Exam 1

Helen uses a wheelchair to get around. Her company, Cue Furniture, makes sure her desk is wheelchair-accessible. The ________ requires the company to do provide this.

Americans with Disabilities Act

________ is the remedy for ill-conceived goals.

Brainstorming unintended consequences

Mario is setting up an after-school program for inner-city youth. The population is a mix of white, African American and Latino, with Latinos comprising the majority of participants. Which of the following would help the group overcome stereotypes?

Create project opportunities using a mix of populations with equal status.

________ highlight the fact that choosing among available options is not always a choice between right and wrong.

Ethical dilemmas

Which of the following statements about emotions is false?

Felt emotions are always displayed

Building stereotypes involves inferencing. Which of the following is not an inference?

Gen Xers were born between 1965 and 1996.

Recent survey evidence from CareerBuilder indicates that the top four skills sought by employers for the top 10 jobs in 2013 were all soft and portable skills. However, in today's competitive job market, it is imperative for job seekers to develop both hard skills and soft skills in order to remain competitive in their field. In fact, one comment from the CareerBuilder study states that hard skills are the means to rising through the organization, but a lack of soft skills will spell a career's demise. Some skills are job specific, such as knowing how to operate a specific proprietary computer system or some type of specialized machine. While other skills are portable, meaning that they can be utilized in a variety of jobs, situations, or careers.

Hard, Portable: Mechanically inclined 1 Hard, Job Specific: Computer skills 1, Mechanically inclined 2 Soft, Portable: Effective communication, Personal attributes, Teamwork, Social media Soft, Job Specific: Interpersonal skills

Oliver, who has an internal locus of control, overslept on the morning of his final exam. Which of the following is he likely to say?

I should have had an extra alarm set as a backup.

________ are goals and incentives set to promote a desired behavior, but instead encourage a negative one.

Ill-conceived goals

________ is(are) when we hold others less accountable for unethical behavior that is carried out through third parties.

Indirect blindness

Attribution theories are based on the premise that people attempt to infer causes for observed behavior. Rightly or wrongly, we constantly formulate cause-and-effect explanations for our own and others' behavior. Even though our causal attributions tend to be self-serving and are often invalid, it is important to understand how people formulate attributions because they profoundly affect organizational behavior. This activity requires you to identify various aspects of attributions and some common attributional tendencies.

Internal factors - Dawn External factors - Troy Consensus - Lance Distinctiveness - Roland Consistency - Alyia Fundamental attribution bias - Anke Self-serving bias - Damien

Which of the following is not one of the recommendations to managers about reducing stereotypes?

Managers should actively ignore stereotypes.

Which of the following statements is true?

Motivated blindness occurs when we overlook the unethical behavior of another because it's in our interest to remain ignorant.

Nora wants to be a buyer for Marstons Stores. She knows that they are looking for outgoing, social people. She purposely tries to present herself as an extrovert on the personality test that she takes even though she is shy and retiring. What is the likely result of this?

Nora might get the job, but find she is unhappy in the role.

________ is when we give a pass to unethical behavior if the outcome is good.

Overvaluing outcomes

The discipline of Organizational Behavior seeks to identify, understand, predict, and manage the behavior of people in the workplace. Decades of research studies have taught us that behavior is based on our perception of reality, rather than on reality itself. In the workplace, our perceptions influence a wide array of behaviors, interactions, and processes. This activity is important because it helps you to better understand the components and characteristics that affect how you perceive others. The goal of this exercise is to demonstrate your understanding of the characteristics that influence your person perceptions.

Perceiver: Goals & Needs, Emotions, stereotypes, distraction Target: Clothing, Height, Slouching, facial attractiveness Situational: Context Perceiver and Target: Cultural similarity, Previous interactions between perceiver and target

We often think of IQ when we think of intelligence. Intelligence, according to most experts, is our capacity to think constructively, to reason, and to solve problems. However, there is more to our intelligence than just our IQ. In fact, some research indicates we have multiple intelligences. In this activity you will be asked to identify the various intelligences according to Gardner.

