BUS 335 Week 3 Quiz Strayer

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Chapter 2Student: ___________________________________________________________________________1.The employer-employee relationship is the most prevalent type of employment relationship.TrueFalse2.Employment contracts may be written but not in oral form.TrueFalse3.The specificity of the language used in an employment contract must be very extensive.TrueFalse4.The formal agreement which specifies the employment terms and conditions for the employee and employer is called an employment contract.TrueFalse5.An employer does not incur any legal responsibilities or liabilities regarding its employees.TrueFalse6.The common law principle of employment-at-will says that, in the absence of any contract language to the contrary, either the employer or employee may terminate the employment relationship at any time, but only for certain reasons.TrueFalse7.There are some restrictions on employment-at-will, such as statutory requirements for nondiscriminatory termination.TrueFalse8.An independent contractor is legally considered an employee of the employer who hired him/her.TrueFalse9.If an employer hires an independent contractor, it may reduce the employer's exposure to laws and regulations governing the employment relationship.TrueFalse10.A person is more likely to be considered an independent contractor if they work without supervision or oversight from the employer.TrueFalse11.Temporary employees are considered to be employees of the temporary help agency that obtained them through its own staffing process.TrueFalse12.Court cases suggest that permatemps (employees from a staffing agency who have been with the employer for extended period of time) are still exclusively considered employees of the staffing agency.TrueFalse13.Regarding employment contracts, ________.A.both written and oral contracts are enforceableB.employment-at-will is defined under set-term contractsC.most employees have a contractual right to be discharged only for causeD.all of the above are correct14.The most prevalent form of the employment relationship is _________.A.independent contractorB.employer-employeeC.temporary employeeD.employer-employer15.The common law principle which states that, in the absence of any contract language to the contrary, either the employer or employee may terminate the employment relationship at any time is called _________.A.employment-at-willB.affirmative actionC.equal employment opportunityD.a consent decree16.An example of an exception to the principle of employment-at-will would be _________.A.employers cannot discharge employees on the basis of poor performanceB.employers cannot discharge employees on the basis of raceC.employers cannot discharge employees for stealing from the companyD.none of the above17.Which of the following statements is true regarding independent contractors?A.An independent contractor is a legal employee of the company which hired him/her.B.Using an independent contractor increases the employer's exposure to laws and regulations governing the employment relationship.C.Using an independent contractor frees an employer from the tax withholding and tax payment obligations it has for its employees.D.Using an independent contractor substantially increases the right of the employer to control the contractor.18.Which of the following factors increase the likelihood that a worker will be considered an independent contractor?A.The independent contractor works without supervision or oversight from the employer.B.The independent contractor sets his or her own work hours.C.The independent contractor is paid by the project rather than by the time spent.D.All of the above.19.Which of the following is true regarding temporary employees?A.Temporary employees are considered to be employees of the organization which is using their services, not the temporary help agency.B.During job assignments, temporary workers are on the payroll of the organization using their services.C.Use of temporary workers can often raise issues of "co-employment."D.All of the above are correct.20.What can employers do to ensure that permatemps, that is, individuals from staffing firms who have long-term relationships with an employer, are not considered employees of their firm?A.Never exercise direct control over these people and treat them separate from regular employees.B.Ensure they provide sufficient training and supervision.C.Provide permatemps with special hats indicating their status as temporary.D.None of the above are correct.21.Employment laws and regulations exist, in part, to reduce or limit the employer's power in the employment relationship.TrueFalse22.Laws and regulations provide protections to employees that they could not possibly acquire individually in an employment contract.TrueFalse23.The Civil Rights Act specifically mentions employment practices that are permitted for employers.TrueFalse24.The majority of common law decisions are made at the federal level.TrueFalse25.Constitutional law supersedes any other source