Exam 12: Managing Individuals and a Diverse Workforce

Jean-Marie has excellent keyboarding skills and enters data for a marketing research firm. Jean-Marie has a problem that his eyes get irritated when he looks at the monitor for long. In order to perform his job, Jean-Marie needs a computer monitor that does not irritate his eyes when he works longer. Providing the monitor to facilitate Jean-Marie's job performance is an example of _____.

(Multiple Choice)

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Question 21

Someone is described as having a mind-boggling breadth to his curiosity. In terms of the Big Five Personality Dimensions, this person would be described as having a high degree of _____.

(Multiple Choice)

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Question 22

When the world's biggest manufacturer of locks looked at its employee composition, it discovered that its workers were either of ages over 50 or under 30. This age difference brought conflicts on important decisions which the company identified as a threat to its growth. _____ was needed to get these two groups to respect each other's work abilities.

(Multiple Choice)

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Question 23

When compared to men, women are more likely to choose jobs or careers that give them a greater sense of accomplishment, more control over their work schedules, and easier movement in and out of the workplace.

(True/False)

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Question 24

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.

(True/False)

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Question 25

The Terra College of Arts launched a comprehensive diversity initiative, which includes frequent seminars, workshops, and conventions for faculty, staff, and students, aimed at helping them gain a better understanding of diversity. Which of the following diversity training is used by the college?

(Multiple Choice)

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Question 26

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

(True/False)

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Question 27

U.S.-based Licenter & Co., a global consultancy, draws its consultants from more than 40 countries. A benefit of its global hiring is that it raises cultural sensitivity. In other words, this benefits Licenter & Co by _____.

(Multiple Choice)

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Question 28

The _____ paradigm focuses on the acceptance and celebration of differences to ensure that the diversity within the company matches the diversity found among primary stakeholders, such as customers, suppliers, and local communities.

(Multiple Choice)

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Question 29

_____ is designed to raise employees' consciousness about diversity issues and to challenge the underlying assumptions or stereotypes they may have about others.

(Multiple Choice)

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Question 30

Which of the following statements is true regarding the discrimination and fairness paradigm?

(Multiple Choice)

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Question 31

Differentiate between surface-level diversity and deep-level diversity. Describe the extent to which different programs, both voluntary programs and those required by the government, might address diversity management in each of these areas.

(Essay)

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Question 32

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

(True/False)

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Question 33

The term _____ refers to a work environment where each member is empowered to contribute in a way that maximizes the benefits to the organization, customers, and themselves, and the individuality of each member is respected by not segmenting or polarizing people on the basis of their membership in a particular group.

(Multiple Choice)

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Question 34

How is surface-level diversity different from deep-level diversity?

(Essay)

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Question 35

Which of the following actions can a medium-sized manufacturing company take if it wants to create a positive work environment; where every employee does his or her best work and individual differences are respected and not just ignored?

(Multiple Choice)

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(40)

Question 36

Which of the following actions should a company NOT perform to make sure that people with disabilities have the same opportunities as everyone else?

(Multiple Choice)

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Question 37

The learning and effectiveness paradigm for managing diversity focuses on the acceptance and celebration of differences; so that the diversity within the company matches the diversity found among primary stakeholders such as customers, suppliers, and local communities.

(True/False)

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(44)

Question 38

The glass ceiling is the so-called invisible barrier that prevents women and minorities from advancing to the top jobs in organizations.

(True/False)

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Question 39

The two basic types of diversity training programs are _____.

(Multiple Choice)

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Question 40

Showing 21 - 40 of 108

Someone is described as having a mind-boggling breadth to his curiosity. In terms of the Big Five Personality Dimensions, this person would be described as having a high degree of _____.

When compared to men, women are more likely to choose jobs or careers that give them a greater sense of accomplishment, more control over their work schedules, and easier movement in and out of the workplace.

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 Terra College of Arts launched a comprehensive diversity initiative, which includes frequent seminars, workshops, and conventions for faculty, staff, and students, aimed at helping them gain a better understanding of diversity. Which of the following diversity training is used by the college?

