Marketing Chapters: 1-3,7,9-10,13

According to Cox and Blake, valuing diversity can benefit organizations in which of the following areas? A. Cost, resource acquisition, marketing, creativity, problem solving, and system flexibility. B. Cost, financial remuneration, accounting, creativity, problem configuration, and system flexibility. C. Organizational commitment, marketing, accounting, creativity, problem configuration, and financial stability. D. Organizational commitment, advertising, creativity, problem configuration, and financial stability.

A

According to the text, in recent years in the U.S., A. 21% of discrimination charges filed with the EEOC were resolved in the charging party's favor. B. a large proportion of the claims filed with the EEOC result in the EEOC filing a lawsuit on behalf of an aggrieved employee. C. very few EEOC charges were closed for administrative reasons. D. media attention to discrimination charges has been decreasing.

A

Bona Fide Occupational Qualifications (BFOQs) A. is a term that refers to certain situations in which an employer may legally require that employees be of a certain sex, religion, or age. B. include such things as customers' preference for employees of a certain race. C. allow for women to be excluded from firefighters' positions. D. allow for men to be excluded from day care workers' positions.

A

Compliance with laws A. is one of many methods and means to pursue diversity. B. is less important than whether discrimination is intentional or unintentional. C. can be troublesome, expensive, and costly, especially for medium-sized companies compared with other companies. D. will be more complex when the age discrimination in employment act changes to protect workers aged 35 and older.

A

Education levels, employment levels, and income levels provide information on the status of different groups because A. education levels affect whether and where people are employed, their income levels, and their opportunities for and actual advancement. B. Differences in employment levels between groups are completely explained by differences in education levels. C. comparisons cannot be made between racial and ethnic groups and between men and women to determine the education to income relationship for each group. D. status is a mental concept not based on reality.

A

If women are underutilized in an organization, A. he organization should implement plans to correct the underutilization. B. the organization should implement hiring quotas for women until the underutilization no longer exists. C. training or differential recruitment methods might be implemented to correct the underutilization. D. it is likely their own fault thus no action is required on the part of the organization.

A

In-group favoritism A. can result in the similarity effect in organizations. B. is of little consequence in today's carefully monitored organizations. C. reduces one's self-esteem. D. is necessarily negative, even when not coupled with power.

A

Individual benefits of working and learning in diverse environments (that have impacted positively on group dynamics) that have been documented by researchers include A. being able to take the perspective of others. B. higher grades for students. C. seeing diversity as being divisive, but beneficial nonetheless. D. greater attachment to members of one's own groups.

A

Strategies to reduce propensities to engage in in-group, out-group categorizations include A. helping group members work to achieve common goals. B. increasing competition among group members. C. encouraging group members to view themselves as two separate groups. D. encouraging group members to continue automatic stereotyping.

A

The Lilly Ledbetter Fair Pay Act A. restores the pre-Ledbetter position that with every paycheck that is discriminatory, a new clock starts. B. was enacted in 1964 right after the Equal Pay Act of 1963. C. requires a claim must be filed within 60 days of a discriminatory pay decision. D. requires a claim must be filed within 90 days of a discriminatory pay decision.

A

Which of the following best describes "structured interviews"? A. A series of job-related questions with pre-determined answers OR without specific answers that are consistently applied across all interviews for a particular job. B. A series of job-related questions with pre-determined answers that are targeted toward specific interviews for a particular job. C. A series of job-related questions without specific answers that are targeted toward specific interviews for a particular job.

A

Which of the following is true about demographic changes around the world? A. n some European countries and Japan the workforce is shrinking. B. Developing countries are providing few workers for other countries. C. More younger workers are being added to the U.S. workforce than in the past. D. All of the above.

A

Which of the following is true of sexual harassment? A. Sexual harassment results in physical and psychological damage for those who are harassed. B. When an investigation provides evidence of harassment, the harasser should be immediately terminated. C. About 30% of charges are filed by men. D. Quid pro quo harassment includes such things as jokes, comments, or sexually explicit posters.