of law or regulation.TrueFalse26.Examples of common law include the Fifth and Fourteenth Amendments to the Constitution.TrueFalse27.The Civil Rights Act is a statutory source of law/regulations.TrueFalse28.Agencies that enforce staffing laws typically do not rely on written documents to perform their functions.TrueFalse29.Which of the following statements is true regarding the laws and regulations which govern the employment relationship?A.Their purpose is to create a reasonable balance of power between the employer and employee.B.Their purpose is to create a reasonable power advantage for employees.C.Their purpose is to create a reasonable power advantage for employers.D.Their purpose is to provide protections for employees only.30.The primary source of common law is ________.A.the ConstitutionB.federal statutesC.past court decisionsD.federal agency guidelines31.Due process rights have their primary source in _________.A.EEOC guidelinesB.federal statutesC.state statutesD.the U.S. Constitution Amendments32.A _________ is a civil wrong that occurs when the employer violates a duty owed to its employees or customers that results in harm or damages.A.tortB.crimeC.constitutional law violationD.failure of due process33.Statutory law is derived from ________.A.court casesB.the US constitution and its amendmentsC.written documents passed by legislative bodiesD.agencies at the federal, state and local levels34.Agencies that regulate fair employment practice exist at which level?A.federalB.stateC.localD.all of the above35.The role of federal agencies is to __________.A.develop, create, and implement the lawB.interpret, administer, and enforce the lawC.facilitate greater communication between courtsD.render decisions in court cases regarding employment law36.Whether an organization is covered by the Civil Rights Act, Age Discrimination in Employment Act (ADEA), and Americans With Disabilities Act (ADA) depends on its number of employees.TrueFalse37.When determining if an organization large enough to be covered by ADA law, only full-time employees should be included in the employee count.TrueFalse38.Company officials and individual managers can be held personally liable for discrimination under the Civil Rights Act, the ADA, or the ADEA.TrueFalse39.The Civil Rights Act prohibits discrimination on the basis of age or disability status.TrueFalse40.The Age Discrimination in Employment Act covers individuals over the age of 40.TrueFalse41.Employers are required to post notices to all employees advising them of their rights under the laws EEOC enforces and their right to be free from retaliation.TrueFalse42.Claims of disparate treatment focus on the effect of employment practices, rather than on the motive or intent underlying them.TrueFalse43.Claims of disparate impact focus on the effect of employment practices, rather than on the motive or intent underlying them.TrueFalse44.Applicant flow statistics look at differences in selection rates (proportion of applicants hired) among different groups for a particular job.TrueFalse45.The EEOC's preferred method of settlement for employment discrimination claims is a lawsuit.TrueFalse46.In disparate treatment cases, the employee attempts to demonstrate that the defendant's stated reasons for a practice are a pretext, or smoke screen, for the discriminatory intent of practice.TrueFalse47.The consent decree usually contains only an agreement to halt certain practices, and seldom extends to providing monetary relief or AA programs.TrueFalse48.Enforcement mechanisms used by the OFCCP closely mirror those used by the EEOC.TrueFalse49.Which of the following is(are) true regarding federal EEO/AA laws?A.They are very narrow in their coverage of employers.B.Specific agencies exist which regulate administration and enforcement.C.They cover only women, minorities, and certain religious groups.D.None of the above are true.50.Which of the following is not covered by the Civil Rights Act ________?A.raceB.sexC.disability statusD.all of the above are covered by the Civil Rights Act51.The Age Discrimination in Employment Act focuses on individuals over the age of ________.A.40B.30C.20D.5052.Disparate treatment focuses on _________.A.allegations and evidence about the effects of discriminatory actionsB.allegations and evidence about intentions to discriminateC.adverse impactD.quotas53.The initial burden of proof in discrimination claims lies ______.A.with the defendantB.with the courtC.equally with the court and the federal agencyD.with the plaintiff54.When using stock statistics in job selection discrimination cases, the comparison being made is __________.A.differences in proportions of groups hiredB.percentages of groups concentrated in certain job categoriesC.percentages of groups in job categories relative to their availability in the populationD.percentages of union versus non-unionized employees55.The key to a successful rebuttal in a disparate treatment case is _________.A.to prove adverse impactB.to provide nondiscriminatory reasons for the practice(s) in questionC.to