Exam 4: Managing Diversity

African-Americans, as a group, tend to face two major problems in organizations. The first is intentional racism. The second is:

Heterogeneity in organizations tends to lead to communication confusion and groupthink.

The projected participation rate for women in the workforce is expected to reach ________% by 2015.

Additional Case 4.4 Xavier has just become the head of HR at Hot Rods, Inc. He notices that the company is very homogenous, especially in light of the very diverse community in which it is located. He is surprised to find that the number of women and other minorities is quite low in all positions. As one of his first responsibilities, Xavier wants to implement a diversity program at Hot Rods. -Refer to Additional Case 4.4. Xavier most likely finds that there is relatively little interaction between men and women and between minorities and non-protected class members at Hot Rods. These are clear examples of:

The percentage of minorities in the workforce has declined 20% over the last ten years because of immigration laws, while the number of women in the workforce has doubled.

Which of the following is a true statement regarding family-related benefits?

Additional Case 4.1 As the Director of HR, David is leading a management discussion to plan and implement a diversity management program. David is concerned that management, while tolerant, tends to stereotype minorities and this will eventually lead to difficulties for the firm. The company's top three markets are in Los Angeles, Chicago, and Miami. All three markets are heavily Latino in make-up. The senior management team is all male. The youngest member is 58 years of age. Martinez, the VP of Operations, feels that people should blend together and that focusing on differences merely creates divisions. He thinks that you should have a common training program to create a unified "American" company culture. Patrick, VP of Finance, doesn't see the need for a program. He respects that people are different, but he feels that once you get to know a Hispanic, African-American, or Asian-American, you know how to work with any Hispanic, African-American, or Asian-American. Moreover, Patrick doesn't believe the company should get into affirmative action programs. The firm tried it ten years ago, and it created many problems. Simon, the CEO, thinks a diversity management program is important. He believes the company is missing some important talent without such a program. Simon feels that the company can create a competitive advantage by being in the lead on this issue and also believes the changing workforce is going to require adjustments in the future. -Refer to Additional Case 4.1. What should be the firm's first step in improving diversity management?

As with any other minority, Hispanic-Americans face a number of misperceptions and problems in the workplace. Discuss.

According to the U.S. Supreme Court, individuals are designated as disabled if they have:

One side effect of EEO law enforcement is the belief among managers and mainstream employees that organizations have had to compromise their standards to comply.

________ and ________ are two groups that have experienced workforce participation increases in recent years, and they are expected to continue that trend in the future.

What are the challenges a company typically faces in managing employee diversity? What are some methods that can help firms reduce conflicts caused by diversity?

Dixon Enterprises has a high turnover rate among its female employees. Which of the following would most likely help the firm retain more female employees?

Which of the following is LEAST likely to occur in a firm with segmented communication channels?

Which of the following would most likely improve the effectiveness of a diversity training program?

A(n)________ is a group established by an employer to provide a nurturing climate for employees who would otherwise feel isolated or alienated.

According to the ADA, the estimated costs of accommodating disabled employees:

Additional Case 4.2 MGN, Inc. is a Fortune 500 company that wants to manage its diverse workforce more effectively. HR is facilitating meetings among middle managers to communicate this idea and to gather input from the managers about the best way to accomplish this goal. Mercedes, a Latina manager, suggests that the company does not need to do more than what is already being done. She cites the company's previous affirmative action plan. "Also," she argues, "we've given African-Americans and Asian-Americans more than enough opportunity. I tried to promote a Latino to supervisor position, and you guys (HR dept.) told me I really needed to give Kym, an African-American, the opportunity." Paul, a white supervisor, feels that management is management. Managing diversity is just a gimmick or a passing fad. "I've been a supervisor for 20 years, and I've found that if I treat people fairly and listen to them, things work out just fine." Ana, a relatively new middle-manager, is a bit more positive about the idea but has significant reservations. She feels, however, that the company really needs to give women and minorities access to the "old boys' network." If all the company does is conduct training and devise slogans, nothing will happen. Finally, Rahkim, an African-American supervisor, says he doesn't care what they do. He's giving notice because he's joining some other African-Americans in starting their own company. He's been a supervisor for five years and has been passed over for promotion twice. He feels that he has experienced discrimination because he's African-American. -Refer to Additional Case 4.2. The case study shows a number of challenges to implementing a diversity management program. Mercedes' concerns represent which of the following challenges?

Most managers accurately estimate the cost of making accommodations for disabled workers.

When identifying individual characteristics in groups of people, it is very likely that: