Chapter 9 & 10 Practice Quiz
Men working in female-dominated positions a. are more highly qualified than women working in such positions. b. are more likely to be promoted into management than women working in such positions. c. are likely to experience discrimination because they are not in an appropriate type of job. d. are often constrained by glass walls.
are more likely to be promoted into management than women working in such positions.
Which of the following is true of grandparents caring for grandchildren? Grandparents caring for grandchildren have access to "parental" assistance that is equal or very similar to the assistance parents typically receive. Fewer grandparents are caring for grandchildren now than in 2000. Almost 40% of grandparents caring for grandchildren have been caring for them for more than 5 years. Grandparents usually have the same access to help from their employers as do parents.
Almost 40% of grandparents caring for grandchildren have been caring for them for more than 5 years.
Employers may find unintended positive outcomes result from efforts to remove discriminatory barriers to employment. T or F?
T
Grandparents caring for their grandchildren experience work and family concerns that may be more difficult than those experienced by parents. T or F?
T
In occupational choices, women who deviate from occupations viewed as gender appropriate have the opportunity to earn higher wages. T or F?
T
Which of the following is not true of the Pregnancy Discrimination Act? Women who are temporarily unable to perform their jobs must be treated the same as any other employee with a temporary disability. Women who are pregnant must be allowed to continue working as long as they are able to perform their jobs. Co-pays for pregnancy must be the same as those provided for other medical conditions. The Pregnancy Discrimination Act requires employers to provide medical benefits for pregnancy and related conditions.
The Pregnancy Discrimination Act requires employers to provide medical benefits for pregnancy and related conditions.
Which of the following is not true of sexual harassment? Sexual harassment is a common phenomenon for working women around the world. Women who are harassed tend to be younger, married, and in higher-status jobs than women who are not harassed. Sexual harassment is related to greater conflict and lower productivity in work teams. Harassment targets experience various negative physical and psychological outcomes.
Women who are harassed tend to be younger, married, and in higher-status jobs than women who are not harassed.
Glass walls a. can be easily broken and with the elimination of those barriers, people can get ahead. b. enable peoples talents and success to be seen by those on the other side. c. are similar to the glass ceiling in that they restrict movement of certain groups. d. provide transparency and enable people to see how they can get ahead.
are similar to the glass ceiling in that they restrict movement of certain groups.
On average, working mothers experience an 11% wage penalty per child. T or F?
F
About half of employees are not covered by the FMLA. T or F?
T
After 12 years of working in a female-dominated position, 44% of White men will have been promoted into management. T or F?
T
Compared with women with less education, women with higher education are more likely to be in the workforce even if they have very young children. T or F?
T
Compared with women, men are more likely to have access to flexible schedules. T or F?
T
In the U.S., women comprise about half of the workforce, but occupy only 4% of the highest earning positions. T or F?
T
Men are about 15% of sexual harassment targets. T or F?
T
Men who become fathers increase their time at work. T or F?
T
More households are headed by single women than there are married couple families with an employed husband and an unemployed wife. T or F?
T
Never married, childless women have higher rates of promotion than any other group. T or F?
T
Part-time work is associated with fewer job rewards and shorter career ladders. T or F?
T
Which of the following is true of the Pregnancy Discrimination Act? The legislation prevents any discriminatory favoritism toward those who are pregnant. Since passage of the act, employers require all pregnant women to take leaves of absence rather than requiring some to take leave but not others. Nearly 50% of the cases filed with the EEOC under Pregnancy Discrimination Act were resolved with merit. Men's covered wives or partners are also provided protection under the act.
Men's covered wives or partners are also provided protection under the act.
Which of the following has been found of people who take leaves of absence? Those who take leaves of absence subsequently receive higher salary increases, due to perceptions they now have families for whom to provide. People who take leaves are less likely to be promoted and receive lower salary increases after taking a leave. People who take leaves of absence are more likely to be promoted later, as many leaves of absence are educational in nature. Leaves of absence are taken only by men since women cannot afford to stop working when they have children.
People who take leaves are less likely to be promoted and receive lower salary increases after taking a leave.
During a conversation about a promotion, Tom's supervisor, Mary, tells him that if he will meet her at a motel nearby for a sexual liaison, he will get the bonus he has been waiting for. Which of the following best describes this situation? a. A hostile work environment. b. Employee favoritism. c. Probably a harmless joke, since women rarely perpetrate harassment. d. Quid pro quo sexual harassment.
Quid pro quo sexual harassment.
Gender role socialization a. is the process by which social institutions shape expectations of acceptable behaviors for men and women. b. makes anti-discrimination and equal pay legislation more effective. c. results in men preparing for non-traditional jobs for men. d. is a process by which both genders can socialize with each other regardless of their roles.
a. is the process by which social institutions shape expectations of acceptable behaviors for men and women.
