Question 1

It is commonly believed that older workers:

Accepted Answer

A)  are bad at judging situations. 
B)  are more likely to show up late. 
C)  are more likely to switch jobs. 
D)  are less productive. 
A)  are bad at judging situations. 
B)  are more likely to show up late. 
C)  are more likely to switch jobs. 
D)  are less productive.

Question 2

Madison is the manager of a furniture store. She is good-natured, tolerant, and trustworthy. Her subordinates find it easy to approach her with their problems. In the context of personalities, Madison can be described as being _____.

Accepted Answer

A)  extraverted 
B)  introverted 
C)  agreeable 
D)  disagreeable 
A)  extraverted 
B)  introverted 
C)  agreeable 
D)  disagreeable

Question 3

Unlike the access and legitimacy paradigm, the learning and effectiveness paradigm focuses on:

Accepted Answer

A)  creating a demographically diverse workforce that attracts a broader customer base. 
B)  integrating deep-level diversity differences, such as personality, attitudes, beliefs, and values, into the actual work of an organization. 
C)  matching demographic differences inside a company with those of key customers and stakeholders. 
D)  the acceptance and celebration of differences to ensure that the diversity within a company matches the diversity found among primary stakeholders. 
A)  creating a demographically diverse workforce that attracts a broader customer base. 
B)  integrating deep-level diversity differences, such as personality, attitudes, beliefs, and values, into the actual work of an organization. 
C)  matching demographic differences inside a company with those of key customers and stakeholders. 
D)  the acceptance and celebration of differences to ensure that the diversity within a company matches the diversity found among primary stakeholders.

Question 4

Which of the following strategies should be used by companies to minimize sex discrimination?

Accepted Answer

A)  Pairing promising female executives with senior executives for mentoring 
B)  Excluding women from male-dominated social activities 
C)  Employing more male managers to train and supervise female employees 
D)  Creating work teams consisting of only female employees 
A)  Pairing promising female executives with senior executives for mentoring 
B)  Excluding women from male-dominated social activities 
C)  Employing more male managers to train and supervise female employees 
D)  Creating work teams consisting of only female employees

Question 5

Westwick Inc. is an advertising agency. Its employees are allowed to take decisions and work in ways that will help maximize the agency's benefits. This also gives the employees lots of experience and helps them grow in the organization. All the employees are treated equally. This scenario illustrates the concept of _____.

Accepted Answer

A)  diversity pairing 
B)  skill-based diversity 
C)  organizational plurality 
D)  structural accommodation 
A)  diversity pairing 
B)  skill-based diversity 
C)  organizational plurality 
D)  structural accommodation

Question 6

Hart and Mitchell is a successful law firm. The firm is often criticized for its preferential treatment to female employees and employees from minority groups. The interests of other employees are often neglected in the company's efforts to maintain a diverse workforce. In the given scenario, Hart and Mitchell has taken _____ toward creating a diverse workforce.

Accepted Answer

A)  affirmative action 
B)  instrumental action 
C)  communicative action 
D)  rational action 
A)  affirmative action 
B)  instrumental action 
C)  communicative action 
D)  rational action

Question 7

Minter is a small software technology firm. To create equal opportunities in the workplace, the management of Minter wants to hire more African Americans, Asian Americans, and Hispanics. This scenario illustrates the concept of _____.

Accepted Answer

A)  ethnocentrism 
B)  relativism 
C)  affirmative action 
D)  social stratification 
A)  ethnocentrism 
B)  relativism 
C)  affirmative action 
D)  social stratification

Question 8

Which of the following steps should companies take to reduce age discrimination?

Accepted Answer

A)  They should train recruiters to make hiring decisions on the basis of candidates' age. 
B)  They need to ensure that younger workers do not interact with older workers. 
C)  They need to monitor the extent to which older workers receive training. 
D)  They should refrain from recruiting baby boomers. 
A)  They should train recruiters to make hiring decisions on the basis of candidates' age. 
B)  They need to ensure that younger workers do not interact with older workers. 
C)  They need to monitor the extent to which older workers receive training. 
D)  They should refrain from recruiting baby boomers.

Question 9

Emily worked at a textile manufacturing company. After injuring her hand in an accident, she was unable to perform her duties. Her supervisor asked her to stay at home till he found a replacement job for her at the firm. However, he did not contact her, and she was eventually forced to quit her job. In the given scenario, which of the following types of discrimination did Emily face?

