Exam 12: Managing Individuals and a Diverse Workforce

Horizon Inc. employs people from different cultural and religious backgrounds. It encourages all employees to work together in harmony. In this scenario, Horizon is promoting _____ in the workplace.

Under the__________, success is usually measured by how well companies achieve recruitment, promotion, and retention goals for women, people of different racial/ethnic backgrounds, or other underrepresented groups.

Mia is asked to quit her job as a salesgirl at a clothing store as she is unable to cooperate with other employees. She is intolerant of her colleagues and is not keen on helping customers. She tends to be sullen and impatient. In the context of personalities, Mia can be described as being _____.

The access and legitimacy paradigm focuses on:

__________are formal assessments that measure employee and management attitudes, investigate the extent to which people are advantaged or disadvantaged with respect to hiring and promotions.

Gene is a 24-year-old stock clerk at a large supermarket. He recently broke his arm in a cycling accident. Because of his broken arm, Gene struggles to perform his duties. He asked his manager, Jake, if he could temporarily work on a different job till his arm heals. However, Jake overlooked Gene's request, and Gene is forced to perform his usual duties. In the given scenario, which of the following types of discrimination is Gene facing?

Vague selection and promotion criteria allow decision makers to focus on nonjob-related characteristics that may unintentionally lead to employment discrimination.

Emma is a marketing manager at a multinational corporation. She gets anxious when her job gets stressful, and she tends to get annoyed with her subordinates for the smallest of reasons. In the context of personalities, Emma can be described as being _____.

There is no federal law or agency to oversee diversity in organizations.

Isabella is a salesgirl at a thrift store. Her colleagues find it very difficult to work with her. She is not a very conscientious employee and is not responsible. Her store manager wants to fire her as she is untrustworthy and tends to slack off. As an unconscientious employee, Isabella is likely to:

Techo Inc., a popular cell phone company, is known for its diverse workforce. Whenever the company has to make a decision on product positioning in a new market, managers of different ethnic groups have different views due to cultural differences. Such conflicts are common in several decision-making situations, and it has become a critical issue in the company. To streamline the decision-making process and to manage the company efficiently, Techno Inc. should encourage _____ among employees.

Ignatius Inc., a lock manufacturer, is a part of a national program in which employers encourage disabled workers to work with ease. To help workers with sight impairments, Ignatius Inc. has provided them with magnifying lenses that give them the vision acuity as they need to work on the small parts within a lock. In this scenario, these lenses are an example of _____.

Surface-level diversity consists of differences such as age, gender, race/ethnicity, and physical disabilities that are observable, typically unchangeable, and easy to measure.

Silics Inc., a software firm, decided to hire a technical expert. The company conducted an aptitude test followed by structured interviews for candidates. David, an African American, did exceptionally well in all the assessments, but Silics Inc., known for discrimination against African Americans, rejected him. David then filed a case against Silics Inc. on charges of racial discrimination. In the context of affirmative action, the company will most likely be required to:

Phillip owns a large real estate firm. He imparts training to the managers of the firm to effectively manage its multiethnic workforce. He places emphasis on being flexible and being able to negotiate and solve problems. The managers are given training on conflict resolution as well. In the given scenario, Phillip uses _____.

Rachel, a 35-year-old woman, is a manager at a leading software firm. Rachel is a dedicated and hardworking employee. Despite her work experience, she was overlooked for promotion twice. Instead, her male colleagues got promoted. She has finally decided to quit her job as she feels that she will not get the promotion that she deserves. In this scenario, which of the following has prevented Rachel from getting promoted?

Garten Inc. is a publishing company. It has a very diverse workforce. When interns and new employees join the company, they are matched with older employees for mentoring. People of different cultural backgrounds, races, and sexes are matched so that any stereotypical attitudes that new employees have will change as they get to know their mentor. In the given scenario, Garten uses _____.

FreeSpirit is a premium clothing brand. The brand's advertisements feature models of all age groups. In the given scenario, FreeSpirit's models display _____.

A job candidate is rejected on the pretext that he is hearing impaired. Which of the following types of discrimination does this exemplify?

The glass ceiling is the invisible barrier that prevents older employees from advancing to the top jobs in organizations.