Deck 11: Managing the Diverse Workforce

Question 1

Women make up about 47 percent of the workforce.

Answer 1

True
Explanation: Women make up about 47 percent of the workforce. The overall labor force participation rate of women rose throughout the 1970s through the 1990s and is now holding steady even as the participation rate of men gradually declines.

Question 2

Today's young workers from Generation Y are often described as high-performing and low-maintenance.

Answer 2

False
Explanation: Bruce Tulgan, founder of Rainmaker Thinking, which specializes in researching generational differences, says Generation Y, today's young workers, tend to be "high-maintenance" but also "high-performing," having learned to process the flood of information that pours in over the Internet.

Question 3

Nearly 90 percent of marriages are dual-earner marriages.

Answer 3

False
Explanation: Almost 60 percent of marriages are dual-earner marriages. One of every four married women in two-income households earns more than her husband does.

Question 4

Frequently employers have found that disabled employees tend to be more dependable than other employees, miss fewer days of work, and exhibit lower turnover.

Question 5

A recent study found that the earnings gap between college-educated women and men decreases after they spend 10 years in the workforce.

Question 6

Black, Asian, and Hispanic workers hold approximately one out of every four jobs in the United States.

Question 7

Diversity includes differences in religious affiliation, age, disability status, military experience, economic class, and educational level.

Question 8

The average full-time working woman earns only about 80 percent as much as a man in the same job.

Question 9

It is expected that the pace of labor force growth will slow substantially during the 2006-2016 period.

Question 10

By definition, managing diversity means that all individuals are to be treated the same.

Question 11

Hostile environment harassment occurs when submission to or rejection of sexual conduct is used as a basis for employment decisions.

Question 12

The glass ceiling is an invisible barrier that makes it difficult for women and minorities to move beyond a certain level in the corporate hierarchy.

Question 13

"Managing diversity" simply means hiring women and minorities and making sure they are treated equally and encouraged to succeed.

Question 14

Accommodating all sorts of differences among employees is sufficient for managing diversity.

Question 15

Workers today, both women and men, are trying to achieve a balance between career and family.

Question 16

One of every four married women in two-income households earns more than her husband does.

Question 17

The traditional American image of diversity has been one of assimilation.

Question 18

A multicultural workforce can provide a company with greater knowledge of the preferences and consuming habits in this diverse marketplace.

Question 19

The term hostile environment refers to the invisible barrier that makes it difficult for women and minorities to rise above a certain level in the organization.

Question 20

A proactive approach to developing and managing a diverse workforce has become a fundamental business requirement.

Question 21

Pluralistic organizations have a more diverse employee population and take steps to involve persons from different gender, racial, or cultural backgrounds.

Question 22

The surest route to successfully cultivating a diverse workforce is to set up formal diversity training programs.

Question 23

Diversity training has two components: awareness building and sensitivity building.

Question 24

A diverse workforce inhibits organizational flexibility because an organization's culture cannot tolerate different styles and approaches.

Question 25

Effectively managing a diverse workforce requires overcoming challenges such as unexamined assumptions, lower cohesiveness, and communication problems.

Question 26

Cohesiveness refers to how tightly knit a group is and how much they act in mutually agreed-upon ways.

Question 27

One way to increase retention of minority workers is to form support groups.

Question 28

In the context of diversity training, skill building incorporates the teaching of effective interpersonal skills to all employees.

Question 29

Employers that have adopted on-site child care report decreased turnover, decreased absenteeism, and improved morale.

Question 30

In multicultural organizations, diversity not only exists but is valued.

Question 31

The underlying goal of managing diversity is to

A) Treat all people the same.
B) Increase the numbers of minorities in business.
C) Realize improved immigration figures.
D) Enhance organizational cohesiveness.
E) Understand and value employee differences.

Question 32

Mentors are human resources employees who help ensure that higher-level managers are doing their jobs appropriately.

Question 33

Affirmative action means special efforts to recruit and hire members of groups that have been discriminated against in the past even if they are not as qualified as others.

