Exam 4: Managing Diversity

In many states, employers can lose their business license for knowingly hiring illegal immigrants.

Changing workforce demographics is exemplified by the fact that, of the 20 million jobs created over the next ten years, women and minorities will fill:

A(n)________ is the intangible barrier in an organization that prevents female and minority employees from rising to positions above a certain level.

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. In order to determine where biases are coming from, Xavier should consider which of the following?

Flextime and telecommuting are most likely examples of corporate efforts to:

Jamie has been a manager at a large firm for nearly 10 years. After a recent hiring period, he identifies a new employee named Carlos who shows potential for administration and advancement in the company. During the next three years, he coaches and encourages Carlos at his job, answers questions, and helps Carlos develop a career strategy. This is most likely an example of:

Programs that provide diversity awareness training and educate employees on specific cultural and sex differences, and how to respond to these in the workplace are referred to as ________.

According to the universal concept of management, management practices should be ________.

Which term is synonymous with diversity management and involves making all employees feel like an integrated part of an organization and its success regardless of race, gender, or age?

The best diversity management strategy for helping women balance careers and children is:

The number of people over age 55 in the United States will grow by approximately ________ over the next decade.

A support program in which senior managers identify promising women and minority employees and play an important role in nurturing their career progress is referred to as a(n)________.

Approximately 43 million people in the United States today are disabled. Of that number, about ________ are actively employed.

Firms are most likely hesitant to perform official diversity audits because they:

Yan is the only Japanese employee at All American, Inc. (AAI), which has a small minority of Asian employees. She wants to start a small weekly meeting for the Asian employees of AAI in order to encourage a nurturing climate for others who may feel alienated from the rest of the employees. In HR terms, Yan is hoping to organize a:

Discuss the major issues for African-Americans in the workplace and identify two major problems they face.

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. Ana's concerns most likely reflect the experiences of women and minorities with:

An informal social and business network of high-level male executives that typically excludes women and minorities is called a(n)________.

Senior mentoring and apprenticeships are two tools used by corporations to improve diversity and the understanding of diversity.

Which of the following best explains why women frequently quit corporations in their late 20s and mid-30s?