Deck 12: Managing Individuals and a Diverse Workforce

Question 1

Vague selection and promotion criteria allow decision makers to focus on nonjob-related characteristics that may unintentionally lead to employment discrimination.

Answer 1

True

Question 2

There is no federal law or agency to oversee diversity in organizations.

Answer 2

True

Question 3

The access and legitimacy paradigm focuses on:

A) equal opportunity, fair treatment, recruitment of minorities, and strict compliance with the equal employment opportunity laws.
B) integrating deep-level diversity differences, such as personality, attitudes, beliefs, and values, into the actual work of an organization.
C) bringing different talents and perspectives together to make the best organizational decisions and to produce innovative, competitive products and services.
D) the acceptance and celebration of differences to ensure that the diversity within a company matches the diversity found among primary stakeholders.

Answer 3

D

Question 4

__________gives workers with disabilities the tools they need to overcome their disabilities and is also an effective strategy to recruit, retain, and enhance the productivity of people with disabilities.

A) Ambulation support
B) Integration sustenance
C) Assistive technology
D) Impulse system

Question 5

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

Question 6

Diversity cannot exist if organizations don't take purposeful steps to create it.

Question 7

Affirmative action programs guarantee workplace diversity.

Question 8

Horizon Inc. employs people from different cultural and religious backgrounds. It encourages all employees to work together in harmony. In this scenario, Horizon is promoting _____ in the workplace.

A) ethnocentrism
B) creativity
C) diversity
D) groupthink

Question 9

The term _____ refers to a variety of demographic, cultural, and personal differences among an organization's employees and customers.

A) management
B) attrition
C) diversity
D) amalgamation

Question 10

Which of the following will help managers in managing company diversity programs effectively?

A) Treating group differences as special
B) Focusing more on positive feedback
C) Disregarding the dimensions of deep-level diversity
D) Tailoring opportunities to individuals

Question 11

The women who work at Grant's, a department store, say that they love their job and would not work anywhere else because of the preferential treatment they receive at work. Female employees are valued over male employees at Grant's. This scenario illustrates one of the demerits of implementing _____ in the workplace.

A) affirmative action
B) instrumental action
C) communicative action
D) rational action

Question 12

In which of the following ways can companies ensure that people with disabilities have the same opportunities as everyone else?

A) Recruiting disabled candidates at least for the entry-level jobs
B) Refraining from assigning additional responsibilities to disabled employees
C) Employing people with disabilities only for jobs that do not require movement
D) Providing reasonable workplace accommodations for disabled employees

Question 13

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

Question 14

__________teaches employees the practical skills they need for managing a diverse workforce, such as flexibility and adaptability, negotiation, problem solving, and conflict resolution.

A) Skills-based diversity training
B) Diversity pairing
C) Work sample assessment
D) Awareness training

Question 15

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

A) a glass ceiling
B) market commonality
C) resource similarity
D) a glass escalator

Question 16

The passage of the 1964 Civil Rights Act and Title VII has decreased incidences of racial and ethnic discrimination in the United States.

Question 17

The access and legitimacy paradigm is consistent with achieving organizational plurality.

Question 18

According to research results, older workers are more likely to use drugs and alcohol at work.

Question 19

Ima Nakato is an attorney who owns a successful law firm. He ensures that the employees hired by the firm are from diverse ethnic and cultural backgrounds. Ima matches higher-level employees with lower-level employees of different backgrounds and sexes for mentoring. He wants to reduce any stereotypical attitudes that might exist among his employees. In the given scenario, Ima Nakato uses _____.

A) diversity audits
B) diversity pairing
C) skills-based diversity training
D) diversity awareness training

Question 20

The glass ceiling is the invisible barrier that prevents older employees from advancing to the top jobs in organizations.

Question 21

Which of the following is true of older workers?

A) They are more likely to be careful about the quality of their work.
B) They are more likely to switch jobs.
C) They are more likely to be absent because of health issues.
D) They are more likely to engage in workplace aggression.

