Chapter 10 Exam Questions WorkWork Chapter 10 Exam Questions - Psychology of Women and Gender 1e Complete Test Bank by Miriam Liss. DOCX document preview.
Chapter 10: Work
LEARNING OBJECTIVES
10.1 A Stalled Revolution?
10.1a Understand why progress toward equality is at a standstill in some ways.
10.1b Identify which groups are earning more or less relative to women of all social categories.
10.2 The Pay Gap
10.2a. Understand how women affect society’s assignment of pay, including how the “social value” of what is perceived as women’s work affects the wage gap.
10.2b. Identify the historical factors that contributed to the wage gap and the biased reasoning behind this, including which groups of women are particularly affected by the pay gap.
10.2c. Compare and contrast horizontal and vertical gender segregation and explain how gender segregation is related to the pay gap.
10.2d. Identify the challenges women face when negotiating a salary, including the double bind and how it affects women in the short- and long-term.
10.2e. Explain what happens to women’s wages when they become mothers, and how this relates to men’s wages when they become fathers.
10.3 Gender Discrimination at Work
10.3a. Define the glass ceiling, the sticky floor, the glass cliff, and the glass escalator, and understand the implications of these concepts for women.
10.3b. Describe the double bind women encounter when seeking leadership roles and explain how negotiating this influences their leadership style.
10.3c. Identify the variables that contribute to a successful mentor/mentee relationship for women at work, and differentiate between a mentor and a sponsor.
10.3d. Differentiate between women’s and men’s journeys in workplace leadership and career trajectory, including the double standards of leadership and gender biases in how women and men leaders are evaluated.
10.3e. Identify the two types of workplace harassment and explain how they affect women in a variety of contexts.
10.4 Balancing Work and Family
10.4a. Understand role enhancement theory, the second shift, the maternal wall, and how schedules affect working parents.
10.4b. Identify the consequences of paid leave and how it may benefit specific individuals.
10.4c. Recall and apply work–family conflict and work–family enrichment.
10.4d. Identify the challenges faced by working mothers and describe how these difficulties impact women in the workforce related to pay.
10.4e. Identify and understand the factors that contribute to difficulties related to child care.
MULTIPLE CHOICE
1. Why do some researchers call the gender revolution stalled and uneven?
a. | Men continue to contribute less to family and household responsibilities, women continue to hold a disproportionate amount of low status jobs, and women continue to do more care work than men. |
b. | Though women now receive equal pay compared to men, they continue to face disadvantages in the workplace such as harassment, the glass ceiling, and hiring biases. |
c. | The media continues to misrepresent the true definition of feminism, thus many people in the general public support gender equality, but do not self-identify as feminists. |
d. | Feminist scholars no longer advocate for equal pay, but rather focus on other social issues such as violence and harassment. |
2. Which of the following group of women has a lower rate of poverty than the national average
(12.8%) of all women living in poverty within the United States?
a. | Black women |
b. | Latinx women |
c. | disabled women |
d. | Asian women |
3. Compared to White men, ______ women are particularly disadvantaged in terms of the wage gap.
a. | Native American and Asian |
b. | Asian and Black |
c. | Native American and Latinx |
d. | Black and Latinx |
4. Women with disabilities earn ______ compared to women without disabilities.
a. | about 73% less than |
b. | about 56% less than |
c. | about 39% less than |
d. | an equal amount of money |
5. John and Jane attended the same college, though John studied finance and Jane studied psychology. They applied to the same organization when they graduated, with John being hired as a manager and Jane being hired as an assistant in the Human Resources department. John outranks Jane and makes significantly more money than she does. This is an example of ______ occupational gender segregation.