Question 34

The rise in the weight of the average U.S. worker may raise disability concerns.

Question 35

Managing diversity means treating all people equally, meaning exactly the same.

Question 36

To support diversity efforts, top management can set an example for other organization members by participating in diversity programs and making participation mandatory for all managers.

Question 37

Understanding and appreciating employee differences to build a more effective and profitable organization is known as

A) Minority recruiting.
B) Managing diversity.
C) Ethnicity selection.
D) Ethnicity job analysis.
E) Diverse organizational assessment.

Question 38

Nationwide, turnover rates have been decreasing as more people are staying with their organizations for a longer period.

Question 39

The first affirmative action programs were initiated in part to correct the past exclusion of women and minorities from the business world.

Question 40

Monolithic organizations have a more diverse employee population and take steps to involve persons from different cultural backgrounds.

Question 41

Managing diversity is

A) Recognizing the characteristics common to specific groups of employees.
B) Dealing with employees as individuals.
C) Supporting and nurturing employee differences to the organization's advantage.
D) Using employee differences to the organization's advantage.
E) All of these.

Question 42

Which of the following would be needed for an effective sexual harassment policy?

A) To develop an organization wide policy on sexual harassment.
B) To conduct sexual harassment training sessions.
C) To establish a formal complaint procedure.
D) To act immediately when employees complain of sexual harassment.
E) All of these.
An effective and comprehensive policy on harassment would have the following basic components: develop a comprehensive organization wide policy on sexual harassment, hold training sessions with supervisors, establish a formal complaint procedure, act immediately when employees complain of sexual harassment, discipline the offender at once, and follow up on all cases.

Question 43

According to the text, the fastest-growing segments of the workforce in the United States are

A) Hispanics and Asians.
B) Asians and African Americans.
C) African-Americans and Hispanics.
D) Caucasians and African-Americans.
E) Native Americans and Hispanics.

Question 44

Work-related issues for LGBT employees often include avoiding harassment and

A) Obtaining benefits for a spouse or domestic partner.
B) Obtaining adequate elder care.
C) Creating a glass ceiling.
D) Seeking time off for non-Christian religious holidays.
E) Gaining additional education.

Question 45

According to U.S. government statistics, _______ percent of the working-age civilian population has a disability.

A) 4
B) 7
C) 10
D) 17
E) 25

Question 46

Conduct of a sexual nature that has negative consequences for employment is known as

A) Pornography.
B) Lewd behavior.
C) Suggestive activity.
D) Sexual harassment.
E) Gender harassment.

Question 47

The term used to refer to all kinds of differences, including religious affiliation, age, disability status, economic class, and lifestyle in addition to gender, race, ethnicity, and nationality, is

A) Diversity.
B) Dimensions.
C) Selection differences.
D) Recruiting characteristics.
E) Managerial ethics.
Diversity is a broad term used to refer to many kinds of differences, as summarized in Figure 11.1. These differences include religious affiliation, age, disability status, military experience, sexual orientation, economic class, educational level, and lifestyle in addition to gender, race, ethnicity, and nationality.

Question 48

Amanda's manager offered to double her annual raise in exchange for a dinner date with him. She was upset because she had no interest in dating him, yet she really wanted the larger raise. Which category of harassment is this?

A) Hostile environment.
B) Competitive.
C) Quid pro quo.
D) Gender.
E) Performance reciprocity.

Question 49

In the next decade, which of these will be true about the growth of the labor force?

A) It will expand rapidly.
B) It will expand moderately.
C) It will hold steady.
D) It will slow.
E) There will be negative growth (decline).

Question 50

Just _____ women are CEOs of Fortune 500 companies.

A) 12
B) 19
C) 27
D) 39
E) 72

Question 51

Behaviors such as persistent or pervasive displays of pornography, lewd or suggestive remarks, and demeaning taunts or jokes can cause what category of sexual harassment?

A) Hostile environment.
B) Competitive.
C) Quid pro quo.
D) Gender.
E) Performance reciprocity.

Question 52

Black, Asian, and Hispanic workers hold approximately what percentage of jobs in the United States?

