Chapter 9: Business Test
________ occurs when unwelcome sexual conduct has the purpose or effect of unreasonably interfering with job performance. A) Social loafing B) Class action C) Hostile environment D) Free riding E) Affirmative action
C) Hostile environment
________ are/is one of the disadvantages commonly associated with a diversified workforce. A) Reduced organizational flexibility B) Increased groupthink C) Increased communication problems D) Enhanced cohesiveness E) Reduced creativity and innovation
C) Increased communication problems
________ is the first step to be taken in the process of cultivating a diverse workforce. A) Gaining the support of top management regarding diversity B) Supplying diversity data to government agencies C) Conducting an organizational assessment D) Accommodating employees' work and family needs E) Providing awareness training to the human resources department
A) Gaining the support of top management regarding diversity
________ is the main reason behind the projected slowdown in the pace of growth of the labor force in the United States and other developed countries. A) Lower birth rate B) Lower mortality rate C) Emergence of the baby boom generation D) Increased diversity in the workforce E) Introduction of affirmative action
A) Lower birth rate
________ are high-level managers who help people meet top management and learn the norms and values of the organization. A) Mentors B) Nepotists C) Category captains D) Whistleblowers E) Free riders
A) Mentors
________ form the largest unemployed minority population in the United States. A) People with disabilities B) Young adults C) Asians D) Catholics E) Married individuals
A) People with disabilities
________ diversity promotes creativity and innovation because employees from different backgrounds hold different perspectives. A) Work team B) Management team C) Interview team D) Customer base E) Supplier base
A) Work team
An organization that has the least structural integration of diverse workers is A) a monolithic organization. B) a multicultural organization. C) most likely to fully integrate minority group members both formally and informally. D) a pluralistic organization. E) most likely to use affirmative action approach to prevent any discrimination.
A) a monolithic organization.
In Charleston, South Carolina, about one-fifth of the city's population consisted of various ethnic minorities, but only 12 percent of the employees hired in the public sector were minorities. The city government responded to this issue by increasing minority group members' participation in public contracts. This special program taken up by the government authorities is an example of A) affirmative action. B) the glass ceiling. C) nepotism. D) ethnocentrism. E) crowdsourcing.
A) affirmative action.
Less restrictive policies and procedures and less standardized operating methods A) allow organizations to be more flexible. B) make it difficult for organizations to respond quickly . C) widen the span of control in an organization. D) make an organization more centralized and mechanistic. E) increase groupthink within organizations.
A) allow organizations to be more flexible.
Ramon confided in you, as his management peer, "Three of my best employees are extremely faithful to their religions. One is Muslim; one is Jewish; and one is Catholic. Each wants to take different days off for their religious holidays." You advise him to provide systems accommodation by ________. You know it will create extra work for Ramon in scheduling, but that it will be worth it not to lose these three employees. A) allowing flexibility B) providing support groups C) providing diversity training D) providing mentoring E) promoting skill building
A) allowing flexibility
In pluralistic organizations, ________ A) an affirmative action approach is used. B) the employee population is completely homogenous. C) integration is less than in monolithic organizations. D) integration is much higher than in multicultural organizations. E) conflict among groups is nonexistent.
A) an affirmative action approach is used.
Integrating diversity into a corporate mission statement, providing adequate funding toward diversity efforts, and establishing corporate positions responsible for the management of diversity programs are all efforts that demonstrate top management's A) commitment toward managing diversity. B) attempt to build a monolithic organization. C) commitment toward reducing corporate governance. D) failure to address the cultural aspects of integration. E) determination toward promoting ethnocentrism.
A) commitment toward managing diversity.
Sandra Stone, Vice President of International Operations for Global Apparel Corporation, was working with her subordinate, Pete Thompson, to plan for his upcoming 18-month overseas assignment to the firm's new office in Rome. Based upon her experience with previous failed overseas assignments, she was taking steps to avoid another failure. Therefore, one of the key features of Sandra's plan for Pete was to A) develop a reentry plan for Pete prior to the completion of the overseas assignment. B) limit communication to every-other-month status phone calls so as to not micromanage Pete. C) develop performance measures after Pete had completed his first year. D) save costs by avoiding a "look-see" trip for Pete and his family, given Pete's enthusiasm. E) develop the assignment "on the fly" given the uncertainties involved.
A) develop a reentry plan for Pete prior to the completion of the overseas assignment.
