Human Resource Management V2.0 by Laura Portolese Test Bank
Digital item No Waiting Time Instant DownloadAuthors: PortoleseEdition: 2nd EditionPublisher: FlatWorldCopyright: 2015
$19.99
Human Resource Management V2.0 by Laura Portolese Test Bank
Chapter 03
Diversity and Multiculturalism
True/False Questions
Section One
- Diversity and multiculturalism are terms that can be used interchangeably.
False; Easy
- Invisible privilege refers to the power and privilege one may experience but not be aware of.
True; Easy
- The colorblind approach is an acknowledgment of the privileges one receives because of their race, gender, or social class.
False; Easy
- People who have power and privilege in one area are likely to experience the same measure of power and privilege in all other areas of life.
False; Easy
- Diversity leads to reduced profitability and lowered standards in customer service.
False; Easy
- Legal compliance is the only reason why companies must promote a multicultural work environment.
False; Easy
Section Two
- Most companies only have an unspoken understanding of their diversity policy which is often not formalized and written down.
False; Easy
- Organizations that have specific diversity plans in place tend to be able to facilitate changes more quickly than those companies which do not have diversity plans.
True; Easy
- Assessment of diversity is the first step in creating a diversity plan.
True; Easy
- Word-of-mouth advertisement is a recruitment strategy associated with the danger of reducing diversity in the workplace.
True; Easy
- Adverse impact refers to employment practices which are openly discriminatory against a protected group.
False; Easy
- The ability to talk about differences and expectations can be a key ingredient in training focused on multiculturalism.
True; Easy
Section Three
- Employers with at least 50 employees are covered under the EEOC.
False; Easy
- EEO-1 form confirms the demographics of an organization based on different job categories.
True; Easy
- Wheelchair access is an example of reasonable accommodation on the part of the employer of a candidate or applicant with disability.
True; Easy
- An English-only policy is not allowed under any circumstances by the EEOC.
False; Easy
- The EEOC laws about religious discrimination consider dress and grooming as factors under the purview of reasonable accommodation.
True; Easy
- An organization cannot retaliate against anyone who has filed a complaint with the EEOC or a discrimination lawsuit.
True; Easy
- The EEOC regulations ensure that people who have served in the armed forces are reemployed in their civilian jobs upon return to service.
True; Easy
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