a. | horizontal |
b. | vertical |
c. | both horizontal and vertical |
d. | neither horizontal nor vertical |
6. Studies indicate that the higher the percentage of women there are working in a specific profession, the lower the
a. | social status of that profession. |
b. | likelihood of breaking through the glass ceiling. |
c. | likelihood of being promoted. |
d. | salary of that profession. |
7. Which of the following men is most likely to earn a lower salary compared to the average man in the United States?
a. | Demetrius, a software engineer |
b. | Malik, a chemist |
c. | Tyrique, a computer programmer |
d. | Jamal, an elementary school teacher |
8. A historical reason for the wage gap is that salaries were determined at a time when employers assumed that women
a. | were less likely to be the primary financial provider for a family. |
b. | were inherently less physically capable than men. |
c. | were inherently less cognitively capable than men. |
d. | would be more likely to take parental leave or quit their job altogether when couples decided to have children. |
9. Why might some LGBTQ individuals avoid certain occupations?
a. | They may not have pursued a major that is a good fit given educational biases faced in high school and/or college. |
b. | They may have a fear that negative attitudes or prejudice may lead to hiring biases and/or discrimination in the workplace. |
c. | They may have a strong desire to engage in gender counter-stereotypical behavior to avoid restrictive gender roles. |
d. | They may want to work in nonprofit organizations to benefit their ingroup (i.e., other LGBTQ community members). |
10. Which of the following explains why women are more likely to pursue occupations that focus on care?
a. | gender stereotypes as reinforced by the media |
b. | gender identity as related to androgyny |
c. | gender socialization as related to interpersonal relationships and social roles |
d. | gender schema development as related to cognitive developmental theory |
11. If boys are encouraged to pursue careers that pay high salaries, they may be driven toward choosing STEM majors (i.e., architecture, engineering, finance), whereas if girls are encouraged to care for others, they may be driven toward choosing people-oriented majors (i.e., psychology, nursing, education). This is an example of ______ occupational gender segregation.
a. | neither horizontal nor vertical |
b. | both horizontal and vertical |
c. | horizontal |
d. | vertical |
12. Before the Equal Pay Act passed in 1963, organizations were legally allowed to do which of the following?
a. | set lower wages for jobs held mostly by women |
b. | reject women job applicants on the basis of gender discrimination |
c. | terminate employment for any woman requesting paid parental leave |
d. | deny a promotion and/or pay raise to any woman who has previously taken paid parental leave |
13. Although the Equal Pay Act attempted to address work related inequality, it does NOT address
a. | equal pay for equal work. |
b. | equal pay for equal qualifications. |
c. | horizontal occupational gender segregation. |
d. | vertical occupational gender segregation. |
14. A feminist who endorses comparable worth would make which of the following arguments?
a. | Girls at the high school level should be given more verbal encouragement to pursue a STEM major or career, emphasizing that she is just as capable as a male counterpart. |
b. | A woman with a master’s degree in education and a man with a master’s degree in computer science should earn the same salary. |
c. | Women who take care of others should be paid more than men whose work consists of accomplishing tasks. |
d. | Men and women should both be given paid parental leave after the birth of a child. |
15. Scholars who argue that horizontal occupational gender segregation is decreasing would point to which of the following events as supporting evidence?
a. | the increase of women pursuing STEM majors in college and careers |
b. | the increase of women in professional careers that require college degrees |
c. | the increase of men in previously female-dominated fields such as education and nursing |
d. | the increase of men in lower status work positions that do not require formal training/education |
16. Research has shown that when women move into male-dominated professions,
a. | the salary and prestige of said profession decreases. |
b. | the salary and prestige of said profession increases. |
c. | competition increases due to the increase in number of job applicants. |
d. | competition decreases due to the decrease in number of job applicants. |
17. Which of the following is a double bind that women are likely to face in the early stages of their careers?
a. | If women report an instance of sexual harassment, they are more likely to receive a negative evaluation at a later time; if they don’t, they might experience continued psychological suffering. |
b. | If women take time off to care for a sick relative, they might be viewed as less committed to their careers; if they don’t take time off, but instead pay for the services of a health-care worker, they might be viewed as lacking communal traits. |
c. | If women negotiate for a higher starting salary, they might be viewed in a negative social light; if they don’t, they might experience financial loss. |
d. | If women show low achievement, they run the risk of confirming negative gender stereotypes; if they show high achievement, they run the risk of violating gender expectations. |
