MGT 291 Ch. 2
(T/F) The need to integrate diverse information and reconcile different perspectives may stimulate more creative thinking and prevent premature agreement on courses of action that can lead to better solutions and innovative performances.
T
(T/F) There is little evidence that diversity in top management teams influences group performance
T
(T/F) Top executives within aerospace giant Boeing are asked to mentor at least one person each, and many of its businesses require that each senior executive mentor three people, at least one of them a woman and one a minority.
T
(T/F) When senior female women at eBay communicated their commitment to the success of other women in the company it reinforced female employees' emotional attachment to the firm and strengthened their belief that eBay is a great place to work.
T
_______ masculinity (e.g., Japan, Hungary, Slovakia) is reflected in a distinction between men's work and women's work while ________ masculinity (e.g., Denmark, Sweden, Norway) is reflected in equal employment opportunity and respect for successful and powerful women. a. Higher, lower b. Lower, higher c. Good, bad d. Bad, good
a. Higher, lower
______ refers to observable differences in people, including race, age, ethnicity, physical abilities, physical characteristics, and gender. a. Surface-level diversity b. Deep-level diversity c. All-level diversity d. Longitudinal diversity
A. surface level diversity
(T/F) If an employer refuses to hire someone based on his or her race, the employer is violating Title VII of the Civil Rights Act of 1964.
T
(T/F) If diverse employees are not included in organizational decision making or are marginalized at work, they are more likely to leave the organization.
T
(T/F) If top managers do not promote inclusion and respect diversity, lower-level managers and employees are not likely to do so either.
T
(T/F) In highly masculine cultures, men are expected to be assertive and strong and to be the sole provider for the family.
T
(T/F) Inclusion (the sense of being safe, valued, and engaged in a group) results in more information sharing and commitment.
T
(T/F) It is not realistic to claim or to pursue an "I'm totally unbiased" stance with regard to diversity.
T
(T/F) Leveraging diversity is ultimately about developing an organization that includes the contributions of all of its members.
T
(T/F) Lower status group members are less likely to share their ideas or challenge the ideas of the higher-status members.
T
(T/F) Over time, surface-level diversity becomes less important, and deep-level diversity becomes more important to group cohesiveness.
T
(T/F) Separation, variety, and disparity summarize the three other types of within-group diversity that reflect different types of deep-level diversity.
T
(T/F) Societal culture is an important source of diversity.
T
(T/F) Surface-level diversity means observable differences in people, including race, age, ethnicity, physical abilities, physical characteristics, and gender.
T
(T/F) The "like me" bias can be either conscious or unconscious.
T
(T/F) The ethnic and cultural mix of the U.S. workforce is changing.
T
(T/F) The fact that Rosa describes herself as both a doctor and a Hispanic shows how diversity reflects combinations of characteristics.
T
The belief that one's own language, native country, and cultural rules and norms are superior to all others is called __________. a. egocentrism b. polycentrism c. ethnocentrism d. anthropocentrism
c. ethnocentrism
Being in the numerical minority in a group based on some unique characteristic and being assumed to fully represent that minority group is called a ____. a. disparity b. variety c. token d. separation
c. token
Which of the following was a primary goal of the Global Leadership and Organizational Effectiveness (GLOBE) Research Program? a. to determine which cultures have the most effective leaders b. to figure out why different cultural groups have different ideas about effective leadership c. to teach people from different cultures how to be effective leaders d. to develop societal and organizational measures of culture and leader attributes that are appropriate to use across all cultures
d. to develop societal and organizational measures of culture and leader attributes that are appropriate to use across all cultures
What is the most important element in effectively leveraging the positive potential of diversity? a. support from lower level managers b. affirmative action c. a clearly written policy manual d. top management support
d. top management support
What level of the corporate ladder is least diverse? a. lowest level b. assembly line worker c. mid management d. uppermost leadership (i.e. CEO)
d. uppermost leadership (i.e. CEO)
(T/F) Diversity metrics allow companies to monitor their progress and to define their priorities for future action.
T
(T/F) Diversity refers to the variety of observable and unobservable similarities and differences among people.
