CH 11

38. (p. 401) Just _____ women are CEO's of Fortune 500 companies. A. 12 B. 19 C. 27 D. 39 E. 72

A. 12

81. (p. 416) Organizations that are considered "pluralistic" would be characterized by all of the following EXCEPT: A. Almost no conflict B. The use of affirmative action strategies to attract minorities C. Active efforts at hiring and training of minorities D. Structural efforts to ensure against discrimination E. Actions that attempt to involve minority members

A. Almost no conflict

120. (p. 406) If Rachel is otherwise qualified, the company can hire her and use ___________ to _____________ her impairment. A. Assistive technology, accommodate B. Special help, reduce C. Assistive technology, eliminate D. Special help, eliminate E. A live assistant, help with

A. Assistive technology, accommodate

33. (p. 398, Figure 1.1) 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. Employment C. Selection D. Recruiting E. Managerial ethics

A. Diversity

75. (p. 415) A monolithic organization is ________ in terms of its employee population. A. Highly homogeneous B. Slightly homogeneous C. Slightly integrated D. Highly integrated E. None of the above

A. Highly homogeneous

49. (p. 403) According to the text, the fastest growing segment(s) of the workforce in the United States is (are): A. Hispanics and Asians B. Asians and African Americans C. African-Americans D. Caucasians E. Norwegians

A. Hispanics and Asians

79. (p. 415, Table 11.7) The assumption that "we are all the same," otherwise known as the melting pot myth, illustrates which diversity assumption? A. Homogeneity B. Similarity C. Parochialism D. Ethnocentrism E. Heterogeneity

A. Homogeneity

44. (p. 402) Which of these occurs when unwelcome sexual conduct has the purpose or effect of unreasonably interfering with job performance or creating an intimidating or offensive working environment? A. Hostile environment B. Competitive C. Quid pro quo D. Gender E. All of the above

A. Hostile environment

76. (p. 415) An organization that has very little cultural integration of diverse workers: A. Is a monolithic organization B. Is a multicultural organization C. Employs women, minorities and other groups that differ from the majority population D. All of the above E. None of the above

A. Is a monolithic organization

103. (p. 422) Higher-level managers who help ensure that high-potential people are introduced to top management and socialized into the norms and values of the organization are called: A. Mentors B. Managerial leaders C. Support groups D. System accommodators E. None of the above

A. Mentors

67. (p. 412) Less restrictive policies and procedures and less standardized operating methods are approaches to: A. Organizational flexibility B. Centralized organizations C. Span of control D. Organization hierarchy E. Creativity

A. Organizational flexibility

62. (p. 409) A study by the Department of Labor's Glass Ceiling Institute showed that the stock performance of firms that were high performers on diversity-related goals were ______ as that of other firms. A. Over twice as high B. Actually lower C. No higher D. Approximately 7 times higher E. Over 20 times higher

A. Over twice as high

52. (p. 406) The largest unemployed minority population in the United States is: A. People with disabilities B. Physically unattractive people C. People 18-25 D. Religious individuals E. Married people

A. People with disabilities

28. (p. 396) Which of the following is NOT a type of diversity discussed in the text? A. Personality B. Age C. Culture D. Gender E. Background

A. Personality

114. (p. 419) The "Stay to Move" program appears to be designed to: A. Retain employees B. Allow employees new opportunities at other company locations C. Minimize employee retention D. Maximize employee mobility E. All of the above

A. Retain employees

73. (p. 414) Omiana was recently passed up for promotion. She was told that management was looking for someone who was more aggressive to fill the position. Omiana's coworkers were surprised because she has a reputation for "getting things done." Omiana later overheard one of the managers saying that he did not believe she was committed to her career since "she, like most women, leave work every day at 5:00 sharp." It might appear that Omiana's employer has made a mistake regarding: A. Stereotyping B. Communication C. Affirmative action D. Cohesiveness E. Motivation

A. Stereotyping

89. (p. 417) Integrating diversity into a corporate mission statement, providing adequate funding toward diversity efforts and establishing corporate positions responsible for the management of diversity are all efforts that demonstrate: A. Top management commitment toward managing diversity B. Gaining consumer preference toward your firm C. Attempt to retain diverse employees D. Positive organizational assessment figures E. None of the above

A. Top management commitment toward managing diversity

47. (p. 403) Minorities and immigrants hold approximately what percent of jobs in the United States? A. 10 percent B. 25 percent C. 40 percent D. 60 percent E. Less than 5 percent