18. Which of the following is one reason why women are not as successful as men when negotiating a starting salary?
a. | Women are less skilled than men in successfully communicating their worth as a potential employee directly to the hiring supervisor. |
b. | Women who negotiate are more likely to encounter sexual harassment in response to their requests. |
c. | Women who negotiate are quicker to accept the first counter offer, while men who negotiate are more willing to be patient and wait for several counter offers. |
d. | Women who negotiate are seen as violating gender expectations associated with possessing caring and communal traits. |
19. Who is the most likely to successfully negotiate the highest starting salary?
a. | Monica, who reminds her interviewer that she is more qualified than any current male employees. |
b. | Phoebe, who emphasizes that she needs a high income to provide for her two children as a single mother. |
c. | Janice, who emphasizes that she was the only woman in her graduating class of engineering majors at a prestigious university. |
d. | Rachel, who reminds her interviewer that she needs a high income to outearn her husband, who has fewer qualifications than she does. |
20. Which of the following accurately describes the phenomenon known as the motherhood wage penalty?
a. | Visibly pregnant women are more likely to experience work discrimination in the form of pay deductions than expectant women whose pregnancy status is not visible yet. |
b. | The pay difference between mothers and non-mothers is reflected even in hourly wages. |
c. | Women are only punished financially if they give birth, but not if they have children through other means, such as adoption or via a surrogate. |
d. | The pay difference between mothers and non-mothers is temporary and disappears after women return from maternity leave. |
21. Which of the following is a potential explanation for the fatherhood wage bonus?
a. | Fathers are seen as warmer and more likeable than non-fathers. |
b. | Fathers tend to work longer hours after the birth of a first child. |
c. | Fathers are seen as more ambitious and capable than non-fathers. |
d. | Fathers are motivated to reach high achievement in their careers to be a good role model to their children. |
22. The fatherhood wage bonus tends to be highest for
a. | single fathers who have never been married. |
b. | single fathers who have recently been divorced. |
c. | White men. |
d. | Black men. |
23. Trivanka Corporation currently has ten managers and 200 subordinate employees. Nine managers are White men, while one is a White woman. The fact that Regina, a Black woman, has not been promoted to manager status despite her impressive qualifications is likely the result of the glass
a. | cliff. |
b. | ceiling. |
c. | escalator. |
d. | elevator. |
24. Which of the following is an explanation for why some researchers prefer to use a labyrinth as an analogy for women’s pursuit of leadership positions?
a. | It shows that many women get lost along the way due to women’s lack of leadership skills. |
b. | It demonstrates that men and women must overcome the same challenges in navigating the path to a leadership role in the workplace. |
c. | It illustrates that some women find a way out of the maze, but many are thwarted by obstacles along the way. |
d. | It shows that some women do not even bother trying due to being intimidated by a seemingly overwhelming task. |
25. The phenomenon that describes women being relegated to lower status work positions with low pay and having more difficulty with career advancement is best known as the
a. | glass ceiling. |
b. | glass cliff. |
c. | sticky floor. |
d. | glass escalator. |
26. Andrea, Carolina, Jim, and Sharon are all assistants at the same company. They have the same amount of work experience, qualifications, and have been working at the company for the same amount of time. Jim was promoted to office manager ahead of Andrea, Carolina, and Sharon because their boss assumed Jim would be a natural leader. This is an example of the
