Question 1

Which of these sets of differences would fall under the narrow definition of diversity?
A) Sex, race, and education
B) Sex, race, and disability
C) Sex, personality, and disability
D) Race, education, and personality

Accepted Answer

The narrow definition of diversity focuses on visible characteristics, such as sex and race, as well as disabilities, which are also visible or can have visible signs. Choice A includes education, which is not a visible characteristic, and Choice C includes personality, which is not considered a visible characteristic or an immutable trait. Choice D combines characteristics that may or may not be visible, and personality, which is not typically included in a narrow definition of diversity.

Question 2

What is the primary difference between an equal employment opportunity and an affirmative action plan?
A) EEO is passive while AA is active
B) EEO is active while AA is passive
C) AA requires preferential hiring.
D) EEO requires preferential hiring.

Accepted Answer

The primary difference between EEO and AA is that EEO is a passive approach that prohibits discrimination in hiring and promotion based on certain protected characteristics, while AA is an active approach that seeks to overcome past discrimination by implementing plans that provide preferential treatment to underrepresented groups in hiring and promotion. AA involves taking proactive steps such as setting hiring goals and quotas, while EEO simply requires that all job candidates be treated fairly and without bias.

Question 3

Keon, a heavyset black man, has recently been hired by a company. His main function is in the finance department but he works on a committee with people from other departments in the company. He often hangs out with other members of the committee after work where he finds out that most of them are married while he is single. Which of his attributes would help the diversity of the committee, based on the narrow definition?
A) His weight
B) His department
C) His marital status
D) His race

Accepted Answer

Race is the only attribute listed that brings diversity to the committee based on the narrow definition given. His weight, department, and marital status do not necessarily contribute to diversity in this scenario.

Question 4

The broad definition of diversity reminds us that all differences are _______.
A) Socially constructed
B) Equally important
C) Surface traits
D) Demographic traits

Accepted Answer

The answer of The broad definition of diversity reminds us...

Question 5

The broad definition of diversity reminds us that?
A) diversity initiatives targeting women may also be helpful for men.
B) differences are socially constructed.
C) a very broad literature is relevant to diversity.
D) all of these.

Accepted Answer

The statement in the question includes all three options - diversity initiatives targeting one group may be beneficial for another group as well (A), differences among individuals are socially constructed (B), and a vast amount of literature is relevant to the topic of diversity (C). Therefore, the correct answer is D (all of these).

Question 6

Planned programs and structures to turn differences into sources of strength rather than weakness are called?
A) inclusion.
B) valuing diversity.
C) managing diversity.
D) diversity.

Accepted Answer

Managing diversity refers to planned programs and structures aimed at turning differences into sources of strength rather than weakness.

Question 7

What is the ideal way a company would design a job?
A) Use common sense
B) Do a job analysis
C) Use an ad hoc (improvised) process
D) Use information from a publication containing job descriptions.

Accepted Answer

The ideal way a company would design a job is by doing a job analysis. This involves identifying the duties, responsibilities, necessary skills, and outcomes of a particular job. This ensures that the job is tailored to fit the needs of the company and that the job requirements are clearly defined for potential candidates. Using common sense or an ad hoc process may result in an ineffective or confusing job design. Using a publication may be helpful for reference, but it should not be the sole source of information for designing a job.

Question 8

The A-thru-Z Company needs to redesign a job for the research and development department. They decide to bring in a consultant who observes the incumbents who are currently working the job and collects information from both incumbents and their supervisors, The consultant builds a list of tasks and KSAs that should be looked for in applicants. They also gather information that could be important for diversity purposes, such as current languages spoken by the incumbents and supervisors. This process for designing a job is called ________?
A) Diversity management
B) Ad hoc design
C) Job analysis
D) Inclusive design

Accepted Answer

The process described is job analysis, which involves gathering information about the tasks and KSAs needed for a job. Diversity management and inclusive design are important considerations, but they are not the specific process being described in this scenario. Ad hoc design refers to a job design process that is not well-planned or consistent, so it is not a good fit for this scenario.

Question 9

HR staff should be concerned about diversity because
A) it is relevant to every HR function in the organization.
B) the federal government requires it.
C) it clearly affects the bottom line.
D) all of these.

Accepted Answer

The answer of HR staff should be concerned about diversity...

Question 10

A tech company has recently hired several new customer service representatives. Before their first official day of work, the group of new employees are brought into the office and given a tour and history of the company. They are also given company t-shirts and a packet with information about the company culture to take home. These activities are part of the overall process of_______________?
A) socialization
B) selection
C) mentoring
D) development

Accepted Answer

The activities described, such as a tour, history of the company, and cultural information packet, are all common elements of employee socialization. This is the process of introducing new employees to the company and its culture, helping them adjust to their new work environment and feel like a part of the team.

Question 11

Diversity is relevant to training becaus?
A) sometimes companies want to diversify their employee base.
B) applicant pools may be more diverse than in the past.
C) assessment of job-related skills may require modification.
D) all of these.

Accepted Answer

All of these options are relevant to training in light of diversity. Companies may want to diversify their employee base and applicant pools may be more diverse than in the past, which requires adapting training methods to accommodate this diversity. Additionally, assessment of job-related skills may require modification to ensure that no biases against certain groups are present in the evaluation process.

