Deck 12: Managing Individuals and a Diverse Workforce

Question 1

When compared to men, women are more likely to choose jobs or careers that give them a greater sense of accomplishment, more control over their work schedules, and easier movement in and out of the workplace.

Answer 1

True

Question 2

Diversity helps companies save money by reducing turnover, decreasing absenteeism, and avoiding expensive lawsuits.

Answer 2

True

Question 3

Affirmative action and diversity are not only different in their definitions but also in their purpose, how they are practiced, and the reactions they produce.

Answer 3

True

Question 4

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

Question 5

The glass ceiling is the so-called invisible barrier that prevents women and minorities from advancing to the top jobs in organizations.

Question 6

A disability is defined as a mental or physical impairment that substantially limits one or more major life activities.

Question 7

Reasonable accommodations for disabled employees include assistive technology.

Question 8

For a typical company, employee turnover costs amount to more than 90 percent of the employees' salaries.

Question 9

Surface-level diversity refers to differences such as age, gender, race/ethnicity, and physical disabilities that are observable, typically unchangeable, and easy to measure.

Question 10

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

Question 11

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

Question 12

Among the paradigms for managing diversity, only the learning and effectiveness paradigm focuses on integrating deep-level diversity differences in addition to dealing with surface-level diversity.

Question 13

Activity-based diversity training teaches employees the practical skills they need for managing a diverse work force, skills such as flexibility and adaptability, negotiation, problem solving, and conflict resolution.

Question 14

In diversity pairing, people of different cultural backgrounds are paired together for mentoring.

Question 15

If managed properly, the shift from surface- to deep-level diversity can result in reduced prejudice and conflict as well as lead to stronger social integration.

Question 16

There has been little direct evidence of the practice of racial or ethnic discrimination in the workplace in recent years.

Question 17

The learning and effectiveness paradigm for managing diversity focuses on the acceptance and celebration of differences; so that the diversity within the company matches the diversity found among primary stakeholders such as customers, suppliers, and local communities.

Question 18

Affirmative action actually makes good business sense in terms of cost savings, the ability to attract and retain talent, and business growth.

Question 19

The different methods or paradigms for managing diversity include the discrimination and fairness paradigm, the access and legitimacy paradigm, and the learning and effectiveness paradigm.

Question 20

In the context of the Big Five Personality Dimensions, conscientiousness is the degree to which someone is cooperative, polite, flexible, forgiving, good- natured, tolerant, and trusting.

Question 21

Which of the following statements explains why diversity makes good business sense?

A)Diversity increases an organization's retained earnings.
B)Diversity helps companies attract and retain talented employees.
C)Diversity makes individuals whole by returning them to the condition or place they would have been had it not been for discrimination.
D)Diversity allows a company to act with economic responsibility.
E)Diversity eliminates glass ceilings.

Question 22

Resputile transports Co. has a policy of hiring people based on their talents. The management always ensure that they recruit people across various cultures and ethnicities irrespective of gender. This policy of Resputile transports is an example of _____.

A)affirmative action
B)diversity
C)proactive segmentation
D)multiculturalism
E)cultural disparity

Question 23

Unlike _____, which punishes companies for not achieving specific gender and race ratios in their work forces, diversity programs seek to benefit both organizations and their employees by encouraging organizations to value all kinds of differences.

A)affirmative action
B)self­monitoring
C)diversity decrees
D)assenting action
E)federal agency monitoring

Question 24

U.S.-based Licenter & Co., a 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 Licenter & Co by _____.

A)creating discrimination benchmarks
B)requiring the centralization of all marketing and human resources activities
C)punishing those who have engaged in discrimination
D)​improving the quality of problem solving
E)eliminating glass ceilings

Question 25

​Which of the following is an example of deep-level diversity?

A)​Age
B)​Gender
C)​Race
D)​Attitudes
E)​Physical capabilities

Question 26

Companies in several industries are now waking up to the employment needs of women. They initiated several accommodations like flexible timings, work from home options to attract more women employees. This initiative is an example of _____.

A)disparity programs
B)continuous federal agency monitoring
C)poor codes of ethics
D)ethical ombudsmen on staff
E)diversity programs

Question 27

Which of the following actions 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?

A)Eliminating organizational plurality
B)Using internal loci of control
C)Creating a diversity program
D)Narrowing the span of management
E)Downsizing

Question 28

With surface-level diversity, differences are immediately observable, easy to measure, and _____.

A)inconsistent
B)typically unchangeable
C)culturally specific
D)irrelevant to work behavior
E)time­activated

Question 29

Lawson wanted to learn ballet dancing, and he approached an institution which teaches ballet dancing. He was informed by the authorities that ballet dancing was solely for women and the institution did not enroll him. This is an example of discrimination in terms of _____.