B. 25 percent

65. (p. 411-412) Which of the following is NOT an advantage associated with a diverse workforce? A. A greater knowledge of consumer preferences is gained B. Cohesiveness among employees is improved C. Creativity, innovation and problem solving is enhanced D. The organization becomes more flexible E. Enhances organizational flexibility

B. Cohesiveness among employees is improved

71. (p. 413) The most common negative effect of diversity is: A. Lower cohesiveness B. Communication problems C. Tension D. Stereotyping E. None of the above

B. Communication problems

93. (p. 419) Identifying and reducing hidden biases toward minority groups are the basic goal behind: A. Skills enhancement B. Diversity training C. Skills training D. Mentoring E. Organizational assessment

B. Diversity training

40. (p. 401) 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 theory B. Glass ceiling C. Job enrichment theory D. Job enlargement concept E. Glass floor

B. Glass ceiling

50. (p. 404) By 2020, most of California's entry-level workers will be: A. African American B. Hispanic C. White D. Asian E. None of the above

B. Hispanic

29. (p. 396) Understanding and appreciating employee differences to build a more effective and profitable organization is known as: A. Recruiting B. Managing diversity C. Selection D. Job analysis E. Organizational assessment

B. Managing diversity

77. (p. 415) An organization that has a low degree of cultural integration by employing few women, minorities or any other groups that differ from the majority is a: A. Multicultural organization B. Monolithic organization C. Structured organization D. Plural organization E. None of the above

B. Monolithic organization

82. (p. 416) An organization which values cultural diversity and is willing to utilize and encourage diversity is an organization that would be referred to as: A. Monolithic B. Multicultural C. Minority enhanced D. Multinational E. Maintenanced

B. Multicultural

58. (p. 407) 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. All of the above are geared toward retention of older workers

B. Phased retirement programs

99. (p. 421) Retaining good workers of all ethnicities will become increasingly important as: A. Insurance costs for new employees continue to escalate B. Replacing experienced workers becomes more costly C. The skills-gap lessens D. The work force grows E. Top managers leave to begin entrepreneurial ventures

B. Replacing experienced workers becomes more costly

113. (p. 403) If Tammy and Penny were men, which of the following statements would be true? A. No sexual harassment could have occurred B. Sexual harassment could have occurred because the standard applies to male-on-male harassment C. The company would not be liable for harassment because "boys will be boys." D. There is not enough information to assess this situation E. Any of the above could be true

B. Sexual harassment could have occurred because the standard applies to male-on-male harassment

97. (p. 420) Training designed to allow all employees and managers to develop the skills they need to deal effectively with one another and with customers in a diverse environment is called: A. Awareness building B. Skill building C. Mentoring D. Support groups E. Career development

B. Skill building

98. (p. 420) Beau Shaffer, as part of his recent promotion, attended a seminar that focused on listening skills and how to give and receive feedback effectively. As part of the training, Beau actually practiced these skills with other managers and employees, many with diverse backgrounds. Beau found the seminar to be very helpful at pointing out the different approaches preferred by people from different backgrounds. This type of training is referred to as: A. Skills training B. Skill-building training C. Awareness training D. Awareness-building training E. Developmental training

B. Skill-building training

74. (p. 414) When an individual's interests, values and cultures act as filters and distort, block and select what they see, they are ____________ their "different" colleagues. A. Differentiating B. Stereotyping C. Harassing D. Accommodating E. All of the above

B. Stereotyping

115. (p. 421) Component 1, as described above is an example of: A. Career displacement B. Support groups C. Accountability D. Systems accommodation E. Mentoring

B. Support groups

48. (p. 403, Table 11.3) The basic components of an effective sexual harassment policy include the following EXCEPT: A. To develop an organization wide policy on sexual harassment B. To establish a performance appraisal system C. To establish a formal complaint procedure D. To act immediately when employees complain of sexual harassment E. All of the above

B. To establish a performance appraisal system

90. (p. 418) The human resources director at Custom Eyes, Inc. (CEI) was instructed to provide data on the number of minorities working for CEI, their positions within the company and the date that each was hired. It would appear that CEI is attempting to: A. Gain the support to top management toward diversity B. Supply diversity data to government agencies C. Conduct an organizational assessment D. Develop their minority employees E. Provide awareness training to the human resources department

C. Conduct an organizational assessment

55. (p. 406) According to the U.S. Census Bureau, _______ percent of the U.S. population reports having some degree of disability. A. 7 B. 12 C. 18 D. 27 E. 32

