Industrial Organizational Psychology
Exam 2 Review Questions with Correct
Answers
Title VII of the 1964 Civil Rights Act protected individuals under the following groups:
_________, ___________, ___________, ___________, & _____________
_____________. - Answer-Race, Gender, Religion, Color & National Origin
What all work place practices does Title VII apply to? - Answer-all personnel functions:
selection, training, promotion, retention, & performance appraisal
____________ _________: a designation for members of society who are granted legal
status by virtue of a demographic characteristic such as race, sex, national origin, color,
religion, age, and disability. - Answer-Protected Group
___________: an approach to personnel staffing whereby family members receive
preferential treatment because of birth or marriage. - Answer-Nepotism
The formal definition of __________ ___________ is as follows: a type of discrimination
in which the result of a particular personnel selection method has a negative effect on
protected group members. - Answer-Adverse Impact
The formal definition of ____________ ____________ is as follows: a type of
discrimination in which protected group members are afforded differential employment
procedures compared to members of other groups. - Answer-Disparate Treatment
______________ _______________: treating a member of a protected group differently
from other applicants - Answer-Disparate Treatment
___________ ___________: occurs when the selection ratio for any group is less than
80% of the selection ratio for another group - Answer-Adverse Impact
Adverse Impact is also known as the _____ rule. - Answer-4/5
When determining if Adverse Impact is occurring the _______ ________ is calculated
by the following: (# selected/# applicants) X .80. - Answer-Trigger rate
Based on a 1991 amendment to the Civil Rights Act, it is illegal to do what concerning
scores for employment practices? - Answer-adjust scores or use different cut-off scores
for different groups
,In 1967 the ________ ______________ in ____________ __________ was passed,
this act protects people aged 40 and over. - Answer-Age Discrimination in Employment
Act
In 1990 the ___________ __________ ____________ ________ was passed. This act
protects those with physical and mental impairments that limit one or more major life
functions and requires _______________ ______________ from employers, but it does
specify that there shouldn't be undue what? - Answer-Americans with Debilitates Act;
reasonable accommodation; burden or hardship on employer
______________: a goal of staffing whereby demographic differences in society are
reflected in the workforce. - Answer-Diversity
When thinking of the reality (if the organization achieves a diverse workforce) and the
rhetoric (if the organization actively talks about diversity efforts) of diversity in an
organization what does "walk the talk" mean? - Answer-This represents organizations
that achieve diversity and in reality in addition to verbally promoting their efforts in doing
so.
When thinking of the reality (if the organization achieves a diverse workforce) and the
rhetoric (if the organization actively talks about diversity efforts) of diversity in an
organization what does "low priority" mean? - Answer-Represents organizations that
neither achieve nor promote their diversity efforts.
When thinking of the reality (if the organization achieves a diverse workforce) and the
rhetoric (if the organization actively talks about diversity efforts) of diversity in an
organization what does "just do it" mean? - Answer-Refers to organizations that do not
publicly discuss/promote their diversity achievements but but in reality have created a
diverse workforce.
When thinking of the reality (if the organization achieves a diverse workforce) and the
rhetoric (if the organization actively talks about diversity efforts) of diversity in an
organization what does "empty rhetoric" mean? - Answer-Reflects organizations that
talk about their diversity efforts but in reality their workforce is not diverse.
______________-_____________ ____________: the paradox of organizations being
unable to simultaneously being able to hire the most qualified applicants and members
of the full range of demographic groups that populate society. - Answer-Diversity-
Validity Dilemma
Describe the major court case known as Griggs vs. Duke Power Company: - Answer--
Issue that started the case: High school diploma or intelligence test requirements not
job related - intentional discrimination against Blacks
- Result of the case: individuals that who bring a suit against a company do not have to
prove that the company's test is unfair; the company has to prove that the test is fair-
burden of proving if the test is fair falls on the employer.
, Describe the major court case known as Albemarle v. Moody: - Answer--Result one:
court ruled that the EOC's guidelines have he "deference of law" even though they were
issued by an administrative agency & not written by congress and signed by the
president
- Result two: Intent not required for finding of discrimination and award of backpay for
discriminatory act.
Describe the major court case known as University of California v. Bakke: - Answer-
Issue that began case: "Reverse discrimination?"-
Bakke said he was not admitted into the medical school based on his white ethnicity
Result of case: court sided with Bakke & he was admitted based on 14th amendment
equal protection clause. Race can be used as a selection criterion to advance equal
access if it is benign.
Describe the major court case known as Watson v. Fort Worth Bank & Trust: - Answer-
Result of case: subjective selection criteria are subject to validation, but cost of
alternatives must also be considered
Describe the major court case known as Wards Cove Packing Company v. Atonio: -
Answer-The U.S supreme court modified both the applicant's and employer's
responsibilities in employment litigation pertaining to such issues as burden of proof-
stated that adverse impact is not proof of discrimination & that indigenous people did
not have requisite qualifications that were not petitioners fault.
What major court case caused countless cases to be adjudicated at the district,
appellate, state supreme court, and U.S. supreme court on employment law issues? -
Answer-Wards Cove Packing Company v. Atonio
_____________ ____________: a social policy that advocates members of protected
groups will be actively recruited and considered for selection in employment. - Answer-
Affirmative Action
According to Campbell in 1996, what are the 4 goals of Affirmative Action? - Answer--
Correct present inequities
- Compensate past inequities
- Provide role models
- Promote diversity
Explain the most passive interpretation of affirmative action: - Answer-to follow
procedures that strictly pertain to recruitment, such as extensive advertising in sources
most likely to reach minority group members.
Explain a stronger interpretation of affirmative action: - Answer-preferential selection:
organizations will select minority group members from the applicant pool if they are
judged to be equally qualifications with non-minority applicants.
