Deck 4: Managing Diversity

Question 1

When seeking to understand diversity, it is important to distinguish between diversity and the sources of diversity because they are not the same thing.

Answer 1

True

Question 2

Additional Case 4.1
As the Director of HR, David is leading a management discussion to plan and implement a diversity management program. David is concerned that management, while tolerant, tends to stereotype minorities and this will eventually lead to difficulties for the firm. The company's top three markets are in Los Angeles, Chicago, and Miami. All three markets are heavily Latino in make-up. The senior management team is all male. The youngest member is 58 years of age.
Martinez, the VP of Operations, feels that people should blend together and that focusing on differences merely creates divisions. He thinks that you should have a common training program to create a unified "American" company culture. Patrick, VP of Finance, doesn't see the need for a program. He respects that people are different, but he feels that once you get to know a Hispanic, African-American, or Asian-American, you know how to work with any Hispanic, African-American, or Asian-American. Moreover, Patrick doesn't believe the company should get into affirmative action programs. The firm tried it ten years ago, and it created many problems.
Simon, the CEO, thinks a diversity management program is important. He believes the company is missing some important talent without such a program. Simon feels that the company can create a competitive advantage by being in the lead on this issue and also believes the changing workforce is going to require adjustments in the future.
Refer to Additional Case 4.1. Patrick is most likely directed by:

A)his belief that people can control the factors that make them diverse.
B)shifts in the demographic make-up of the workforce.
C)the firm's legal responsibilities.
D)his own cognitive structure.

Answer 2

D

Question 3

Heterogeneity in organizations tends to lead to communication confusion and groupthink.

Answer 3

False

Question 4

Diversity is primarily a function of:

A)stereotyping.
B)group membership.
C)individual characteristics.
D)segmented communication networks.

Question 5

________ and ________ are two groups that have experienced workforce participation increases in recent years, and they are expected to continue that trend in the future.

A)African-Americans / White Americans
B)Asian-Americans / Hispanic Americans
C)White Americans / Asian-Americans
D)Hispanic Americans / African-Americans

Question 6

Jorge is from Guatemala. Amanda, an American co-worker, assumes that Jorge, (and all Guatemalans)are just like her two Latina friends, and that the three share the same abilities, likes, and dislikes. Amanda is guilty of:

A)discrimination.
B)stereotyping.
C)harassment.
D)inclusiveness.

Question 7

Diversity is best defined as:

A)biological elements over which individuals have little or no physical control.
B)the personal choices individuals make regarding their lifestyles and goals.
C)all the human characteristics that make people different from each other.
D)affirmative action practices required in the workplace.

Question 8

The concept of diversity management is simply a new label for affirmative action.

Question 9

Changing workforce demographics is exemplified by the fact that, of the 20 million jobs created over the next ten years, women and minorities will fill:

A)22%.
B)34%.
C)48%.
D)75%.

Question 10

Workforce diversity can most likely enhance organizational effectiveness by:

A)reducing training costs and improving quality.
B)decreasing communications problems and conflicts.
C)creating greater human resource system stability.
D)increasing creativity and improving problem solving.

Question 11

Additional Case 4.1
As the Director of HR, David is leading a management discussion to plan and implement a diversity management program. David is concerned that management, while tolerant, tends to stereotype minorities and this will eventually lead to difficulties for the firm. The company's top three markets are in Los Angeles, Chicago, and Miami. All three markets are heavily Latino in make-up. The senior management team is all male. The youngest member is 58 years of age.
Martinez, the VP of Operations, feels that people should blend together and that focusing on differences merely creates divisions. He thinks that you should have a common training program to create a unified "American" company culture. Patrick, VP of Finance, doesn't see the need for a program. He respects that people are different, but he feels that once you get to know a Hispanic, African-American, or Asian-American, you know how to work with any Hispanic, African-American, or Asian-American. Moreover, Patrick doesn't believe the company should get into affirmative action programs. The firm tried it ten years ago, and it created many problems.
Simon, the CEO, thinks a diversity management program is important. He believes the company is missing some important talent without such a program. Simon feels that the company can create a competitive advantage by being in the lead on this issue and also believes the changing workforce is going to require adjustments in the future.
Refer to Additional Case 4.1. Martinez's approach to diversity management:

A)is most likely based on a perspective that people can control the factors that make them diverse.
B)assumes that the company does not need to worry about diversity because demographic trends are moving away from it.
C)expresses the belief that the key to understanding diversity is understanding each individual's group membership.
D)reflects the growing competition for opportunities among minority groups.

