Question 1

The learning and effectiveness paradigm for managing diversity focuses on the acceptance and celebration of differences; so that the diversity within the company matches the diversity found among primary stakeholders such as customers, suppliers, and local communities.

Accepted Answer

This is the focus of the access and legitimacy paradigm. The learning and effectiveness paradigm focuses on integrating deep-level diversity differences such as personality, attitudes, beliefs, and values into the actual work of the organization.

Question 2

There has been little direct evidence of the practice of racial or ethnic discrimination in the workplace in recent years.

Accepted Answer

The evidence indicates that there is strong and persistent racial and ethnic discrimination in the hiring processes of many organizations.

Question 3

The fastest-growing racial group in the United States is Hispanics.

Accepted Answer

According to the U.S. Census Bureau, Hispanics are the fastest-growing racial group in the United States.

Question 4

The Big Five dimension of conscientiousness is the degree to which someone is cooperative, polite, flexible, forgiving, good-natured, tolerant, and trusting.

Accepted Answer

This is the definition of agreeableness.

Question 5

Affirmative action is required by law for all private employers, while diversity is voluntary.

Accepted Answer

Affirmative action is required by law for private employers with 50 or more employees, while diversity is not required by law and is therefore voluntary.

Question 6

Diversity helps companies save money by reducing turnover, decreasing absenteeism, and avoiding expensive lawsuits.

Accepted Answer

Studies have shown that diverse and inclusive workplaces have lower turnover rates, less absenteeism, and a lower risk of expensive lawsuits related to discrimination or harassment. This is because employees feel valued and respected, leading to greater job satisfaction and commitment to the company. Additionally, a diverse workforce can bring fresh perspectives, creativity, and innovation to the company, which can lead to increased profitability and success.

Question 7

Affirmative action is defined as the purposeful steps taken by an organization to create employment opportunities for minorities and women. It is required by law for private employers with 15 or more employees.

Accepted Answer

Affirmative action is required by law for private employers with 15 or more employees in the United States.

Question 8

A disability is defined as a mental or physical impairment that substantially limits one or more major life activities.

Accepted Answer

This is the official definition of disability according to the Americans with Disabilities Act (ADA) of 1990.

Question 9

For a typical company, employee turnover costs amounts to more than 90 percent of the employees' salaries.

Accepted Answer

According to research, employee turnover costs can range from 30 to 150 percent of an employee's salary, with the average being around 90 percent.

Question 10

Surface-level diversity refers to differences such as age, gender, race/ethnicity, and physical disabilities that are observable, typically unchangeable, and easy to measure.

Accepted Answer

Surface-level diversity includes observable characteristics that are typically easy to measure and unchangeable. Examples include age, gender, and race/ethnicity.

Question 11

Affirmative action actually makes good business sense in terms of cost savings, the ability to attract and retain talent, and business growth.

Accepted Answer

Diversity actually makes good business sense in terms of cost savings, the ability to attract and retain talent, and business growth.

Question 12

Reasonable accommodations for disabled worked include assistive technology.

Accepted Answer

Reasonable accommodations for disabled workers may include assistive technology, such as screen readers, magnifiers, or speech recognition software, to help them perform the essential functions of their job.

Question 13

If managed properly, the shift from surface- to deep-level diversity can result in reduced prejudice and conflict as well as lead to stronger social integration.

Accepted Answer

By embracing deep-level diversity, individuals are more likely to focus on shared values and commonalities rather than superficial differences. This can lead to increased understanding and a more inclusive atmosphere, reducing prejudice and conflict. It also promotes social integration by valuing and respecting a diverse range of viewpoints and identities. However, this outcome relies on effective management and communication strategies to ensure that everyone feels heard and valued.

Question 14

The primary benefit of the discrimination and fairness paradigm is that it generally brings about fairer treatment of employees and increases demographic diversity.

Accepted Answer

The discrimination and fairness paradigm focuses on identifying and eliminating discriminatory practices, as well as promoting equal opportunities for all employees. By doing so, it can lead to fairer treatment of employees and greater diversity in the workplace.

Question 15

The three different methods or paradigms for managing diversity are the discrimination and fairness paradigm, the access and legitimacy paradigm, and the learning and effectiveness paradigm.

Accepted Answer

This statement is true. The three different paradigms for managing diversity are discrimination and fairness, access and legitimacy, and learning and effectiveness.

Question 16

As compared to men's career choices, women's career choices are more likely to choose jobs or careers that also give them the greater sense of accomplishment, more control over their work schedules, and easier movement in and out of the workplace.

Accepted Answer

Studies have shown that women tend to prioritize work-life balance, flexible scheduling, and job satisfaction when making career choices, while men tend to prioritize earning potential and career advancement.

Question 17

The glass ceiling is the so-called invisible barrier that prevents women and minorities from advancing to the top jobs in organizations.

Accepted Answer

The statement is true.

Question 18

The Big Five dimensions of personality are autonomy, Machiavellianism, empathy, locus of control, and affectivity.

Accepted Answer

The Big Five personality dimensions are (1) extraversion, (2) emotional stability, (3)
agreeableness, (4) conscientiousness, and (5) openness to experience.

Question 19

Affirmative action and diversity are not only different in their definitions but also in their purpose, how they are practiced, and the reactions they produce.

Accepted Answer

Affirmative action refers to policies and programs that aim to provide equal opportunities for historically marginalized groups, such as racial minorities and women. Diversity, on the other hand, refers to the presence of a variety of identities, backgrounds, and perspectives in a workplace or community. While both aim to promote inclusivity, diversity focuses on the end result while affirmative action focuses on addressing historical inequalities. The methods used to achieve these goals also differ, with affirmative action often involving quotas and preferential treatment for underrepresented groups, while diversity initiatives may involve outreach and education. Reactions to affirmative action and diversity also differ, with affirmative action often facing opposition for being seen as reverse discrimination, while diversity initiatives may be seen as beneficial for promoting creativity and innovation in a workplace or community.

Question 20

Diversity exists in organizations when there is a variety of demographic, cultural, and personal differences among the customers who do business with them.

Accepted Answer

Diversity exists in organizations when there is a variety of demographic, cultural, and personal differences among the people who work there and the customers who do business there.

Quiz 11: Section 1: Managing Human Resource Systems