C. 18

35. (p. 400) Women currently make up about _____ percent of the workforce. A. 26 B. 36 C. 46 D. 56 E. 66

C. 46

51. (p. 406) 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 interferes with work life C. A physical or mental impairment that substantially limits a major life activity D. Any loss of the major senses: hearing, sight, touch, taste, smell E. Contraction of a disease that is contagious or epidemic

C. A physical or mental impairment that substantially limits a major life activity

100. (p. 421) When Genevieve Chantal was recently hired at Anderson International, she was encouraged to meet with other minority employees to discuss the challenges and opportunities at Anderson International. Genevieve found the group to be helpful because the other group members were able to communicate to her the norms and culture of the organization. This in turn enabled her to adjust to the organization more quickly and effectively. This program might be considered: A. A system accommodation B. Skill building C. A type of employee support group D. A career development strategy E. Diversity training

C. A type of employee support group

59. (p. 408) Special effort to recruit and hire qualified members of groups that have been discriminated against in the past is called: A. Discrimination B. Sexual harassment C. Affirmative action D. Diversity E. None of the above

C. Affirmative action

118. (p. 406) The manager's first question for you is "What law do I need to look at to make sure I am in compliance on this issue?" The correct answer to that question is: A. There is no law in the United States that covers this issue B. American Civil Liberties Act C. Americans with Disabilities Act D. Pregnancy Discrimination Act E. Sexual harassment policy

C. Americans with Disabilities Act

92. (p. 419) Tanner recently applied for a recruiting position with your firm. Tanner was very impressive: his grades in college were good, he's active in his community and his credentials and references were very favorable. You would hire him in an instant except that during an interview with him, you realized that he is blind. You cannot imagine how a blind person could perform the job! From this information, it appears that you and/or your organization needs: A. Special equipment to accommodate Jason B. Better screening devices C. Awareness training D. More detailed job specifications E. Alternative work arrangements

C. Awareness training

31. (p. 398) As related to managing of human resources, diversity refers to: A. Differences in employee benefit plans (such as pensions, insurance, vacations, memberships, etc.) B. Differences in recruiting methods (such as newspapers, schools, flyers, magazines, agencies, etc.) C. Differences in demographics (such as age, race, gender, disability status, lifestyle, veteran status, educational level, etc.) D. Differences in pay methods (such as hourly, salaried, overtime, hazard-pay, commissioned, etc.) E. None of the above

C. Differences in demographics (such as age, race, gender, disability status, lifestyle, veteran status, educational level, etc.)

46. (p. 403) Worker values are shifting toward all of the following EXCEPT: A. Personal time B. Quality of life C. Financial status D. Self fulfillment E. Family

C. Financial status

57. (p. 407) Future trends in the labor force include a shortage of ___________ and a large supply of _________. A. Female applicants; male applicants B. Entry-level workers; retired persons C. Foreign workers; college-educated applicants D. Reliable employees; unreliable employees E. College-level employees; entry-level employees

C. Foreign workers; college-educated applicants

39. (p. 401) Riya has recently been denied a promotion. This is the third time she has been turned down for promotion 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, Riya took a good hard look at her company. She found that only two minority candidates have been promoted to upper management positions. Riya appears to have: A. A diversity-oriented employer B. A lack of communication skills C. Hit the glass ceiling D. Reached her peak E. To brush up on her skills

C. Hit the glass ceiling

66. (p. 412) 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. Facilitate the presence of group think

C. Hold different perspectives on issues

68. (p. 413) _________ is a challenge of a diversified work force. A. Lowered organizational flexibility B. Decreased ability to respond to consumer preferences C. Increased communication problems D. Enhanced cohesiveness E. A lesser degree of stereotyping

C. Increased communication problems

63. (p. 410-412) All of the following are ways in which an organization may attain competitive advantage through diversity EXCEPT: A. Promotes better perspective on a differentiated market B. Helps attract, retain and motivate employees C. Increases the monetary value of the organization D. Increases ability to leverage creativity and innovation E. Enhances organizational flexibility

C. Increases the monetary value of the organization

70. (p. 413) Christine has recently hired a new employee of Indian descent. Christine assigned her new employee, Sanjay, to the accounting department because the department needs to work more quickly and accurately and Christine assumed that the new employee could provide the needed energy. Unfortunately, the workers seem to resent Sanjay's presence and seem to have excluded him from the work group. This had made Sanjay's work more difficult since he is not really given the "inside" information needed to do his work efficiently. Which of the challenges of a diversified work force appears to be operating in this scenario? A. Gender issues B. Language barrier C. Lower cohesiveness D. Communication overload E. All of the above

