MGT 475- Chapter 14

A degree to which individuals express, and should express pride, loyalty, and cohesiveness in their organizations and families is called:

in-group collectivism

A term used to refer to diverse employees being embraced, welcomed, and enabled is

inclusion

A problem in hiring for person-organization fit is that:

it might inadvertently discriminate against protected classes of workers

ChocoTruck Inc., a manufacturer of cocoa-based products, has retail outlets across the country. The company's top executive positions and managerial positions are held by people belonging to several ethnic minority and majority communities. Gender equality is also emphasized in the process of recruitment. ChocoTruck Inc. practices:

leadership diversity

Todd, an American strategy specialist, visits his company's Italian affiliate. He is introduced to Annette, a native Italian and the human resources director of the Italian affiliate. Todd should probably:

lightly kiss Annette on both cheek

To motivate diverse people to buy products, a company's sales representatives should be:

multicultural

Workers with a high power-distance value tend to accept the idea that:

people have unequal power throughout the firm

Which of the following is not one of the five aspects of cultural sensitivity?

In-group collectivism

The clearest commitment to valuing diversity occurs when:

valuing diversity is incorporated into organizational strategy

Which of the following is NOT one of the criteria for generating superior global corporate performance from a leadership perspective?

Patriotism and dogmatism

An example of unconscious bias is:

a project manager not giving key assignments to one diverse group

Hospital administrator Amanda has an urgent time orientation. She is likely to:

value time as a scare resource

When faced with conflict, a Malaysian manager is likely to:

be fair and caring to others

Global leaders must:

tap into a deep, universal layer of human motivation

A major challenge in developing a diverse workforce is:

reducing turnover among the minority group members hired

To recognize potential problems of cultural misunderstanding, workplace consideration should include:

respectful personal pronoun usage

According to research, two success factors for international management positions are:

sensitivity to cultural differences and being culturally adventurous

In terms of diversity, business performance is most likely to be enhanced when:

the organization's culture supports diversity

A key characteristic of an organization with leadership diversity is that:

there is a heterogeneous group of leaders

Major account executive Katrina is visiting another country, and soon discovers that her customers will not talk about business until the group has dined together for several hours. Katrina would show cultural sensitivity by:

trying to understand the dining tradition

Scarlett is an advertising executive whose projects are spread across various countries. She has the ability to influence her counterparts in other countries through her patience, adaptability, sensitivity to other ethnic communities, and willingness to acquire knowledge about local customs and traditions. Which term best describes Scarlett?

Cross-cultural leader

Which of the following is least likely to be a source of cultural misunderstanding?

Entertaining in restaurants

The typical behavior of French managers in major French corporations illustrates how:

cultural values influence leadership style

Benjamin Corp., a farmer-owned dairy cooperative company, procures milk from a number of farmers in the locality and distributes packaged products to retailers across the state. The cooperative company has been successful over the years due to its emphasis on values such as loyalty, pride, and cohesiveness. In which dimension is the company likely to score the highest?

In-group collectivism

Owen Corp., a company operating in the retail industry, has an implicit policy of recruiting candidates from the majority community. Its rival firm, which encourages job applications from diverse backgrounds, has been registering a higher profit consistently. In the context of the implicit recruitment policy at Owen Corp., which of the following is more likely to contribute to such a pattern in profitability?

It could have shrunk its supply of potential candidates

Mauricia Corp., a biotechnology firm, has initiated a program that encourages employees to form groups on the basis of a particular characteristic such as race, sex, or ethnicity. Mauricia Corp's initiative is based on the belief that such programs would help team members to discover their true potential and climb the corporate ladder. Which of the following is a likely disadvantage of such a set up?

It could lead to divisiveness

Alexander, a PR professional at a multinational company, is on an official trip to a foreign country to establish business relations with companies there. The host nation is known to highly value conservative traditions and customs. Alexander understands that the inhabitants of the host nation prefer others not to enter their personal space, and hence he maintains a considerable personal distance from the representatives of the host nation during the business meetings. In the context of cultural sensitivity, Alexander is likely to have taken into account which of the following aspects?

Recognition of nuances in customs

Oscar, an extrovert, enjoys meeting new people and traveling to remote areas. He quits his job as an investment banker to find a new and exciting job that will also give him a high level of work satisfaction. Oscar has now got a job in a nonprofit organization that requires him to travel to underdeveloped countries and localities to provide his services. The given scenario is an example of:

a good person-organization fit

Samuel, the CEO of a pulp and paper company, has been successful in expanding his company's distribution centers from five to thirty countries in two years. This has been largely attributed to his ability to connect with and motivate employees from various backgrounds and ethnicities competently. Samuel is:

an effective multicultural leader

A stereotypical Asian cultural factor is likely to be:

being self-conscious of being praised in front of a group

Recruiters and hiring managers not knowing or suspecting the gender (or sex), race, or ethnicity of the candidate is known as:

blind screening

The major purpose of diversity training is to:

bring about workplace harmony

A study found that conflict-resolution models can be divided into three types:

deferring to status power, applying regulations, and integrating interests

Call center manager Charlie has a strong performance orientation value. Therefore, he is likely to:

encourage high standards of excellence at the call center

A market research firm works on a variety of projects sourced from across the country. It has a deliberate policy of employing research team members from a variety of cultural minorities such as Asians, Africans, Hispanics, and Native Americans. This policy of the firm is likely to

enhance team performance

A useful guideline in motivating workers from different cultures is to:

figure out which rewards have high valence for them

Which of the following is NOT a key leadership initiative for achieving cultural diversity, equity, and inclusion:

have a homogeneous or similar leadership group

A major challenge in providing leadership to cross-cultural teams is that team members may:

have different attitudes toward hierarchy and authority

William, the CEO of a business empire that has a presence in eight different industries in twenty countries, possesses the expertise to persuade and convince people of other countries to accept his business ideas. William can be considered as a leader who:

possesses global leadership skills

A marketing advantage for a company having a multicultural workforce is that:

programs can be readily developed to reach a targeted ethnic or racial group