Question 1

One way that organisations can accommodate employees' commitments to their families and religious observances is to:

Accepted Answer

A)  introduce flexible work practices 
B)  provide employees with extra work space to accommodate family practices 
C)  shorten the working week to Monday to Thursday as many commitments and religious observances occur between Friday and Sunday 
D)  only employ childless people and Christians as their commitments will not impact on the working week 
A)  introduce flexible work practices 
B)  provide employees with extra work space to accommodate family practices 
C)  shorten the working week to Monday to Thursday as many commitments and religious observances occur between Friday and Sunday 
D)  only employ childless people and Christians as their commitments will not impact on the working week

Question 2

When employees work in teams that consist of a large proportion of people similar to themselves they are likely to enjoy a greater allocation of rewards and support.This is consistent with:

Accepted Answer

A)  the similarity attraction paradigm 
B)  social identity theory 
C)  social categorisation theory 
D)  autonomous work teams theory 
A)  the similarity attraction paradigm 
B)  social identity theory 
C)  social categorisation theory 
D)  autonomous work teams theory

Question 3

Two key skills that assist in the management of individual differences are dissimilarity openness and cultural knowledge.

Accepted Answer

A) True 
 B)False

Question 4

Negative effects of diversity can occur because:

Accepted Answer

A)  cognitive benefits of diversity outweighing affective and behavioural costs 
B)  potential cognitive costs for the HR department 
C)  discrimination costs aligned with poor work practice 
D)  budgeted communication costs of diversity 
A)  cognitive benefits of diversity outweighing affective and behavioural costs 
B)  potential cognitive costs for the HR department 
C)  discrimination costs aligned with poor work practice 
D)  budgeted communication costs of diversity

Question 5

Describe the similarity attraction paradigm, social identity theory and social categorisation theory.What are the similarities and differences between the theories of negative emotional and behavioural consequences of diversity? Explain how the organisation can overcome the negative consequences of these theories.

Accepted Answer

The similarity attraction paradigm state

Question 6

Programs that are established to teach employees about diversity in their workplace help change employee attitudes and increase their awareness and understanding of diversity.

Accepted Answer

A) True 
 B)False

Question 7

Research about the similarity attraction paradigm, social identity theory and social categorisation theory indicates that when people are similar to each other they are likely to inadvertently discriminate against people who are different.

Accepted Answer

A) True 
 B)False

Question 8

There are three cases for diversity: the legal, moral and business cases.Briefly describe each case and exlain why the business case for diversity should be the underlying motive for implementing diversity in an organisation.

Accepted Answer

-Legal case for diversity-regulatory and

Question 9

Work-family conflict can make work-life balance difficult.However, flexible employment opportunities do not guarantee that employees will have any greater commitment to their job.

Accepted Answer

A) True 
 B)False

Question 10

An organisation believes that employees who are near to retirement should not have access to training and development as they will soon leave the organisation and the firm will not benefit from the training.This is an example of:

Accepted Answer

A)  diversity management 
B)  diversity-open training and development 
C)  equal employment opportunity 
D)  none of the above 
A)  diversity management 
B)  diversity-open training and development 
C)  equal employment opportunity 
D)  none of the above

Question 11

The dimension of Geert Hofstede's national cultures that proposes that people tend to look after their own needs and put these before others is known as:

Accepted Answer

A)  power distance 
B)  uncertainty avoidance 
C)  time orientation 
D)  individualism versus collectivism 
A)  power distance 
B)  uncertainty avoidance 
C)  time orientation 
D)  individualism versus collectivism

Question 12

Describe the needs that are to be satisfied for a qualify outcome of work-life balance as outlined by Chan and Wyatt (2007).

Accepted Answer

-Health and safety needs-includes having

Question 13

Discrimination legislation varies between countries and states.In the event of discrimination in Australia there are three steps an organisation or employee can take.They are:

Accepted Answer

A)  seek advice from work colleagues, obtain professional advice and take personal action 
B)  directly contact the commission then seek advice from your organisation and speak with your work colleagues 
C)  discuss the issue with management, seek advice and present the case to a commission 
D)  seek assistance, talk to work colleagues and take no action 
A)  seek advice from work colleagues, obtain professional advice and take personal action 
B)  directly contact the commission then seek advice from your organisation and speak with your work colleagues 
C)  discuss the issue with management, seek advice and present the case to a commission 
D)  seek assistance, talk to work colleagues and take no action

Question 14

Diversity consists of many attributes that can affect individual, group and organisational outcomes such as performance, job satisfaction and absenteeism.