show the presence of a "mixed motive"D.to prove discrimination56.In EEOC cases, a consent decree is ________.A.mandated by lawB.court approvedC.limited to non-monetary reliefD.limited to affirmative action remedies57.Enforcement mechanisms used by the OFCCP ________.A.rarely involve employer site visitsB.are identical to those used by the EEOCC.are unrelated to specific AA plansD.may involve conciliation agreements58.It is unlawful to discriminate in hiring, firing, compensation, or classification of employees on the basis of race, color, religion, sex, or national origin.TrueFalse59.Staffing practices that may seem unfair, outrageous, or of dubious value to the employer, but that do not cause adverse impact, are legal.TrueFalse60.If an employer has a selection system in which applicants first take a written test and those who pass it are interviewed, the plaintiff must show adverse impact for the two components combined.TrueFalse61.A prison with mostly male inmates might successfully use the concept of BFOQ to argue that it is a business necessity to hire only male prison guards on the grounds that by doing so it ensures the safety, security, and privacy of inmates.TrueFalse62.Although civil rights legislation does not explicitly mention the use of tests in staffing, most courts have found that the use of such tests is permissible.TrueFalse63.Employers can adjust the scores of employment-related tests on the basis of race, color, religion, sex, or national origin.TrueFalse64.The Civil Rights Act of 1964 explicitly permits the use of seniority and merit systems as a basis for applying different terms and conditions to employees.TrueFalse65.The Age Discrimination Act of 1967 prohibits all discrimination on the basis of age.TrueFalse66.It is permissible to use terms or phrases that express a preference for older workers, such as "over age 60," "retirees," or "supplement your pension" in employment advertising.TrueFalse67.Recovering former drug users and recovering alcoholics are covered by the Americans with Disabilities Act.TrueFalse68.A broken arm or leg would be considered a covered, short-disability for ADA coverage purposes.TrueFalse69.The Americans with Disabilities Act does not cover individuals with psychiatric disorders, such as depression or schizophrenia.TrueFalse70.Examples of reasonable accommodations under the Americans with Disabilities Act include work schedule changes, modifications to company policy, adjusting supervisory methods, and medication monitoring.TrueFalse71.Accommodations such as job restructuring, telework, changes in work schedules, or purchase of adaptive devices for those with disabilities are considered undue hardships.TrueFalse72.Employers may refuse to hire an individual who poses a direct threat to him/herself or the health and safety of others.TrueFalse73.The law prohibits the use of genetic information in employment.TrueFalse74.Which of the following is prohibited discrimination under civil rights law?A.discrimination in hiringB.discrimination in compensationC.discrimination in classificationD.all of the above75.The essence of a BFOQ is that _________.A.it is always illegalB.it reduces discriminationC.it justifies discrimination based on reasonable necessity of the jobD.it prohibits selection through use of a protected characteristic (e.g., gender)76.Regarding the use of tests in staffing, it can be said that ______.A.they are permitted by lawB.they are illegalC.they should be adjusted by protected characteristics to be fairD.they should be "race normed" for fairness77.The legal status of seniority and merit systems is that _______.A.seniority is legalB.merit systems are legalC.both are legalD.both are illegal78.The Age Discrimination In Employment Act (1967) prohibits discrimination against individuals who are ____ years or older.A.40B.50C.60D.6579.Employers can use which of the following techniques without violating the Age Discrimination in Employment Act.A.using reasonable factors other than age in making employment decisionsB.using seniority systemsC.using terms or phrases that express a preference for older workersD.all of the above80.Where the Americans with Disabilities Act is concerned, ______?A.the law only applies to disabled individuals who are otherwise qualifiedB.the law requires the hiring of all disabled peopleC.the law prohibits refusal to hire a disabled personD.the law provides advantages to disabled people81.Where reasonable accommodations for disabled individuals are concerned, it can be said that _______?A.accommodation is always required for an otherwise qualified individualB.specific examples of accommodations are rarely indicated in laws and regulationsC.the issue of "undue hardship" to the employer is not addressed by the lawD.the need to accommodate often hinges on whether or not a given job function is necessary or essential82.Which of the following is not prohibited by the ADA?A.medical exams of job applicantsB.asking a job applicant if he/she is disabledC.asking a job applicant to undergo a medical exam after a job offer has