In terms of sexual harassment, a. most of the men who are harassed are harassed by other men, rather than by women. b. having women managers reduces hostile environment harassment but not quid pro quo harassment. c. women are 85% of harassment targets and perpetrators in about 25% of cases. d. people who claim to have been harassed are actually bragging.
a. most of the men who are harassed are harassed by other men, rather than by women.
Research shows that pregnant women are more likely to take earlier leaves related to childbirth when their company has family-supportive policies. are equally likely to experience hostility when applying for feminine-type jobs and for masculine-type jobs are more likely to be committed to their organization when their organization has family-supportive policies. are more likely to experience hostility when applying for feminine-type jobs compared to masculine-type jobs.
are more likely to be committed to their organization when their organization has family-supportive policies.
The glass elevator is the rapid advancement of men working in female-dominated occupations into management, particularly men of color. T or F?
F
Which of the following is true regarding sex-based pay inequity? The male/female wage gap is due solely to women's choices of occupations. In the U.S., it takes over 5 more months of working for women to earn what men earned the previous year. Because pay inequity is experienced by females, males do not experience negative consequences as a result of such inequity. The male/female wage gap exists in countries all over the world.
The male/female wage gap exists in countries all over the world.
Which of the following is true of the relationship between sex segregation and wages? a. Because they are few in number, women in male-dominated jobs earn more than men in male-dominated jobs (e.g., supply and demand premium). b. Men working in female-dominated jobs earn less than women working in female-dominated jobs because they are viewed as being untrustworthy. c. Women working in male-dominated jobs earn less than women who work in female-dominated jobs. d. On average, male nurses earn more than female nurses.
On average, male nurses earn more than female nurses.
In 2010 the Department of Labor changed some aspects of the FMLA (Family and Medical Leave Act) that include clarifying the definition of son and daughter to mean a legal relationship. restricting coverage of the law to federal government employees with management positions. clarifying the definition of son and daughter to mean a biological relationship. broadening the description of who could be considered a son or daughter to include same-sex families with children.
broadening the description of who could be considered a son or daughter to include same-sex families with children.
In 2010 the Department of Labor changed some aspects of the FMLA (Family and Medical Leave Act) that include restricting coverage of the law to federal government employees with management positions. clarifying the definition of son and daughter to mean a biological relationship. broadening the description of who could be considered a son or daughter to include same-sex families with children. clarifying the definition of son and daughter to mean a legal relationship.
broadening the description of who could be considered a son or daughter to include same-sex families with children.
In a sex discrimination lawsuit settled in 2010, Walmart agreed to pay nearly $12 million. The EEOC alleged that Walmart did all of the following except: a. Used gender stereotype in hiring. b. Hired males for warehouse positions, but denied jobs to equally or more qualified female applicants. c. Told applicants that order-filling positions were more suitable for women. d. Engaged in systematic discrimination against women for certain positions.
c. Told applicants that order-filling positions were more suitable for women.
Height and weight requirements for employment are generally legitimate for male-dominated jobs. are illegal, even if they are related to successful job performance and no other nondiscriminatory measure is feasible. can result in unintended negative outcomes, such as removing discriminatory barriers to employment. can discriminate against most women and some men of Asian, American Indian, or Latino descent.
can discriminate against most women and some men of Asian, American Indian, or Latino descent.
Which of the following is not true of women of color? a. They occupy the lowest status, lowest paid jobs. b. They are subject to multiple disadvantages from race and gender stereotypes, discrimination, and segregation. c. They are likely to work in female-dominated jobs. d. They experience sexual harassment based on both race and sex from managers, but not from peers.
d. They experience sexual harassment based on both race and sex from managers, but not from peers.
Regarding education levels, higher education results in similarly higher earnings for men and women. for younger adults, women are more likely to have a bachelor's degree than men. in all age ranges, and across racial and ethnic groups, men have higher education levels than women. younger women are not as likely to have a bachelor's degree as men but they do tend to earn more.
for younger adults, women are more likely to have a bachelor's degree than men.
Regarding relationships among society, organizations, and families, social policies regarding parental leave affect individual families. organizational actions, such as devaluing "women's jobs" do not impact the balance of power in marriages. exclusions in the FMLA have almost no effect on relationships and distributions of care-giving in families. such relationships (to the extent they exist) are impossible to observe and measure.
social policies regarding parental leave affect individual families.
Regarding relationships among society, organizations, and families, such relationships (to the extent they exist) are impossible to observe and measure. exclusions in the FMLA have almost no effect on relationships and distributions of care-giving in families. social policies regarding parental leave affect individual families. organizational actions, such as devaluing "women's jobs" do not impact the balance of power in marriages.
social policies regarding parental leave affect individual families.