Accepted Answer

A) True 
 B)False

Question 15

Due to the increasing participation of women in the workplace, the longer working hours of many employees and the increasing need to care for elderly relatives, organisations are adopting policies and practices that address:

Accepted Answer

A)  diversity 
B)  work-life balance 
C)  affirmative action 
D)  equal employment opportunities 
A)  diversity 
B)  work-life balance 
C)  affirmative action 
D)  equal employment opportunities

Question 16

An organisation advertises a vacant position.The advertisement states that important criteria for the position are educational qualifications, proven work experience and a knowledge of relevant legislation.It implies that gender, race, and age will not influence selection decisions.This is an example of:

Accepted Answer

A)  diversity management 
B)  equal employment opportunity 
C)  affirmative action 
D)  diversity-open recruitment and selection 
A)  diversity management 
B)  equal employment opportunity 
C)  affirmative action 
D)  diversity-open recruitment and selection

One way that organisations can accommodate employees' commitments to their families and religious observances is to:

When employees work in teams that consist of a large proportion of people similar to themselves they are likely to enjoy a greater allocation of rewards and support.This is consistent with:

Two key skills that assist in the management of individual differences are dissimilarity openness and cultural knowledge.

Negative effects of diversity can occur because:

Programs that are established to teach employees about diversity in their workplace help change employee attitudes and increase their awareness and understanding of diversity.

Research about the similarity attraction paradigm, social identity theory and social categorisation theory indicates that when people are similar to each other they are likely to inadvertently discriminate against people who are different.

There are three cases for diversity: the legal, moral and business cases.Briefly describe each case and exlain why the business case for diversity should be the underlying motive for implementing diversity in an organisation.

Work-family conflict can make work-life balance difficult.However, flexible employment opportunities do not guarantee that employees will have any greater commitment to their job.

An organisation believes that employees who are near to retirement should not have access to training and development as they will soon leave the organisation and the firm will not benefit from the training.This is an example of:

The dimension of Geert Hofstede's national cultures that proposes that people tend to look after their own needs and put these before others is known as:

Describe the needs that are to be satisfied for a qualify outcome of work-life balance as outlined by Chan and Wyatt (2007).

Discrimination legislation varies between countries and states.In the event of discrimination in Australia there are three steps an organisation or employee can take.They are:

Diversity consists of many attributes that can affect individual, group and organisational outcomes such as performance, job satisfaction and absenteeism.

Due to the increasing participation of women in the workplace, the longer working hours of many employees and the increasing need to care for elderly relatives, organisations are adopting policies and practices that address:

Effective Strategic Human Resource Management: Principles and Processes

Engaging and Motivating Employees and Managing Organisational Change

Ethics and the Law: Employee Rights and Employer Responsibilities

Managing knowledge, Innovation and Creativity in Organisations

Technology and Strategic Human Resource Management

Strategic International Human Resource Management

Talent Management Through HR Planning, Job Design, Recruitment and Selection

Employee Learning, Training and Development

Strategic Performance Management

Strategic Reward Management

Principles and Metrics for Value Adding HRM

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Exam 6: Managing for Diversity, Inclusion and Wellbeing

One way that organisations can accommodate employees' commitments to their families and religious observances is to:

When employees work in teams that consist of a large proportion of people similar to themselves they are likely to enjoy a greater allocation of rewards and support.This is consistent with:

Two key skills that assist in the management of individual differences are dissimilarity openness and cultural knowledge.

Negative effects of diversity can occur because:

Programs that are established to teach employees about diversity in their workplace help change employee attitudes and increase their awareness and understanding of diversity.

Research about the similarity attraction paradigm, social identity theory and social categorisation theory indicates that when people are similar to each other they are likely to inadvertently discriminate against people who are different.

There are three cases for diversity: the legal, moral and business cases.Briefly describe each case and exlain why the business case for diversity should be the underlying motive for implementing diversity in an organisation.

Work-family conflict can make work-life balance difficult.However, flexible employment opportunities do not guarantee that employees will have any greater commitment to their job.

An organisation believes that employees who are near to retirement should not have access to training and development as they will soon leave the organisation and the firm will not benefit from the training.This is an example of:

The dimension of Geert Hofstede's national cultures that proposes that people tend to look after their own needs and put these before others is known as:

Describe the needs that are to be satisfied for a qualify outcome of work-life balance as outlined by Chan and Wyatt (2007).

Discrimination legislation varies between countries and states.In the event of discrimination in Australia there are three steps an organisation or employee can take.They are:

Diversity consists of many attributes that can affect individual, group and organisational outcomes such as performance, job satisfaction and absenteeism.

Due to the increasing participation of women in the workplace, the longer working hours of many employees and the increasing need to care for elderly relatives, organisations are adopting policies and practices that address:

Effective Strategic Human Resource Management: Principles and Processes

Engaging and Motivating Employees and Managing Organisational Change

Ethics and the Law: Employee Rights and Employer Responsibilities

Managing knowledge, Innovation and Creativity in Organisations

Technology and Strategic Human Resource Management

Strategic International Human Resource Management

Talent Management Through HR Planning, Job Design, Recruitment and Selection

Employee Learning, Training and Development

Strategic Performance Management

Strategic Reward Management

Principles and Metrics for Value Adding HRM

Filters