HRM Chapter 2 Test Questions with All Correct Answers
3 views 0 purchase
Module
HRM
Institution
HRM
HRM Chapter 2 Test Questions with All Correct Answers
The most difficult type of discrimination to detect and combat is: - Answer-systemic discrimination.
A local airline refuses to hire as flight attendants any person who is below 5 feet tall. This is an example of: - Answer-discrimination on...
HRM Chapter 2 Test Questions
with All Correct Answers
The most difficult type of discrimination to detect and combat is: - Answer-systemic
discrimination.
A local airline refuses to hire as flight attendants any person who is below 5 feet tall.
This is an example of: - Answer-discrimination on the basis of race and gender.
Examples of systemic discrimination include: - Answer-lack of explicit anti-harassment
guidelines and internal or word-of-mouth hiring policies in work places that have not
embraced diversity.
Which of the following statements is accurate about reasonable accommodation? -
Answer-Employers are expected to redesign a work station to enable an individual with
a physical disability to do a job.
A justifiable reason for discrimination based on business necessity is known as: -
Answer-a bona fide occupational requirement.
Which of the following statements are accurate? - Answer-Organizations must be able
to show that any physical standards used for selecting employees for a particular job
are truly necessary.
The Royal Canadian Mounted Police has a requirement that guards be of the same sex
as prisoners being guarded. This is an example of: - Answer-a bona fide occupational
requirement.
Which of the following statements is true? - Answer-The human rights tribunal has the
power to order an employer to give a position to an individual who has been
discriminated against and also has the power to order financial compensation for pain
and suffering
Airlines are legally permitted to: - Answer-refuse to hire persons as flight attendants who
do not possess minimum qualification for the position.
Harassment: - Answer-includes unwelcome behaviour that demeans, humiliates, or
embarrasses a person, and that a
reasonable person should have known would be unwelcome.
, The Supreme Court of Canada has made it clear that: - Answer-supervisors can be
liable for failing to take action against harassment.
A supervisor informing an employee that refusal to grant sexual favours will result in a
poor performance rating is an example of: - Answer-sexual coercion.
A "poisoned" work environment is associated with: - Answer-sexual annoyance.
Jim is a new employee. He makes unwelcome sexual remarks and jokes. His behaviour
is offensive and intimidating to the female employees. Jim's behaviour is an example of:
- Answer-sexual harassment.
Guidelines for implementing a harassment policy do not include: - Answer-applying
harsh discipline without a proper investigation.
Which of the following statements about human rights enforcement procedures is true?
- Answer-A human rights commission can initiate a complaint if it has reasonable
grounds to believe that a party
is engaging in a discriminatory practice.
Remedies for human rights code violations do not include: - Answer-ordering an
employer to discriminate on a different prohibited ground than the one complained
about.
The groups identified as having been subjected to pervasive patterns of differential
treatment by Canadian employers, referred to in the federal employment equity
legislation as designated groups, include: - Answer-women
Evidence of pervasive patterns of differential treatment against the employment equity
designated groups includes: - Answer-underemployment
The existence of certain occupations that have traditionally been performed by males
and others that have been female dominated is known as: - Answer-occupational
segregation.
Saleem is a new immigrant with a master's degree in management. Despite his
qualifications, Saleem has worked as a clerk in the shipping department of a company
for the last year. This is an example of: - Answer-underutilization.
Employment equity legislation aims to: - Answer-remove employment barriers and
promote equality for the women, visible minorities, aboriginal people and persons with
disabilities.
An employment equity program is designed to: - Answer-achieve a balanced
representation of designated group members.
The benefits of buying summaries with Stuvia:
Guaranteed quality through customer reviews
Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.
Quick and easy check-out
You can quickly pay through credit card for the summaries. There is no membership needed.
Focus on what matters
Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!
Frequently asked questions
What do I get when I buy this document?
You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.
Satisfaction guarantee: how does it work?
Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.
Who am I buying these notes from?
Stuvia is a marketplace, so you are not buying this document from us, but from seller Scholarsstudyguide. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy these notes for £10.87. You're not tied to anything after your purchase.