Potential to learn and use spoken and written languages: Linguistic intelligence Potential for deductive reasoning, problem analysis, and mathematical calculation: Logical-mathematical intelligence Potential to appreciate, compose, and perform music: Musical intelligence Potential to use mind and body to coordinate physical movement: Bodily-kinesthetic intelligence Potential to recognize and use patterns: Spatial intelligence Potential to understand, connect with, and effectively work with others: Interpersonal intelligence Potential to understand and regulate oneself: Intrapersonal intelligence Potential to live in harmony with one's environment: Naturalist intelligence

Self-efficacy beliefs influence key work outcomes such as job performance and job satisfaction. Unfortunately, you likely have experienced, at one time or another, the feeling that you were doomed to fail at something (i.e., low self-efficacy). This activity is important because as an individual and as a manager or future manager, it is vital that you are able to (1) recognize the factors that impact your and/or your employees' self-efficacy beliefs, and (2) understand various actions you can take to improve self-efficacy beliefs in yourself and others. The goal of this exercise is to demonstrate your understanding of the different sources of self-efficacy beliefs and your ability to apply managerial tools to improve low self-efficacy beliefs.

Prior Experiences: I've never been successful at this type of job in the past Behavioral Models: I have a coworker who is currently falling miserably at this type of job Persuasion from Others: My coworkers told me I won't be able to do this job Assessment of Physical / Emotional State: I don't have the mental stamina to do this type of job and I feel overwhelmed Coaching: Provide the employee with frequent suggestions, advice, and praise as they tackle the job Training & Development: Model successful behavior on the job for the employee Self Management: Teach the employee about self-motivation techniques Goal Setting & Quality Improvement: Start by setting small targets and slowly raise your expectations as the employee's self efficacy increases

Managers want employees who take initiative and are adaptable. In fact, the hypercompetitive and fast-changing nature of today's workplace seem to require such characteristics. It is therefore no surprise that proactive personality has received increasing attention from researchers and managers. This activity is important because proactive personality is associated with a whole host of work outcomes that are of interest to managers and organizations. The goal of this exercise is for you to demonstrate your knowledge of proactive personality by completing various statements about it.

Proactive people identify opportunities and act on them. Proactive people show initiative, take action, and persevere until meaningful change occurs. Proactivity is related to increased performance, satisfaction, affective organizational commitment, and social networking. People with proactive personalities tend to increase the supportiveness of their supervisors. The ideal manager/subordinate scenario is one where both have high proactivity. The worst scenario is one where both manager/subordinate have low proactivity. People with proactive personalities are more likely to be engaged and creative at work. Proactive personality is linked to intentions to be entrepreneurial.

You and Alonzo are loan assistants at a local bank and you both report directly to Christine, the bank's loan manager. You are a new employee, having only worked at the bank for a few months. Earlier today you witnessed a conversation between Christine and Alonzo that made you uncomfortable. In this conversation, Christine informed Alonzo that she would be out of the office all afternoon and that a loan form requiring her immediate signature would be arriving while she was out. She asked Alonzo to sign her name to this form and assured him that it was "no big deal" to bend the bank's policy that loan assistants are not allowed to sign for their loan managers, because she as the supervisor was giving him permission to ignore the policy.

Recognize that it's business that treat it that way: You research similar incidents and then present data to Christine to help her to see how this action could potentially have financial and legal impacts on Christine, her subordinates, and the bank. Consider and explain long-term consequences: You talk with Alonzo about the company's policy and remind him that although you understand the immediate pressure he feels to comply with Christine's requests, you think he should also consider the long-term ramifications such as the loss of his job or the bank's reputation. Challenge the rationale: You ask Alonzo to consider whether he would still be comfortable breaking company policy by signing Christine's name if he knew that his actions were going to be publicized on the local news. Suggest solutions - not just complaints: You recommend to Christine that, instead of asking subordinates to sign her name in her absence, she might consider asking the bank owners to consider a formal policy exception that legally allows loan assistants to sign for loan managers in select circumstances if proper procedures are followed. Accept that confronting ethical concerts is part of your job: You remind yourself that, although you were not the one asked to provide the signature, it is still your responsibility to take action against potentially unethical behaviors in your workplace. Use your lack of seniority or status as an asset: You casually mention to Christine that you overheard her conversation with Alonzo and that, because you are a fairly new employee, you are confused about the bank's policy that prohibits loan assistants from signing for their loan managers and are concerned that her request could cause problems for all of you.

Individual differences, or "IDs," is a way to describe the differences among individuals that make them unique persons. Some of the categories of differences are relatively stable, while others may be a bit more flexible. In this activity, you are asked to categorize several types of differences as being either relatively fixed or relatively flexible and to identify individual-level work outcomes associated with them.

