Chapter 9

Match definitions/description with the correct term. -A fixed belief held by an individual that classifies a group of people with a similar characteristic as alike. -A largely fixed attitude, belief, or emotion held by an individual about another individual or group that is based on faulty or unsubstantiated data. -An advantage held by a person or group that is based on age, race, ethnicity, gender, class, or some other cultural dimension, which gives those who have it power over those who do not. -The tendency for individuals to put their own group (ethnic, racial, or cultural) at the center of their observations of others and the world.

-stereotypes -prejudice -privilege -ethnocentrism

Sandra is 65 years old. Her husband has passed away unexpectedly and she needs to find employment to supplement the income she currently receives. What law protects Sandra from being discriminated against by prospective employers because of her age?

Age Discrimination Act

Unconscious bias cannot be changed.

False

Brewer stated that individuals want to assimilate and be included but also need to differentiate themselves from the group.

True

The influence of inclusion can come from the top level down or the bottom level up.

True

Which of the following does Loden identify as secondary dimensions of diversity?

education

Social identities are the parts of one's self-concept that stem from group ______?

memberships

Which of the following terms describes the idea that people of all racial identities, classes, religions, and backgrounds can coexist in one society or community without relinquishing their individual identities, customs or traditions?

pluralism

Diversity and inclusion are closely related general terms that represent complex ______.

processes

Which of Harvey's three periods is described by the metaphor of "melting pot?"

the early years

The Inclusion Framework illustrates how one's level of group belongingness interacts with one's individual ______.

uniqueness

"The Golden Rule" illustrates which of the six key components of the inclusion experience?

feeling respected and valued

A leader has created an environment in which employees know they can express their opinions and they will not be judged or ridiculed. This best describes which aspect of the inclusion experience?

feeling safe

As a leader, which action is most likely to promote inclusion?

giving group members an equal chance to voice their opinions

Match the example leader statement with the correct key component of the inclusion experience. -"I make others feel like part of the team" -"I treat others the way I want them to treat me" -"I let others know they can be open with the group" -"I listen to others' perspectives"

-feeling involved and engaged -feeling respected and valued -feeling authentic and whole -feeling influential

Which person's behavior is most likely to promote inclusion in the workplace?

Dhvani, who builds teams based in employees' individual strengths.

Which of the following Inclusion Framework quadrants represents a low level of belongingness and a high value in uniqueness?

Differentiation quadrant

According to a study by Deloitte and the Billie Jean King Leadership Initiative, Millennials, Boomers, and Gen-Xers define diversity differently.

True

In the diversity management and inclusion in the 21st century, 2000 to present time period, diversity continues to be a major concern for society and organizations.

True

Loden identifies age, ethnicity, gender, mental/physical abilities, race, and sexual orientation as the core dimensions of diversity.

True

Raven is leading a newly created team. The team is diverse, and most team members come from departments that have little internal diversity. To help position the team for success, Raven should ______.

acknowledge that people bring different values and perspectives and encourage them to speak openly

Brewer found that people have two opposing needs regarding being part of a group: a need to assimilate and a need to ______.

differentiate

Mark is hired as part of a diversity initiative at his company. He fluently speaks the same language as a quickly growing percentage of the people the company services. However, when decisions are being made regarding these customers, Mark is never included or even asked for input. His coworkers do not make any efforts to reach out to him. As a result, Mark does not feel like he is really part of the organization, they just value his ability to speak a different language. What is this an example of?

differentiation

Which time period focused on diversity through the perspective of recognizing advantages and accepting differences?

era of valuing diversity

Elaina hasn't been exposed to many different cultures, and at work, she tends to see things from her perspective only. In fact, others have commented that Elaina clearly views her culture as superior to others. Which barrier to embracing diversity and inclusion in the workplace does this best reflect?

