Managing Diversity - Workplace Chapter 1

Participation rates

the ratio of persons age 16 and over who are working or looking for work divided by the population of persons age 16 and over.

Employment discrimination

the valuation in the labor market of personal characteristics of applicants and workers that are unrelated to productivity.

Labor market discrimination

the valuation in the labor market of personal characteristics of applicants and workers that are unrelated to productivity.

Treatment discrimination

when people are employed but are treated differently once employed, receiving fewer job-related rewards, resources, or opportunities than they should receive based on job-related criteria.

Labor force

all persons age 16 and over working or looking for work.

Discouraged workers

people not currently looking for work because they believe there are no jobs available for them, for various reasons, including discrimination.

Diversity

real or perceived differences among people in race, ethnicity, sex, age, weight and appearance, social class, and other identity-based attributes that affect their interactions and relationships.

Among the costs associated with doing a poor job of integrating workers from various backgrounds is A. All the selections are correct. B. lost productivity while positions are unfilled. C. recruiting costs. D. exit interviews.

A. All the selections are correct.

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

True

As of the year 2000, women and minorities made up 85% of the workforce.

False

Ethinicity

refers to a shared national origin or a shared cultural heritage.

Which of the following statements accurately describes research on the performance of diverse groups compared with homogeneous groups? A. Initially, the homogeneous groups outperformed the diverse groups, but by the end of the semester, the diverse groups outperformed the homogeneous groups. B. Over time, the diverse groups performed worse because they were less tolerant of each others' differences and felt comfortable expressing this discomfort. C. None of the selections are correct. D. Initially, the diverse groups performed better because they were more tolerant of each others' differences.

A. Initially, the homogeneous groups outperformed the diverse groups, but by the end of the semester, the diverse groups outperformed the homogeneous groups.

Which of the following is not true of group membership categories? A. White men have no reason to be concerned about diversity issues. B. Multiple group memberships make diversity important to everyone. C.Some categories are immutable, but some may change over one's lifetime. D. Because White men are more likely to occupy leadership positions than others, they are more likely to have the power to implement organizational level changes.

A. White men have no reason to be concerned about diversity issues.

In terms of attracting and retaining employees from various backgrounds, A. 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. B. organizations that discriminate may have higher compensation costs because of drawing from a larger pool of 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 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.

A. 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.

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

B. being able to take the perspective of others.

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

B. racial diversity was associated with increased sales revenue and more customers

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

C. The current workforce is more diverse than it was in the past, but Whites remain the largest numerical group.

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

D. Cost, resource acquisition, marketing, creativity, problem solving, and system flexibility.

Which of the following is true about demographic changes around the world? A. None of the selections are correct. 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. In some European countries and Japan the workforce is shrinking.

D. In some European countries and Japan the workforce is shrinking.

According to the text, which of the following statements is true of the demographic makeup of the workforce? A. Whites are about 50% of the workforce. B. The representation of Hispanics in the workforce is declining. C. Blacks are about 25% of the workforce. D. Whites are about 75% of the workforce. E. Whites are about 90% of the workforce.

D. Whites are about 75% of the workforce.

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

D. a shared national origin or cultural heritage among people.

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, 65% of the workforce would be women and minorities. B.by the year 2000, White men would be a very small minority of the workforce. C.by the year 2000, 85% of the workforce would be women and minorities. D.by the year 2000, 85% of the net new entrants to the workforce would be women and minorities. E.None of the above.

D.by the year 2000, 85% of the net new entrants to the workforce would be women and minorities.

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. education levels have a limited effect on people's employment and income levels. C. comparisons may be made between racial and ethnic groups and between men and women to determine the education to income relationship for each group. D. some differences in employment levels between groups are not completely explained by differences in education levels. E. A, B, and C above.

E. A, B, and C above.

Which of the following is accurate of the stereotype of Asian Americans as being the "model minority"? A. Some Asian entrepreneurs are self-employed because of a lack of opportunities in formal organizations B. Asians are sometimes perceived as the "model minority" while at the same time they experience the glass ceiling and other forms of discrimination. C.Some jobs held by Asians contradict the stereotype of Asians as successful and high earners. D. A and C only above. E. A, B, and C above.

E. A, B, and C above.

Which of the following are some of the potential negative outcomes that may be consequences of increased diversity? A. Dysfunctional communication processes. B. Lowered attachment, commitment, and satisfaction. C. Harassment. D. Perceptions that non-traditional workers are unqualified. E.All of the above.

E.All of the above.

Diversity is beneficial only to women and minorities.

False

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

False

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

False

Women are earning more than men because they are earning more college degrees than men.

False

Despite the amount of media attention focusing on lawsuits and damage settlements, an organization's likelihood of being sued is relatively small.

True

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

True

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

True

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

True

access discrimination

When people are denied employment opportunities, or "access" to jobs, based on their race, sex, age, or other factors not related to productivity.

Consumer Racial Profiling

differential treatment of consumers in the marketplace based on race/ethnicity that constitutes denial of or degradation in the products and/or services that are offered to the consumer.

Diversity climate

individual-, intergroup-, and organizational-level factors that comprise the atmosphere for different groups and of support for or resistance to diversity in an organization.

Productivity characteristics

such things as performance, education, skills, and tenure that are generally construed as legitimate reasons for differentiation among employees.

Identity groups

the collectivities people use to categorize themselves and others.

Inclusion

the degree to which the different voices of a diverse workforce are respected and heard.

Underemployment

workers employed at less than their full employment potential, including those working part-time, temporary, or intermittent jobs but desiring regular, full -time work; those working for lower wages that their skills would imply or in positions requiring considerably lower skills than they possess; and those involuntarily working outside their field.