In Ann Hopkins v. Price-Waterhouse, a. Hopkins was disciplined for wearing clothes that were too feminine and too much make-up in an accounting firm. b. Hopkins was promoted, but sued when she was given a lower salary increase than her male counterparts. c. the U.S. Supreme Court clarified the illegality of using compliance with gender roles in job decisions. d. Hopkins was not promoted because she billed fewer hours (e.g., earned less revenue) than her male counterparts.
the U.S. Supreme Court clarified the illegality of using compliance with gender roles in job decisions.
Regarding sexual harassment, a. formal charges, but not informal complaints, should be promptly investigated. b. men and women view sexual behaviors at work similarly. c. regular training is expensive and not very effective in increasing understanding of what constitutes harassment. d. the best prescription for sexual harassment may be one of prevention, rather than remediation after harassment has occurred.
the best prescription for sexual harassment may be one of prevention, rather than remediation after harassment has occurred.
In comparing earnings for men and women, researchers have found that male managers, but not female managers, perceive women as less promotable than men due to having greater work/family life conflict than men. male and female managers perceive women as less promotable than men due to having greater work/family life conflict than men. differences in earnings and promotions do not reflect behaviors of men and women at work. male managers, but not female managers, perceive women as poorer performers who fit their jobs less well.
male and female managers perceive women as less promotable than men due to having greater work/family life conflict than men.
While nearly 90% of men usually work full time, 60% of women usually work full time. T or F?
F
Women working full-time are nearly two times more likely as men working full-time to be primary care givers to elderly relatives. T or F?
F
Women working full-time, earn less than 70 cents to the dollar earned by men working full-time year-round. T or F?
F
Which of the following is true of the Equal Pay Act of 1963? The Equal Pay Act has been successful in reducing wage differences between Whites and minorities. The Equal Pay Act has reduced the male/female wage gap to about 10%. The Equal Pay Act has been replaced by the Lilly Ledbetter Fair Pay Act. The success of the Equal Pay Act has been limited by sex segregation.
The success of the Equal Pay Act has been limited by sex segregation.
Regarding gender and poverty, a. women's greater amount of part-time work positively affects them during their work lives and during their older years. b. women's lower participation in the workforce can negatively affect them during their younger and older years. c. around the world, most women are now earning more than men and have become less likely to live in poverty than men. d. Any relationship between the two is either coincidental or fictional.
b. women's lower participation in the workforce can negatively affect them during their younger and older years.
In 2010 the Department of Labor changed some aspects of the FMLA (Family and Medical Leave Act) that include broadening the description of who could be considered a son or daughter to include same-sex families with children. restricting coverage of the law to federal government employees with management positions. clarifying the definition of son and daughter to mean a legal relationship. clarifying the definition of son and daughter to mean a biological relationship.
broadening the description of who could be considered a son or daughter to include same-sex families with children.
When comparing male-dominated and female-dominated positions in the same fields, a. those positions often require similar skills, interests, abilities, and work time commitments. b. laws often prevent men from entering the female-dominated fields so as to protect jobs held by women. c. because they are off in the summer, elementary school teachers spend considerably less time teaching than university professors. d. There is no longer any such thing as a male-dominated position.
those positions often require similar skills, interests, abilities, and work time commitments.
Research suggests that heterosexual mothers are viewed as being more competent than lesbian mothers. T or F?
F
The FMLA has few obvious inadequacies. T or F?
F
The gap in earnings between women and men is even larger for younger women and men than older men and women. T or F?
F
Which of the following is true of grandparents caring for grandchildren? Grandparents caring for grandchildren have access to "parental" assistance that is equal or very similar to the assistance parents typically receive. Almost 40% of grandparents caring for grandchildren have been caring for them for more than 5 years. Fewer grandparents are caring for grandchildren now than in 2000. Grandparents usually have the same access to help from their employers as do parents.
Almost 40% of grandparents caring for grandchildren have been caring for them for more than 5 years.
Which of the following are important considerations for employers when developing schedules for single employees? a. Only those who are married make use of flexible schedules and leaves. b. Avoid asking single employees to perform duties that would not be expected of employees with family needs. c. Even when given flexible scheduling choices, single employees have no greater willingness to provide extra help when needed. d. It is best to have a standard work schedule for everyone since flexible schedules create management problems.
Avoid asking single employees to perform duties that would not be expected of employees with family needs.
As a double minority, women of color are likely to have more employment advantages than non-Hispanic White women. T or F?
F
Disparate impact on the basis of sex occurs when an applicant or employee is intentionally treated differently because of sex. T or F?
F
In many countries, women comprise less than half of the population and about half of the workforce. T or F?
F
In the past few years, the number of women working as CEOs in Fortune 500 positions has reached almost 50. T or F?
