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1

When investigators sent equally qualified young
white and black men—all of them articulate and conventionally dressed—to
apply for entry-level jobs in Chicago and Washington, D.C., the results
clearly showed

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Question 2

5 out of 5 points

Sexual comments that one woman appreciates might
distress another women. Who decides when such behavior is inappropriate?

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Question 3

5 out of 5 points

To answer the question of who determines what is
objectionable or offensive in sexual harassment, the courts use what kind of
hypothetical person?

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Question 4

0 out of 5 points

Affirmative action, comparable worth, and sexual
harassment are connected to

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Question 5

5 out of 5 points

One message that sexual harassment conveys is
that managers view women as

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Question 6

5 out of 5 points

Male managers frequently assume that women

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Question 7

5 out of 5 points

The 1984 Supreme Court decision in Memphis
Firefighters v. Stotts

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Question 8

5 out of 5 points

What should a female employee do if she
encounters sexual harassment?

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Question 9

5 out of 5 points

Which of the following is an example of sexual
harassment?

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Question 10

5 out of 5 points

According to Shaw and Barry, companies clearly
have what kind of obligation to provide a work environment in which employees
are free from sexual harassment?

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Question 11

5 out of 5 points

Of these four arguments, which of the following
is the most plausible argument FOR affirmative action?

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Question 12

5 out of 5 points

What quality is more important in predicting who
gets fired than job-performance ratings or even prior disciplinary history?

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Question 13

0 out of 5 points

Over the last two decades, how many
sexual-harassment claims have emerged?

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Question 14

0 out of 5 points

Today most large corporations not only accept the
necessity of affirmative action but also find that _______________ benefits
when they make themselves more diverse?

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Question 15

5 out of 5 points

In 1987, the Supreme Court affirmed, in the case
of Johnson v. Transportation Agency, that

Answer