Relatively fixed individual differences: Personality, Intelligence Relatively flexible individual differences: Attitudes, emotions Individual-level work outcomes: Organizational citizenship behaviors, Job performance, job satisfaction

People deal with their emotions in many different ways-some effectively and constructively, others ineffectively and destructively. This activity is important because in learning to assess and develop your emotional intelligence, you learn to manage your and others' emotions in ways that will help to advance your career and personal interactions. The goal of this exercise is for you to understand the four components of emotional intelligence and some of the capabilities associated with these components, as well as to recognize examples of emotional intelligence in action.

Self-Awareness: Accurate self-assessment; Aliyah Self-Management: Adaptability; Rashad Social Awareness: Empathy; Marian Relationship Management: Conflict management; Brandon

Broad personality concepts provide a holistic insight into employee behaviors—insight that managers can use to better manage their employees. Core self-evaluation (CSE) is a broad personality concept composed of four narrow components. Researchers in organizational behavior have identified CSE as having significant relationships with a variety of important work outcomes. This activity is important because it will help you to understand the differences between the four components that make up the CSE concept as well as the various ways each of these components may manifest in your employees. The goal of this exercise is to demonstrate your understanding of the CSE concept, including its individual components and their impacts on employees.

Self-Efficacy: A person's belief about his/her chances of accomplishing a specific task. Low: Aki High: Keri Self-Esteem: A person's general belief about their own self-worth. Low: Samir High: Marietta Locus of Control: Amount of personal responsibility a person takes for their behavior and its consequences. Low: Geraldo High: Xiang Emotional Stability: The degree to which a person is relaxed, secure, and unworried. Low: Dorothea High: Bill

Which of the following statements about self-efficacy is true?

Self-efficacy can be developed.

Which of the following statements is false?

The contingency approach is just common sense.

Terrance applies for a job at Jos Smith & Co. He prepares for the interview and expects some form of personality testing. Instead, after the interview, he is given a computer game to play. What does this represent?

The game will assess Terrence's cognitive abilities and thought processes.

Recent research completed by Harvard researcher Max Bazerman and University of Notre Dame researcher Ann Tenbrunsel resulted in findings that indicate that although there are "criminally minded" people in organizations, most people are good people who behave unethically due to cognitive biases and organizational practices. One outcome of this research is a list of causes of unethical behavior in the organization along with suggested ways for managers to deal with these behaviors.

The slippery slope: Auditors may be more likely to accept a client firm's questionable financial statements if infractions have accrued over time. Overvaluing outcomes: A researcher whose fraudulent clinical trial saves lives is considered more ethical than one whose fraudulent trial leads to deaths. Ill-conceived goals: The pressure to maximize billable hours in accounting, consulting, and law firms leads to unconscious padding. Indirect blindness: A drug company deflects attention from a price increase by selling rights to another company, which imposes the increases. Motivated blindness: Baseball officials failed to notice they'd created conditions that encouraged steroid use.

The nature of diversity often makes it an uncomfortable, sensitive, and potentially volatile topic to discuss among friends, let alone address—especially in the workplace. Organizations face a myriad of barriers and obstacles to effectively managing their diverse workforce and the issues that are related to that diversity. This exercise will expose you to a number of these potential barriers and obstacles.

This barrier manifests itself in the belief that differences are viewed as weaknesses. In turn, this promotes the view that diversity hiring will mean sacrificing competence and quality. - Inaccurate stereotypes and prejudices This barrier represents the feeling that one's cultural rules and norms are superior or more appropriate than the rules and norms of another culture. - Ethnocentrism This barrier is associated with a lack of opportunity for diverse employees to get the type of work assignments that qualify them for senior management positions. - Poor career planning When the organization's diversity-related formal structure characteristics and informal values are viewed by employees as not fair to all employees. - Negative diversity climate This barrier is associated with sexual, racial, and age harassment. - Unsupportive and hostile working environment for diverse employees This barrier is associated with diverse employees not being promoted because they do not know how to "play the game" of getting along and getting ahead in an organization. - Lake of political savvy on the part of diverse employees An example of this barrier is that women still assume the majority of the responsibilities associated with raising children. - Difficulty balancing work and family issues This barrier is associated with very strong resistance because people feel that one person's gain is another's loss. - Fears of reverse discrimination This barrier is associated with subtle resistance that shows up in the form of complaints and negative attitudes. - Diversity not being seen as an organizational priority This barrier is associated with reinforcing effective diversity management, meaning that success will be based on a new set of criteria. - Need for revamped performance appraisal and reward systems

