HRM 510 Week 11 Final Exam – Strayer New
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Chapters 8 Through 19
CHAPTER 8AFFIRMATIVE
ACTION
Online Quiz Questions
MULTIPLE CHOICE QUESTIONS
1. Affirmative action is:
a. a
quota system for minorities to overcome past discrimination
b. illegal
c. legal
only if court ordered
d. none
of these
2. Executive Order 11246 requires:
a. compliance with all other Executive
Orders
b. inclusion of an anti-discrimination
clause in a contractor’s contract
c.
that publicly-traded companies
hire women and persons of color
d. none of these
3. If the parties to a discrimination suit agree to settle,
they may enter into:
a. a long term supplier contract
b. a court battle
c. conciliation services
d. a consent decree
4. Regarding “reverse” discrimination, it is correct to say
that:
a. It is a controversial subject.
b. Usually a white person believes he was
passed over because of affirmative action.
c. It has been the subject of lawsuits.
d. All of these
5. According to the EEOC guidelines, a good Affirmative Action
Plan requires all of these EXCEPT:
a. a reasonable basis for concluding that
action is appropriate
b. a reasonable self-analysis
c. reasonable action
d. a reasonable review of applicant files
6. Match each term to its correct
definition.
Affirmative action a management tool
designed to ensure equal employment opportunity
Strict scrutiny the most
stringent form of judicial review of government actions
Self-analysis analyzing
one’s workforce and identifying problem areas
Compelling governmental interest an abiding interest which stands as a
defense to a constitutional challenge
Underutilization this is
demonstrated when the percentage of women and minorities in the employer’s
workforce is less than the percentage of such persons with the necessary skills
for the job
CHAPTER 8
AFFIRMATIVE
ACTION
MULTIPLE CHOICE QUESTIONS
1. When
individual job titles are listed for each department in order of pay level and
demographic information is provided for each job, this is called a/an:
a. workforce analysis
b. organizational profile
c. job group analysis
d. organizational display
2. Affirmative action:
a. is primarily applied to hiring
decisions
b. is limited to African-Americans and
women
c. includes any formal or informal efforts
to improve the employment opportunities of African-Americans and women
d. all of the above
e. none of the above
3. Written affirmative action plans, submitted to the OFCCP,
are required of contractors or
subcontractors:
a. with 10 employees and $10,000 in
federal contracts
b. with 25 employees and $25,000 in
federal contracts
c. with 50 employees and $50,000 in
federal contracts
d. with 100 employees and $100,000 in
federal contracts
e. none of the above, all companies doing
federal contract work must have written affirmative action plan that is
submitted to the OFCCP
4. Which
of the following is a law requiring certain employers to engage in affirmative
action?
a. Title VII of the Civil Rights Act
b. The Rehabilitation Act
c. California’s Proposition 209
d. all of the above
e. none of the above
5. Which of the following is not considered to be a reasonable
part of a valid affirmative
action
plan?
a. all employment test scores are validated
b. a stated plan to hire a particular
number of black, white, male, female…etc. employees in order to remedy an
existing imbalance or injustice
c. wide communication of job availability
d. active enforcement of
anti-discrimination policies
e. active enforcement of anti-harassment
policies
6. Consent decrees:
a. sometimes require affirmative action as
a part of the settlement in a discrimination case
b. are issued by judges after a jury
verdict following a lawsuit
c. require employers to agree to hire
specified numbers of women and/or persons of color
d. all of the above
e. none of the above
7. In Johnson v.
Transportation Agency, Santa Clara County, a female employee was promoted
to the position of road dispatcher, despite the fact that a male candidate had
scored two points higher on an interview. The county had an affirmative action
plan and the plan was taken into account in making the promotion decision. The
Supreme Court ruled that:
a. the employer did not violate Title VII
because it had an affirmative action plan requiring it to hire a woman for the
position
b. the employer did not violate Title VII
because it had an affirmative action plan that addressed the proven
underutilization of women in a moderate, flexible way
c. the employer violated Title VII
because, despite its affirmative action plan, it was not free to hire a less
qualified candidate because of her sex
d. the employer violated Title VII because
there was no evidence of underutilization of women in the county workforce,
requiring affirmative action
e. none of the above
8. A school district had to decide which of two equally
qualified, equally senior employees to lay off. Invoking its affirmative action
plan, the district retained an African-American and laid off the white
teacher. The court would rule that:
a. Title VII was violated because there
was no evidence that African-Americans were underutilized as teachers and
affirmative action cannot be used to make layoff decisions
b. Title VII was violated because
diversity is not a compelling government interest necessitating consideration
of race
c. Title VII was not violated because
using race as a “tie-breaker” is a lawful form of affirmative action
d. Title VII was not violated because the
school district demonstrated that the layoff was the only way to maintain a
faculty that reflected the racial composition of the student body
e. Title VII was not violated because the
layoff was only temporary and did not excessively burden the white teacher
9. To
survive a constitutional challenge, a public employer’s affirmative action plan
that uses racial preferences must:
a. explain why the racial inequities
occurred
b. be permanently implemented
c. be narrowly tailored
d. be approved by Congress
e. all of the above
10. In order to prove that underutilization exists, it must be
shown:
a. by the four-fifths rule, that women or
persons of color are disproportionately absent from a position
b. that women or persons of color are
underrepresented in the employer’s workforce relative to their avail
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