Human Resource Management V2.0 by Laura Portolese Test Bank
Human Resource Management V2.0 by Laura Portolese Test Bank offers an innovative approach to learning Human Resources management. This powerful resource guides students through the fundamentals of Human Resources with useful materials to help them become well-rounded professionals from day one of their careers. It contains several courses, instructional videos, and online quizzes designed to reinforce key concepts by testing the student’s understanding of Human Resource management tools. With up-to-date materials compiled by leading Human Resources educators and practitioners, Human Resource Management V2.0 provides a comprehensive view of Human Resources topics and strategies for successful management practices in any organization.
HR professionals play an essential role in any organization, so a strong foundation of knowledge is crucial. Our test bank provides students with quality updated content covering every aspect of Human Resources management—including training and development, recruitment, employment law, employee rights, and much more. Every lesson contains detailed explanations as well as exercises and examples to ensure full understanding of concepts.
This practical and convenient teaching aid also includes videos for visual learners as well as user guides for online guidance and tutorials that are designed to ensure optimal learning experiences on every platform. By using navigation buttons within each lesson, students can easily navigate from beginning to end while exploring new topics or reviewing previously studied materials—all while gaining valuable insight into their chosen profession.
Human Resource Management V2.0 by Laura Portolese Test Bank gives students comprehensive knowledge and the necessary tools to excel in their Human Resources career right from the start!
Diversity and Multiculturalism
- Diversity and multiculturalism are terms that can be used interchangeably.
- Invisible privilege refers to the power and privilege one may experience but not be aware of.
- The colorblind approach is an acknowledgment of the privileges one receives because of their race, gender, or social class.
- People who have power and privilege in one area are likely to experience the same measure of power and privilege in all other areas of life.
- Diversity leads to reduced profitability and lowered standards in customer service.
- Legal compliance is the only reason why companies must promote a multicultural work environment.
- Most companies only have an unspoken understanding of their diversity policy which is often not formalized and written down.
- Organizations that have specific diversity plans in place tend to be able to facilitate changes more quickly than those companies which do not have diversity plans.
- Assessment of diversity is the first step in creating a diversity plan.
- Word-of-mouth advertisement is a recruitment strategy associated with the danger of reducing diversity in the workplace.
- Adverse impact refers to employment practices which are openly discriminatory against a protected group.
- The ability to talk about differences and expectations can be a key ingredient in training focused on multiculturalism.
- Employers with at least 50 employees are covered under the EEOC.
- EEO-1 form confirms the demographics of an organization based on different job categories.
- Wheelchair access is an example of reasonable accommodation on the part of the employer of a candidate or applicant with disability.
- An English-only policy is not allowed under any circumstances by the EEOC.
- The EEOC laws about religious discrimination consider dress and grooming as factors under the purview of reasonable accommodation.
- An organization cannot retaliate against anyone who has filed a complaint with the EEOC or a discrimination lawsuit.
- The EEOC regulations ensure that people who have served in the armed forces are reemployed in their civilian jobs upon return to service.
Multiple Choice Questions
- _____ is defined as the differences between people.
- An organization that hires people irrespective of their race, gender, sexual orientation, religion, background, and socioeconomic status—and has a set of policies in place to meet compliance standards—is an organization that supports _____.
- _____ focuses on inclusiveness, understanding, and respect, and also looks at unequal power in society.
- Which of the following is a feature of diversity?
- Diversity at the workplace is clearly defined and understood.
- Diversity is detrimental to an organization’s profitability.
- Diversity in the workplace has a minimal focus on compliance.
- Diversity in the workplace revolves around age discrimination predominantly.
- Diversity focuses on the “otherness” or differences between individuals.
- A system of advantages based on race, gender, and sexual orientation is called _____.
- power and privilege
- equal opportunity
- equality of outcome
- social equality
- The system of power and privilege is based on the _____ that is predominant in setting societal rules and norms.
- egalitarian outlook
- legal framework for equal opportunity
- race, gender, disabilities, and sexual orientation
- ideology that all men are created equal
- tendency to like people unlike oneself
- Power and privilege are described as being _____ because one may not initially recognize the advantages of power and privilege that they enjoy.
- As Joshua’s career began to grow rapidly in the years following his marriage, he expected Nora, his wife, to take a break from work and look after their child and household as he would be unavailable. Joshua’s expectation reflects that he enjoys _____ privilege.
- sexual orientation