C. Lower cohesiveness

95. (p. 419) Awareness building is designed to: A. Make managers aware of the problems involved in employing minorities B. Make managers aware of the skills of their minority employees C. Make managers aware of the importance of valuing diversity D. Point out the deficiencies of individual managers E. None of the above

C. Make managers aware of the importance of valuing diversity

80. (p. 416) In monolithic organizations: A. Minorities are employed in all job levels B. Minority members identify highly with the company C. Minority members must adopt the norms of the majority to survive D. Conflict among groups is high E. Discrimination and prejudice are almost non-existent

C. Minority members must adopt the norms of the majority to survive

86. (p. 416) An organization that values cultural diversity and seeks to utilize and encourage it is a: A. Plural organization B. Mechanistic organization C. Multicultural organization D. Monolithic organization E. Diverse organization

C. Multicultural organization

78. (p. 415, Table 11.7) The assumption that there is "only one way" and that no other way of living should be recognized illustrates which diversity assumption? A. Homogeneity B. Similarity C. Parochialism D. Ethnocentrism E. Heterogeneity

C. Parochialism

85. (p. 416) An organization that has a relatively diverse employee population and makes an effort to involve employees from different gender, racial or cultural backgrounds is a: A. Monolithic organization B. Structured organization C. Pluralistic organization D. Multicultural organization E. Diverse organization

C. Pluralistic organization

43. (p. 402) Which category of harassment occurs when submission to or rejection of sexual conduct is used as a basis for employment decisions? A. Hostile environment B. Competitive C. Quid pro quo D. Gender E. All of the above

C. Quid pro quo

111. (p. 402) Tammy is, more specifically, a victim of: A. Age discrimination B. Pay discrimination C. Quid pro quo harassment D. Hostile environment E. None of the above

C. Quid pro quo harassment

41. (p. 402) Submission to or rejection of sexual conduct that is used as a basis for employment decisions is referred to as: A. Job enlargement B. Performance appraisal C. Quid pro quo harassment D. Job evaluation E. Hostile environment

C. Quid pro quo harassment

110. (p. 402) Both Tammy and Penny are the victims of: A. Workplace cohesion B. Typical "kidding around" that they should not be concerned with C. Sexual harassment D. The glass ceiling E. Workplace division

C. Sexual harassment

91. (p. 418) According to Malcolm Forbes, diversity is: A. A good idea B. The art of working together without a problem C. The art of thinking independently together D. All of the above E. None of the above

C. The art of thinking independently together

30. (p. 396) Managing diversity is: A. Recognizing the characteristics common to specific groups of employees B. Dealing with employees as individuals C. Supporting, nurturing and utilizing employee differences to the organization's advantage D. All of the above E. None of the above

D. All of the above

64. (p. 411) Which of the following illustrates why a diverse work group may provide a marketing advantage? A. Diverse workers understand the preferences of diverse markets B. Diverse workers can facilitate understanding of different cultures, customs and marketplace needs C. Diverse workers may help an organization sell to diverse consumer groups D. All of the above E. None of the above

D. All of the above

94. (p. 419) The two components of diversity training are: A. Skill-building and skill-training B. Skill-training and skills assessment C. Skills assessment and awareness training D. Awareness building and skill-building E. Skill-building training and skills assessment

D. Awareness building and skill-building

87. (p. 416) An organization's plans for becoming multicultural and making the most of its diverse workforce should include the following EXCEPT: A. Assessing the workforce B. Attracting employees C. Developing employees D. Block mobility for employees E. All of the above

D. Block mobility for employees

53. (p. 406) A physical or mental impairment that substantially limits one or more major life activities is referred to as a: A. Physical attribute B. Personality order C. Religious impairment D. Disability E. None of the above

D. Disability

112. (p. 402) Penny is, more specifically, a victim of: A. Age discrimination B. Pay discrimination C. Quid pro quo harassment D. Hostile environment E. None of the above

D. Hostile environment

42. (p. 402) 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. Job analysis D. Hostile environment E. Glass ceiling

