Industrial Organizational Psychology Exam
2 Review UPDATED Exam Questions and
CORRECT Answers
Title VII of the 1964 Civil Rights Act protected individuals under the following groups:
_________, ___________, ___________, ___________, & _____________ _____________. -
CORRECT ANSWER - Race, Gender, Religion, Color & National Origin
What all work place practices does Title VII apply to? - CORRECT 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. - CORRECT ANSWER - Protected Group
___________: an approach to personnel staffing whereby family members receive preferential
treatment because of birth or marriage. - CORRECT 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. - CORRECT 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. - CORRECT ANSWER - Disparate Treatment
______________ _______________: treating a member of a protected group differently from
other applicants - CORRECT ANSWER - Disparate Treatment
___________ ___________: occurs when the selection ratio for any group is less than 80% of
the selection ratio for another group - CORRECT ANSWER - Adverse Impact
,Adverse Impact is also known as the _____ rule. - CORRECT ANSWER - 4/5
When determining if Adverse Impact is occurring the _______ ________ is calculated by the
following: (# selected/# applicants) X .80. - CORRECT ANSWER - Trigger rate
Based on a 1991 amendment to the Civil Rights Act, it is illegal to do what concerning scores for
employment practices? - CORRECT 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. - CORRECT 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? - CORRECT 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. - CORRECT 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? - CORRECT 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? - CORRECT 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? - CORRECT 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? - CORRECT 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. - CORRECT ANSWER - Diversity-Validity
Dilemma
Describe the major court case known as Griggs vs. Duke Power Company: - CORRECT
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: - CORRECT 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: - CORRECT
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: - CORRECT
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: - CORRECT
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? - CORRECT
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. - CORRECT
ANSWER - Affirmative Action
According to Campbell in 1996, what are the 4 goals of Affirmative Action? - CORRECT
ANSWER - - Correct present inequities
- Compensate past inequities
- Provide role models
- Promote diversity
Explain the most passive interpretation of affirmative action: - CORRECT 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: - CORRECT 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.
2 Review UPDATED Exam Questions and
CORRECT Answers
Title VII of the 1964 Civil Rights Act protected individuals under the following groups:
_________, ___________, ___________, ___________, & _____________ _____________. -
CORRECT ANSWER - Race, Gender, Religion, Color & National Origin
What all work place practices does Title VII apply to? - CORRECT 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. - CORRECT ANSWER - Protected Group
___________: an approach to personnel staffing whereby family members receive preferential
treatment because of birth or marriage. - CORRECT 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. - CORRECT 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. - CORRECT ANSWER - Disparate Treatment
______________ _______________: treating a member of a protected group differently from
other applicants - CORRECT ANSWER - Disparate Treatment
___________ ___________: occurs when the selection ratio for any group is less than 80% of
the selection ratio for another group - CORRECT ANSWER - Adverse Impact
,Adverse Impact is also known as the _____ rule. - CORRECT ANSWER - 4/5
When determining if Adverse Impact is occurring the _______ ________ is calculated by the
following: (# selected/# applicants) X .80. - CORRECT ANSWER - Trigger rate
Based on a 1991 amendment to the Civil Rights Act, it is illegal to do what concerning scores for
employment practices? - CORRECT 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. - CORRECT 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? - CORRECT 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. - CORRECT 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? - CORRECT 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? - CORRECT 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? - CORRECT 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? - CORRECT 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. - CORRECT ANSWER - Diversity-Validity
Dilemma
Describe the major court case known as Griggs vs. Duke Power Company: - CORRECT
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: - CORRECT 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: - CORRECT
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: - CORRECT
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: - CORRECT
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? - CORRECT
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. - CORRECT
ANSWER - Affirmative Action
According to Campbell in 1996, what are the 4 goals of Affirmative Action? - CORRECT
ANSWER - - Correct present inequities
- Compensate past inequities
- Provide role models
- Promote diversity
Explain the most passive interpretation of affirmative action: - CORRECT 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: - CORRECT 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.