Question 12

What is the difference between performance appraisal and job evaluation?
A) Focus on how well jobs are being done versus what jobs are worth
B) Focus on individual versus group behavior
C) Focus on employees' behavior versus their attitudes
D) Focus on developing individual employees versus the company

Accepted Answer

Performance appraisal focuses on how well an individual employee is doing their job, while job evaluation focuses on determining the worth of a particular job within a company. They have different focuses and goals.

Question 13

A tech company recently looked at the makeup of their departments and discovered that the programming department was primarily staffed with men but the customer service department seemed to be primarily women. What does this discrepancy most clearly demonstrate?
A) Discrimination
B) Selection biases
C) Occupational segregation
D) A glass ceiling

Accepted Answer

This discrepancy most clearly demonstrates occupational segregation, which is the phenomenon of certain jobs or fields being dominated by individuals of a certain gender, race, or ethnicity. In this case, it seems that the programming department is dominated by men, while the customer service department is dominated by women. This could be due to a variety of factors, including societal expectations and stereotypes, lack of access to education and training in certain fields, and cultural norms within the company. While discrimination and selection biases could also play a role in creating this imbalance, the term "occupational segregation" is more accurate in describing the situation. The glass ceiling refers specifically to the barriers that prevent women and other marginalized groups from advancing to higher-level positions in a company, so it is not the most appropriate choice for this particular scenario.

Question 14

The wage gap results from?
A) distortions in the job evaluation hierarchy due to occupational segregation.
B) explicit discrimination.
C) patterns of socialization and individual choice.
D) all of these.

Accepted Answer

The wage gap results from multiple factors, including distortions in the job evaluation hierarchy due to occupational segregation, explicit discrimination, and patterns of socialization and individual choice. Therefore, option D (all of these) is the best choice.

Question 15

The process of goal-oriented influence in group and organizational settings is referred to as _____?
A) Leadership
B) Group process
C) Development
D) Organizational change

Accepted Answer

Leadership involves the process of influencing a group or organization towards achieving specific goals. It includes goal-setting, communication, decision-making, and motivation to ensure that the group works towards a common objective. Group process, development, and organizational change are important aspects of leadership, but they are not inclusive of the entire process. Therefore, option A is the best choice for the given question.

Question 16

Diversity affects?
A) access to leadership roles.
B) resources for completing tasks.
C) communication and conflict.
D) all of these.

Accepted Answer

Diversity can affect access to leadership roles, as certain groups may face barriers or biases in achieving these positions. It can also affect resources for completing tasks, as different individuals may bring different perspectives and experiences to the table that can enhance or detract from the team's effectiveness. Additionally, communication and conflict can be affected by diversity, as people from different cultural backgrounds may have different communication styles and approaches to conflict resolution. Therefore, all of these options are valid impacts of diversity.

Question 17

OD is relevant to?
A) management of mergers and acquisitions.
B) diversity management.
C) improving internal organizational processes.
D) all of these.

Accepted Answer

OD (Organizational Development) is relevant to all of these areas. It involves improving internal organizational processes, managing mergers and acquisitions, and creating diverse and inclusive workplaces.

Question 18

Factors in development of the diversity movement wer?
A) federal requirements for hiring more diverse workers.
B) need for higher profits.
C) demographic changes in the workforce and the structure and organization of work.
D) all of these.

Accepted Answer

The answer of Factors in development of the diversity movement...

Question 19

Workforce 2000 wa?
A) a report by the US Census Bureau.
B) misinterpreted and became a strong impetus to the diversity movement.
C) a list of legal requirements for hiring.
D) all of these.

Accepted Answer

Workforce 2000 was a study conducted by the Hudson Institute in 1987 that projected changes in the U.S. workforce by the year 2000. The report argued that the U.S. would experience a shortage of educated and skilled workers due to demographic changes, and that employers would need to rely more heavily on women, minorities, immigrants, and older workers. While the report did not specifically call for diversity initiatives, it did alert employers to the need to be more inclusive in their hiring practices. The report was misinterpreted by some as a call to action for diversity, leading to an increased push for diversity in the workplace. The report was not a legal document with specific requirements for hiring.

Question 20

Recent Census counts show which change(s) in the workforce?
A) Non-Hispanic Whites are no longer the majority.
B) Rise in the median age and retirements of skilled workers.
C) Stable proportions of Hispanic workers.
D) large increases in the proportion of females, especially Black females.

Accepted Answer

The article states that there has been a rise in median age and retirements of skilled workers.

Quiz 1: Basic Concepts

Which of these sets of differences would fall under the narrow definition of diversity?

What is the primary difference between an equal employment opportunity and an affirmative action plan?

The broad definition of diversity reminds us that all differences are _______.

The broad definition of diversity reminds us that?

Planned programs and structures to turn differences into sources of strength rather than weakness are called?

What is the ideal way a company would design a job?

HR staff should be concerned about diversity because

Diversity is relevant to training becaus?

What is the difference between performance appraisal and job evaluation?

A tech company recently looked at the makeup of their departments and discovered that the programming department was primarily staffed with men but the customer service department seemed to be primarily women. What does this discrepancy most clearly demonstrate?

The wage gap results from?

The process of goal-oriented influence in group and organizational settings is referred to as _____?

Diversity affects?

OD is relevant to?

Factors in development of the diversity movement wer?

Workforce 2000 wa?

Recent Census counts show which change(s) in the workforce?