MNGT 301 Chpt. 13

In the United States today, _____ percent of Fortune 500 companies have a woman CEO. a. 4.4 b. 7.2 c. 10.5 d. 12.0 e. 15.4

4.4

Which of the following is not a dividend of workplace diversity? a. Reduced costs associated with high turnover, absenteeism, and lawsuits b. Increased understanding of the marketplace c. Better use of employee talent d. A narrow breadth of understanding in leadership positions e. Increased quality of team problem solving

A narrow breadth of understanding in leadership positions

________ is a rigid, exaggerated, irrational belief associated with a particular group of people. a. A label b. Prejudice c. A typecast d. Discrimination e. A stereotype

A stereotype

Lucinda wanted to set up her team so that it would be highly creative and innovative. Which of the following teams is most likely to produce creative and innovative ideas? a. A team with large amounts of experience b. A team with extensive training in how to handle the problem area c. A team that is highly cohesive d. A team with different backgrounds and skill sets e. A team that has similarity of perspective

A team with different backgrounds and skill sets

Which of the following is a category of sexual harassment? a. Inappropriate/offensive b. Coercion with threat of punishment c. Solicitation with promise of reward d. Generalized e. All of these

All of these

Which of the following is a dimension of the inclusive model of diversity? a. Income b. Nationality c. Pay level d. Work style e. All of these

All of these

Women are more likely to be __________ than men. a. more relationship-oriented b. more collaborative c. less hierarchical d. all of these e. none of these

All of these

Pattie's Pancakes recently added a senior manager to help them create a working environment that will help all of their different employees work together effectively. This manager's title is most likely to be: a. Chief Operating Officer. b. Chief Diversity Officer. c. Chief Culture Officer. d. Chief Executive Officer. e. Chief of Information and Cooperation.

Chief Diversity Officer.

__________ is defined as all the ways in which people differ. a. Multiplicity b. Diversity c. Seniority d. Culture e. Variation

Diversity

__________ is achieved when a manager creates a heterogeneous team made up of individuals with diverse backgrounds and skill sets. a. A monoculture b. Ethnocentrism c. Diversity of thought d. Organizational unity e. A myopic perspective

Diversity of thought

Which of the following is the most common diversity initiative, according to Fortune 1000 respondents? a. Community outreach b. Mentor relationships c. Accommodating special needs d. Training and education e. Diversity-focused recruiting

Diversity-focused recruiting

__________ reflects the belief that one's own group and culture are inherently superior to other groups and cultures. a. Ethnorelativism b. Ethnocentrism c. Pluralism d. Geocentricism e. Regiocentrism

Ethnocentrism

_________ is the belief that groups and subcultures are inherently equal. a. Ethnorelativism b. Ethnocentrism c. Pluralism d. Geocentricism e. Monoculturalism

Ethnorelativism

Which of the following countries has passed a law requiring some companies to give 30 percent of supervisory board seats to women beginning in 2016? a. Japan b. United States c. China d. Germany e. Iceland

Germany

In terms of race and ethnic origin, the biggest projected change in the U.S. labor force from 2012 to 2022 will be in the number of __________ employees. a. White b. Black c. Asian d. Hispanic e. Native American

Hispanic

__________ means creating a climate in which the potential advantages of diversity for organizational or group performance are maximized while the potential disadvantages are minimized. a. Managing diversity b. Inclusion c. Managing differentiation d. Stereotyping e. Mentoring

Managing diversity

Which of the following refers to a higher-ranking organizational member who is committed to providing upward mobility and support to a protégé's professional career? a. Sponsor b. Mentor c. Expatriate d. Delegate e. Advisor

Mentor

Which of the following statements regarding diversity in the workplace is true? a. Nearly 73 percent of Fortune 500 companies now have at least one female executive officer. b. Due to the focus on diversity in many organizations, the number of discrimination complaints with the Equal Employment Opportunity Commission has decreased. c. Men outnumber women in the workplace, and the numbers are projected to grow slightly faster. d. In 2015, a greater percentage of working-age women were employed in the United States than in Japan and Europe. e. Foreign-born workers make up almost 50 percent of the U.S. workforce.

Nearly 73 percent of Fortune 500 companies now have at least one female executive officer.

TickTock Clock Corporation is attempting to develop a truly diverse workplace. As a first step, they have decided to expand their recruiting efforts. Which of the following is not an appropriate way to do this? a. Host speaking and networking events b. Offer internship programs for racial and ethnic minorities c. Create informal mentoring programs d. Offer scholarships for the children of current employees e. All of these are appropriate ways to expand recruiting efforts.

