chapter 2 -organizational behavior (T/F)
A person suffering from alcoholism is not classified as disabled according to the U.S. Equal Employment Opportunity Commission, as alcoholism is self-induced.
FALSE
According to the Americans with Disabilities Act, employers are under no obligation to make accommodations for individuals with physical or mental disabilities.
FALSE
Demographics mostly reflect deep-level rather than surface-level diversity.
FALSE
Diversity management refers to being unbiased by overlooking the differences between individuals in an organization.
FALSE
Federal law in the United States prohibits discrimination against employees based on sexual orientation.
FALSE
Flexible work schedules and telecommuting hamper efforts to increase diversity within organizations.
FALSE
Memory is not a component of intelligence and is considered as a separate faculty
FALSE
Older people are more likely to quit and change jobs than younger employees
FALSE
Perceptual speed is the ability to imagine how an object would look if its position in space were changed
FALSE
Recent U.S. legislation has instituted mandatory retirement at 70 in order to ensure that jobs are available for younger workers.
FALSE
Targeting recruiting messages to specific demographic groups underrepresented in the workforce is an example of unfair discrimination.
FALSE
The U.S. Bureau of the Census does not allow for classification of individuals by race.
FALSE
The less complex a job in terms of information-processing demands, the more general intelligence and verbal abilities will be necessary to perform successfully.
FALSE
There has been a significant decrease in the female participation in the workforce over the past 40 years
FALSE
There is a strong correlation between intelligence and job satisfaction.
FALSE
Two colleagues who bond over similarities of growing up in a French-speaking locality can be said to have deep-level similarities rather than surface-level similarities
FALSE
Unfair discrimination involves noticing and being aware of individual characteristics among people in a group.
FALSE
Using mental-ability tests for promotion leads to unfavorable outcomes for racial and ethnic groups and hampers efforts toward diversity management.
FALSE
A diversity program effective in improving representation in management is a strategy to measure the representation of minorities in managerial positions.
TRUE
A method of enhancing workforce diversity is to target recruiting messages to specific demographic groups who are underrepresented in the workforce.
TRUE
Denying overseas assignments to certain deserving employees over others is a form of exclusion, a kind of workplace discrimination.
TRUE
Differences in easily perceived characteristics, such as gender, race, ethnicity, age, or disability, give rise to surface-level diversity
TRUE
Effective diversity management involves eliminating unfair discrimination.
TRUE
Hispanics can be of any race
TRUE
Improving recruiting practices and making selection systems more transparent are ways of preventing target groups from being under-utilized.
TRUE
In general, older employees have lower rates of avoidable absence than do younger employees. However, they have equal rates of unavoidable absence, such as sickness absences
TRUE
Inductive reasoning is the ability to identify a logical sequence in a problem and then solve the problem.
TRUE
Over the past 50 years the earnings gap between Whites and other racial and ethnic groups has decreased significantly.
TRUE
Physical abilities may be defined as the capacity to do tasks that demand stamina, dexterity, strength, and similar characteristics.
TRUE
The structures and measures of intellectual abilities generalize across cultures.
TRUE
Women being passed over for promotion even when they are performing better than men is an example of a discriminatory practice.
TRUE