Question 1

Ethnocentrism is the belief that:

Accepted Answer

Ethnocentrism is the belief that one's own culture and subculture are inherently superior to other cultures. It is a form of cultural bias that can lead to discrimination and intolerance towards people who are perceived as being different.

Question 2

Cultural intelligence includes a(n):

Accepted Answer

Cultural intelligence includes cognitive, emotional, and physical components. The cognitive component deals with the ability to understand and interpret cultural differences, the emotional component involves maintaining an open attitude towards cultural differences and the ability to manage emotions in intercultural interactions, and the physical component focuses on nonverbal communication and adapting to physical aspects of different cultures.

Question 3

The inclusive model of diversity includes all of the ways in which people differ such as:

Accepted Answer

The inclusive model of diversity includes all of the ways in which people differ, which includes their pay level, work style, military experience, and any other form of diversity. Therefore, the best choice is D - all of the choices.

Question 4

Organizations establish workforce diversity programs:

Accepted Answer

Organizations establish workforce diversity programs to promote the hiring of diverse employees, ensure that differences are accepted, promote inclusion of diverse employees, and ultimately create a more diverse and inclusive workplace environment. All of these choices are important components of successful diversity programs.

Question 5

White-sounding names got more callbacks than African-American-sounding names, even when skills and experience were equal. This is an example of:

Accepted Answer

Passive bias is when someone is treated differently based on their perceived race or ethnicity, even if the person does not intend to discriminate. Unconscious bias is when someone has a negative or positive attitude towards a person based on their race or ethnicity, even if they are not aware of it. In this case, the white-sounding names got more callbacks than the African-American-sounding names, even when skills and experience were equal. This is an example of both passive bias and unconscious bias in the workplace.

Question 6

A diverse workforce contributes to _________, which is a critical element for high performance.

Accepted Answer

A diverse workforce contributes to diversity of thought, which is a critical element for high performance. When people with different backgrounds, experiences, and perspectives come together, they bring unique insights and ideas that can lead to more creative solutions and better decision-making. This diversity of thought can also help organizations better serve diverse customer bases and adapt to changing markets. Technical expertise, ethnocentrism, and power distance are not directly related to the benefits of a diverse workforce.

Question 7

A study that showed minority managers have to prove themselves over and over again with each new assignment. This is an example of:

Accepted Answer

The study described in the question suggests that minority managers face unequal expectations since they are required to prove themselves repeatedly with each new assignment. This indicates that the same level of trust and confidence is not automatically extended to them as it might be to their non-minority colleagues.

Question 8

_____________means questioning current methods and challenging employees to think in new ways.

Accepted Answer

Intellectual stimulation involves encouraging employees to question current methods and challenge their thinking with new ideas. This leadership approach promotes creativity and innovation within the organization.

Question 9

The model of diversity shows:

Accepted Answer

The model of diversity includes both combinations of traits that make up diversity and the impact these differences have throughout one's life. It recognizes that diversity encompasses more than just visible differences such as race, gender, and age, but also includes differences in experiences, perspectives, and cognitive styles. Therefore, both options A and D are included in the model, making C the correct answer. Option B, a diverse organizational community, is a result of implementing diversity policies or practices to create an inclusive environment, but it is not the same as the model of diversity itself.

Question 10

Muslim employees at a meatpacking plant in Nebraska protested because they wanted extra break times to pray during Ramadan. This example shows that:

Accepted Answer

The protest by Muslim employees at the meatpacking plant in Nebraska highlights the potential for cultural differences to lead to conflicts in the workplace. The employees' request for additional break times to pray during Ramadan was likely influenced by their religious beliefs and practices, which may differ from those of other employees and management. This illustrates the importance of cultural awareness and sensitivity in managing diverse workplaces.

Question 11

In stage 1 of personal diversity awareness:

Accepted Answer

In stage 1 of personal diversity awareness, diversity is viewed as a problem that needs to be addressed. Legal requirements may be met, but the focus is on meeting them rather than valuing diversity as a positive aspect of the organization. This stage is characterized by a lack of understanding about the benefits of diversity and a perception that it may lead to conflict or difficulties in the workplace.

Question 12

When a leader and company act out prejudicial attitudes toward people who are the targets of their prejudice, _________ has occurred.

