MAN 3301 CHAPTER 3 QUESTIONS ANSWERED CORRECTLY LATEST UPDATE 2026

MAN 3301 CHAPTER 3 QUESTIONS ANSWERED CORRECTLY LATEST UPDATE 2026 1. Allison, an HR Executive at BigMind Inc., must recruit suitable candidates from a list of 50 job applicants. Which of the following is a legally permissible criterion that Allison can use to make a hiring decision? a. Education b. Gender c. Age d. National origin - Answers ANSWER: a 2. Which of the following is an illegal criterion for rejecting job applicants? a. Education b. Work experience c. Skill set d. Religion - Answers ANSWER: d 3. Susan alleges that her job application was rejected by Bob & Ben Inc. because of her ethnicity. To establish that she was discriminated against based on her ethnicity and file suit against the company, Susan must: a. develop and present an affirmative action plan. b. prove that Bob & Ben Inc. engages in status-blind employment decisions. c. conduct due diligence. d. satisfy the burden of proof. - Answers ANSWER: d 4. Equal employment opportunity is a broad-reaching concept that essentially requires employers to make _____ employment decisions. a. status-blind b. nepotistic c. egocentric d. means-end - Answers ANSWER: a 5. Affirmative action means that an employer takes proactive measures to _____. a. reduce both negative and positive discrimination in the organization b. minimize status-blind employment decisions c. increase the number of women and minorities in the workforce d. decrease instances of whistle-blowing in the workplace - Answers ANSWER: c 6. Which of the following is true of the U.S. Department of Labor? a. The Equal Employment Opportunity Commission is part of the U.S. Department of Labor. b. Unlike the Equal Employment Opportunity Commission, it enforces employment laws for employers in both private and public workplaces. c. The employment requirements set out by executive orders for federal contractors and subcontractors is beyond the scope of the U.S. Department of Labor. d. It has broad enforcement power and oversees compliance with many employment-related laws. - Answers ANSWER: d 7. The Department Head of the supply chain unit of MacX Inc. issued a memo stating that all male employees must work in the evening shift for the next two months. This best exemplifies _____. a. disparate treatment b. unjustifiable dismissal c. a nepotistic decision d. a status-blind employment decision - Answers ANSWER: a 8. Sentinals FC, a soccer club, is hiring new players. The applicants are required to be of a certain height and physical build to qualify for the next round of the selection process. Consequently, some applicants do not qualify despite having exceptional soccer skills. This best exemplifies _____. a. nepotism b. disparate impact c. status-blind hiring d. summary dismissal - Answers ANSWER: b 9. _____ is a practice required for safe and efficient organizational operations. a. Disparate treatment b. Constructive dismissal c. A business necessity d. A business emergency - Answers ANSWER: c 10. Preventing workers from injuring themselves at the workplace is _____. a. a nonretaliatory practice b. the burden of proof c. a business necessity d. a business emergency - Answers ANSWER: c 11. Which of the following is a criticism of the use of criminal background checks in the selection process? a. It is likely to cause disparate impact directed at underrepresented groups. b. It leads to an increase in the number of status-blind employment decisions. c. It is merely an indicator of the past and not a predictor of the future. d. It reduces negative discrimination but increases positive discrimination. - Answers ANSWER: a 12. Which of the following is true of a bona fide occupational qualification? a. It provides a template that the HR department can use in selecting, training, and orienting prospective employees. b. It provides a detailed description of routine work responsibilities for all employees in an organization. c. It provides an exhaustive list of the desired traits and characteristics expected from prospective employees. d. It provides a legitimate reason an employer can use to exclude persons on otherwise illegal bases of consideration. - Answers ANSWER: d 13. Which of the following is true of nonretaliatory practices in workplaces? a. Employers are prohibited from retaliating against individuals who file discrimination charges. b. Employees are prohibited from retaliating against organizations that practice discrimination. c. Employers are restricted from retaliating against employees who violate organizational ethics. d. Employees are restricted from retaliating against employers who use summary dismissal. - Answers ANSWER: a 14. According to Title VII of the Civil Rights Act of 1964, which of the following is considered illegal? a. Discriminating against employees on the basis of their educational qualification b. Discriminating against employees on the basis of their ethnicity c. Discriminating against employees on the basis of their work experience d. Discriminating against employees on the basis of their skill sets - Answers ANSWER: b 15. Which of the following statements is true of using social networking sites to fill job positions? a. It results in employers making status-blind employment decisions. b. It is likely to result in disparate impact. c. It encourages positive discrimination by using anonymous application procedures. d. It prevents employers from engaging in racial discrimination. - Answers ANSWER: b 16. Which of the following organizations must comply with rules and regulations established by specific government agencies to enforce the Equal Employment Opportunity Act of 1972? a. Government and private employers with a minimum of 10 employees b. Private employers with 15 or more employees c. Private organizations with a minimum of five employees d. Labor unions with five or more members - Answers ANSWER: b 17. Which of the following is true of the Civil Rights Act of 1991? a. It requires employers to minimize instances of whistle-blowing in the workplace. b. It requires employers to discourage affirmative actions in the workplace. c. It requires employers to show that an employment practice is job related for a position. d. It requires employers to avoid making status-blind employment decisions. - Answers ANSWER: c 18. Which of the following is true of executive orders 11246, 11375, and 11478? a. They require all educational institutions and private organizations with 10 or more employees to follow the regulations established by the Equal Employment Opportunity Act of 1972. b. They require public and private employers to conduct due diligence