A

Disparate treatment A. occurs when an apparently neutral policy, such as height and weight requirements, has the effect of discrimination against certain groups. B. occurs when an employee or applicant is treated differently because of his or her race, sex, age, or other protected category. C. is easy for applicants or employees to recognize and prove. D. is more likely to occur in those organizations that do the most to avoid it. ​

B

Social identity is A. the manner in which organizations can identify members of particular social groups. B. the part of a person's self-concept that derives from membership in a particular social group and the value and emotional significance attached to that group membership. C. decreasingly important in today's diverse society. D. dissimilar from the text's conceptualization of group awareness.

B

Terry, who is Jordan's supervisor, continually asks Jordan for a date. When Jordan continually refuses, Terry begins scheduling Jordan to work every weekend, when previously weekends were rotated through the employees. This is an example of A. discriminatory scheduling behavior. B. quid pro quo harassment and retaliation. C. hostile environment harassment. D. Terry's legal right to schedule at will. E. hostile work harassment.

B

The fundamental attribution error A. advantages non-dominant group members while disadvantaging dominant group members. B. is the tendency to underestimate the influence of external factors and overestimate the influence of internal factors when evaluating behaviors of others. C. is the tendency to underestimate the influence of internal factors and overestimate the influence of external factors when evaluating behaviors of oneself. D. only happens when dominant group members evaluate the behavior of out-group members.

B

The term "ethnicity" refers to A. differences between Hispanics and Asians. B. a shared national origin or cultural heritage among people. C. biological differences identifiable by scientists. D. race

B

What demographic and employment changes have happened now that the year 2000 has passed and the year 2020 is approaching? A. Manufacturing jobs are increasing. B. The current workforce is more diverse than it was in the past, but Whites remain the largest numerical group. C. Increasing globalization has little effect on interactions, because many employees communicate solely by e-mail and phone, rather than face to face. D. In the U.S. and Canada, workforce growth is increasing.

B

Which of the following is not true of workers under 40 years of age A. They are not protected by the Age Discrimination in Employment Act. B. They are unlikely to experience age-related discrimination and harassment. C. Younger workers are protected in some countries other than the U.S. D. Younger workers are protected in some cities and states in the U.S.

B

Which of the following is true of the media and diversity issues? A. Blacks and Hispanics commit a greater proportion of drug-related crimes but are less likely to be shown on television being arrested for such crimes. B. Most crime is intra-racial, but news reports are more likely to portray Black on White crime. C. Use of divisive or misleading terminology by the media aids in the acceptance of diversity. D. Reformation within the media has resulted in the elimination of anything that might be a barrier to diversity.

B

According to the text, characteristics of minority or non-dominant groups often include A. identifiability, differential income, discrimination, and group awareness. B. identifiability, visibility, discrimination, and group dynamics. C. identifiability, differential power, discrimination, and group awareness. D. visibility, differential income, discrimination, group awareness

C

According to the text, which of the following statements is true of the demographic makeup of the workforce? A. Blacks are now half of the workforce. B. Whites are about half of the workforce. C. Whites are a majority of the workforce. ​D. Hispanics are almost half of the workforce.

C

Aversive racism A. s one of the traditional forms of racism. B. consists of overt and open racist behavior. C. may be more difficult to identify and change than traditional racism. D. occurs when those who say they hold egalitarian values possess positive feelings about racial issues and minority group members.

C

Disparate impact A. is always illegal. B. when proven, results in employers having to pay punitive damages. C. occurs when an apparently neutral policy, such as height and weight requirements, has the effect of discrimination against certain groups. D. occurs when there is intentional discrimination, for example if an employer refuses to hire men as childcare workers.

C

Equal Pay Act of 1963 A. has been somewhat successful in reducing wage disparities between whites and minorities. B. is an amendment to Title VII of the Civil Rights Act. C. has been limited by sex segregation and exceptions due to merit and seniority. D. has reduced the wage gap to about 10 cents to the dollar.

