Question 1

Box 10.1: What was the discrimination issue that took place in the Texaco 1994 incident?

Accepted Answer

The discrimination issue that took place in the Texaco 1994 incident was race discrimination.

Question 2

The Global Leadership and Organizational Behavior Effectiveness (GLOBE) project, investigated the complex relationship between societal culture and organizational behavior with a focus on

Accepted Answer

The GLOBE project specifically focused on the relationship between societal culture and leadership behavior. While relational mental models, cultural intelligence, and social-emotional behavior may be related to this topic, they were not the main focus of the project.

Question 3

A organization that is characterized by a culture that fosters and values cultural differences is called:

Accepted Answer

A multicultural organization is characterized by a culture that fosters and values cultural differences. It recognizes and appreciates the diverse backgrounds and experiences of its workforce and strives to create a supportive environment where individuals can bring their whole selves to work without fear of discrimination or ostracism. This type of organization is committed to promoting inclusivity, diversity, and equity in all aspects of its operations, from recruitment and hiring to training and development to leadership and decision-making.

Question 4

Organizations that are investing efforts in active diversity management with the aim of enhancing inclusion and fostering organizational effectiveness in the workforce are:

Accepted Answer

Organizations that investing efforts in active diversity management with the aim of enhancing inclusion and fostering organizational effectiveness in the workforce are proactive by taking a preventative approach to diversity issues before they arise.

Question 5

Cultural Audit refers to:

Accepted Answer

Cultural audit refers to identifying obstacles that limit the progress of employees from diverse backgrounds and that block collaboration among groups in the organization. It is a process that involves assessing the cultural competency of an organization, identifying areas of strength and weakness, and developing a plan for improvement. Option A and B are related to diversity management but not specifically to cultural audit. Option D refers to a comprehensive framework for HR diversity management, which is not specifically related to cultural audit.

Question 6

Who defined diversity management broadly as "the utilization of human resource (HR) management practices to (i( increase or maintain the variation in human capital on some given dimension(s), and/or (ii) ensure that variation in human capital on some given dimension(s) does not hinder the achievement of organizational objectives, and/or (iii) ensure that variation in human capital on some given dimension(s) facilitates the achievement of organizational objectives?"

Accepted Answer

Olsen and Martins (2012) defined diversity management in a broad manner that encompasses the utilization of HR management practices to increase or maintain human capital variation, ensure such variation does not hinder organizational objectives, and ensure it facilitates the achievement of these objectives.

Question 7

The term diversity management originated in ______________, but has slowly taken hold in other regions and countries of the world.

Accepted Answer

The term diversity management originated in North America, specifically in the United States, as part of efforts to address and manage the diverse workforce effectively, including issues related to race, gender, ethnicity, and other differences. It has since spread globally as organizations worldwide recognize the importance of diversity and inclusion.

Question 8

The slogan for the argument, "diversity management can give companies a competitive advantage in the global economy," is:

Accepted Answer

The slogan for the argument that "diversity management can give companies a competitive advantage in the global economy" should emphasize the business benefits of diversity. Choice C, "Diversity makes good business sense," does just that. Choice A, "Diversity management is the right thing to do," only speaks to the moral obligation of diversity, while choice B, "Diversity is a reality here to stay," is not a compelling enough reason for companies to actively manage diversity. Choice D is incorrect, as every argument should have a slogan or tagline to help convey its message.

Question 9

Which statement is true about a plural organization?

Accepted Answer

A plural organization is characterized by a heterogeneous workforce, meaning that it has employees from diverse backgrounds, cultures, and perspectives.

Question 10

Diversity Enlargement refers to:

Accepted Answer

Diversity Enlargement specifically refers to the action of increasing representation of individuals from diverse backgrounds and cultures in an organization.

Question 11

The theoretical foundation for achieving organizational outcomes as it refers to diversity management is the:

Accepted Answer

The resource-based theory provides the theoretical foundation for achieving organizational outcomes through diversity management, as it suggests that a diverse workforce can be a valuable resource that enhances organizational performance.

Question 12

Diversity management originated in what country?

Accepted Answer

Diversity management as a recognized approach to effectively manage a diverse workforce originated in the United States. It emerged as a response to the civil rights movement, changing demographics, and the globalization of business.

Question 13

A monolithic organization refers to:

Accepted Answer

A monolithic organization is one that is demographically and culturally homogeneous.

Question 14

Increasing diversity representation and achieving workforce inclusion is a __________ process.

Accepted Answer

The answer of Increasing diversity representation and achieving workforce inclusion...

Question 15

Ensuring diversity representation in the workforce is the_______ step toward workplace inclusion.

Accepted Answer

Ensuring diversity representation in the workforce is the initial or first step towards workplace inclusion. Without diverse representation, it is impossible to achieve a truly inclusive environment.

Question 16

_______ emphasizes that diversity management is dealing with the collective mixture of all workers, not just the recent additions to the organizational workforce.

Accepted Answer

Thomas (1996) emphasizes that diversity management is dealing with the collective mixture of all workers, not just the recent additions to the organizational workforce.

Question 17

Intranational diversity management refers to:

Accepted Answer

Intranational diversity management refers to managing diversity within a single nation, specifically within a workforce of citizens and immigrants. Option A is the only choice that accurately reflects this definition. Option B refers to international diversity management and Option C refers to managing diversity across multiple countries.

Question 18

A study of 15 companies operating in ________ found that in most companies' diversity management is still an emerging issue, and the other major challenges are related to discriminatory actions taken by coworkers.

Accepted Answer

The study refers to companies operating in Brazil.

Question 19

Organizations that are investing efforts in active diversity management with the aim of enhancing inclusion and fostering organizational effectiveness in their workforce is what part of the two-stage process?

Accepted Answer

Organizations that invest effort in active diversity management with the aim of enhancing inclusion and fostering organizational effectiveness in their workforce are in the proactive stage of diversity management. The reactive stage, on the other hand, is when an organization only responds to diversity-related concerns or legal requirements.

Question 20

In a series of comparative studies, the International Labour Organization (ILO) evaluated antidiscrimination and diversity-training initiatives in different counties in the EU. What country was one of the few industrialized migrant-receiving counties that at the time or the study had not introduced antidiscrimination legislation to protect non-national workers?

Accepted Answer

The answer of In a series of comparative studies, the...

Quiz 10: Diversity Management and Leadership: Paradigms, Rationale, and Key Elements