Question 12

When identifying individual characteristics in groups of people, it is very likely that:

A)two groups will have substantial overlap with regard to any given characteristic.
B)two groups will have very little overlap with regard to any given characteristic.
C)the overlap that occurs between two groups is affected by the groups' interactions with one another.
D)overlap is a function of two groups' geographical closeness.

Question 13

The percentage of women in the workforce is increasing, while the number of men in the workforce is decreasing.

Question 14

The number of people over age 55 in the United States will grow by approximately ________ over the next decade.

A)5%
B)25%
C)45%
D)65%

Question 15

Additional Case 4.1
As the Director of HR, David is leading a management discussion to plan and implement a diversity management program. David is concerned that management, while tolerant, tends to stereotype minorities and this will eventually lead to difficulties for the firm. The company's top three markets are in Los Angeles, Chicago, and Miami. All three markets are heavily Latino in make-up. The senior management team is all male. The youngest member is 58 years of age.
Martinez, the VP of Operations, feels that people should blend together and that focusing on differences merely creates divisions. He thinks that you should have a common training program to create a unified "American" company culture. Patrick, VP of Finance, doesn't see the need for a program. He respects that people are different, but he feels that once you get to know a Hispanic, African-American, or Asian-American, you know how to work with any Hispanic, African-American, or Asian-American. Moreover, Patrick doesn't believe the company should get into affirmative action programs. The firm tried it ten years ago, and it created many problems.
Simon, the CEO, thinks a diversity management program is important. He believes the company is missing some important talent without such a program. Simon feels that the company can create a competitive advantage by being in the lead on this issue and also believes the changing workforce is going to require adjustments in the future.
Refer to Additional Case 4.1. Which of the following can most likely be inferred from Simon's attitude?

A)The needs of minority markets are difficult to assess.
B)The firm's previous attempts at affirmative action were costly.
C)The concept of the melting pot in American culture is no longer achievable.
D)The company make-up should reflect its market to gain a competitive advantage.

Question 16

Which term is synonymous with diversity management and involves making all employees feel like an integrated part of an organization and its success regardless of race, gender, or age?

A)Multicultural training
B)Affirmative action
C)Cultural orientation
D)Inclusiveness

Question 17

Colgate's rise to the top spot in the oral care market is primarily considered a result of:

A)product development teams focusing on aging populations.
B)female managers rising to executive positions.
C)creating minority apprenticeship programs.
D)implementing diversity training.

Question 18

Diversity, the human characteristics that make people different from one another, consists solely of characteristics that cannot be controlled by the individual.

Question 19

Additional Case 4.1
As the Director of HR, David is leading a management discussion to plan and implement a diversity management program. David is concerned that management, while tolerant, tends to stereotype minorities and this will eventually lead to difficulties for the firm. The company's top three markets are in Los Angeles, Chicago, and Miami. All three markets are heavily Latino in make-up. The senior management team is all male. The youngest member is 58 years of age.
Martinez, the VP of Operations, feels that people should blend together and that focusing on differences merely creates divisions. He thinks that you should have a common training program to create a unified "American" company culture. Patrick, VP of Finance, doesn't see the need for a program. He respects that people are different, but he feels that once you get to know a Hispanic, African-American, or Asian-American, you know how to work with any Hispanic, African-American, or Asian-American. Moreover, Patrick doesn't believe the company should get into affirmative action programs. The firm tried it ten years ago, and it created many problems.
Simon, the CEO, thinks a diversity management program is important. He believes the company is missing some important talent without such a program. Simon feels that the company can create a competitive advantage by being in the lead on this issue and also believes the changing workforce is going to require adjustments in the future.
Refer to Additional Case 4.1. David most likely believes that:

A)affirmative action programs have improved communication and retention rates within the firm.
B)a diverse workforce would improve the firm's ability to compete in multicultural markets.
C)diversity management is not a long-term issue for the company.
D)minority shareholders are disappointed with the firm's direction.