Accepted Answer

A)  Age discrimination 
B)  Sex discrimination 
C)  Racial discrimination 
D)  Disability discrimination 
A)  Age discrimination 
B)  Sex discrimination 
C)  Racial discrimination 
D)  Disability discrimination

Question 10

In the context of deep-level diversity,__________is the relatively stable set of behaviors, attitudes, and emotions displayed over time that makes individuals different from each other.

Accepted Answer

A)  ego 
B)  personality 
C)  veracity 
D)  integrity 
A)  ego 
B)  personality 
C)  veracity 
D)  integrity

Question 11

William is a junior copywriter at an advertising agency. Jonathan, his boss, feels that William will have a rapid career growth because he is spontaneous and always eager to learn new things. William is broadminded and respects everyone's views. Given this information, William can be described as being _____.

Accepted Answer

A)  open to experiences 
B)  conscientious 
C)  agreeable 
D)  emotionally stable 
A)  open to experiences 
B)  conscientious 
C)  agreeable 
D)  emotionally stable

Question 12

Which of the following is a difference between a diversity program and an affirmative action program?

Accepted Answer

A)  A diversity program aims at creating a positive work environment where no one is advantaged or disadvantaged, whereas an affirmative action program aims at compensating for past discrimination. 
B)  A diversity program is required by law for private employers with fifty or more employees, whereas an affirmative action program is not. 
C)  A diversity program punishes companies for not achieving specific sex and race ratios in their workforces, whereas an affirmative action program seeks to benefit both organizations and their employees by encouraging organizations to value all kinds of differences. 
D)  A diversity program involves purposeful steps taken by an organization to create employment opportunities for minorities and women, whereas an affirmative action program has a broader focus that includes demographic, cultural, and personal differences. 
A)  A diversity program aims at creating a positive work environment where no one is advantaged or disadvantaged, whereas an affirmative action program aims at compensating for past discrimination. 
B)  A diversity program is required by law for private employers with fifty or more employees, whereas an affirmative action program is not. 
C)  A diversity program punishes companies for not achieving specific sex and race ratios in their workforces, whereas an affirmative action program seeks to benefit both organizations and their employees by encouraging organizations to value all kinds of differences. 
D)  A diversity program involves purposeful steps taken by an organization to create employment opportunities for minorities and women, whereas an affirmative action program has a broader focus that includes demographic, cultural, and personal differences.

Question 13

Tyell Corp. is a financial consulting firm. The firm has a varied client base. It hires employees from various ethnicities and backgrounds. As this can raise issues, the company invests time in increasing its employees' knowledge of diversity-related issues. The employees are taught to question stereotypes and how to change their personal assumptions about other people. In the given scenario, Tyell Corp. uses _____.

Accepted Answer

A)  skills-based diversity training 
B)  awareness training 
C)  readiness-based diversity training 
D)  supervisory training 
A)  skills-based diversity training 
B)  awareness training 
C)  readiness-based diversity training 
D)  supervisory training

Question 14

Gen is blind from birth. She recently was offered a job as an associate in a large accounting firm. She is apprehensive about joining a new workplace. A facilitator from the company assured her that the workplace is very accommodating of people with disabilities and already has a few blind employees. Which of the following workplace arrangements can suit Gen's needs?

Accepted Answer

A)  Wheelchair ramps 
B)  Wide office aisles 
C)  Elevators with audio controls 
D)  Facilitators to provide physical assistance 
A)  Wheelchair ramps 
B)  Wide office aisles 
C)  Elevators with audio controls 
D)  Facilitators to provide physical assistance

Question 15

Unlike affirmative action, diversity:

Accepted Answer

A)  is basically a punitive approach to create a positive work environment. 
B)  can exist even if organizations do not take purposeful steps to create it. 
C)  is required by law for private employers with fifty or more employees. 
D)  focuses on creating employment opportunities for minorities and women. 
A)  is basically a punitive approach to create a positive work environment. 
B)  can exist even if organizations do not take purposeful steps to create it. 
C)  is required by law for private employers with fifty or more employees. 
D)  focuses on creating employment opportunities for minorities and women.

Question 16

_____ is a mental or physical impairment that substantially limits one or more major life activities.

Accepted Answer

A)  A disposition 
B)  A disability 
C)  An intervention 
D)  Competency 
A)  A disposition 
B)  A disability 
C)  An intervention 
D)  Competency

Question 17

The purpose of__________is to provide equal opportunities to all, regardless of race, color, religion, sex, or national origin.

