Applying Psychology to Work International Edition 7Th Edition by Michael G Aamodt – Test Bank
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Sample Test
Chapter 3: Employee Selection and Legal Issues
MULTIPLE CHOICE
1. In
the past few years, about _____ discrimination complaints were filed with
the Equal Employment Opportunity Commission.
2. 100,000
c. 950
3. 500,000
d. 10,000
ANS:
A
PTS: 1
2. The
first step in the legal process is for some legislative body to:
3. get
sued c.
pass a law
4. receive
a complaint
d. take a
vote
ANS:
C
PTS: 1
3. If a
law is passed at the federal level, states may pass laws that _____ the
rights granted in the federal law, states may not pass laws that will _____ the
rights granted in the federal law.
4. diminish
/ expand
c.
diminish / change
5. expand
/ change d.
expand / diminish
ANS:
D
PTS: 1
4. With,
______, employees and the organization meet with a neutral third party who
tries to help the two sides reach a mutually agreed-upon solution.
5. arbitration
c.
negotiation
6. mediation
d.
transformation
ANS:
B
PTS:
1
MSC: WWW
5. In
which of the following ADR methods does a neutral third-party make a decision
that both sides must abide by?
6. Binding
arbitration
7. Nonbinding
arbitration
8. Mediation
9. Negotiation
ANS:
A
PTS: 1
6. The
EEOC usually handles alleged violations of:
7. state
laws c.
county laws
8. federal
laws d. none
of these
ANS:
B
PTS: 1
7. In
order for a case of discrimination to be investigated by the EEOC, the
complaint must be filed within _____ days of the discriminatory act.
8. 120
c. 160
9. 140
d. 180
ANS:
D
PTS: 1
8. According
to the Lilly Ledbetter Fair Pay Act, an employee filing a discrimination
complaint with the EEOC regarding pay discrimination, has 180 days from when
she:
9. was
hired
c. was
told of her salary
10.
received her last pay check
d. discovered
she was underpaid
ANS:
B
PTS: 1
9. When
the courts make a decision, the decision becomes:
10.
final c.
case law
11.
moot
d. a statute
ANS:
C
PTS: 1
10.
_______ is a judicial interpretation of a law and is
important because it establishes a precedent for future cases.
11.
A statute
c. A
briefing
12.
Case law
d. A sanction
ANS:
B
PTS:
1
MSC: WWW
11.
Based on the Civil Rights Acts of 1866, 1964, and 1991 as well
as the 14th Amendment, it is illegal to discriminate against a person based on
race. According to Congress, all of the following are protected races
except:
12.
African Americans
13.
Asian Americans
14.
Native American Indians
15.
all three of these are protected races
ANS:
D
PTS: 1
12.
The “equal protection” clause of the Fourteenth Amendment
mandates that no state may deny a person equal protection under the law.
Because any suite filed under the Fourteenth Amendment must demonstrate ______,
it is not often used.
13.
intent
c.
equal protection
14.
past discrimination d.
due process
ANS:
A
PTS: 1
13.
The 1964 Civil Rights Act (Title VII) and its 1972 and 1991
amendments cover:
14.
unintentional discrimination
15.
race, color, sex, religion, national origin
16.
companies with 15 or more people
17.
all of these
ANS:
D
PTS: 1
14.
The Civil Rights Act of 1964 protects against discrimination for
five classes. Which of the following is NOT one of these five protected
classes?
15.
Race
16.
Religion
17.
Pregnancy
18.
All are covered by the 1964 Civil Rights Act
ANS:
C
PTS:
1
MSC: WWW
15.
Unlike the Fourteenth Amendment, for an employment practice to
be potentially illegal under the Civil Rights Act, the discrimination does not
have to:
16.
be continuous c.
effect large groups
17.
be intentional
d. show past
discrimination
ANS:
B
PTS: 1
16.