A)organizational plurality
B)behavioral diversity
C)surface­level diversity
D)deep­level diversity
E)ego­driven heterogeneity

Question 30

_____ is a term that describes a situation in organizations when there is a variety of demographic, cultural, and personal differences among the people who work there and the customers who do business there.

A)Cultural advantage
B)Affirmative differentiation
C)Diversity
D)Cultural proaction
E)Acculturation

Question 31

A true statement about diversity is that diversity _____.

A)diminishes business growth
B)increases litigation costs
C)reduces the ability to focus on customer needs
D)results in increased absenteeism
E)provides high­quality problem solving

Question 32

Affirmative action programs are typically designed to _____.

A)create homogeneous diversity
B)eliminate organizational plurality
C)compensate for past discrimination
D)protect white, non­Hispanic Americans
E)guarantee diversity

Question 33

A modem factory in the U.S has 1,200 workers who speak 20 different languages. This factory illustrates _____.

A)acculturation
B)diversity
C)affirmative action
D)cultural organization
E)organizational plurality

Question 34

The fastest-growing population group in the United States is _____.

A)Vietnamese Americans
B)Hispanic Americans
C)African Americans
D)Asian Americans
E)Chinese Americans

Question 35

_____ consists of differences such as personality and attitudes that are learned only through extended interaction with others and are communicated through verbal and nonverbal behaviors.

A)Organizational plurality
B)Behavioral diversity
C)Surface­level diversity
D)Deep­level diversity
E)Ego­driven heterogeneity

Question 36

​What are the four dimensions of surface-level diversity that many managers use to form initial impressions which can sometimes lead to discrimination?

A)​Gender, personality, age, and values
B)​Physical capabilities, gender, race/ethnicity, and age
C)​Values, attitudes, personality, and gender
D)​Race/ethnicity, age, personality, and beliefs
E)​Gender, physical capabilities, age, and attitudes

Question 37

When a German pharmaceuticals company decided to implement a diversity training program, its human resources managers did a research and discovered that Americans typically reach decisions very quickly. One German manager described them as "hip shooters." This discovery had to do with _____.

A)organizational plurality
B)behavioral diversity
C)surface­level diversity
D)deep­level diversity
E)ego­driven heterogeneity

Question 38

​Which of the following is an example of surface-level diversity?

A)​Personality differences
B)​Gender
C)​Attitude
D)​Beliefs
E)​Values

Question 39

_____ typically amount to more than 90 percent of employees' salaries.

A)Contribution margins
B)Turnover costs
C)Product obsolescence
D)Training costs
E)Employee pilferage

Question 40

How do companies typically fare when they are accused of discrimination and must go to court to defend themselves?

A)Potential employees cannot accuse a company of discrimination, but concerned employees can file a lawsuit on their behalf.
B)The money spent by companies for discrimination cases is very negligible.
C)Companies usually lose in local courts and win in appeals court.
D)Companies lose, on average, two­thirds of the discrimination cases brought against them.
E)Companies typically cannot justify the discrimination from a monetary standpoint.

Question 41

The glass ceiling is most closely associated with _____.

A)cultural diversity
B)frequent rewards for achievements
C)ethnic, racial, and gender discrimination
D)broad spans of management, decentralization, and flat organizational structures
E)narrow spans of management and long chains of command

Question 42

The _____ is a barrier that prevents women and minorities from advancing to the top jobs in an organization.

A)organizational roadblock
B)diversity bottleneck
C)missing key
D)missing rung
E)glass ceiling

Question 43

Sriscover communications is part of a national program in which employers encourage workers to continue working as long as they are physically able. To help its aging workers, the lock manufacturer 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 _____.

A)assistive technology
B)job enrichment
C)management reciprocity
D)task reengineering
E)disparity balances

Question 44

The government of a country is working to change the employers' perceptions of older workers and encourage companies to abandon mandatory retirement plans. Which of the following surface-level dimensions is the government trying to eliminate?

A)Age
B)Attitudes
C)Beliefs
D)Ethnic
E)Values

Question 45

Which of the following might account for the disparities between the percentages of African, Hispanic, and Asian Americans among the general population and their smaller representation in management positions?

A)Federal Trade Commission regulations
B)Racial or ethnic discrimination in the workplace
C)Watchdog advocacy groups
D)Congressional lobbying
E)Affirmative action programs

Question 46

To make sure that people of all racial and ethnic backgrounds have the same opportunities, companies should _____.

A)eliminate selection and promotion criteria
B)survey employees about their job perceptions and satisfaction
C)use autonomous hiring programs
D)use a discrimination ombudsman
E)build higher glass ceilings

Question 47

Martha wanted to learn to sail, and she approached an institution which teaches sailing. Later, she came to know that the institution believed that sailing was solely for men and the institution did not enroll her. This made her find a tutor and start an institution that teaches sailing to both men and women. In this way, Martha succeeded in eliminating _____.