Personality testing is a commonly used tool in organizations, particularly when making hiring, training, and promotion decisions. When used appropriately, personality tests can save an organization time and money, reduce interview biases and complement information from interviews and resumes, and increase an organization's pool of job candidates. This activity is important because despite its popularity and advantages, you need to understand that personality testing can have shortcomings. Managers need sufficient knowledge about how to choose and administer personality tests and how to analyze and interpret the test results. The goal of this exercise is for you to recognize the outcomes associated with heeding different pieces of advice about personality testing.

Understanding of which aspects of the position are most critical for applicant-position fit: Figure out what you hope to accomplish Knowledge of existing personality tests available through professional organizations or industrial-organizational psychologists: Acquire outside help Confidence that tests recommended by consultants or vendors are backed by independent and reputable research supporting tests' correlation with job performance: Require scientific validation Assurance that the test does not violate any laws or adversely affect protected classes: Document the legal basis for the assessment Proper test administration and confidentiality training for every employee who will administer tests or analyze results: Educate test administrators

Nancy is at a staff meeting. Her manager asks if anyone has an idea for how to pull more customers into the restaurant at lunch time. Nancy starts to make a suggestion and her manager cuts her off mid-sentence, saying: "Oh Nancy, no ... anyone else?" Nancy is feeling angry because her manager was disrespectful and didn't allow her to explain the idea. What should Nancy do to deal with these negative emotions?

Wait until after the meeting and point out how important respect is between coworkers.

Giovanni is expressing ________ when he says, "I can run a mile in under five minutes."

a high self-efficacy

Chris has studied for his mathematics test and his English test. He expects to do moderately well in both subjects. He gets an "A" in English, but fails mathematics. While Chris feels that the grade he got for English was well-deserved, he blames his failure in mathematics on the fact that his teacher, Mr. Wallace, does not like him. In this situation, Chris is exhibiting

a self-serving bias

In order to improve intelligence through brain training, experts recommend the training to have these three characteristics:

adaptive, variety, and generalizability

Narcissists are characterized by having a combination of all of the following traits except the following

agreeableness

Jennifer wins an art contest. She attributes the outcome to luck. Jennifer is likely to have

an external locus of control

Petra made a large mistake on a report she submitted to her boss, and it ended up costing the company a significant amount of money. When asked why this had occurred, she blamed one of her coworkers for giving her erroneous information for the report. Petra is expressing

an external locus of control

People with ________ see themselves as masters of their own fate.

an internal locus of control

Kerry has shown up late for her job twice this week. She expects her manager to be ________ but instead the manager directs the issue at the organization's new scheduling software that hasn't been sending out updates promptly.

angry

Francis interviews two candidates for an administrative assistant position that will require a fair amount of project management. The first candidate is enthusiastic and states that she can "do anything she sets her mind to." She shows up for the interview without a résumé because she know she will be selected for the position. The second candidate is more reserved, but offers Francis his résumé and a portfolio. He explains that in his last position he managed several projects and kept them on track. Which of the following would be the main reason for Francis to hire the second applicant?

applicant's cognitive abilities

We build stereotypes through a four-step process. Which of the following is not part of the process?

appraisal

ABC Airlines hires flight attendants from diverse backgrounds and puts them through an extensive training and orientation program before they are approved to fly. In addition to learning about responding to medical issues and FAA guidelines, they also must learn the company's many rules and processes as contained in an extensive procedures and policies manual. ABC Airlines is adopting a(n) ________ option for managing diversity.

assimilate

The steps in the process of stereotype formation and maintenance in order are

categorization, inferences, expectations, maintenance.

Nathan is dependable, responsible, and achievement-oriented, while Martin is relaxed and unworried. Nathan is likely to score high on

conscientiousness

________ is the personality trait with the strongest positive relationship with job performance.

conscientiousness

Luis's Ice Cream Store sales were down 15 percent this summer. The owner, Luis, says that in his experience rainy summers mean lower ice cream sales. Johanna, his assistant, notices the staff at Luis's appear uninterested and slow to serve customers. He would like to replace at least one of them with a younger college student for the rest of the summer. Johanna is using a(n) ________ perspective.

contingency

Managers should attempt to raise subordinates' self-efficacy by all of the following except

creating routine jobs that are boring but easy to perform.

