Deck 2: Organizational Diversity

Question 1

Diversity Management Programs attempt to uncover the root causes
of diversity problems.

Answer 1

True

Question 2

Diversity Management Programs are only temporary programs.

Answer 2

False

Question 3

Diversity Management Programs apply to only some associates.

Answer 3

False

Question 4

Diversity Management Programs create an inclusive work environment.

Question 5

Google is an example of a monolithic organization.

Question 6

Personality is considered a dimension of diversity.

Question 7

Important characteristics related to diversity include any characteristic that may influence a person's identity or the way in which he or she views the world.

Question 8

Diversity management programs can be aimed at recruiting and motivating high-quality associates.

Question 9

Diversity is a group characteristic, not an individual characteristic.

Question 10

Geographic background is not considered a dimension of diversity.

Question 11

Diversity can be defined as a characteristic of one individual where the difference exists on only one dimension.

Question 12

Harassment of various forms often leads to turnover and performance issues.

Question 13

The case study regarding the female firefighter at the Los Angeles Fire Department resulted in discrimination.

Question 14

A majority of human resource managers in Fortune 1000 companies said that the successful management of diversity has a positive effect on corporate outcomes.

Question 15

In the U.S. federal contractors with 50 or more employees are not
required to have AAPs.

Question 16

Affirmative Action Programs often require hiring quotas or lowered standards for selection and promotion of women and minorities.

Question 17

Unintentional discrimination against individuals who have religious practices that differ from those of the majority is most likely to occur in plural organizations.

Question 18

Most people feel more comfortable interacting and working with people who are different to them on a variety of dimensions.

Question 19

Many organizations have voluntarily adopted diversity management programs.

Question 20

AAPs stand for Affirmative Action Programs

Question 21

In the next decade, the percentage of women entering the workforce is likely to be greater than the percentage of men.

Question 22

The percentage of people from racial and ethnic minorities entering the workforce is expected to remain stable for the next decade.

Question 23

A multicultural organization fosters and values differences.

Question 24

The purpose of Diversity Management Programs is to allow all associates to reach their full potential.

Question 25

AAPs are ongoing and create permanent changes.

Question 26

Plural organizations tolerate diversity and do not foster or
value it.

Question 27

The proportion of racial and ethnic minorities entering the U.S.
workforce is expected to increase indefinitely.

Question 28

Monolithic organizations tend to have extreme occupational
segregation.

Question 29

Plural organizations foster and value diversity.

Question 30

AAPs focus on recruitment, mobility and retention of employees.

Question 31

The U.S. Bureau of Labor Statistics has predicted that the number of service producing jobs will continue to grow through 2014.

Question 32

Having diverse teams may allow for synergistic effects.

Question 33

As globalization increases, the need for successful diversity management decreases.

Question 34

Most organizations in the U.S. are multicultural organizations.

Question 35

Plural organizations do not take steps to be inclusive.

Question 36

Over the past ten years more than 75% of people entering the U.S.
workforce have been members of racial or ethnic minority groups.

Question 37

AAPs assume individuals will individually assimilate into the
organization.

Question 38

AAPs do not address the cause of discrimination problems.

Question 39

Plural organizations have diverse workforces.

Question 40

Monolithic organizations are homogeneous.

Question 41

Negative publicity from discrimination lawsuits tends to have no effect on a company's stock price.

Question 42

By the year 2050 one in every five Americans will be 65 years old or younger.

Question 43

Social identity "in-group" and "out-group" dynamics are likely to enhance successful diversity management.

Question 44

The retirement of members of the baby boom generation is expected to cause a major U.S. labor shortage in the next twenty years.

Question 45

Lack of skills is a frequently cited reason for the lack of integration of women and minorities in organizations.

Question 46

Power differentials based on ascribed status improve an organization's ability to develop an inclusive workplace environment.

Question 47

Employees whose social identity is different from the majority in their workplace are likely to feel pressured to behave in ways that are unnatural for them.

Question 48

Increasing the diversity of a work group decreases the number of problems the group is likely to have.

Question 49

Companies that have a reputation for a sensitive and caring culture that embraces diversity are likely to attract more applicants, thus increasing the likelihood of hiring more talented associates.

Question 50

Fault lines occur when two or more dimensions of diversity are correlated.

Question 51

Diversity alone guarantees good corporate performance.

Question 52

Modern racism occurs because of deep-seated, unconscious prejudice in people who believe that racism is wrong.

Question 53

Status and power that is assigned by cultural norms and dependent on group membership is referred to as ascribed status.

Question 54

Title VII of the 1964 Civil Rights Act prohibits organizations from discriminating against individuals on the basis of race, color, religion, sex, or national origin.

Question 55

Stereotyping is valuable in improving interpersonal relations because it allows us to simplify information about other people.

Question 56

The Age Discrimination in Employment Act of 1967 prohibits
organizations from discriminating against individuals over the age of 55.

Question 57

Research indicates that by simply increasing the demographic diversity among its associates, an organization is likely to also increase its profits.

Question 58

A high-involvement work environment can only be achieved if diversity is valued and successfully managed.

Question 59

A service economy depends on effective interactions between clients and service providers and, with changing demographics, both groups are becoming more diverse. Therefore, the change toward a service-based economy increases the need for effective diversity management.

Question 60

The diversity found in the Obama administration reflects the diversity found in corporate America.

Question 61

Diversity programs should be designed to meet the needs of disadvantaged groups within an organization.

Question 62

Name the law that protects individuals who are qualified and have a disability. ___________________________________

Question 63

Diversity, effectively managed, can help an organization better understand and serve all its customers, attract more customers, and become better problem solvers. These positive effects of diversity help organizations build __________________________.

Question 64

Differences in communication preferences is seldom a roadblock to establishing an effective diversity environment.

Question 65

A lower level manager discovers theft in his department. When reporting the incident to his supervisor, he confides, "I know who is doing this, but I must interview everyone so no one will think I am prejudiced." The manager is engaging in discrimination.

Question 66

___________ organizations have diverse workforces and take steps to be inclusive and respectful of people from different cultural backgrounds. Diversity is tolerated but not fostered.

Question 67

Affinity groups are groups that share common interests.

Question 68

The key idea behind an affirmative action program (AAP) is to ensure fair ___________ of women and racial and ethnic minorities in the workplace.

Question 69

Which of the forces of change is most responsible for the increasing rate at which U.S. employees working outside the U.S. must develop skills in working effectively with people who speak different languages? ______________

Question 70

Our stereotypes lead us to believe that we have more factual information about an individual or group than we have in reality.

Question 71

Google is an example of a ____________ organization because its organizational culture fosters and values differences.

Question 72

The goal of diversity management programs is to improve organizational _____________.

Question 73

Many individuals feel most comfortable interacting and working with people who are _________ to them on a variety of dimensions.

Question 74

Affinity groups are also good sources of feedback about the effectiveness of diversity initiatives.

Question 75

A ________________ organization is demographically and culturally homogeneous. These organizations actively discourage diversity.

Question 76

Diversity can be defined as a characteristic of a group of people where differences exist on or more relevant ___________, such as gender.

Question 77

Organizations using a strategic approach in managing diversity, train their managers to build __________ work environments.

Question 78

To create a truly inclusive environment, diversity programs need to teach people how to tolerate diversity.

Question 79

In successful diversity management programs, managers at all levels are held accountable for implementing diversity initiatives.

Question 80

The actions of associates in supporting diversity are more important than the actions of managers because associates establish the working climate of the organization.