MGMT 3310 CHAPTER 13

Sponsor

A higher-ranking senior member of the organization who is committed to providing upward mobility and support to a proteges professional career.

Sterotype

A rigid, exaggerated, irrational belief associated with a particular group or people.

Glass Ceiling

An invisible barrier that separates women and people from underrepresented groups from senior management positions.

Employee Resource Groups

Based on social identity, such as gender or race, ad are organized to focus on the concerns of employees from that group.

D

Birmingham Boardwalk, Inc., uses a program to provide minorities and women with direct exposure to senior management and inside information on the norms and expectations of the organization. This is an example of which of the following programs? a. Sponsoring b. Delegate c. Advisory d. Mentoring e. Expatriate

DIVERSITY

Defined as all the ways in which employees differ.

Pluralism

Describes an environment in which the organization accommodates several subcultures, including employees who would otherwise feel isolated and ignored.

E

In a family where both parents work, which of the following may be helpful to accommodate the parents' needs? a. Child care b. Flexible work schedule c. Home-based employment d. Maternity or paternity leave e. All of these choices

E

Inclusive dimensions of diversity include a. income. b. nationality. c. pay level. d. work style. e. All of these choices

A

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

Coaching

Management is the process of engaging in regular conversations with an employee that facilitate learning and development by supporting strengths and overcoming weaknesses to improve behavior and performance.

E

Many companies today have grievance procedures and complaint review processes that are designed to a. suppress pluralism. b. restrict diversity. c. increase ethnocentrism. d. increase affinity groups. e. facilitate and support diversity.

MANAGING DIVERSITY AND INCLUSION

Means creating a climate in which the potential advantages of diversity for organizational performance are maximized while the potential disadvantages are minimized; it is a key management skill in today's business environment.

Discrimination

Occurs when people act out their negative attitudes toward people who are the targets of their prejudice.

C

Offering child-care and elder-care benefits is an example of which of the following dividends of workplace diversity? a. Better use of employee talent b. Enhanced breadth of understanding among managers c. Lower costs related to turnover, absenteeism, and lawsuits d. Better team problem solving e. Increased understanding of the marketplace

C

Offering child-care and elder-care benefits is an example of which of the following dividends of workplace diversity? a. Enhanced breadth of understanding among managers b. Better use of employee talent c. Lower costs related to turnover, absenteeism, and lawsuits d. Increased understanding of the marketplace e. Better team problem solving

A

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

D

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

B

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. an organization that encourages pluralism. b. a monoculture. c. a diverse organization. d. geocentric. e. a minority-owned organization.

UNCONSCIOUS BIAS (IMPLICIT BIAS)

Refers to attitudes or stereotypes that affect our understandings and actions without our conscious knowledge.

C

Shortly after she landed a corporate-level job at InfoBasis, Tanya was paired with a senior employee that told her she would be an advocate for Tanya's career advancement. This is an example of a(n) a. support group. b. coaching relationship. c. sponsoring relationship. d. employee resource group. e. training relationship.

E

Shortly after she landed a corporate-level job at InfoBasis, Tanya was paired with a senior employee that told her she would be an advocate for Tanya's career advancement. This is an example of a(n) a. training relationship. b. employee resource group. c. coaching relationship. d. support group. e. sponsoring relationship.

E

The belief that one's own group is superior to other groups is known as a. geocentricism. b. pluralism. c. ethnorelativism. d. regiocentrism. e. ethnocentrism.

B

The belief that one's own group or subculture is inherently superior to other groups or cultures is known as a. pluralism. b. ethnocentrism. c. ethnorelativism. d. diversity. e. a monoculture.

INCLUSION

The degree to which an employee feels like an esteemed member of a group in which his or her uniqueness is highly appreciated.

C

TickTock Clock Corporation is attempting to develop a truly diverse workplace. As a first step, it has decided to expand its recruiting efforts. Which of the following is not an appropriate way to do this? a. Recruit corporatewide and cross-functionally b. Form affiliations with minority organizations c. Offer scholarships for the children of current employees d. Offer internships for racial and ethnic minorities e. Create informal mentoring programs

E

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 choices

B

Which of the following is a rigid, exaggerated, irrational belief associated with a particular group of people? a. Prejudice b. Stereotype c. Typecast d. Label e. Discrimination

D

Which of the following is another name for cognitive diversity? a. Ethnorelativism b. Behavioral diversity c. Ethnocentrism d. Diversity of thought e. Pluralism

E

Which of the following is based on social identity, such as gender or race, and is organized to focus on the concerns of employees from that group? a. Sponsor relationship b. Support group c. All of these choices d. Cohort e. Employee resource group

