Chapter 11 Additional Test Questions

54. All of the following are characteristics of organizations most likely to manage diversity successfully except: a. They foster diversity only in formal levels of the organization. b. They take steps to reduce interpersonal conflict. c. They exhibit diversity at every level. d. They uncover and root out bias and discriminatory practices.

A

Two separate facets of interactional justice are: a. Interpersonal and informational justice b. Interpersonal and environmental justice c. Environmental and social justice d. Informational and comparative justice

A

The _______________ assumes there are no advantages for a diverse workforce since all employees share the same values and culture, while the ________________ often leads to justice and fairness debates. a. assimilation model; value model b. value model; assimilation model c. protection model; assimilation model d. assimilation model; protection model

D

An organization created a marketing plan designed to increase profits and raise the stock shares for employees. A year later, the employees hadn't seen any improvement. This is an example of a. unmet expectations. b. leader behavior. c. technology. d. employee motivation.

a

Which of the following is not one of the three types of organizational justice described in the textbook? a. perceptive b. distributive c. procedural d. interactional

a

____________ justice examines whether rewards or punishments match job performance. a. Distributive b. Procedural c. Interpersonal d. Objective

a

Which model for addressing diversity recruits, selects, trains, and motivates employees so that they all share the same values and culture? demographic value protection assimilation

assimilation

According to the textbook, the Ludlow Massacre occurred because workers were denied a. respect. b. justice. c. pay. d. power.

b

All of the following are HR initiatives that support the Value Model of Diversity except a. provide support and networks for diverse group members. b. provide training for diverse group members only. c. recruit specifically with diversity in mind. d. develop connections to broader cultural groups in the community.

b

An employee learns that a co-worker received a higher annual bonus that he did. The employee believes this outcome is unfair because he has more responsibilities than his co-worker. Which type of justice does this situation refer to? a. perceptive b. distributive c. procedural d. interactional

b

Which type of justice deals with the fairness of communication systems and channels? a. interpersonal b. informational c. procedural d. distributive

b

Which type of justice does Equity theory apply most directly to? a. perceptive b. distributive c. procedural d. interactional

b

Which of the following selection devices are candidates not typically in favor of in the selection process? biographical data mental ability tests computer based testing assessment centers

biographical data

All of the following might be reasons why group members appear to value homogeneity over diversity except a. different visions are often associated with different analyses of the situation. b. other's don't agree with your vision or goals. c. differences often result in a strong creative force. d. differences in visions and goals are the result of differences in values.

c

Procedural justice is concerned with: a. The possibility of influencing a process or outcome. b. The perceived fairness of the allocation of outcomes to members. c. The process by which rewards are distributed. d. The sensitivity with which employees are treated.

c

The program that helps underrepresented demographic groups in the workplace is called _____ action. a. organizational b. economic c. affirmative d. socio-political

c

Affirmative Action Programs (AAP): a. help in assuring that employees are hired based only on merit. b. equalize the selection opportunities of all applicants. c. develop quotas to reduce underrepresentation. d. provide specific mechanisms for reducing underrepresentation.

d

Research on applicant reactions to selection procedures is important for all of the following reasons except a. selection procedures that are considered unfair have an effect on the reputation of an organization. b. applicants who are unhappy with the selection process may reject an offer of employment. c. applicants who believe they have been treated unfairly are increasingly suing employers for discrimination. d. to discourage unwanted applicants from continuing to seek employment by treating them unfairly in the selection process.

d

Which model for addressing diversity ineffectively deals with diversity because it assumes that there are no advantages for a diverse workforce? a. demographic b. value c. protection d. assimilation

d

Which of the following is not one of the mechanisms that undermine trust? unmet expectations leader behavior technology employee motivation

employee motivation

The concept that every person gets the same share of rewards regardless of effort describes which norm? merit equity equality need

equality

Which norm is most common in countries that have a collectivist culture? reward equity need equality

equality

According to the text, the ___________ norm is the most common foundation for defining fairness in the United States. a. equality b. equity c. need d. sharing

equity

Which norm is most common in countries with an individualist culture? reward equity need equality

equity

Informational justice is a type of ______ justice. perceptive distributive procedural interactional

interactional

Interpersonal justice is a type of ______ justice. a. perceptive b. distributive c. procedural d. interactional

interactional

The type of justice that deals with the sensitivity in which employees are treated is perceptive. distributive. procedural. interactional.

interactional

Which type of justice deals with the way in which people are treated with respect, politeness, and dignity? interpersonal informational procedural distributive

interpersonal

_____________ justice is related to the respectfulness and personal tone of the communications surrounding the evaluation. a. Distributive b. Procedural c. Interpersonal d. Objective

interpersonal

Before accepting a job offer, an individual considers whether his goals and values are similar to those of the organization that he would be working for. Which model best describes this approach? organizational fit rational psychological rational economic financial fit

organizational fit

Which model of applicant decision making is based on the match between the personality and values of the individual and organization? organizational fit rational psychological rational economic financial fit

organizational fit

____________ justice is related to the actual process by which performance ratings are assigned. a. Distributive b. Procedural c. Interpersonal d. Objective

procedural

Which type of justice deals with the manner in which rewards are distributed? perceptive distributive procedural interpersonal

proceduural

Which model for addressing diversity frequently leads to justice and fairness debates? a. demographic b. value c. protection d. assimilation

protection

Before accepting a promotion, an employee evaluates whether the pay raise would be worth the increased workload. Which model best describes this approach? a. organizational fit b. rational psychological c. rational economic d. financial fit

rational economic

Which model of applicant decision making views the individual as an "accountant"? organizational fit rational psychological rational economic financial fit

rational economic

An employee is offered a promotion. Before accepting the promotion, the employee evaluates how the long hours and increased responsibility will impact her family. Which model best describes this approach? organizational fit rational psychological rational economic financial fit

rational psychological

Which model of applicant decision making views the individual as a "bookkeeper"? organizational fit rational psychological rational economic financial fit

rational psychological

Which of the following is the type of demography that describes the method by which work groups are composed and changed? relational interactional organizational procedural

relational

Which trust mechanism was designed to increase employee trustworthiness, but frequently leads to paranoia? unmet expectations leader behavior technology employee motivation

technology

Which model for addressing diversity emphasizes that each diverse element of the organization is valued for what it brings to the organization? a. demographic b. value c. protection d. assimilation

value

Which of the following models for addressing diversity most efficiently captures the concept of multiculturalism? demographic value protection assimilation

value

The ability to challenge a process or outcome in I-O psychology is called a(n) objection. veto. voice. dispute.

voice