Management chapter 12

diversity pairing

a mentoring program in which people of different cultural backgrounds, sexes, or races/ethnicities are paired together to get to know each other and change stereotypical beliefs and attitudes

diversity

a variety of demographic, cultural and personal differences among an organization's employees and customers

organizational plurality

a work environment where (1) all members are empowered to contribute in a way that maximizes the benefits to the organization, customers, and themselves, and (2) the individuality of each member is respected by not segmenting or polarizing people on the basis of their membership in a particular group

Clampt Inc. is a global clothing company. The company has a multinational presence, and its employees and customers belong to different ethnicities. The company celebrates diversity within the workforce. It also features models from different ethnic backgrounds in its advertisements. In the context of diversity paradigms, the management of Clampt Inc. uses the _____.

access and legitimacy paradigm

Hart and Mitchell is a successful law firm. The firm is often criticized for its preferential treatment to female employees and employees from minority groups. The interests of other employees are often neglected in the company's efforts to maintain a diverse workforce. In the given scenario, Hart and Mitchell has taken _____ toward creating a diverse workforce.

affirmative action

Sophia is a manager at a clothing store. Her superiors want to promote her because she is hardworking and responsible. They do not feel the need to constantly check on the store because they know that she is thorough with her work. In the context of personalities, Sophia can be described as being _____.

conscientous

surface-level diversity

differences such as age, sex, race/ethnicity, and physical disabilities that are observable, typically unchangeable, and easy to measure

deep-level diversity

differences such as personality and attitudes that are communicated through verbal and nonverbal behaviors and are learned only through extended interaction with others

What is the most common method of managing diversity ?

discrimination and fairness paradigm

Gen is blind from birth. She recently was offered a job as an associate in a large accounting firm. She is apprehensive about joining a new workplace. A facilitator from the company assured her that the workplace is very accommodating of people with disabilities and already has a few blind employees. Which of the following workplace arrangements can suit Gen's needs?

elevators with audio controls

Alice works as a secretary for Jared. Jared finds Alice to be extremely dependable even in stressful situations. She is always calm and is able to come up with solutions for any problem. In the context of personalities, Alice can be described as being _____.

emotionally stable

discrimination and fairness paradigm

focuses on equal opportunity, fair treatment, recruitment of minorities, and strict compliance with the equal employment opportunity laws

learning and effectiveness paradigm

focuses on integrating deep-level diversity differences, such as personality, attitudes, beliefs, and values, into the actual work of the organization.

access and legitimacy paradigm

focuses on the acceptance and celebration of differences to ensure that the diversity within the company matches the diversity found among primary stakeholders such as customers, suppliers, and local communities

diversity audits

formal assessments that measure employee and management attitudes, investigate the extent to which people are advantaged or disadvantaged with respect to hiring and promotions, and review companies' diversity-related policies and procedures

affirmative action

purposeful steps taken by an organization to create employment opportunities for minorities and women

Frederic owns a successful publishing firm. He feels that his company's success can be attributed to the hard work and dedication with which his employees execute their work. His employees have a good rapport with each other. They always work together and make sure that they get their job done on time. In the given scenario, the good relationship that the employees share displays _____.

social integration

transitioning to deep-level diversity can lead to what?

stronger social integration

FreeSpirit is a premium clothing brand. The brand's advertisements feature models of all age groups. In the given scenario, FreeSpirit's models display _____.

surface-level diversity

The access and legitimacy paradigm focuses on:

the acceptance and celebration of differences to ensure that the diversity within a company matches the diversity found among primary stakeholders.

Rohit, an Indian, is a marketing executive in an American company. He graduated from a top Ivy League university in the United States and is known for his outstanding performance, positive attitude, and innovative ideas. Despite his educational qualifications and skills, Rohit is not promoted to the position of marketing manager. Instead, Ryan, a white male with lesser experience and average performance, is promoted to the position of marketing manager. In this scenario, which of the following is most likely the reason why Rohit was not promoted?

the company prefers to have white americans at top positions

social integration

the degree to which members of a group or a society feel united by shared values and other social bonds; also known as social cohesion

extraversion

the degree to which someone is active, assertive, gregarious, sociable, talkative, and energized by others

Agreeableness

the degree to which someone is cooperative, polite, flexible, forgiving, good-natured, tolerant, and trusting

openness to experience

the degree to which someone is curious, broad-minded, and open to new ideas, things, and experiences; is spontaneous; and has a high tolerance for ambiguity

emotional stability

the degree to which someone is not angry, depressed, anxious, emotional, insecure, and excitable

Conscientiousness

the degree to which someone is organized,hardworking, responsible, persevering, thorough, and achievement oriented

methods of managing diversity

the discrimination and fairness paradigm, the access and legitimacy paradigm, and the learning and effectiveness paradigm

glass ceiling

the invisible barrier that prevents women and minorities from advancing to the top jobs in organizations

disposition

the tendency to respond to situations and events in a predetermined manner

The federal law or agency that oversees diversity

there is not one

Which of the following is true of older workers?

they are more likely to be careful about the quality of their work

awareness training

training that is designed to raise employees' awareness of diversity issues and to challenge the underlying assumptions or stereotypes they may have about others

Skills-based diversity training

training that teaches employees the practical skills they need for managing a diverse work force, such as flexibility and adaptability, negotiation, problem solving, and conflict resolution