Chapter 13

Dividends of Diversity

- Better use of employee talent - Increased understanding of the marketplace - Enhanced breadth of understanding in leadership positions - Increased quality of team problem solving - Reduced costs associated with f high turnover, absenteeism, lawsuits

Forms of Sexual Harassment

- Generalized - Inappropriate/Offensive - Solicitation with promise of reward - Coercion with threat of punishment - Sexual crimes and misdemeanors

How to break through glass ceiling

- be assertive and ask for what you want - highlight your achievements

Sterotyping

- often based on folklore, media portrayals, and their unreliable sources of information - contain negative connotations - assume that all members of a group have the same characteristics

With most new employees in the late twenties or early thirties, Albertson & Sons Inc. has learned that helping new employees secure home loans has been a valuable service that pays off in the long term. This is an example of what type of diversity initiative or program? a. Providing diversity skills training b. Accommodating special needs c. Establishing mentor relationships d. Increasing awareness of sexual harassment e. Expanding recruitment efforts

Accommodating special needs

In a family where both parents work, which of the following may be helpful to accommodate the parents' needs? a. Childcare b. Flexible work schedule c. Home-based employment d. Maternity or paternity leaves e. All of these

All of these

Which of these actions did the U.S. Supreme Court take? a. Restricted the definition of sexual harassment to exclude office romance. b. Broadened the definition of sexual harassment to include same sex harassment. c. Broadened the definition of sexual harassment to include harassment of men by female coworkers. d. Broadened the definition of sexual harassment to include same sex harassment and harassment of men by female coworkers. e. None of these.

Broadened the definition of sexual harassment to include same sex harassment and harassment of men by female coworkers

Which of the following is the most common diversity initiative, according to Fortune 1000 respondents? a. Mentor relationships b. Diversity-focused recruiting c. Accommodating special needs d. Community outreach e. Training and education

Diversity-focused recruiting

Which workforce generation category is characterized as ambitious but lacking loyalty to the organization? a. Baby boomers b. Generation Y c. Generation A d. Teeny boppers e. Generation X

Generation Y

Josephine would like to become part of an elite manager network at her company so she can get access to general and line management experience to help her succeed within the company. However, she learns that the manager network is made up exclusively of men. This demonstrates which factor affecting women's careers? a. Female advantage b. Opt-out trend c. Glass wall d. Opaque ceiling e. Glass ceiling

Glass ceiling

Which of the following is a basic aim of diversity awareness training? a. Helping individuals become aware of their own prejudices b. Teaching people the differences between women and men c. Complying with federal employment law d. Helping individuals become aware of management's prejudices e. Reinforcing stereotypes employees may hold

Helping individuals become aware of their own prejudices

Which of the following is not a dividend of workplace diversity? a. Better use of employee talent. b. Increased understanding of the marketplace. c. Reduced costs associated with high turnover, absenteeism, and lawsuits. d. Enhanced quality of team problem solving. e. Increased costs associated with high turnover, absenteeism, and lawsuits.

Increased costs associated with high turnover, absenteeism, and lawsuits

Smileline Inc. has an onsite daycare facility and provides employees fulltime daycare at a very low cost. The company implemented this years ago when managers realized that childcare responsibilities were contributing to high turnover and absenteeism. This example highlights which dividend of workplace diversity? a. Increased quality of team problem solving b. Increased understanding of the marketplace c. Reduced costs associated with high turnover, absenteeism, and lawsuits d. Enhanced breadth of understanding in leadership positions e. Better use of employee talent

Reduced costs associated with high turnover, absenteeism, and lawsuits

_____ is a psychological experience of a person who, usually engaged in a task, is aware of a stereotype about his or her identity group suggesting he or she will not perform well on that task. a. Discriminatory threat b. Stereotype threat c. Labeling d. Classified threat e. Typecast threat

Stereotype threat

Hopetech Industries has a corporate diversity plan that limits diversity to areas that do not change throughout a person's lifetime, such as race, gender, age, and disability. Hopetech's diversity plan follows which model of corporate diversity? a. Inclusive model b. Exclusive model c. Traditional model d. Learning model e. Static model

Traditional model

_____ are less likely than _____ to develop mentoring relationships. a. Women; men b. Whites; minorities c. Minorities; women d. Women; minorities e. Men; women