D. Hostile environment

88. (p. 417) Which of the following actions might demonstrate top management support and commitment to managing diversity? A. Affirmative action programs to recruit minority members B. Integration of corporate facilities (i.e. disabled access) C. Establishment of support groups D. Link management compensation to diversity efforts E. Adhering to all civil rights legislation

D. Link management compensation to diversity efforts

119. (p. 406) Rachel's hearing impairment qualifies legally because it substantially limits one or more: A. Job qualifications B. Job requirements C. Life experiences D. Major life activities E. All of the above

D. Major life activities

83. (p. 416) An organization that values cultural diversity and seeks to utilize and encourage it is called a(n) ____________. A. Monolithic organization B. Homogeneous organization C. Heterogeneous organization D. Multicultural organization E. Pluralistic organization

D. Multicultural organization

36. (p. 400) Challenges facing women in the workforce include each of the following EXCEPT: A. Balancing family responsibilities with work life B. Encountering the "glass ceiling" C. Disparate wage levels compared to men in similar positions D. Multitasking in organization E. All of the above are challenges facing women

D. Multitasking in organization

37. (p. 400) To attract top talent, some companies are offering all of the following EXCEPT: A. In-home care of elderly family members B. On-site child care C. Flexible work schedules D. Overtime E. All of the above

D. Overtime

54. (p. 406) Which of the following is NOT considered a disability under ADA? A. AIDS B. Cerebral palsy C. Alcoholism D. Sinus infection E. Speech impairments

D. Sinus infection

34. (p. 399) Which of these is true about the near-future growth in population and in the labor force? It is: A. Expanding rapidly B. Expanding moderately C. Holding steady D. Slowing E. Non-existent

D. Slowing

69. (p. 413) Which of the following is NOT an example of the communication problems that may be encountered in a diverse work environment? A. Errors and misunderstandings B. Inaccuracies C. Inefficiencies D. Speed E. All of the above

D. Speed

117. (p. 422) Component 3, as described above is an example of: A. Career displacement B. Support groups C. Accountability D. Systems accommodation E. Mentoring

D. Systems accommodation

72. (p. 413-414) Which of the following is (are) some challenges faced by organizations when managing a diverse workforce? A. Lower cohesiveness B. Communication problems C. Mistrust and tension D. Stereotyping E. All of the above

E. All of the above

84. (p. 416) Which of the following is (are) a guideline(s) for managing diversity as provided in your text? A. Develop all organization members B. Work to retain the diverse employees that you have C. Assess your organization in order to uncover any problems D. Gain top management support E. All of the above ARE guidelines to managing diversity

E. All of the above ARE guidelines to managing diversity

32. (p. 398) The term diversity does NOT refer to: A. Age B. Military experience C. Sexual orientation D. Economic class E. All of the above are

E. All of the above are

60. (p. 408, Table 11.6) Which of the following is NOT 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 the above are in the top five approaches

E. All of the above are in the top five approaches

45. (p. 402) Behaviors in the definition of hostile environment include all of the following EXCEPT: A. Displays of pornography B. Lewd or suggestive remarks C. Demeaning taunts D. Demeaning jokes E. All of the above are included

E. All of the above are included

101. (p. 421-422) Which of the following was NOT listed as a means to retain minority employees? A. Support groups B. Mentoring C. Career development and promotions D. Systems accommodation E. All of the above might help in retaining minority employees

E. All of the above might help in retaining minority employees

116. (p. 421-422) Component 2, as described above is an example of: A. Career displacement B. Support groups C. Accountability D. Systems accommodation E. Mentoring

E. Mentoring

56. (p. 406, Table 11.5) Which of the following companies is NOT among the top 10 companies for recruitment and retention of diverse employees? A. AT&T B. Pepsico C. Coca-Cola D. Bank of America E. Microsoft

E. Microsoft

61. (p. 409) The basic 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. None of the above

E. None of the above

102. (p. 422) Recognizing religious holidays, differing modes of dress, dietary restrictions, as well as allowing flexible scheduling are all examples of employee retention that may appeal to employees of diversity. These types of efforts are referred to as: A. Manager accountability B. Support groups C. Career development D. Employee promotions E. Systems accommodations

E. Systems accommodations

96. (p. 419-420) Which of the following is NOT likely to be part of an awareness training program in the management of diversity? A. Teaching the myths and stereotypes that affect minority employees B. Revealing the organizational barriers that inhibit minorities C. Teaching the unofficial rules D. Developing an understanding of corporate culture E. Teaching active listening, coaching and feedback skills

E. Teaching active listening, coaching and feedback skills