C

In the U.S., national origin discrimination A. is not prohibited by Title VII. B. does not include such things as "English-only" policies since this is an English speaking country. C. has been on the increase recently. D. still exists but is very rare.

C

In their 1987 research on the changes that would occur in the nature of work and in the demographic background of workers in the 21st century, Johnston and Packer stated that A. by the year 2000, 85% of the workforce would be women and minorities. B. by the year 2000, 65% of the workforce would be women and minorities. C. by the year 2000, 85% of the net new entrants to the workforce would be women and minorities. D. by the year 2000, White men would be a very small minority of the workforce.

C

People with different religious backgrounds are protected against employment-related discrimination. Which of the following is not true about these protections? A. They include flexible scheduling to accommodate employees' religious beliefs. B. These protections are part of Title VII. C. They can include making job reassignments to accommodate religious beliefs, but lateral job transfers are not included. D. They require employers to provide reasonable accommodations for employees' sincerely held religious beliefs.

C

Perceptions about affirmative action A. correctly note that those hired under affirmative action programs are unqualified. B. should be framed by the media and politicians but they fail to do so.. C. often are very different from the actual requirements of affirmative action. D. have no impact.

C

Prescriptive stereotyping refers to A. statements such as women are caring and it is appropriate that they become nurses. B. statements such as women are nurturing and it is appropriate that they become elementary school teachers. C. perceptions about how people should behave based on their group memberships. D. ideas about how people do or will behave, based on their group memberships.

C

Research on the "Value in Diversity" perspective found that A. diversity had a slightly negative impact on organizational functioning. B. there was little support for the "Value in Diversity" hypothesis. C. racial diversity was associated with increased sales revenue and more customers. D. gender diversity was associated with greater relative profits, while racial diversity was not associated with greater relative profits.

C

Sexual harassment of employees by customers A. has a minimal effect on employees. B. is not covered by sexual harassment laws. C. leads to lower productivity, stress, and turnover. D. is considered an occupational hazard that is not under the control of the employer.

C

Which of the following are not among the potential negative outcomes that may be consequences of increased diversity? A. Dysfunctional communication processes. B. Harassment. C. Perceptions that traditional workers are unqualified. D. Lowered attachment, commitment, and satisfaction.

C

Which of the following is accurate of the stereotype of Asian Americans as being the "model minority"? A. Jobs held by Asians support the stereotype of Asians as successful and high earners. B. Asians are sometimes perceived as the "model minority" because they have broken through the glass ceiling and other forms of discrimination. C. Some Asian entrepreneurs are self-employed because of a lack of opportunities in formal organizations. D. Asians are very individualistic and cannot be stereotyped no matter how hard one might try.

C

Which of the following is not included in Title VII of the Civil Rights Act of 1964 prohibitions against discrimination? A. Race. B. Sex. C. Age. D. Religion.

C

Which of the following statements accurately describes research on the performance of diverse groups compared with homogeneous groups? A. Initially, the diverse groups failed to performed better because they were too tolerant of each others' differences. B. Over time, the diverse groups performed worse because they were less tolerant of each others' differences and felt comfortable expressing this discomfort. C. Initially, the homogeneous groups outperformed the diverse groups, but by the end of the semester, the diverse groups outperformed the homogeneous groups. D. There was no difference in the performance of diverse and homogeneous groups either initially or overtime. ​

C

Doing a better job of integrating workers from various backgrounds often results in A. worse exit interviews. B. lost productivity while positions are unfilled. C. higher recruiting costs. D. Greater organizational competitiveness. ​

D

In terms of attracting and retaining employees from various backgrounds, A. organizations that discriminate may have higher compensation costs because of drawing from a larger pool of workers. B. if an organization develops a reputation for valuing only a subset of workers, those preferred workers will tell their friends who are similar, thus increasing the overall numbers of potential applicants and workers. C. recruitment advertisements featuring heterogeneous workers have no effect on minorities' desire to work for organizations. D. if an organization develops a reputation for valuing all types of workers, this will increase the organization's ability to compete in tight labor markets.