Question 20

The percentage of minorities in the workforce has declined 20% over the last ten years because of immigration laws, while the number of women in the workforce has doubled.

Question 21

Shakira, who is Latina, is concerned that Latinos seem to be receiving less employment assistance and training than African-Americans at local businesses. Her concern is most likely the result of:

A)rising competition for job opportunities.
B)segmented communication networks.
C)a male-dominated social culture.
D)stereotyping.

Question 22

Segmented communication channels exist only in high-level business positions because of the increased political nature of such jobs.

Question 23

The fact that most interactions within an organization occur between members of the same sex and race demonstrates the diversity management challenge of:

A)group cohesiveness.
B)minority employee retention.
C)affirmative action resentment.
D)communication channel segmentation.

Question 24

Additional Case 4.4
Xavier has just become the head of HR at Hot Rods, Inc. He notices that the company is very homogenous, especially in light of the very diverse community in which it is located. He is surprised to find that the number of women and other minorities is quite low in all positions. As one of his first responsibilities, Xavier wants to implement a diversity program at Hot Rods.
Refer to Additional Case 4.4. Xavier most likely finds that there is relatively little interaction between men and women and between minorities and non-protected class members at Hot Rods. These are clear examples of:

A)segmented communication networks.
B)the effects of the glass ceiling.
C)resistance to change.
D)competition for opportunities.

Question 25

The cultural relativity concept of management encourages flexibility in management practices related to the diversity of the given workforce.

Question 26

It is most likely a challenge to convince people to value diversity because:

A)it is seen as diminishing the common ground necessary to a viable society.
B)diversity programs have created a violent employee backlash.
C)affirmative action programs have been eliminated.
D)it tends to decrease organizational flexibility.

Question 27

Which of the following is LEAST likely to occur in a firm with a glass ceiling?

A)Low job satisfaction among minorities
B)Low retention rates among women
C)High group cohesiveness
D)High training costs

Question 28

According to the universal concept of management, management practices should be ________.

A)culturally-based
B)standardized
C)flexible
D)diverse

Question 29

Additional Case 4.2
MGN, Inc. is a Fortune 500 company that wants to manage its diverse workforce more effectively. HR is facilitating meetings among middle managers to communicate this idea and to gather input from the managers about the best way to accomplish this goal.
Mercedes, a Latina manager, suggests that the company does not need to do more than what is already being done. She cites the company's previous affirmative action plan. "Also," she argues, "we've given African-Americans and Asian-Americans more than enough opportunity. I tried to promote a Latino to supervisor position, and you guys (HR dept.) told me I really needed to give Kym, an African-American, the opportunity."
Paul, a white supervisor, feels that management is management. Managing diversity is just a gimmick or a passing fad. "I've been a supervisor for 20 years, and I've found that if I treat people fairly and listen to them, things work out just fine."
Ana, a relatively new middle-manager, is a bit more positive about the idea but has significant reservations. She feels, however, that the company really needs to give women and minorities access to the "old boys' network." If all the company does is conduct training and devise slogans, nothing will happen.
Finally, Rahkim, an African-American supervisor, says he doesn't care what they do. He's giving notice because he's joining some other African-Americans in starting their own company. He's been a supervisor for five years and has been passed over for promotion twice. He feels that he has experienced discrimination because he's African-American.
Refer to Additional Case 4.2. The case study shows a number of challenges to implementing a diversity management program. Mercedes' concerns represent which of the following challenges?

A)Glass ceiling hindrances
B)Lack of adequate support groups
C)Segmented communication networks
D)Increasing competition for opportunities

Question 30

Additional Case 4.2
MGN, Inc. is a Fortune 500 company that wants to manage its diverse workforce more effectively. HR is facilitating meetings among middle managers to communicate this idea and to gather input from the managers about the best way to accomplish this goal.
Mercedes, a Latina manager, suggests that the company does not need to do more than what is already being done. She cites the company's previous affirmative action plan. "Also," she argues, "we've given African-Americans and Asian-Americans more than enough opportunity. I tried to promote a Latino to supervisor position, and you guys (HR dept.) told me I really needed to give Kym, an African-American, the opportunity."
Paul, a white supervisor, feels that management is management. Managing diversity is just a gimmick or a passing fad. "I've been a supervisor for 20 years, and I've found that if I treat people fairly and listen to them, things work out just fine."
Ana, a relatively new middle-manager, is a bit more positive about the idea but has significant reservations. She feels, however, that the company really needs to give women and minorities access to the "old boys' network." If all the company does is conduct training and devise slogans, nothing will happen.
Finally, Rahkim, an African-American supervisor, says he doesn't care what they do. He's giving notice because he's joining some other African-Americans in starting their own company. He's been a supervisor for five years and has been passed over for promotion twice. He feels that he has experienced discrimination because he's African-American.
Refer to Additional Case 4.2. Rahkim's statements indicate the firm's general problem with:

A)interpersonal communication conflicts.
B)resentment towards affirmative action.
C)inadequate career growth opportunities.
D)job competition between minority groups.

Question 31

________ is human characteristics that make people different from one another.

Question 32

One side effect of EEO law enforcement is the belief among managers and mainstream employees that organizations have had to compromise their standards to comply.

Question 33

Which of the following is LEAST likely to occur in a firm with segmented communication channels?

A)An inability to capitalize on diverse perspectives
B)Increasing deterioration of groupthink mentality
C)Unintentional penalties against minorities
D)A lack of common ground across groups

Question 34

Additional Case 4.2
MGN, Inc. is a Fortune 500 company that wants to manage its diverse workforce more effectively. HR is facilitating meetings among middle managers to communicate this idea and to gather input from the managers about the best way to accomplish this goal.
Mercedes, a Latina manager, suggests that the company does not need to do more than what is already being done. She cites the company's previous affirmative action plan. "Also," she argues, "we've given African-Americans and Asian-Americans more than enough opportunity. I tried to promote a Latino to supervisor position, and you guys (HR dept.) told me I really needed to give Kym, an African-American, the opportunity."
Paul, a white supervisor, feels that management is management. Managing diversity is just a gimmick or a passing fad. "I've been a supervisor for 20 years, and I've found that if I treat people fairly and listen to them, things work out just fine."
Ana, a relatively new middle-manager, is a bit more positive about the idea but has significant reservations. She feels, however, that the company really needs to give women and minorities access to the "old boys' network." If all the company does is conduct training and devise slogans, nothing will happen.
Finally, Rahkim, an African-American supervisor, says he doesn't care what they do. He's giving notice because he's joining some other African-Americans in starting their own company. He's been a supervisor for five years and has been passed over for promotion twice. He feels that he has experienced discrimination because he's African-American.
Refer to Additional Case 4.2. As you review the comments and thoughts of these various managers, what challenge to managing diversity seems to be expressed by all?

A)Valuing diversity
B)Individual vs. group fairness
C)Resistance to change
D)Segmented communication networks

Question 35

Additional Case 4.4
Xavier has just become the head of HR at Hot Rods, Inc. He notices that the company is very homogenous, especially in light of the very diverse community in which it is located. He is surprised to find that the number of women and other minorities is quite low in all positions. As one of his first responsibilities, Xavier wants to implement a diversity program at Hot Rods.
Refer to Additional Case 4.4. Xavier institutes a diversity program at Hot Rods and, despite his best efforts, people make critical comments about it. Some men are complaining that more women have been hired simply because of their gender and that they lack the necessary skills to perform their jobs. This is most likely a manifestation of:

A)inclusiveness.
B)high turnover.
C)resentment.
D)cultural determinism.

Question 36

According to the text, what is the best strategy to handle the various challenges of managing a diverse workforce?

A)Assume an individual's behavior is based on an ethnic grouping.
B)Realize that group membership determines individual behaviors.
C)Treat employees as individuals rather than as members of a group.
D)Focus on the sources of diversity rather than affirmative action guidelines.

