Question 1

One way to guarantee managers' buy-in and reinforcement of diversity efforts is to:

Accepted Answer

A) require managers to participate in annual diversity seminars. 
B) hold mangers accountable for fulfilling diversity objectives. 
C) create manager-led minority support groups. 
D) conduct an official diversity audit. 
A) require managers to participate in annual diversity seminars. 
B) hold mangers accountable for fulfilling diversity objectives. 
C) create manager-led minority support groups. 
D) conduct an official diversity audit.

Question 2

Additional Case 4.3
Your retail company has 80% of its stores located in downtown metropolitan areas. Your biggest stores are in communities where minorities represent 60% of your customers. Your middle-management team has been changing over time so that 50% of your managers are women and about 30% are ethnic minorities. A significant number of your hourly employees, about 35%, have served over 20 years in their respective stores and many are over 40 years of age. Top management feels that African-Americans are under-represented in the hourly workforce and in middle management. They want HR to initiate an aggressive recruitment process to address the situation.
Hispanics are the biggest minority group, besides women, in your workforce. In a discussion about where the company should target its diversity program, the CEO explains she wants to implement a training program for managers to raise their sensitivity to minorities, especially Hispanics. She also notes that there are no disabled persons in the workforce and very few Asian-Americans. Carlos, the VP of facilities, notes that he has accommodated all the Asian-American employees he can in his MIS and facility support services. He also argues that he only has about $10,000 in his budget for reorganizing display space in the stores to accommodate disabled employees and that this amount probably isn't sufficient to accommodate a disabled employee.
-Refer to Additional Case 4.3. Which of the following should HR establish to complement its recruiting efforts and most likely improve retention rates for hourly African-American workers?

Accepted Answer

A) Mentoring 
B) Job sharing 
C) Management training 
D) Technical education training 
A) Mentoring 
B) Job sharing 
C) Management training 
D) Technical education training

Question 3

It is most likely a challenge to convince people to value diversity because:

Accepted Answer

A) it is seen as diminishing the common ground necessary to a viable society. 
B) diversity programs have created a violent employee backlash. 
C) affirmative action programs have been eliminated. 
D) it tends to decrease organizational flexibility. 
A) it is seen as diminishing the common ground necessary to a viable society. 
B) diversity programs have created a violent employee backlash. 
C) affirmative action programs have been eliminated. 
D) it tends to decrease organizational flexibility.

Question 4

When seeking to understand diversity, it is important to distinguish between diversity and the sources of diversity because they are not the same thing.

Accepted Answer

A) True 
 B)False

Question 5

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. Martinez's approach to diversity management:

Accepted Answer

A) is most likely based on a perspective that people can control the factors that make them diverse. 
B) assumes that the company does not need to worry about diversity because demographic trends are moving away from it. 
C) expresses the belief that the key to understanding diversity is understanding each individual's group membership. 
D) reflects the growing competition for opportunities among minority groups. 
A) is most likely based on a perspective that people can control the factors that make them diverse. 
B) assumes that the company does not need to worry about diversity because demographic trends are moving away from it. 
C) expresses the belief that the key to understanding diversity is understanding each individual's group membership. 
D) reflects the growing competition for opportunities among minority groups.

Question 6

The idea that one can successfully infer an individual's motivations, interests, values, and behavioral traits based on that individual's group membership is referred to as ________.

Accepted Answer

cultural d

Question 7

A(n)________ is a review of the effectiveness of an organization's diversity management program.

Accepted Answer

The answer of A(n)________ is a review of the effectiveness...

Question 8

According to the U.S. Supreme Court, workers over 40 years old who file age bias lawsuits must prove that the employer intentionally discriminated against them.

Accepted Answer

A) True 
 B)False

Question 9

There are at least ________ Latinos in the United States.

Accepted Answer

A) 22 million 
B) 31 million 
C) 50 million 
D) 63 million 
A) 22 million 
B) 31 million 
C) 50 million 
D) 63 million

Question 10

What types of challenges and problems are faced by women in the workplace? In what ways are employers trying to make their workplaces more "friendly" to women?