a. | glass ceiling. |
b. | glass cliff. |
c. | sticky floor. |
d. | glass escalator. |
27. Which of the following would be an effect of the “think manager–think male” bias?
a. | Supervisors looking to promote an ambitious and aggressive employee would favor Michael, a man, over Michelle, a woman. |
b. | Male managers are more likely to sponsor newly hired men rather than newly hired women due to the assumption that they will get along better interpersonally with men. |
c. | Supervisors prefer to hire male managers because of the stereotype that men have higher emotional intelligence and are therefore better at interacting with customers or clients. |
d. | A CEO who is retiring and looking at which manager to promote to take the newly vacated position will likely promote a male due to the heuristic that there are more male managers present at the company than there are female managers. |
28. Charlie and Elissa are team leaders at the same corporation. They both use an aggressive leadership style and communicate with their team members bluntly and with a neutral tone rather than warmly. They are equally successful in terms of being leaders and bringing business to their corporation. Based on the double bind, it is likely that
a. | both Charlie and Elizabeth are disliked but respected. |
b. | neither Charlie nor Elizabeth are liked nor respected. |
c. | Charlie is liked and respected while Elizabeth is liked but disrespected. |
d. | Charlie is liked and respected while Elizabeth is disliked but respected. |
29. Transformational leadership skills consist of ______ traits.
a. | mostly communal |
b. | mostly agentic |
c. | both communal and agentic |
d. | neither communal nor agentic |
30. Studies have shown that ______ are more likely to exhibit qualities of a transformational leader.
a. | men |
b. | women |
c. | communal men |
d. | agentic men |
31. The textbook uses the analogy of walking a tightrope to describe the process of how women
a. | in leadership roles have combined communal and agentic traits to be both liked and respected. |
b. | who have children and who work full-time must balance being seen as both nurturing and a good financial provider to their children. |
c. | in STEM fields feel pressured to emphasize their capabilities in both verbal and math skills to be seen as competent. |
d. | who are doctors and who feel greater pressure to be empathetic yet must balance this with being direct and straightforward with patients. |
32. Which of the following is a potential drawback of women having leadership roles?
a. | Women tend to be less effective leaders, thus hurting the economy if they are leaders in business and/or finance. |
b. | Women managers are more hesitant to reprimand problematic subordinates, which may lead to decreased work ethic overall within the organization. |
c. | Women leaders are less likely to negotiate with customers and/or clients, leading to less pay for the company. |
d. | Women working in leadership roles may create a false perception that gender equality has been achieved and thus gender discrimination is no longer an issue. |
33. Based on various factors discussed in the textbook, which of the following individuals would likely advance the farthest in the workplace with Matthew, a White male, as their mentor or sponsor?
a. | Erica, a White female |
b. | Keith, a White male |
c. | Margo, a Latinx female |
d. | Tyrell, a Black male |
34. Judy, a team leader, always makes sure to mention the names of specific team members who make helpful suggestions to the CEO. By doing so, Judy is making sure that employees who might otherwise be overlooked are getting due credit for their ideas. Judy is doing which of the following?
a. | using amplification to help her team members |
b. | using the glass escalator to benefit her own career advancement |
c. | trying to break through the glass ceiling |
d. | trying to navigate the glass cliff |
35. Which of the following is MOST likely to directly perpetuate the negative stereotype that women are poor leaders?
a. | the glass ceiling |
b. | the glass cliff |
c. | the sticky floor |
d. | the glass escalator |
36. A “think crisis–think female” mind-set corresponds to the glass
a. | escalator. |
b. | elevator. |
c. | cliff. |
d. | ceiling. |
37. Which of the following is a disadvantage more likely to be faced by female CEOs than male CEOs?
a. | Women CEOs are more likely to have their contributions overlooked at board meetings compared to men CEOs. |
b. | Women CEOs are scrutinized more closely than men CEOs. |
c. | Women CEOs are more likely to “cave” or give in compared to men CEOs when a company is sued by a customer/client. |
d. | Women CEOs tend to speak more softly and haltingly than men CEOs at press conferences, thus making their organizations seem weaker than they actually are. |