Question 37

Additional Case 4.2
MGN, Inc. is a Fortune 500 company that wants to manage its diverse workforce more effectively. HR is facilitating meetings among middle managers to communicate this idea and to gather input from the managers about the best way to accomplish this goal.
Mercedes, a Latina manager, suggests that the company does not need to do more than what is already being done. She cites the company's previous affirmative action plan. "Also," she argues, "we've given African-Americans and Asian-Americans more than enough opportunity. I tried to promote a Latino to supervisor position, and you guys (HR dept.) told me I really needed to give Kym, an African-American, the opportunity."
Paul, a white supervisor, feels that management is management. Managing diversity is just a gimmick or a passing fad. "I've been a supervisor for 20 years, and I've found that if I treat people fairly and listen to them, things work out just fine."
Ana, a relatively new middle-manager, is a bit more positive about the idea but has significant reservations. She feels, however, that the company really needs to give women and minorities access to the "old boys' network." If all the company does is conduct training and devise slogans, nothing will happen.
Finally, Rahkim, an African-American supervisor, says he doesn't care what they do. He's giving notice because he's joining some other African-Americans in starting their own company. He's been a supervisor for five years and has been passed over for promotion twice. He feels that he has experienced discrimination because he's African-American.
Refer to Additional Case 4.2. Ana's concerns most likely reflect the experiences of women and minorities with:

A)corporate cultural relativity.
B)resistance to organizational change.
C)segmented communication networks.
D)resentment between competing minorities.

Question 38

The set of activities involved in integrating nontraditional employees into the workforce and using their diversity to the firm's competitive advantage is referred to as ________.

Question 39

Additional Case 4.2
MGN, Inc. is a Fortune 500 company that wants to manage its diverse workforce more effectively. HR is facilitating meetings among middle managers to communicate this idea and to gather input from the managers about the best way to accomplish this goal.
Mercedes, a Latina manager, suggests that the company does not need to do more than what is already being done. She cites the company's previous affirmative action plan. "Also," she argues, "we've given African-Americans and Asian-Americans more than enough opportunity. I tried to promote a Latino to supervisor position, and you guys (HR dept.) told me I really needed to give Kym, an African-American, the opportunity."
Paul, a white supervisor, feels that management is management. Managing diversity is just a gimmick or a passing fad. "I've been a supervisor for 20 years, and I've found that if I treat people fairly and listen to them, things work out just fine."
Ana, a relatively new middle-manager, is a bit more positive about the idea but has significant reservations. She feels, however, that the company really needs to give women and minorities access to the "old boys' network." If all the company does is conduct training and devise slogans, nothing will happen.
Finally, Rahkim, an African-American supervisor, says he doesn't care what they do. He's giving notice because he's joining some other African-Americans in starting their own company. He's been a supervisor for five years and has been passed over for promotion twice. He feels that he has experienced discrimination because he's African-American.
Refer to Additional Case 4.2. Which manager would most likely agree with the universal concept of management?

A)Mercedes
B)Paul
C)Ana
D)Rahkim

Question 40

The ________ concept of management asserts that management practices should be molded to the different sets of values, beliefs, attitudes, and behaviors exhibited by a diverse workforce.

A)universal
B)affirmative action
C)segmented
D)cultural relativity

Question 41

Foreign-born individuals make up ________ of the U.S. population.

A)6%
B)14%
C)19%
D)25%

Question 42

Which term refers to the activities involved in integrating nontraditional employees into the workforce and using their diversity as a competitive advantage?

A)Equal employment opportunity
B)Affirmative action
C)Diversity training
D)Diversity management

Question 43

The "glass ceiling" is an intangible barrier within an organization that prevents members of non-protected classes from filling positions above a certain level.

Question 44

According to the ADA, the estimated costs of accommodating disabled employees:

A)are usually between $200 and $500.
B)are usually between $750 and $1,000.
C)have been grossly underestimated.
D)increase the cost of doing business by 15%.

Question 45

The management concept holding that all management practices should be standardized is called the ________.

Question 46

What are the challenges a company typically faces in managing employee diversity? What are some methods that can help firms reduce conflicts caused by diversity?

Question 47

African-Americans, as a group, tend to face two major problems in organizations. The first is intentional racism. The second is:

A)resentment due to preferential treatment.
B)inadequate educational preparation for the workplace.
C)failure of civil rights laws to improve employment opportunities.
D)a general lack of experience in higher level jobs due to past discrimination.

Question 48

Which of the following is a true statement regarding foreign workers?

A)Immigration issues are limited to the U.S.
B)The U.S. has eased visa restrictions for highly skilled immigrants.
C)Nearly 40% of all science and engineering jobs in the U.S. are held by immigrants.
D)Approximately 35% of all undocumented immigrants in the U.S. are Mexican citizens.

