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CHAPTER 14 – VALUING DIVERSITY

ACHIEVEMENT TEST

“ANSWER KEY”

True/False

Directions: In the Answers column, circle T if the statement is true or F if the statement is false. Each item in this part is worth two points.

Answers

F 1. An employment interview can legally include questions

relating to religious preference. T F

T 2. Questions about marital status are not legal during an

employment interview. T F

F 3. As a job applicant, you should be prepared to present

documented proof of your age. T F

F 4. Assuming a person with a particular ethnic or religious

background has negative traits is stereotyping, but

assuming he or she has positive traits is not. T F

F 5. The term ageism refers to discrimination against older

(not younger) workers. T F

T 6. Discrimination in hiring recovering alcoholics is illegal. T F

F 7. Positive resistance means that you ignore or endure

prejudice. T F

T 8. Ethnocentrism is the assumption that one's own world

view is the only view. T F

T 9. One can expect to find more diversity in the workplace

of today and tomorrow than in the past. T F

F 10. Most employers are not concerned with diversity. They

expect conscientious employees to fit in and get along

regardless of diversity. T F

F 11. Usually, when a person is guilty of subtle discrimination,

he or she is aware of it. T F

T 12. Misunderstanding is an important cause of cultural

conflict. T F

Multiple Choice

Directions: In the Answers column, write the letter of the choice that best completes the statement. Each item in this part is worth two points.

C 1. Which of the following questions would be legal in an employment

interview? A) How long have you been overweight? B) What is

your native language? C) Can you lift 50 pounds

D) Do you observe Easter holiday? ____

D 2. Which of the following questions would not be legal in an

employment interview? A) How did you learn about this job

opening? B) Have you ever been convicted of a crime?

C) Are you uncomfortable about flying? D) Whom did you

vote for in the last election? ____

A 3. Which of the following would probably not be considered sexual

harassment? A) staring when the person seems to be unaware

of it; B) unwelcome hugging; C) "love" notes;

D) persistent requests for a date. ____

C 4. Characterizing a person whom you do not know based on

his or her age is A) harassment; B) bigotry; C) stereotyping;

D) all of the above. ____

C 5. The department manager asks the women to take turns

making the coffee every morning. Men are never asked to do it.

This is an example of A) subtle discrimination; B) stereotyping;

C) both A and B; D) neither A nor B. ____

C 6. Positive resistance implies that you A) ignore discriminatory

remarks; B) seek revenge for discrimination; C) recognize

and confront the person who discriminates;

D) accept discrimination even though you do not agree with it. ____

D 7. The EEOC has to do with A) educational opportunity;

B) worker competence; C) mediation between employers and

unions; D) fairness in hiring, promoting, and other aspects

of the enforcement of federal statutes. ____

D 8. Agencies concerned with discrimination include A) human

relations commissions; B) community action boards;

C) citizen review boards; D) all of the above. ____

D 9. Affirmative action plans are A) mandatory for all large

employers; B) mandatory for employers having government

contracts; C) prohibited for employers having government

contracts; D) encouraged on a voluntary basis. ____

A 10. Affirmative action can sometimes result in A) reverse

discrimination; B) hiring of illegal workers; C) acceptance

of subtle discrimination; D) acceptance of sexual harassment. ____

B 11. At present the law does not permit discrimination because of

A) appearance; B) gender; C) educational background;

D) employment history. ____

B 12. An ageist is to the young or elderly as a racist is to A) women;

B) ethnic minorities; C) religious minorities; D) all of the above. ____

A 13. The Americans with Disabilities Act (ADA) requires employers

to A) make reasonable accommodations; B) lower job

requirements for disabled workers; C) use disabled workers

whenever possible; D) avoid interview questions about the

applicant's ability to perform essential tasks. ____

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