D

In the research on the effects of diversity on judges and on judicial decisions, researchers found that A. about 60% of all federal and state judges are White. B. White and minority judges make very similar rulings. male judges were more likely than female judges to rule for the party C. bringing the complaint in sex discrimination cases. D. White judges were more likely than Black judges to make judgments in favor of the employer in racial harassment cases.

D

John believes that women are incompetent at work and makes statements to this effect, but also makes statements that indicate women must be protected. He is exhibiting A. neosexism B. hostile sexism C. benevolent sexism D. ambivalent sexism

D

Regarding discrimination and/or prejudice: A. Discrimination is differential treatment but does not limit the economic opportunities of members of particular groups. B. Prejudice is described as rationally based, negative attitudes about certain groups and their members. C. Given power to act on prejudice, discrimination is actually less likely to occur. D. Discrimination serves to limit the social and political opportunities of members of particular groups.

D

Sexual harassment A. is often a result of normal professional behaviors between men and women at work. B. must occur between a manager or supervisor and a subordinate to be considered illegal. C. should be disciplined with severity, regardless of the nature of the harassment. D. may include lewd jokes, sexually explicit posters, or sexual comments at work. ​

D

Stereotypes A. can only be "negative". B. prevent individuals from being fired. C. are not part of the categorization process that help individuals order their environment. D. are overgeneralizations of characteristics to large human groups.

D

The Americans with Disabilities Act Amendments Act of 2008 A. emphasizes that the definition of a disability should be construed narrowly. B. states that an impairment that is episodic and in remission is not a disability. C. focuses on the definition of a more limited number of disabilities. D. makes it easier for those seeking protection to establish having a disability.

D

The Family and Medical Leave Act A. allows covered employees to take up to 6 months of unpaid leave in certain circumstances. B. allows covered employees to take unpaid leave to care for domestic partners. C. allows covered employees to take unpaid leave to care for an ailing grandparent. D. has been criticized for multiple reasons.

D

Which of the following is not true of age and diversity at work? A. Older workers are more likely to occupy high-status organizational positions than younger workers. B. At times younger workers are preferred over older workers. C. At times younger workers are viewed as irresponsible and not dependable. D. Older workers are clearly the dominant group in all contexts.

D

Which of the following is true of age discrimination in employment? A. The Age Discrimination in Employment Act (ADEA) is defined as prohibiting employment-related discrimination against persons who are 50 and older. B. Age discrimination is of less importance now than in the past due to the millions of aging baby boomers in the United States. C. Retaliation against those who file claims of discrimination is not illegal. D. Acting on stereotypes about someone's ability based on his or her age is prohibited under the ADEA.

D

Which of the following is true of group membership categories? A. White men have reason to be concerned about diversity issues. B. Because White men are now less likely to occupy leadership positions than others, they are more likely to seek the power to implement organizational level changes. C. Multiple group memberships make diversity less important to everyone. D. Some categories are immutable, but some may change over one's lifetime.

D

About 50% of sexual harassment charges filed with the EEOC are resolved in the charging party's favor. T/F

F

Affirmative action programs are only for minorities. T/F

F

Affirmative action programs require employers to have hiring quotas if women and minorities are under-utilized. T/F

F

As a result of efforts to avoid discrimination against minorities, the unemployment rate for Whites is about three times the rate for African Americans. T/F

F

As of the most recent year studied, women and minorities made up 85% of the workforce. T/F

F

Because they are often so unrealistic, media portrayals do not contribute to stereotyping. T/F

F

Benevolent sexism is positive and not detrimental to women. T/F

F

Charges of discrimination have declined in recent years in most categories. T/F

F

Diversity is beneficial only to women and minorities. ​T/F

F

Efforts to change attitudes of those who are prejudiced but think they are unbiased are the same as efforts to change attitudes of those who acknowledge and express overt prejudice. T/F

F

Employment discrimination occurs when personal characteristics of applicants and workers that are related to productivity are valued in the labor market. True or False?