E

Which of the following is based on social identity, such as gender or race, and is organized to focus on the concerns of employees from that group? a. All of these choices b. Cohort c. Support group d. Sponsor relationship e. Employee resource group

C

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

E

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

D

Which of the following is the first promotion onto the management career ladder? a. Glass ceiling b. First rung c. Hierarchy step d. Double jeopardy e. Business-line position

C

Which of the following is the process of someone engaging in regular conversations with an employee that facilitate learning and development by supporting strengths and overcoming obstacles to improve behavior and performance? a. Mentoring b. Sponsoring c. Coaching d. Providing feedback e. Training

B

Which of the following may cause diverse employees to feel undue pressure to conform, to be victims of stereotyping attitudes, and to be presumed deficient because they are different? a. Ethnocentrism b. A monoculture c. Ethnorelativism d. Diversity e. Pluralism

C

Which of the following refers to a higher-ranking, senior organizational member who largely offers informal guidance? a. Delegate b. Advisor c. Mentor d. Expatriate e. Sponsor

E

Which of the following refers to an organization accommodating several subcultures, including employees who would otherwise feel isolated and ignored? a. Pluralism b. Ethnorelativism c. A monoculture d. Ethnocentrism e. Diversity

C

Which of the following refers to attitudes or stereotypes that affect our understanding and actions without our conscious knowledge? a. Discrimination b. Prejudice c. Unconscious bias d. Conscious bias e. Explicit bias

E

Which of the following refers to attitudes or stereotypes that affect our understanding and actions without our conscious knowledge? a. Discrimination b. Explicit bias c. Conscious bias d. Prejudice e. Unconscious bias

C

Which of the following refers to the fact that women might be better managers because of their more collaborative approach? a. Glass ceiling b. Bamboo ceiling c. Female advantage d. First rung e. Double jeopardy

E

Which of the following represents valuing cultural differences rather than stereotyping? a. Based on impressions without any direct experience with a group b. Assumes that all members of a group have the same characteristics c. Assigns negative traits to members of a group d. Based on false assumptions e. Does not assume that all individuals within a group have the same characteristics

C

Which of the following serves as an invisible barrier to vertical movement within the organization for women? a. Affirmative action b. Barriers to entry c. Glass ceiling d. Glass wall e. Equal opportunity

C

Which of the following serves as an invisible barrier to vertical movement within the organization for women? a. Equal opportunity b. Glass wall c. Glass ceiling d. Barriers to entry e. Affirmative action

E

Which of the following statements is true of most organizations? a. Most organizations can easily shift from a monocultural perspective to one of pluralism. b. Most organizations are against a shift from a monocultural perspective to one of pluralism. c. Most organizations naturally shift from a monocultural perspective to one of pluralism. d. Most organizations can never shift from a monocultural perspective to one of pluralism. e. Most organizations must make a conscious effort to shift from a monocultural perspective to one of pluralism.

E

Which of the following statements is true of most organizations? a. Most organizations can easily shift from a monocultural perspective to one of pluralism. b. Most organizations can never shift from a monocultural perspective to one of pluralism. c. Most organizations are against a shift from a monocultural perspective to one of pluralism. d. Most organizations naturally shift from a monocultural perspective to one of pluralism. e. Most organizations must make a conscious effort to shift from a monocultural perspective to one of pluralism.

A

Which of the following terms is used to describe the double dose of discrimination that women of color face? a. None of these choices b. Second rung c. Double jeopardy d. Glass ceiling e. First rung

C

Which racial or ethnic category currently represents the largest and fastest growing minority group? a. African American b. Native American c. Hispanic d. Asian e. White

B

Women make up less than 14% of all Fortune 500 executives. This could be due to a. barriers to entry. b. the glass ceiling. c. equal opportunity. d. the glass wall. e. affirmative action.

Monoculture

a culture that accepts only one way of doing things and one set of values and beliefs

COGNITIVE DIVERSITY (DIVERSITY OF THOUGHT)

achieved WHEN A MANAGER CREATES A HETEROGENEOUS TEAM MADE UP OF INDIVIDUALS WITH DIVERSE CHARACTERISTICS WHO BRING DIFFERENT IDEAS, VIEWPOINTS AND WAYS OF THINKING AND REASONING.

Ethnorelativism

the belief that groups and subcultures are inherently equal

Ethnocentrism

the belief that one's own culture or group is superior to others and the tendency to view all other cultures from the perspective of one's own

Prejudice

the tendency to view people who are different as being deficient