Deck 11: Section 1: Managing Human Resource Systems

Question 1

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.

Answer 1

False

Question 2

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

Answer 2

False

Question 3

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

Answer 3

True

Question 4

The Big Five dimension of conscientiousness is the degree to which someone is cooperative, polite, flexible, forgiving, good-natured, tolerant, and trusting.

Question 5

Affirmative action is required by law for all private employers, while diversity is voluntary.

Question 6

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

Question 7

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.

Question 8

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

Question 9

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

Question 10

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 11

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

Question 12

Reasonable accommodations for disabled worked include assistive technology.

Question 13

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 14

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

Question 15

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

Question 16

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

Question 17

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

Question 18

The Big Five dimensions of personality are autonomy, Machiavellianism, empathy, locus of control, and affectivity.

Question 19

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.

Question 20

Diversity exists in organizations when there is a variety of demographic, cultural, and personal differences among the customers who do business with them.

Question 21

The fastest-growing population group in the United States is_________ .

A) Vietnamese-Americans
B) Hispanic-Americans
C) African-Americans
D) Canadians
E) Chinese-Americans

Question 22

Japan-based Honda Motors recently opened a manufacturing plant in China. The Chinese balked at wearing the standard Honda white uniforms because white in China is a funeral color. The Chinese workers agreed to wear the white uniforms if they could wear gray caps. The compromise made everyone happy. This cultural sensitivity is an example of how_________ influences organizations.

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

Question 23

The purposeful steps taken by an organization to create employment opportunities for minorities and women is called_________ .

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

Question 24

Companies in several industries are now waking up to the market needs of gays and lesbians. Through diversity programs, organizations are actively recruiting and hiring gays and lesbians to_________ .

A) drive business growth
B) encourage litigation
C) increase fixed costs
D) achieve fiscal responsibility goals
E) do all of these

Question 25

A key difference between affirmative action and diversity is that_________ .

A) diversity requires a wider span of management
B) diversity has a broader focus
C) diversity is legally mandated in all private companies
D) affirmative action is legally mandated in all private companies
E) affirmative action does not alter organizational structures, and diversity does

Question 26

Affirmative action programs are typically designed to_________ .

A) create homogeneous diversity
B) be punitive
C) compensate for past discrimination
D) protect white, non-Hispanic Americans
E) do all of these

Question 27

According to the text,_________ typically amount to more than 90 percent of employees' salaries.

A) contribution margins
B) turnover costs
C) product obsolescence and employee pilferage
D) training costs
E) cafeteria benefit plans

Question 28

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

Question 29

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 30

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 31

According to the text, 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 strategy used to defend an organization against charges of discrimination actually makes the company more cohesive.
C) Companies usually lose in local courts and win in appeals court.
D) Companies lose, on average, two-thirds of the discrimination cases brought against them.
E) Companies typically cannot justify the discrimination from a monetary standpoint.

Question 32

Companies in several industries are now waking up to the needs of gays and lesbians. They are not only valuable consumers but also great employees who actually help their employers better understand the market. Companies that have hired gays and lesbians more than likely have_________ .

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

Question 33

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 34

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

A) affirmative action; self-monitoring
B) diversity; self-monitoring
C) diversity; affirmative action
D) affirmative action; diversity
E) federal agency monitoring; self-monitoring

Question 35

_________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 36

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

Question 37

_________within P&G's management has led the company to realize that Hispanic consumers "are more likely to support a company or brand that is active in their community."

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

Question 38

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_________ .

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

Question 39

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?

A) remove the glass ceiling
B) use internal loci of control
C) create a diversity program
D) narrow the span of management
E) downsize

Question 40

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

A) Diversity increases an organization's retained earnings.
B) Diversity helps companies attract and recruit 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 41

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 42

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) accept the fact technological obsolescence is one of the costs of doing business
E) create more glass ceilings

Question 43

Recently, the cable television networks have bombarded viewers with a variety of shows based around teams that come in to redecorate homes and gardens in a very short time frame. Since these teams are typically made up of men and women of different ethnic backgrounds, age, and physical capabilities, the fact they work so well with each other to accomplish the redecorating goal is an example of________ .

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

Question 44

When the world's biggest manufacturer of locks looked at its employee composition, it discovered that its workers were either over 50 or under 30 because the company had done little hiring during the 1980s and 1990s._________ 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
Was

Question 45

When Suzanne Pogell wanted to learn to sail, she could not find anyone to teach her because men were the ones who sailed, and women were their crew. After mastering sailing, Suzanne started an all-woman sailing school Called Womanship as a sole proprietorship. The male sailors who would not teach her were exhibiting ________.

A) organizational plurality
B) behavioral diversity
C) surface-level diversity
D) deep-level diversity
E) ego-driven heterogeneity

Question 46

Diversity helps companies grow by_________ .

A) avoiding conflict between employee groups
B) preventing discrimination
C) improving marketplace understanding
D) complying with federal law
E) creating a homogeneous workplace

Question 47

Which of the following statements about disabilities is true?

