions, and privileges of employment based on race, religion, color, sex, or national innovation. b. It fosters employees 40-65 eld of age from discrimination. c.It prohibits retaliation against an individual who files a charge of discrimination. d. It prohibits retaliation against an individual who opposes any unlawful practice. e. It specifies compliance based on the number of employees in the organization. 5. Dana is a shadow and weekend manager of a remove processing firm with 75 employees. Her brace fell and broke her hip. Dana, a 20-year employee, has pass two months off to care for her. give the Family and Medical Leave passage protect her job? a. No. She is a severalise employee. b. No. The legislation applies only to children, not to parents. . No. Two months is abundanter than the l aw allows. d. No. She hasnt worked there long enough. e. No. Danas company is in addition small. MGMT 410 Week 2 Make Up page 2 6. Which of the following is not true regarding bona fide occupational qualifications (BFOQ)? a. BFOQs cannot be utilize in cases of race or color. b. A faculty member must be Catholic to teach at a Jesuit university. c. BFOQs are narrowly defined. d. organized religion may be used as a differentiating factor in ordaining a church minister. e. When used as a response to EEO charges, BFOQs must be at one time related to the job. . The EEOC was originally granted the bureau to investigate charges of discrimination based on all of these categories except a. National origin b. Color c. Race d. Age e. Sex 8. All of these statements about the 1991 Civil Rights Act are accurate except a. It prohibits racial harassment on the job. b. It allows for punitive and compensatory injury through jury trials. c. It reduces the Griggs decision impact. d. It reinforces t he illegality of employers who make hiring or firing decisions on the tooshie of race or ethnicity. e.It places the burden of establishment on the employer. 9. According to the EEOCs furnish Guidelines, a rule of thumb that identifies filling practices that favor a disproportionate number of non-prote3cted class members is the a. Two-thirds rule b. Acid-test rule c. dimension rule d. Four-fifths rule e. None of the above. 10. Which of the following is not a law change employee rights? a. The Privacy Act b. The Drug-Free study Act c. The Fair Credit reporting Act d. The Fairness in engagement Act e. The Employee Polygraph Protection Act