Deck 12: Managing Individuals and a Diverse Work Force

Question 1

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.

Answer 1

  A

Question 2

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

Answer 2

  False

Question 3

Unlike affirmative action,diversity: 

A) ​is basically a punitive approach. 
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) ​has a narrow focus on demographic, cultural, and personal differences.

Answer 3

  B

Question 4

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 5

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 6

A popular cell phone company is known for its diverse work force.When the company had to make a decision on product positioning in a new market,managers of different ethnic groups had different views due to cultural differences.Such conflicts were common in several decision making situations,which has become a critical issue in the company.In this scenario,_____ should be employed to minimize these differences among the managers.

A) ​social integration 
B) ​emotional intelligence 
C) ​a glass ceiling  
D) ​an affirmative action program

Question 7

Sienna Inc.,a software firm,decided to hire a technical expert.The company conducted an aptitude test followed by structured interviews for candidates.David,an African American,did exceptionally well in all the assessments but was rejected.Sienna has been known for discrimination against African Americans in several instances.David filed a case against Sienna on charges of racial discrimination.In the context of affirmative action,the company is most likely required to: 

A) ​refer David to another company. 
B) ​hire other African Americans to compensate for David's loss. 
C) ​promote other minority employees in the company. 
D) ​pay attorney's fees and court costs for David.

Question 8

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

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

Question 9

Older workers are more likely to use drugs and alcohol at work.

Question 10

According to the U.S.Census Bureau,the fastest-growing group in the United States will be Hispanics from 2015 to 2060.

Question 11

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 and preventing ongoing 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 work forces, 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 12

Rosemond Inc.manufactures cosmetics for women.Although majority of its customers are females,it has only 30 percent female employees.The company has been witnessing decline in sales as more innovative products have entered the market.The top management at Rosemond has realized that the company should understand customer needs and introduce new products.In this scenario,which of the following steps should Rosemond take to understand customer requirements? 

A) ​The company should focus exclusively on local markets. 
B) ​The company should recruit more female employees. 
C) ​The company should start targeting male customers since most of its employees are males. 
D) ​The company should use innovative methods to promote its existing products.

Question 13

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

A) ​conscientiousness 
B) ​attrition 
C) ​diversity 
D) ​integrity

Question 14

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

Question 15

Affirmative action guarantees diversity.

Question 16

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

Question 17

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 work forces? 

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

Question 18

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

Question 19

Affirmative action is unrelated to the 1964 Civil Rights Act.

Question 20

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

Question 21

The government of a country 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? 

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

Question 22

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

A) ​Treating group differences as special 
B) ​Focusing only on positive feedback 
C) ​Setting idealistic goals 
D) ​Tailoring opportunities to individuals, not groups

Question 23

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

A) ​integration system 
B) ​impulse system 
C) ​ambulation technology 
D) ​assistive technology

Question 24

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 25

Which of the following is true of older workers? 

A) ​They care about the quality of work they do. 
B) ​They are more likely to quit a jo B. 
C) ​They are interested in learning new things. 
D) ​They are more likely to engage in workplace aggression.

Question 26

Recognizing deep-level diversity is important because it can:​ 

A) ​result in less prejudice, discrimination, and conflict in the workplace. 
B) ​help in reinforcing dimensions of surface-level diversity. 
C) ​help in overcoming differences that are unchangeable and unmeasurable. 
D) ​enable managers to focus on differences based on age, ethnicity, and physical capabilities.

Question 27

Which of the following is a difference between the access and legitimacy paradigm and the learning and effectiveness paradigm? 