The Civil Rights Act has also been interpreted by the courts to
cover such issues as sexual harassment, age harassment, and race
harassment. These issues are related to the organization’s:
17.
structure
c.
atmosphere
18.
hiring practices
d. policies
ANS:
C
PTS: 1
17.
In the 1989 case of Walker v. Secretary of the Treasury, a
district court found that a darker skinned black illegally fired a lighter
skinned black employee. Which of the following protected classes were at
issue in this case?
18.
Age
c. Race
19.
Disability
d. Color
ANS:
D PTS:
1
18.
“English only” requirements at work are:
19.
always illegal
20.
always legal
21.
are legal if they are job related
22.
legal if most of employees only speak English
ANS:
C
PTS: 1
19.
All employees at Wally World Amusement Park are required to work
on weekends because that is when 80% of the customers visit the park.
Alex likes to go to church on Sunday morning and asks that he not have to work
on Sunday. Must the park accommodate his request?
20.
Yes, religious accommodations must always be made
21.
No, because going to church in the morning is a preference and
he can go in the evening
22.
No, private sector organizations are not required to accommodate
days of worship
23.
Yes, preferences for days and time of worship are protected
ANS: B
PTS: 1
20.
It is illegal to use an individual’s religion in an employment
decision unless the nature of the job involves:
21.
national security
c. the
public sector
22.
religion d. the private sector
ANS: B
PTS: 1
21.
In determining if an employment decision is legal, the
first question to ask is “does the employment practice directly refer to a
member of a federally protected class? Which of the following is NOT a
federally protected class?
22.
Sexual preference
c.
Color
23.
Religion
d. All are
protected classes
ANS:
A
PTS: 1
22.
The Age Discrimination in Employment Act (ADEA) forbids an
employer from discriminating against an individual over the age of:
23.
35
c. 45
24.
40
d. 50
ANS:
B
PTS: 1
23.
Which of the following is not an important factor in filing a
complaint of age discrimination?
24.
you are at least 40
25.
a younger person was hired to replace you
26.
you were a good employee
27.
all three are important factors
ANS:
D
PTS: 1
24.
The Vocational Rehabilitation Act of 1973:
25.
is no longer in use
26.
is another name for the ADA
27.
covers the federal government
28.
was declared illegal by the Supreme Court
ANS:
C
PTS: 1
25.
The _______ is thought to be the most important piece of
employment legislation since the 1964 Civil Rights Act.
26.
Sexual Preference Fairness Act
27.
Equal Pay Act
28.
Americans with Disabilities Act
29.
Vietnam-Era Veterans Readjustment Act
ANS:
C
PTS:
1
MSC: WWW
26.
Though Congress did not provide a list of disabilities, it did
define disability in part as “having a record of such impairment.” Which
of the following “disabilities” would qualify under this part of the
definition?
27.
blindness
c.
asthma
28.
severe burns
d. recovering
alcoholics
ANS:
D
PTS: 1
27.
Though Congress did not provide a list of disabilities, it did define
disability in part as “being regarded as having such an impairment.”
Which of the following “disabilities” would qualify under this part of the
definition?
28.
blindness
c.
asthma
29.
severe burns
d. recovering
alcoholics
ANS:
B
PTS: 1
28.
If a disability keeps a person from performing the _______ of a
job, the person does not have to be hired or retained.
29.
marginal functions
c.
remote functions
30.
essential functions
d. standard
functions
ANS:
B
PTS: 1
29.
Nagy Industries is considering reserving the best parking spots
for employees who are 7 months pregnant. Is this legal?
30.
No, giving preference would violate the Pregnancy Discrimination
Act
31.
No, pregnancy cannot be treated better than other short term
disabilities
32.
Yes, pregnancy can be treated better than other short term
disabilities
33.
Yes, the Pregnancy Discrimination Act requires companies to
provide accommodations
ANS:
C
PTS: 1
MSC: WWW
30.