Jamal, Operations Manager at SigmaRight Manufacturing, confidentially told his peer, "James may not be as physically able as my other employees, but he can be counted upon to do his work, he rarely misses a day, and he is a loyal and committed employee." James is likely a ________ employee. A) disabled B) part-time C) male D) young E) older
A) disabled
"Juan, I'm sure glad that I hired you, Rita, Jesus, and Adriana—the first Hispanic employees in our small firm," said Randy, owner of SureFire Pest Control. "You and your colleagues have shown that a ________ provides greater knowledge of ________. As a result, we have been able to design products, services, and marketing campaigns to meet our Hispanic customers' needs." A) diverse workforce; diverse markets B) homogenous workforce; diverse markets C) homogenous workforce; homogenous markets D) diverse workforce; homogenous markets E) local workforce; homogenous markets
A) diverse workforce; diverse markets
The term ________ is 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. A) diversity B) specialization C) differential advantage D) relativism E) dexterity
A) diversity
According to Geert Hofstede's model, in collectivist societies A) employees are motivated by group-based rewards B) individuals put their personal needs ahead of their family. C) individuals will oppose capitalistic ideologies. D) employees may feel uncomfortable working in teams. E) employees prefer to act individually.
A) employees are motivated by group-based rewards
In monolithic organizations, A) group members from other than the norm primarily hold low-status jobs. B) minority members identify strongly with the company. C) minority members need not adopt the norms of the majority to survive. D) cultural integration is very high. E) discrimination and prejudice are almost nonexistent.
A) group members from other than the norm primarily hold low-status jobs.
Even when managers do not themselves engage in ________, if they fail to prevent it or to take appropriate action after receiving legitimate complaints about it, they may still be held liable, along with their companies, if a lawsuit is filed. A) harassment B) discrimination C) discipline practices D) complaining E) whistleblowing
A) harassment
A pluralistic organization is best defined as an organization that A) has a diverse employee population. B) has the most synergistic environment. C) fully integrates minority group members both formally and informally. D) has no cultural integration. E) explicitly supports discrimination and prejudice.
A) has a diverse employee population.
A monolithic organization is ________ in terms of its employee population. A) homogeneous B) highly geocentric C) highly flexible D) culturally integrated E) racially diverse
A) homogeneous
A multicultural organization is best defined as an organization A) in which diversity not only exists but is valued. B) with a homogeneous employee population. C) that is marked by a presence of prejudice and discrimination. D) that lacks cultural integration. E) that is marked by high levels of intergroup conflicts.
A) in which diversity not only exists but is valued.
A diverse workforce is ________ to succumb to groupthink. A) less likely B) more likely C) not at all likely D) extremely likely E) unable
A) less likely
Behaviors that cause hostile environment in an organization typically include A) pervasive displays of pornography. B) engaging in free riding. C) participating in social loafing. D) minimizing the glass-ceiling effect. E) taking affirmative action against discrimination
A) pervasive displays of pornography.
Charlie, a new frontline supervisor at Art Foods, was surprised to hear that diversity refers to far more than skin color and gender. His boss, Barbara, a long-time department head, told Charlie, "Managing a diverse workforce is rewarding and challenging at the same time. Remember that diversity refers to far more than skin color and gender. Diversity also refers to ________." A) religious affiliation, age, disability status, military experience, and sexual orientation B) religious affiliation, age, disability status, home ownership, and sexual orientation C) educational level, political party, age, disability status, and sexual orientation D) religious affiliation, political party, age, disability status, and sexual orientation E) educational level, age, disability status, athletic ability, and sexual orientation
A) religious affiliation, age, disability status, military experience, and sexual orientation
Corinne was refused a job, even though she had all the required qualifications. The reason for this rejection was that she reacted negatively to an illicit comment made by her interviewer. Based on the given information, it would be most accurate to say that Corinne is a victim of A) sexual harassment. B) nepotism. C) social loafing. D) whistleblowing. E) larceny.
A) sexual harassment.
