Question 1

What are surface-level and deep-level diversity, and why is it important to consider them separately?

Accepted Answer

Surface-level diversity refers to the visible characteristics of individuals, such as age, gender, race, and physical abilities. On the other hand, deep-level diversity refers to the less visible attributes, such as values, beliefs, and personality traits. It is important to consider them separately because they have different impacts on a group's dynamics and performance.

Surface-level diversity can lead to stereotypes and biases, which can affect how individuals are perceived and treated within a group. This can lead to discrimination and hinder collaboration and communication. On the other hand, deep-level diversity can influence how individuals approach problem-solving, decision-making, and conflict resolution. Understanding and valuing deep-level diversity can lead to more innovative and effective solutions within a group.

By considering surface-level and deep-level diversity separately, organizations and teams can address the unique challenges and opportunities that each type of diversity presents. This can lead to a more inclusive and productive work environment, where individuals feel valued for their unique contributions and perspectives. Ultimately, recognizing and embracing both surface-level and deep-level diversity can lead to better decision-making, improved problem-solving, and a more positive organizational culture.

Question 2

What is an EEO-1 report?

Accepted Answer

A)  monthly survey of the racio-ethnicity and sex of occupants of different job categories 
B)  annual survey of the racio-ethnicity and sex of occupants of different job categories 
C)  10-year census survey of the racio-ethnicity and sex of occupants of different job categories. 
D)  annual survey of the racio-ethnicity and sex of occupants of the same job category 
A)  monthly survey of the racio-ethnicity and sex of occupants of different job categories 
B)  annual survey of the racio-ethnicity and sex of occupants of different job categories 
C)  10-year census survey of the racio-ethnicity and sex of occupants of different job categories. 
D)  annual survey of the racio-ethnicity and sex of occupants of the same job category B

Question 3

Keenan and Abed are having trouble getting along due to strains related to the fact that Keenan has never been around a Muslim before and feels uncomfortable because of it. Which best characterizes this work relationship?

Accepted Answer

A)  Micro-legacy issues 
B)  Macro-history issues 
C)  Micro-history issues 
D)  Macro-legacy issues 
A)  Micro-legacy issues 
B)  Macro-history issues 
C)  Micro-history issues 
D)  Macro-legacy issues A

Question 4

The US Census taken in 2010 enumerated the population in terms of demographic variables (e.g., age, race, sex, religion). What are the largest categories in each area, based on the 2010 Census? How are these expected to change in the future?

Accepted Answer

The largest categories in terms of demog

Question 5

The highest LFP rate in 2014 data was shown b?

Accepted Answer

A)  Whites. 
B)  White women. 
C)  Native Hawaaiʿan/Other Pacific Islanders and Hispanics. 
D)  those with a disability. 
A)  Whites. 
B)  White women. 
C)  Native Hawaaiʿan/Other Pacific Islanders and Hispanics. 
D)  those with a disability.

Question 6

The culinary model of organizational diversity focuses on different foods that could represent diversity (i.e., jelly beans, salad, stew, and tomato sauce). What basic question, in particular, does this model highlight about diversity?

Accepted Answer

A)  Who is expected to change in a diverse organization and to what degree? 
B)  What level of diversity is most effective? 
C)  How does diversity affect the bottom line? 
D)  How does diversity affect organizations? 
A)  Who is expected to change in a diverse organization and to what degree? 
B)  What level of diversity is most effective? 
C)  How does diversity affect the bottom line? 
D)  How does diversity affect organizations?

Question 7

Charlie, who is from the U.S., has just moved to Japan to join a branch of a company. When he arrives, he discovers that the culture at the Japanese branch is quite different from the U.S. headquarters. His new coworkers seem to try to force him into becoming more like them rather than accepting his differences. What would this behavior represent?

Accepted Answer

A)  Affirmative Action. 
B)  Discrimination and Fairness paradigm. 
C)  Melting pot. 
D)  Informal integration. 
A)  Affirmative Action. 
B)  Discrimination and Fairness paradigm. 
C)  Melting pot. 
D)  Informal integration.

Question 8

According to Cox, which type of integration focuses on the spread of women and minorities across company departments, jobs, committees, and layers of the organization?

Accepted Answer

A)  Informal 
B)  Formal 
C)  Interactional 
D)  Structural 
A)  Informal 
B)  Formal 
C)  Interactional 
D)  Structural

Question 9

What should we expect around 2043, based on population projections?

