Assess person-organization fit during hiring process

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Reference no: EM132175914

1. The two primary elements required to establish a prima facie case in a “quid pro quo” sexual harassment claim are:

1. Consent of one party / Sexual favor

2. Power differential between parties involved / Exchange for benefit

3. Exchange for benefit / Affirmative Action Plan

4. Unwelcome conduct / Sexual in nature

5. Offensive speech or touching / Hostile environment

2. Which of the following is consistent with a Theory Y assumption?

1. Humans have relatively little ambition and seek security above all else.

2. The average human being has an inherent dislike of work and will avoid it if possible.

3. Humans have the capacity to exercise a high degree of autonomy, ingenuity and creativity in the workplace.

4. Most people must be coerced or threatened with punishment to motivate them to work.

5. The average human being prefers to be directed and wishes to avoid responsibility.

3. Which of the following does NOT represent a challenge (and potential legal sensitivity) employers face when trying to assess “Person-Organization Fit” during the hiring process?

1. Asking an employment applicant about marital status.

2. Asking an employment applicant non-job related interview questions.

3. Asking an employment applicant about plans to have children in the future.

4. Asking an employment applicant if he/she is able to perform the essential functions of the job.

5. Asking an employment applicant about past workers’ compensation claims.

Reference no: EM132175914

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