Deck 12: Managing Corporate Diversity

Question 1

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

Answer 1

True

Question 2

A culture that accepts only one way of doing things and one set of values and beliefs, produced by ethnocentrism, is known as monoculture.

Answer 2

True

Question 3

Unfortunately, companies that foster a diverse workforce increases employee turnover, absenteeism and the risk of lawsuits.

Answer 3

False

Question 4

Because employees with different backgrounds bring different options and ideas to the table, a diverse workforce may lead to increased conflict, anxiety and misunderstanding.

Question 5

Discrimination is the tendency to view people who are different as being deficient.

Question 6

Homogeneous top management teams tend to be broadminded in their perspectives.

Question 7

A diverse workforce is better able to anticipate and respond to changing consumer needs.

Question 8

A rigid, exaggerated, irrational belief associated with a particular group of people defines prejudice.

Question 9

The genuine efforts to accept and manage diverse people in North America are a phenomenon that emerged in the 1800s.

Question 10

Stereotypes assume that all members of a group have the same characteristics.

Question 11

Most organizations make a conscious effort to shift from a pluralism perspective to one of monoculture.

Question 12

The belief that your group and subculture is not as good as other groups and subcultures is ethnocentrism.

Question 13

An organization which accommodates several subcultures, including employees who would otherwise feel isolated and ignored refers to pluralism.

Question 14

Age, race and gender are included in the primary dimension of diversity.

Question 15

The traditional dimension of diversity can be acquired or changed throughout one's lifetime.

Question 16

One of the consequences of diversity in the workplace is that there is a decreased quality of team problem solving.

Question 17

In a recent survey, 37 per cent of highly qualified women report that they voluntarily left or "opted-out" of the workforce at some point in their careers.

Question 18

Stereotype threat describes the psychological experience of a person who, usually engaged in a task, is aware of a stereotype about his or her identity group suggesting that he or she will not perform well on that task.

Question 19

An invisible barrier that separates women and minorities from advancement to important lateral movement within the organization defines the glass ceiling.

Question 20

The belief that ethics are not absolute but instead need to be evaluated relative to the situation refers to ethnorelativism.

Question 21

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.

Question 22

Uncovering diversity problems, strengthening top management commitment, choosing solutions to fit a balanced strategy and demanding results are all steps to implementing a diversity plan.

Question 23

Workforce diversity refers to hiring people from different geographic regions of the country but of same nationality.

Question 24

Which workforce generation category is characterized as ambitious but lacking loyalty to the organization

A) Generation X
B) Generation Y (Millennials)
C) Baby boomers
D) Teeny boppers
E) Generation A

Question 25

Research indicates that women and minorities are more likely than men to develop mentoring relationships.

Question 26

Many people believe that men make better managers because of their more collaborative, less hierarchical, relationship-oriented approach that is in tune with today's global and multicultural environment.

Question 27

A successful diversity plan leads to a workforce that demonstrates cultural competence in the long run.

Question 28

Solicitation with the promise of reward is the highest level of sexual harassment.

Question 29

_____ is defined as all the ways in which people differ.

A) Multiplicity
B) Diversity
C) Seniority
D) Culture
E) Variation

Question 30

The most important component of a successful diversity strategy is management commitment, leadership and support.

Question 31

Today, minorities account for about two-third of the US population.

Question 32

The average worker, today, is getting _____.

A) more likely to be married
B) younger
C) older
D) more likely to be male
E) uneducated

Question 33

The mentoring relationship is an excellent way to overcome the problem of the glass ceiling.

Question 34

Multicultural teams are made up of members from diverse national, racial, ethnic and cultural backgrounds.

Question 35

An important characteristic of affinity groups is that they are created informally by employees, not the organization, and membership is voluntary.

Question 36

A higher ranking, senior organizational member who is committed to providing upward mobility and support to a protégé's professional career is known as a sponsor.

Question 37

The first step in diversity skills training is to help people learn how to communicate and work effectively in a diverse environment.

Question 38

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

Question 39

Research shows that companies with several senior-level women underperform financially and organizationally in comparison to those without senior-level women.

Question 40

_____ serves as a barrier to upward movement within the organization.

A) Barriers to entry
B) Affirmative action
C) Equal opportunity
D) The glass wall
E) The glass ceiling

Question 41

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 a girl, attack that presentation!" Now Stephanie is so concerned about appearing overly aggressive 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

Question 42

Which of the following is not a benefit of workplace diversity

A) Reduced costs associated with high employee 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.

Question 43

_____ is the belief that groups are inherently equal.

A) Ethnorelativism
B) Ethnocentrism
C) Pluralism
D) Geocentricism
E) Monoculture

Question 44

Which of the following is an invisible barrier that separates women 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

Question 45

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

Question 46

An ethnocentric perspective leads to:

A) a monoculture.
B) diversity in the workplace.
C) pluralism.
D) ethno-relativism.
E) a global perspective.

