Deck 12: Managing Individuals and a Diverse Workforce

Question 1

A setback of affirmative action is that:

A) those benefitting from affirmative action begin to experience self-doubts about their competence and merit.
B) people who are the subject of affirmative action are viewed as being more qualified than they actually are.
C) women and minorities usually feel deprived.
D) employees start to overpower the management.

Answer 1

A

Question 2

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) genetic diversity
D) functional diversity

Answer 2

B

Question 3

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

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

Answer 3

C

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

Organizations that fail to uphold affirmative action laws may be required to:

A) give a share of their common stock to individuals against whom discrimination takes place.
B) layoff all existing employees and hire new employees based on the guidelines provided by the 1964 Civil Rights Act.
C) suspend business operations for a period of two consecutive days.
D) hire, promote, or give back pay to those not hired or promoted.

Question 6

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) expressive action
C) communicative action
D) rational action

Question 7

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) collectivism
C) affirmative action
D) social stratification

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) heteronormativity
C) diversity
D) groupthink

Question 9

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) expressive action
C) communicative action
D) rational action

Question 10

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 advisory roles.
B) The company should manage the diverse workforce more efficiently.
C) The company should recruit more whites and Hispanics in the workforce.
D) The company should impose a glass ceiling on minorities.

Question 11

Grimpy's is a chain of stores that specializes in healthcare and wellness products. As the company is expanding, the management wants to take steps to hire more women. By doing this, the management hopes to establish a diverse workforce for the benefit of the company. This scenario illustrates the concept of _____.

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

Question 12

Silics 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 Silics Inc., known for discriminating against African Americans, rejected him. David then filed a case against Silics Inc. on charges of racial discrimination. In the context of affirmative action, the company will most likely be 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 13

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 14

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 15

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) genetic diversity
D) functional diversity

Question 16

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 17

A difference between workplace diversity and affirmative action is that:

A) unlike diversity programs, organizations that pursue affirmative action programs do so voluntarily.
B) organizations cannot achieve diversity without affirmative action, whereas affirmative action can take place without diversity.
C) affirmative action guarantees diversity, whereas diversity does not guarantee affirmative action.
D) affirmative action is required by law for private employers with fifty or more employees, whereas diversity is not.

Question 18

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 19

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 20

One of the ways in which affirmative action differs from workplace diversity is that:

A) the Equal Employment Opportunity Commission oversees the enforcement of affirmative action, whereas there is no federal law or agency to oversee diversity.
B) diversity originated with Executive Order 11246, whereas an affirmative action is related to the 1964 Civil Rights Act.
C) the purpose of affirmative action is to create a positive work environment, whereas the purpose of diversity is to compensate for past discrimination.
D) affirmative action guarantees diversity, whereas diversity does not guarantee affirmative action.

Question 21

Unlike surface-level diversity, deep-level diversity consists of differences that are:

A) objective and typically unchangeable.
B) learned only through extended interaction with others.
C) easy to measure.
D) used to form initial impressions and categorizations of coworkers.

Question 22

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) functional diversity
C) deep-level diversity
D) genetic diversity

Question 23

Bellon is a satellite television channel. It is popular for its music and entertainment news broadcast. Considering 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

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 25

Claire is 25 years old. She owns an editorial services firm. The average age of her employees is 30. Claire prefers to hire new graduates and train them instead of hiring experienced people. In the given scenario, the age discrimination that Claire displays could be because she believes that:

A) older workers choose jobs only to achieve a sense of accomplishment.
B) older workers are not interested in learning new things.
C) older workers want more control over their movement in and out of the workplace.
D) older workers do not make use of health care benefits.

Question 26

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) genetic discrimination

Question 27

In the context of age discrimination, unlike younger workers, older workers:

A) care less about the quality of their work.
B) are more likely to consume alcohol at work.
C) are less likely to quit or show up late to work.
D) tend to engage more in workplace aggression.

Question 28

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 candidates' age.
B) They need to ensure that younger workers have slow interaction 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 29

Frederic owns a successful publishing firm. He feels that his company's success can be attributed to the hard work and dedication with which his employees execute their work. His employees have a good rapport with each other. They always work together and make sure that they get their job done on time. In the given scenario, the good relationship that the employees share displays _____.

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

Question 30

Which of the following is a difference between the older workers and the younger workers of a company?

A) Unlike older workers, younger workers are more likely to help others at work.
B)Unlike older workers, younger workers exhibit more concern about the quality of their work.
C) Unlike younger workers, older workers are more likely to be involved in accidents.
D) Unlike younger workers, older workers tend to show better judgement.

Question 31

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 32

If managed properly, the shift from surface- to deep-level diversity can accomplish two things:

A) gender-based discretion and openness to experience.
B) openness to experience and the glass ceiling effect.
C) reduction in prejudice and social integration.
D) social integration and an ethnocentric work environment.

Question 33

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 34

Which of the following is a difference between surface-level diversity and deep-level diversity?

A) Surface-level diversity can only be perceived by a few, whereas deep-level diversity can be perceived by almost everyone.
B) Surface-level diversity consists of differences that are typically changeable, whereas deep-level diversity consists of differences that are typically unchangeable.
C) Knowledge of deep-level diversity gives way to the better understanding of surface-level diversity, whereas surface-level diversity is not helpful in understanding deep-level diversity.
D) Surface-level diversity is immediately observable, whereas deep-level diversity usually reveals itself at a later stage.

