Question 1

Diversity consists of many attributes that can affect individual, group and organisational outcomes such as performance, job satisfaction and absenteeism.

Accepted Answer

Diversity encompasses various characteristics such as age, gender, race, ethnicity, religion, sexual orientation, education, and experience, which can impact the performance, satisfaction, and attendance of individuals, teams, and organisations.

Question 2

Workforce diversity includes all aspects that make us different including:

Accepted Answer

A

Question 3

Social categorisation implies that there are in-groups and out-groups and these groups are not necessarily work orientated?

Accepted Answer

Social categorisation is the process of categorising individuals into distinct groups based on certain attributes such as age, gender, race, nationality, etc. In this process, individuals may be classified into in-groups and out-groups based on perceived similarities or differences. These groups can be based on social affiliations or work orientation, and may not necessarily be work-oriented.

Question 4

Diversity management is the same as equal employment opportunity and affirmative action.

Accepted Answer

Diversity management is different from equal employment opportunity and affirmative action. While equal employment opportunity and affirmative action are focused on ensuring equal treatment and opportunities for protected groups, diversity management is focused on harnessing the unique perspectives and strengths that diversity brings to an organization to drive innovation and success.

Question 5

Workforce diversity tends to result in employees not sharing information and not learning from each other, resulting in a reduction in organisational learning.

Accepted Answer

Workforce diversity actually leads to a sharing of different perspectives, skills, and knowledge, which can enhance organizational learning and innovation. Therefore, the statement is false.

Question 6

Research about the similarity attraction paradigm, social identity theory and social categorisation theory indicates that when people are similar to each other they are likely to inadvertently discriminate against people who are different.

Accepted Answer

The similarity attraction paradigm suggests that people are more likely to be attracted to individuals who are similar to them in terms of attitudes, values, interests, and backgrounds. Social identity theory states that individuals define themselves in part by their group memberships, and therefore they may discriminate against individuals who belong to different groups. Social categorization theory suggests that people categorize others into groups based on their characteristics, and this can lead to discrimination against individuals who are different. Together, these theories suggest that similarity can lead to discrimination against those who are different.

Question 7

Negative emotional and behavioural consequences of diversity are largely explained by which three theories?

Accepted Answer

The similarity attraction paradigm, social identity theory, and social categorisation theory explain the negative emotional and behavioural consequences of diversity. The similarity attraction paradigm suggests people are drawn to those similar to themselves, leading to potential exclusion or negative feelings towards those who are different. Social identity theory posits that individuals categorize themselves and others into groups, favoring their own group, which can result in prejudice and discrimination. Social categorisation theory, closely related to social identity theory, explains how categorizing people into groups can lead to stereotyping and intergroup bias. Together, these theories elucidate how diversity can lead to negative outcomes when individuals focus on differences rather than commonalities.

Question 8

Groupthink is most likely to occur in organisations when:

Accepted Answer

Groupthink is a phenomenon that occurs when group members strive for consensus and conformity, often resulting in irrational or faulty decision-making. One of the key reasons for groupthink is the formation of in-groups, where members start identifying with one another and overlook critical information or dissenting opinions. People may also be unwilling to state what they privately think, leading to a false consensus. Finally, in groupthink, individuals tend to conform to the majority opinion, regardless of their private beliefs or preferences. Therefore, all three options - 'in-groups', unwillingness to speak out, and conformity with the group - can contribute to groupthink in organisations.

Question 9

Groups that have diverse members will be more cohesive and produce better outcomes if their leader is open to dissimilarity, has good conflict management skills and is able to manage emotions in the group.

Accepted Answer

Research has shown that diverse groups can have higher performance outcomes, but this is only true if the group leader is skilled in managing differences and conflicts within the group. Leaders who are open to dissimilarity and can manage emotions in the group can help create an inclusive and productive environment.

Question 10

Two key skills that assist in the management of individual differences are dissimilarity openness and cultural knowledge.