A)disability discrimination
B)external locus of control
C)age discrimination
D)male introversion
E)sex discrimination

Question 48

_____ is the degree to which group members are psychologically attracted to working with each other to accomplish a common objective.

A)Social integration
B)Norm cohesiveness
C)Social cohesiveness
D)Integrative focus
E)Social attraction

Question 49

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

A)disposition
B)personality
C)motivation
D)locus of control
E)extraversion

Question 50

Which of the following statements about disabilities is true?

A)Disparities between those with and without disabilities is because of how well people with disabilities can do their jobs.
B)People with disabilities have better safety records.
C)Accommodations for disabilities are quiet expensive.
D)Individuals with sensory disabilities generally have the lowest employment rate.
E)Individuals with self­care disabilities generally have the highest employment rate.

Question 51

Treating people differently because of how old they are refers to _____.

A)​Sex discrimination
B)​Age discrimination
C)​Racial discrimination
D)​Ethnic discrimination
E)​Disability discrimination

Question 52

​_____ occurs when people are treated differently because of their gender.

A)​Sex discrimination
B)​Age discrimination
C)​Racial discrimination
D)​Ethnic discrimination
E)​Disability discrimination

Question 53

When ProvisionPro, a logistics firm, hired Melissa as its president, it became evident that ProvisionPro does not have a(n) _____ to prevent women from rising to leadership positions.

A)organizational roadblock
B)diversity bottleneck
C)missing key
D)missing rung
E)glass ceiling

Question 54

When the world's biggest manufacturer of locks looked at its employee composition, it discovered that its workers were either of ages over 50 or under 30. This age difference brought conflicts on important decisions which the company identified as a threat to its growth. _____ was needed to get these two groups to respect each other's work abilities.

A)discrimination heterogeneity
B)social integration
C)organizational plurality
D)acculturation
E)an integrative locus of control

Question 55

A team of men and women of different ethnic backgrounds, age, and physical capabilities work for a TV show which involves decorating gardens in a very short time frame. The team worked in co-ordination to come up with new decorative ideas for each episode. This is an example of _____.

A)discrimination heterogeneity
B)social integration
C)diversity pairing
D)acculturation
E)an integrative locus of control

Question 56

To help companies reduce age discrimination, their managers can _____.

A)recognize that age discrimination is not a very widespread problem
B)hire workers under 40
C)ensure that younger and older workers interact with each other
D)give additional training to younger workers compared to older workers
E)create more glass ceilings

Question 57

Jean-Marie has excellent keyboarding skills and enters data for a marketing research firm. Jean-Marie has a problem that his eyes get irritated when he looks at the monitor for long. In order to perform his job, Jean-Marie needs a computer monitor that does not irritate his eyes when he works longer. Providing the monitor to facilitate Jean-Marie's job performance is an example of _____.

A)assistive technology
B)job enrichment
C)management reciprocity
D)task reengineering
E)disparity balances

Question 58

​Which of the following statements is true regarding discrimination based on sex?

A)​Discrimination is considered the least significant factor behind the lack of women at top levels of management.
B)​Women are less likely than men to prioritize family over work in their careers.
C)​Women's career and job choices are often driven by the search for higher pay and advancement and not by jobs or careers that give them a greater sense of accomplishment and control.
D)​​Although progress is being made, sex discrimination continues to operate via the glass ceiling at higher levels in organizations.
E)​Sex discrimination is the sole reason for the slow rate at which women have been promoted to middle and upper levels of management and corporate boards.

Question 59

A true statement about older workers is that they _____.

A)tend to perform less effectively compared to younger workers
B)are more likely to quit, be late, or be absent than younger workers
C)typically demonstrate poor judgment
D)care less about the quality of their output than younger workers
E)are likely to show better judgment

Question 60

Which of the following actions should a company NOT perform to make sure that people with disabilities have the same opportunities as everyone else?

A)Providing reasonable workplace accommodations
B)Providing assistive technology
C)Actively recruiting qualified workers with disabilities
D)Providing employees with training to address incorrect stereotypes
E)Having rigid work schedules

Question 61

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

A)access and legitimacy paradigm
B)​discrimination and fairness paradigm
C)learning and effectiveness paradigm
D)personal integration paradigm
E)sociocultural paradigm

Question 62

The term _____ refers to the degree to which someone is organized, hardworking, responsible, persevering, thorough, and achievement oriented.

A)agreeableness
B)​conscientiousness
C)emotional stability
D)locus of control
E)empathetic

Question 63

​The _____ paradigm focuses on the acceptance and celebration of differences to ensure that the diversity within the company matches the diversity found among primary stakeholders, such as customers, suppliers, and local communities.

