Exam 12: Managing Individuals and a Diverse Work Force

57. The______ is a barrier that prevents women and minorities from advancing to the top jobs in an organization.

Unilever Unilever has operations in 150 countries. Recently, Unilever took 100 of these top managers on a jungle retreat to Costa Rica. To the dismay of Unilever's chair, there were no women in the group. Upon investigation, he learned that only one woman had even been invited. As the retreat progressed, its participants commented on the richness of diversity in nature and how everything needs diversity to grow. These comments caused Unilever's chair to establish an executive committee to examine practical ways to overcome barriers to women's promotion. They decided to avoid setting numerical targets because they encourage positive discrimination and instead examined recruitment and promotion practices. -Refer to Unilever. By encouraging the promotion of more women to top management positions to better match the diversity of its stakeholders, Unilever was managing diversity through the paradigm.

Which of the following jobs would be most likely to require someone who has high degree of extraversion?

As a German pharmaceuticals company decided to implement a diversity training program, its human resources managers discovered that Americans typically reach decisions very quickly. One German manager described them as "hip shooters." He said, "We [Germans] are more analytical. We're more logical and systematic." This discovery had to do with .

The Finnish government is working to change the perception of older workers and encourage Finnish companies to abandon mandatory retirement plans. What kind of surface-level diversity is the Finnish government hoping to achieve?

Affirmative action actually makes good business sense in terms of cost savings, the ability to attract and retain talent, and business growth.

In order to ensure that women have the same opportunities for development and advancement as men, companies should .

Affirmative action is required by law for all private employers, while diversity is voluntary.

Diversity helps companies grow by .

Which of the following paradigms for managing diversity is similar to the business growth advantage of diversity?

Surface-level diversity refers to differences such as age, gender, race/ethnicity, and physical disabilities that are observable, typically unchangeable, and easy to measure.

Which of the following statements explains why diversity actually makes good business sense?

If managed properly, the shift from surface- to deep-level diversity can result in reduced prejudice and conflict as well as lead to stronger social integration.

The four dimensions of surface-level diversity that many managers use to form initial impressions can sometimes lead to discrimination. They are:

Conscientiousness is .

_{92. A(n) is a formal assessment that measures employee and management attitudes, investigates the extent to} Which people are advantaged or disadvantaged with respect to hiring and promotions, and reviews companies' diversity-related policies and procedures.

Affirmative action programs are typically designed to .

consists of differences communicated through verbal and nonverbal behaviors, such as personality and attitudes that are learned only through extended interaction with others.

Which of the following is the most commonly used paradigm for managing diversity?

In diversity pairing, people of different cultural backgrounds are paired together for mentoring.