Chapter 15 and 16

If someone is entitled to be treated in a certain way, this refers to a(n): A. Relationship. B. Obligation. C. Duty. D. Right.

Employees in the United States have a legal right to: A. Organize and bargain collectively. B. A safe and healthy workplace. C. A job. D. Both A and B, but not C.

The practice of adapting the job to the worker is called: A. Social contracts. B. Living wages. C. Electronic monitoring. D. Ergonomics.

The leading cause of death on the job is due to: A. Falls. B. Vehicle accidents. C. Contact with equipment. D. Murder.

The Occupational Safety and Health Act gives workers the right to a job: A. With equal wages for similar kinds of work. B. With wages that enable an employee to enjoy a decent standard of living. C. That is free from recognized hazards that are likely to cause death or serious injury.

Some studies have shown that the burden of complying with safety regulations falls hardest on: A. The government. B. Large businesses. C. Small businesses. D. The manufacturing sector only.

According to the new social contract: A. The employer is obligated to provide long-term job security. B. Companies try to attract workers by giving them interesting and challenging work. C. Job security is based on seniority, but salaries may be lowered for poor performance.

One important aspect of the new social contract is: A. Fixed pension benefits have increased significantly. B. Fixed pension benefits have remained a solid incentive for workers. C. Fixed pension benefits have been eliminated in the U.S. by around 90 percent. D. Defined contribution plans provide more returns and less risk.

Which of these statements accurately describe(s) the "gig" (or sharing) economy? A. Many companies have become more cost-efficient. B. Risk has shifted from the worker to the company. C. In many cases, income has decreased. D. Both A and C, but not B.

A strong employer-employee relationship is central to: A. Achieving a corporation's economic goals. B. Satisfying the wishes of those who contribute their skills and talents to the company. C. Increasing the gross domestic product of a nation. D. Both A and B, but not C.

Which of these actions can businesses take to reduce income inequality? A. Adjust minimum wage laws to increase worker pay. B. Implement new tax policy that benefits employees. C. Provide very high executive compensation. D. Commit to paying a living wage to all employees.

A living wage has been defined as a wage that: A. Equals or exceeds the minimum wage established by law. B. Equals or exceeds one-and-a-half times the minimum wage established by law. C. Support the basic needs of an average-sized family, based on local prices. D. Support half the basic needs of an average-sized family, based on local prices.

A reason for an increase in employee monitoring does not include: A. To achieve greater efficiency at work. B. To avoid lawsuits if employees act in inappropriate ways. C. To make sure employees do not disclose confidential information. D. To reduce the employer's health insurance premiums.

Which of the following is true about romantic relationships in the workplace? A. Most businesses have strict policies forbidding all romantic relationships in the workplace. B. OSHA requires businesses to forbid workplace romantic relationships. C. Many companies allow managers to become romantically involved with subordinates, so long as they do not supervise them directly.

Which of the following is true about random drug testing of employees? A. It screens randomly-selected employees at various times through the year. B. It randomly tests selected applicants before hiring, as a part of a physical examination. C. It tests an employee believed to be impaired by drugs and unfit for work.

Which of the following is (are) true about Employee Assistance Programs (EAPs)? A. They offer counseling and follow-up to alcohol and drug abusers. B. Almost all employers with 1,000 or more workers offer EAPs. C. Nearly three-quarters of small companies with 50 to 99 employees offer EAPs. D. All of the above.

Which of the following is not true about employee theft? A. Almost half of all inventory losses are due to employee theft in the U.S. B. It is a significant economic, social, and ethical problem in the workplace. C. Almost half of all employees have stolen from an employer at least once in his or her career. D. Employees damage coworkers and their employers by stealing from the company.

Polygraph testing: A. Is encouraged by the Employee Polygraph Protection Act of 1988. B. Is used by 85 percent of U.S. companies as a pre-employment screening procedure. C. Has been replaced by written psychological tests.

The right to free speech is protected in the United States by the: A. Constitution. B. Patriot Act. C. False Claims Act.

When an employee believes their employer has done something that is wrong or harmful to the public, and he or she reports alleged organizational misconduct to the media, government, or high-level company officials, what has occurred? A. Insider trading. B. Hot-lining. C. Whistle-blowing.

The Sarbanes-Oxley Act makes it illegal for employers to: A. Sue federal contractors for fraud. B. Retaliate against whistle-blowers who report information that could have an impact on the value of a company's shares. C. Hire employees who have a prior record of accounting fraud.

Which law allows individuals who sue federal contractors for fraud to receive up to 30 percent of any amount recovered by the government? A. False Standards Act. B. Economic Priorities Act (as amended in 1999). C. U.S. False Claims Act (as amended in 1986).

Only after which of the following conditions is (are) met, should the whistle-blower go public? A. The unreported act would do serious and considerable harm to the public. B. The employee has tried and failed to resolve the issue internally. C. Reporting the problem publicly probably will not resolve the issue. D. Both A and B, but not C.

Variation in the important human characteristics that distinguish people from one another is called: A. Workforce variability. B. Diversity. C. Difference.

Age, ethnicity, gender, mental or physical abilities, race, and sexual orientation are what dimensions of diversity? A. Primary. B. Secondary. C. Tertiary.

The growing diversity in the U.S. workforce is due to: A. Millennials entering the workforce. B. Immigration from other countries. C. Shifting patterns of work and retirement. D. All of the above.

Which ethnic group, as defined by the U.S. Census, represents the fastest-growing segment of the labor force? A. African-Americans. B. Hispanics. C. Asians.

A survey of hiring managers indicated that millennials were: A. More technologically adept than their seniors. B. Narcissistic and hard to retain. C. Expected to stay in their jobs less than three years. D. All of the above.