been madeD.refusing to interview a person who is disabled83.Executive Order 11246 covers _________.A.local government employersB.private employers with under 15 employeesC.federal contractors with contracts in excess of $10,000D.private employers with 20 or more employeesE.Other Staffing Laws84.Substantive assessment methods are used to reduce the applicant pool to candidates.TrueFalse85.It is unlawful to recruit an unauthorized alien for employment in the United States.TrueFalse86.The Immigration Reform and Control Act prohibits employment discrimination on the basis of national origin or citizenship status.TrueFalse87.Nearly everyone who wishes to work in the United States is eligible for an H-1B visa.TrueFalse88.Those who get an H-1B are typically employed in occupations such as architect, engineer, computer programmer, accountant, doctor, and professor.TrueFalse89.Most private employers cannot legally require applicants or employees to take a polygraph test, except in special circumstances.TrueFalse90.Polygraphs cannot be used to investigate theft, embezzlement, or sabotage that causes economic loss to the employer.TrueFalse91.Employers are allowed to take actions like terminating or demoting members of the uniformed services if they have to serve for an extended period of time overseas.TrueFalse92.Some state laws prohibit discrimination on the basis of sexual orientation and gender identity or expression.TrueFalse93.Both private and public employers have a legal mandate to test applicants only for KSAOs that are directly job related.TrueFalse94.Applicants for jobs covered by civil service laws and regulations often have rights to appeal hiring decisions, testing processes, or test contents and methods.TrueFalse95.Noncompliance with the Immigration Reform and Control Act (1986) could result in __________.A.imprisonment for up to six monthsB.fines equal to $50,000 for each unauthorized alien employedC.summary closing of a businessD.imprisonment of the alien for up to five years96.Which of the following is true regarding EEO laws?A.State (but not local) government employees are immune from lawsuits by employees who allege violation of ADA or ADEA.B.States must pursue age and disability discrimination claims under applicable state laws.C.A foreign company which is owned or controlled by an American employer and is doing business overseas generally also must comply with Title VII, the ADA, and the ADEA.D.All of the above97.Which of the following is true regarding discrimination on the basis of sexual orientation?A.there are no laws covering sexual orientation discriminationB.federal law prohibits all discrimination on the basis of sexual orientationC.although such discrimination is not covered by federal law, it is covered by some state and local lawsD.some state and local laws encourage discrimination on the basis of sexual orientation98.Which of the following is true regarding H-1B visas?A.Employers may apply for permanent H-1B visas for foreign workers.B.There is a cap of 50,000 workers per year who can obtain such visas.C.H-1B visa holders may not change jobs as soon as their employer files an approval petition and they are restricted to their current geographic area.D.None of the above

Chapter 3Student: ___________________________________________________________________________1.The four major source of external influence on HR and planning are economic conditions, labor markets, technology, and labor unions.TrueFalse2.Job creation and growth is largely independent of the overall economic climate.TrueFalse3.Most data suggest that there will be job growth in the service sector, the education sector, and in business/professional services.TrueFalse4.Data collected by the Bureau of Labor Statistics suggest the demand for individuals with college degrees or more peaked a while back, and will decrease in the near future.TrueFalse5.There is a trend toward increasingly fewer new entrants to the labor force.TrueFalse6.The American workforce is increasingly made up of young people.TrueFalse7.HR professionals generally report that high school graduates have sufficient basic skills in reading comprehension, writing, and math for entry-level jobs.TrueFalse8.The apparent skills gap in the American workforce appears to be arising because of an increase in demand for highly skilled workers.TrueFalse9.Very few people prefer part-time work, as surveys suggest 88% of part-time workers are seeking full-time employment.TrueFalse10.Technology can serve to create new jobs and eliminate old jobs.TrueFalse11.There has been a major workforce trend in reduced costs of health care for employers.TrueFalse12.Human resource managers are concerned that as the workforce ages, increases in retirement, will lead to shortage of skilled workers in some fields.TrueFalse13.Federal laws prohibit labor unions from bargaining regarding any practices related to human resources planning.TrueFalse14.Which of the following are likely to occur during job expansion periods?A.New hire rates increase for entry level jobs, but decrease