Industrial Organizational Psychology
Exam 2 Review
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
Exam 2 Review
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
