MGT 430 LATEST 2026 FINAL PAPER QUESTIONS AND
SOLUTIONS GUARANTEE A+
✔✔Title VII of the Civil Rights Act (1964) - ✔✔•Prohibits discrimination based on race,
color, sex, religion, and national origin
•Exceptions include race, color, sex, religion or national origin being a bona fide
occupational qualification (BFOQ)
✔✔Why are EEOC laws needed? - ✔✔To equal the job search for disadvantaged
groups
✔✔Who is protected under EEOC laws? - ✔✔Applicants, employees and former
employees
✔✔6. Evaluate training - ✔✔Best way is to give an assessment at the beginning and the
end of the training and see if there was an improvement. Compare that to a comparison
group. Can evaluate:
•Affective, Cognitive, Skill-based, results - metrics, ROI
✔✔1. Needs assessment - ✔✔process used to determine if training is necessary. 1.
Organizational analysis, 2. task analysis, 3. person analysis
✔✔5. Select training - ✔✔Choosing either formal or informal training
✔✔Task analysis - ✔✔Identifying important tasks and knowledge, skills and behaviors
in training for employees to complete their tasks. What needs to be trained?
✔✔Person analysis - ✔✔Helps identify who needs training, whether performance issues
result from a lack of knowledge or something else (lack of motivation), whether
employees are ready for training. Who should be taught?
✔✔Pregnancy Discrimination Act (1978) - ✔✔Prohibits discrimination on the basis of
pregnancy, childbirth, or related medical conditions
✔✔list the negative aspects to having a diverse workforce - ✔✔Diversity leads to more
conflict and resentment
✔✔Defend the use of Diversity and Inclusion initiatives in organizations - ✔✔Innovation,
better decision making, and economic growth because the teams a) have more
perspectives and b) consider more information and process the information more deeply
✔✔successfully promoting diversity in organizations - ✔✔1. Engage managers in
solving the problem
2. Increase on-the-job contact with women and minorities
, 3. Promote social accountability, especially the desire to look fair
•Examples: college recruitment, mentoring programs, self-managed teams, task forces
(especially diversity), cross-training (job rotation), diversity managers, mindfulness
meditation and perspective taking
✔✔Statistics on sexual harassment - ✔✔40% of women report having been sexually
harassed at work.
70% of sexual harassment incidents go unreported and 87-94% of victims do not file a
formal complaint
✔✔Sexual misconduct criminal law - ✔✔•Sexual assault (e.g., unwanted groping, rape)
Unwanted touching
✔✔Disparate Impact - ✔✔•Individuals treated the same
•Unintentional
•The same standards are applied to all groups, but less than 4/5 of applicants from
minority group are hired when compared to applicants from majority group who are
hired
✔✔subtle discrimination - ✔✔•Ignoring input
•Not inviting someone to lunch
•Fewer responsibilities
•Less speaking time
•Interrupting
•Assuming someone is from a foreign country
•Assuming someone should be good at something because of race, sex, etc.
✔✔blatant discrimination - ✔✔•Different interview questions for different groups
•Not hiring someone because of race, sex, religion, etc.
•Using offensive language, slurs, etc.
•Not promoting or firing someone because of group status
✔✔Disparate Treatment - ✔✔Individuals treated differently
Intentional and retaliatory
Different standards are applied to all of the groups, which results in the outcomes (e.g.,
number hired) being different
✔✔Age Discrimination in Employment Act (1967) - ✔✔Especially relevant when
organizations downsize
Prohibits discrimination against individuals 40 years old or older
Applies to 1 in 5 US employees
✔✔job description - ✔✔a written description of the basic tasks, duties, and
responsibilities required of an employee holding a particular job
SOLUTIONS GUARANTEE A+
✔✔Title VII of the Civil Rights Act (1964) - ✔✔•Prohibits discrimination based on race,
color, sex, religion, and national origin
•Exceptions include race, color, sex, religion or national origin being a bona fide
occupational qualification (BFOQ)
✔✔Why are EEOC laws needed? - ✔✔To equal the job search for disadvantaged
groups
✔✔Who is protected under EEOC laws? - ✔✔Applicants, employees and former
employees
✔✔6. Evaluate training - ✔✔Best way is to give an assessment at the beginning and the
end of the training and see if there was an improvement. Compare that to a comparison
group. Can evaluate:
•Affective, Cognitive, Skill-based, results - metrics, ROI
✔✔1. Needs assessment - ✔✔process used to determine if training is necessary. 1.
Organizational analysis, 2. task analysis, 3. person analysis
✔✔5. Select training - ✔✔Choosing either formal or informal training
✔✔Task analysis - ✔✔Identifying important tasks and knowledge, skills and behaviors
in training for employees to complete their tasks. What needs to be trained?
✔✔Person analysis - ✔✔Helps identify who needs training, whether performance issues
result from a lack of knowledge or something else (lack of motivation), whether
employees are ready for training. Who should be taught?
✔✔Pregnancy Discrimination Act (1978) - ✔✔Prohibits discrimination on the basis of
pregnancy, childbirth, or related medical conditions
✔✔list the negative aspects to having a diverse workforce - ✔✔Diversity leads to more
conflict and resentment
✔✔Defend the use of Diversity and Inclusion initiatives in organizations - ✔✔Innovation,
better decision making, and economic growth because the teams a) have more
perspectives and b) consider more information and process the information more deeply
✔✔successfully promoting diversity in organizations - ✔✔1. Engage managers in
solving the problem
2. Increase on-the-job contact with women and minorities
, 3. Promote social accountability, especially the desire to look fair
•Examples: college recruitment, mentoring programs, self-managed teams, task forces
(especially diversity), cross-training (job rotation), diversity managers, mindfulness
meditation and perspective taking
✔✔Statistics on sexual harassment - ✔✔40% of women report having been sexually
harassed at work.
70% of sexual harassment incidents go unreported and 87-94% of victims do not file a
formal complaint
✔✔Sexual misconduct criminal law - ✔✔•Sexual assault (e.g., unwanted groping, rape)
Unwanted touching
✔✔Disparate Impact - ✔✔•Individuals treated the same
•Unintentional
•The same standards are applied to all groups, but less than 4/5 of applicants from
minority group are hired when compared to applicants from majority group who are
hired
✔✔subtle discrimination - ✔✔•Ignoring input
•Not inviting someone to lunch
•Fewer responsibilities
•Less speaking time
•Interrupting
•Assuming someone is from a foreign country
•Assuming someone should be good at something because of race, sex, etc.
✔✔blatant discrimination - ✔✔•Different interview questions for different groups
•Not hiring someone because of race, sex, religion, etc.
•Using offensive language, slurs, etc.
•Not promoting or firing someone because of group status
✔✔Disparate Treatment - ✔✔Individuals treated differently
Intentional and retaliatory
Different standards are applied to all of the groups, which results in the outcomes (e.g.,
number hired) being different
✔✔Age Discrimination in Employment Act (1967) - ✔✔Especially relevant when
organizations downsize
Prohibits discrimination against individuals 40 years old or older
Applies to 1 in 5 US employees
✔✔job description - ✔✔a written description of the basic tasks, duties, and
responsibilities required of an employee holding a particular job