Accepted Answer

A)  Non-Whites will outnumber Whites. 
B)  women will outnumber men. 
C)  young people will outnumber older ones. 
D)  all of these. 
A)  Non-Whites will outnumber Whites. 
B)  women will outnumber men. 
C)  young people will outnumber older ones. 
D)  all of these.

Question 10

Explain the "culinary model" of diversity and how it illustrates different conceptions of diversity.

Accepted Answer

The "culinary model" of diversity refers

Question 11

People working together in the marketing department experience conflict based in wide disparities in pay, power, and status. This conflict is what type of diversity identified by Harrison and Klein?

Accepted Answer

A)  Low separation 
B)  High separation 
C)  Low variety 
D)  High disparity 
A)  Low separation 
B)  High separation 
C)  Low variety 
D)  High disparity

Question 12

An AAP

Accepted Answer

A)  must be submitted by any company covered by Title VII. 
B)  summarizes current employee demographics and the relevant workforce. 
C)  includes goals which, if not met, lead to serious legal and economic consequences. 
D)  is more useful than an EEO-1. 
A)  must be submitted by any company covered by Title VII. 
B)  summarizes current employee demographics and the relevant workforce. 
C)  includes goals which, if not met, lead to serious legal and economic consequences. 
D)  is more useful than an EEO-1.

Question 13

The three groups of factors shown in Cox's Interactional Model are?

Accepted Answer

A)  Diversity Climate, Individual and Career Outcomes, and Organizational Effectiveness. 
B)  Individual, Affective, and Organizational Effectiveness. 
C)  first, second, and third-level outcomes. 
D)  discrimination and fairness, access and legitimacy, learning and effectiveness. 
A)  Diversity Climate, Individual and Career Outcomes, and Organizational Effectiveness. 
B)  Individual, Affective, and Organizational Effectiveness. 
C)  first, second, and third-level outcomes. 
D)  discrimination and fairness, access and legitimacy, learning and effectiveness.

Question 14

Which model focuses on diversity climate, individual career outcomes, and organizational effectiveness?

Accepted Answer

A)  The Culinary model 
B)  The Thomas and Ely Paradigms model 
C)  Cox's Acculturation model 
D)  The Cox Interaction model 
A)  The Culinary model 
B)  The Thomas and Ely Paradigms model 
C)  Cox's Acculturation model 
D)  The Cox Interaction model

Question 15

Which racio-ethnic group is projected to grow the fastest up to 2060?

Accepted Answer

A)  Asians 
B)  Hispanics 
C)  Two or more races 
D)  Blacks 
A)  Asians 
B)  Hispanics 
C)  Two or more races 
D)  Blacks

Question 16

What are legacy issues (micro and macro)? Give two examples pertinent to two different groups.

Accepted Answer

Legacy issues refer to problems or chall

Question 17

According to Roosevelt Thomas (1991), organizations can adopt three scenarios to increase diversity: the passive scenario, the pipeline scenario, and the upward mobility scenario. These scenarios are a part of which of his proposed strategies?

Accepted Answer

A)  Valuing Differences 
B)  Managing Diversity 
C)  Informal Integration 
D)  Affirmative Action 
A)  Valuing Differences 
B)  Managing Diversity 
C)  Informal Integration 
D)  Affirmative Action

Question 18

When dealing with legacy issues, which level refers to the history of relationships between racio-ethnic groups overall?

Accepted Answer

A)  Micro 
B)  Macro 
C)  Meso 
D)  Pico 
A)  Micro 
B)  Macro 
C)  Meso 
D)  Pico

Question 19

Roosevelt Thomas's Managing Diversity strategy is different from his other two strategies because it focuses on?

Accepted Answer

A)  hiring more women and minorities. 
B)  increasing awareness of and respect for differences. 
C)  making organization systems and policies work well for everyone, regardless of individual characteristics. 
D)  the bottom line. 
A)  hiring more women and minorities. 
B)  increasing awareness of and respect for differences. 
C)  making organization systems and policies work well for everyone, regardless of individual characteristics. 
D)  the bottom line.

Question 20

Which of these is an individual-level factor of diversity climate according to Cox (1993/1994)?

Accepted Answer

A)  Stereotyping 
B)  Job satisfaction 
C)  Compensation 
D)  Socialization 
A)  Stereotyping 
B)  Job satisfaction 
C)  Compensation 
D)  Socialization

What are surface-level and deep-level diversity, and why is it important to consider them separately?

What is an EEO-1 report?

Keenan and Abed are having trouble getting along due to strains related to the fact that Keenan has never been around a Muslim before and feels uncomfortable because of it. Which best characterizes this work relationship?