38. Activist shareholders are likely to provide unsolicited advice to ______ who are ______.
a. | women; subordinates |
b. | women; leaders |
c. | men; subordinates |
d. | men; leaders |
39. Which of the following is an example of quid pro quo harassment?
a. | Mark, a CEO, makes a sexist joke in front of his assistant Cara. |
b. | William, an entry level employee, makes an unflattering comment about his supervisor Megan’s outfit. |
c. | Patrick, a manager, asks Eileen on a date and promises to give her a pay raise if she dates him. |
d. | Kevin, a powerful executive, gropes one of his employees at an office party. |
40. When instances of sexual harassment are reported in a workplace, a typical response from colleagues/coworkers is to
a. | express disbelief. |
b. | become angry at the harasser. |
c. | minimize the harassment. |
d. | encourage the target to report the incident(s) to Human Resources. |
41. Julie and Meredith work in different departments at the same company. In Julie’s department, male coworkers frequently make sexist jokes and microaggressions that are offensive to women. In Meredith’s department, she was recently the target of a severe incident of harassment. In terms of job satisfaction, job performance, and mental health,
a. | neither Julie nor Meredith will be negatively affected. |
b. | Julie will likely experience more negative effects than Meredith. |
c. | Meredith will likely experience more negative effects than Julie. |
d. | Julie and Meredith will likely experience equally negative outcomes. |
42. Statistics show that ______ are even more vulnerable to experiencing workplace harassment.
a. | women who are nonreligious and stereotypically feminine |
b. | women of color and women who are immigrants |
c. | women who are highly educated and from higher socioeconomic backgrounds |
d. | White women who are able bodied |
43. Which of the following individuals is most likely to experience heterosexist harassment?
a. | Daniella, who prefers to wear men’s clothing to work |
b. | Jane, who prefers to wear women’s pant suits to work |
c. | Maria, who typically wears skirts to work |
d. | Erin, who typically wears her company issued uniform to work |
44. Which of the following is one drawback of the Me Too movement?
a. | Juries are less likely to find defendants guilty due to being desensitized by the overwhelming number of accusations that have been brought forward. |
b. | Police now take older reports (on incidents that occurred 5 years ago or beyond) less seriously when they are brought forward. |
c. | Survivors may be triggered by upsetting memories. |
d. | Women are encouraged to make false accusations toward innocent men. |
45. Transgender individuals may face workplace discrimination due to the misperception that they are more likely to
a. | have poor job performance. |
b. | have a mental illness. |
c. | be physically aggressive. |
d. | have poor cognitive abilities. |
46. Which of the following women is the most likely to endure a hostile work environment?
a. | Jing-Wu, who works in nursing |
b. | An-Mei, who works in education |
c. | Khadijah, who works in psychiatry |
d. | Sharice, who works in computer science |
47. Which of the following is a means for reducing sexual harassment in the workplace?
a. | culture change that includes greater respect for differences in background |
b. | an even gender ratio in terms of employees |
c. | an even gender ratio in terms of supervisors and/or leaders |
d. | implementing a greater number of prevention seminars during the training process |
48. In terms of care work, ______ are more likely to cluster in these occupations ______.
a. | men; only when they pay more |
b. | women; only when they pay more |
c. | men; even though they pay less |
d. | women; even though they pay less |
49. According to role enhancement theory, which of the follow individuals would have the highest well-being?
a. | Yuliza, a single mother who is estranged from her family but who has many coworkers she is good acquaintances with |
b. | Margarita, a happily married new mother with a large, supportive family, and who has many coworkers she is close friends with |
c. | Monika, a happily married stay-at-home mother with a small, supportive family |
d. | Megha, a single woman with no children who has many close friends at work |
50. When presented with the concept of women choosing to work, people are less likely to acknowledge that
a. | gender discrimination related to work–life balance affects role enhancement. |
b. | gender discrimination related to both horizontal and vertical work segregation affects the wage gap. |
c. | gender discrimination occurs in consecutive sequence rather than concurrently. |
d. | gender discrimination continues to exist in contemporary American society. |