Future trends in the U.S. labor force include a(n) ________ labor force. A) smaller B) inexperienced C) more homogenous D) younger E) less specialized
A) smaller
Gail was recently denied a promotion at her job. She was told that management was looking for someone who was more aggressive to fill the position. Gail's coworkers were surprised by the management's decision because she had a reputation for "getting things done." Gail later overheard one of the managers saying that he did not believe she was committed to her career because "she is a typical woman." This instance exemplifies the problem of ________ associated with a diverse workforce. A) stereotyping B) groupthink C) affirmative action D) free riding E) social loafing
A) stereotyping
In moving from domestic to international management, managers need to develop a ________ portfolio of behaviors and the capacity to adjust their behavior for a particular situation. A) wide B) narrow C) precise D) limited E) strong
A) wide
Jeff, frontline supervisor at BlueWave Footwear, met with his human resources manager, Vicki. Jeff said, "One of my male employees told me this morning that he wants some action taken against one of his coworkers, a female. He said that she pats his behind when he walks by and flirts with him verbally. He said that this has been going on a while, and he is embarrassed and tired of it. Because in this case a female is bothering a male, is this a problem that I have to worry about?" How should Vicki reply? A) "No. Sexual harassment did not occur given the workers' genders." B) "Yes. Sexual harassment is applicable as the standard applies regardless of the sex of the victim." C) "Yes. The female coworker has violated the glass-ceiling principle." D) "No. No actual physical assault occurred." E) "Yes. It would be a case of quid pro quo harassment."
B) "Yes. Sexual harassment is applicable as the standard applies regardless of the sex of the victim."
In the weekly managers' meeting, Brianna confided that one of her employees was struggling with alcoholism and that his condition was affecting his work performance. She said, "I need for his work performance to improve, and we are working with human resources to develop a program to accomplish that. At the same time, I am mindful of the requirements of the ________, including the need to not discriminate against him and recognize that he has the same rights and opportunities as everyone else." A) Fair Labor Standards Act B) Americans with Disabilities Act C) Civil Rights Act D) Labor-Management Relations Act E) Individuals with Disabilities Education Act
B) Americans with Disabilities Act
________ is a tendency to judge foreign people or groups by the standards of one's own culture or group, and to see one's own standards as superior. A) Relativism B) Ethnocentrism C) Nepotism D) Utilitarianism E) Polycentrism
B) Ethnocentrism
________ is one of the goals of diversity training. A) Maintaining a homogenous team B) Identifying and reducing hidden biases toward minority groups C) Increasing instances of groupthink D) Decreasing cultural integration E) Encouraging minority group members to adopt the norms of the majority
B) Identifying and reducing hidden biases toward minority groups
________ is most likely to help employers in preventing an exodus of talent, and retaining skilled and knowledgeable older workers. A) Emphasis on physical effort B) Introduction of phased retirement programs C) Micromanagement of older employees D) Increase in the number of work hours E) Limited training for older employees
B) Introduction of phased retirement programs
________ is the entire process of understanding and appreciating employee differences to build a more effective and profitable company. A) Crowdsourcing B) Managing diversity C) Ethnocentrism D) Differential reinforcement E) Standardization
B) Managing diversity
________ organizations place the greatest value on cultural diversity and address the cultural aspects of integration. A) Monolithic B) Multicultural C) Homogenous D) Pluralistic E) Ethnocentric
B) Multicultural
How do businesses benefit by hiring physically disabled people? A) Their costs will decrease as they do not have to pay salaries to such employees. B) They can avail the company of tax credits. C) They are exempted from paying interest on the loans borrowed. D) They can legally support the glass-ceiling effect. E) They will never experience a financial loss.
B) They can avail the company of tax credits.
________ are individuals from a country other than the home country or the host country of an overseas subsidiary. A) Category captains B) Third-country nationals C) Parent-country nationals D) Inpatriates E) Expatriates
B) Third-country nationals
To correct the past exclusion of women and minorities, companies introduced ________, which meant they would use special efforts to recruit and hire qualified members of groups that have been discriminated against in the past. A) ethnocentrism B) affirmative action C) groupthink D) social audits E) class action suits
B) affirmative action
At QP Systems Inc., the authorities are taking special efforts to recruit qualified members from minority groups that have been discriminated against in the past. This is referred to as A) standardization. B) affirmative action. C) mutual adjustment. D) egocentrism. E) glass ceiling.
B) affirmative action.
Enforcement of the ________, if only in the United States, became more vigorous following high-profile financial scandals at Enron, WorldCom, and other corporations. A) anti-discriminatory law B) antibribery law C) fair labor law D) Civil Rights law E) Americans with Disabilities law
B) antibribery law
Anna, a new recruit at Yellow Systems Inc., was encouraged to join the Hispanic Help Group (HHP) to discuss the challenges and opportunities faced by Hispanics at work. The group helped individuals like Anna, who came from a diverse background, understand the norms, culture, and other employees within the organization. With the help of this group, Anna was able to adjust to the organization more quickly and effectively. Thus, Hispanic Help Group is an example of a(n) A) association of whistleblowers. B) employee support group. C) focus group. D) quality circle. E) cross-functional group.
B) employee support group.