Owen leads a team tasked with developing a client tracking system. He is nervous and worried, afraid that if this assignment doesn't go well, he won't be promoted. Jack, a team member, is relaxed, unworried, and secure in the feeling that they have all the necessary resources and talents to make this work. Jack is likely to score high on

emotional stability

Which of the following is the least fixed of a person's individual differences?

emotions

Besides leading to increases in job performance, job satisfaction, and affective commitment, proactive personality is also linked to intentions to be a(an)

entrepreneur

Background checks are a requirement for all employees working with children under the age of 18. Reece was aware of this policy but told Shane that it was okay to skip the check this month because it wasn't in the budget. This procedural error could lead to hiring an employee with a criminal record. Shane is experiencing what type of unethical behavior?

exhibiting motivated blindness

Karen, the team captain of her high school soccer team, is very sociable and assertive. She never is at a loss for words and feels comfortable interacting will all teammates and coaches. Karen is likely to score high on

extroversion

Carol works as a dishwasher at a restaurant. She comes across as a fun-loving, party-going person. One day her dog falls sick and Carol has to take him to the vet. She calls her boss and tells him that she won't be coming in to work. Her boss thinks that Carol is missing work intentionally, so that she can go out and party. Which of the following best describes the boss's perception of the situation?

fundamental attribution bias

Characterized as an assessment of how confident you are in your own abilities, which CSE trait can be improved via job design, self-management, and creativity?

generalized self-efficacy

In 2017, women represented 30 percent of college presidents. This is up from 23 percent the year prior. This is an example of the ________ being lowered.

glass ceiling

People with an internal locus of control

have stronger expectations that effort leads to performance.

Marisa is the office manager in a small company. Her employees find that they can often come late to work and leave early, and Marisa will cover their work for them. Marisa is likely to score

high on agreeableness

________ is reflected in this statement: "I feel I am a person of worth, as good as other people."

high self-esteem

Tony has a high CSE. He is not likely to experience

higher levels of stress.

Barbara wants to become a partner in her Atlanta law firm. She knows that if she bills the most revenue, it will help her get her partnership. This ________ can lead to unethical behavior.

ill-conceived goal

Calvin is a customer-service representative who handles phone inquiries. He has a goal of handling 12 calls per hour. When he gets a customer with a complex situation, he tends to become short with that person to keep the call short. This is an example of

ill-conceived goals.

Big 5 Corporation, a sporting goods retailer, was fined $165,000 to settle a racial discrimination and retaliation lawsuit filed by the EEOC. They claim an African American management trainee was subjected to ongoing racial harassment and death threats. The trainee was forced to go on several leaves due to stress. Ultimately, Big 5 terminated the trainee. This represents the ________ option that organization can use to address diversity issues.

include/exclude

Because LGBTQ employees often experience a lack of ________, their engagement, performance, and retention can be affected.

inclusion

In ________, the relationship between self-esteem and life satisfaction is significantly stronger.

individualistic rather than collectivist cultures

Proactivity has been shown to be related to all of the following except

intelligence

Francois endures constant criticism at his job because of where he is from. His ability to endure the criticism is due to ________ intelligence.

intrapersonal

Keyshawn is a player on a professional football team. Because of this, his plays every week are scrutinized by fans and media, as well as his own coaches. Sometimes, their comments are very negative and even personal. Keyshawn will handle this better if he has a high level of ________ intelligence.

intrapersonal

The distinction between flexible and fixed individual differences

is that managers have little or no impact on fixed differences.

OB is important in all facets of school and work because

it helps us to understand and manage people.

Individual-level work outcomes include all except

job attitude

The use of implicit cognitions

leads people to make biased decisions

Jonathan speaks four languages fluently. He is likely to have a high level of ________ intelligence.

linguistic

Katherine does especially well in her language courses, but struggles in chemistry. She has ________ intelligence.

linguistic

________ intelligence will be most closely related to a performance on tests like the Scholastic Aptitude Test and the Graduate Management Admissions Test.

logical-mathematical

Samantha, a member of a team you are assigned to for a management class, has often been late getting her work to the team, and when it arrives it is often of poor quality. Samantha is likely to rank ________ dimension.

low on the conscientiousness

Halfway through the semester, Samuel quit doing assignments for and going to his advanced accounting class. He attributes this to his poor performance on the first two tests, as well as his lack of talent for accounting; he feels he will do much better as a management major. Samuel is likely to be experiencing

low self-efficacy for accounting.

