A.   When judging the ethicality of hypothetical situations, women and men use similar standards when judging the ethicality of monetary issues.

B.   Younger employees are more upset by unethical behaviors than older employees.

C.   Men and women have similar standards when judging the ethicality of breaking organizational rules.

D.   Younger employees tend to find negotiation tactics like bluffing to be more unethical than their older counterparts.

A.   There is a very high probability that problems experienced on an expatriate assignment are due to cultural differences and misunderstandings.

B.   Keep in mind that local employees in the foreign country are too immersed in the culture to help you understand their culture. For a more objective viewpoint, other expatriates are more useful.

C.   For the most effective international experiences, train individual employees thoroughly in one culture before moving on to another.

D.   Culture changes, sometimes quickly; do not assume that what was true a year ago is true today.

A.   the sales performance of Hispanics is equal to their Caucasian counterparts.

B.   Caucasian Americans are more likely to be absent from work than their African American counterparts.

C.   ethnic minorities are more likely to experience a satisfying work environment than their Caucasian counterparts.

D.   African Americans are more likely to turnover than their Caucasian counterparts.

A.   Occupational Safety and Health Act

B.   Age Discrimination Act

C.   Title VII of the Civil Rights Act

D.   Americans with Disabilities Act

A.   There is currently no federal law protecting lesbian, bisexual, gay and transgender individuals.

B.   Title VII of the Civil Rights Act

C.   Americans with Disabilities Act

D.   Family and Medical Leave Act

A.   a way in which people are similar or different from each other.

B.   a generalization about a particular group of people.

C.   an attribute along which a group is split into subgroups.

D.   a difference in values, attitudes or beliefs.

A.   faultline.

B.   surface diversity trait.

C.   stereotype.

D.   deep-level diversity trait.

A.   assignment of their essential job functions to other employees.

B.   physical changes to the company facilities (e.g. wheelchair ramp).

C.   providing auxiliary equipment like telephone amplifiers.

D.   providing auxiliary equipment like telephone amplifiers.

A.   higher productivity of operations

B.   greater creativity in decision making

C.   more satisfied workers

D.   better service to customers

A.   Women and men have equal access to mentoring opportunities.

B.   Minorities are hired as often as their Caucasian counterparts.

C.   Women do not earn salaries as high as that of their male counterparts.

D.   Disabled individuals are hired as often as those who are not disabled.

A.   pay level modifications.

B.   dress code modifications.

C.   work schedule modifications.

D.   work duty modifications.

A.   are assumptions held by only one individual.

B.   are never accurate descriptions of particular groups.

C.   are often verified prior to making decisions based upon them.

D.   often lead to unfair decisions being made.

A.   President John F. Kennedy made passage of the Civil Rights Act a key part of his presidency.

B.   The bill was strongly opposed by many in Congress, including avowed segregationists who saw the bill as an intrusion on states' rights.

C.   President Johnson carried Kennedy's wish forward through aggressive lobbying of Congress to pass the bill.

D.   At its core, the bill was designed to integrate individuals with disabilities into the mainstream of American society.

E.   Today, the Civil Rights Act of 1964 has broad significance for all racial minorities, religious organizations, and women.

A.   race discrimination

B.   racial profiling

C.   race norming

D.   racial bias

E.   racial categorization

A.   Religion-based discrimination

B.   Color-based discrimination

C.   Race-based discrimination

D.   Sex-based discrimination

E.   National origin-based discrimination

A.   indirect discrimination

B.   conscious discrimination

C.   desegregation

D.   reverse discrimination

E.   subtle discrimination

A.   color

B.   age

C.   national origin

D.   family status

E.   occupation

A.   break a cycle of debt during the Reconstruction following the Civil War.

B.   provide for the gradual elimination of several seats on the Supreme Court of the United States.

C.   outlaw major forms of discrimination against women.

D.   guarantee freed slaves the rights of citizenship.

E.   encourage the settlement of the Western United States by the development of a system of highways.

A.   The Equal Pay Act of 1963

B.   The Civil Rights Act of 1964

C.   The Rehabilitation Act of 1973

D.   The Age Discrimination in Employment Act of 1967

E.   The Americans with Disabilities Act of 1990

A.   Victims may go to federal court, as long as they do so within two years of the alleged unlawful employment practice.

B.   Not all forms of compensation are covered by the act.

C.   It applies to many, but not all, employers.

D.   Victims need to file a complaint with the EEOC under the Equal Pay Act.

E.   It demands that employees provide equal pay for equal work.

A.   the Fair Employment Act

B.   Executive Order 8802

C.   the U.S. Rehabilitation Act

D.   Executive Order 9981

E.   Executive Order 11246

A.   Employers can categorize certain jobs as single-sex only unless a bona fide occupational qualification (BFOQ) applies.

B.   An employer can voluntarily provide time off to new mothers, but cannot extend identical benefits to new fathers.

C.   Once a female employee has children, it would be typical to assume that she would like to work fewer hours.

D.   Customer preferences and market realities can be bases for BFOQ.

E.   The prohibition against sex discrimination includes making stereotypical assumptions about women simply because they might be the primary caregiver to children at home