Accepted Answer

A)  the balanced scorecard 
B)  affirmative action programs 
C)  employee assistance programs 
D)  a social integration plan 
A)  the balanced scorecard 
B)  affirmative action programs 
C)  employee assistance programs 
D)  a social integration plan

Question 18

Kendrick's is a chain of high-end department stores. The company's sales representatives are ethnically diverse. In the given scenario, the sales representatives at Kendrick's display _____.

Accepted Answer

A)  deep-level diversity 
B)  surface-level diversity 
C)  religious diversity 
D)  educational diversity 
A)  deep-level diversity 
B)  surface-level diversity 
C)  religious diversity 
D)  educational diversity

Question 19

Manuela, a Hispanic sales executive, is a new employee at Taupe Inc. Kevin, an Irish American, is a marketing executive at Taupe with two years of experience. Kevin is assigned the task of mentoring Manuela. The objective of mentoring is not only to train Manuela but also to change employees' stereotypical beliefs and attitudes about different ethnic groups. This scenario illustrates _____.

Accepted Answer

A)  work sample assessment 
B)  awareness training 
C)  skills-based diversity training 
D)  diversity pairing 
A)  work sample assessment 
B)  awareness training 
C)  skills-based diversity training 
D)  diversity pairing

Question 20

The term _____ refers to a variety of demographic, cultural, and personal differences among an organization's employees and customers.

Accepted Answer

A)  management 
B)  attrition 
C)  diversity 
D)  amalgamation 
A)  management 
B)  attrition 
C)  diversity 
D)  amalgamation

It is commonly believed that older workers:

Madison is the manager of a furniture store. She is good-natured, tolerant, and trustworthy. Her subordinates find it easy to approach her with their problems. In the context of personalities, Madison can be described as being _____.

Unlike the access and legitimacy paradigm, the learning and effectiveness paradigm focuses on:

Which of the following strategies should be used by companies to minimize sex discrimination?

Minter is a small software technology firm. To create equal opportunities in the workplace, the management of Minter wants to hire more African Americans, Asian Americans, and Hispanics. This scenario illustrates the concept of _____.

Which of the following steps should companies take to reduce age discrimination?

In the context of deep-level diversity,__________is the relatively stable set of behaviors, attitudes, and emotions displayed over time that makes individuals different from each other.

Which of the following is a difference between a diversity program and an affirmative action program?

Unlike affirmative action, diversity:

_____ is a mental or physical impairment that substantially limits one or more major life activities.

The purpose of__________is to provide equal opportunities to all, regardless of race, color, religion, sex, or national origin.

Kendrick's is a chain of high-end department stores. The company's sales representatives are ethnically diverse. In the given scenario, the sales representatives at Kendrick's display _____.

The term _____ refers to a variety of demographic, cultural, and personal differences among an organization's employees and customers.

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

Leadership

Managing Communication

Control

Managing Information

Managing Service and Manufacturing Operations

Filters

Exam 12: Managing Individuals and a Diverse Workforce

It is commonly believed that older workers:

Madison is the manager of a furniture store. She is good-natured, tolerant, and trustworthy. Her subordinates find it easy to approach her with their problems. In the context of personalities, Madison can be described as being _____.

Unlike the access and legitimacy paradigm, the learning and effectiveness paradigm focuses on:

Which of the following strategies should be used by companies to minimize sex discrimination?

Minter is a small software technology firm. To create equal opportunities in the workplace, the management of Minter wants to hire more African Americans, Asian Americans, and Hispanics. This scenario illustrates the concept of _____.

Which of the following steps should companies take to reduce age discrimination?

In the context of deep-level diversity,__________is the relatively stable set of behaviors, attitudes, and emotions displayed over time that makes individuals different from each other.

Which of the following is a difference between a diversity program and an affirmative action program?

Unlike affirmative action, diversity:

_____ is a mental or physical impairment that substantially limits one or more major life activities.

The purpose of__________is to provide equal opportunities to all, regardless of race, color, religion, sex, or national origin.

Kendrick's is a chain of high-end department stores. The company's sales representatives are ethnically diverse. In the given scenario, the sales representatives at Kendrick's display _____.

The term _____ refers to a variety of demographic, cultural, and personal differences among an organization's employees and customers.

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

Leadership

Managing Communication

Control

Managing Information

Managing Service and Manufacturing Operations

Filters