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PRE-ASSESSMENT: MANAGING HUMAN CAPITAL (PUXC)
Attempt #2
Status: Passed
1. Which situation is an example of a managerial ethical dilemma?
YOUR CORRECT
ANSWER ANSWER
Exchanging birthday cards with a longtime employee
Seeing an employee outside of work hours behaving rudely to a
clerk in a store
Reading an article in the newspaper about a crime committed by
the relative of an employee
Being asked to directly supervise a family member
2. A human resource manual specifies that employees cannot be terminated or punished for refusing to
follow an illegal request made by a supervisor.
Which standard is being applied to resolve this ethical dilemma?
YOUR CORRECT
ANSWER ANSWER
Virtue standard
Rights standard
Utilitarian standard
Common good standard
3. What is the goal of affirmative action?
YOUR CORRECT
ANSWER ANSWER
To bar employment decisions based on ability and qualifications
To rely on legal remedies such as lawsuits and injunctions for
success
, YOUR CORRECT
ANSWER ANSWER
To seek to remedy past practices that innately caused an adverse
effect on applicants
To focus on changing institutional demographics in an organization
from the top-down
4. A female employer is accused of having an employment practice that negatively impacts women. The
employer responds that she has the same requirements for male and female applicants and wants to
hire other women.
Why is this case a potential demonstration of adverse impact?
YOUR CORRECT
ANSWER ANSWER
Adverse impact is based on intentional sex discrimination.
Adverse impact must be the result of unequal promotion rather
than unequal hiring.
Adverse impact is unintentional and relates to policies applied to all
employees.
Adverse impact must be proven by examination of a society’s
history of discrimination, not an individual’s history.
5. Which protected classes must a company set hiring goals for under Executive Order 11246?
YOUR CORRECT
ANSWER ANSWER
Religious groups and workers over the age 40
Minorities and disabled veterans
Minorities and women
Native Americans and people with disabilities
6. Which legislation promotes practices that reduce discrimination against a wide variety of protected
classes?
YOUR CORRECT
ANSWER ANSWER
Equal Pay Act
, YOUR CORRECT
ANSWER ANSWER
Pregnancy Discrimination Act
Title VII of the Civil Rights Act
Protected Class Act
7. What is the minimum number of employees an organization must have to be required to follow the
Family and Medical Leave Act (FMLA) of 1993?
YOUR CORRECT
ANSWER ANSWER
2
25
50
100
8. Which law guarantees that a woman can take unpaid time off following the birth of her child without
fear of losing her job?
YOUR CORRECT
ANSWER ANSWER
The Rehabilitation Act of 1973
The Family and Medical Leave Act of 1993
The Family Friendly Leave Act of 1994
The Genetic Information Nondiscrimination Act of 2008
9. What is the goal of the Uniformed Services Employment and Reemployment Rights Act of 1994?
YOUR CORRECT
ANSWER ANSWER
To increase racial diversity in all branches of the military
To encourage more women to consider employment in the military
To prevent discrimination against employees who may be called
into active military service
PRE-ASSESSMENT: MANAGING HUMAN CAPITAL (PUXC)
Attempt #2
Status: Passed
1. Which situation is an example of a managerial ethical dilemma?
YOUR CORRECT
ANSWER ANSWER
Exchanging birthday cards with a longtime employee
Seeing an employee outside of work hours behaving rudely to a
clerk in a store
Reading an article in the newspaper about a crime committed by
the relative of an employee
Being asked to directly supervise a family member
2. A human resource manual specifies that employees cannot be terminated or punished for refusing to
follow an illegal request made by a supervisor.
Which standard is being applied to resolve this ethical dilemma?
YOUR CORRECT
ANSWER ANSWER
Virtue standard
Rights standard
Utilitarian standard
Common good standard
3. What is the goal of affirmative action?
YOUR CORRECT
ANSWER ANSWER
To bar employment decisions based on ability and qualifications
To rely on legal remedies such as lawsuits and injunctions for
success
, YOUR CORRECT
ANSWER ANSWER
To seek to remedy past practices that innately caused an adverse
effect on applicants
To focus on changing institutional demographics in an organization
from the top-down
4. A female employer is accused of having an employment practice that negatively impacts women. The
employer responds that she has the same requirements for male and female applicants and wants to
hire other women.
Why is this case a potential demonstration of adverse impact?
YOUR CORRECT
ANSWER ANSWER
Adverse impact is based on intentional sex discrimination.
Adverse impact must be the result of unequal promotion rather
than unequal hiring.
Adverse impact is unintentional and relates to policies applied to all
employees.
Adverse impact must be proven by examination of a society’s
history of discrimination, not an individual’s history.
5. Which protected classes must a company set hiring goals for under Executive Order 11246?
YOUR CORRECT
ANSWER ANSWER
Religious groups and workers over the age 40
Minorities and disabled veterans
Minorities and women
Native Americans and people with disabilities
6. Which legislation promotes practices that reduce discrimination against a wide variety of protected
classes?
YOUR CORRECT
ANSWER ANSWER
Equal Pay Act
, YOUR CORRECT
ANSWER ANSWER
Pregnancy Discrimination Act
Title VII of the Civil Rights Act
Protected Class Act
7. What is the minimum number of employees an organization must have to be required to follow the
Family and Medical Leave Act (FMLA) of 1993?
YOUR CORRECT
ANSWER ANSWER
2
25
50
100
8. Which law guarantees that a woman can take unpaid time off following the birth of her child without
fear of losing her job?
YOUR CORRECT
ANSWER ANSWER
The Rehabilitation Act of 1973
The Family and Medical Leave Act of 1993
The Family Friendly Leave Act of 1994
The Genetic Information Nondiscrimination Act of 2008
9. What is the goal of the Uniformed Services Employment and Reemployment Rights Act of 1994?
YOUR CORRECT
ANSWER ANSWER
To increase racial diversity in all branches of the military
To encourage more women to consider employment in the military
To prevent discrimination against employees who may be called
into active military service