T
Diversity is much more than ____ and can reflect combinations of characteristics rather than a single attribute. a. appearance b. demographics c. gender d. attitudes
B demographics
______ is a single group member's similarities to and differences from other group members. a. Surface-level diversity b. Relational demography c. Attitudinal diversity d. Deep-level diversity
B. relational demography
When you notice that someone is tall, what type of diversity are you noticing? a. attitudinal diversity b. deep-level diversity c. surface-level diversity d. longitudinal diversity
C. surface level diversity
(T/F) Ethnocentrism often has less to do with prejudice and more to do with inexperience or ignorance.
T
Some of the first diversities that people think about are _____. a. gender b. race c. age d. all of these
D. all of these
Which of the following is considered diversity? a. life experiences b. educational background c. where someone is from d. all of these
D. all of these
____ refers to the variety of observable and unobservable similarities and differences among people. a. Uniqueness b. Race c. Characteristics d. Diversity
D. diversity
____ refers to the "invisible" characteristics in others that take more time to learn about, but can have a strong effect on group and organizational performance. a. Attitudinal diversity b. Deep-level diversity c. Surface-level diversity d. Longitudinal diversity
D. longitudal diversity
If you thought you were different from other people at work because of a lower pay rate, you would have the diversity perspective of _________. a. attitudinal diversity b. deep-level diversity c. surface-level diversity d. relational demography
D. relational demography
(T/F) Lower power distance is associated with hierarchical, centralized companies that have large gaps in authority, respect, and compensation, while higher power distance is reflected in flatter organizations in which employees and supervisors are considered almost as equals.
F
(T/F) Diversity training and diversity education need to communicate that bias is not a part of being human.
F Bias is a part of being human. Diversity training programs aim to help manage our biases and learn to work with those who are different from us.
(T/F) Title VII effectively eliminated all bigotry in workplaces.
F Bigotry still exists in workplaces.
(T/F) National boundaries always coincide with cultural boundaries.
F Cultural boundaries can extend far beyond national boundaries.
(T/F) Deep-level diversity means observable differences in people, including race, age, ethnicity, physical abilities, physical characteristics, and gender.
F Deep-level diversity refers to traits that are not immediately noticeable about a person (personality, values, etc.)
(T/F) Diversity is mostly about demographics.
F Diversity considers many different attributes of a person.
(T/F) Diversity is usually not a source of creativity and innovation.
F Diversity is a great source of creativity and innovation as it exposes employees to a broader range of ideas and viewpoints.
(T/F) Feeling like we are part of a group socially as well as in a task performance capacity decreases our commitment to the group.
F Feeling like we are part of a group socially increases our commitment to the group.
(T/F) Diversity is less likely to positively affect companies if they support diverse employees in higher-level positions and help all employees effectively interact with people who are different from them.
F If companies support diverse member and help all employees interact with those who are different from them, diversity is more likely to positively affect the company.
(T/F) Most people do not have to put much effort into developing cultural competence; it comes naturally to most of us.
F Most people are naturally biased and need to work to develop cultural competence.
(T/F) Organizational networks do not affect mentoring opportunities.
F Organizational networks can provide better access to networking opportunities.
(T/F) People have a tendency to trust, cooperate with, and like out-group members more than in-group members.
F People tend to trust and cooperate with in-group members more than out-group members.
(T/F) Research has found that firm performance does not change when employees have more positive attitudes toward diversity.
F Performance does increase when employees have a more positive attitude toward diversity.
(T/F) The "like me" bias is inconsistent with social categorization theory.
F The social categorization theory states that people tend to associate with people like them and not associate with those who are different.
(T/F) Diversity alone guarantees positive organizational outcomes.
F There must be programs and systems in place to ensure diversity is incorporated correctly. Diversity in and of itself does not produce better outcomes.
(T/F) To manage diversity effectively as both an employee and as a manager, it is important not to be aware of your biases and attitudes toward diversity.
F To manage diversity effectively, it is important to understand and manage your own biases and attitudes toward diversity.
(T/F) Women and minorities are never excluded from informal organizational networks
F Women and minorities often are not included in informal networks.
(T/F) There is strong evidence that supervisors and subordinates tend to like each other more (and therefore accomplish more) when they are of similar ages.
F Age does not have an impact on how much supervisors and subordinates like each other.
