MGT301 - Chapter 5

True or false: A job group analysis in an organization must include the percentage of men and majority-group members employed in each job group.

False

True or false: When minority employees experience micro-aggression from majority employees in a workplace on a continuing basis, it sends across a very strong message of inclusion and friendliness over time.

False

True or false: According to the Code of Federal Regulations (C.F.R.) part 60-2, an affirmative action plan should be considered an integral part of the way a corporation conducts its business.

True

True or false: Availability is important to establish a benchmark against which the demographic composition of a contractor's employees can be compared to determine whether barriers to equal employment opportunity may exist within particular job groups.

True

True or false: In the case of Wygant v. Jackson Board of Education, the U.S. Supreme Court stated that the acceptance of voluntary affirmative action in private employment also applied to public employment.

True

True or false: Training, hiring, and other attempts to bring into the workplace groups that have historically been left out of the employment process are actions an employer can take to include those who are historically underrepresented in the workplace.

True

The _____ prohibits discrimination on the basis of race, color, gender, religion, and national origin in employment, education, receipt of federal funds, and public accommodations. a. Civil Rights Act of 1964 b. Jim Crow Laws c. Thirteenth Amendment d. Black Codes

a. Civil Rights Act of 1964

_____ refers to evaluation of mid- and senior-level employee advancement for artificial barriers to advancement. a. Corporate management compliance evaluation b. Trait-focused performance appraisal c. Job group analysis d. Top-down evaluation

a. Corporate management compliance evaluation

Identify the true statements about Executive Order 11246 with reference to affirmative action. (Check all that apply.) a. It is a presidential executive order and thus could legally be taken away by a sitting president. b. Federal contractors were excluded from the affirmative action mandates imposed by Executive Order 11246. c. Affirmative action stems from a requirement imposed by Executive Order 11246 and its amendments. d. Executive Order 11246 applies only to defense contracts and was issued to combat discrimination during World War II.

a. It is a presidential executive order and thus could legally be taken away by a sitting president. c. Affirmative action stems from a requirement imposed by Executive Order 11246 and its amendments.

Which of the following must be agreed to by the contractors performing a contract under Section 202 of Executive Order 11246. (Check all that apply.) a. The contractor will take affirmative action to ensure that the applicant or employee is employed without regard to race. b. The contractor having a contract containing the provisions prescribed in Section 202 shall file Compliance Reports with the Secretary of Labor. c. The contractor will not discriminate against any applicant for employment because of color, religion, race, or national origin. d. The contractor may direct that any bidder submit a statement in writing that their policies do not discriminate on the grounds of race.

a. The contractor will take affirmative action to ensure that the applicant or employee is employed without regard to race. c. The contractor will not discriminate against any applicant for employment because of color, religion, race, or national origin.

Why did the U.S. Supreme Court accept the employer's voluntary affirmative action plan in the case of Johnson v. Transportation Agency, Santa Clara County, California? (Check all that apply.) a. The plan did not unnecessarily trammel male employees' rights. b. The plan was for purposes of maintaining, not attaining, a balanced workforce. c. The plan highly intruded into the legitimate, settled expectations of other employees. d. The plan unsettled no legitimate, firmly rooted expectation of employees.

a. The plan did not unnecessarily trammel male employees' rights. d. The plan unsettled no legitimate, firmly rooted expectation of employees.

Identify the true statements about the aspects of an affirmative action plan. (Check all that apply.) a. The quantitative part of the plan examines the contractor's workplace to get a picture of the existing minority representation. b. It has quantitative aspects, but lacks qualitative features. c. The quantitative aspect of the plan focuses on the majority representation in a workplace, while the qualitative aspect focuses on minority representation. d. The qualitative aspect of the plan sets out a course of action for how to address any underrepresentation or underutilization.

a. The quantitative part of the plan examines the contractor's workplace to get a picture of the existing minority representation. d. The qualitative aspect of the plan sets out a course of action for how to address any underrepresentation or underutilization.

Identify the measures federal contractors must take to withstand an Office of Federal Contract Compliance Program (OFCCP) audit. (Check all that apply.) a. They must expand employment opportunities. b. They must hire majorities on the basis of a quota system. c. They must show that they have made good-faith efforts to remove any identified barriers to equal employment opportunity. d. They must hire minorities or women even if they are not qualified for the job at hand.

a. They must expand employment opportunities. c. They must show that they have made good-faith efforts to remove any identified barriers to equal employment opportunity.

