Question 1

​Which of the following is an example of deep-level diversity?

Accepted Answer

A) ​Age 
B) ​Gender 
C) ​Race 
D) ​Attitudes 
E) ​Physical capabilities 
A) ​Age 
B) ​Gender 
C) ​Race 
D) ​Attitudes 
E) ​Physical capabilities

Question 2

Unlike _____, which punishes companies for not achieving specific gender and race ratios in their work forces, diversity programs seek to benefit both organizations and their employees by encouraging organizations to value all kinds of differences.

Accepted Answer

A) affirmative action 
B) self­monitoring 
C) diversity decrees 
D) assenting action 
E) federal agency monitoring 
A) affirmative action 
B) self­monitoring 
C) diversity decrees 
D) assenting action 
E) federal agency monitoring

Question 3

A true statement about diversity is that diversity _____.

Accepted Answer

A) diminishes business growth 
B) increases litigation costs 
C) reduces the ability to focus on customer needs 
D) results in increased absenteeism 
E) provides high­quality problem solving 
A) diminishes business growth 
B) increases litigation costs 
C) reduces the ability to focus on customer needs 
D) results in increased absenteeism 
E) provides high­quality problem solving

Question 4

​_____ is the degree to which someone is not angry, depressed, anxious, emotional, insecure, or excitable.

Accepted Answer

A) ​Disposition 
B) ​Extraversion 
C) ​Agreeableness 
D) ​Conscientiousness 
E) ​Emotional stability 
A) ​Disposition 
B) ​Extraversion 
C) ​Agreeableness 
D) ​Conscientiousness 
E) ​Emotional stability

Question 5

With surface-level diversity, differences are immediately observable, easy to measure, and _____.

Accepted Answer

A) inconsistent 
B) typically unchangeable 
C) culturally specific 
D) irrelevant to work behavior 
E) time­activated 
A) inconsistent 
B) typically unchangeable 
C) culturally specific 
D) irrelevant to work behavior 
E) time­activated

Question 6

Which of the following statements about disabilities is true?

Accepted Answer

A) Disparities between those with and without disabilities is because of how well people with disabilities can do their jobs. 
B) People with disabilities have better safety records. 
C) Accommodations for disabilities are quiet expensive. 
D) Individuals with sensory disabilities generally have the lowest employment rate. 
E) Individuals with self­care disabilities generally have the highest employment rate. 
A) Disparities between those with and without disabilities is because of how well people with disabilities can do their jobs. 
B) People with disabilities have better safety records. 
C) Accommodations for disabilities are quiet expensive. 
D) Individuals with sensory disabilities generally have the lowest employment rate. 
E) Individuals with self­care disabilities generally have the highest employment rate.

Question 7

Identify the three different methods or paradigms for managing diversity. Specify which level of diversity each paradigm focuses on. Explain which approach you personally believe will make the greatest contribution to helping U.S. companies manage diversity more effectively in the future.

Accepted Answer

There are three different methods or par

Question 8

Among the paradigms for managing diversity, only the learning and effectiveness paradigm focuses on integrating deep-level diversity differences in addition to dealing with surface-level diversity.

Accepted Answer

A) True 
 B)False

Question 9

Affirmative action and diversity are not only different in their definitions but also in their purpose, how they are practiced, and the reactions they produce.

Accepted Answer

A) True 
 B)False

Question 10

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.

Accepted Answer

A) diversity comparison 
B) diversity audit 
C) employee­oriented attitudinal review 
D) individual SWOT analysis 
E) stereotypical audit 
A) diversity comparison 
B) diversity audit 
C) employee­oriented attitudinal review 
D) individual SWOT analysis 
E) stereotypical audit

Question 11

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

Accepted Answer

A) The discrimination and fairness paradigm 
B) The access and legitimacy paradigm 
C) The learning and effectiveness paradigm 
D) The personal integration paradigm 
E) The cultural stereotype paradigm 
A) The discrimination and fairness paradigm 
B) The access and legitimacy paradigm 
C) The learning and effectiveness paradigm 
D) The personal integration paradigm 
E) The cultural stereotype paradigm

Question 12

Explain how a manager's typical patterns of thought and action can unintentionally turn manifestations of surface-level diversity into serious legal problems of discrimination for an organization. Explain the implications of this fact for the role of diversity management in contemporary business organizations.

Accepted Answer

Surface­level diversity is defined as di

Question 13

In a recent meeting, the supervisors of a county voted unanimously to conduct a(n) _____, which would provide an accounting of how well the makeup of local boards and commissions reflects the racial, gender, cultural, geographic, and ethnic diversity of the county.

Accepted Answer

A) diversity comparison 
B) diversity audit 
C) employee­oriented attitudinal review 
D) individual SWOT analysis 
E) stereotypical audit 
A) diversity comparison 
B) diversity audit 
C) employee­oriented attitudinal review 
D) individual SWOT analysis 
E) stereotypical audit

Question 14

Lawson wanted to learn ballet dancing, and he approached an institution which teaches ballet dancing. He was informed by the authorities that ballet dancing was solely for women and the institution did not enroll him. This is an example of discrimination in terms of _____.

Accepted Answer

A) organizational plurality 
B) behavioral diversity 
C) surface­level diversity 
D) deep­level diversity 
E) ego­driven heterogeneity 
A) organizational plurality 
B) behavioral diversity 
C) surface­level diversity 
D) deep­level diversity 
E) ego­driven heterogeneity

Question 15

What are the Big Five personality dimensions? Explain the significance of the Big Five Personality Dimensions.