A)​access and legitimacy
B)​awareness and acceptance
C)​discrimination and fairness
D)​admittance and efficiency
E)​learning and effectiveness

Question 64

According to a recent census, over 40 percent of the Australian population was born overseas or had one parent born overseas. The abilities of these immigrants add value to the Australian workplace. The Australian government would have employers welcome these migrants and their children into their organizations as valued workers. Which paradigm for managing diversity does the Australian government most likely support?

A)The discrimination and fairness paradigm
B)The access and legitimacy paradigm
C)The learning and effectiveness paradigm
D)The cultural stereotype paradigm
E)The personal integration paradigm

Question 65

​_____ is the degree to which someone is not angry, depressed, anxious, emotional, insecure, or excitable.

A)​Disposition
B)​Extraversion
C)​Agreeableness
D)​Conscientiousness
E)​Emotional stability

Question 66

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

A)The access and legitimacy paradigm
B)The personal integration paradigm
C)​The discrimination and fairness paradigm
D)The affirmative action paradigm
E)The learning and effectiveness paradigm

Question 67

​Which of the following statements is true regarding the learning and effectiveness paradigm?

A)​It denounces common ground.
B)​It makes no distinction between individual and group differences.
C)​It acknowledges cultural differences among people and recognizes the value in those differences.
D)​It is more likely to encounter conflict, backlash, and divisiveness.
E)​It focuses on keeping different talents and perspectives separately to make the best organizational decisions and to produce innovative, competitive products and services.

Question 68

Someone is described as having a mind-boggling breadth to his curiosity. In terms of the Big Five Personality Dimensions, this person would be described as having a high degree of _____.

A)conscientiousness
B)​openness to experience
C)agreeableness
D)extraversion
E)autonomy

Question 69

​Which of the following statements is true regarding the access and legitimacy paradigm?

A)​It focuses on differentiation.
B)​It is consistent with achieving organizational plurality.
C)​It focuses only on deep­level diversity dimensions.
D)​It makes a distinction between individual and group differences.
E)​It strives to create a demographically diverse work force that attracts a broader customer base.

Question 70

People with high degree of _____ respond well under stress.

A)conscientiousness
B)openness to experience
C)agreeableness
D)emotional stability
E)extraversion

Question 71

Which of the following job positions most likely requires people with high degree of extraversion?

A)Software programmer
B)Salesperson
C)Market researcher
D)Bookkeeper
E)Computer technician

Question 72

The term _____ refers to the degree to which someone is cooperative, polite, flexible, forgiving, good natured, tolerant, and trusting.

A)conscientiousness
B)emotional stability
C)agreeableness
D)locus of control
E)self­reliance

Question 73

Extraversion is the degree to which someone is_____.

A)organized, hardworking, responsible, and achievement­oriented
B)active, assertive, sociable, talkative, and energized by others
C)broadminded, and open to new ideas, things, and experiences
D)cooperative, flexible, good­natured, tolerant, and trusting
E)spontaneous, witty, understanding, and accommodating

Question 74

Which of the following paradigms for managing diversity is similar to the business growth advantage of diversity?

A)The discrimination and fairness paradigm
B)The access and legitimacy paradigm
C)The learning and effectiveness paradigm
D)The personal integration paradigm
E)The cultural stereotype paradigm

Question 75

​_____ is the degree to which someone is curious, broadminded, and adaptable to new ideas, things, and experiences; is spontaneous; and has a high tolerance for ambiguity.

A)​Conscientiousness
B)​Extraversion
C)​Agreeableness
D)​Emotional stability
E)​​Openness to experience

Question 76

Which of the following job positions most likely requires people with high degree of emotional stability??

A)Car mechanic
B)Landscape designer
C)911 operator
D)Electrician
E)Meteorologist

Question 77

Which of the following is NOT one of the Big Five personality dimensions?

A)Emotional stability
B)Extraversion
C)Conscientiousness
D)Empathy
E)Agreeableness

Question 78

​Which of the following statements is true regarding the discrimination and fairness paradigm?

A)​It decreases demographic diversity.
B)​It is the least common approach to managing diversity.
C)​It fails to bring about fairer treatment of employees.
D)​It focuses on integrating deep­level diversity differences, such as personality, attitudes, beliefs, and values, into the actual work of the organization.
E)​​It focuses only on surface­level dimensions of diversity.

Question 79

_____ is the relatively stable set of behaviors, attitudes, and emotions displayed over time that makes people different from each other.

A)Disposition
B)Personality
C)Motivation
D)Self­concept
E)Cognitive activity

Question 80

A family restaurant based in the English speaking providence of Ontario, was planning to open a new branch in the French-speaking areas of Canada and transfer some of its existing employees to the new business. Which of the following dimensions of personality would the transferred employees require to work with this restaurant?

A)Conservativeness
B)Empathy
C)Credibility
D)Impulsiveness
E)​Openness to experience