_____ means being sensitive to and appreciative of differences among groups outside the mainstream and using those differences, coupled with basic human similarities, as a positive force to increase productivity and efficiency and to avoid liability for discrimination. a. Valuing diversity b. Exclusion c. Reverse discrimination d. Affirmative action

a. Valuing diversity

The percentage of women and/or minorities to be hired to correct underrepresentation in a federal contractor's organization, based on their availability in the geographic area, is referred to as a(n) _____. a. placement goal b. organizational profile c. organizational pattern d. prime rate

a. placement goal

According to the Jobs for Veterans Act of 2002, any contract in the amount of _____ or more entered into by any department or agency of the United States for the procurement of personal property and nonpersonal services for the United States shall contain a provision requiring that the party contracting with the United States take affirmative action to employ and advance in employment qualified covered veterans. a. $25,000 b. $100,000 c. $50,000 d. $350,000

b. $100,000

Identify the scenarios that exhibit microaggression in a workplace. (Check all that apply.) a. Sam is refused a promotion under the reason that his communication skills do not meet the required expectations to deal with clients. b. Delia, being the only woman in her team, finds out that her teammates often go out for drinks and lunch without inviting her. c. Mila is refused her employee performance bonus for being unable to reach her target sales figures. d. DeShawn's ideas are often rejected by his white male colleagues, but the same ideas are welcomed when they came from someone in the majority.

b. Delia, being the only woman in her team, finds out that her teammates often go out for drinks and lunch without inviting her. d. DeShawn's ideas are often rejected by his white male colleagues, but the same ideas are welcomed when they came from someone in the majority.

The idea of diversity and inclusion in workplaces received formal recognition in the _____. a. Department of Defense Reorganization Act of 1958 b. Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010 c. Help America Vote Act of 2002 d. National Banking Act of 1863

b. Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010

Identify the actions that employers take to value diversity and ensure to, once employees are hired, maximize the opportunity. (Check all that apply.) a. Providing technical training to all employees b. Including diverse actors in advertising and commercials c. Organizing interest-free loans for minority employees d. Organizing workplace affinity groups for minority employees

b. Including diverse actors in advertising and commercials d. Organizing workplace affinity groups for minority employees

Identify the true statements about affirmative action. (Check all that apply.) a. It is used to hire those who are unqualified for their jobs. b. It prevents the vestiges of discrimination from reflecting in employment practices. c. It involves employers bringing minorities into a workplace from which it has been determined that they are excluded. d. It is unnecessary in the absence of discrimination as workplaces would automatically reflect the available workforce.

b. It prevents the vestiges of discrimination from reflecting in employment practices. c. It involves employers bringing minorities into a workplace from which it has been determined that they are excluded.

The _____ may perform audits of federal contractors to determine if they are complying with the regulations and providing equal employment opportunity. a. Office of Inspector General (OIG) b. Office of Federal Contract Compliance Programs (OFCCP) c. Veterans' Employment and Training Service (VETS) d. Office of Labor-Management Standards (OLMS)

b. Office of Federal Contract Compliance Programs (OFCCP)

Identify the true statements about racism in U.S. history. (Check all that apply.) a. The Thirteenth Amendment to the Constitution led to the fall of the Ku Klux Klan (KKK). b. The Jim Crow laws kept blacks in very much the same position they had been in during slavery. c. The prohibition of public school segregation on the basis of race was widely accepted with little resistance. d. Shortly after the Thirteenth Amendment to the Constitution, Slave Codes were replaced by Black Codes.

b. The Jim Crow laws kept blacks in very much the same position they had been in during slavery. d. Shortly after the Thirteenth Amendment to the Constitution, Slave Codes were replaced by Black Codes.

Which of the following factors may be used in determining availability, separately for minorities and women for each job group, in a contractor's organization? a. The percentage of minorities or women among those who are not promotable, transferable, and trainable within the organization b. The percentage of minorities or women with requisite skills in the reasonable recruitment area c. The percentage of minorities or women unqualified or unsuitable in the reasonable recruiting area d. The percentage of minorities or women among those promotable, transferable, and trainable outside the organization

b. The percentage of minorities or women with requisite skills in the reasonable recruitment area