Multicultural organizations A) do not employ people from minority groups. B) fully integrate minority group members both formally and informally. C) cluster minority group members only at certain levels. D) employ managers who focus primarily on employees' visible differences. E) are marked by high levels of intergroup conflict.
B) fully integrate minority group members both formally and informally.
"We are certainly in a better position in terms of diversity management than we were five years ago," said Patricia Collins-Jones, CEO of BetterFit, Inc. "We certainly have a more diverse employee population, and we have taken steps to involve people from different backgrounds in our business operations. However, I expect us to do more. We must be an organization where diversity not only exists, but is valued. We must ________." A) encourage minority group members to adopt the norms of the majority B) fully integrate minority group members, both formally and informally C) strive to build a more homogeneous employee population D) focus primarily upon employees' visible differences, like race or sex E) encourage more intergroup productive conflict
B) fully integrate minority group members, both formally and informally
The ________ is 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. A) span of control B) glass ceiling C) service gap D) value chain E) Gini index
B) glass ceiling
Deborah Patterson, CEO of MakeGood Inc., said to her vice president of international operations, Stu Linkletter, "Bob has been managing our Tokyo branch office for two years. As you know, the costs that we are incurring for Bob's and his family's relocation and in-country support are tremendous—living expenses for his family, transportation, escalated salary, private education for his children, and trips home, just to name a few. What is our current staffing plan?" Stu replied, "Bob has been training Kyoshi Tanaka to take over as branch manager, so that Bob can come back to headquarters. That will help with customer relations and will significantly reduce our costs. For many reasons, it makes sense for a(n) ________ to manage our Tokyo operations." A) expatriate B) host-country national C) third-country national D) parent-country national E) inpatriate
B) host-country national
Bradley Technologies is opening a branch office in Taiwan. The responsibility for staffing this office falls to Joseph Milhouse, Vice President of International Operations, based in Chicago. Joseph has decided to enlist the help of a Taiwan-based agent, Peter Liu, to help him fill several open positions in the new office. Peter advises Joseph to fill the positions with ________, in other words, native Taiwanese because they will better understand how to conduct business with clients in Taiwan. A) third-country nationals B) host-country nationals C) second-country nationals D) ethnocentricists E) expatriates
B) host-country nationals
Tying the employee training to specific, measurable business goals ________ its usefulness and makes it easier to assess. A) compresses B) increases C) reduces D) escalates E) diminishes
B) increases
In monolithic organizations, conflicts among groups tend to be low. The most likely reason behind this low rate of conflict is that in monolithic organizations, A) minorities are employed at all job levels. B) minority group members have to adopt the norms of the majority to survive. C) diversity not only exists but is valued. D) the level of cultural integration is very high. E) the minority group members identify strongly with the company.
B) minority group members have to adopt the norms of the majority to survive.
At the annual Executive Women in Technology Conference, Patty told Marge, "In our firm, women still earn less, on average, than men. But the ________ is ________, especially for younger women, A) service gap; widening B) pay gap; closing C) service gap; closing D) pay gap; widening E) pay gap; too small to measure
B) pay gap; closing
When miscommunication and stress reduce cohesiveness, it is most likely that A) instances of groupthink increase. B) performance may decline. C) ethnocentrism decreases. D) creativity within teams increases. E) instances of stereotyping decrease.
B) performance may decline.
Retaining good workers, irrespective of their diverse backgrounds, is becoming increasingly important because A) the younger workforce has lower educational qualifications. B) replacing experienced workers has become more costly. C) the number of monolithic organizations is increasing. D) the market demand for labor force is reducing. E) converting pluralistic organizations into monolithic organizations has become necessary.
B) replacing experienced workers has become more costly.
Theo, as part of his recent promotion, attended a training program that focused on issues like active listening, mentoring, and giving feedback. The training program required Theo to participate in exercises that focused on these areas along with other managers and employees. Theo found the seminar to be very helpful in pointing out the different approaches preferred by people from different backgrounds. This type of instruction is common in diversity training and is known as A) reverse mentoring. B) skill building. C) gap analysis. D) awareness building. E) homogeneity training.
B) skill building.
Katherine and several of the young female engineers in her division go out to lunch together on the first Tuesday of each month. During lunch, they discuss their victories and struggles as female engineers in a majority male work environment. The younger employees are particularly interested in hearing "war stories" from Katherine, who has obviously been successful in her career. They use her experiences to guide their own behaviors. Katherine is leading a(n) A) systems accommodation. B) support group. C) quality circle. D) affirmative action. E) power distance.
B) support group.