Question 22

The__________measures the extent to which people relate positive or negative thoughts with blacks or whites, men or women, homosexuals or heterosexuals, young or old, or other groups.

A) Specific Ability Test
B) Cognitive Ability Test
C) Implicit Association Test
D) Situational Judgment Test

Question 23

Bellon is a satellite television channel. It is popular for its music and entertainment news broadcast. Because of the type of subscribers it has, the management prefers to hire young people. The management feels that a young workforce will understand current trends better than anybody else. The preference that Bellon's management shows for a young workforce displays _____.

A) structural accommodation
B) age discrimination
C) social loafing
D) ethnic discrimination

Question 24

Rohit, an Indian, is a marketing executive in an American company. He graduated from a top Ivy League university in the United States and is known for his outstanding performance, positive attitude, and innovative ideas. Despite his educational qualifications and skills, Rohit is not promoted to the position of marketing manager. Instead, Ryan, a white male with lesser experience and average performance, is promoted to the position of marketing manager. In this scenario, which of the following is most likely the reason why Rohit was not promoted?

A) Rohit's performance did not meet the industry standards.
B) The company prefers to have white Americans at top positions.
C) Rohit's educational qualifications did not match the educational qualifications of white Americans.
D) The company did not consider Rohit's experience adequate for a promotion.

Question 25

Floyd owns a chain of diners. He prefers to recruit employees from different ethnic and cultural backgrounds. When he hires new employees, he spends time to educate them on the issues that can arise due to diversity at the workplace. His employees are strongly encouraged to question stereotypes. In the given scenario, Floyd uses _____.

A) skills-based diversity training
B) awareness training
C) readiness-based diversity training
D) supervisory training

Question 26

Emily worked at a textile manufacturing company. After injuring her hand in an accident, she was unable to perform her duties. Her supervisor asked her to stay at home till he found a replacement job for her at the firm. However, he did not contact her, and she was eventually forced to quit her job. In the given scenario, which of the following types of discrimination did Emily face?

A) Age discrimination
B) Sex discrimination
C) Racial discrimination
D) Disability discrimination

Question 27

Ignatius Inc., a lock manufacturer, is a part of a national program in which employers encourage disabled workers to work with ease. To help workers with sight impairments, Ignatius Inc. has provided them with magnifying lenses that give them the vision acuity as they need to work on the small parts within a lock. In this scenario, these lenses are an example of _____.

A) integration sustenance
B) impulse system
C) ambulation support
D) assistive technology

Question 28

The purpose of__________is to provide equal opportunities to all, regardless of race, color, religion, sex, or national origin.

A) the balanced scorecard
B) affirmative action programs
C) employee assistance programs
D) a social integration plan

Question 29

Emma is a marketing manager at a multinational corporation. She gets anxious when her job gets stressful, and she tends to get annoyed with her subordinates for the smallest of reasons. In the context of personalities, Emma can be described as being _____.

A) an introvert
B) an extrovert
C) emotionally stable
D) emotionally unstable

Question 30

Unlike the access and legitimacy paradigm, the learning and effectiveness paradigm focuses on:

A) creating a demographically diverse workforce that attracts a broader customer base.
B) integrating deep-level diversity differences, such as personality, attitudes, beliefs, and values, into the actual work of an organization.
C) matching demographic differences inside a company with those of key customers and stakeholders.
D) the acceptance and celebration of differences to ensure that the diversity within a company matches the diversity found among primary stakeholders.

Question 31

Daniel is a human resources manager. He is responsible and works hard to make sure that he does his job perfectly. He is organized and is a top performer in his organization. In the context of personalities, Daniel can be described as being _____.

A) an extravert
B) an introvert
C) conscientious
D) unconscientious

Question 32

Joe is an accountant at Ozone Inc. After suffering a spinal cord injury in a car accident, he is unable to walk and needs assistance in moving around. His company is planning to make arrangements to make the workplace more suitable for his needs. Which of the following arrangements can assist Joe in easy maneuverability in the workplace?

