Chapter 13 managing Diversity MGMT 330

With most new employees in the late 20's and early 30's, Albertson and 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. Expanding recruitment efforts b. Establishing mentor relationships c. Accommodating special needs d. Providing diversity skills training e. Increasing awareness of sexual harassment

Accommodating special needs

___ is (are) categories of sexual harassment a. Inappropriate/offensive b. Coercion with threat of punishment c. Solicitation with promise of reward d. Generalized e. All of these

All of these

According to MANAGER'S SHOPTALK in chapter 13, which of the following is not a characteristic used to help foreign managers understand americas? a. Americans are formal. b. Americans value punctuality. c. Americans believe in work. d. Americans are independent and individualistic. e. Americans are competitive.

Americans are formal

Which of those actions did the US 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

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

Coercion with threat of punishment

The ability to interact effectively with people of different cultures refers to: a. Ethnocentrism b. Ethnorelativism c. Pluralism d. Stereotyping e. Cultural competence

Cultural competence

TickTock Clock Corporation is attempting to develop a truly diverse workplace. TickTock's president assigned the human resources department the task or determining the demographics of the local area labor market. This is an attempt to change existing ____ within the organization a. cultures b. structures and policies c. developments d. bureaucracies e. training

Cultures

Rebecca, a human resource manager at WorldPlus Corp., regularly establishes numerical goals tied to diversity, such as tracking salaries, rates of promotion, and managerial positions for woman and minorities. This involves which step for developing diversity and cultural competence a. Demanding results and revisiting goals b. Maintaining momentum to change the culture c. Choosing solutions to fit a balanced strategy d. Uncovering diversity problems in an organization e. Strengthening top management commitment

Demanding results and revisiting goals

Which of the following refers to special training to help people identify their own cultural boundaries prejudices, and stereotypes and to develop the skills for managing and working in a diverse workplace? a. Globalization training b. Human resource training c. Cultural training d. Diversity training e. Empathy training

Diversity training

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

Diversity-focused recruting

____ reflects the belief that one's own group is superior to other groups a. Ethnorelativism b. Ethnocentrism c. Pluralism d. Geocentricism e. Regiocentrism

Ethnocentrism

____ is the belief that groups are inherently equal a. Ethnorelativism b. Ethnocentrism c. Pluralism d. Geocentricism e. Monoculture

Ethnorelativism

___ involves exposing traditional managers to nontraditional peers to help break down stereotypical beliefs a. Revelation b. Exposure c. Publicity d. Innovative breakdown e. Cultural barrier breakdown

Exposure

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

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 for men. This demonstrates which factory affecting women' careers? a. Female advantage b. Opt-out trend c. Glass ceiling d. Glass wall e. Opaque ceiling

Glass wall

Research has shown that network groups a. create divisions in the workplace b. are bad experiences for minority employees c. help retain minority employees d. reduce creativity by being homogeneous e. none of these

Help retain minority employees

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

Helping individuals become aware of their own prejudices

Which racial or ethnic category currently represents the largest and fastest growing minority group? a. White b. African American c. Asian d. Hispanic e. Native American

Hispanic

Which of the following refers to a higher ranking, senior organizational member who is committed to providing upward mobility and support to a protege's professional career a. Sponsor b. Mentor c. Expatriate d. Delegate e. Advisor

Mentor

A culture that accepts only one way of doing things and one set of values and beliefs is referred to as a(n) a. primary culture. b. preferred culture. c. dominating culture. d. monoculture. e. pluralism.

Monoculture

Shortly after she got landed a corporate level job at InfoBasis, Tonya Kennal formed a women's leadership group to help women advance within the company. Membership within the gout was voluntary and open to women with a desire to advance in the company. Tonya's group can best be described a. Focus group b. Network group c. Self-help group d. Diversity team e. Multicultural team

Network Group

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

Older

Riya was a highly successful manager at Optics int'l. After 10 years with the company, she decided to leave and become a full-time mother and caregiver to her ailing father. This example demonstrates which factor affecting women's careers a. Female advantage b. Opt-out trend c. Glass ceiling d. Glass wall e. Opaque ceiling

Opt-out trend

___ implies that women's commitment to their children limits their commitment to the company or their ability to handle the rigors of corporate management a. Balancing family priorities b. Invisible minorities c. Opt-out trend d. Family commitment e. Cost of diversity

Opt-out trend

Which of the following means that an organization accommodates several subcultures a. Monoculturalism b. Pluralism c. Ethnorelativism d. Geocentricism e. Ethnocentrism

Pluralism

Smileline INC. has an onsite daycare facility and provides employees full-time 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. Better use of employee talent b. Increased understanding of the marketplace c. Increased quality of team problem solving d. Enhanced breadth of understanding in leadership positions e. Reduced costs associated with high turnover, absenteeism, and lawsuits