The US Census taken in 2010 enumerated the population in terms of demographic variables (e.g., age, race, sex, religion). What are the largest categories in each area, based on the 2010 Census? How are these expected to change in the future?

The highest LFP rate in 2014 data was shown b?

The culinary model of organizational diversity focuses on different foods that could represent diversity (i.e., jelly beans, salad, stew, and tomato sauce). What basic question, in particular, does this model highlight about diversity?

According to Cox, which type of integration focuses on the spread of women and minorities across company departments, jobs, committees, and layers of the organization?

What should we expect around 2043, based on population projections?

Explain the "culinary model" of diversity and how it illustrates different conceptions of diversity.

People working together in the marketing department experience conflict based in wide disparities in pay, power, and status. This conflict is what type of diversity identified by Harrison and Klein?

An AAP

The three groups of factors shown in Cox's Interactional Model are?

Which model focuses on diversity climate, individual career outcomes, and organizational effectiveness?

Which racio-ethnic group is projected to grow the fastest up to 2060?

What are legacy issues (micro and macro)? Give two examples pertinent to two different groups.

According to Roosevelt Thomas (1991), organizations can adopt three scenarios to increase diversity: the passive scenario, the pipeline scenario, and the upward mobility scenario. These scenarios are a part of which of his proposed strategies?

When dealing with legacy issues, which level refers to the history of relationships between racio-ethnic groups overall?

Roosevelt Thomas's Managing Diversity strategy is different from his other two strategies because it focuses on?

Which of these is an individual-level factor of diversity climate according to Cox (1993/1994)?

Basic Concepts

Privilege, Social Construction, Attribution, and Fairness

Organizational Structure and the Problem of Pay In-Equity

Identities: Who We Are and Why That Matters

The Big Three: Stereotypes, Prejudice, and Discrimination

Diversity, Inclusion, and the Law

Making the Most of Diversity in Teams

Sex, Gender, and Work

Race, Ethnicity, and Work

Sexual Orientation and Work

Religion, Age, Ability, Appearance, Weight, Social Class, and Work

Building Diversity Competence for Individuals

Building Organizational Diversity Competence Through Organizational Development

Filters

Exam 2: Conceptualizing and Measuring Difference

What are surface-level and deep-level diversity, and why is it important to consider them separately?

What is an EEO-1 report?

Keenan and Abed are having trouble getting along due to strains related to the fact that Keenan has never been around a Muslim before and feels uncomfortable because of it. Which best characterizes this work relationship?

The US Census taken in 2010 enumerated the population in terms of demographic variables (e.g., age, race, sex, religion). What are the largest categories in each area, based on the 2010 Census? How are these expected to change in the future?

The highest LFP rate in 2014 data was shown b?

The culinary model of organizational diversity focuses on different foods that could represent diversity (i.e., jelly beans, salad, stew, and tomato sauce). What basic question, in particular, does this model highlight about diversity?

According to Cox, which type of integration focuses on the spread of women and minorities across company departments, jobs, committees, and layers of the organization?

What should we expect around 2043, based on population projections?

Explain the "culinary model" of diversity and how it illustrates different conceptions of diversity.

People working together in the marketing department experience conflict based in wide disparities in pay, power, and status. This conflict is what type of diversity identified by Harrison and Klein?

An AAP

The three groups of factors shown in Cox's Interactional Model are?

Which model focuses on diversity climate, individual career outcomes, and organizational effectiveness?

Which racio-ethnic group is projected to grow the fastest up to 2060?

What are legacy issues (micro and macro)? Give two examples pertinent to two different groups.

According to Roosevelt Thomas (1991), organizations can adopt three scenarios to increase diversity: the passive scenario, the pipeline scenario, and the upward mobility scenario. These scenarios are a part of which of his proposed strategies?

When dealing with legacy issues, which level refers to the history of relationships between racio-ethnic groups overall?

Roosevelt Thomas's Managing Diversity strategy is different from his other two strategies because it focuses on?

Which of these is an individual-level factor of diversity climate according to Cox (1993/1994)?

Basic Concepts

Privilege, Social Construction, Attribution, and Fairness

Organizational Structure and the Problem of Pay In-Equity

Identities: Who We Are and Why That Matters

The Big Three: Stereotypes, Prejudice, and Discrimination

Diversity, Inclusion, and the Law

Making the Most of Diversity in Teams

Sex, Gender, and Work

Race, Ethnicity, and Work

Sexual Orientation and Work

Religion, Age, Ability, Appearance, Weight, Social Class, and Work

Building Diversity Competence for Individuals

Building Organizational Diversity Competence Through Organizational Development

Filters