A) Sign language interpreters
B) Elevators with audio controls
C) Wheelchair ramps
D) Voice mail communication devices

Question 33

Madison is the manager of a furniture store. She is good-natured, tolerant, and trustworthy. Her subordinates find it easy to approach her with their problems. In the context of personalities, Madison can be described as being _____.

A) extraverted
B) introverted
C) agreeable
D) disagreeable

Question 34

Tyell Corp. is a financial consulting firm. The firm has a varied client base. It hires employees from various ethnicities and backgrounds. As this can raise issues, the company invests time in increasing its employees' knowledge of diversity-related issues. The employees are taught to question stereotypes and how to change their personal assumptions about other people. In the given scenario, Tyell Corp. uses _____.

A) skills-based diversity training
B) awareness training
C) readiness-based diversity training
D) supervisory training

Question 35

Which of the following strategies should be used by companies to minimize sex discrimination?

A) Pairing promising female executives with senior executives for mentoring
B) Excluding women from male-dominated social activities
C) Employing more male managers to train and supervise female employees
D) Creating work teams consisting of only female employees

Question 36

Diversity drives business growth by:

A) attracting different customers and markets.
B) reinforcing affirmative action.
C) weakening business monopoly.
D) decreasing competition in the industry.

Question 37

Which of the following is a difference between a diversity program and an affirmative action program?

A) A diversity program aims at creating a positive work environment where no one is advantaged or disadvantaged, whereas an affirmative action program aims at compensating for past discrimination.
B) A diversity program is required by law for private employers with fifty or more employees, whereas an affirmative action program is not.
C) A diversity program punishes companies for not achieving specific sex and race ratios in their workforces, whereas an affirmative action program seeks to benefit both organizations and their employees by encouraging organizations to value all kinds of differences.
D) A diversity program involves purposeful steps taken by an organization to create employment opportunities for minorities and women, whereas an affirmative action program has a broader focus that includes demographic, cultural, and personal differences.

Question 38

Jayden is a freelance writer. He builds a good rapport with everybody he works with. Most agencies that hire him are happy with his work and his spontaneous nature. He is very broadminded and curious. He is accepting of other people's views and beliefs. Given this information, Jayden can be described as being _____.

A) open to experiences
B) conscientious
C) agreeable
D) emotionally stable

Question 39

Fran is a supervisor at Bromide Inc. She is very talkative and assertive. At office parties, Fran tends to be the most sociable person in the crowd. She is friendly to every other employee she comes across in the organization. In the context of personalities, Fran can be described as being a(n) _____.

A) extravert
B) introvert
C) narcissist
D) mediator

Question 40

Unlike the learning and effectiveness paradigm, the discrimination and fairness paradigm focuses on:

A) integrating deep-level diversity differences into the actual work of an organization.
B) the surface-level diversity dimensions of sex, race, and ethnicity.
C) matching demographic differences inside a company with those of key customers and stakeholders.
D) creating a demographically diverse workforce that attracts a broader customer base.

Question 41

Zircon is a family-run wedding planning agency. Its employees are carefully recruited based on their personality and beliefs. The agency is able to operate effectively because the employees work together in harmony and share similar values, which are integrated into their work. The employees know that they can speak openly, and their opinions will be heard and valued. In the context of diversity paradigms, the management of Zircon uses the _____.

A) discrimination and fairness paradigm
B) access and legitimacy paradigm
C) learning and effectiveness paradigm
D) access and effectiveness paradigm

Question 42

Which of the following is a reason for smaller representation of minority groups in management positions?

A) Most companies implement affirmative action programs.
B) Most companies do not prefer hiring candidates of minority groups.
C) Members of minority groups are not qualified enough for holding managerial positions.
D) Members of minority groups are assumed to be not interested in learning new things.

Question 43

Bekilean Corp. comprises 80 percent of African American employees. The company has a record of high employee turnover over the past five years. Which of the following measures should Bekilean Corp. take to reduce the employee turnover rate?