Which of these statements is true regarding women in the United States workforce? A. The percentage of working women declined slightly in 2013. B. A lack of family-friendly business policies has made it difficult for working mothers. C. The participation rates of women and men in the workforce have diverged. D. Both A and B, but not C.

As of 2013, which of the following accurately describe(s) the pay gap for full-time working women and minorities in the United States, as compared to white men? A. On average, women and persons of color earn lower pay. B. Overall, black men earn about 75 percent more pay. C. The pay gap has decreased by about 5 percent for both Hispanic men and women. D. Both A and C, but not B.

Which of the following is not true about occupational segregation? A. It concentrates women in traditionally female-dominated jobs. B. The pay gap in American businesses persists, in part, because of it. C. It means that women cannot get the jobs that could break the cycle of relatively low pay. D. The large pay gap for Hispanic workers partly reflects their concentration in several high- paying occupations.

Why does the inclusion of women on corporate boards improve company performance? A. Alternative courses of action are more realistically considered. B. Women bring different life experiences to discussions. C. Women are more likely to raise multiple stakeholder concerns. D. All of the above.

The term "Glass walls" refers to: A. Fewer opportunities for direct upward advancement. B. Fewer opportunities to move sideways into jobs that lead to the top. C. Reliance on word of mouth by recruiters for top positions — "the old boys' network" from which women are excluded.

Recently released workplace statistics for high tech companies reveal: A. A majority of their workers are white or Asian. B. Women are more likely to be in technical roles.

Among minority-owned firms in the mid-2010s, the most numerous were those owned by: A. Asians. B. African-Americans. C. Hispanics. D. Native Americans.

Which of the following government rules on equal treatment of employees does not apply to businesses? A. Discrimination on the basis of race, color, religion, sex, national origin, disability or age is prohibited in all employment practices. B. Government contractors must have written positive affirmative action plans to overcome the past and present effects of discrimination in their work force. C. Women and men must receive equal pay for performing equal work. D. Affirmative action plans must be permanent.

Executive Order 11246, established in 1965, mandates: A. Affirmative action for all government employees. B. Affirmative action for all federal contractors and subcontractors. C. Equal pay for equal work for all federal contractors and subcontractors. D. Family and medical leave for all federal employees for illness, or the birth of a child.

Which law eliminated certain time restrictions for filing pay discrimination lawsuits? A. Lilly Ledbetter Fair Pay Act of 2009. B. Family and Medical Leave Act of 1993. C. Equal Opportunity Employment Act of 1972.

Which of the following is an argument against affirmative action? A. It costs American businesses too much money. B. There are no mechanisms in place to verify that it is actually taking place. C. It is inconsistent with the principles of fairness and equality. D. It violates individuals' basic human rights.

Sexual harassment applies to: A. Only men who are being harassed. B. Only women who are being harassed. C. Either men or women who are being harassed.

Racial harassment is illegal under: A. Title VII of the Civil Rights Act. B. The Third Amendment to the Constitution. C. The Equal Pay Act.

Which of these statements is (are) true regarding sexual harassment? A. Most sexual harassment incidents target women. B. Sexual harassment is illegal in the United States. C. The United States Equal Employment Opportunity Commission is empowered to sue on behalf of victims. D. All of the above.

Companies can combat sexual and racial harassment—and protect themselves from expensive lawsuits—by: A. Developing a zero-tolerance policy on harassment and communicate it clearly to employees. B. Establishing a complaint procedure and act quickly to resolve any problems. C. Bribing employees with money to avoid a lawsuit. D. Both A and B, but not C.

Which of the following is not a benefit of managing diversity and inclusion effectively? A. These businesses get tax breaks from the federal government. B. These businesses can often more effectively serve customers. C. These businesses are better able to attract and retain workers from a variety of backgrounds.

According to a Forbes study, what percentage of executives agreed that diversity encourages innovation? A. 10 percent. B. 50 percent. C. 68 percent. D. 85 percent.

Why does a diverse and inclusive workforce benefit a firm supporting a global market? A. A variety of language skills serves the global customer base well. B. Cultural insensitivity helps to retain customers. C. Understanding differences across markets restricts innovation.

How do effective diversity and inclusion programs typically impact a firm's reputation? A. The reputation is damaged. B. The reputation is not affected. C. The number of discrimination lawsuits increases. D. The number of discrimination lawsuits decreases.

Which of the following actions can a company take to effectively manage diversity and inclusion? A. Do not actively recruit ethnic minority workers. B. Set up a diversity council to monitor the company's goals. C. Fire existing workers and replace them with ethnically diverse workers.

A company can increase diversity and inclusion in the workforce by: A. Accommodating family needs outside of work. B. Moving all operations overseas. C. Hiring only foreign-born managers.

Which of the following is (are) true about child care assistance in the workplace? A. It helps reduce employee absenteeism and tardiness. B. It aids in recruiting workers by making the company more attractive to parents. C. It helps retain talented employees. D. All of the above.

When a mother or father is granted time off when children are born or adopted and during the early months of a child's development, this is called: A. The parent track. B. Baby care. C. Parental leave.

Under the Family and Medical Leave Act (FMLA), passed in 1993: A. Companies that employ 100 or more people must grant unpaid, job protected leaves of up to 12 weeks to employees faced with serious family needs. B. Companies that employ 50 or more people must grant unpaid, job protected leaves of up to 36 weeks to employees faced with serious family needs. C. Companies that employ 50 or more people must grant unpaid, job protected leaves of up to 12 weeks to employees faced with serious family needs.

The current trend in the United States of firms' eliminating domestic partner benefits is largely due to: A. The legalization of same-sex marriage in 2015. B. The costs became prohibitive. C. State laws banned domestic partner insurance coverage.