Exam 4: Managing Diversity

________ is human characteristics that make people different from one another.

Which of the following is the LEAST likely reason for the earnings differential between women and men?

Which of the following would most likely help minimize offenses to female and minority employees?

What are some of the problems faced by disabled employees?

Effective implementation of a diversity management program requires that managers be held accountable for failures and rewarded for successes.

Latinos are always individuals who are from Latin American descent.

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. Rahkim's statements indicate the firm's general problem with:

Which of the following is a true statement about Latinos in the U.S. workplace?

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. Which manager would most likely agree with the universal concept of management?

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. Which of the following is the most important step for Xavier as he institutes a diversity program at Hot Rods?

The ________ concept of management asserts that management practices should be molded to the different sets of values, beliefs, attitudes, and behaviors exhibited by a diverse workforce.

Diversity, Inc. publishes an annual list of the best companies for minorities and women.

The fact that most interactions within an organization occur between members of the same sex and race demonstrates the diversity management challenge of:

The percentage of homosexuals in the U.S. population is best described as:

Diversity is best defined as:

Generally speaking, in many organizations, Asian-Americans are:

Inclusiveness training is a term used by firms hoping to unify employees rather than divide them by their group membership.

________ is the management concept holding that management practices should be molded to the different sets of values, beliefs, attitudes, and behaviors exhibited by a diverse workforce.

Which term refers to the activities involved in integrating nontraditional employees into the workforce and using their diversity as a competitive advantage?

The management concept holding that all management practices should be standardized is called the ________.