51. Which of the following individuals is experiencing the second shift?
a. | Naomi, who works full time and does more household work than her husband |
b. | DeShondra, who works two part-time jobs to pay her college tuition |
c. | Su-Yuan, who is a supervisor in her department and reports directly to the CEO of the company |
d. | Lin-Do, who does not work but cares for a stepchild and her biological children while her husband works |
52. Inflexible work environments make balancing work and parenting difficult by demanding
a. | greater assimilation to the workplace culture, which values individualism over collectivism. |
b. | unquestioning commitment to authority figures, which devalues caring for those who are younger and less experienced. |
c. | long work schedules, which leaves little time for family care. |
d. | mandatory mentoring and sponsorship of junior hires, which can lead to burnout and job turnover for senior employees. |
53. The maternal wall is a phenomenon that refers to ______ being judged more ______ than ______.
a. | working single fathers; favorably; working single mothers |
b. | working married fathers; favorably; working married mothers |
c. | non-working mothers; harshly; non-working non-mothers |
d. | working mothers; harshly; working non-mothers |
54. In the United States, the Family Medical Leave Act (FMLA) provides employees with ______ weeks of ______ leave.
a. | 12; unpaid |
b. | 12; paid |
c. | 20; unpaid |
d. | 20; paid |
55. Paid leave may benefit
a. | younger married individuals. |
b. | single parents who are newly divorced. |
c. | single parents who have never been married. |
d. | mothers, children, business, and the economy. |
56. Paid leave generally leads to
a. | negative health outcomes for newborns and mothers. |
b. | positive health outcomes for newborns and mothers. |
c. | lower workplace commitment. |
d. | higher workplace commitment. |
57. Center-based child care can be problematic to working parents due to
a. | high financial costs. |
b. | inflexible hours. |
c. | low concern for the children. |
d. | lack of employees. |
58. Which of the following is an example of work–family conflict?
a. | Jessica, who works with her brother Joseph at the same company, has a disagreement with Joseph about how the company should handle their newest client. |
b. | Miriam’s husband has offered to use his vacation days to assist her mother during her upcoming surgery and recovery period. |
c. | Emily wants her supervisor to hire her husband, but her supervisor refuses because Emily’s husband lacks the proper qualifications. |
d. | Anita needs to ask for a day off from work to take her son to a doctor’s appointment because her husband has emphasized that he cannot miss work while being considered for promotion. |
59. Michelle, a school psychologist, has gained valuable training and skills on how to deal with troubled children in order to better empathize with them and help them better regulate their emotions. She is now able to use these communication skills and techniques in raising her own children to be emotionally well-adjusted. This is an example of
a. | work–family conflict. |
b. | work–family balance. |
c. | work–family enrichment. |
d. | role enhancement theory. |
60. When fathers do more domestic work, this can lead to which of the following outcomes for their daughters?
a. | higher grade point averages at the high school level |
b. | higher likelihood of becoming stay at home parents in adulthood |
c. | higher likelihood of choosing romantic partners who endorse egalitarian attitudes |
d. | higher career aspirations |
61. The term sandwich generation refers to
a. | women who care for both older relatives and their own younger children. |
b. | women who do not have children of their own and who care for older relatives. |
c. | men who provide financial support to both their parents and in-laws. |
d. | men who provide financial support to ex-spouses, current spouses, and all children regardless of custody. |
62. The Pregnancy Discrimination Act of 1978 enforces
a. | that pregnant women are not subjected to hiring biases associated with parental status. |
b. | that pregnant women are treated equally to employees with a similar ability to work. |
c. | additional rest times and more ergonomic work stations for the comfort and safety of pregnant women. |
d. | additional days off so that pregnant women can easily make doctor’s appointments. |
63. Issues of work–family balance, such as wealthy women hiring immigrant women to care for their children, can ______ between different groups of women.
a. | worsen communication |
b. | improve communication |
c. | worsen inequality |
d. | improve inequality |
1. Identify some possible explanations for why the wage gap continues to exist.
2. Describe the disadvantages women face when negotiating a starting salary.
3. Explain what the double bind is for women seeking or already in leadership roles.
4. Compare and contrast the two forms of workplace sexual harassment discussed in the text. List some of the potential outcomes of both forms of harassment.
5. Explain the factors that influence working mothers and that also may continue to contribute to the wage gap.
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Psychology of Women and Gender 1e Complete Test Bank
By Miriam Liss