as soon as a business deal is closed. c. They require state governments and federal contractors to prevent the use of summary dismissal in organizations. d. They require federal contractors to take affirmative action to compensate for historical discrimination against women, minorities, and individuals with disabilities. - Answers ANSWER: d 19. Which of the following is the overall objective of an affirmative action program? a. To have a company's workforce demographics reflect as closely as possible the demographics in the labor market from which workers are recruited b. To ensure that organizations do not engage in unethical practices such as positive and negative discrimination and summary dismissal c. To stop companies from making status-blind employment decisions d. To encourage employers to conduct due diligence once a business deal is closed - Answers ANSWER: a 20. Affirmative action programs are reviewed by the _____. a. Equal Employment Opportunity Commission b. Office of Federal Contract Compliance Programs c. Committee on Oversight and Government Reform d. Department of Justice - Answers ANSWER: b 21. The original purpose of the Civil Rights Act of 1964 was to address _____ in the United States. a. gender discrimination b. age discrimination c. race discrimination d. disability discrimination - Answers ANSWER: c 22. The _____ of 1978 amended Title VII of the 1964 Civil Rights Act to require that employers treat maternity leave the same as other personal or medical leaves. a. Pregnancy Discrimination Act b. Family and Medical Leave Act c. Fair Labor Standards Act d. National Labor Relations Act - Answers ANSWER: a 23. Which of the following is true of the Family and Medical Leave Act? a. It applies exclusively to women in cases of childbirth. b. It grants leaves to adoptive parents only if the adopted child is under five months old. c. It requires that qualified individuals be given up to 12 weeks of unpaid family leave. d. It requires that qualified individuals be given 20 weeks of unpaid family leave. - Answers ANSWER: c 24. _____ occurs when making accommodations for individuals with disabilities imposes a significant difficulty or expense on an employer. a. Disparate impact b. An undue hardship c. An affirmative action d. Summary dismissal - Answers ANSWER: b 25. Which of the following statements is true of the Equal Pay Act of 1963? a. It states that tasks performed only intermittently or infrequently make jobs different enough to justify different wages. b. It requires employers to offer equal pay for all employees irrespective of their seniority. c. It states that the existence of pay differences in jobs held by women and men is sufficient to prove that illegal discrimination has occurred in the workplace. d. It requires employers to pay similar wage rates for similar work without regard to gender. - Answers ANSWER: d 26. Samantha, a Senior Manager at OfficeBoxes, discovered that her salary is lower than a male Senior Manager's salary. After consulting an HR executive, she learned that a difference in pay between men and women is permitted by the Equal Pay Act of 1963 if the pay difference is _____. a. based on a difference in performance b. based on a difference in age c. not the result of a status-blind decision d. not a result of affirmative action - Answers ANSWER: a 27. Under which of the following circumstances does the Equal Pay Act of 1963 permit differences in pay between men and women in the same jobs? a. Differences in seniority b. Differences in marital status c. Differences in ethnicity d. Differences in age - Answers ANSWER: a 28. The _____ of 2009 eliminates the statute of limitations for employees who file pay discrimination claims under the Equal Pay Act. a. Taft-Hartley Act b. Lilly Ledbetter Fair Pay Act c. Clayton Antitrust Act d. Pay Equity Act - Answers ANSWER: b 29. Ongoing interest in the notion of pay equity is due to: a. the need to eliminate status-blind employment practices. b. the increasing number of racial discrimination lawsuits. c. the continuing gap between the earnings of women and men. d. the increasing number of women in the workforce. - Answers ANSWER: c 30. Chemfi Inc. has been experiencing high attrition rates among its female employees. Most of them cited poor work-life balance as the reason for their resignation. Which of the following can Chemfi Inc. use to ensure that its employees have a good work-life balance? a. It can provide employees with on-site cafeterias and fitness centers. b. It can provide employees with incentives for extra work hours. c. It can offer advancement options based on employee productivity. d. It can use featherbedding practices. - Answers ANSWER: a 31. Which of the following is true of a glass ceiling? a. It refers to a set of proactive employment practices to compensate for historical discrimination against women, minorities, and individuals with disabilities. b. It refers to a set of workplace guidelines to eliminate discriminatory and unethical practices such as summary dismissal and positive and negative discrimination. c. It refers to a modification to a job or work environment that gives a qualified individual an equal employment opportunity to perform. d. It refers to discriminatory practices that have prevented women and other minority status employees from advancing to executive-level jobs. - Answers ANSWER: d 32. One of the most useful ways to break the glass ceiling in organizations is to _____. a. eliminate status-blind employment practices b. establish formal mentoring programs for minority groups c. avoid affirmative action d. prevent unethical practices such as summary dismissal - Answers ANSWER: b 33. A _____ is a modification to a job or work environment that gives a qualified individual an equal employment opportunity to perform. a. reasonable accommodation b. due hardship c. glass ceiling d. balanced scorecard - Answers ANSWER: a 34. Which of the following best describes nepotism? a. It is the practice of making employment decisions without regard to individuals' personal characteristics. b. It is the practice of allowing relatives to work for the same employer. c. It is the practice of compensating for historical discrimination against certain groups in the workforce. d. It is the practice of assessing all aspects of a business being acquired. - Answers ANSWER: b 35. Which of the following best exemplifies quid pro quo sexual harassment? a. Fatima commenting on the appearance of one of her team members b. Ravi's supervisor telling him jokes that are sexual in nature c. Jemma's supervisor giving her a pay hike for performing sexual favors