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

U.S.-based Licenter & Co., a global consultancy, draws its consultants from more than 40 countries. A benefit of its global hiring is that it raises cultural sensitivity. In other words, this benefits Licenter & Co by _____.

The _____ paradigm focuses on the acceptance and celebration of differences to ensure that the diversity within the company matches the diversity found among primary stakeholders, such as customers, suppliers, and local communities.

_____ is designed to raise employees' consciousness about diversity issues and to challenge the underlying assumptions or stereotypes they may have about others.

Which of the following statements is true regarding the discrimination and fairness paradigm?

Differentiate between surface-level diversity and deep-level diversity. Describe the extent to which different programs, both voluntary programs and those required by the government, might address diversity management in each of these areas.

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

How is surface-level diversity different from deep-level diversity?

Which of the following actions can a medium-sized manufacturing company take if it wants to create a positive work environment; where every employee does his or her best work and individual differences are respected and not just ignored?

Which of the following actions should a company NOT perform to make sure that people with disabilities have the same opportunities as everyone else?

The learning and effectiveness paradigm for managing diversity focuses on the acceptance and celebration of differences; so that the diversity within the company matches the diversity found among primary stakeholders such as customers, suppliers, and local communities.

The glass ceiling is the so-called invisible barrier that prevents women and minorities from advancing to the top jobs in organizations.

The two basic types of diversity training programs are _____.

Management

The History of Management

Organizational Environments and Cultures

Ethics and Social Responsibility

Planning and Decision Making

Organizational Strategy

Innovation and Change

Global Management

Designing Adaptive Organizations

Managing Teams

Managing Human Resource Systems

Motivation

Filters

Exam 12: Managing Individuals and a Diverse Workforce

Someone is described as having a mind-boggling breadth to his curiosity. In terms of the Big Five Personality Dimensions, this person would be described as having a high degree of _____.

When compared to men, women are more likely to choose jobs or careers that give them a greater sense of accomplishment, more control over their work schedules, and easier movement in and out of the workplace.

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 Terra College of Arts launched a comprehensive diversity initiative, which includes frequent seminars, workshops, and conventions for faculty, staff, and students, aimed at helping them gain a better understanding of diversity. Which of the following diversity training is used by the college?

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

U.S.-based Licenter & Co., a global consultancy, draws its consultants from more than 40 countries. A benefit of its global hiring is that it raises cultural sensitivity. In other words, this benefits Licenter & Co by _____.

​The _____ paradigm focuses on the acceptance and celebration of differences to ensure that the diversity within the company matches the diversity found among primary stakeholders, such as customers, suppliers, and local communities.

​_____ is designed to raise employees' consciousness about diversity issues and to challenge the underlying assumptions or stereotypes they may have about others.

​Which of the following statements is true regarding the discrimination and fairness paradigm?

Differentiate between surface-level diversity and deep-level diversity. Describe the extent to which different programs, both voluntary programs and those required by the government, might address diversity management in each of these areas.

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

How is surface-level diversity different from deep-level diversity?

Which of the following actions can a medium-sized manufacturing company take if it wants to create a positive work environment; where every employee does his or her best work and individual differences are respected and not just ignored?

Which of the following actions should a company NOT perform to make sure that people with disabilities have the same opportunities as everyone else?

The learning and effectiveness paradigm for managing diversity focuses on the acceptance and celebration of differences; so that the diversity within the company matches the diversity found among primary stakeholders such as customers, suppliers, and local communities.

The glass ceiling is the so-called invisible barrier that prevents women and minorities from advancing to the top jobs in organizations.

The two basic types of diversity training programs are _____.

Management

The History of Management

Organizational Environments and Cultures

Ethics and Social Responsibility

Planning and Decision Making

Organizational Strategy

Innovation and Change

Global Management

Designing Adaptive Organizations

Managing Teams

Managing Human Resource Systems

Motivation

Filters

The _____ paradigm focuses on the acceptance and celebration of differences to ensure that the diversity within the company matches the diversity found among primary stakeholders, such as customers, suppliers, and local communities.

_____ is designed to raise employees' consciousness about diversity issues and to challenge the underlying assumptions or stereotypes they may have about others.

Which of the following statements is true regarding the discrimination and fairness paradigm?