1、Chapter 2: Equal Opportunity and the Law19Chapter 2: Equal Opportunity and the LawMultiple Choice1. Every time you advertise a job opening, interview, test or select a candidate or appraise an employee, you should be aware of: a. equal employment opportunity lawb. anti-discrimination lawc. criminal
2、lawd. both a and b e. both a and c (d; moderate)2. The _ Amendment to the US Constitution states, “no person shall be deprived of life, liberty, or property, without due process of the law.”a. Firstb. Fifthc. Tenthd. Thirteenthe. Fourteenth(b; moderate)3. The _ Amendment to the US Constitution makes
3、 it illegal for any state to “make or enforce any law which shall abridge the privileges and immunities of citizens of the United States.”a. Firstb. Fifthc. Tenthd. Thirteenthe. Fourteenth(e; moderate)4. Which Amendment to the US Constitution is generally viewed as barring discrimination based on se
4、x, national origin, or race?a. Firstb. Fifthc. Tenthd. Thirteenthe. Fourteenth(e; moderate)5. In the US, Title VII of the Civil Rights Act prohibits discrimination based on all of the following characteristics except _.a. raceb. sexual orientationc. colord. religione. national origin(b; moderate)Hum
5、an Resource Management: An Asian Perspective (Second Edition)206. In the US, the _ made it unlawful to discriminate in pay on the basis of sex when jobs involve equal work, require equivalent skills, effort, and responsibility, and are performed under similar working conditions. a. Title VII b. Equa
6、l Pay Act c. Executive Order (US President) d. Age Discrimination in Employment Act e. 13th Amendment to the US Constitution(b; moderate)7. Which of the following factors is not an acceptable basis for different pay for equal work under the US Equal Pay Act?a. genderb. seniority systemc. merit pay s
7、ystemd. quality of production e. all are unacceptable factors(a; moderate)8. The US EEOC guidelines define sexual harassment as: a. unwelcome sexual advancesb. requests for sexual favorsc. verbal sexual conduct d. physical sexual conducte. all the above(e; moderate)9. In the US, when is sexual haras
8、sment a violation of sex harassment law? a. when such conduct has the purpose or effect of substantially interfering with a persons work performanceb. when such conduct has the purpose or effect of creating an intimidating, hostile, or offensive work environmentc. when a crime of violence is motivat
9、ed by genderd. both a and be. all of the above(d; moderate)10. In the US, _ exists when an employer treats an individual differently because that individual is a member of a particular race, religion, gender, or ethnic group.a. Disparate treatmentb. Disparate impactc. Unintentional discriminationd.
10、Adverse impacte. Prima facie(a; easy)Chapter 2: Equal Opportunity and the Law2111. In the US, _ refers to the total employment process that results in a significantly higher percentage of a protected group in the candidate population being rejected for employment, placement, or promotion.a. disparat
11、e treatmentb. disparate impactc. unintentional discriminationd. adverse impacte. prima facie(d; easy)12. In the US, employers primarily use bona fide occupational qualification (BFOQ) as a defense against charges of discrimination based on _.a. raceb. sexual orientationc. aged. gendere. all of the a
12、bove(c; easy)13. In the US, religion may be used as a BFOQ if _.a. a religious organization requires employees to share its religionb. an employer does not want to honor an employees religious holidaysc. hiring a person to teach in a nondenominational schoold. all of the abovee. none of the above(a;
13、 moderate)14. Which of the following characteristics could serve as a BFOQ depending on the nature of the job requirements?a. ageb. genderc. national origind. religione. all of the above(e; easy)15. Organizations can measure diversity by using _.a. equal employment hiring metricsb. employee attitude
14、 surveysc. management and employee evaluationsd. focus groupse. all of the above(e; moderate)16. Diversity management includes the following step(s):a. provide strong leadershipb. assess the situationc. provide diversity trainingd. a and b e. a, b and c (e; moderate)Human Resource Management: An Asi
15、an Perspective (Second Edition)2217. In providing strong leadership in diversity management, the CEO of a company musta. take a personal interest b. become the role modelc. talk to every worker d. a and be. a, b and c(d; moderate; )18. In a company, the tools to measuring diversity include the follo
16、wing:a. equal employment hiring and retention metrics b. employee attitude surveyc. employee evaluationd. a and be. a, b and c(e; moderate)19. The objectives of diversity training include the following:a. make employees aware of value differences b. build self esteem of the different ethnic groupsc.