Reduced costs associated with high turnover, absenteeism and lawsuits

Which is the highest level of sexual harassment a. Generalized b. Inappropriate/offensive c. Sexual crimes d. Solicitation with promise of reward e. Coercion with threat of punishment

Sexual crimes

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

Stereotype threat

Which of the following is an invisible barrier that separates woman and minorities from top management positions? a. The barrier to entry b. Affirmative action c. Equal opportunity d. The glass ceiling e. The glass wall

The glass ceiling

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

The glass ceiling

Which of the following prohibits discrimination of the basis of race, color, religion national origin and sex a. Age Discrimination in Employment Act b. Title VII of the Civil Rights Act of 1964 c. Equal Pay Act of 1963 d. Americans with Disabilities Act e. Title VIII of the Civil Rights Act Amendment of 1972

Title VII of the civil rights act of 1964

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

Which of the following groups has the largest wage gap between genders a. White b. African American c. Hispanic d. European e. Middle Eastern

White

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

Woman; Men

All of the following are changes that are reshaping our workforce EXCEPT a. aging workforce. b. growth in Hispanic and Asian workers. c. women outnumbering men d. growth in foreign-born population. e. younger workforce.

Younger workforce

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

a monoculture

an ethnocentric perspective leads to a. a monoculture. b. diversity in the workplace. c. pluralism. d. ethnorelativism. e. a global perspective.

a monoculture

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

Inclusive dimensions of diversity include a. income. b. nationality. c. pay level. d. work style. e. all of these.

all of these

The major steps involved in building a truly diverse workplace include a. building a corporate culture that values diversity. b. changing structures and policies so that they support diversity. c. diversity training. d. all of these. e. none of these.

all of these

Patties Pancakes recently held a series of forces groups to gather information on employee perceptions of woman 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

inclusive dimensions of diversity a. have a greater impact than do primary dimensions. b. are inborn. c. can change throughout one's lifetime. d. include such factors as gender. e. none of these.

can change throughout ones lifetime

___ mentoring relationships sometimes leave north parties uncomfortable a. Cross-race b. Female-male c. Male-male d. Female-female e. Same race

cross-race

During the first step of the diversity development process, managers may conduct a _____ to uncover diversity problems in the organization a. reports audit b. financial audit c. cultural audit d. diversity audit e. special needs audit

cultural audit

Research has shown that a. homogeneous groups are more creative than diverse groups. b. homogeneous groups are less satisfied than diverse groups. c. diverse groups are more creative than homogeneous groups. d. creativity has nothing to do with group composition. e. none of these.

diverse groups are more creative that homogeneous groups

___ is defined as all the ways in which people differ a. Multiplicity b. Diversity c. Seniority d. Culture e. Variation

diversity

Paying a woman less than a man for the same work is an example of a. Gender discrimination b. Ethnic discrimination c. Stereotyping d. Sexual harassment e. Prejudice

gender discrimination

Which of the following group is expected to grow the most in employment from 2008 to 2018? a. Hispanic b. Asian c. African American d. European e. White

hispanic

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

increased costs associated with wither turnover absenteeism and lawsuits

____ means creating a climate in which the potential advantages of diversity for organizational or group performance are maximized while the potential disadvantages are minimized a. Managing diversity b. Maxi-Min approach c. Managing differentiation d. Advantageous approach e. Maximum benefit approach

managing diversity

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

mentoring

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

must make a conscious effort to

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

race

all of the following are traditional model dimensions of diversity EXCEPT a. age. b. sexual orientation. c. religious beliefs. d. physical ability. e. all of these are primary dimensions of diversity.

religious beliefs

all of these are inclusive dimensions of diversity EXCEPT a. parents. b. lifestyle. c. income. d. military experience. e. sexual orientation.

sexual orientation

Stephanie is nervous about giving a presentation at the marketing firm where she works. One of her male coworkers told her, "Don't be such girl, attack that presentation!" Now Stephanie is so concerned about appearing tough that she can barely concentrate on the content of the presentation. Stephanie's anxiety stems from: a. Stereotype b. Ethnocentrism c. Plurality d. Glass ceiling threat e. The female advantage

stereotype

____ is a rigid, exaggerated irrational belief associated with a popular group of people a. Label b. Prejudice c. Typecast d. Discrimination e. Stereotype

stereotype

Trouser's inc 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. Woman 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

____ serves as invisible barriers to important lateral movement within the organization a. Barriers to entry b. Affirmative action c. Equal opportunity d. The glass wall e. The glass ceiling

the glass wall

All of the following are true about employee network groups EXCEPT: a. the groups are based on social identity b. the groups pursue a variety of activities c. the groups are formally created by the organization d. the mechanism of the groups work well with multicultural teams e. the groups help retain minority employees

the groups are formally created by the organization

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

to develop mentoring relationships