A) Less than 5.
B) 10.
C) 25.
D) 40.
E)

Question 53

Rosalina has recently been passed over for a promotion. This is the third time it has happened despite excellent performance reviews. Her manager assures her that she was qualified for the promotion but that "that's just the way things go." After this last disappointment, Rosalina discovered that no women or minority candidates have been promoted to upper management positions at the company. Rosalina appears to have

A) A diversity-oriented employer.
B) A lack of communication skills.
C) Hit the glass ceiling.
D) Reached her peak.
E) A need to brush up on her skills.

Question 54

As related to managing human resources, diversity refers to

A) Differences in employee benefit plans (such as pensions, insurance, vacations, etc.).
B) Differences in recruiting methods (such as newspapers, schools, flyers, magazines, agencies, etc.).
C) Differences in demographics (such as age, race, disability status, veteran status, etc.).
D) Differences in pay methods (such as hourly, salaried, overtime, hazard pay, etc.).
E) All of these.
Diversity is a broad term used to refer to many kinds of differences, as summarized in Figure 11.1. These differences include religious affiliation, age, disability status, military experience, sexual orientation, economic class, educational level, and lifestyle in addition to gender, race, ethnicity, and nationality.

Question 55

A shift in worker values toward personal time, quality of life, self-fulfillment, and family is occurring among

A) Men.
B) Women.
C) Women and men.
D) Minorities.
E) Women and minorities.

Question 56

Women currently make up about _____ percent of the workforce.

A) 27
B) 37
C) 47
D) 57
E) 67

Question 57

Two out of three companies said they had broadened their diversity programs recently as a result of

A) Affirmative action.
B) Potential or actual discrimination lawsuits.
C) Globalization.
D) Relaxed restriction.
E) Decreased cultural distinctions.

Question 58

An invisible barrier that makes it difficult for certain groups, such as minorities and women, to move beyond a certain level in the organizational hierarchy is referred to as the

A) Black box.
B) Glass ceiling.
C) Job barrier.
D) Job ceiling.
E) Invisible barrier.

Question 59

Black, Asian, and Hispanic workers hold more than one of every four jobs in the United States. Asian and Hispanic workforces are growing the fastest in the United States, followed by the African American workforce.

Question 60

Submission to or rejection of sexual conduct that is used as a basis for employment decisions is referred to as

A) Inappropriate engagement.
B) Performance reciprocity.
C) Quid pro quo harassment.
D) Illegal contact.
E) Hostile environment.

Question 61

When unwelcome sexual conduct has the purpose or effect of unreasonably interfering with job performance or creating an intimidating or offensive working environment, it is known as

A) Quid pro quo harassment.
B) Job evaluation.
C) Performance reciprocity.
D) Hostile environment.
E) Glass ceiling.

Question 62

Work team diversity promotes creativity and innovation because people with different backgrounds

A) Value creativity and innovation.
B) Require creative efforts to bring out their productivity.
C) Hold different perspectives on issues.
D) Are more homogeneous.
E) Increase the likelihood of groupthink.

Question 63

________ represent 10 percent of the working-age population but have significantly higher levels of unemployment than the general population, despite new assistive technologies.

A) People with disabilities
B) Veterans
C) Nonreligious individuals
D) Gays and lesbians
E) Divorced people

Question 64

Special effort to recruit and hire qualified members of groups that have been discriminated against in the past is called

A) Recrimination.
B) Proactive recruitment.
C) Affirmative action.
D) Diversity.
E) Positive-effect recruitment.

Question 65

According to the Americans with Disabilities Act, a disability is defined as

A) A physical impairment that precludes someone from working.
B) A disabling condition that results in a lower life expectancy.
C) A physical or mental impairment that substantially limits a major life activity.
D) Any loss of limb or of one of the major senses of hearing, sight, touch, taste, smell.
E) Contraction of a disease that is contagious or epidemic.