Question 47

A company's top management is exclusively made up of older white males. Promoting from within the company, the top management is most comfortable with individuals who have similar profiles to theirs. Women and minorities at the 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

Question 48

In a family where both parents work, which of the following may be helpful to satisfy the parents' needs

A) Childcare
B) Flexible work schedule
C) Home-based employment
D) Maternity or paternity leaves
E) All of these

Question 49

Jeanne was a highly successful manager at a company. 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

Question 50

Which of the following means that an organization accommodates several subcultures

A) Monoculturalism
B) Pluralism
C) Ethnorelativism
D) Geocentricism
E) Ethnocentrism

Question 51

A company 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. This diversity plan follows which model of corporate diversity

A) Inclusive model
B) Exclusive model
C) Traditional model
D) Learning model
E) Static model

Question 52

A company has a very strong set of corporate values, but discourages the emergence of alternative values. The company is most likely:

A) a diverse organization.
B) an organization that encourages pluralism.
C) a monoculture.
D) geocentric.
E) minority-owned organization.

Question 53

_____ is a rigid, exaggerated, irrational belief associated with a particular group of people.

A) Label
B) Prejudice
C) Typecast
D) Discrimination
E) Stereotype

Question 54

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

Question 55

_____ reflects the belief that one's own group is superior to other groups.

A) Ethnorelativism
B) Ethnocentrism
C) Pluralism
D) Geocentricism
E) Regiocentrism

Question 56

_____ implies that women's commitment to their children would limit their commitment to the company or their ability to handle the rigours of corporate management.

A) Balancing family priorities
B) Invisible minorities
C) The opt-out trend
D) Family commitment
E) Cost of diversity

Question 57

_____ means creating a climate in which the potential advantages of diversity for organizational or group performance are optimized while the potential disadvantages are reduced.

A) Managing diversity
B) Maxi-Min approach
C) Managing differentiation
D) Advantageous approach
E) Maximum benefit approach

Question 58

Josephine would like to become part of a 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 ceiling
D) Glass wall
E) Opaque ceiling

Question 59

_____ is a psychological experience of a person who feels threatened by a stereotype about his or her identity group that suggests that he or she would not perform well.

A) Typecast threat
B) Discriminatory threat
C) Labeling
D) Stereotype threat
E) Classified threat

Question 60

A company provides employees with an onsite daycare facility and 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 benefit 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

Question 61

_____ 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

Question 62

The ability to interact effectively with people of different cultures refers to _____.

A) ethnocentrism
B) ethnorelativism
C) pluralism
D) stereotyping
E) cultural competence

Question 63

The belief that one's own group or subculture is inherently superior to other groups or cultures is known as _____.

Question 64

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.

Question 65

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.

Question 66

_____ are less likely than _____ to develop mentoring relationships.

A) Women; minorities
B) Minorities; women
C) Men; women
D) Women; men
E) Whites; minorities

Question 67

An organization wants 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.

Question 68

Susan formed a women's leadership group to help women advance within her company. Membership within the group was voluntary and open to women with a desire to advance in the company. The group can best be described as a(n):

A) focus group
B) affinity group
C) self-help group
D) diversity team
E) multicultural team

Question 69

_____ involves exposing traditional managers to nontraditional peers to help break down any stereotypical beliefs they might have.

A) Revelation
B) Exposure
C) Publicity
D) Innovative breakdown
E) Cultural barrier breakdown

Question 70

Hanneke has recognized that valuing diversity is good for her organization for all of the following reasons EXCEPT:

A) it increases understanding of the marketplace.
B) it efficiently uses employee talent.
C) it increases the quality of team problem solving.
D) it is mandated by ethical responsibility.
E) it reduces costs associated with high turnover, absenteeism, and lawsuits.

Question 71

All of the following are true about employee affinity 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.

Question 72

A human resource manager regularly establishes performance goals tied to diversity, such as tracking salaries, rates of promotion, and managerial positions for women 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

Question 73

A company uses a(n) _____ program to provide minorities and women with direct training and inside information on the norms and expectations of the organization.

A) sponsoring
B) mentoring
C) expatriate
D) delegate
E) advisory

Question 74

Which of the following refers to a higher ranking, senior organizational member who is committed to providing upward mobility and support to a protégé's professional career

A) Sponsor
B) Mentor
C) Expatriate
D) Delegate
E) Advisor

Question 75

Although she loves her job, Hanneke is contemplating leaving it to focus her energy on parenting her three children. This would demonstrate which factor affecting women's careers?

A) Female advantage
B) Opt-out trend
C) Glass ceiling
D) Glass wall
E) Opaque ceiling

Question 76

Research has shown that affinity groups:

A) create divisions in the workplace.
B) are bad experiences for minority employees.
C) help companies retain minority employees.
D) reduce creativity by being homogeneous.
E) none of these.

Question 77

During the first step of the diversity development process, managers may want to conduct a ___________ to uncover any diversity problems in the organization.

A) reports audit
B) financial audit
C) cultural audit
D) diversity audit
E) special needs audit

Question 78

Paying a female employee less than a male employee for the same work is an example of:

A) gender discrimination
B) ethnic discrimination
C) stereotyping
D) sexual harassment
E) prejudice

Question 79

A company recently held a series of focus groups to gather information on employee perceptions of women and minorities in the workplace. In particular, the company 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.

Question 80

A culture that accepts only one way of doing things and one set of values and beliefs is called a(n) _____.