(T/F) In the future global workforce, there should be a surplus in talent due to larger diversity.
F Larger diversity does not mean a larger talent pool, it simply means a more varied talent pool.
(T/F) Diversity initiatives are more successful when the company is able to keep employees thinking about diversity issues, even when they don't feel a direct, negative impact.
T
(T/F) High individualism reflects loose ties with others.
T
(T/F) A longer term orientation is reflected in a strong work ethic and placing high value on education and training, whereas a shorter term orientation is characterized by higher individualism, creativity, and equality.
T
(T/F) A single group member's similarities and differences from other group members is called relational demography.
T
(T/F) All organizations have formal and informal networks.
T
(T/F) Although many managers view diversity as a benefit to their companies, researchers are more divided on the effects diversity has on workgroup performance.
T
(T/F) By 2030, about 1 in 5 people will be 65 or over.
T
__________ can reduce the negative effects of task conflict and help teams better translate their diversity into greater innovation. a. Collaborative problem solving b. Competitive problem solving c. Computerized problem solving d. Critical problem solving
a. Collaborative problem solving
____ means differences in the concentration of valuable social assets or resources—dissimilarity in rank, pay, decision-making authority, or status, for example. a. Disparity b. Variety c. Token d. Separation
a. Disparity
Although many other anti-discrimination laws exist, one of the most important is _____. a. Title VII of the Civil Rights Act of 1964 b. Title V of the Civil Rights Act of 1954 c. The Civil Rights Act of 1991 d. The Emancipation Proclamation
a. Title VII of the Civil Rights Act of 1964
Diversity metrics allow companies to monitor their progress and to define their priorities for future action. Frequently used indicators include the following: a. all of these b. none of these c. the ratio of people with different demographics promoted to those eligible for promotion d. the diversity of job applicants and new hires
a. all of these
Work teams are often age diverse and it is increasingly likely that _____. a. an older employee will report to a younger supervisor b. a younger employee will report to a older supervisor c. a minority will be the supervisor of a non-minority d. there will be conflicts because of age differences
a. an older employee will report to a younger supervisor
Everyone has biases whether they are aware of them or not---diversity training should enable employees to do which of the following? a. become aware of them and learn to control them b. none of these c. hide them d. eliminate them
a. become aware of them and learn to control them
A team that has a CEO, vice president, and two mid-level managers on it would have which of the following types of diversity? a. disparity b. variety c. token d. separation
a. disparity
Diversity has the potential to enhance organizational performance, particularly for firms serving a _____ customer base. a. diverse b. homogenous c. very large d. very small
a. diverse
Having more women in top management positively affects the performance of firms pursuing a/an _____ strategy. a. diverse b. competitive advantage c. winning d. innovation
a. diverse
Which of the following terms is used to refer to separation based on the existence and strength of subgroups due to the composition and alignments of different group member characteristics? a. faultlines b. party lines c. lines of prejudice d. barrier lines
a. faultlines
If employees perceive a direct threat to their career opportunities, they are likely to ___________. a. feel the need to protect their own prospects by impeding the prospects of others b. be very helpful to minority employees c. be very supportive of diversity initiatives d. help recruit diverse candidates for new positions
a. feel the need to protect their own prospects by impeding the prospects of others
Which cultural dimension refers to how much society should encourage and reward kindness, fairness, generosity, and friendliness? a. humane orientation b. power distance c. assertiveness d. uncertainty avoidance
a. humane orientation
Which of the following terms refers to the sense of being safe, valued, and engaged in a group? a. inclusion b. comfort c. equity d. friendship
a. inclusion
Time and group member contact can ______ the positive effects of diversity. a. increase b. decrease c. never affect d. none of these
a. increase
Research has found that firm performance _____ when employees have more ____ attitudes toward diversity. a. increases; positive b. decreases; negative c. increases; negative d. decreases; positive
a. increases; positive
Which of the following terms refers to a change in the way groups integrate information and reconcile different perspectives? a. information processing b. perspective shifting c. strategy evaluation d. goal orientation
a. information processing
Men in groups made up mostly of women are ____________. a. less attached to the group b. absent less often c. more likely to stay with the company d. none of these