Accepted Answer

Summary of suggested answer - Women face

Question 11

With the rising number of women in the workforce, the majority of large U.S. firms have responded by offering day care, flexible schedules, and telecommuting options to retain female employees.

Accepted Answer

A) True 
 B)False

Question 12

One place where diversity has grown with little difficulty is in the aging of the workforce, since managers do not hold negative assumptions about older workers as they do with other protected classes.

Accepted Answer

A) True 
 B)False

Question 13

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 realizes that more men than women hold leadership positions at Hot Rods, Inc. because:

Accepted Answer

A) men are more likely to exhibit aggressive behaviors and tendencies in the workplace. 
B) women lack the desire to gain executive positions because of family stress. 
C) men are more technologically skilled than women. 
D) women focus too much on output issues. 
A) men are more likely to exhibit aggressive behaviors and tendencies in the workplace. 
B) women lack the desire to gain executive positions because of family stress. 
C) men are more technologically skilled than women. 
D) women focus too much on output issues.

Question 14

After work on Fridays, the male middle managers at Health Equipment, Inc. go to the golf course to play a quick nine holes and to discuss business for the upcoming week. Sharon, who is an excellent golfer, has tried to join them several times but is always put off. Her boss says, "We have our foursome." Sharon is most likely experiencing the effects of:

Accepted Answer

A) sexual harassment. 
B) biological constraints. 
C) exclusionary networks. 
D) societal norms. 
A) sexual harassment. 
B) biological constraints. 
C) exclusionary networks. 
D) societal norms.

Question 15

While diversity programs offer companies a number of benefits, some potential pitfalls also arise, such as:

Accepted Answer

A) promoting job competition. 
B) generating reverse discrimination suits. 
C) promoting stereotypes. 
D) creating communication barriers. 
A) promoting job competition. 
B) generating reverse discrimination suits. 
C) promoting stereotypes. 
D) creating communication barriers.

Question 16

Shakil is a computer programmer confined to a wheelchair due to a spinal injury. He's been on the job for about six weeks. None of his co-workers have invited him to lunch, offered to car pool, or stopped by to visit. Shakil is facing a problem common among the disabled, which is:

Accepted Answer

A) being viewed as less competent than his able-bodied co-workers. 
B) being educationally disadvantaged because of his disability. 
C) experiencing a lack of social acceptance for his disability. 
D) competing for job opportunities with disabled minorities. 
A) being viewed as less competent than his able-bodied co-workers. 
B) being educationally disadvantaged because of his disability. 
C) experiencing a lack of social acceptance for his disability. 
D) competing for job opportunities with disabled minorities.

Question 17

Approximately one in ________ civil suits is based on harassment or discrimination complaints.

Accepted Answer

A) 5 
B) 10 
C) 15 
D) 20 
A) 5 
B) 10 
C) 15 
D) 20

Question 18

Latinos are expected to account for about ________% of the growth of the U.S. labor force between now and 2030.

Accepted Answer

A) 65 
B) 50 
C) 35 
D) 20 
A) 65 
B) 50 
C) 35 
D) 20

Question 19

A diversity audit can most likely help managers to:

Accepted Answer

A) analyze a firm's internal competencies and external competition. 
B) review the effectiveness of a diversity management program. 
C) maintain minority and female employee retention rates. 
D) develop new diversity-oriented recruiting strategies. 
A) analyze a firm's internal competencies and external competition. 
B) review the effectiveness of a diversity management program. 
C) maintain minority and female employee retention rates. 
D) develop new diversity-oriented recruiting strategies.

Question 20

A(n)________ is a program in which promising prospective employees are groomed before they are actually hired on a permanent basis.

Accepted Answer

The answer of A(n)________ is a program in which promising...

One way to guarantee managers' buy-in and reinforcement of diversity efforts is to:

It is most likely a challenge to convince people to value diversity because:

When seeking to understand diversity, it is important to distinguish between diversity and the sources of diversity because they are not the same thing.

The idea that one can successfully infer an individual's motivations, interests, values, and behavioral traits based on that individual's group membership is referred to as ________.