Offer scholarships for the children of current employees

Which of the following means that an organization accommodates several subcultures? a. Monoculturalism b. Pluralism c. Ethnorelativism d. Geocentricism e. Ethnocentrism

Pluralism

Which of the following is one of the top ten companies for African Americans according to a 2015 ranking by Fortune magazine? a. Camden Property Trust b. The Cheesecake Factory c. Intuit d. Salesforce e. Quicken Loans

Quicken Loans

Which of the following is a dimension of the traditional model of diversity? a. Income b. Race c. Parental status d. Education e. Religious beliefs

Race

Smileline Inc. has an onsite day-care facility and provides employees fulltime day care at a very low cost. The company implemented this years ago when managers realized that child-care responsibilities were contributing to high turnover and absenteeism. This example highlights which dividend of workplace diversity? a. Better use of employee talent b. Increased understanding of the marketplace c. Increased quality of team problem solving d. Enhanced breadth of understanding in leadership positions e. Reduced costs associated with high turnover, absenteeism, and lawsuits

Reduced costs associated with high turnover, absenteeism, and lawsuits

Which of the following is the highest level of sexual harassment? a. Generalized b. Inappropriate/offensive c. Sexual crimes and misdemeanors d. Solicitation with promise of reward e. Coercion with threat of punishment

Sexual crimes and misdemeanors

Josephine would like to become part of an elite manager network at her company so she can get access to general and line-management experience to help her succeed within the company. However, she learns that the manager network is made up exclusively of men. This demonstrates which factor affecting women's careers? a. The female advantage b. The opt-out trend c. The glass ceiling d. The glass wall e. Ethnorelativism

The glass ceiling

​​__________ is an invisible barrier that exists for women and minorities that limits their upward mobility in organizations. a. A diversity initiative b. Affirmative action c. Equal opportunity d. The glass wall e. The glass ceiling

The glass ceiling

Riya was a highly successful manager at Optics International. After 12 years with the company, she decided to leave and become a full-time mother and caregiver to her ailing father. This example demonstrates which factor affecting women's careers? a. The female advantage b. The opt-out trend c. The glass ceiling d. The glass wall e. Ethnorelativism

The opt-out trend

What do organizations such as Proctor & Gamble, Ernst & Young, and Allstate Insurance have in common? a. They tie managers' bonuses and promotions to how well they diversify the workplace. b. Employees from these companies have filed high-profile sexual harassment lawsuits against top management. c. They have a female CEO. d. They were ranked by Fortune magazine as the top three companies for African Americans in 2015. e. They are strong proponents of the traditional model of diversity.

They tie managers' bonuses and promotions to how well they diversify the workplace.

As a form of sexual discrimination, sexual harassment in the workplace is a violation of: a. the Age Discrimination in Employment Act. b. Title VII of the Civil Rights Act of 1964. c. the Equal Pay Act of 1963. d. the Americans with Disabilities Act. e. Title VIII of the Civil Rights Act Amendment of 1972.

Title VII of the Civil Rights Act of 1964.

Hopetech Industries has a corporate diversity plan that limits diversity to areas that do not change throughout a person's lifetime, such as race, gender, age, and physical ability. Hopetech's diversity plan follows which model of corporate diversity? a. Inclusive b. Exclusive c. Traditional d. Learning e. Static

Traditional

__________ occurs when a person is not aware of the bias in his or her favorable and unfavorable assessments, actions, and decisions toward members of specific groups. a. Active discrimination b. Prejudice c. Stereotyping d. Unconscious bias e. Ethnorelativism

Unconscious bias

A culture that accepts only one way of doing things and one set of values and beliefs is referred to as: a. a primary culture. b. a preferred culture. c. a dominating culture. d. a monoculture. e. pluralism.

a monoculture.

Ethnocentric viewpoints and a standard set of cultural practices produce: a. a monoculture. b. diversity in the workplace. c. pluralism. d. ethnorelativism. e. a global perspective.

a monoculture.

Phlex Plastic has a very strong set of corporate values. In fact, Phlex has been known to discourage the emergence of alternative values. Phlex is most likely: a. a diverse organization. b. an organization that encourages pluralism. c. a monoculture. d. geocentric. e. a minority-owned organization.

a monoculture.

Shortly after she landed a corporate-level job at InfoBasis, Tonya Kennel formed a leadership group to help women meet, interact with, and develop social and professional ties throughout the organization. Tonya's group can best be described as a(n): a. focus group. b. affinity group. c. self-help group. d. diversity team. e. multicultural team.

affinity group.

A combination of cultural and organizational barriers that impede Asians' career progress is known as the: a. opt-out trend. b. stained-glass window. c. oriental effect. d. bamboo ceiling. e. glass wall.

bamboo ceiling.

To break through the glass ceiling into senior management roles, top executives suggest female managers should: a. work at as many jobs as they can early in their careers to gain as much experience as possible. b. display nonverbal messages such as tilting the head when listening and smiling excessively when communicating. c. be assertive and ask for what they want. d. downplay their accomplishments and insights. e. all of these.

be assertive and ask for what they want.

Inclusive dimensions of diversity: a. have a greater impact than those included only in the traditional model. b. are inborn differences that are immediately observable. c. can change throughout one's lifetime. d. do not affect a person's self-definition.

can change throughout one's lifetime.