A) ​The access and legitimacy paradigm focuses on having a demographically representative work force, whereas the learning and effectiveness paradigm focuses on having demographic differences inside a company match those of key customers and stakeholders. 
B) ​The access and legitimacy paradigm focuses on the surface-level diversity dimensions of sex, race, and ethnicity, whereas the learning and effectiveness paradigm focuses on integrating deep-level diversity differences, such as personality, attitudes, beliefs, and values, into the actual work of an organization. 
C) ​The access and legitimacy paradigm focuses on strict compliance with the equal employment opportunity laws, whereas the learning and effectiveness paradigm focuses on creating a demographically diverse work force that attracts a broader customer base. 
D) ​The access and legitimacy paradigm focuses on equal opportunity, fair treatment, and recruitment of minorities, whereas learning and effectiveness paradigm focuses on the acceptance and celebration of differences to ensure that the diversity within a company matches the diversity found among primary stakeholders.

Question 28

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 as the marketing manager.Instead,Ryan,a white male with lesser experience and average performance,is promoted as the marketing manager.Which of the following is most likely the reason that Rohit is not promoted? 

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

Question 29

Which of the following steps should companies take to reduce age discrimination? 

A) ​They should train recruiters to make hiring decisions on the basis of age. 
B) ​They need to ensure that younger workers do not interact with older workers. 
C) ​They need to monitor the extent to which older workers receive training.  
D) ​They should refrain from recruiting baby boomers.

Question 30

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

A) ​Recruiting disabled candidates only for low level jobs 
B) ​Refraining from assigning higher 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 31

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

A) ​glass ceiling 
B) ​diversity bottleneck 
C) ​organizational roadblock 
D) ​greenhorn

Question 32

A(n)_____ is a mental or physical impairment that substantially limits one or more major life activities.

A) ​disposition 
B) ​disability 
C) ​intervention 
D) ​competency

Question 33

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 34

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 prefer hiring whites than candidates of minority groups. 
C) ​Members of minority groups are not qualified enough for holding managerial positions. 
D) ​Recruiting members of minority groups in management positions causes cultural disputes.

Question 35

It is commonly believed that older workers: 

A) ​show bad judgment 
B) ​are more likely to show up late.  
C) ​are more likely to quit. 
D) ​are less productive.

Question 36

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

A) ​Women are more likely than men to quit.  
B) ​Women are not ambitious. 
C) ​Women face sex discrimination. 
D) ​Women have less qualification than men.

Question 37

Which of the following best describes organizational plurality? 

A) ​All members are empowered to contribute in a way that maximizes the benefits to an organization, customers, and themselves. 
B) ​Some members are treated as superior to others based on their ethnicity. 
C) ​The individuality of each member is respected by segmenting or polarizing people on the basis of their membership in a particular group. 
D) ​Female employees are denied managerial positions and other promotions.

Question 38

Manuela,a Hispanic sales executive,is a new employee at Taupe Inc.Kevin,an Irish American,is also a marketing executive at Taupe with two years of experience.Kevin is assigned the task of mentoring Manuela.The objective of mentoring is not only to train Manuela but also to change employees' stereotypical beliefs and attitudes about different ethnic groups.This scenario illustrates _____.

A) ​work sample assessment 
B) ​awareness training 
C) ​skills-based diversity training 
D) ​diversity pairing

Question 39

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

A) ​Pairing promising female executives with senior executives 
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 40

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.

Question 41

_________ 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.

Question 42

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 43

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

Question 44

The _________ measures the extent to which people associate 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 Judgement Test

Question 45

In the context of deep-level diversity,_________ is the relatively stable set of behaviors,attitudes,and emotions displayed over time that makes individuals different from each other.
A.a disposition
B.personality
C.cognition
D.integrity

Question 46

_________ is the degree to which someone is organized,hardworking,responsible,persevering,thorough,and achievement oriente
D.
A.Cordiality
B.Agreeableness
C.Extraversion
D.Conscientiousness

Question 47

The purpose of a(n)_________ is to provide equal opportunities to all,regardless of race,color,religion,sex,or national origin.A.balanced scorecard plan
B.affirmative action programC.wellness programD.social integration plan

Question 48

_________ is a training program that teaches employees the practical skills they need for managing a diverse work force,such as flexibility and adaptability,negotiation,problem solving,and conflict resolution.

Question 49

_________ 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,and review companies' diversity-related policies and procedures.

Question 50

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