If a job can only be performed by a person in a particular
class, the requirement is considered:
31.
a BFOQ c. discriminatory
32.
restrictive
d. to be none
of these three choices
ANS:
A
PTS: 1
31.
The courts have clearly ruled that a customer’s satisfaction
and/or preference ________ used to determine if a job requirement is a BFOQ.
32.
should be
c.
cannot be
33.
must be
d. the courts
haven’t ruled on this issue
ANS:
C
PTS: 1
32.
_______ means a particular employment decision results in
negative consequences more often for members of one protected group than for
another.
33.
Adverse impact
c.
Disparate treatment
34.
Bad faith dealings
d. Bona fide
occupational qualification
ANS:
A
PTS: 1
33.
Which of the following establishes practical significance for
adverse impact?
34.
Standard deviation test c. McDonnell Douglas standards
35.
Four-fifths rule d. Chi-square analysis
ANS:
B
PTS: 1
34.
For adverse impact to have practical significance, the minority
selection ratio must be less than ____ percent of the majority selection ratio.
35.
50
c. 80
36.
30
d. 75
ANS:
C PTS:
1
35.
If ____ White applicants and ____ Black applicants were hired,
adverse impact would occur.
36.
35 of 50 / 12 of 20
c. 12
of 24 / 11 of 25
37.
15 of 50 / 2 of 25
d. 12 of 20 /
35 of 50
ANS:
B
PTS: 1
36.
If an employment practice results in adverse impact, the
employer needs to demonstrate that the employment practice is ______ or exempt
from adverse impact.
37.
a historical practice
38.
really not as bad as the statistics assert
39.
job related
40.
reliable
ANS:
C
PTS:
1
MSC: WWW
37.
An employment practice resulting in adverse impact may still be
legal as long as:
38.
the test used was job related
39.
there was no intent to discriminate
40.
neither of the two options is true
41.
both of the options are true
ANS:
A
PTS: 1
38.
Based on the material presented in your text, which of the
following is NOT an exception to the requirement of determining that an
employment practice is job related?
39.
National security c.
Veteran’s preference rights
40.
Bona fide seniority system
d. All three
of these are exceptions
ANS:
D
PTS: 1
39.
Which of the following types of harassment are NOT illegal?
40.
Age
c.
Racial
41.
Sexual d.
All three types are illegal
ANS:
D
PTS: 1
40.
A supervisor offering a promotion in exchange for sex would fall
under the ______ form of sexual harassment.
41.
BFOQ
c. sine
quo non
42.
quid pro quo
d. hostile
environment
ANS:
B
PTS: 1
41.
In a quid pro quo case of sexual harassment, ____ sexual
advance(s) must have been made.
42.
two
c. one
43.
none
d. at least
three
ANS:
C
PTS: 1
42.
Asking a coworker out on a date is sexual harassment if:
43.
he/she is not interested
44.
the request is made several times
45.
both options must occur
46.
either of the two options occurs
ANS:
C
PTS: 1
43.
Which of the following would be considered sexual
harassment? _______ asking a(n) ______ coworker for a date.
44.
Once / interested
c. Once
/ disinterested
45.
Repeatedly / interested
d. Repeatedly
/ disinterested
ANS:
D
PTS:
1
MSC: WWW
44.
Which of the following components of a sexual harassment policy
would be illegal?
45.
All complaints must be investigated
46.
The punishment must be severe
47.
Complaints must be kept confidential
48.
All of three are legal and good policy
ANS:
B
PTS: 1
45.
Sexual harassment results in:
46.
decreased productivity c. increased turnover
47.
increased absenteeism d. all of these are results
ANS:
D
PTS: 1
46.
Employees using FMLA must:
47.
be given paid leave c.
give 30 days notice when possible
48.
have at least 5 years of tenure
d. all three
of these are true
ANS:
C
PTS: 1
47.