A) The company should have more women in senior roles.
B) The company should recruit a diverse workforce.
C) The company should recruit more African Americans.
D) The company should impose a glass ceiling on minorities.

Question 44

Clampt Inc. is a global clothing company. The company has a multinational presence, and its employees and customers belong to different ethnicities. The company celebrates diversity within the workforce. It also features models from different ethnic backgrounds in its advertisements. In the context of diversity paradigms, the management of Clampt Inc. uses the _____.

A) discrimination and fairness paradigm
B) access and legitimacy paradigm
C) learning and effectiveness paradigm
D) access and effectiveness paradigm

Question 45

Frieda owns a chain of flower shops. Her stores are managed by a group of employees. Despite personality differences, the employees are able to work together effectively. In the given scenario, Frieda's employees display _____.

A) surface-level diversity
B) educational diversity
C) deep-level diversity
D) religious diversity

Question 46

Mia is asked to quit her job as a salesgirl at a clothing store as she is unable to cooperate with other employees. She is intolerant of her colleagues and is not keen on helping customers. She tends to be sullen and impatient. In the context of personalities, Mia can be described as being _____.

A) an extravert
B) an introvert
C) agreeable
D) disagreeable

Question 47

Garten Inc. is a publishing company. It has a very diverse workforce. When interns and new employees join the company, they are matched with older employees for mentoring. People of different cultural backgrounds, races, and sexes are matched so that any stereotypical attitudes that new employees have will change as they get to know their mentor. In the given scenario, Garten uses _____.

A) diversity audits
B) diversity pairing
C) skills-based diversity training
D) diversity awareness training

Question 48

In the context of surface-level diversity,__________occurs when people are treated differently because of their gender.

A) racial discrimination
B) sex discrimination
C) ethnic discrimination
D) age discrimination

Question 49

The government of Montesia is working to change employers' perceptions of older workers and encourage companies to abandon mandatory retirement plans. In the context of dimensions of surface-level diversity, which of the following types of discrimination is the government trying to eliminate in the country?

A) Age discrimination
B) Sex discrimination
C) Racial and ethnic discrimination
D) Disability discrimination

Question 50

Olivia is the owner of an interior designing firm. She has a tight-knit group of designers working for her. The designers have different working styles, but they work effectively as a team. In the given scenario, Olivia and her employees display _____.

A) surface-level diversity
B) educational diversity
C) deep-level diversity
D) religious diversity

Question 51

Which of the following is a significant factor behind the lack of women at top levels of management?

A) Women are more prone to illness and accidents.
B) Women are not ambitious.
C) Women face sex discrimination.
D) Women have less qualification than men.

Question 52

Under the__________, success is usually measured by how well companies achieve recruitment, promotion, and retention goals for women, people of different racial/ethnic backgrounds, or other underrepresented groups.

A) access and legitimacy paradigm
B) learning and effectiveness paradigm
C) discrimination and fairness paradigm
D) acceptance and celebration paradigm

Question 53

Grace has been working at a law firm for ten years. She is a senior lawyer and is eligible for a promotion. She believes the firm will offer her a partnership as she is the best lawyer in the firm. However, the partnership is offered to one of her male colleagues who is also a senior lawyer in the firm. This scenario illustrates the concept of _____.

A) glass ceiling
B) age discrimination
C) social integration
D) social loafing

Question 54

Glowbot is a mobile app development firm. The firm allows its employees to grow by giving them the liberty to make their own decisions to help maximize the firm's benefits as well as the customer's benefits. The employees are treated fairly, and diversity is welcomed in the organization. This scenario illustrates the concept of _____.

A) diversity pairing
B) skill-based diversity
C) organizational plurality
D) structural accommodation

Question 55

Which of the following programs seeks to benefit both organizations and their employees by encouraging organizations to value all kinds of differences instead of punishing them for not achieving specific sex and race ratios in their workforces?

A) A validation program
B) An appraisal program
C) A diversity program
D) An affirmative action program

Question 56

__________are formal assessments that measure employee and management attitudes, investigate the extent to which people are advantaged or disadvantaged with respect to hiring and promotions.