17、 create a friendly atmosphere in the companyd. a and be. a, b and c(e; moderate)20. In Australia, employees are protected against discrimination at the workplace by laws at the:a. federal levelb. state levelc. company leveld. a and b e. all of the above(d; moderate)21. In Australia, employees who ha
18、ve been discriminated against by an employer may complain to the:a. Human Rights and Equal Opportunity Commissionb. Ministry of Laborc. Prime Ministerd. Parliament e. All of the above(a; easy)22. In Hong Kong, the Sex Discrimination Ordinance covers the following: a. work situationb. non-work situat
19、ion c. special situation d. a and be. a, b and c(d; easy)Chapter 2: Equal Opportunity and the Law2323. In Hong Kong, the Equal Opportunities Commission provides employers with a code of practice on: a. job advertisementsb. job titles c. compensation d. promotione. all of the above(e; moderate)24. In
20、 Indonesia, under the employment law, pregnant women have the following rights:a. they cannot be dismissedb. they can return to their job after maternity leavec. they can have six months of maternity leaved. a and b e. a, b and c(d; moderate)25. In Japan, the Labor Standards Law prohibits the follow
21、ing:a. discrimination based on nationalityb. discrimination based on creed c. discrimination based on social status d. a and be. a, b and c(e; easy)26. In Singapore, the Code of Responsible Employment Practices encourages self-regulation on the part of employers in: a. recruitmentb. selectionc. appr
22、aisald. traininge. all of the above(e; easy)27. In Singapore, the Code of Responsible Employment Practices recommends that employers should not discriminate employees based on: a. raceb. religionc. aged. gendere. all of the above(e; easy)Human Resource Management: An Asian Perspective (Second Editio
23、n)2428. In Singapore, the Code of Responsible Employment Practices is recommended by: a. Singapore National Employers Federationb. Singapore Business Federationc. National Trades Union Congressd. The governmente. a, b, and c(e; moderate)29. Candidates for employment should be selected based on the f
24、ollowing:a. meritb. experiencec. capability d. a and be. a, b, and c(e; easy)30. Selection criteria should be consistently applied to the following aspect(s) of employment:a. recruitmentb. training c. appraisal d. a and be. a, b, and c(e; easy)31. In South Korea, the Labor Standards Act prohibits em
25、ployers from discrimination against workers by: a. genderb. nationality c. religiond. social statuse. all of the above(e; easy)32. In South Korea, under the Aged Employment Promotion Act, it is recommended that companies with over 300 workers should have a minimum _ percent of their workers in the a
26、bove-55 age group.a. Threeb. Fivec. Tend. Fifteene. Twenty (a; moderate)Chapter 2: Equal Opportunity and the Law2533. In Malaysia, under the Code of Practice for the Prevention and Handling of Sexual Harassment at the Workplace, the Ministry of Manpower has:a. special division to deal with harassmen
27、t casesb. the power to jail any person accused of sexual harassmentc. the power to fine any person accused of sexual harassmentd. the power to compensate the victim of sexual harassmente. all of the above(a; easy)34. In Thailand, under the Labor Protection Act, women may:a. sue employers for passing
28、 sexist remarksb. sue colleagues for passing sexist remarksc. seek compensation from the governmentd. a and be. none of the above (d; easy)True/ False35. Managers in non-U.S. companies must be aware of equal employment opportunity laws in the US and in countries where they do business. (T; easy)36.
