Exam 11: Section 1: Managing Human Resource Systems

The two basic types of diversity training are cultural training and attitude-based diversity training.

What action can a medium-sized manufacturing company take if it wants to create a positive work environment; where every employee does his or her best work and individual differences are respected and not just ignored?

The primary benefit of the discrimination and fairness paradigm is that it generally brings about fairer treatment of employees and increases demographic diversity.

Affirmative action programs are typically designed to_________ .

An individual's____________ refers to his or her tendency to respond to situations and events in a predetermined manner.

Affirmative action is defined as the purposeful steps taken by an organization to create employment opportunities for minorities and women. It is required by law for private employers with 15 or more employees.

The fastest-growing racial group in the United States is Hispanics.

Identify the three different methods or paradigms for managing diversity. Specify which level of diversity each paradigm focuses on. Explain which approach you personally believe will make the greatest contribution to helping U.S. companies manage diversity more effectively in the future.

Which of the following is a paradigm for managing diversity?

To make sure that people with disabilities have the same opportunities as everyone else, organizations can____________ .

Unilever Unilever has operations in 150 countries. Recently, Unilever took 100 of these top managers on a jungle retreat to Costa Rica. To the dismay of Unilever's chair, there were no women in the group. Upon investigation, he learned that only one woman had even been invited. As the retreat progressed, its participants commented on the richness of diversity in nature and how everything needs diversity to grow. These comments caused Unilever's chair to establish an executive committee to examine practical ways to overcome barriers to women's promotion. They decided to avoid setting numerical targets because they encourage positive discrimination and instead examined recruitment and promotion practices. -Refer to Unilever. This is an example of a diversity program because it____________ .

The world's biggest manufacturer of locks is part of a national program in which employers are encouraging workers to continue working as long as they are physically able. To help its aging workers, the lock maker has provided them with magnifying lenses that give them the vision acuity they need to work on the small parts within a lock. These lenses are an example of ____________.

Which of the following statements about disabilities is true?

Which of the following is one of the Big Five personality dimensions?

Which of the following is the most commonly used paradigm for managing diversity?

In order to ensure that women have the same opportunities for development and advancement as men, companies should____________ .

A key difference between affirmative action and diversity is that_________ .

Organizational plurality is consistent with____________ .

Diversity helps companies grow by_________ .

U.S.-based McKinsey & Co., the global consultancy, draws its consultants from more than 40 countries. A benefit of its global hiring is that it raises cultural sensitivity. In other words, this benefits McKinsey & Co by_________ .