a. less attached to the group
Women tend to perceive more competition in organizations that are ____________. a. male-dominated b. female-dominated c. gender-integrated d. none of these
a. male-dominated
As voluntary efforts are made by companies to promote inclusion, members of groups who traditionally have been the predominant employees of a particular workforce or occupation may grow anxious or angry. This phenomenon demonstrates which of the following barriers to inclusion? a. perceived threat of loss b. ethnocentrism c. prejudice d. the "like me" bias
a. perceived threat of loss
Which of the following terms refers to the degree of inequality that exists and that is accepted among people with and without power? a. power distance b. strength differential c. span of control d. privilege difference
a. power distance
Reciprocal mentoring: matches _______ with __________ to allow both people to learn more about a different group a. senior employees, diverse junior employees b. secretaries, janitors c. men, women d. managers, trustees
a. senior employees, diverse junior employees
Which of the following is an example of task conflict? a. two co-workers arguing about an appropriate deadline for a project b. two co-workers arguing about a political issue c. a group of co-workers gossiping about the personal life of their boss d. a group of co-workers discussing the weather
a. two co-workers arguing about an appropriate deadline for a project
What group is eBay placing in key decision-making roles the most to increase their diversity? a. women b. men c. people experienced with the internet d. Asians
a. women
Linking part of each business unit's bonus pool specifically to diversity goals helped financial firm ING raise the proportion of its top-management positions around the world held by women by ________ percent over four years. a. 95 b. 25 c. 50 d. 5
b. 25
Because saving face is so important in ______, you will often hear "It's inconvenient" or "I'll look into it" instead of being told "no." a. Australia b. China c. Canada d. England
b. China
______ refers to individual differences that cannot be seen directly, including goals, values, personalities, decision-making styles, knowledge, skills, abilities, and attitudes. a. Surface-level diversity b. Deep-level diversity c. All-level diversity d. Longitudinal diversity
b. Deep-level diversity
_____ uncertainty avoidance (e.g., Greece, Portugal, and Uruguay) is associated with a need for structure, avoiding differences, and very formal business conduct governed by many rules, whereas a _______ uncertainty avoidance (e.g., Singapore, Jamaica, and Hong Kong) is characterized by an informal business culture, acceptance of risk, and more concern with long term strategy and performance than with daily events. a. Lower, higher b. Higher, lower c. Positive, negative d. Negative, positive
b. Higher, lower
____ means differences in a certain type or category, including group members' expertise, knowledge, or functional background. a. Disparity b. Variety c. Token d. Separation
b. Variety
Steve Larson, Senior Diversity Consultant for Wachovia, points out that successful diversity programs must engage __________. a. Black women b. White men c. young men d. young women
b. White men
Diversity can be a source of creativity and innovation that can create _____. a. sales b. a competitive advantage c. workgroup performance d. individual performance
b. a competitive advantage
What is an expatriate? a. an illegal immigrant b. a person temporarily or permanently living in a country other than that of legal residence c. a person with dual citizenship d. a person who is a legal resident of a country other than the one where he or she was born
b. a person temporarily or permanently living in a country other than that of legal residence
Task conflict probably has a ________ relationship with team performance and member satisfaction in that work teams do best under moderate levels of task conflict--too much or too little can hurt performance. a. linear b. curvilinear c. positive d. negative
b. curvilinear
To more effectively hire and retain diverse employees, it is important to be vigilant about first making sure that highly qualified job candidates are ______. a. enthusiastic b. diverse c. homogenous d. intelligent
b. diverse
At cereal giant Kellogg Company, ____ and _____ are critical to competing successfully in the global marketplace. a. sales; marketing b. diversity; inclusion c. engineering; low prices d. variety; disparity
b. diversity; inclusion
Which cultural dimension refers to how much pride and loyalty individuals should have for their family or organization? a. institutional collectivism b. in-group collectivism c. performance orientation d. future orientation
b. in-group collectivism
Although White men make up the majority of the U.S. workforce, in some companies they are the _______ engaged in diversity efforts. a. none of these b. least c. the only ones d. most
b. least
Greater diversity is related to _____ social integration in work groups, which _____ turnover. a. more, decreases b. less, increases c. more, increases d. less, decreases
b. less, increases