Matthew is Mandy's supervisor. He promises to fire her if she does not engage in sexual activity with him. This type of sexual harassment would be categorized as: a. coercion with threat of punishment. b. solicitation with promise of reward. c. appropriate. d. generalized. e. positional authority.

coercion with threat of punishment.

Which of the following statements about stereotypes is not true? a. Stereotypes are a barrier to diversity. b. Stereotypes assume that all members of a group have the same characteristics. c. Stereotypes contain negative connotations. d. Stereotypes view cultural differences as positive or neutral. e. Stereotypes are often based on folklore, media portrayals, and other unreliable sources of information.

ereotypes view cultural differences as positive or neutral.

Most large organizations have structured grievance procedures and complaint review processes that are designed to: a. increase ethnocentrism. b. restrict diversity. c. facilitate and support diversity. d. suppress pluralism. e. increase the number of affinity groups.

facilitate and support diversity.

Paying a woman less than a man for the same work is an example of: a. gender discrimination. b. ethnic discrimination. c. stereotyping. d. sexual harassment. e. prejudice.

gender discrimination.

Research confirms that affinity groups: a. create divisions in the workplace. b. increase social isolation for women and minorities. c. help organizations retain managerial-level minority employees. d. reduce creativity by being homogeneous. e. are largely ineffective for helping members achieve greater career advancement.

help organizations retain managerial-level minority employees.

Birmingham Boardwalk, Inc. uses a(n) __________ program to provide minorities and women with direct training and inside information on the norms and expectations of the organization. a. sponsoring b. mentoring c. expatriate d. delegate e. advisory

mentoring

By tapping into the strengths of diversity, teams are more likely to experience all of the following except: a. increased innovation. b. better quality. c. higher efficiency. d. increased creativity. e. more duplication of effort among team members.

more duplication of effort among team members.

Compared to men with children, women with children are: a. perceived as more stable. b. more likely to be to be perceived as competent at work. c. perceived as less committed to their work. d. held to lower performance standards. e. likely to be paid more for a job with the same qualifications.

perceived as less committed to their work.

The goal for organizations seeking diversity is __________ and __________. a. pluralism; ethnocentrism b. a monoculture; ethnorelativism c. pluralism; ethnorelativism d. a monoculture; ethnocentrism e. a monoculture; pluralism

pluralism; ethnorelativism

All of the following are dimensions of the traditional model of diversity except: a. age. b. race. c. religious beliefs. d. physical ability. e. gender.

religious beliefs.

Hain's Department Stores Inc. has a program in which younger managers and employees help older workers navigate the challenges they face with new technology. This is known as: a. reverse mentoring. b. coaching. c. cross-mentoring. d. classical mentoring. e. skill upgrading.

reverse mentoring.

All of the following are dimensions of the inclusive model of diversity except: a. personality. b. lifestyle. c. income. d. military experience. e. sexual orientation.

sexual orientation.

Overall, women's participation in the labor force has __________ since the mid-1950s, while men's participation has __________. a. steadily decreased; steadily increased b. rapidly increased; rapidly declined c. steadily increased; slowly declined d. steadily increased; rapidly declined e. been stagnant; slowly increased

steadily increased; slowly declined

Stephanie is nervous about giving a presentation at the marketing firm where she works. One of her male coworkers told her, "Don't be such a girl, attack that presentation!" Now Stephanie is so concerned about appearing tough that she can barely concentrate on the content of the presentation. Stephanie's anxiety stems from: a. stereotyping. b. ethnocentrism. c. pluralism. d. the glass ceiling threat. e. the female advantage.

stereotyping

Abdar is a successful, modern, U.S. manager. He is most likely to believe that: a. discrimination is the biggest diversity problem for his organization. b. affirmative action is the biggest diversity problem for his organization. c. the differences diverse people bring to his organization are valuable. d. all employees in his organization should have similar values. e. tokenism is a diversity issue that must be overcome immediately.

the differences diverse people bring to his organization are valuable.

Trouser Inc.'s top management is exclusively made up of older White males. Trouser promotes from within and top management is most comfortable with individuals who are similar to them. Women and minorities at this company who wish to be promoted are likely to experience: a. pluralism. b. the glass ceiling effect. c. rapid promotion and advancement. d. ethnorelativism. e. all of these.

the glass ceiling effect

Only 4.4 percent of Fortune 500 companies had a woman CEO in early 2016. This could be due to: a. barriers to entry. b. affirmative action. c. equal opportunity. d. the glass wall. e. the glass ceiling.

the glass ceiling.

Organizations must find ways to eliminate the glass ceiling. One effective way to do this has been: a. through targeted recruitment. b. through affirmative action. c. to develop mentoring relationships. d. top management speeches. e. to hire only white males.

to develop mentoring relationships.

Research indicates that __________ are much less likely than __________ to develop mentoring relationships a. women; minorities b. minorities; women c. men; women d. women; white men e. white men; minorities

women; white men