for higher level jobsB.Departure of some employees to take opportunities at other firmsC.Stagnation of movement through internal labor marketsD.Reductions in turnover rates15.Projections suggest that there will be growth in which of the following sectors of the economy?A.ManufacturingB.EducationC.Health servicesD.Both B and C16.In general, the labor force is becoming ____.A.youngerB.olderC.less skilledD.less diverse17.What percentage of employers believe high school graduates are deficient in work habits such as professionalism, critical thinking, personal accountability, and time management?A.70%B.15%C.40%D.95%18.Which of the following are likely responses to labor shortages?A.Decreased pay and benefits packagesB.Hiring bonuses and stock optionsC.Decreased use of temporary employeesD.Higher hiring standards19.Which of the following is a likely effect of technology on employment demand?A.Changes in the skill requirements of the workforceB.Elimination of some jobsC.Creation of new jobsD.All of the above20.What proportion of the workforce is unionized?A.About 7% of the private sector and about 36% of the public sectorB.About 36% of the private sector and about 7% of the public sectorC.About 12% of the private sector and about 12% of the public sectorD.About 30% of the private sector and about 30% of the public sector21.In human resources planning, a comparison is made between labor force requirements and labor availability.TrueFalse22.The gap between current workforce size and available workforce size is a critical part of the reconciliation process.TrueFalse23.In plan-based HR planning, the organization's representatives set up a system that is integrally related to the organization's strategic planning process.TrueFalse24.In project based HR planning, the organization's representatives set up a system that looks far into the future and tries to avoid consideration of short term perturbations in the market.TrueFalse25.Planning based on a specific group of employees, such as faculty in specialized areas of a university or nursing employees, is called population-based HRP.TrueFalse26.The unit of human resource planning and analysis is the KSAO.TrueFalse27.Counting the number of employees on payroll may be a misleading indicator of the workforce because it ignores the amount of scheduled time worked by each employee relative to a full workweek.TrueFalse28.Statistical techniques are of little importance to HR managers and should usually be rejected as methods for evaluating HRP needs.TrueFalse29.In regression analysis, historical predictors of workforce size, like sales or new customers, are used to predict staffing levels.TrueFalse30.Trend analysis directly takes into account external factors that might change trends.TrueFalse31.Manager judgment is an ideal method for forecasting workforce availabilities for companies with large numbers of employees in many job categories.TrueFalse32.Markov Analysis is used to assess a previous period's workforce demands on the basis of historical patterns of external applications.TrueFalse33.When conducting Markov analysis, it is desirable to have 20 or more employees in each job category/level.TrueFalse34.The key to ratio analysis is assessing each promotable employee for KSAO or competency gaps, and where there are gaps, creating employee training and development plans that will close the gap.TrueFalse35.Through replacement and succession planning the organization constructs internal talent pipelines.TrueFalse36.Succession planning precedes replacement planning.TrueFalse37.Replacement and succession planning are conducted primarily for managerial jobs.TrueFalse38.The quality of a replacement or succession plan is largely independent of the quality of an organization's performance appraisal systems.TrueFalse39.Human resource planning activities most directly involve _____.A.assessing external environmental factorsB.forecasting labor requirements and availabilitiesC.generating technological replacements for laborD.all of the above40.The process of determining reconciliation and gaps tells managers _____.A.how many employees will be needed for jobs in the coming periodB.why employees are leaving the organizationC.which activities should be performed to place new employees in appropriate positionsD.when employees are most likely to quit41.Plan-based HRP consists of _________.A.organizational responses to sudden changes in the environmentB.planning focused on a specific employee groupC.planning that is part of the organization's strategic planning processD.planning based on best practices of competitors42.Project-based HRP consists of _________.A.organizational responses to sudden changes in the environmentB.planning focused on a specific employee groupC.planning that is part of the organization's strategic planning processD.planning based on best practices of competitors43.Population-based HRP consists of _________.A.organizational responses to sudden changes in the environmentB.planning focused on a specific employee groupC.planning that is part of the