Start learning →

MBA HR Business Ethics — practice questions

Explore 28 free Business Ethics questions in MBA HR Human Resource Management. Open each question or exercise to read its content, reference answers and available explanation.

Practise Business Ethics with Quill →

Business Ethics questions and exercises with answers

Showing questions 1–28 of 28.

Identity-based differences among people that affect them as applicants, employees and customers are called:Read the answer and worked solution →The idea that multiple perspectives from cultural differences produce creative problem solving is the:Read the answer and worked solution →The view that people prefer to interact with others like themselves is captured by the:Read the answer and worked solution →Which explains how diversity benefits organisational outcomes?Read the answer and worked solution →Research suggests homogeneous groups may outperform diverse groups at first, but over time diverse groups gain from:Read the answer and worked solution →The perspective treating members' different life experiences as a valuable work resource is the:Read the answer and worked solution →The perspective focused on serving diverse markets and clients is the:Read the answer and worked solution →The lack of advancement opportunities given to qualified women is described as an example of the:Read the answer and worked solution →Beliefs about a group that can cause its members to be denied opportunities are:Read the answer and worked solution →Equal pay for equal work is covered in the United States under the:Read the answer and worked solution →Unwelcome conduct based on age, race, disability or gender is called:Read the answer and worked solution →Treating an employee less favourably because of their age is:Read the answer and worked solution →A person with a physical or mental impairment that limits life actions is described as a person with a:Read the answer and worked solution →Corporate diversity training in the United States was first prompted largely by the:Read the answer and worked solution →Between the 1980s and the late 1990s, such training evolved from compliance toward addressing the needs of:Read the answer and worked solution →Recent diversity training focuses on building cultural competencies, valuing differences and showing how diversity:Read the answer and worked solution →One diversity-training method studied involved activities on goal setting and:Read the answer and worked solution →Employees' religious beliefs in the United States are protected under:Read the answer and worked solution →A downfall noted for the integration-and-learning perspective is that some members may feel:Read the answer and worked solution →Discrimination based on pregnancy, childbirth or related medical conditions is described as:Read the answer and worked solution →Catch the protected groundsRead the answer and worked solution →Pop the diversity ideasRead the answer and worked solution →Run the diversity gatesRead the answer and worked solution →Slice the diversity wordsRead the answer and worked solution →Helps or hindersRead the answer and worked solution →Sort the protectionsRead the answer and worked solution →Type the numberRead the answer and worked solution →Diversity bingoRead the answer and worked solution →

Worked practice questions

Identity-based differences among people that affect them as applicants, employees and customers are called:

  1. Diversity
  2. Divergence
  3. Dividends
  4. Divisions
Show answer and solution

Correct answer: A. Diversity

1. Race, gender and age are among them. 2. They shape working life. 3. It is diversity. _Source: OpenStax Organizational Behavior, Chapter 5, Diversity in Organizations._

Open this question →

The idea that multiple perspectives from cultural differences produce creative problem solving is the:

  1. Cognitive delivery hypothesis
  2. Cognitive diversity hypothesis
  3. Cognitive dividend hypothesis
  4. Cognitive decision hypothesis
Show answer and solution

Correct answer: B. Cognitive diversity hypothesis

1. Innovation is the claimed result. 2. Cultural differences supply the perspectives. 3. It is the cognitive diversity hypothesis. _Source: OpenStax Organizational Behavior, Chapter 5, Diversity in Organizations._

Open this question →

The view that people prefer to interact with others like themselves is captured by the:

  1. Similarity-attraction paradigm
  2. Similarity-attention paradigm
  3. Similarity-adoption paradigm
  4. Similarity-addition paradigm
Show answer and solution

Correct answer: A. Similarity-attraction paradigm

1. It explains negative effects of diversity. 2. Social identity theory sits alongside it. 3. It is the similarity-attraction paradigm. _Source: OpenStax Organizational Behavior, Chapter 5, Diversity in Organizations._

Open this question →

How to practise

  1. Choose a Business Ethics question and try to work out your answer.
  2. Open the question to check the correct answer and read its worked solution.
  3. Continue in the app for bite-sized lessons, explanations and review with Quill. You can start without creating an account.

More Human Resource Management topics

Human Resource ManagementOrganisational BehaviourManagement BasicsBusiness StudiesRecruitment and Labour RelationsRecruitment and SelectionStaffingBusiness Communication