Exam 2 Review Questions with Correct
Answers
Title VII of the 1964 Civil Rights Act protected individuals under the following groups:
_________, ___________, ___________, ___________, & _____________
_____________. - Answer-Race, Gender, Religion, Color & National Origin
What all work place practices does Title VII apply to? - Answer-all personnel functions:
selection, training, promotion, retention, & performance appraisal
____________ _________: a designation for members of society who are granted legal
status by virtue of a demographic characteristic such as race, sex, national origin, color,
religion, age, and disability. - Answer-Protected Group
___________: an approach to personnel staffing whereby family members receive
preferential treatment because of birth or marriage. - Answer-Nepotism
The formal definition of __________ ___________ is as follows: a type of discrimination
in which the result of a particular personnel selection method has a negative effect on
protected group members. - Answer-Adverse Impact
The formal definition of ____________ ____________ is as follows: a type of
discrimination in which protected group members are afforded differential employment
procedures compared to members of other groups. - Answer-Disparate Treatment
______________ _______________: treating a member of a protected group differently
from other applicants - Answer-Disparate Treatment
___________ ___________: occurs when the selection ratio for any group is less than
80% of the selection ratio for another group - Answer-Adverse Impact
Adverse Impact is also known as the _____ rule. - Answer-4/5
When determining if Adverse Impact is occurring the _______ ________ is calculated
by the following: (# selected/# applicants) X .80. - Answer-Trigger rate
Based on a 1991 amendment to the Civil Rights Act, it is illegal to do what concerning
scores for employment practices? - Answer-adjust scores or use different cut-off scores
for different groups
,In 1967 the ________ ______________ in ____________ __________ was passed,
this act protects people aged 40 and over. - Answer-Age Discrimination in Employment
Act
In 1990 the ___________ __________ ____________ ________ was passed. This act
protects those with physical and mental impairments that limit one or more major life
functions and requires _______________ ______________ from employers, but it does
specify that there shouldn't be undue what? - Answer-Americans with Debilitates Act;
reasonable accommodation; burden or hardship on employer
______________: a goal of staffing whereby demographic differences in society are
reflected in the workforce. - Answer-Diversity
When thinking of the reality (if the organization achieves a diverse workforce) and the
rhetoric (if the organization actively talks about diversity efforts) of diversity in an
organization what does "walk the talk" mean? - Answer-This represents organizations
that achieve diversity and in reality in addition to verbally promoting their efforts in doing
so.
When thinking of the reality (if the organization achieves a diverse workforce) and the
rhetoric (if the organization actively talks about diversity efforts) of diversity in an
organization what does "low priority" mean? - Answer-Represents organizations that
neither achieve nor promote their diversity efforts.
When thinking of the reality (if the organization achieves a diverse workforce) and the
rhetoric (if the organization actively talks about diversity efforts) of diversity in an
organization what does "just do it" mean? - Answer-Refers to organizations that do not
publicly discuss/promote their diversity achievements but but in reality have created a
diverse workforce.
When thinking of the reality (if the organization achieves a diverse workforce) and the
rhetoric (if the organization actively talks about diversity efforts) of diversity in an
organization what does "empty rhetoric" mean? - Answer-Reflects organizations that
talk about their diversity efforts but in reality their workforce is not diverse.
______________-_____________ ____________: the paradox of organizations being
unable to simultaneously being able to hire the most qualified applicants and members
of the full range of demographic groups that populate society. - Answer-Diversity-
Validity Dilemma
Describe the major court case known as Griggs vs. Duke Power Company: - Answer--
Issue that started the case: High school diploma or intelligence test requirements not
job related - intentional discrimination against Blacks
- Result of the case: individuals that who bring a suit against a company do not have to
prove that the company's test is unfair; the company has to prove that the test is fair-
burden of proving if the test is fair falls on the employer.
, Describe the major court case known as Albemarle v. Moody: - Answer--Result one:
court ruled that the EOC's guidelines have he "deference of law" even though they were
issued by an administrative agency & not written by congress and signed by the
president
- Result two: Intent not required for finding of discrimination and award of backpay for
discriminatory act.
Describe the major court case known as University of California v. Bakke: - Answer-
Issue that began case: "Reverse discrimination?"-
Bakke said he was not admitted into the medical school based on his white ethnicity
Result of case: court sided with Bakke & he was admitted based on 14th amendment
equal protection clause. Race can be used as a selection criterion to advance equal
access if it is benign.
Describe the major court case known as Watson v. Fort Worth Bank & Trust: - Answer-
Result of case: subjective selection criteria are subject to validation, but cost of
alternatives must also be considered
Describe the major court case known as Wards Cove Packing Company v. Atonio: -
Answer-The U.S supreme court modified both the applicant's and employer's
responsibilities in employment litigation pertaining to such issues as burden of proof-
stated that adverse impact is not proof of discrimination & that indigenous people did
not have requisite qualifications that were not petitioners fault.
What major court case caused countless cases to be adjudicated at the district,
appellate, state supreme court, and U.S. supreme court on employment law issues? -
Answer-Wards Cove Packing Company v. Atonio
_____________ ____________: a social policy that advocates members of protected
groups will be actively recruited and considered for selection in employment. - Answer-
Affirmative Action
According to Campbell in 1996, what are the 4 goals of Affirmative Action? - Answer--
Correct present inequities
- Compensate past inequities
- Provide role models
- Promote diversity
Explain the most passive interpretation of affirmative action: - Answer-to follow
procedures that strictly pertain to recruitment, such as extensive advertising in sources
most likely to reach minority group members.
Explain a stronger interpretation of affirmative action: - Answer-preferential selection:
organizations will select minority group members from the applicant pool if they are
judged to be equally qualifications with non-minority applicants.