Question 66

________ is a challenge of a diversified workforce.

A) Lowered organizational flexibility
B) Decreased ability to respond to consumer preferences
C) Increased communication difficulty
D) Enhanced cohesiveness
E) A higher incidence of emotional outbursts

Question 67

Beth has hired a new young employee of Iranian descent. She assigned Bahman to the accounting department because it needs to improve efficiency, and Beth assumed that the new employee could provide the needed energy. Unfortunately, the workers seem to resent Bahman's presence and have excluded him from the work group. Bahman's work is more difficult since he is not given the inside information needed to do it expediently. Which challenge of a diversified workforce is occurring in this scenario?

A) Gender issues.
B) Language barrier.
C) Lower cohesiveness.
D) Communication overload.
E) All of these.

Question 68

Which of the following is one of the top five approaches for more fully utilizing older employees?

A) Benefit packages targeted to older employees.
B) Part-time work arrangements.
C) Skill training for older employees.
D) Educating managers in ways to utilize older workers.
E) All of these are in the top five approaches.
According to Table 11.6, the top five approaches to more fully utilize older employees are benefit packages targeted toward older employees, part-time work arrangements with continuation of benefits, educating managers about ways to utilize older employees, increased availability of part-time work for older employees (regardless of benefits), and skill training for older employees.

Question 69

Allowing older employees to work fewer hours per week as a strategy to attract and retain these experienced people is known as

A) Work release.
B) Partial retirement.
C) Phased retirement.
D) Employment reduction.
E) Engagement reduction.

Question 70

A physical or mental impairment that substantially limits one or more major life activities is referred to as a

A) Physical defect.
B) Personality disorder.
C) Corporeal impairment.
D) Disability.
E) Physical deficiency.

Question 71

Which of the following is a challenge faced by organizations when managing a diverse workforce?

A) Lower cohesiveness.
B) Communication problems.
C) Mistrust and tension.
D) Stereotyping.
E) All of these are challenges faced by organizations when managing a diverse workforce.

Question 72

At one time in Portland, Oregon, about one-fifth of the city's population consisted of various ethnic minorities, but only 12 percent of new construction employees were minorities. The city government responded, increasing minority group members' participation in public contracts with what type of program?

A) Affirmative action.
B) Diversity.
C) Positive-effect recruitment.
D) Realignment.
E) Proactive recruitment.

Question 73

According to the text, which of the following companies is among the top 10 for recruitment and retention of diverse employees?

A) Exxon Mobile.
B) Ernst & Young.
C) Pfizer.
D) Citigroup.
E) Google.
According to Diversity Inc, Ernst & Young is one of the top 10 companies for recruitment and retention of diverse employees.

Question 74

Which of the following is a way in which an organization may attain competitive advantage through diversity?

A) Promoting better perspective on a differentiated market.
B) Helping attract and retain motivated employees.
C) Increasing ability to leverage creativity and innovation.
D) Enhancing organizational flexibility.
E) All of these.

Question 75

When individuals' interests, values, and cultures act as filters to distort, block, or select what they see and interpret, they may _________ their "different" colleagues.

A) differentiate
B) stereotype
C) harass
D) accommodate
E) typecast

Question 76

Examples of attempts made by employers to retain older workers include

A) An emphasis on physical effort.
B) Phased retirement programs.
C) Enhanced severance packages.
D) Limiting the availability of paid sabbaticals.
E) Providing health insurance coverage for dependents.

Question 77

The most common negative effect of diversity, contributing to inaccuracy and inefficiency, is

A) Lower cohesiveness.
B) Communication problems.
C) Tension.
D) Stereotyping.
E) Mistrust.

Question 78

Less restrictive policies and procedures and fewer standardized operating methods are approaches to

A) Organizational flexibility.
B) Limits of control.
C) Span of control.
D) Organization hierarchy.
E) Creativity.

Question 79

Which of the following is considered a disability under ADA?

A) Chicken pox.
B) Sunburn.
C) Alcoholism.
D) Sinus infection.
E) Influenza.

Question 80

Which of the following is a strength of communication between diverse parties?

A) Understanding.
B) Accuracy.
C) Efficiency.
D) Different points of view.
E) Speed.