Question 49

Shakil is a computer programmer confined to a wheelchair due to a spinal injury. He's been on the job for about six weeks. None of his co-workers have invited him to lunch, offered to car pool, or stopped by to visit. Shakil is facing a problem common among the disabled, which is:

A)being viewed as less competent than his able-bodied co-workers.
B)being educationally disadvantaged because of his disability.
C)experiencing a lack of social acceptance for his disability.
D)competing for job opportunities with disabled minorities.

Question 50

The label "Hispanic" is best described as a:

A)category used by HR managers to implement affirmative action programs.
B)term for categorizing individuals from Southern Europe.
C)term for administrative and research purposes.
D)subcategory of native Spanish speakers.

Question 51

Generally speaking, in many organizations, Asian-Americans are:

A)underrepresented in technical fields.
B)over-represented in academic institutions.
C)considered an advantaged group and therefore not eligible for special consideration.
D)the only minority group appropriately represented numerically in top corporate positions.

Question 52

According to the U.S. Supreme Court, individuals are designated as disabled if they have:

A)repetitive motion injuries.
B)any type of physical impairment.
C)difficulties performing everyday tasks.
D)injuries for which they receive workers' compensation.

Question 53

Generally, Hispanics:

A)come from a variety of racial heritages.
B)share a common cultural heritage.
C)are almost entirely from Latin America.
D)speak Spanish as their first language.

Question 54

Currently, the employment environment for homosexuals can best be described as:

A)one in which no federal or state legal protections exist.
B)rapidly changing due to the extension of legal protections in most states.
C)one with limited legal protection and more firms with gay-friendly policies.
D)comparable to other diverse groups with legal protections but mixed compliance.

Question 55

Approximately 43 million people in the United States today are disabled. Of that number, about ________ are actively employed.

A)2 million
B)6 million
C)15 million
D)25 million

Question 56

________ is the management concept holding that management practices should be molded to the different sets of values, beliefs, attitudes, and behaviors exhibited by a diverse workforce.

Question 57

Some employers' experience with the disabled is similar to Pizza Hut's, which found the turnover rate of the disabled:

A)slightly less than the turnover of non-disabled employees.
B)about 10 times less than the turnover of non-disabled employees.
C)approximately the same as the turnover of non-disabled employees.
D)about 10 times higher than the turnover of non-disabled employees.

Question 58

A(n)________ is the intangible barrier in an organization that prevents female and minority employees from rising to positions above a certain level.

Question 59

There are at least ________ Latinos in the United States.

A)22 million
B)31 million
C)50 million
D)63 million

Question 60

The percentage of homosexuals in the U.S. population is best described as:

A)unknown.
B)nearly 15%.
C)less than 2%.
D)declining slowly.

Question 61

Additional Case 4.3
Your retail company has 80% of its stores located in downtown metropolitan areas. Your biggest stores are in communities where minorities represent 60% of your customers. Your middle-management team has been changing over time so that 50% of your managers are women and about 30% are ethnic minorities. A significant number of your hourly employees, about 35%, have served over 20 years in their respective stores and many are over 40 years of age. Top management feels that African-Americans are under-represented in the hourly workforce and in middle management. They want HR to initiate an aggressive recruitment process to address the situation.
Hispanics are the biggest minority group, besides women, in your workforce. In a discussion about where the company should target its diversity program, the CEO explains she wants to implement a training program for managers to raise their sensitivity to minorities, especially Hispanics. She also notes that there are no disabled persons in the workforce and very few Asian-Americans. Carlos, the VP of facilities, notes that he has accommodated all the Asian-American employees he can in his MIS and facility support services. He also argues that he only has about $10,000 in his budget for reorganizing display space in the stores to accommodate disabled employees and that this amount probably isn't sufficient to accommodate a disabled employee.
Refer to Additional Case 4.3. Which of the following should HR establish to complement its recruiting efforts and most likely improve retention rates for hourly African-American workers?

A)Mentoring
B)Job sharing
C)Management training
D)Technical education training

Question 62

Most managers accurately estimate the cost of making accommodations for disabled workers.