Accepted Answer

Dissimilarity openness allows individuals to embrace and learn from differences among people, while cultural knowledge provides understanding and insight into how different cultures operate and interact with each other. Both of these skills are essential for effectively managing individual differences in a diverse environment.

Question 11

Diversity produces cognitive benefits for the organisation.One cognitive benefit is group decision effectiveness and this results in:

Accepted Answer

Diversity in a team leads to a greater number of perspectives being brought into decision-making, providing the opportunity for employees to think outside their own experiences and generate a variety of alternative solutions to problems. The combination of these two factors results in better decision-making because more angles are considered, leading to the selection of the most effective solution.

Question 12

When employees work in teams that consist of a large proportion of people similar to themselves they are likely to enjoy a greater allocation of rewards and support.This is consistent with:

Accepted Answer

The answer of When employees work in teams that consist...

Question 13

In order for diversity-open performance evaluations to be effective they must include diversity criteria in manager performance appraisals that meet the organisational diversity objectives.

Accepted Answer

Including diversity criteria in manager performance appraisals will ensure that managers are held accountable for promoting and achieving diversity objectives in the organization. This will in turn help to create a more diverse and inclusive workplace.

Question 14

Work-family conflict can make work-life balance difficult.However, flexible employment opportunities do not guarantee that employees will have any greater commitment to their job.

Accepted Answer

While flexible employment opportunities can help alleviate work-family conflict, they do not necessarily result in greater commitment to the job. Other factors such as job satisfaction and organizational culture also play a role in employees' commitment to their job.

Question 15

Discrimination legislation varies between countries and states.In the event of discrimination in Australia there are three steps an organisation or employee can take.They are:

Accepted Answer

The best option is to discuss the issue with management first, seek advice, and then present the case to a commission if necessary. Seeking advice from colleagues or professional advice is also a good step, but it is important to address the issue with the organization first. Directly contacting the commission without discussing the issue with management could strain the relationship between the employee and the organization. Taking no action is not a recommended course of action as discrimination should be addressed and resolved.

Question 16

Programs that are established to teach employees about diversity in their workplace help change employee attitudes and increase their awareness and understanding of diversity.

Accepted Answer

Programs that educate employees about diversity and inclusion can help to change attitudes and increase awareness and understanding of diversity in the workplace. These programs can also improve relationships between coworkers, reduce prejudice and discrimination, and increase overall job satisfaction and productivity.

Question 17

An organisation advertised for people over 180cm tall for a job that could be performed by people of any height.An organisation adopting this recruitment process is engaging in:

Accepted Answer

The recruitment process in this scenario is an example of indirect discrimination. Indirect discrimination occurs when a requirement or condition is applied equally to everyone, but it has a disproportionate impact on a particular group of people who share a protected characteristic, such as height. In this case, the requirement of being over 180cm tall is unnecessary for the job and may disproportionately disadvantage candidates who are shorter.

Question 18

Ian is a HR manager listening to Karen talk about her experiences at work.While Ian listens he shows concern for Karen's feelings and for her relationship with her boss.According to Geert Hofstede, which national culture dimension is Ian displaying?

Accepted Answer

Ian is displaying the "femininity" dimension of Geert Hofstede's national culture dimensions, which values quality of life, relationships, and care for others over success, competition, and achievement, which are characteristics of the "masculinity" dimension.

Question 19

The dimension of Geert Hofstede's national cultures that proposes that people tend to look after their own needs and put these before others is known as:

Accepted Answer

The dimension that proposes that people tend to look after their own needs and put these before others is known as individualism versus collectivism. This dimension captures the extent to which a culture values individualism (personal achievement, independence, and individual rights) versus collectivism (group harmony, collective decision-making, and interdependence).

Question 20

Negative effects of diversity can occur because:

Accepted Answer

The answer of Negative effects of diversity can occur because:
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Quiz 6: Managing for Diversity, Inclusion and Wellbeing