A defining characteristic of multicultural organizations is that A) they do not employ people from minority groups. B) they are marked by an absence of prejudice and discrimination. C) minority group members tend to be clustered only at certain levels in such organizations. D) managers in such organizations focus primarily on employees' visible differences. E) they are marked by high levels of intergroup conflicts.
B) they are marked by an absence of prejudice and discrimination.
Lester tells his human resources manager, "Mr. Josephs, my boss, Sandra Elkins, has been flirting with me for a few weeks, but I've been politely laughing off her comments. Today she told me that, of the six workers in her group, she can only promote one. She added that she would look upon me favorably for promotion if I'd go on a business trip with her this weekend." A proper response from Mr. Josephs would be, A) "Sandra is known for her flirting. Just ignore it." B) "You should be flattered! Let's see how this develops, and we will proceed accordingly." C) "Thank you for coming forward. I will follow up immediately." D) "As an adult, you will need to decide how much you value a promotion." E) "If this happens again, please document the event, and let me know."
C) "Thank you for coming forward. I will follow up immediately."
________ is an advantage of managing a diverse workforce. A) Development of standardized operating methods B) Greater opportunity for groupthink C) Ability to leverage creativity and innovation in problem solving D) Ability to efficiently reap the benefits of the glass ceiling effect E) Cohesiveness
C) Ability to leverage creativity and innovation in problem solving
________ is the disorientation and stress associated with being in a foreign environment. A) Ethical lapse B) Polycentrism C) Culture shock D) Relativism E) Fundamental attribution error
C) Culture shock
Rosie assigned a newly hired employee, Arjun, to the accounting department because the department needs to work more quickly and accurately. Rosie assumed that the new employee could provide the needed energy. Unfortunately, the other workers seemed to resent Arjun's presence because of his cultural and ethnic background, as well as his language barrier. They have further excluded him from the work group. This has made Arjun's work more difficult because he is not really given the "inside" information needed to perform his work efficiently. ________, one of the challenges of a diversified workforce, appears to be operating most prominently in this scenario. A) Gender discrimination B) Groupthink C) Lower cohesiveness D) Greater flexibility E) Decentralized decision making
C) Lower cohesiveness
________ occurs in a work environment when submission to or rejection of sexual conduct is used as a basis for employment decisions. A) Sexual harassment B) Nepotism C) Quid pro quo D) Whistleblowing E) Racism
C) Quid pro quo
________ refers to the submission to or rejection of sexual conduct that is used as a basis for employment decisions. A) Social loafing B) Mutual adjustment C) Quid pro quo harassment D) Whistleblowing E) The glass ceiling
C) Quid pro quo harassment
Sylvia has recently been denied a promotion. This is the third time she was turned down for a promotion despite excellent performance reviews. Her manager assures her that she was qualified for the promotion but "that's just the way things go." After this latest disappointment, Sylvia did an in-depth research on the history of her company. She found that only two women candidates had been promoted to upper management positions in the company's entire history. ________ is the factor that is most likely obstructing Sylvia's career growth. A) A diversity-oriented employer B) A wide span of control C) The glass-ceiling effect D) The black-swan effect E) An affirmative action
C) The glass-ceiling effect
Both categories of harassment, quid pro quo and hostile environment, violate ________, regardless of the sex of the harasser and the victim. A) the Americans with Disabilities Act B) the Fair Labor Standards Act C) Title VII of the Civil Rights Act of 1964 D) the Labor-Management Reporting and Disclosure Act E) the Equal Employment Opportunity Act
C) Title VII of the Civil Rights Act of 1964
In today's service and technology economy, more positions require A) physical strength and stamina. B) skill in a trade. C) a college education and even a graduate or professional degree. D) a technical certificate and a bonding license. E) soft skills.
C) a college education and even a graduate or professional degree.
According to the Americans with Disabilities Act (ADA), a disability is strictly defined as A) a physical impairment that precludes someone from working. B) a disabling condition that makes a person highly dependent on others. C) a physical or mental impairment that substantially limits one or more major life activities. D) a condition in which a person is paralyzed. E) the contraction of a disease that is contagious or epidemic.
C) a physical or mental impairment that substantially limits one or more major life activities.
Under the Americans with Disabilities Act (ADA), ________ is considered a disability. A) chicken pox B) conjunctivitis C) alcoholism D) sinus infection E) influenza
C) alcoholism
When employees believe that their differences are not merely tolerated but valued, they are likely to A) succumb to groupthink. B) practice free riding. C) become more loyal. D) become more rigid. E) become less productive.
C) become more loyal.
