1. T or F. From Rowan’s article and Schultz’ article, it is reasonable to assume that gender-based harassment violates the right of equality that all men and women deserve.

2. T or F. One possible problem with the criterion of job relevance (not mentioned by Lippke) is that it leads to unjustified coercion and manipulation by employers.

3. T or F. One reason used to counter affirmative action (as discussed in Shaw’s article) is that it does not compensate the right people who were the victims of racial discrimination.

4. T or F. According to Rowan, a business owner’s proprietary right completely overrides an employee’s right to well-being.

5. T or F. According to Lippke, respecting a person’s right to privacy increases that person’s control over the autonomy of other people.

6. T or F. According to Lippke, an employee’s right to privacy within a firm implies an unqualified correlative duty on the part of an employer not to violate that right.

7. T or F. Schultz’ argument implies that the hysteria associated with sex in the work place has undermined the maintenance of an autonomous self-concept among both genders in the work place.

8. T or F. Although Shaw does not make this point, the legal context of affirmative action could demonstrate that the U. S. Supreme Court’s inconsistent decisions about affirmative action is simply a story about the requirement of universality and impartiality.

9. T or F. Shaw’s article, with his emphasis on presenting both sides of affirmative action, fails to live up to the duty of impartiality required by all scholars.

10. T or F. According to Schultz, a hostile work environment implies that some males often do not take seriously the duty to respect the rights of women, especially the right to freedom, well-being and equality.

11. T or F. According to the text and your instructor, a moral right may not be recognized by a legal system and a moral right exists prior to the presence of a legal system.

12. T or F. Lippke characterizes the average U. S. corporation as deeply concerned  about protecting employee privacy rights.

13. T or F. Shaw defines affirmative action, the version defended by the U. S. Supreme Court, as a doctrine which establishes permanent quotas and that hires and promotes unqualified persons.

14. T or F. Schultz defends the view that an employee’s right to bantering with other employees is traceable back to right to freedom.

15. Racial and gender discrimination may be thought of as morally repugnant because

A. Such discrimination pays attention to the inherent dignity and the respect that all persons deserve.

B. Such unfairness rests on the viewpoint that certain groups of people are inferior and deserve unequal treatment.

C. Such bigotry can be shown to be consistent with several of the major moral theories, especially Act Utilitarianism, discussed at the beginning of our text.

D. All of the above.

16. Rowan argues that the right to freedom, well-being, and equality may be traced back

A. To at least one moral duty, e.g., the prima facie duty of non-maleficence.

B. To only one moral theory, namely, Rule Utilitarianism.

C. To the moral theories of Rule and Act Utilitarianism.

D. All of the above.

E. None of the above.

17. Rowan argues that employees have a right to privacy (within reason) in the workplace because

A. Without it, the employees will not conceive of themselves as worthy of autonomy.

B. Without it, an employee will not form an autonomous self-concept.

C. All employees have the basic right to liberty.

D. None of the above.

18. According to Lippke, the criterion of “job relevance” used for restricting the types of information employers may justifiably gather about employees is problematic because

A. Ultimately, it fails to rule out information about the employee that should be kept private.

B. It violates the contractual model of employer/employee relationship that Lippke endorses.

C. It offers to the owner of a firm a “no holds barred” examination of the employee’s life.

D. None of the above.

19. According to Rowan, an employee’s right to fair pay

A. Follows from the right to equality and well-being.

B. Follows from the right to equality and the right to freedom.

C. Follows only from the right to well-being.

D. None of the above.

20. According to Schultz, sex harassment in a firm may be considered morally permissible as long as it

A. Doesn’t lead to sexual banter in the work place.

B. Doesn’t undermine the autonomy of employees.

C. Doesn’t undermine the right to privacy that all employees deserve.

D. None of the above.

21. In Lippke’s article, Joseph Kupfer argues that privacy is valuable to humans because

A. Privacy is an intrinsic good.

B. It is causally connected to human autonomy.

C.  In general, there are no reasons to violate the right to privacy.

D. All of the above.

22. If we assume with Faber that the fiduciary relationship is typically the best rapport to establish with our clients and, with Rowan, that our clients (like our employees) are persons, then

A. We must conclude that our clients have rights that we our obligated to respect.

B. We must avoid manipulating our clients.

C. We must enhance the autonomy of our clients.

D. All of the above.

23. One reason against affirmative action states that

A. Affirmative action is not necessary to dismantle employment discrimination.

B. Affirmative action is consistent the principle of equality.

C. Affirmative action never prohibits the career opportunities of white men.

D. None of the above.

24. One reason in favor of affirmative action states that

A. Affirmative action violates the right of well-being of poor, white Americans.

B. Distributive justice demands affirmative action programs.

C. Affirmative action does not violate the principle of equality.

D. None of the above.

25. The 1964 Civil Rights Act is important because

A. The Federal Government finally took serious the moral problems of racial and gender discrimination in the country, and especially in the Bible belt.

B. It completely dismantled all the Jim Crow laws in the deep South.

C. It forbids any form of discrimination by public and private employers (with 15 or more employees).

D. All of the above.

26. According to Lippke, the privacy rights of employees and the proprietary right of owners

A. Are dissimilar because the former, but not the latter, enlarged the power over the lives of others.

B. Are comparable because they provide both groups with control over the lives of others.

C. Are unrelated because the latter, but not the former, amplify the power over the lives of others.

D. None of the above.

27. According to Schultz, sexual harassment laws are too narrow because

A. The early quid pro quo cases have overwhelmed the conception of hostile work environment.

B.. They apply only to blue-collar firms and not to professional firms.

C. The traditional overemphasis on sex has led to a repressive impulse to eliminate all hints of sexual expression in the work place.

D. None of the above.

28. According to Schultz, quid pro quo harassment and hostile working environment are different because

A. Unlike hostile working environment, quid pro quo is about sexism and not about sexual favors.

B. The hostile working environment, but not quid pro quo, is about sexual favors.

C. The quid pro quo, but not hostile working environment, is about sexual favors.

D. All of the above.

29. In general, sexual harassment within a professional firm is

A. Consistent with the owner’s proprietary rights.

B. Primarily inconsistent with an employee’s right to equality.

C. Consistent with the principle of autonomy.

D. All of the above.

30. According to Lippke, a morally sick organization is an organization that

A. takes seriously the three rights (discussed by Rowan) all employees deserve.

B. may contribute to the problems employee’s exhibit in a corporation.

C. is largely missing from the American economy.

31. According to Rowan, treating employees as persons requires

A. grouping them into statistical categories.

B. merely respecting their legal rights.

C. employers to create rules which can be defended and traced back to a moral theory.

32. Shaw’s description of reverse discrimination turns largely upon the assumption that

A. all people deserve to be treated equally.

B. a certain group is inferior and deserves unequal treatment

C. in certain cases, it is needed to break the cycle that keeps African Americans and women locked into low paying jobs.

33. Schultz makes clear that sexism and sexual harassment are largely

A. problems in blue-color corporations.

B. issues in both blue-color corporations and professional organizations.

C. matters concerned with quid-pro-quo cases.