Accepted Answer

For years, personality researchers studi

Question 16

Which of the following job positions most likely requires people with high degree of extraversion?

Accepted Answer

A) Software programmer 
B) Salesperson 
C) Market researcher 
D) Bookkeeper 
E) Computer technician 
A) Software programmer 
B) Salesperson 
C) Market researcher 
D) Bookkeeper 
E) Computer technician

Question 17

What is organizational plurality? Define the paradigm for managing diversity with which is it associated.

Accepted Answer

Organizational plurality is a work envir

Question 18

The primary benefit of the discrimination and fairness paradigm is that it generally brings about fairer treatment of employees and increases demographic diversity.

Accepted Answer

A) True 
 B)False

Question 19

Treating people differently because of how old they are refers to _____.

Accepted Answer

A) ​Sex discrimination 
B) ​Age discrimination 
C) ​Racial discrimination 
D) ​Ethnic discrimination 
E) ​Disability discrimination 
A) ​Sex discrimination 
B) ​Age discrimination 
C) ​Racial discrimination 
D) ​Ethnic discrimination 
E) ​Disability discrimination

Question 20

The term _____ refers to the degree to which someone is cooperative, polite, flexible, forgiving, good natured, tolerant, and trusting.

Accepted Answer

A) conscientiousness 
B) emotional stability 
C) agreeableness 
D) locus of control 
E) self­reliance 
A) conscientiousness 
B) emotional stability 
C) agreeableness 
D) locus of control 
E) self­reliance

Which of the following is an example of deep-level diversity?

Unlike _____, which punishes companies for not achieving specific gender and race ratios in their work forces, diversity programs seek to benefit both organizations and their employees by encouraging organizations to value all kinds of differences.

A true statement about diversity is that diversity _____.

_____ is the degree to which someone is not angry, depressed, anxious, emotional, insecure, or excitable.

With surface-level diversity, differences are immediately observable, easy to measure, and _____.

Which of the following statements about disabilities is true?

Identify the three different methods or paradigms for managing diversity. Specify which level of diversity each paradigm focuses on. Explain which approach you personally believe will make the greatest contribution to helping U.S. companies manage diversity more effectively in the future.

Among the paradigms for managing diversity, only the learning and effectiveness paradigm focuses on integrating deep-level diversity differences in addition to dealing with surface-level diversity.

Affirmative action and diversity are not only different in their definitions but also in their purpose, how they are practiced, and the reactions they produce.

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.

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

In a recent meeting, the supervisors of a county voted unanimously to conduct a(n) _____, which would provide an accounting of how well the makeup of local boards and commissions reflects the racial, gender, cultural, geographic, and ethnic diversity of the county.

Lawson wanted to learn ballet dancing, and he approached an institution which teaches ballet dancing. He was informed by the authorities that ballet dancing was solely for women and the institution did not enroll him. This is an example of discrimination in terms of _____.

What are the Big Five personality dimensions? Explain the significance of the Big Five Personality Dimensions.

Which of the following job positions most likely requires people with high degree of extraversion?

What is organizational plurality? Define the paradigm for managing diversity with which is it associated.

The primary benefit of the discrimination and fairness paradigm is that it generally brings about fairer treatment of employees and increases demographic diversity.

Treating people differently because of how old they are refers to _____.

The term _____ refers to the degree to which someone is cooperative, polite, flexible, forgiving, good natured, tolerant, and trusting.

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

​Which of the following is an example of deep-level diversity?

Unlike _____, which punishes companies for not achieving specific gender and race ratios in their work forces, diversity programs seek to benefit both organizations and their employees by encouraging organizations to value all kinds of differences.

A true statement about diversity is that diversity _____.

​_____ is the degree to which someone is not angry, depressed, anxious, emotional, insecure, or excitable.

With surface-level diversity, differences are immediately observable, easy to measure, and _____.

Which of the following statements about disabilities is true?

Identify the three different methods or paradigms for managing diversity. Specify which level of diversity each paradigm focuses on. Explain which approach you personally believe will make the greatest contribution to helping U.S. companies manage diversity more effectively in the future.

Among the paradigms for managing diversity, only the learning and effectiveness paradigm focuses on integrating deep-level diversity differences in addition to dealing with surface-level diversity.

Affirmative action and diversity are not only different in their definitions but also in their purpose, how they are practiced, and the reactions they produce.

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.

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

In a recent meeting, the supervisors of a county voted unanimously to conduct a(n) _____, which would provide an accounting of how well the makeup of local boards and commissions reflects the racial, gender, cultural, geographic, and ethnic diversity of the county.

Lawson wanted to learn ballet dancing, and he approached an institution which teaches ballet dancing. He was informed by the authorities that ballet dancing was solely for women and the institution did not enroll him. This is an example of discrimination in terms of _____.

What are the Big Five personality dimensions? Explain the significance of the Big Five Personality Dimensions.

Which of the following job positions most likely requires people with high degree of extraversion?

What is organizational plurality? Define the paradigm for managing diversity with which is it associated.

The primary benefit of the discrimination and fairness paradigm is that it generally brings about fairer treatment of employees and increases demographic diversity.

Treating people differently because of how old they are refers to _____.

The term _____ refers to the degree to which someone is cooperative, polite, flexible, forgiving, good natured, tolerant, and trusting.

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

Which of the following is an example of deep-level diversity?

_____ is the degree to which someone is not angry, depressed, anxious, emotional, insecure, or excitable.