Lillian Probst, Vice President of International Operations, told her staff, "I have lived and worked in 11 countries in four continents. Although I have encountered many, many cultural differences, I have found that most people embrace the same core values: ________." A) compassion, fairness, religion, responsibility, and respect for others B) compassion, lifestyle, honesty, responsibility, and respect for others C) compassion, fairness, honesty, responsibility, and respect for others D) compassion, fairness, honesty, economic system, and respect for others E) compassion, fairness, honesty, responsibility, and education
C) compassion, fairness, honesty, responsibility, and respect for others
After 18 months as office manager in Taiwan, Bill Smythe called his boss, Joseph Milhouse, headquartered in Chicago. Bill said, "Joseph, I hate to tell you this, but things aren't well on the home front. We just haven't been able to make the adjustment to living in a foreign country. I'd like to request a transfer back to the States." Joseph replied, "Let me see what I can do." After the phone conversation was concluded, Joseph sadly reflected that, as is often the case, an expatriate, in this case Bill, had failed in a foreign assignment due to A) extensive travel. B) cultural differences. C) family issues. D) language barriers. E) religious beliefs.
C) family issues.
Work team diversity promotes creativity and innovation because people with different backgrounds A) value the benefits of stereotyping. B) are less tolerant toward diverse styles and approaches. C) hold different perspectives on issues. D) are bound to adopt standardized operating methods. E) facilitate the occurrence of groupthink.
C) hold different perspectives on issues.
Awareness building in diversity training is designed to A) make managers aware of the problems involved in promoting workplace diversity. B) impart specific skills to managers. C) increase recognition of the meaning and importance of valuing diversity. D) educate employees on ways to improve their interpersonal skills. E) make managers aware of the need to give members of minority groups low-status jobs.
C) increase recognition of the meaning and importance of valuing diversity.
The similarity between monolithic organizations and pluralistic organizations is that A) they do not employ people from minority groups. B) they fully integrate minority group members both formally and informally. C) minority group members tend to be clustered at certain levels in both these organizations. D) discrimination and prejudices are nonexistent in these organizations. E) conflict among groups is very low in these organizations.
C) minority group members tend to be clustered at certain levels in both these organizations.
Companies with a reputation for providing opportunities for diverse employees are most likely to A) have a disadvantage in the labor market. B) have a homogenous workforce. C) take greater time in responding to environmental changes. D) attract and retain motivated employees. E) facilitate groupthink among its employees.
D) attract and retain motivated employees.
Sarah, department manager at RRE Corporation, met with her division manager and told him, "As is common with many working women, I carry the bulk of family responsibilities. And that puts me at a disadvantage when my employer expects employees, especially managers like me, to put in long hours and sacrifice our personal lives. I would like to propose that RRE ________." A) offer fixed work schedules B) disallow work from home C) offer flexible work schedules D) shift more family responsibilities to men E) encourage employees with work/family conflicts to find other employment
C) offer flexible work schedules
Permitting older employees to work fewer hours per week as a strategy to attract and retain these experienced people is an effort toward A) job rotation. B) social facilitation. C) phased retirement. D) downsizing. E) micromanaging.
C) phased retirement.
Darren was offered a promotion in exchange for a date with his supervisor. He was upset as he had no interest in dating her, yet he agreed because he really wanted the promotion. This is an example of A) social loafing. B) performance reciprocity. C) quid pro quo harassment. D) whistleblowing. E) sugging.
C) quid pro quo harassment.
Cara works in a department where there are only a few women. Pictures of scantily clad women are posted in the employee breakroom. She is uncomfortable being in the breakroom while men are present, so she avoids the breakroom. She considers it a hostile environment. Cara is experiencing A) overreaction. B) acceptable "good-old-boy" behavior. C) sexual harassment. D) workplace cohesion. E) affirmative action.
C) sexual harassment.
ABN Corporation, headquartered in New York, was enjoying unparalleled success in its Hamburg, Germany, branch office. At the annual corporate management meeting in New York, Gunter Klaus, Germany branch manager, modestly cited several reasons for his success. He said, "Our decision to hire Anna Bundt into our Hamburg office turned out to be a wise one. Anna is a native of Vienna, Austria. As a result of her knowledge of business in her home country, she has opened doors to many new clients in Austria. This has resulted in a business volume beyond what we had envisioned." In this instance, Anna is a(n) A) expatriate. B) host-country national. C) third-country national. D) inpatriate. E) parent-country national.
C) third-country national.