Jean is the 2nd highest paid employee at Reilly, Inc. She
has worked there 3 years and wants to take 4 weeks of unpaid leave to have a
baby. She gave the company 45 days notice but they rejected her
request. Under the FMLA, the company can do this because she:
48.
is a key employee
49.
hasn’t worked at the company long enough
50.
asked for too much leave
51.
did not give the required amount of notice
ANS:
A
PTS: 1
48.
There are several affirmative action strategies an employer
could use. If an employer advertised in magazines and newspapers with a
minority readership, it would be using which of the following strategies?
49.
Identification of discriminatory practices
50.
Preferential hiring and promotion of minorities
51.
Recruitment of minority applicants
52.
Recruiting through employee referrals
ANS:
C
PTS: 1
49.
Which of the affirmative action strategies would involve an
employer changing the company policy or the way an organization is decorated?
50.
Identification of discriminatory practices
51.
Preferential hiring and promotion of minorities
52.
Recruitment of minority applicants
53.
Recruiting through employee referrals
ANS:
A
PTS:
1
MSC: WWW
50.
Organizations have affirmative action plans for one of four
reasons. Which of the following is NOT one of the four reasons?
51.
Labor union agreement
c.
Court order
52.
Desire to be a good citizen
d. Consent
decree
ANS:
A
PTS: 1
51.
With a _______, the agency agrees with a judge that it has not
hired or promoted enough members of a protected class and is willing to make
changes.
52.
labor union agreement c. court order
53.
desire to be a good citizen
d. consent
decree
ANS:
D
PTS: 1
52.
Which of the following populations is used to statistically
determine discrimination?
53.
Area population
c.
Control group population
54.
Qualified work force
d. National
census data
ANS:
B
PTS: 1
53.
AT&G does not have any female employees. Ann Smith
applied for a job as a machine operator. Though she did not obtain the minimum
score of 40 on the machine operator test, AT&G plans to hire her as part of
their new affirmative action plan. There are 10 men who passed the test
who did not get hired. Is this legal?
54.
No, an applicant must be qualified to be given preference based
on gender or race
55.
No, preference is never allowed
56.
Yes, because AT&G has no women employees, they can do this
57.
Yes, because they are only changing their rules for one person,
this would be a reasonable plan
ANS:
A
PTS: 1
54.
Research has indicated that employees hired due to affirmative
action programs are perceived by coworkers as _______.
55.
lucky
c.
equally competent
56.
more competent
d. less
competent
ANS: D
PTS: 1
55.
The ______ protects against unreasonable search and seizure.
56.
Fourth Amendment
c.
Fourteenth Amendment
57.
Fifth Amendment
d. 1964 Civil
Rights Act (Title VII)
ANS:
A
PTS: 1
56.
The ____ Amendment is most concerned with privacy issues.
57.
4th
c. 14th
58.
5th
d. 2nd
ANS:
A
PTS: 1
57.
When rendering decisions involving the 4th Amendment, as it
applies to drug testing, courts have based their decisions on all of the
following factors except:
58.
reasonable suspicion of drug use
59.
adverse impact
60.
safety and trust of the public
61.
the opportunity to retest a specimen
ANS:
B
PTS:
1
MSC: WWW
58.
Allowing employees to _________ removes the right of the
organization to search the lockers.
59.
place their own locks on lockers
60.
place their name on the lockers
61.
sign a waiver
62.
organizations can never search lockers
ANS:
A
PTS: 1
59.
A test asking questions about sexual orientation or belief in
God might be illegal due to:
60.
invasion of privacy
c. tort
law
61.
adverse impact d. low reliability
ANS:
A
PTS: 1
60.
The case law most pertinent to privacy issues and psychological
testing is:
61.
Soroka v. Dayton Hudson
c.
Griggs v. Duke Power
62.
Niebuhr v. Oswald
d. All three
cases are equally pertinent
ANS:
A
PTS:
1
MSC: WWW
SHORT ANSWER
1. What
are the federally protected classes in the United States?
