Test 1

Question 0

The act that says an employer cannot discriminate on the basis of race, color, religion, sex, or national origin with respect to employment.

Answer 0

Title VII of the 1964 Civil Rights Act

Question 1

The process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerts.

Answer 1

Human Resource Management

Question 2

Making an extra effort to hire and promote those in protected groups, particularly when those groups are underrepresented.

Answer 2

Affirmative action

Question 3

The act prohibiting arbitrary age discrimination and specifically protecting individuals over 40 years old.

Answer 3

Age Discrimination in Employment Act

Question 4

The overall impact of employer practices that result in significantly higher percentages of members of minorities and other protected groups being rejected for employment, placement, or promotion.

Answer 4

Adverse impact

Question 5

A management training technique that involves moving a trainee from department to department to broaden his or her experience and to identify strong and weak points.

Answer 5

Job rotation

Question 6

Assigning workers additional same-level activities.

Answer 6

Job enlargement

Question 7

Redesigning jobs in a way that increases the opportunities for the worker to experience feelings of responsibility, achievement, growth, and recognition.

Answer 7

Job enrichment

Question 8

Claim that due to affirmative action quota systems, white males are discriminated against.

Answer 8

Reverse discrimination

Question 9

When a company appoints a small group of women or minorities to high-profile positions, rather than more aggressively seeking full representation for that group.

Answer 9

Tokenism

Question 10

The tendency to view members of other social groups less favorably than one’s own.

Answer 10

Ethnocentrism

Question 11

Justification for an otherwise discriminatory employment practice, provided there is an overriding legitimate business purpose.

Answer 11

Business necessity

Question 12

The act requiring certain federal contractors to take affirmative action for disabled persons.

Answer 12

Vocational Rehabilitation Act

Question 13

An amendment to title VII of the Civil Rights Act that prohibits sex discrimination based on “pregnancy, childbirth, or related medical conditions.”

Answer 13

Pregnancy Discrimination Act

Question 14

An employee engages in an employment practice or policy that has a greater adverse impact on the members of a protected group under Title VII than on other employees, regardless of intent.

Answer 14

Disparate impact

Question 15

To prove that rejecting a supervisor’s advances adversely affected what the EEOC calls “a tangible employment action” such as hiring, firing, promotion, demotion, and/or work assignment.

Answer 15

Quid pro quo

Question 16

The right to make decisions, direct others’ work, and give orders.

Answer 16

Authority

Question 17

Companies extending their sales, ownership, and/or manufacturing to new markets abroad.

Answer 17

Globalization

Question 18

Gives managers the right to issue orders to other managers or employees.

Answer 18

Line authority

Question 19

Formulating and executing human resource policies and practices that produce the employee competencies and behaviors the company needs to achieve its strategic aims.

Answer 19

Strategic Human Resource Management

Question 20

A course of action the company can pursue to achieve its strategic aims.

Answer 20

Strategy

Question 21

A general statement of the firm’s intended direction that shows, in broad terms, “what we want to become.”

Answer 21

Vision statement

Question 22

Summarizes the answer to the question, “What business are we in?”

Answer 22

Mission statement

Question 23

Strengths, weaknesses, opportunities, and threats.

Answer 23

SWOT analysis