F

Hostile sexism pertains exclusively to women who are hostile toward men based on negative stereotypes.​ T/F

F

Most accommodations for workers with disabilities, cost between $500 and $1000 each. T/F

F

Nancy Crowe found that female judges are no more likely than male judges to rule for the plaintiffs​ in sex discrimination cases. T/F

F

Neosexism occurs when people's reported egalitarian values are in agreement with their negative attitudes toward women. T/F

F

Non-marital partners parenting their partners' children are not currently covered under the FMLA. T/F

F

One aspect of gender role socialization is that the process socializes people to consider jobs outside of the traditional jobs for men and for women. T/F

F

Practice in negating stereotypes tends to backfire resulting in increased activation of stereotypes. T/F

F

The Pregnancy Discrimination Act requires employers to provide maternity leave and benefits for pregnant women. T/F

F

The number of discrimination charges filed with the EEOC averages nearly 500,000 per year. T/F

F

When out-group members are successful, their success is attributed to personal attributes of the out-group members. T/F

F

Women are earning more than men because they are earning more college degrees than men. T/F

F

​Egalitarians strongly oppose such concepts as human equality and support social, political, and economic privilege. T/F

F

Being supportive of diversity can sometimes result in organizations facing boycotts and negative publicity from those resistant to diversity. True or False?

T

Blacks have higher average education levels than Latinos, yet Blacks have higher average unemployment rates than Latinos. ​T/F

T

Consumer racial profiling involves differential treatment of consumers in the marketplace based on race/ethnicity that constitutes denial of a degradation in the products and/or services that are offered to the consumer. T/F

T

Costs of doing a poor job in integrating workers from different backgrounds can be quite high. T/F ​

T

Demonstration of overt, intentional discrimination is considerably less likely now than it has been in the past. T/F

T

Despite the amount of media attention focusing on lawsuits and damage settlements, an organization's likelihood of being sued is relatively small. T/F

T

Developing nations are increasingly being seen as sources of new workers for many countries, many of which had historically resisted immigration. True or False?

T

Discrimination against younger workers is not generally illegal. T/F

T

Diversity without a supportive climate can result in negative consequences in an organization. T/F

T

Federal legislation prohibits employment discrimination on the basis of sexual orientation. T/F

T

For subordinating systems to work, distinguishing physical or cultural traits between minority and majority group members must exist. T/F

T

Hostile sexism is an antipathy toward women based on negative stereotypes. T/F

T

In some cases, The Older Workers Benefit Protection Act allows employers to reduce benefits based on age. T/F

T

In the majority of U.S. states, employment discrimination against those who are fat, gay, or lesbian is not illegal. T/F

T

Minority groups are not necessarily fewer in number than majority groups. T/F

T

Multiple group memberships make relationships between in-groups and out-groups complex. T/F

T

Of all the sexual harassment claims filed with the EEOC, 83% are filed by women. T/F

T

People who are not personally affected by discrimination may still find overt discrimination offensive and choose to spend their dollars in organizations that do not discriminate. ​T/F

T

Research indicates that effective management of diversity is associated with stock prices. T/F

T

Researchers have found that groups composed of diverse members produced higher quality ideas than groups composed of homogenous members. T/F

T

Stereotyping is often an unconscious process. T/F

T

Title VII of the Civil Rights Act covers labor organizations and employment agencies. T/F

T

To be covered by the Americans with Disabilities Act, a person must be qualified to perform the essential job functions, with or without reasonable accommodation. T/F

T

Up to 75% of working women have experienced or will experience sexual harassment at some point during their working lives. T/F

T

When dealing with discrimination cases in organizations, the EEOC often targets multiple acts of discrimination. T/F

T

When no Federal acts prohibit discrimination, state, local, and city ordinances may do so. T/F

T

When we first come into contact with others, we categorize them as belonging to an in-group or an out-group. T/F

T

​One reason given for many complaints to the EEOC not resulting in settlements or judgments for the plaintiffs is a lack of diversity in the judiciary. T/F

T