Women; men

Diversity of thought

a broader and deeper base of ideas, opinions, and experiences for problem solving, creativity, and innovation

Monoculture

a culture that accepts only one way of doing things and one set of values and beliefs

Mentor

a higher-ranking organizational member who is committed to providing upwards mobility and support to a protégés professional career

Phlex Plastic has a very strong set of corporate values. In fact, Phlex has been known to discourage the emergence of alternative values. Phlex is most likely: a. an organization that encourages pluralism. b. geocentric. c. a monoculture. d. a diverse organization. e. minority-owned organization.

a monoculture

Diversity

all the ways in which people differ

Glass Ceiling

an invisible barrier that exists for women and minorities that limits their upward mobility in organizations

Pluralism

an organization accommodates several subcultures

Employee Affinity Groups

based on social identity, such as gender or race, and are organized by employees to focus on concerns of employees from that group

Pattie's Pancakes recently held a series of focus groups to gather information on employee perceptions of women and minorities in the workplace. In particular, Pattie's was interested in learning about the myths, values, and beliefs that currently exist in their organization. This is an example of: a. sensitivity training. b. building a corporate culture that values diversity. c. changing the current organizational design. d. changing the current organizational structure. e. none of these.

building a corporate culture that values diversity

Matthew is Mandy's supervisor. He promises to fire her if she does not engage in sexual activity with him. This type of sexual harassment would be categorized as: a. coercion with threat of punishment. b. appropriate. c. generalized. d. positional authority. e. solicitation with promise of reward.

coercion with threat of punishment

Managing Diversity

creating a climate in which the potential advantages of diversity for organizational or group performance are maximized while the potential disadvantages are minimized

Discrimination

if someone acts out their prejudicial attitudes toward people who are the targets of their prejudice

Birmingham Boardwalk, Inc. uses a(n) _____ program to provide minorities and women with direct training and inside information on the norms and expectations of the organization. a. mentoring b. advisory c. sponsoring d. expatriate e. delegate

mentoring

Most organizations _____ shift from a monoculture perspective to one of pluralism. a. can easily b. must make a conscious effort to c. are against a d. naturally e. can never

must make a conscious effort to

Unconscious Bias

occurs when a person is not aware of the bias in their favorable and unfavorable assessments, actions, and decisions towards members of specific groups

The average U.S. worker, today, is _____ than ever. a. younger b. more likely to be married c. more likely to be male d. uneducated e. older

older

Traditional model dimensions of diversity include: a. parental status. b. religious beliefs. c. income. d. race. e. education.

race

Value Differences

recognize individual differences and see the differences with an appreciative attitude

Stereotypes

rigid, exaggerated, irrational beliefs associated with a particular group of people

Unconscious Bias Theory

suggests that white males, for example, will inevitably slight women and minorities because people's decisions are influenced by unconscious bias

Ethnorelativism

the belief that groups and subcultures are inherently equal

Ethnocentrism

the belief that one's own group or culture are inherently superior to others groups and cultures

Inclusion

the degree to which an employee feels like an esteemed member of a group in which his or her uniqueness is highly appreciated

Women make up less than 16 percent of all Fortune 500 executives. This could be due to: a. affirmative action. b. the glass ceiling. c. the glass wall. d. equal opportunity. e. barriers to entry.

the glass ceiling

Trouser's Inc. top management is exclusively made up of older white males. Trouser's promotes from within and top management is most comfortable with individuals who are similar to them. Women and minorities at this company who wish to be promoted are likely to experience _____. a. cultural diversity b. the glass ceiling effect c. rapid promotion and advancement d. ethnorelativism e. all of these

the glass ceiling effect

Prejudice

the tendency to view people who are different as being deficient

Organizations must find ways to eliminate the glass ceiling effect. One effective way to do this has been: a. to hire only white males. b. through affirmative action. c. top management speeches. d. to develop mentoring relationships. e. through targeted recruitment.

to develop mentoring relationships

Organizations must find ways to eliminate the glass ceiling effect. One effective way to do this has been: a. to hire only white males. b. to develop mentoring relationships. c. through targeted recruitment. d. through affirmative action. e. top management speeches.

to develop mentoring relationships