Exam 4: Managing Diversity

The cultural relativity concept of management encourages flexibility in management practices related to the diversity of the given workforce.

The concept of diversity management is simply a new label for affirmative action.

Workforce diversity can most likely enhance organizational effectiveness by:

Currently, the employment environment for homosexuals can best be described as:

Shakira, who is Latina, is concerned that Latinos seem to be receiving less employment assistance and training than African-Americans at local businesses. Her concern is most likely the result of:

Thelma is an older worker who has been employed at Hair Stylist, Inc. for over 25 years. Recently, Tracy, a 23-year old college graduate, has been hired as her assistant. Thelma feels slightly threatened by Tracy, who seems to be their immediate supervisor's favorite. Thelma believes that her job may be in danger despite her excellent job performance appraisals. Tracy likes Thelma but believes that her work methods need to change to keep up with the times. This situation is an example of:

Asian-Americans have largely overcome stereotypes and are highly represented in top corporate positions to the degree that in some technical industries they are overrepresented.

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. David most likely believes that:

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. Which of the following can most likely be inferred from Simon's attitude?

Approximately 55% of employed women earn at least half of their total household income.

Diversity is primarily a function of:

Foreign-born individuals make up ________ of the U.S. population.

A strategy to improve diversity management in a company which can be implemented before an individual becomes a permanent employee is:

A diversity audit is similar to a utilization analysis conducted by the EEOC.

In general, African-Americans and Asian-Americans have less educational preparation for the workplace than members of other ethnic groups.

Homosexuals are extended the same employment discrimination rights as other protected-class groups under the Civil Rights Act of 1991.

The average age of American workers is:

Which of the following is LEAST likely to occur in a firm with a glass ceiling?

Which term refers to the idea that one can infer an individual's motivations, interests, values, and behavioral traits based on the individual's group membership?

The "glass ceiling" is an intangible barrier within an organization that prevents members of non-protected classes from filling positions above a certain level.