________ are parent-company nationals who are sent to work at a foreign subsidiary. A) Third-country nationals B) Host-country nationals C) Category captains D) Expatriates E) Inpatriates
D) Expatriates
________ is a defining characteristic of pluralistic organizations. A) Absence of affirmative action to prevent discrimination B) High prevalence of discrimination and prejudice C) Presence of a highly homogeneous workforce D) High levels of intergroup conflicts E) Presence of minorities at all levels or functions
D) High levels of intergroup conflicts
________ are described as foreign nationals transferred to work at the parent company. A) Host-country nationals B) Home-country nationals C) Freelancers D) Inpatriates E) Parent-country nationals
D) Inpatriates
________ is an effective practice in cultivating a diverse workforce within an organization. A) Facilitating groupthink within the organization B) Limiting the work of managing diversity to top management alone C) Expecting minority group members to adopt the norms of the majority to survive D) Offering flexible work schedules and arrangements E) Keeping minority group members away from the informal network
D) Offering flexible work schedules and arrangements
Jerry looked up to see one of his workers, Gus, walk into his office. Gus said, "Jerry, you really need to do something about Rick, Nicky, and those other knuckleheads on the first shift. Every time I come into work around 4 pm, they're in the locker room, swapping ethnic jokes. I'm getting tired of it." Jerry recognizes that Gus is filing a complaint about A) culture shock. B) a glass ceiling. C) ethnocentrism. D) a hostile work environment. E) quid pro quo conditions.
D) a hostile work environment.
Typically, diversity training has two components: A) skill building and technical training. B) personal values assessment and skills training. C) reverse mentoring and technical training. D) awareness building and skill building. E) reverse mentoring and gap analysis.
D) awareness building and skill building.
Suzanne Searles, TransPort's manager of marketing, is traveling on business in a foreign country. She is negotiating a large contract with the ministry of agriculture, and the minister's deputy is asking for a "facilitation fee" of $250 USD to relax certain contractual requirements. At this point, Suzanne should A) pay the deputy because the value of the contract is significant. B) accuse the deputy of unethical behavior and immediately return home. C) counter with a smaller amount, for example, $225 USD. D) comply with TransPort's ethics program, telephoning her firm's ethics officer or legal counsel as needed. E) contact law enforcement authorities in the foreign country.
D) comply with TransPort's ethics program, telephoning her firm's ethics officer or legal counsel as needed.
The difference between pluralistic organizations and multicultural organizations is that pluralistic organizations A) have much more structural integration. B) do not use an affirmative action approach. C) are marked by an absence of discrimination and prejudice. D) fail to address cultural integration. E) are marked by lower levels of intergroup conflict.
D) fail to address cultural integration.
Max's top two employees, Jim and Julia, are African American and Hispanic American, respectively. Jim and his wife and Julia and her husband recently became parents for the first time. Upon reporting back to work after their time off in accordance with the Family and Medical Leave Act, Jim and Julia independently requested changes to their usual 8-to-5, Monday-Friday work schedules. The changes to their schedules allowed them to handle day care and other needs associated with their newborns. Max was happy to provide ________ in an effort to retain his very talented employees. A) his best wishes B) awareness building C) diversity training D) flexible work arrangements. E) child care tips
D) flexible work arrangements.
The ________ standard applies to same-sex harassment, as well as to non-gender-related cases, such as a pattern of racial or ethnic slurs. A) quid pro quo B) glass ceiling C) affirmative action D) hostile work environment E) equal employment
D) hostile work environment
The difference between monolithic organizations and multicultural organizations is that A) monolithic organizations have a higher degree of structural integration. B) monolithic organizations use an affirmative action approach to eliminate discrimination. C) monolithic organizations are marked by an absence of discrimination and prejudice. D) multicultural organizations place greater value on diversity. E) multicultural organizations focus solely on employees' visible differences.
D) multicultural organizations place greater value on diversity.
The difference between monolithic organizations and pluralistic organizations is that ________ A) monolithic organizations are much more culturally integrated. B) pluralistic organizations do not use an affirmative action approach to eliminate discrimination. C) pluralistic organizations are marked by a complete absence of discrimination and prejudice. D) pluralistic organizations have a more diverse employee population. E) monolithic organizations tend to have higher levels of intergroup conflicts.
D) pluralistic organizations have a more diverse employee population.
Managing diversity at the workplace typically involves such basic activities as A) hiring less qualified individuals over those who are more qualified. B) ensuring that there are no cultural differences between those employed. C) separating minority employees from the majority. D) recruiting individuals with different backgrounds. E) excluding minorities from the workforce.
D) recruiting individuals with different backgrounds.