Question 35

Unlike deep-level diversity, surface-level diversity:

A) is exemplified by personality differences, attitudes, beliefs, and values.
B) consists of differences that are learned through extended interaction with others.
C) is communicated through verbal and nonverbal behaviors.
D) consists of differences that are easy to measure.

Question 36

Which of the following is true of the glass ceiling?

A) It is a barrier that prevents women from advancing to the top jobs in organizations.
B) It refers to the level of transparency between the external and internal stakeholders of an organization.
C) It is an invisible barrier that prevents communication between the top management and the lower-level employees of an organization.
D) It refers to the phenomenon of men joining professions that were previously dominated by women.

Question 37

One of the ways for companies to reduce age discrimination in the workplace is to:

A) minimize the extent to which younger employees receive training.
B) eliminate all early retirement schemes prevalent in the company.
C) ensure that younger and older workers interact with each other.
D) offer golden parachutes to older workers.

Question 38

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 39

Frieda owns a chain of tattoo studios. Her studios 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) genetic diversity
C) deep-level diversity
D) functional diversity

Question 40

The government of Montesia is working to change employers' perceptionsof older workers and encourage companies to abandon mandatory retirement plans. In the context of the 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 41

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 42

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 43

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 visual impairments, Ignatius Inc. has provided them with magnifying lenses that give them the vision acuity to work on the small parts within a lock. In this scenario, these lenses are an example of _____.

A) social integration
B) impulse system
C) supported ambulation
D) assistive technology

Question 44

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 45

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

A) A disposition
B) A disability
C) Redundancy
D) Competency

Question 46

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 for Rohit not being 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 47

Gene is a 24-year-old stock clerk at a large supermarket. He recently broke his arm in a cycling accident. Because of his broken arm, Gene is struggling to perform his duties. He asks his manager, Jake, if he could temporarily work on a different job till his arm heals. However, Jake overlooks Gene's request, and Gene is forced to perform his usual duties. After this incident, Jake now tries to avoid Gene in the workplace whenever possible. In the given scenario, which of the following types of discrimination is Gene facing?

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

Question 48

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 49

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 forming initial impressions about others.
D) enable managers to focus on differences based on age, ethnicity, and physical capabilities.

Question 50

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 51

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) ego
B) personality
C) veracity
D) integrity

Question 52

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 53

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 prioritize family values over career goals.
D) Members of minority groups are assumed to be not interested in learning new things.

Question 54

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 easily contended.
C) Women face sex discrimination.
D) Women are less likely to be proactive in asserting themselves.

Question 55

Michael works at an accounting firm. He and his colleague, Ava, are both eligible for a promotion to a particular role. Michael works very hard, but he feels that Ava will be promoted as she is more sincere and dedicated to her job. However, Michael gets promoted even though Ava was a more deserving candidate. This scenario illustrates the concept of _____.

A) glass ceiling
B) functional discrimination
C) negativity bias
D) social loafing

Question 56

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

A) a glass ceiling
B) market commonality
C) confirmation bias
D) a glass escalator

Question 57

Glen is the managing director of a property management firm. He considers 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 based on the sense of accomplishment they give him.
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 58

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) functional discrimination
C) negativity bias
D) social loafing

Question 59

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 60

_____ 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) Machine learning
B) Integration sustenance
C) Assistive technology
D) Impulse system

Question 61

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) amicable
D) disagreeable

Question 62

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 63

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 64

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) introverted
C) emotionally stable
D) emotionally volatile

Question 65

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) emotionally handicapped
C) an extravert
D) emotionally unstable

Question 66

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 conscientious.
D) Chloe is not conscientious.

Question 67

Aiden is an investment banker. He often gets anxious and doubts his own capabilities. He has decided to quit his job because he is unable to handle fairly stressful situations. In the context of personalities, Aiden can be described as being _____.

A) an introvert
B) an extravert
C) emotionally handicapped
D) emotionally unstable

Question 68

Alexander is a consultant at a finance company. Other employees approach him for help in all types of stressful situations. He always keeps calm and is quick at finding solutions to problems. In the context of personalities, Alexander can be described as being _____.

A) unconscientious
B) introverted
C) emotionally stable
D) emotionally volatile

Question 69

Jacob is a cashier at a large supermarket. He is good-natured and easy to work with. His colleagues find him to be very cooperative. In the context of personalities, Jacob can be described as being _____.

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

Question 70

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) array-oriented paradigm

Question 71

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 72

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 best described as being _____.

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

Question 73

Mason is a member of the night crew at a supermarket. His colleagues do not like working with him because he is rude and impolite. He gets annoyed when people talk to him, and he often takes long breaks to evade his responsibilities. In the context of personalities, Mason can be described as being _____.

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

Question 74

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 75

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 best described as being _____.

A) open to experiences
B) unconscientious
C) introverted
D) emotionally volatile

Question 76

Abigail works at the information desk of a gallery. She is shy and tends to speak only when spoken to. Abigail is an artist herself. She is quiet, thoughtful, and reads a lot about the art world and has in-depth knowledge about all the artwork that is displayed in the gallery. In the context of personalities, Abigail can be described as being a(n) _____.

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

Question 77

Agreeableness is the degree to which someone is _____.

A) resolute and has a problem-solving attitude
B) curious
C) flexible and forgiving
D) thorough, persevering, and achievement oriented

Question 78

Madison is a manager in 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) conscientiousness

Question 79

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 80

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

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