Lower-status organization members are often ____ self-conscious in the presence of higher-ranking members and are ____ likely to share their ideas or challenge the ideas of the higher-status members. a. less, more b. more, less c. less, less d. more, more
b. more, less
According to Steve Larson, Senior Diversity Consultant for Wachovia, excluding White men from diversity programs can contribute to their __________. a. happiness b. resistance to ongoing diversity efforts c. company loyalty d. ignorance
b. resistance to ongoing diversity efforts
Social categorization theory states that we sort ourselves and others into which of the following categories? a. powerful group members and powerless group members b. similar in-group members and dissimilar out-group members c. allies and enemies d. compatible co-workers and non-compatible co-workers
b. similar in-group members and dissimilar out-group members
Which of the following terms refers to members feeling that they are a core part of the group? a. groupthink b. social integration c. enmeshment d. partnership
b. social integration
Race and gender are to relationship conflict as tenure and education level are to ______. a. role conflict b. task conflict c. social conflict d. executive conflict
b. task conflict
Which of the following terms refers to the degree of anxiety people feel in uncertain or unfamiliar situations? a. decision-making difficulty b. uncertainty avoidance c. social anxiety disorder d. masculinity
b. uncertainty avoidance
A team that has a marketing professional, a materials specialist, and an engineer represent what type of diversity? a. disparity b. variety c. token d. separation
b. variety
One of the largest employment discrimination lawsuits was settled for more than $11.7 million against Walmart and Sam's Club. What was the main group that was discriminated in this case? a. blacks b. women c. Hispanics d. whites
b. women
Human resource outsourcing firm Hewitt Associates' Cross-Cultural Learning Partners Program paired the _______ and each of his direct reports with _______ in order to better learn about reciprocal mentoring. a. janitor, secretaries b. top manager, the CEO c. CEO, diverse associates d. oldest employee, youngest employee
c. CEO, diverse associates
_______ allows monetary damages in cases of intentional employment discrimination. a. Title VII of the Civil Rights Act of 1964 b. Title V of the Civil Rights Act of 1954 c. The Civil Rights Act of 1991 d. The Emancipation Proclamation
c. The Civil Rights Act of 1991
Which of the following countries is highly individualistic? a. Guatemala b. Ecuador c. The United States d. Bangladesh
c. The United States
To promote awareness and empathy, MetLife implemented which type of program? a. a round table event where employees engaged in open discussion b. a company retreat to build better relationships c. a "diversity live" series using professional actors d. a company picnic where employees played games
c. a "diversity live" series using professional actors
Which of the following is an example of relationship conflict? a. a disagreement about how to delegate tasks to a work group b. a disagreement about the ultimate goal of a project c. a verbal attack on one employee's personal motives d. a dispute regarding the interpretation of the policy manual
c. a verbal attack on one employee's personal motives
The barriers to inclusion stem from which of the following? a. psychological factors b. employee unawareness c. all of these d. decision making factors
c. all of these
Being of the same race as other workgroup members is associated with which of the following? a. lower work group productivity b. lower commitment to the work group c. better perceptions of advancement opportunities d. all of these
c. better perceptions of advancement opportunities
The ethnic and cultural mix of the U.S. workforce is _____. a. decreasing b. becoming more homogeneous c. changing d. constant
c. changing
Which characteristic was shown to negatively impact leadership effectiveness across cultures? a. cunning b. orderly c. dictatorial d. dependable
c. dictatorial
Cooperative group norms in diverse groups tend to _______ over time particularly when members communicate with and see each other more often. a. decrease b. remain stable c. increase d. fluctuate randomly
c. increase
Ensuring that the promotion process proactively identifies diverse candidates in the pipeline helps to prevent inadvertently_______________. a. promoting them b. secluding them c. overlooking them d. demoting them
c. overlooking them
Which of the following terms refers to interpersonal conflict including personality clashes? a. task conflict b. managerial conflict c. relationship conflict d. organizational conflict
c. relationship conflict
Title VII prohibits employee discrimination based on a variety of characteristics. Which of the following is NOT included? a. race b. sex c. sexual orientation d. religion
c. sexual orientation
In the Diversity at Johnson & Johnson case study, which of the following is NOT part of J&J's online Diversity University? a. diversity-related resources b. classes that introduce the concepts c. video conferencing with fellow employees d. cultural awareness training tools featuring country-specific content