29、U.S. citizens working overseas for U.S. companies do not have the same equal employment opportunity protection as those working within U.S. borders. (F; easy)37. In the U.S., equal employment opportunity laws were only introduced a few years ago. (F; easy)38. Managing diversity means maximizing dive
30、rsitys potential advantages while minimizing the potential barriers that can undermine the functioning of a diverse workforce. (T; easy)39. Equal employment opportunity practices have become necessary because of legal requirements. (T; easy)40. Equal employment opportunity practices have become nece
31、ssary because of globalization. (T; moderate)41. Equal employment opportunity practices have become necessary because of changes in workforce demographics. (T; moderate)42. In most countries, the workforce consists of people from different ethnic origins. (T; moderate)43. Global companies actively r
32、ecruit and maintain a diverse workforce to tap the talents from different ethnic groups (T; moderate)44. Managing diversity implies that companies are exploiting workers from different ethnic groups (F; difficult)Human Resource Management: An Asian Perspective (Second Edition)2645. Managing diversit
33、y involves only compulsory management action. (F; moderate)46. Managing diversity involves only voluntary management action. (F; moderate)47. Managing diversity involves both compulsory and voluntary management action. (T; moderate)48. Managing diversity involves more than just employing workers of
34、different ethnic origins. (T; difficult)49. In most countries, there are laws to prevent discrimination at the workplace (T; easy)50. Diversity management training should include inter-group conflict management skills. (T; moderate)51. In diversity management practices, supervisors must be trained t
35、o deal with inter-group conflict. (T; moderate)52. Training foreign workers in their own language will help them to be more sensitive to ethnic differences. (T, difficult) 53. Teaching foreign workers how to speak English will help them to be more sensitive to other cultures. (T; difficult)54. Havin
36、g employees from different backgrounds helps the company to understand different customer preferences. (T; moderate)55. Having employees from different ethnic groups helps the company to project a multi-cultural image. (T; moderate)56. It is expensive to maintain a multi-cultural workforce. (F; mode
37、rate)57. Workplace diversity makes strategic sense. (T; easy) 58. Equal employment opportunity is the same as affirmative action. (F; moderate)59. Equal employment opportunity means giving every person an equal chance to get a job. (T; easy) 60. The objective of affirmative action is to eliminate pa
38、st effects of past discrimination. (T; moderate)61. Affirmative action implies giving privileges to some protected groups. (T; difficult)62. Managing diversity is voluntary. (T; moderate)63. Affirmative action programs are mandatory. (T; moderate)Chapter 2: Equal Opportunity and the Law2764. In Aust
39、ralia, there are laws to ensure that only Australians are not discriminated against in the workplace. (F; easy)65. In Australia, employees who have been discriminated against by an employer may complain to the Human Rights and Equal Opportunity Commission. (T; easy)66. In Australia, non-Australian e
40、mployees are not protected against discrimination. (F; difficult) 67. In Hong Kong, advertisements that specify gender or marital status are barred. (T; moderate)68. In Hong Kong, the Sex Discrimination Ordinance deals only with discrimination based on the grounds of sex. (F; moderate)69. In Hong Ko
41、ng, the Sex Discrimination Ordinance deals with discrimination based on the grounds of sex, marital status and pregnancy. (T; moderate)70. In Hong Kong, the Sex Discrimination Ordinance covers only work situations. (F; moderate)71. In Hong Kong, it is illegal to have different titles for men and wom
42、en doing the same work. (T; moderate)72. In Hong Kong, the Family Status Ordinance protects persons who are responsible for taking care of their family members. (T; moderate)73. In Hong Kong, the Equal Employment Commission has to power to investigate non-compliance with the law. (T; easy)74. In Ind
43、onesia, there are no anti-discrimination laws for female employees. (T; easy)75. In Indonesia, as there are no anti-discrimination laws, employers may dismiss pregnant workers. (F; moderate)76. In Japan, the Equal Employment Opportunity Law provides equality in opportunities concerning recruitment,
44、payment, promotion and training between male and female workers. (T; easy)77. In Japan, the Labor Standards Law prohibits only discrimination in wages and work hours. (F; moderate)78. Singapore is a multi-racial, multi-religious and multi-cultural society. (T; easy)79. In Singapore, the Code of Resp
45、onsible Employment Practices helps employers to promote responsible employment practices. (T; easy)80. In Singapore, the Code of Responsible Employment Practices is issued by the government. (F; moderate)Human Resource Management: An Asian Perspective (Second Edition)2881. In Singapore, employers ma
46、y be jailed for not complying with the Code of Responsible Employment Practices. (F; difficult)82. In Singapore, workers may sue their employers under the Code of Responsible Employment Practices. (F; difficult)83. In South Korea, under the Aged Employment Promotion Act, all companies must employ so
47、me workers in the above-55 age group. (F; moderate)84. In South Korea, under the Employment Promotion Act for the Handicapped, all companies must employ some handicapped workers. (F; moderate)85. In South Korea, the Labor Standard Act prohibits employers from discrimination against workers by gender
48、, nationality, religion or social status. (T; easy)86. In Malaysia, the Code of Practice for the Prevention and Handling of Sexual Harassment at the Workplace provides a mechanism for redress. (T; moderate)87. In Malaysia, the Ministry of Human Resources has a special division to handle sexual haras
49、sment cases. (T; moderate)88. In Malaysia, the government encourages trade unions to include sexual harassment clauses in the collective agreements. (T; easy) 89. In Thailand, women are protected under the Labor Protection Law. (T; moderate)90. In Thailand, women workers may sue their colleagues for making sexist remarks at the workplace. (T; moderate)91. In order to attract the best candidates, employers should adopt non-discriminatory HR practices. (T; easy)92. Employers should apply non-discriminatory criteria only for some aspects of em
