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1. According to “Are You a Leader or a Laggard?”, many firms are reluctant to move quickly toward more sustainable business practices due to a lack of:

   a. interest by business stakeholders.

   b. understanding of policies and actions needed.

   c. financial payoffs from incorporating sustainable practices.

   d. proof that the environment is in danger.

 

 

2. As defined in “Are You a Leader or a Laggard?”, sustainable practices are those that focus on:

   a. process improvement.

   b. waste reduction.

   c. immediate value.

   d. collaborative efforts.

 

 

3. According to “Building Sustainable Organizations: The Human Factor,” when employees do not have health insurance from employers or elsewhere:

   a. they have higher salaries.

   b. they have higher mortality rates.

   c. they qualify for government assistance.

   d. there are no effects on their economic well-being.

 

 

4. As reported in “Building Sustainable Organizations: The Human Factor,” working long hours has been shown to:

   a. be more prevalent in Europe than in the United States.

   b. have no effect on health.

   c. improve productivity.

   d. correlate to rates of hypertension.

 

 

5. As claimed in “Grooming the Next Generation,” for a company in the service industry, the most valuable resource is:

   a. intellectual capital.

   b. senior employees.

   c. risk managers.

   d. new workers.

 

 

6. As reported in “Grooming the Next Generation,” Aon Corporation’s future workers come from:

   a. organizations for retired Baby Boomers.

   b. overseas corporations.

   c. community universities.

   d. top-tier schools across the world.

 

 

7. According to “Engaged Employees = High-Performing Organizations,” low staff turnover in all industries during the U.S. economic downturn was a result of:

   a. staff loyalty to their struggling employers.

   b. employee apathy about the future.

   c. a dearth of available job opportunities.

   d. an increased corporate focus on employee engagement.

 

 

8. According to “Is Everyone Disabled under the ADA?”, under the Americans with Disabilities Act (ADA), an individual is considered to have a disability under all of the following scenarios except that the individual:

   a. is regarded by an employer as having an impairment, whether or

      not one is actually present.

   b. has a physical or mental impairment that meets certain

      conditions.

   c. has a record of having an impairment that meets certain

      conditions.

   d. could have an impairment in the future due to a genetic

      predisposition to such an impairment.

9. According to “The ‘Equal Opportunity Harasser’: The Slow Demise of a Strange Concept,” the Title VII regulations against workplace sexual harassment are not triggered in a case of sexual harassment involving:

   a. same-sex sexual harassment.

   b. opposite-sex sexual harassment.

   c. sexual harassment of a transsexual person.

   d. sexual harassment of both men and women by the same offender.

 

 

 

 

10. As defined in “The ‘Equal Opportunity Harasser’: The Slow Demise of a Strange Concept,” quid pro quo sexual harassment might involve:

   a. an employer offering an employee a raise in exchange for sexual

      favors.

   b. “girlie” calendars displayed on the walls of an office.

   c. a male supervisor asking a male employee for a date.

   d. employees of either sex using derogatory sexual terms toward a

      female coworker.

 

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1. According xxxxxxx “Are You xxxxxxx Leader or xxxxxxx xxxxxxx many xxxxxxx are reluctant xxxxxxx move quickly xxxxxxx more xxxxxxx xxxxxxx practices due xxxxxxx a lack xxxxxxx a. interest xxxxxxx business stakeholders.

   xxxxxxx understanding of xxxxxxx and actions xxxxxxx xxxxxxx financial xxxxxxx from incorporating xxxxxxx practices.

   d. xxxxxxx that xxxxxxx xxxxxxx is in xxxxxxx As defined xxxxxxx “Are You xxxxxxx Leader or xxxxxxx Laggard?”, sustainable xxxxxxx are those xxxxxxx xxxxxxx on:

   xxxxxxx process improvement.

   xxxxxxx waste reduction.

   xxxxxxx immediate xxxxxxx xxxxxxx collaborative efforts.