Accepted Answer

Discrimination refers to the unfair or unequal treatment of individuals or groups based on characteristics such as race, gender, age, or ethnicity. Prejudicial attitudes often lead to discriminatory behaviors, such as exclusion, harassment, or marginalization, which can have serious implications for the affected individuals and the organization as a whole. Ethnocentrism refers to the belief that one's own culture, values, or norms are superior to those of others, which can also fuel discriminatory behaviors. Inclusion, on the other hand, refers to the deliberate and proactive efforts to create a workplace culture that values diversity, equity, and respect, and fosters a sense of belonging for all employees. Uncertainty avoidance, finally, refers to the extent to which individuals or cultures feel comfortable with ambiguity, uncertainty, or risk, which can influence their decision-making style, communication patterns, and leadership preferences, but is not directly related to prejudice or discrimination.

Question 13

____________is designed to help people become aware of their own biases, become sensitive to and open to people diff erent from themselves, and learn skills for communicating and working effectively in a diverse workplace.

Accepted Answer

Diversity training is specifically designed to help people become aware of their own biases, become sensitive to and open to people different from themselves, and learn skills for communicating and working effectively in a diverse workplace. Collectivism refers to a cultural value that emphasizes the importance of group cohesion and harmony over individual goals and achievements. Inclusion refers to creating a culture where everyone feels welcome and valued, regardless of their differences. Ethnocentrism is the belief that one's own culture is superior to others.

Question 14

Diversity refers to differences among people in terms of all EXCEPT:

Accepted Answer

Diversity includes all characteristics that make individuals unique, such as their age, ethnicity, physical ability, gender, sexual orientation, religion, education, and more. Technological skills are not a characteristic that necessarily makes individuals different from one another, but rather a learned skill that can be developed over time. Therefore, option B (technological skills) does not pertain to diversity.

Question 15

Diversity does all EXCEPT:

Accepted Answer

Diversity is known to develop employee and organizational potential, provide greater organizational flexibility, and help organizations build better relationships with customers. However, diversity is not responsible for perpetuating the glass ceiling, which is a barrier for advancement faced by women and other minorities in the workplace. In fact, promoting diversity and inclusion can help shatter the glass ceiling by providing equal opportunities for all employees to advance and succeed in their careers.

Question 16

The invisible bar that separates women and minorities from top leadership jobs is called:

Accepted Answer

The term "glass ceiling" refers to the unseen barriers that prevent certain groups, including women and minorities, from reaching top leadership positions. Ethnocentrism, power distance, and uncertainty avoidance are all related to cultural differences and do not specifically refer to barriers in the workplace.

Question 17

In some cases, people fail to advance to higher levels in organizations because they don't have the necessary education and skills. This is termed the:

Accepted Answer

The term "opportunity gap" refers to a situation where individuals' access to education and employment opportunities is limited, resulting in them being unable to advance to higher levels in organizations. This can be due to various factors, such as socioeconomic status, discrimination, or lack of resources. Conversely, the other answer choices are unrelated to the concept of individuals failing to advance due to education and skills gaps. The leadership grid deals with leadership styles, substitutes for leadership discusses how external factors can influence leadership effectiveness, and ethnocentrism refers to the tendency to view one's own culture as superior to others.

Question 18

An increasing number of successful women are negotiating with companies:

Accepted Answer

Many successful women are negotiating with companies to achieve both work-life balance and greater flexibility in their work arrangements. They want to be able to balance their work responsibilities with their personal obligations and have more control over their schedules. This is not necessarily following the opt-out trend, which involves women leaving the workforce altogether.

Question 19

Leaders must develop the following personal characteristics in a multicultural organization.

Accepted Answer

All of these choices are important personal characteristics that leaders must develop in a multicultural organization. Leaders must be open to change themselves, be able to mentor and empower diverse employees, and have a personal, long-range vision that supports diversity. Developing these characteristics can help leaders create a culture of inclusion and promote diversity within the organization.

Question 20

A factor contributing to increased acceptance of diversity is:

Accepted Answer

Globalization has allowed for increased exposure and interaction with people from diverse backgrounds and cultures, leading to a greater acceptance and understanding of diversity.

Quiz 11: Developing Leadership Diversity