organization's strategic planning processD.planning based on best practices of competitors44.A manager has gathered data on staffing levels over time, and then predicts future requirements based on the pattern of demand, taking seasonal variations in demand into account. This equation is used to predict future staffing levels. This is an example of _______________.A.regression analysisB.ratio analysisC.trend analysisD.Markov analysis45.A manager has collected data on the dollar value of sales and has divided this by the number of FTE. Assuming this relationship will hold in the future, and using projected sales, the manager estimates the number of employees required. This is an example of _______________.A.regression analysisB.ratio analysisC.trend analysisD.Markov analysis46.A manager has collected data on sales, the economy, and taxes over a number of years, and statistically estimates an equation that describes how each of these predictors has affected staffing levels in the past. This equation is used to predict future staffing levels. This is an example of _______________.A.regression analysisB.ratio analysisC.trend analysisD.Markov analysis47.Which of the following would not be addressed in forecasting HR availabilities?A.PromotionsB.TransfersC.ExitsD.Motivation level48.Markov analysis is a technique for __________.A.job analysisB.availability forecastingC.HR requirement forecastingD.seniority estimation49.A transition matrix would appear in a _________.A.regression analysisB.stochastic analysisC.Markov analysisD.time series analysis50.In Markov analysis for staffing, __________ is used to forecast future workforce availabilities.A.cost dataB.product demandC.transition probabilitiesD.Bayesian inference51.Which of the following creates a problem for Markov analysis?A.large sample sizesB.lack of employee movesC.poor economic conditionsD.small sample sizes52.Manager judgment is an important method for staffing in _________.A.organizations with extensive records on human resources outcomesB.smaller organizationsC.organizations with lateral diffusion of responsibilityD.organizations in the manufacturing sector53.Which of the following is not a shortcoming of using manager judgment for forecasting availability?A.managers may not know employee intentionsB.the complexity of forecasting may overwhelm the managerC.managers are always overly aggressive in making estimates of hiring requirementsD.none of the above are shortcomings of manager judgment54.Employment reconciliation analyzes gaps between ________.A.AA requirements and the external labor forceB.future HR requirements and AA requirementsC.future HR requirements and HR availabilityD.all of the above55.For succession planning to work, organizations must also have _____.A.historical data on product demandB.training and development systems in placeC.reimbursable expenditure accountsD.none of the above56.Human resource information systems provide which of the following functions for succession planning?A.Creating lists of employees who are ready to move into specific positionsB.Seeking out passive candidates within the organizationC.Tracking candidates across a variety of locationsD.all of the above57.Staffing objectives are derived from identified gaps between requirements and availabilities.TrueFalse58.Long term options for dealing with an employee shortage include hires, transfers into the position, retraining workers, or transferring the work out of the firm.TrueFalse59.If an organization faces a surplus of workers, it is likely that they will have to either downsize or encourage voluntary retirement, because there aren't many alternatives to these actions.TrueFalse60.One advantage of a core workforce is that the organization maintains the legal right to control employees working in its behalf, in terms of both work process and expected results.TrueFalse61.A core workforce is nearly always less expensive than a flexible workforce because the core workforce will accept lower pay and benefits.TrueFalse62.A core workforce is an excellent technique for acquiring new technical and administrative knowledge.TrueFalse63.A flexible workforce can bring in new technical and administrative knowledge that isn't available from the core workforce.TrueFalse64.Sometimes members of the internal workforce will resent external hires, which can limit the effectiveness of external hiring.TrueFalse65.Internal hiring methods are often less expensive than external hiring methods.TrueFalse66.Companies often prefer internal hiring because it gives them a large labor market to recruit from.TrueFalse67.Employing organizations usually have a lot of control over the quality of the flexible workforce.TrueFalse68.A flexible workforce can be obtained by using staffing firms or independent contractors.TrueFalse69.Outsourcing is a more drastic step than using independent contractors or temporary employees.TrueFalse70.Outsourcing is confined almost exclusively to manufacturing work.TrueFalse71.One reason organizations outsource is because specialized vendors can achieve economies