Under sexual harassment laws in the United States, A) cases of quid pro quo harassment violate Title VII of the Civil Rights Act of 1964, but instances of hostile environment do not. B) women are protected under Title VII of the Civil Rights Act of 1964 but not men. C) non-gender-related cases, such as a pattern of racial or ethnic slurs, are not covered under the hostile work environment standard. D) the hostile work environment standard can be applied to same-sex harassment cases. E) quid pro quo harassment cases are now more typical than harassment by creating a hostile work environment.
D) the hostile work environment standard can be applied to same-sex harassment cases.
Henri Dubois, five-year management trainee in Brown Company's office in Paris, is scheduled to work a two-year assignment in the Houston office. His Houston supervisor, Laurie Burns, is aware of various work-related differences between French/European and American professional cultures, so she is planning accordingly. One of the ways that she is planning to deal with these differences is A) to "throw him in to the deep end" by having him experience American business meetings without any up-front coaching. B) to reinforce her expectation that Henri will immediately embrace an American workaholic schedule, including work on weekends. C) to avoid face-to-face conversations with Henri in favor of heavy email communication. D) to assign Peter Adams, Vice President of Production, as Henri's mentor, given Henri's respect for wisdom gained through experience. E) to lavish positive feedback and praise on Henri, far in excess of what he would be comfortable with if working in his Paris office.
D) to assign Peter Adams, Vice President of Production, as Henri's mentor, given Henri's respect for wisdom gained through experience.
Starting her career as a junior engineer in a power plant was overwhelming for June. She found herself as one of the very few females and minority members working at the plant. Her supervisor, Dwayne, reached out to her and realized she needed help entering the informal company networks. She also needed to understand the norms and values of the organization. What action plan would it be advisable for Dwayne to initiate to best accomplish these goals? A) Assign a retired manager to work with June a few Fridays each month. B) Send June to an awareness building seminar. C) Assign June to skill building training conducted on site. D) Conduct an organizational assessment to determine how best to orient June. E) Give June a chance to complete expatriate certification.
E) Give June a chance to complete expatriate certification.
Bradley Technologies opened a branch office in Taiwan a year ago. Vice President Joseph Milhouse, of International Operations, is based in Chicago, and he has selected Bill Smythe, his top subordinate in Chicago, to head up the new office. Joseph is now disappointed that the Taiwan operation was not thriving yet; Bill had just not been successful in developing relationships with potential clients. Joseph wondered if, instead of sending a(n) ________ from the United States to lead the office, he should have heeded the advice of his Taiwanese agent, who had recommended that Joseph hire a native Taiwanese to lead the office. A) third-country national B) host-country national C) second-country national D) inpatriate E) expatriate
E) expatriate
Gerald, vice president of human resources at Acme Tool, contemplates how future changes in the workforce demographics of the United States will affect Acme's search for talent, as well as Acme's costs for employee benefits. In future years, the United States workforce will experience a A) decrease in the number of older workers and a slight increase in the number of young workers. B) large increase in the number of older workers and a decrease in the number of young workers. C) decrease in the number of older workers and a large increase in the number of young workers. D) decrease in the number of older workers and a decrease in the number of young workers. E) large increase in the number of older workers and a slight increase in the number of young workers.
E) large increase in the number of older workers and a slight increase in the number of young workers.
Recognizing religious holidays, differing modes of dress, and dietary restrictions, as well as accommodating the needs of individuals with disabilities are all efforts toward A) creating a homogeneous employee population. B) limiting structural integration. C) facilitating groupthink within the organization. D) cultivating a monolithic organization. E) making systems accommodation to cultivate a diverse workforce.
E) making systems accommodation to cultivate a diverse workforce.
Pascal Monteau, CEO of JBC Corporation, envisions a significant global expansion for the firm in the next five years. Thus, he asked his division presidents to each compile a list of in-house candidates who are likely to succeed in a global environment as expatriates. Pascal said, "We are looking for candidates with a number of traits, including ________." A) sensitivity to cultural differences, business knowledge, risk taking, cultural adventurousness, and inflexibility B) insensitivity to cultural differences, business knowledge, risk taking, cultural adventurousness, and integrity C) sensitivity to cultural differences, business knowledge, risk aversion, cultural adventurousness, and flexibility D) insensitivity to cultural differences, business knowledge, risk taking, flexibility, and integrity E) sensitivity to cultural differences, business knowledge, risk taking, cultural adventurousness, and flexibility
E) sensitivity to cultural differences, business knowledge, risk taking, cultural adventurousness, and flexibility