As a penalty for noncompliance with Executive Order (E.O) 11246, the secretary of labor can recommend to the Department of Justice that proceedings against a federal contractor be instituted under _____ of the Civil Rights Act. a. Title IX b. Title VII c. Title VIII d. Title X

b. Title VII

_____ refers to the situation where there are significantly fewer minorities or women in the workplace than relevant statistics indicate are available. a. Debarment b. Underutilization c. Misrepresentation d. Job group analysis

b. Underutilization

Identify a situation in which a federal contractor is debarred from further participation in government contracts by Executive Order (E.O.) 11246. a. When the contractor promptly remedies underrepresentations of women and minorities in his or her workplace b. When the contractor refuses to remedy underrepresentations of women and minorities in his or her workplace c. When the contractor refuses to remedy underrepresentations of whites and males in his or her workplace d. When the contractor remedies the financial loss in his or her workplace

b. When the contractor refuses to remedy underrepresentations of women and minorities in his or her workplace

A government contractor's plan containing placement goals for inclusion of women, minorities, veterans and disabled individuals in the workplace, and timetables for accomplishing the goals is known as a(n) _____ plan. a. free employment b. affirmative action c. forced labor d. federal contractor's

b. affirmative action

Diversity, equity, and inclusion (DEI) is aimed at realizing the competitive advantage and business opportunity created by a workplace geared to _____. a. minimize creativity b. attract the best talent c. encourage microaggression d. regulate taxes better

b. attract the best talent

A(n) _____ shows staffing patterns within a workplace, showing each of the organizational units; their relationship to one another; and the gender, race, and ethnic composition of each unit. a. qualitative profile b. availability analysis c. organizational profile d. job group analysis

c. organizational profile

Employers generally engage in voluntary affirmative action as a proactive measure to _____. a. reserve certain positions in a company for minorities before deciding that there is an underrepresentation of minorities in the workplace b. avoid discrimination claims after making a determination that there is an underrepresentation of minorities and women in the workplace c. follow a quota system where employees are given preferential treatment during the hiring process d. allow the minorities to replace white males in an organization if the ratio is skewed toward the majority

b. avoid discrimination claims after making a determination that there is an underrepresentation of minorities and women in the workplace

Affirmative action ordered by a court as a remedy for discrimination found by the court to have occurred, rather than affirmative action arising from Executive Order 11246, is known as _____. a. reverse discrimination b. judicial affirmative action c. involuntary affirmative action d. voluntary affirmative action

b. judicial affirmative action

Reverse discrimination accounts for about _____ of the charges filed with the Equal Employment Opportunity Commission (EEOC), and most of those claims result in no-cause findings. a. 10 percent b. 30 percent c. 3 percent d. 15 percent

c. 3 percent

_____ involves the intentional inclusion of qualified women and minorities in the workplace by employers to redress previous exclusion and/or to address existing discrimination. a. Equal employment b. Racial inclusion c. Affirmative action d. Negative discrimination

c. Affirmative action

Section 342 of the _____ required the establishment of an Office of Minority and Women Inclusion in each of the five agencies responsible for enforcement under the statute within six months of the law's enactment. a. Department of Defense Reorganization Act of 1958 b. Help America Vote Act of 2002 c. Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010 d. National Banking Act of 1863

c. Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010

Identify a true statement about valuing diversity in a workplace. a. It helps employees better understand the hierarchy of their organization. b. It helps employees pursue technical training. c. It helps employees learn to better deal with differences in the workplace. d. It helps employees ask for fair wages.

c. It helps employees learn to better deal with differences in the workplace.

Which of the following statements about corporate management compliance evaluations is correct? a. It is harder for women and minorities to enter a business at the entry level than to progress up once there. b. It gives little attention to those components of the employment process that affect advancement into the upper-level positions. c. It is designed to combat the glass ceiling in employee advancement. d. It focuses on only company policies that work as barriers against the advancement of minorities as employees.

c. It is designed to combat the glass ceiling in employee advancement.

In the context of Executive Order (E.O.) 11246, what is the function of the Office of Federal Contract Compliance Programs (OFCCP)? a. It issues directives directly from the president about the executive order. b. It is responsible for communicating and interacting with various interest groups. c. It issues extensive regulations implementing the executive order. d. It is responsible for providing senators with objective economic analysis.

c. It issues extensive regulations implementing the executive order.

