Question 1

Stereotypically, workers from the Millennial generation are characterized as dedicated, hardworking, and loyal.

Accepted Answer

Millennials are often stereotypically characterized as entitled, tech-savvy, and seeking work-life balance, rather than being primarily described as dedicated, hardworking, and loyal.

Question 2

Although valid 20 years ago, Hofstede's Cultural Dimensions are no longer applicable to understanding the influence national culture has on organizational and managerial behaviors.

Accepted Answer

Hofstede's Cultural Dimensions are still widely used and considered relevant for understanding cultural differences in organizational and managerial behaviors, though they may be supplemented with more recent research.

Question 3

Because of our increasingly diverse population, health care professionals need to be concerned about their cultural competency, which is the same as linguistic proficiency.

Accepted Answer

Cultural competency and linguistic proficiency are related but distinct concepts; cultural competency involves understanding and respecting cultural differences, while linguistic proficiency refers to the ability to communicate effectively in different languages.

Question 4

The health care industry has been a leader for embracing diversity management.

Accepted Answer

The healthcare industry has faced challenges in diversity management and has not consistently been a leader in this area compared to other industries.

Question 5

Generally, cultural diversity is thought to improve patient satisfaction.

Accepted Answer

Cultural diversity in healthcare can lead to better understanding and communication between patients and providers, which can enhance patient satisfaction by making patients feel respected and understood.

Question 6

The diversity of health care organizations and their boards generally reflects the diversity of the communities they serve.

Accepted Answer

The diversity of healthcare organizations and their boards often does not reflect the diversity of the communities they serve, as many boards lack representation from minority groups.

Question 7

The most important part of diversity management is bringing in a diverse workforce, after which things tend to work out in an equitable way.

Accepted Answer

Hiring a diverse workforce is important, but effective diversity management also requires ongoing efforts to create an inclusive and equitable environment where all employees feel valued and supported.

Question 8

According to Hofstede's research, which dimension is the measure of how a society deals with physical and intellectual inequalities and how the culture applies power and wealth relative to its inequalities?

A) Individualism-collectivism
B) Power distance
C) Uncertainty avoidance
D) Masculinity versus femininity

Accepted Answer

Power distance is the dimension that measures how a society deals with inequalities and how power and wealth are distributed relative to these inequalities.

Question 9

According to Hofstede's research, the dimension that measures the need for heroism, achievement and success versus the desire to care for the weak is:&#10;A) Individualism-collectivism&#10;B) Power distance&#10;C) Uncertainty avoidance&#10;D) Masculinity versus femininity

Accepted Answer

The dimension of masculinity versus femininity in Hofstede's research measures the preference for achievement, heroism, assertiveness, and material rewards for success (masculinity) versus a preference for cooperation, modesty, caring for the weak, and quality of life (femininity).

Question 10

According to Hofstede's research, societies that maintain rigid codes of belief and behavior and are intolerant of deviant personalities and ideas have strong:&#10;A) Individualism-collectivism&#10;B) Power distance&#10;C) Uncertainty avoidance&#10;D) Masculinity versus femininity

Accepted Answer

Hofstede's dimension of uncertainty avoidance refers to the extent to which a society feels uncomfortable with uncertainty and ambiguity, leading to the maintenance of rigid codes of belief and behavior.

Question 11

Organization-specific factors thought to shape the career of women and racially and ethnically diverse individuals are:&#10;A) leadership and strategic orientation&#10;B) organizational culture and climate&#10;C) organizational resilience&#10;D) Human resources practices

Accepted Answer

The answer of Organization-specific factors thought to shape the career...

Deck 3: Diversity Management and Cultural Competency in Health Care