ANS:
Sex, Race, National Origin, Religion, Color, Age, Pregnancy,
Vietnam Veteran Status, Disability
PTS: 1
2. What
employment practices are most subject to invasion of privacy issues?
ANS:
Drug testing, office searches, psychological testing, electronic
surveillance
PTS: 1
3. What
are the two types of sexual harassment?
ANS:
Quid pro quo, hostile environment
PTS: 1
4. What
are the three major affirmative action strategies?
ANS:
Intentional recruitment of minority applicants, Identification
and removal of employment practices working
against minority applicants and employees, Preferential hiring
and promotion of minorities
PTS: 1
5. What
are the four common reasons for affirmative action plans?
ANS:
Court order, government regulation, consent decree, desire to be
a good employer
PTS: 1
6. What
are the five key issues in determining the legality of an affirmative action
plan involving preferential hiring or promotion of minorities?
ANS:
Was there a history of discrimination?, Does the plan benefit
people who were not actual victims of discrimination?, What population (area or
qualified work force) was used to set goals?, What is the impact of the plan on
nonminorities?, Is there an ending point to the plan?
PTS: 1
Chapter 5: References and Testing
MULTIPLE CHOICE
1. In
psychology, it is commonly believed that the best predictor of future
performance is:
2. results
from a psychological test
3. present
performance
4. past
performance
5. asking
the person if they can do the job
ANS:
C
PTS: 1
2. The
process of confirming the accuracy of information provided by the applicant is
called a:
3. reference
c.
letter of recommendation
4. reference
check d.
trait evaluation
ANS:
B
PTS: 1
3. Because
it is not uncommon for applicants to engage in resume fraud, references and
letters of recommendation are used to:
4. confirm
details on a resume
5. check
for outside interests and habits
6. check
for discipline problems
7. discover
new applicant information
ANS:
A
PTS: 1
4. Which
of the following is good advice in asking for a letter of recommendation?
5. Provide
your reference with a copy of your resume
6. Give
your reference plenty of advance notice before the letter is due
7. Choose
references who can provide information from multiple perspectives
8. All
three are good advice
ANS:
D
PTS: 1
5. If an
employer does not check an applicant’s references and the applicant molests a
child after being hired, the employer could be charged with:
6. negligent
reference
c. tort
reform
7. defamation
d. negligent
hiring
ANS: D
PTS: 1
6. Even
though references are commonly used to screen and select employees, they have
not been successful in predicting future employee success. The average
uncorrected validity coefficient for references and performance is:
7. .00
c. .32
8. .18
d. .57
ANS:
B
PTS: 1
7. A
factor contributing to the low validity between references and performance is
“leniency.” Which of the following factors does NOT contribute to
leniency of references?
8. Length
of the letter of reference
9. Applicants
choose their own references
10.
Confidentiality of the reference
11.
Fear of legal ramifications
ANS:
A
PTS:
1
MSC: WWW
8. Which
of the following is NOT a factor contributing to reference leniency?
9. Applicants
choose their own references
10.
Employers fear legal ramifications
11.
Most applicants are highly skilled
12.
All three contribute to leniency
ANS:
C
PTS: 1
9. In a
reference check over the telephone, Bob says that his former employee Ted was a
real jerk and couldn’t be trusted. Ted might sue Bob for:
10.
negligent hiring c. negligent reference
11.
libel
d. slander
ANS:
D
PTS: 1
10.
A problem associated with letters of recommendation is the lack
of agreement between two people who provide references for the same
person. This lack of agreement is related to the issue of:
11.
reliability
c.
leniency
12.
knowledge of the applicant
d. extraneous
factors
ANS:
A
PTS: 1
11.
Increasing the ______ of references seems to increase validity.
12.
length
c.
structure
13.
scoring complexity
d.
psychometric depth
ANS:
C
PTS: 1
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