c. video conferencing with fellow employees
Although many managers view diversity as a benefit to their companies, researchers are more divided on the effects diversity has on _________. a. sales b. customer perspectives c. workgroup performance d. individual performance
c. workgroup performance
_____ reflects dissimilarity in an attitude or value, for example, especially with regards to group goals or processes. a. Disparity b. Variety c. Token d. Separation
d. Separation
The U.S. Bureau of Labor Statistics projects a dramatic increase in workers ____ during the next decade. a. age 20-30 b. age 30-40 c. age 40-50 d. age 65 and older
d. age 65 and older
Access to organizational networks is important for ________. a. job performance b. mentoring opportunities c. being seen as a candidate for promotion d. all of these
d. all of these
Diverse team members who feel included and respected are more likely to ________. a. share ideas b. be committed to group goals c. feel engaged d. all of these
d. all of these
Diversity initiatives at PNC Financial Services include which of the following? a. an employee referral program b. an assigned mentor c. mentoring programs for all employees d. all of these
d. all of these
How do we develop cultural competence? a. by honestly examining our prejudices and biases b. by actively developing cross-cultural skills c. by learning from role models d. all of these
d. all of these
Mismanaging diversity is likely to result in which of the following? a. costly lawsuits b. reduced motivation c. absenteeism among disenfranchised groups d. all of these
d. all of these
Relationship conflict is strongly related to _______. a. lower team performance b. lower member satisfaction c. gender diversity d. all of these
d. all of these
Societal culture is reflected in which of the following? a. language b. politics c. values d. all of these
d. all of these
Stereotypes can be based on which of the following characteristics? a. race b. religion c. disability d. all of these
d. all of these
The perception of age discrimination, regardless of one's age, is related to which of the following? a. lower employee self-esteem b. burnout c. stress d. all of these
d. all of these
Which of the following creates a more inclusive environment? a. enhancing all employees' cultural awareness and empathy through diversity training b. creating training, development, and advancement opportunities c. creating fair company policies and practices that give all employees equal access to performance feedback d. all of these
d. all of these
Which of the following is a way in which culture is passed down through generations? a. through stories b. observing family, friends, teachers c. activities d. all of these
d. all of these
Which of the following is/are influenced by organizational networks? a. knowledge sharing b. resource accessibility c. work opportunities d. all of these
d. all of these
Which of the following leader attributes was/were found to be universally seen as being at least somewhat responsible for a leader's effectiveness? a. self-protection b. modesty c. autocracy d. all of these
d. all of these
What is one of the more recent reasons that is important to have diversity in today's business world? a. there are tax advantages b. minorities will not shop at your store c. lawsuits will happen more often if you don't have a diverse workforce d. barriers that once separated the world's people are no longer there (for example, time, distance, or politics)
d. barriers that once separated the world's people are no longer there (for example, time, distance, or politics)
Which of the following terms refers to the ability to interact effectively with people of different cultures? a. tolerance b. racial knowledge c. egalitarianism d. cultural competence
d. cultural competence
Even though two countries are located near each other, such as Britain and Ireland, their societal cultures could be very __________due to differences in religion, language, politics, or other factors. a. complex b. interesting c. similar d. different
d. different
Research has found that group _______ is better than ________ in terms of affecting positive work-related behavior and attitudes. a. competitiveness, cooperativeness b. cooperativeness, competitiveness c. heterogeneity, homogeneity d. homogeneity, heterogeneity
d. homogeneity, heterogeneity
Diverse groups are _____ able to provide for all of their members' needs and tend to have _____ integration and communication than do homogenous groups. a. more, more b. more, less c. less, more d. less, less
d. less, less
Diversity and inclusion efforts have historically had a strong focus on __________. a. white men b. top managers c. administrative assistants d. minorities and women
d. minorities and women
Which of the following best reflects low individualism? a. believing that people are incapable of making decisions on their own b. valuing the need for personal freedom above all else c. all of these d. placing a high value on harmony rather than honesty, and an emphasis on intrinsic rewards
d. placing a high value on harmony rather than honesty, and an emphasis on intrinsic rewards