F
Most women are physically unable to perform jobs such as police officer and firefighter. T or F?
F
Nearly 25% of all grandparents care for their grandchildren for at least 6 months. T or F?
F
Quid pro quo harassment includes such things as jokes and photographs. T or F?
F
Which of the following is true of the relationships between sex, marital status, and children discussed in the text? Married women are more likely to be promoted than single women. Having pre-school aged children is associated with higher rates of promotion for men. Married men are less likely to be promoted than single men. Having pre-school aged children is associated with higher rates of promotion for women.
Having pre-school aged children is associated with higher rates of promotion for men.
Which of the following is true of the family policies in the U.S. and some countries discussed in the text? The FMLA provides up to 6 months of unpaid leave, while leave in Europe is limited to 3 months. Many countries other than the U.S. provide government subsidized or funded childcare for younger children, much like public schools do in the U.S for older children. The FMLA covers all workers, while policies in Europe are limited to the highest wage earners. In the U.S., most states offer paid leave for family emergencies.
Many countries other than the U.S. provide government subsidized or funded childcare for younger children, much like public schools do in the U.S for older children.
Which of the following has been found of people who take leaves of absence? Those who take leaves of absence subsequently receive higher salary increases, due to perceptions they now have families for whom to provide. Leaves of absence are taken only by men since women cannot afford to stop working when they have children. People who take leaves of absence are more likely to be promoted later, as many leaves of absence are educational in nature. People who take leaves are less likely to be promoted and receive lower salary increases after taking a leave.
People who take leaves are less likely to be promoted and receive lower salary increases after taking a leave.
Referrals from coworkers are often pre-screened based on gender. T or F?
T
Research results suggest that pregnant women who work for family-supportive organizations plan to return to work sooner after childbirth and are more committed to their organizations. T or F?
T
The great majority of women in the U.S. are employed in a small number of occupational groups, referred to as "crowding". T or F?
T
The proportion of the family income contributed by wives is directly related to the amount of housework performed by husbands. T or F?
T
The role of "choice" in jobs occupied by men and women constrains the Equal Pay Act and other laws against pay discrimination. T or F?
T
When considering the need to take unpaid family leave for a heterosexual couple, gender differences in earnings may result in the woman taking the leave. T or F?
T
With the Lilly Ledbetter Fair Pay Act, women who are unaware of pay discrimination are less likely to run out of time to file a claim once they find out about it. T or F?
T
Women and men can deviate from gender norms, but are penalized by society and organizations when they do so. T or F?
T
Worldwide, women are more likely to live in poverty than men. T or F?
T
Which of the following is not true regarding White women and women of color in the workforce? The earnings of White women with a bachelor's degree are higher than similarly educated Black and Hispanic women. White women have higher workforce participation rates than some women of color, but not others. At a societal level, women of color occupy the lowest-paid, lowest-status jobs of any group. The combination of race and sex creates advantages for women of color, thus they have benefited more from affirmative action programs than White women.
The combination of race and sex creates advantages for women of color, thus they have benefited more from affirmative action programs than White women.
The population distribution by sex a. indicates that slightly more of the population is female than male. b. indicates that between prime working years (ages 25 to 64) there are 500,000 more men than women. c. indicates that the ratio of women to men declines with age. d. should encourage employers to exclude women because there are more of them (e.g., supply and demand).
indicates that slightly more of the population is female than male.
The glass ceiling is an invisible barrier that prevents certain groups from progressing beyond certain levels in organizations. can be largely explained by women's lack of desire to advance. begins close to the top of organizations, since women are well-represented in mid-and upper-level management. is a problem in the U.S., but not in many other nations.
is an invisible barrier that prevents certain groups from progressing beyond certain levels in organizations.
Flexible scheduling increases stress in dealing with work and family issues. is available to the majority of workers in the U.S. is more likely to be available to women than men. is associated with lower turnover.
is associated with lower turnover.
Flexible scheduling is associated with lower turnover. increases stress in dealing with work and family issues. is more likely to be available to women than men. is available to the majority of workers in the U.S.
is associated with lower turnover.
Elder care is often combined with child care, creating the "sandwich generation" of care providers. is of little consequence in today's workers' lives. is more likely to be performed by working men than working women. is less of a problem now than in the past, due to assisted living and nursing home facilities.
is often combined with child care, creating the "sandwich generation" of care providers.
In comparing earnings for men and women, researchers have found that male managers, but not female managers, perceive women as less promotable than men due to having greater work/family life conflict than men. differences in earnings and promotions do not reflect behaviors of men and women at work. male managers, but not female managers, perceive women as poorer performers who fit their jobs less well. male and female managers perceive women as less promotable than men due to having greater work/family life conflict than men.
male and female managers perceive women as less promotable than men due to having greater work/family life conflict than men.