A) A disability is only covered by discrimination laws when it is physical.
B) A disability must be visible to the average person to be considered a true disability.
C) Accommodations for disabilities needn't be expensive.
D) On average, people with disabilities earn the same amount as those without disabilities.
E) None of these statements about disabilities is true.

Question 48

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

A) promote Machiavellianism
B) use passive change agents
C) change the organization's mission statement
D) develop mentoring programs
E) do all of these

Question 49

The Finnish government is working to change the perception of older workers and encourage Finnish companies to abandon mandatory retirement plans. What kind of surface-level diversity is the Finnish government hoping to achieve?

A) age
B) attitudes
C) beliefs
D) ethnic
E) values

Question 50

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

A) a negative way of bundling employees
B) typically unchangeable
C) culturally specific
D) irrelevant to work behavior
E) time-activated

Question 51

_________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 52

_________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) Surface-level diversity
D) Deep-level diversity
E) Ego-driven heterogeneity

Question 53

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

A) make a commitment to reasonable workplace accommodations
B) provide assistive technology
C) actively recruit qualified workers with disabilities
D) provide employees with training to address incorrect stereotypes
E) do all of these

Question 54

When AT&T hired a female as its president, it was evidence that AT&T does not have a(n)____________ women from rising to leadership positions.

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

Question 55

Diversity helps companies grow by_________ .

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

Question 56

Older workers________ .

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 accurately described by none of these

Question 57

The glass ceiling is most closely associated with________ .

A) cultural diversity
B) participative management, delegation, and autonomy
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 58

When Suzanne Pogell wanted to learn to sail, she could not find anyone to teach her because men were the ones who sailed, and women were their crew. After mastering sailing, Suzanne started an all-woman sailing school Called Womanship as a sole proprietorship. By creating her own business, Suzanne overcame problems associated with____________ while creating a different version of the same problem.

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

Question 59

_________helps companies grow by improving the quality of problem solving and improving marketplace understanding.

A) Acculturation
B) Cultural satisfaction
C) Diversity
D) A discrimination management department
E) Reaffirmation

Question 60

As a German pharmaceuticals company decided to implement a diversity training program, its human resources managers discovered that Americans typically reach decisions very quickly. One German manager described them as "hip shooters." He said, "We [Germans] are more analytical. We're more logical and systematic." This discovery had to do with_________ .

A) organizational plurality
B) behavioral diversity
C) surface-level diversity
D) deep-level diversity
E) ego-driven heterogeneity

Question 61

The term ____________refers to the degree to which someone is organized, hard-working, responsible, persevering, thorough, and achievement-oriented.

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

Question 62

A family restaurant based in the English speaking providence of Ontario, was planning on opening a catering business in the French-speaking areas of Canada, This restaurant would need employees with which of the following dimensions of personality?

A) empathy
B) credibility
C) openness to experience
D) extraversion
E) conscientiousness

Question 63

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 64

Which of the following is the most commonly used paradigm for managing 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 affirmative action paradigm

Question 65

Conscientiousness is____________ .

A) the degree to which someone is organized, hardworking, responsible, and achievement-oriented
B) the degree to which someone is curious
C) the degree to which someone is active and gregarious
D) the degree to which someone is cooperative, flexible, good-natured, tolerant, and trusting
E) defined by none of these

Question 66

____________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) Self-concept
E) Cognitive activity

Question 67

Which of the following jobs would be most likely to require someone who has high degree of extraversion?

A) wholesale plant nursery operator
B) salesperson
C) market researcher
D) bookkeeper
E) computer technician

Question 68

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) self-reliance

Question 69

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

A) make a commitment to reasonable workplace accommodations
B) use a matrix organizational structure
C) create a code of ethics
D) use job enlargement
E) centralize their hiring practices

Question 70

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

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

Question 71

For which of the following positions would the hiring organization be most likely to require someone who has high degree of emotional stability?

A) car mechanic
B) landscape designer
C) 911 operator
D) electrician
E) meteorologist

Question 72

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 73

Which of the Big Five personality measures has the greatest impact on behavior in organizations?

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

Question 74

People with the Big Five dimension of____________ respond well under stress.

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

Question 75

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 ____________.

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

Question 76

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

A) Machiavellian tendencies
B) self-monitoring
C) emotional stability
D) positive/negative affectivity
E) empathy

Question 77

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

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

Question 78

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) attitude

Question 79

Jean-Marie has excellent keyboarding skills and enters data for a marketing research firm. Jean-Marie is also vision-impaired. In order to perform his job, Jean-Marie needs a computer monitor that produces oversized print so he can read it. 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 80

Which of the following is a paradigm for managing diversity?

A) the paradigm of organizational diversity
B) the Machiavellian paradigm
C) the learning and effectiveness paradigm
D) the affirmative action paradigm
E) the sociocultural paradigm