Which of the following actions could be considered microaggression by majority employees toward minority employees in a workplace? a. Not allowing minority employees to file claims with the Equal Employment Opportunity Commission (EEOC) b. Giving minority employees obvious signs of respect one routinely expects in a workplace c. Not making eye contact with minority employees d. Not giving minority employees wages for their work

c. Not making eye contact with minority employees

Executive Order (E.O.) 11246 is enforced by the _____. a. Office of National Drug Control Policy (ONDCP) b. Office of Management and Budget (OMB) c. Office of Federal Contract Compliance (OFCCP) d. Office of Public Engagement (OPE)

c. Office of Federal Contract Compliance (OFCCP)

Identify a true statement about placement goals established by a federal contractor. a. They are inflexible and rigid rules that are used to create equal employment opportunity. b. They are designed to regulate the use of a quota system. c. They are designed to measure progress toward achieving equal employment opportunity. d. They ensure that employers hire a minority applicant even if he or she is not qualified.

c. They are designed to measure progress toward achieving equal employment opportunity.

Which of the following statements about organizational profiles is correct? a. They are required of all employers who have over fifty employees. b. They only apply to aid in racial inequalities, but do not concern gender inequalities. c. They are one method contractors use to determine whether barriers to equal employment opportunity exist in their organization. d. They are monitored by the U.S. Census Bureau.

c. They are one method contractors use to determine whether barriers to equal employment opportunity exist in their organization.

John, the chief executive officer (CEO) of a firm, wants to promote a culture that values diversity in his firm. To achieve this goal, which of the following actions should John take? a. Closely monitor the productivity of all sales executives b. Encourage noninclusion and hostility among his employees as part of promoting micro-aggression c. Tie performance reviews of managers to their measurable support for diversity and inclusion d. Promote affinity groups solely for all managerial employees

c. Tie performance reviews of managers to their measurable support for diversity and inclusion

The term used to indicate minorities and women in a geographic area who are qualified for a particular position is called _____. a. underutilization b. heuristics c. availability d. underrepresentation

c. availability

Prohibiting a federal contractor from further participation in government contracts is referred to as _____. a. affiliating b. ceiling c. debarring d. demoting

c. debarring

A(n) _____ combines occupation titles in a contractor's workplace that have similar content, wage rates, and opportunities. a. organizational profile b. organizational chart c. job group analysis d. job description

c. job group analysis

The claim brought by a majority member who feels adversely affected by the use of an employer's affirmative action plan is known as _____. a. veteran discrimination b. voluntary affirmation action c. reverse discrimination d. judicial affirmation action

c. reverse discrimination

The _____ can impose a number of penalties on a federal contractor for noncompliance with Executive Order (E.O) 11246. a. secretary of state b. secretary of defense c. secretary of labor d. secretary of commerce

c. secretary of labor

An employer decides to institute an affirmative action plan on her or his own, regardless of whether the employer is required to do so under Executive Order (E.O.) 11246, and despite the fact that no one has brought a Title VII case. This is called _____. a. a discriminatory plan b. secondary affirmative action c. voluntary affirmative action d. free labor plan

c. voluntary affirmative action

The newest version of how to address the issue of making workplaces more inclusive for everyone is which of the following? a. Compliance evaluation b. Affirmative action c. Organizational profiling d. Diversity, equity, and inclusion

d. Diversity, equity, and inclusion

Which of the following actions can an employer take to include those historically underrepresented in the workplace? a. Recruitment without targeting underrepresented groups b. Hiring unqualified members of traditionally excluded groups for jobs requiring specific qualifications c. Removing qualified white males from jobs and offering them to African Americans or white women d. Expanded outreach to groups the employer has not generally made an effort to reach

d. Expanded outreach to groups the employer has not generally made an effort to reach

Which of the following are required not to discriminate against employees on the basis of race, color, religion, gender identity, veteran status, disabilities, or national origin by Executive Order 11246? a. Manufacturing plants b. Businesses hiring manual laborers c. Public schools d. Federal contractors

d. Federal contractors

In which of the following cases was a voluntary affirmative action plan based on gender approved? a. Brown v. The Board of Education b. Fisher v. University of Texas c. Regents of the University of California v. Bakke d. Johnson v. Transportation Agency, Santa Clara County, California

d. Johnson v. Transportation Agency, Santa Clara County, California

Which of the following terms describes a statement or action that is an indirect, subtle, or unintentional discrimination against a minority employee? a. A diversity plan b. Affirmative action c. Reverse discrimination d. Microaggression

d. Microaggression

The _____ allowed African Americans to vote for the first time since Reconstruction. a. Black Codes b. Civil Rights Act of 1964 c. Thirteenth Amendment d. Voting Rights Act of 1965

d. Voting Rights Act of 1965