Emily is part of a team working on a project. Veronica's role on the team is to update and present status reports to management. Emily knows that Veronica's reports do not show the delays that have occurred, but she doesn't say anything because she does not want upper management more involved. Which of the following is Emily exhibiting?

motivated blindness

Cheryl saw Maria cheating on a test in their OB class. However, she did not report this because Maria is on her team in the class and she feared that Maria might be kicked out of the class and that this would hurt her team's chances of doing well on their project. Cheryl is experiencing

motivated blindness.

Of the following options, which is the best action to address any type of diversity issue?

mutual adaptation

Which of the following is not one of the key perceiver characteristics that affect our perceptions of others?

nonverbal cues

Halim, one of your employees, always seems to be "taking it easy," often ignores problems that arise, and rarely takes action on his own. It is likely that Halim is

not a proactive personality.

Regarding the relative importance of personal and technical skills,

personal skills become more important as job level increases.

Martha worked for a marketing company with a casual atmosphere and informal culture. The company declared bankruptcy. Martha can't wait to find a similar position. In the past, she worked for companies with a more traditional and formal structure. She now has a new job in a bank. Martha dresses differently, puts in longer hours, and studies at home to better understand the bank's services. She is exhibiting ________ intelligence.

practical

Core self-evaluations represent a broad personality trait comprised of all of the following except

proactivity

Which of the following is not a technique by which managers can reduce the effect of implicit cognition in hiring?

reply on stereotypes

Bill receives a compliment on a recent campaign; he attributes the success to his creativity. Mark's campaign didn't do well; he blames his team for not pulling together. These are examples of

self serving bias

"When you know yourself, you are comfortable with your strengths and not crippled by your shortcomings ..." This is

self-awareness

Sophia is on a four-person project team in her management class. The team produces four reports during the term, and each person leads one of these projects. The project Sophia leads earned an A, while the team receives Cs on the other three reports. Sophia believes that her project was successful because of her leadership abilities, while the other projects were not as good because of the inadequate skills of the other team members. She demonstrates ________ in her beliefs.

self-serving bias

Janell is having an argument with her father. He believes that focusing on her computer knowledge (hard skills) is the most important of Janell's college experience. Janell disagrees, arguing that ________ is/are the more critical and will help her in the hiring process.

soft skills

Problem solving and critical thinking are ________ because they use logic and reasoning to develop and evaluate options.

soft skills

Vance and Donal were hired by the same network support firm. One year later, Donal receives a promotion to team leader. Vance believes he has stronger technical skills and asks his supervisor why he did not get the promotion. The supervisor says that Donal has better people skills. Having ________ can enable a person's promotion.

soft skills

Sharon observes her older co-worker, Robert, being rude to a new trainee. She has seen this behavior in Robert whenever the company brings in new trainees. Sharon believes that Robert resents the younger management trainees, who he refers to as "know-it-alls." She talks to him about ________ to help him understand.

stereotyping

Saying, "You've got to pay your dues" is another way to promote the status quo. This is an example of the ________ option that organizations can use to address any type of diversity issue.

suppress

The self-serving bias states that we tend to

take more responsibility for success than failure.

People with moderate emotional stability ________ than people with low emotional stability.

tend to perform more OCBs

Frances is the office manager at a service station. Two applicants, Axel and Don, arrive to interview for the open mechanic's position. Axel's clothes are dirty, his hair is unwashed, and he doesn't make eye contact when he gives Frances his name. Don dresses in clean jeans and a nice shirt, is shaved, and shakes Frances's hand when he introduces himself. After the interview, Kevin the head mechanic, asks Frances what she thought. Both men have the skill set needed for the position. Frances recommends Don. She is responding to her perception of

the target

In an ethical dilemma,

there are two choices, neither of which resolves the situation in an ethically acceptable manner.

What form of diversity management is an organization adopting when it acknowledges differences but does not value nor accept them?

toleration

Zoe is a bank manager charged with determining which employees are downsized. Her only guidelines are to keep those employees who contribute the most to the overall organization. When the list of employees downsized is presented, none of her personal friends are on it. This might be viewed as ________ behavior.

unethical

James believes the best thing he can do is hire based on

using CSE as one broad personality characteristic.

Which of the following is not a behavior that research found in the employees' categorical knowledge of good leaders?

using an autocratic approach