Chapter 2: Organizational Behavior

Stereotypes tend to be: A. An enduring human quality B. An inconsistent human quality C. A temporary human quality D. A rational human quality E. Both an inconsistent human quality and a temporary human quality

A. An enduring human quality

"Glass ceiling" or "pink-collar ghetto" phenomena are a result of: A. Fully functional diversity management strategies B. Poor functional integration C. Appearance of diverse individuals at all levels of an organization D. Excellent structural integration

B. Poor structural integration

When diversity is managed successfully, a(n) ___________ is the result. A. Multicultural Organization B. Plural Organization C. Monolithic Organization D. Transformational Organization E. Accommodative Organization

A. Multicultural Organization

A criterion for effective diversity management calls for the following EXCEPT: A. The involvement of some associates B. The involvement of all associates C. The involvement of upper management D. The involvement of middle management. E. None of these

A. The involvement of some associates

Harassment of various forms often leads to turnover and performance issues. A. True B. False

A. True

Which of these can be defined as a characteristic of a group of people suggesting differences among those people on any relevant dimension? A. Stereotyping B. Diversity C. Team Personality D. Culture E. Affirmative Action Plan

B. Diversity

Diversity is an individual characteristic. A. True B. False

B. False

The Age Discrimination in Employment Act of 1967 prohibits organizations from discriminating against individuals against individuals over the age of 55. A. True B. False

B. False

The actions in supporting diversity are more important than the actions of managers because associates establish the working climate of the organization. A. True B. False

B. False

The diversity of President Obama's cabinet is reflected in corporate America. A. True B. False

B. False

The goal of affirmative action programs (AAPs) is to implement specific hiring quotas for minorities. A. True B. False

B. False

Raj has been asked to help socialize a new colleague Mike. Mike is expected to join the firm next week. Raj has heard that Mike is meticulous, a workaholic, unaggressive and unemotional. Assuming Mike to be a Japanese man, Raj has collected information about some good Japanese restaurants. Raj is guilty of: A. Prejudice B. Stereotyping C. Modern Racism D. In-group/out group identity E. Discrimination

B. Stereotyping

How do the forces of change described in this section support the importance that is currently given to effectively managing diversity in organizations? A. The forces of change underline the enormous changes that are taking place in our country, not only demographically, but also in the way that we are conducting business in our country and abroad. B. The forces of change emphasize essential aspects that must be considered by organizations that wish to be successful. C. The forces of change point out the importance of implementing strong immigration laws. D. The forces of change increase our awareness of a demographically rapidly changing United States.

B. The forces of change emphasize essential aspects that must be considered by organizations that wish to be successful.

When an organization has a poor climate for diversity: A. All women feel empowered B. Women, racial and ethnic minority group members have less positive attitudes toward the organization C. Decisions can be made quickly D. The organization limits its culpability in employment discrimination suits

B. Women, racial and ethnic minority group members have less positive attitudes toward the organization

Which of the following statements is NOT TRUE with regard to differences between affirmative action programs (AAPs) and diversity management programs (DMPs)? A. AAPs target individuals identified as disadvantaged whereas DMPs target all associates B. APPs are temporary, DMPs are ongoing C. APPs legally force an organization to create an environment that allows for all associates to each their full potential. D. APPs do not address causes of diversity problems whereas DMPs do. E. APPs prevent and remedy discrimination; DMPs create an inclusive work environment

C. APPs legally force an organization to create an environment that allows for all associates to reach their full potential

Affirmative Action Programs (AAPs) are designed to: A. Give minorities jobs B. Make the hiring process more difficult C. Remedy discrimination D. Empower employees

C. Remedy discrimination

Which of the following statements is NOT one of the forces of change affecting how organizations address diversity in the U.S. and other countries? A. Shifts in population demographics B. Increasing importance of the service economy C. The globalization of business D. New management methods that require teamwork E. All of these are forces of change

E. All of these are forces of change

Which of these is true of monolithic organizations? A. They are becoming more popular B. They are comprised of a sufficiently diverse workforce C. They are able to adapt to changing environments D. They are devoid of cultural and demographic diversity

D. They are devoid of cultural and demographic diversity

Linking diversity to the organization's strategic plan will ... A. Highlight the importance of diversity to the organization at all managerial levels. B. Underline top management's commitment to foster a successful, productive, diversified workforce C. Clarify how diversity contributes to the success of the organization D. Promote an organizational culture that embraces and values diverse employees and a diverse customer base E. All of the above

E. All of the above

Which of the following statements does NOT fit the definition of implicit bias? A. Only white people are prone to implicit bias. B. African Americans and other minorities do not demonstrate the effects of implicit bias C. It is not possible to control the effects of implicit bias even with due diligence D. Women are less likely to exhibit implicit bias than men E. All of the above

E. All of the above

Diversity can be defined along a number of dimensions including: A. Race B. Gender C. Midwesterner D. Personality E. All of these

E. All of these