Question 1

The status of affirmative action plans is clear and unchallenged.

Accepted Answer

The status of affirmative action plans is often a topic of debate and controversy, and there have been legal challenges to the use of such plans in hiring and admissions.

Question 2

Equal opportunity is the giving of preferences to women and minorities in employment decisions.

Accepted Answer

Equal opportunity is the principle of treating everyone fairly and without prejudice, regardless of their gender, race, religion, or other characteristics. It does not involve giving preferences or advantages to any particular group. The use of such preferences is known as affirmative action, which can be a controversial policy.

Question 3

The two forms of sexual harassment are quid quo pro and hostile work environment.

Accepted Answer

Quid quo pro sexual harassment involves someone with power or authority in the workplace demanding sexual favors in exchange for employment benefits or the prevention of negative employment consequences. Hostile work environment sexual harassment involves creating a work environment that is intimidating, hostile, or offensive due to unwelcome sexual behavior or comments.

Question 4

Recent immigration patterns to the U.S. indicate that:

Accepted Answer

The answer of Recent immigration patterns to the U.S. indicate...

Question 5

The main federal EEO law is derived from:

Accepted Answer

Title VII of the Civil Rights Act of 1964 is the main federal EEO law that prohibits employment discrimination on the basis of race, color, religion, sex, or national origin. The Civil Rights Act of 1991 amended Title VII, but it did not replace it. Title IX prohibits sex discrimination in education, not employment. The Taft-Hartley Act deals with labor-management relations and does not address EEO.

Question 6

Diversity management differs from affirmative action in that affirmative action is:

Accepted Answer

Affirmative action is based on laws and moral imperatives that aim to redress past discrimination and promote equal opportunities for underrepresented groups, whereas diversity management is a broader concept that encompasses creating an inclusive workplace culture, valuing differences, and leveraging diversity to achieve business goals. While both approaches may overlap in some areas, they have different underlying objectives and implementation strategies.

Question 7

Traditionally, a key element in moving into higher level positions in organizations is having a mentor.

Accepted Answer

Having a mentor has been a common practice for individuals looking to develop their skills and advance their careers within organizations. Mentors can provide guidance, advice, support, and connections that can help their mentees navigate workplace challenges and opportunities.

Question 8

Interpersonal distance do not vary for people from different cultures.

Accepted Answer

Interpersonal distance can vary greatly between different cultures. For example, people from Latin American countries tend to stand closer to one another than people from North American or Northern European countries. Cultural norms and individual preferences influence interpersonal distance.

Question 9

Organization culture includes a set of shared values and beliefs.

Accepted Answer

Organization culture refers to the shared values, beliefs, customs, behaviors, and artifacts that characterize an organization. These shared values and beliefs can shape the way employees behave and interact with each other, as well as influence the organization's overall performance and success.

Question 10

Affirmative action can require organizations to practice preferential recruiting and hiring.

Accepted Answer

Affirmative action policies may require organizations to give preference to underrepresented groups in their recruiting and hiring processes in order to promote diversity and undo the effects of past discrimination.

Question 11

Over one-half of US companies offer some form of cross-cultural training.

Accepted Answer

According to a survey conducted by the Society for Human Resource Management, 55% of US companies offer some form of cross-cultural training.

Question 12

An organizational culture is BEST described as:

Accepted Answer

An organizational culture is made up of the shared values, beliefs, norms, and patterns of behavior that shape the way members of an organization interact with each other and with external stakeholders. It goes beyond shared interests or activities and is not necessarily identical across all employees.

Question 13

Equal employment law:

Accepted Answer

Equal employment law covers situations where the opportunities for particular groups (such as women and minorities) are limited, which includes not only hiring but also promotions, training, and other aspects of employment. It aims to prevent discrimination based on various factors such as race, gender, age, disability, and religion. Therefore, option B, C, D, and E are incorrect.

Question 14

The glass ceiling is:

Accepted Answer

The glass ceiling refers to the invisible barriers that prevent women and minorities from advancing to upper management positions within a company or organization. It is a real phenomenon that is the result of conscious or unconscious biases and discrimination. It is not a planned way companies keep women and minorities out, but rather a systemic issue. It is also not usually part of the company policy manual, but rather a cultural and societal issue.

Question 15

Which of the following is NOT a step in developing and delivering a sexual or racial harassment-training awareness program?

Accepted Answer

While an assessment of the organizational climate is necessary to determine the specific needs and challenges of the workplace, an assessment of the external climate is not directly related to developing and delivering an internal sexual or racial harassment-training awareness program.

Question 16

Executive Order 11246 issued by President Johnson requires federal contractors to undertake affirmative action processes. This impacts federal contracts that are over:

Accepted Answer

Executive Order 11246, issued by President Johnson, impacts federal contractors with contracts over $10,000, requiring them to undertake affirmative action to ensure equal employment opportunity without regard to race, color, religion, sex, or national origin.

Question 17

The focus on a managing diversity program is on inclusion.

Accepted Answer

The goal of a managing diversity program is to create an inclusive workplace environment where all employees feel valued and respected, regardless of their backgrounds, identities, or differences. Therefore, the focus of such a program is on inclusion.

Question 18

Females have both moved up in organizations and achieved pay equity with men over the last 20 years.

Accepted Answer

While progress has been made, studies show that there is still a significant gender pay gap and a lack of equal representation of women in leadership positions.

Question 19

In 2005 the US foreign born population exceeded 35 million people.

Accepted Answer

According to the Migration Policy Institute, the US foreign born population exceeded 35 million people in 2005.

Question 20

Artifacts and patterns of behavior play an important role in the socialization process.

Accepted Answer

Artifacts (material objects that reflect cultural values) and patterns of behavior (repetitive actions that are learned and accepted as norms within a society) are important aspects of the socialization process because they help individuals learn and internalize cultural values and norms. Through exposure to these artifacts and patterns of behavior, individuals come to understand what is valued in their society and how they are expected to behave in various situations.

Quiz 16: HRD and Diversity: Diversity Training and Beyond