ethnocentrism

Ellen has worked at her company for many years; however, she does not feel a part of the group. She feels her manager and coworkers do not appreciate her and leave her out most of the time. She feels like she does not belong, and in turn, she comes to work and only does the minimum she needs to do to get by. Ellen belongs to which quadrant of the Inclusion Framework?

exclusion quadrant

Ferdman suggests that inclusion be treated as a multilevel process centered on people's experiences of ______.

inclusion

Making academic or physical accommodations for students with disabilities so that they can feel involved and accepted in regular school classrooms is an example of which of the following?

inclusion

John's company transfers him to a branch in a new city and state. John's new coworkers are welcoming; they seem interested in him and ask for his opinions and suggestions. Although they are actively reaching out to John, they still give him personal space to adjust. What is this an example of?

interpersonal inclusion

Schutz's research found that in interpersonal relationships, inclusion, control, and affection are basic human ______.

needs

A company that hires several Chinese-speaking representatives due to their increase in Chinese-speaking customers but fails to ask the reps for their input on organizational issues is an example of which quadrant?

differentiation quadrant

Failure of leaders to recognize, attend to, and honor diversity can hinder innovation because ______.

employees are less likely to openly share ideas

Which quadrant of the Inclusion Framework illustrates the ideal way to deal with diversity in an organization or group?

inclusion quadrant

Match the statement with the correct quadrant of the Inclusion Framework. -The individual feels like an insider, but only if they conform. -The individual feels like an outsider and is not valued. -The individual feels like an outsider, but their unique skills/characteristics make them valuable. -The individual feels like an insider and feels valuable.

-Assimilation -Exclusion -Differentiation -Inclusion

Match the following time periods with the metaphor used to describe it. -early years -diversity management and inclusion in the 21st century -era of valuing diversity

-melting pot -smorgasbord -salad

Ferdman suggests that inclusion is a result of inclusion practices on many levels, including interpersonal, group, leader, organizational, and societal.

True

When a group is not functioning inclusively, it can create a negative environment for group members.

True

Match the descriptions with the correct quadrant of the Inclusion Framework. -Individuals feel unique and respected, but also left out and not a part of the in-group -Individuals feel they are insiders and in the organizational in-group, but their unique characteristics are not really valued by the organization -Individuals in a group or organization who feel left out and excluded; they do not feel a part of things, and they do not feel valued -Individuals feel they belong and are valued for their unique beliefs, attitudes, values, and background

-Differentiation quadrant -Assimilation quadrant -Exclusion quadrant -Inclusion quadrant

Match the description with the correct period of diversity workplace approaches/perspectives, as developed by Harvey. -an emphasis on the acceptance and celebration of differences -a time when the federal government passed a series of landmark equal employment opportunity laws -an emphasis on creating inclusive organizations

-Era of valuing diversity -Early year of diversity -Diversity in 21st century

Match the following definition of diversity with the correct researcher(s). - The representation of multiple groups of individuals with different identities and cultures within a group or organization -The collective amount of differences among members within a social unit -The policies and practices that are designed to include people who are different in some way from the traditional group members -Social identities are the parts of our self-concept that come from our group memberships.

-Ferdman -Harrison & Sin -Herring & Henderson -Tajfel and Turner

Match the following definition/description with the correct term. -A gradual blending of diverse cultures but requires the minority culture to give up their own values and traditions and adopt the dominant culture. -People of all racial groups, classes, religions, and backgrounds coexisting in society without giving up their identities, customs, or traditions. -Diversity in society. -A metaphor for a blending of many into one or a heterogeneous society becoming homogeneous.

-assimilation -pluralism -multiculturalism -melting pot

What is new over the last two decades regarding diversity in the workplace?

an emphasis on inclusion

The degree to which people feel safe, trusted, accepted, respected, supported, valued, fulfilled, engaged, and authentic in their work environments, as individuals and as a group member describes which of the following?

Individual inclusion

To avoid the creation of ______, group members must recognize that each individual member has different values, perspectives, behaviors, ideas of what is important, ideas of how groups function, and a value of different styles of communication.

barriers