MGMT 3500 FINAL QUESTIONS &
ANSWERS(RATED A+)
What is "diversity management"? - ANSWERDiversity management is the strategy
of using best practices with proven results to find and create a diverse and inclusive
workplace.
Title VII of Civil Rights Act - intent? Who is included in protected classes? Applies to
which states? What are "employment decisions"? - ANSWERRace, gender, sex,
color, ethnic origin, religion
Applies to all states
Employment decisions: Hiring, firing, promotions, assignments, etc.
Federal law vs. state and local laws impacting HR - ANSWERHR professionals must
be familiar with a wide array of different statutory and regulatory authorities in order
to effectively and lawfully deal with company personnel.
Federal laws trump state and local.
Disparate impact - ANSWERDisparate impact: policies, practices, rules or other
systems that appear to be neutral result in a disproportionate impact on a protected
group.
Ex. If you test all applicants and only African Americans are eliminated based on the
results of the assessment.
Disparate treatment - ANSWERDisparate treatment is intentional employment
discrimination.
Ex. If only African American applicants are required to take a pre-employment
assessment test
What is "retaliation"? - ANSWERit is illegal to retaliate against an employee who has
complained about sexual harassment or one who participates in an investigation.
This includes firing, giving worse assignments, shifts, harassing, threatening.
ADA - ANSWERreasonable accommodation - under $500/free don't have to alter or
change anything that's an essential job function. ADA covers physical serious health
issues and mental health.
An employee requests a religious accommodation - can you ask them to prove it's a
real religion? - ANSWERNo
What does "reasonable accommodation" mean? - ANSWER-make adjustments to
allow practice of religion
-ex: flex schedule, staffing substitution/swaps, policy modifications
-ex: altering a dress code to allow turban or headscarf
, What is "undue Hardship"? - ANSWERIf its costly, compromises safety, decreases
work efficiency, infringes on rights of other employees, or requires employees to do
more than their share of hazardous or burdensome work.
-if undue hardship then you can deny accommodation
ADEA - ANSWERCovers 40+ years old
Intent to stop replacing old ppl with young cheap ees.
Applies to organizations w/ 20+ ees
Benefits can't be denied based on age
Equal pay act - ANSWERAimed at abolishing wage disparity based on sex. If men
and women do same job should be paid equal. Still a gap though.
Definition of diversity (primary vs. secondary) - ANSWERPrimary: Born this way
Secondary: Raised or chosen
What is the "business model of Diversity management"? - ANSWERStriving for
diversity in order to ultimately benefit bottom dollar. Attract the best employees, good
PR, better ideas, less lawsuits, lower turnover
*What is Affirmative Action? And how does it differ from managing diversity?* -
ANSWERAffirmative action: Governance - Pres. orders/federal court orders or
voluntary. Concept - Policies that say action should be taken to balance a workplace
to it's labor market/right past wrongs.
Managing diversity: Governance - Policies within a company/organization, a
business strategy. Concept - Not a legal requirement; designed to get better talent
and/or serve a diverse customer base
*How are women doing in leadership roles in US business? What is the glass
ceiling? Pay gap? Motherhood penalty?* - ANSWERdemocratic leader or
participative ask people about your leadership or people oriented leader where you
ask people get to know their personalities. Seen as positive for women by followers
(men and women).
But if women does dictator, authoritarian, task, seen as negative by followers.
when having baby you lose average 4% of pay per kid, man bumps up 6%. It's the
perception that working mother is scatterbrained and working father is breadwinner
and needs money.
How can mentors help female ees? - ANSWERfemale could give them networking
opportunities, career advice, exposure higher into organization.
Describe best practices for pregnant ees? - ANSWERmain message = treat them the
same as everyone else, weather applicant or not. Never ask are you pregnant, when
are you due, etc. ask same interview questions. If employee asks for
accommodation, ask if they have specific restrictions from doctor need specific
restrictions.
ANSWERS(RATED A+)
What is "diversity management"? - ANSWERDiversity management is the strategy
of using best practices with proven results to find and create a diverse and inclusive
workplace.
Title VII of Civil Rights Act - intent? Who is included in protected classes? Applies to
which states? What are "employment decisions"? - ANSWERRace, gender, sex,
color, ethnic origin, religion
Applies to all states
Employment decisions: Hiring, firing, promotions, assignments, etc.
Federal law vs. state and local laws impacting HR - ANSWERHR professionals must
be familiar with a wide array of different statutory and regulatory authorities in order
to effectively and lawfully deal with company personnel.
Federal laws trump state and local.
Disparate impact - ANSWERDisparate impact: policies, practices, rules or other
systems that appear to be neutral result in a disproportionate impact on a protected
group.
Ex. If you test all applicants and only African Americans are eliminated based on the
results of the assessment.
Disparate treatment - ANSWERDisparate treatment is intentional employment
discrimination.
Ex. If only African American applicants are required to take a pre-employment
assessment test
What is "retaliation"? - ANSWERit is illegal to retaliate against an employee who has
complained about sexual harassment or one who participates in an investigation.
This includes firing, giving worse assignments, shifts, harassing, threatening.
ADA - ANSWERreasonable accommodation - under $500/free don't have to alter or
change anything that's an essential job function. ADA covers physical serious health
issues and mental health.
An employee requests a religious accommodation - can you ask them to prove it's a
real religion? - ANSWERNo
What does "reasonable accommodation" mean? - ANSWER-make adjustments to
allow practice of religion
-ex: flex schedule, staffing substitution/swaps, policy modifications
-ex: altering a dress code to allow turban or headscarf
, What is "undue Hardship"? - ANSWERIf its costly, compromises safety, decreases
work efficiency, infringes on rights of other employees, or requires employees to do
more than their share of hazardous or burdensome work.
-if undue hardship then you can deny accommodation
ADEA - ANSWERCovers 40+ years old
Intent to stop replacing old ppl with young cheap ees.
Applies to organizations w/ 20+ ees
Benefits can't be denied based on age
Equal pay act - ANSWERAimed at abolishing wage disparity based on sex. If men
and women do same job should be paid equal. Still a gap though.
Definition of diversity (primary vs. secondary) - ANSWERPrimary: Born this way
Secondary: Raised or chosen
What is the "business model of Diversity management"? - ANSWERStriving for
diversity in order to ultimately benefit bottom dollar. Attract the best employees, good
PR, better ideas, less lawsuits, lower turnover
*What is Affirmative Action? And how does it differ from managing diversity?* -
ANSWERAffirmative action: Governance - Pres. orders/federal court orders or
voluntary. Concept - Policies that say action should be taken to balance a workplace
to it's labor market/right past wrongs.
Managing diversity: Governance - Policies within a company/organization, a
business strategy. Concept - Not a legal requirement; designed to get better talent
and/or serve a diverse customer base
*How are women doing in leadership roles in US business? What is the glass
ceiling? Pay gap? Motherhood penalty?* - ANSWERdemocratic leader or
participative ask people about your leadership or people oriented leader where you
ask people get to know their personalities. Seen as positive for women by followers
(men and women).
But if women does dictator, authoritarian, task, seen as negative by followers.
when having baby you lose average 4% of pay per kid, man bumps up 6%. It's the
perception that working mother is scatterbrained and working father is breadwinner
and needs money.
How can mentors help female ees? - ANSWERfemale could give them networking
opportunities, career advice, exposure higher into organization.
Describe best practices for pregnant ees? - ANSWERmain message = treat them the
same as everyone else, weather applicant or not. Never ask are you pregnant, when
are you due, etc. ask same interview questions. If employee asks for
accommodation, ask if they have specific restrictions from doctor need specific
restrictions.