 

 

3. xxxxxxx to “Building xxxxxxx Organizations: The xxxxxxx Factor,” when xxxxxxx do not xxxxxxx health insurance xxxxxxx xxxxxxx or xxxxxxx a. they xxxxxxx higher salaries.

   xxxxxxx they xxxxxxx xxxxxxx mortality rates.

   xxxxxxx they qualify xxxxxxx government assistance.

   xxxxxxx there are xxxxxxx effects on xxxxxxx economic well-being.

 

 

4. xxxxxxx xxxxxxx in xxxxxxx Sustainable Organizations: xxxxxxx Human Factor,” xxxxxxx long xxxxxxx xxxxxxx been shown xxxxxxx a. be xxxxxxx prevalent in xxxxxxx than in xxxxxxx United States.

   xxxxxxx have no xxxxxxx xxxxxxx health.

   xxxxxxx improve productivity.

   xxxxxxx correlate to xxxxxxx of xxxxxxx xxxxxxx claimed in xxxxxxx the Next xxxxxxx for a xxxxxxx in the xxxxxxx industry, the xxxxxxx valuable resource xxxxxxx xxxxxxx intellectual xxxxxxx b. senior xxxxxxx c. risk xxxxxxx d. xxxxxxx xxxxxxx As reported xxxxxxx “Grooming the xxxxxxx Generation,” Aon xxxxxxx future workers xxxxxxx from:

   a. xxxxxxx for retired xxxxxxx xxxxxxx b. xxxxxxx corporations.

   c. xxxxxxx universities.

   d. xxxxxxx schools xxxxxxx xxxxxxx world.

 

 

7. According xxxxxxx “Engaged Employees xxxxxxx High-Performing Organizations,” xxxxxxx staff turnover xxxxxxx all industries xxxxxxx the U.S. xxxxxxx xxxxxxx was xxxxxxx result of:

   xxxxxxx staff loyalty xxxxxxx their xxxxxxx xxxxxxx b. employee xxxxxxx about the xxxxxxx c. a xxxxxxx of available xxxxxxx opportunities.

   d. xxxxxxx increased corporate xxxxxxx xxxxxxx employee xxxxxxx According to xxxxxxx Everyone Disabled xxxxxxx the xxxxxxx xxxxxxx the Americans xxxxxxx Disabilities Act xxxxxxx an individual xxxxxxx considered to xxxxxxx a disability xxxxxxx all of xxxxxxx xxxxxxx scenarios xxxxxxx that the xxxxxxx a. is xxxxxxx by xxxxxxx xxxxxxx as having xxxxxxx impairment, whether xxxxxxx not one xxxxxxx actually present.

   xxxxxxx has a xxxxxxx or mental xxxxxxx xxxxxxx meets xxxxxxx conditions.

   c. xxxxxxx a record xxxxxxx having xxxxxxx xxxxxxx that meets xxxxxxx conditions.

   d. xxxxxxx have an xxxxxxx in the xxxxxxx due to xxxxxxx genetic predisposition xxxxxxx xxxxxxx an xxxxxxx According to xxxxxxx ‘Equal Opportunity xxxxxxx The xxxxxxx xxxxxxx of a xxxxxxx Concept,” the xxxxxxx VII regulations xxxxxxx workplace sexual xxxxxxx are not xxxxxxx in a xxxxxxx xxxxxxx sexual xxxxxxx involving:

   a. xxxxxxx sexual harassment.

   xxxxxxx opposite-sex xxxxxxx xxxxxxx c. sexual xxxxxxx of a xxxxxxx person.

  d. sexual xxxxxxx of both xxxxxxx and women xxxxxxx the same xxxxxxx xxxxxxx defined xxxxxxx “The ‘Equal xxxxxxx Harasser’: The xxxxxxx Demise xxxxxxx xxxxxxx Strange Concept,” xxxxxxx pro quo xxxxxxx harassment might xxxxxxx a. an xxxxxxx offering an xxxxxxx a raise xxxxxxx xxxxxxx for xxxxxxx favors.

   b. xxxxxxx calendars displayed xxxxxxx the xxxxxxx xxxxxxx an office.

   xxxxxxx a male xxxxxxx asking a xxxxxxx employee for xxxxxxx date.

   d. xxxxxxx of either xxxxxxx xxxxxxx derogatory xxxxxxx terms toward xxxxxxx female coworker.

 
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