A(n)________ is a review of the effectiveness of an organization's diversity management program.

According to the U.S. Supreme Court, workers over 40 years old who file age bias lawsuits must prove that the employer intentionally discriminated against them.

There are at least ________ Latinos in the United States.

What types of challenges and problems are faced by women in the workplace? In what ways are employers trying to make their workplaces more "friendly" to women?

With the rising number of women in the workforce, the majority of large U.S. firms have responded by offering day care, flexible schedules, and telecommuting options to retain female employees.

One place where diversity has grown with little difficulty is in the aging of the workforce, since managers do not hold negative assumptions about older workers as they do with other protected classes.

While diversity programs offer companies a number of benefits, some potential pitfalls also arise, such as:

Shakil is a computer programmer confined to a wheelchair due to a spinal injury. He's been on the job for about six weeks. None of his co-workers have invited him to lunch, offered to car pool, or stopped by to visit. Shakil is facing a problem common among the disabled, which is:

Approximately one in ________ civil suits is based on harassment or discrimination complaints.

Latinos are expected to account for about ________% of the growth of the U.S. labor force between now and 2030.

A diversity audit can most likely help managers to:

A(n)________ is a program in which promising prospective employees are groomed before they are actually hired on a permanent basis.

Meeting Present and Emerging Strategic Human Resource Challenges

Managing Work Flows and Conducting Job Analysis

Understanding Equal Opportunity and the Legal Environment

Recruiting and Selecting Employees

Managing Employee Separations, Downsizing, and Outplacement

Appraising and Managing Performance

Training the Workforce

Developing Careers

Managing Compensation

Rewarding Performance

Designing and Administering Benefits

Developing Employee Relations

Respecting Employee Rights and Managing Discipline

Working With Organized Labor

Managing Workplace Safety and Health

International HRM Challenge

Filters

Exam 4: Managing Diversity

One way to guarantee managers' buy-in and reinforcement of diversity efforts is to:

It is most likely a challenge to convince people to value diversity because:

When seeking to understand diversity, it is important to distinguish between diversity and the sources of diversity because they are not the same thing.

The idea that one can successfully infer an individual's motivations, interests, values, and behavioral traits based on that individual's group membership is referred to as ________.

A(n)________ is a review of the effectiveness of an organization's diversity management program.

According to the U.S. Supreme Court, workers over 40 years old who file age bias lawsuits must prove that the employer intentionally discriminated against them.

There are at least ________ Latinos in the United States.

What types of challenges and problems are faced by women in the workplace? In what ways are employers trying to make their workplaces more "friendly" to women?

With the rising number of women in the workforce, the majority of large U.S. firms have responded by offering day care, flexible schedules, and telecommuting options to retain female employees.

One place where diversity has grown with little difficulty is in the aging of the workforce, since managers do not hold negative assumptions about older workers as they do with other protected classes.

While diversity programs offer companies a number of benefits, some potential pitfalls also arise, such as:

Shakil is a computer programmer confined to a wheelchair due to a spinal injury. He's been on the job for about six weeks. None of his co-workers have invited him to lunch, offered to car pool, or stopped by to visit. Shakil is facing a problem common among the disabled, which is:

Approximately one in ________ civil suits is based on harassment or discrimination complaints.

Latinos are expected to account for about ________% of the growth of the U.S. labor force between now and 2030.

A diversity audit can most likely help managers to:

A(n)________ is a program in which promising prospective employees are groomed before they are actually hired on a permanent basis.

Meeting Present and Emerging Strategic Human Resource Challenges

Managing Work Flows and Conducting Job Analysis

Understanding Equal Opportunity and the Legal Environment

Recruiting and Selecting Employees

Managing Employee Separations, Downsizing, and Outplacement

Appraising and Managing Performance

Training the Workforce

Developing Careers

Managing Compensation

Rewarding Performance

Designing and Administering Benefits

Developing Employee Relations

Respecting Employee Rights and Managing Discipline

Working With Organized Labor

Managing Workplace Safety and Health

International HRM Challenge

Filters