A) Compliance audits
B) Operational audits
C) Investigative audits
D) Diversity audits

Question 57

A job candidate is rejected on the pretext that he is hearing impaired. Which of the following types of discrimination does this exemplify?

A) Racial discrimination
B) Disability discrimination
C) Age discrimination
D) Ethnicity discrimination

Question 58

Westwick Inc. is an advertising agency. Its employees are allowed to take decisions and work in ways that will help maximize the agency's benefits. This also gives the employees lots of experience and helps them grow in the organization. All the employees are treated equally. This scenario illustrates the concept of _____.

A) diversity pairing
B) skill-based diversity
C) organizational plurality
D) structural accommodation

Question 59

Hart and Mitchell is a successful law firm. The firm is often criticized for its preferential treatment to female employees and employees from minority groups. The interests of other employees are often neglected in the company's efforts to maintain a diverse workforce. In the given scenario, Hart and Mitchell has taken _____ toward creating a diverse workforce.

A) affirmative action
B) instrumental action
C) communicative action
D) rational action

Question 60

Wyatt is a user experience designer. He is quiet and shy, tends to keep to himself, and is very focused on his work. He is usually the first person in his team to come up with ideas for new projects. Wyatt's superior prefers working with him on critical projects because he is very good at his job. In the context of personalities, Wyatt can be described as being a(n) _____.

A) extravert
B) introvert
C) narcissist
D) mediator

Question 61

Minter is a small software technology firm. To create equal opportunities in the workplace, the management of Minter wants to hire more African Americans, Asian Americans, and Hispanics. This scenario illustrates the concept of _____.

A) ethnocentrism
B) relativism
C) affirmative action
D) social stratification

Question 62

Isabella is a salesgirl at a thrift store. Her colleagues find it very difficult to work with her. She is not a very conscientious employee and is not responsible. Her store manager wants to fire her as she is untrustworthy and tends to slack off. As an unconscientious employee, Isabella is likely to:

A) be self-doubting and anxious.
B) engage in stealing and be verbally abusive.
C) be talkative, assertive, and very social.
D) deal effectively with tough and stressful situations.

Question 63

__________is the degree to which someone is organized, hardworking, responsible, persevering, thorough, and achievement oriented.

A) Cordiality
B) Agreeableness
C) Extraversion
D) Conscientiousness

Question 64

Techo Inc., a popular cell phone company, is known for its diverse workforce. Whenever the company has to make a decision on product positioning in a new market, managers of different ethnic groups have different views due to cultural differences. Such conflicts are common in several decision-making situations, and it has become a critical issue in the company. To streamline the decision-making process and to manage the company efficiently, Techno Inc. should encourage _____ among employees.

A) social integration
B) meaningful differentiation
C) competition
D) job satisfaction

Question 65

The _____ focuses on bringing different talents and perspectives together to make the best organizational decisions and to produce innovative, competitive products and services.

A) access and legitimacy paradigm
B) discrimination and fairness paradigm
C) learning and effectiveness paradigm
D) acceptance and celebration paradigm

Question 66

In the context of deep-level diversity, a(n)__________is the tendency to respond to situations and events in a predetermined manner.

A) disability
B) disposition
C) tribulation
D) intervention

Question 67

Rachel, a 35-year-old woman, is a manager at a leading software firm. Rachel is a dedicated and hardworking employee. Despite her work experience, she was overlooked for promotion twice. Instead, her male colleagues got promoted. She has finally decided to quit her job as she feels that she will not get the promotion that she deserves. In this scenario, which of the following has prevented Rachel from getting promoted?

A) Social loafing
B) A glass ceiling
C) An affirmative action plan
D) Structural accommodation

Question 68

Ethan is a manager at an advertising agency. His subordinates find him excessively assertive and energetic. Ethan constantly takes their attention away from their work by laughing loudly or joking around with them. He rarely sits at his desk. Instead, he constantly walks around the office premises socializing with other employees. In the context of personalities, Ethan can be described as being a(n) _____.

