Question 1

Social identity involves a process of self-categorization.

Accepted Answer

A) True 
 B)False

Question 2

The concept of inclusion-exclusion refers to:

Accepted Answer

A)  The individual's sense of being a part of the organizational system in both the formal process and information process. 
B)  An indicator for monitoring reactions among individuals within their work environment. 
C)  Perceptions of inequality between one's own access to resources and that of others in the society resulting in intergroup conflict and emphasizing the emotional aspects of relationships. 
D)  Assumes that people act in self-interest and that conflict is based on people's drive to maximize their own or their group's rewards to the detriment of other groups' interest. 
A)  The individual's sense of being a part of the organizational system in both the formal process and information process. 
B)  An indicator for monitoring reactions among individuals within their work environment. 
C)  Perceptions of inequality between one's own access to resources and that of others in the society resulting in intergroup conflict and emphasizing the emotional aspects of relationships. 
D)  Assumes that people act in self-interest and that conflict is based on people's drive to maximize their own or their group's rewards to the detriment of other groups' interest.

Question 3

Leadership and management qualities are often defined in masculine terms, perpetuating barriers for advancement and acceptance of women as managers.

Accepted Answer

A) True 
 B)False

Question 4

When faced with negative or threatened social identity, individuals may utilize one of the following strategies.

Accepted Answer

A)  Individual mobility 
B)  Group mobility through "social creativity." 
C)  Social competition 
D)  All of the above 
A)  Individual mobility 
B)  Group mobility through "social creativity." 
C)  Social competition 
D)  All of the above

Question 5

One of the most significant problems facing today's diverse workforce is that of ______________.

Accepted Answer

A)  Oppression 
B)  Stereotypes 
C)  Exclusion 
D)  Inclusion 
A)  Oppression 
B)  Stereotypes 
C)  Exclusion 
D)  Inclusion

Question 6

What theory holds that perceptions of inequality between one's own access to resources and that of others in the society that results in intergroup conflict and that emphasizes the emotional aspects (e.g. anger, outrage, and grievance) of oppression?

Accepted Answer

A)  Social identity theory 
B)  Intergroup contact theory 
C)  Equity theory 
D)  Relative deprivation theory 
A)  Social identity theory 
B)  Intergroup contact theory 
C)  Equity theory 
D)  Relative deprivation theory

Question 7

_________ scholars and the few scholars from other countries who have published on workforce diversity usually identified their work under titles such as gender studies, demography of the workforce, labor migration, and guest workers.

Accepted Answer

A)  European 
B)  American 
C)  Scandinavian 
D)  Asian 
A)  European 
B)  American 
C)  Scandinavian 
D)  Asian

Question 8

Box 7.2: The Classical Minimal Group Experiment study demonstrated that although the groups were based on a meaningless classification and members had no contact with each other, they still showed preference for the _______________.

Accepted Answer

A)  Out-group 
B)  In-group 
C)  The management team 
D)  Their family 
A)  Out-group 
B)  In-group 
C)  The management team 
D)  Their family

Question 9

In-group members will make an effort to maintain or achieve superiority over an out-group in some dimensions.

Accepted Answer

A) True 
 B)False

Question 10

Research shows that individuals from diverse groups commonly find themselves included in networks of information and opportunity.

Accepted Answer

A) True 
 B)False

Social identity involves a process of self-categorization.

The concept of inclusion-exclusion refers to:

Leadership and management qualities are often defined in masculine terms, perpetuating barriers for advancement and acceptance of women as managers.

When faced with negative or threatened social identity, individuals may utilize one of the following strategies.

One of the most significant problems facing today's diverse workforce is that of ______________.

What theory holds that perceptions of inequality between one's own access to resources and that of others in the society that results in intergroup conflict and that emphasizes the emotional aspects (e.g. anger, outrage, and grievance) of oppression?

_________ scholars and the few scholars from other countries who have published on workforce diversity usually identified their work under titles such as gender studies, demography of the workforce, labor migration, and guest workers.

Box 7.2: The Classical Minimal Group Experiment study demonstrated that although the groups were based on a meaningless classification and members had no contact with each other, they still showed preference for the _______________.

In-group members will make an effort to maintain or achieve superiority over an out-group in some dimensions.

Research shows that individuals from diverse groups commonly find themselves included in networks of information and opportunity.

Introduction and Conceptual Framework

Diversity Legislation in a Global Perspective

Discrimination, Equality and Fairness in Employment: Social Policies and Affirmativepositive Action Programs

Global Demographic Trends: Impact on Workforce Diversity

Socioeconomic Transitions: the New Realities of the Global Workforce

Defining Diversity in a Global Context: Prejudice and Discrimination

Culture and Communication in the Global Workplace

Interpersonal Relationships in a Global Work Context

Diversity Management and Leadership: Paradigms, Rationale, and Key Elements

An Overview of the Inclusive Workplace Model: Managing the Globalized Workforce Diversity

The Inclusive Workplace: Level 1: Inclusion Through Diversity Within the Work Organization

The Inclusive Workplace: Level II: Inclusion Through Corporate-Community Collaborations

The Inclusive Workplace: Level III: Inclusion Through Statenational Collaborations

The Inclusive Workplace: Level Iv: Inclusion Through International Collaborations

Toward a Globally Inclusive Workplace: Putting the Pieces Together

Filters

Exam 7: Vive La Difference Theoretical Perspectives on Diversity and Exclusion in the Workplace

Social identity involves a process of self-categorization.

The concept of inclusion-exclusion refers to:

Leadership and management qualities are often defined in masculine terms, perpetuating barriers for advancement and acceptance of women as managers.

When faced with negative or threatened social identity, individuals may utilize one of the following strategies.

One of the most significant problems facing today's diverse workforce is that of ______________.

What theory holds that perceptions of inequality between one's own access to resources and that of others in the society that results in intergroup conflict and that emphasizes the emotional aspects (e.g. anger, outrage, and grievance) of oppression?

_________ scholars and the few scholars from other countries who have published on workforce diversity usually identified their work under titles such as gender studies, demography of the workforce, labor migration, and guest workers.

Box 7.2: The Classical Minimal Group Experiment study demonstrated that although the groups were based on a meaningless classification and members had no contact with each other, they still showed preference for the _______________.

In-group members will make an effort to maintain or achieve superiority over an out-group in some dimensions.

Research shows that individuals from diverse groups commonly find themselves included in networks of information and opportunity.

Introduction and Conceptual Framework

Diversity Legislation in a Global Perspective

Discrimination, Equality and Fairness in Employment: Social Policies and Affirmativepositive Action Programs

Global Demographic Trends: Impact on Workforce Diversity

Socioeconomic Transitions: the New Realities of the Global Workforce

Defining Diversity in a Global Context: Prejudice and Discrimination

Culture and Communication in the Global Workplace

Interpersonal Relationships in a Global Work Context

Diversity Management and Leadership: Paradigms, Rationale, and Key Elements

An Overview of the Inclusive Workplace Model: Managing the Globalized Workforce Diversity

The Inclusive Workplace: Level 1: Inclusion Through Diversity Within the Work Organization

The Inclusive Workplace: Level II: Inclusion Through Corporate-Community Collaborations

The Inclusive Workplace: Level III: Inclusion Through Statenational Collaborations

The Inclusive Workplace: Level Iv: Inclusion Through International Collaborations

Toward a Globally Inclusive Workplace: Putting the Pieces Together

Filters