of scale for routine tasks that would be performed across many organizations.TrueFalse72.A key advantage of having a core work force is that it provides _________.A.greater predictabilityB.increased ability to rapidly modify organizational plansC.greater organizational profitabilityD.lower costs73.A major disadvantage of a flexible work force is that ________.A.it leads to loss of some control over workersB.it can lead to conflict between core and flexible workersC.flexible workers are often less familiar with equipmentD.all of the above74.Advantages of a core workforce include ______________.A.stability, continuity, and predictabilityB.a sense of commitment and shared purpose toward the organization's purposeC.an organization can directly control how it acquires its workforceD.all of the above75.Which of the following are advantages of external staffing?A.bringing in employees with new KSAOsB.quick method to identify job applicantsC.it's less expensive than internal staffingD.all of the above76.Which of the following services is not provided by staffing firms?A.Advance screening of job candidatesB.They may provide on-site managers to help with trainingC.They absorb full legal liability for temporary workersD.None of the above77.A(n) ______ provides specific task and project assistance to the organization, such as maintenance, bookkeeping, advertising, programming, and consulting, with payment contingent on completion of the project (rather than time worked or methods of completing the task).A.external service providerB.independent contractorC.temporary workerD.offshore site78.Firms offshore work because ______________.A.wages are often lower overseasB.there is a growing pool of highly qualified workers overseasC.overseas manufacturing always has strict quality controlD.both A and B79.Organizations need to take diversity into account because the workforce has become more diverse.TrueFalse80.Despite popular press to the contrary, there hasn't really been an increase in the number of Latinos and Asians in the American workforce.TrueFalse81.Active diversity planning occurs when the organization encourages underrepresented minorities to apply for positions, actively recruits from a variety of sources, and provides additional training and mentoring to underrepresented groups.TrueFalse82.Evidence suggests that demographically diverse teams are far more effective than homogeneous teams.TrueFalse83.Studies show that women and minorities are largely indifferent to whether an organization has a commitment to diversity in their recruiting efforts.TrueFalse84.Many organizations do not take demographic shifts in the workplace into account when developing staffing plans.TrueFalse85.Targeted recruitment, inclusion of women and African-Americans on top management teams, work family accommodations, and affirmative action plans increase the racial and gender diversity of the organization's managerial workforce.TrueFalse86.In recent years there has been an increase in the number of _________ in the workforce.A.womenB.LatinosC.individuals with disabilitiesD.all of the above87.Managers are especially concerned about all of the following issues because of the aging workforce except _______.A.loss of skills due to retirementB.decreased ability to learn new materialC.increases in medical expensesD.employee elder-care responsibilities88.Passive diversity planning means _______.A.reviewing policies and practices to ensure there is no discriminationB.encouraging underrepresented groups to applyC.actively recruiting from a variety of sources that are likely to be seen by underrepresented groupsD.providing additional training for underrepresented groups89.AAPs are organization-specific plans that have a legal origin and basis.TrueFalse90.The components of AAPs are enforced by the Department of Workforce Diversity (DWD).TrueFalse91.Federal contractors are legally required to have AAPs in place.TrueFalse92.A general rule of thumb is that if the ratio of incumbency percentage for a group to their availability is less than 80%, the organization should establish a placement goal to increase minority representation.TrueFalse93.Replacement goals from AAPs are often legally termed "quotas" for minorities and women in an organization.TrueFalse94.Some states have banned the use of AAPs for government contractors and educational institutions.TrueFalse95.The major legal issue for HR strategy and planning is _______.A.affirmative action plansB.disparate treatmentC.disparate impactD.sexual harassment96.Affirmative action plans and programs do not originate from _______.A.voluntary employer effortsB.court-imposed remedies for discriminatory practicesC.consent agreementsD.international treaties97.To have a high probability of being acceptable in the eyes of the Supreme Court, an organization's AAP should _________.A.not necessarily interfere with the job status of non-minority and male employeesB.concentrate on future, rather than past discriminationC.not focus on underutilizationD.be a permanent feature of organizational structure