A) extravert
B) introvert
C) narcissist
D) mediator

Question 69

It is commonly believed that older workers:

A) are bad at judging situations.
B) are more likely to show up late.
C) are more likely to switch jobs.
D) are less productive.

Question 70

Chloe is a junior editor at a public relations company. She tends to verbally abusive with her coworkers when she is stressed. She is not organized and often tries to evade her work responsibilities. She also takes long breaks so that she does not have to work. In the context of personalities, it can be said that:

A) Chloe is an extrovert.
B) Chloe is an introvert.
C) Chloe is emotionally unstable.
D) Chloe is not conscientious.

Question 71

Sophia is a manager at a clothing store. Her superiors want to promote her because she is hardworking and responsible. They do not feel the need to constantly check on the store because they know that she is thorough with her work. In the context of personalities, Sophia can be described as being _____.

A) an extravert
B) an introvert
C) conscientious
D) unconscientious

Question 72

Kinetic Solutions is a software firm. The management strictly complies with the equal employment opportunity laws. It recruits minorities and women in its workforce, and it advocates equitable treatment of all its employees. The company is regarded as successful as it has a high retention rate of women employees and employees from minority groups. In the context of diversity paradigms, the management of Kinetic Solutions uses the _____.

A) discrimination and fairness paradigm
B) access and legitimacy paradigm
C) learning and effectiveness paradigm
D) access and effectiveness paradigm

Question 73

Kendrick's is a chain of high-end department stores. The company's sales representatives are ethnically diverse. In the given scenario, the sales representatives at Kendrick's display _____.

A) deep-level diversity
B) surface-level diversity
C) religious diversity
D) educational diversity

Question 74

William is a junior copywriter at an advertising agency. Jonathan, his boss, feels that William will have a rapid career growth because he is spontaneous and always eager to learn new things. William is broadminded and respects everyone's views. Given this information, William can be described as being _____.

A) open to experiences
B) conscientious
C) agreeable
D) emotionally stable

Question 75

Alice works as a secretary for Jared. Jared finds Alice to be extremely dependable even in stressful situations. She is always calm and is able to come up with solutions for any problem. In the context of personalities, Alice can be described as being _____.

A) unconscientious
B) conscientious
C) emotionally stable
D) emotionally unstable

Question 76

Which of the following is true of diversity?

A) It curbs business growth.
B) It often leads to expensive lawsuits.
C) It increases employee turnover.
D) It decreases absenteeism.

Question 77

Unlike affirmative action, diversity:

A) is basically a punitive approach to create a positive work environment.
B) can exist even if organizations do not take purposeful steps to create it.
C) is required by law for private employers with fifty or more employees.
D) focuses on creating employment opportunities for minorities and women.

Question 78

Glen is the managing director of a property management firm. He is considering two of his best employees, Jeremy and Samara, for a promotion. Samara is 28 years old and has displayed consistent performance throughout the term of her employment. She is married and has a young son. Jeremy is also 28 years old and is a dedicated employee. He is unmarried and supports his ailing mother. Glen decides to promote Jeremy even though Samara is a better employee. Which of the following is most likely the reason for Glen's decision?

A) Glen believes that Samara will prioritize her family over her career.
B) Glen believes that Jeremy chooses tasks that give him a greater sense of accomplishment.
C) Glen believes that Samara is not interested in learning new things.
D) Glen believes that Jeremy wants more control over his work schedule.

Question 79

Noah is the owner of a dairy farm. He has a small group of employees who have been working with him for several years. They are all happy to work with each other, and they share similar beliefs and values. In the given scenario, the good relationship that the employees share displays _____.

A) ethnocentrism
B) social integration
C) organizational plurality
D) multiculturalism

Question 80

FreeSpirit is a premium clothing brand. The brand's advertisements feature models of all age groups. In the given scenario, FreeSpirit's models display _____.

A) deep-level diversity
B) surface-level diversity
C) religious diversity
D) educational diversity