Question 63

Additional Case 4.4
Xavier has just become the head of HR at Hot Rods, Inc. He notices that the company is very homogenous, especially in light of the very diverse community in which it is located. He is surprised to find that the number of women and other minorities is quite low in all positions. As one of his first responsibilities, Xavier wants to implement a diversity program at Hot Rods.
Refer to Additional Case 4.4. Xavier most likely realizes that more men than women hold leadership positions at Hot Rods, Inc. because:

A)men are more likely to exhibit aggressive behaviors and tendencies in the workplace.
B)women lack the desire to gain executive positions because of family stress.
C)men are more technologically skilled than women.
D)women focus too much on output issues.

Question 64

Additional Case 4.3
Your retail company has 80% of its stores located in downtown metropolitan areas. Your biggest stores are in communities where minorities represent 60% of your customers. Your middle-management team has been changing over time so that 50% of your managers are women and about 30% are ethnic minorities. A significant number of your hourly employees, about 35%, have served over 20 years in their respective stores and many are over 40 years of age. Top management feels that African-Americans are under-represented in the hourly workforce and in middle management. They want HR to initiate an aggressive recruitment process to address the situation.
Hispanics are the biggest minority group, besides women, in your workforce. In a discussion about where the company should target its diversity program, the CEO explains she wants to implement a training program for managers to raise their sensitivity to minorities, especially Hispanics. She also notes that there are no disabled persons in the workforce and very few Asian-Americans. Carlos, the VP of facilities, notes that he has accommodated all the Asian-American employees he can in his MIS and facility support services. He also argues that he only has about $10,000 in his budget for reorganizing display space in the stores to accommodate disabled employees and that this amount probably isn't sufficient to accommodate a disabled employee.
Refer to Additional Case 4.3. Carlos' comments about hiring disabled employees:

A)indicate that he understands the costs associated with ADA compliance.
B)reveal a common misconception about accommodation costs.
C)show that he is inherently prejudiced against the disabled.
D)demonstrate that he is concerned about turnover rates.

Question 65

Men tend to emerge in leadership positions in U.S. culture because they are more likely than women to have a(n)________ orientation.

A)social
B)non-verbal
C)task
D)entrepreneurial

Question 66

Additional Case 4.3
Your retail company has 80% of its stores located in downtown metropolitan areas. Your biggest stores are in communities where minorities represent 60% of your customers. Your middle-management team has been changing over time so that 50% of your managers are women and about 30% are ethnic minorities. A significant number of your hourly employees, about 35%, have served over 20 years in their respective stores and many are over 40 years of age. Top management feels that African-Americans are under-represented in the hourly workforce and in middle management. They want HR to initiate an aggressive recruitment process to address the situation.
Hispanics are the biggest minority group, besides women, in your workforce. In a discussion about where the company should target its diversity program, the CEO explains she wants to implement a training program for managers to raise their sensitivity to minorities, especially Hispanics. She also notes that there are no disabled persons in the workforce and very few Asian-Americans. Carlos, the VP of facilities, notes that he has accommodated all the Asian-American employees he can in his MIS and facility support services. He also argues that he only has about $10,000 in his budget for reorganizing display space in the stores to accommodate disabled employees and that this amount probably isn't sufficient to accommodate a disabled employee.
Refer to Additional Case 4.3. Which of the following is a true statement about older workers that management should consider?

A)Older workers tend to be less motivated as they age, so they require more training and supervision than younger workers.
B)Older workers have knowledge that can benefit younger workers, so mentoring programs can improve the firm's success.
C)Older workers have similar communication styles and work habits as younger workers, so the two groups have few conflicts.
D)Older workers are absent from work more often than younger workers because of illness, which can be costly for the firm.

Question 67

African-Americans constitute about 12% of the U.S. workforce, but approximately 15% of the chronically unemployed in America are African-Americans.

Question 68

Which of the following is a true statement about Latinos in the U.S. workplace?

A)Most second-generation Latinos live in highly homogenous neighborhoods.
B)Few Latinos have earned senior executive positions in major corporations.
C)Most second-generation Latinos use English as their primary language.
D)Few Latinos have developed their own small businesses.

Question 69

The projected participation rate for women in the workforce is expected to reach ________% by 2015.

A)25
B)40
C)50
D)65

Question 70

Which of the following is the LEAST likely reason for the earnings differential between women and men?

A)Male-dominated corporate culture
B)Federal employment laws
C)Biological constraints
D)Exclusionary networks

Question 71

Thelma is an older worker who has been employed at Hair Stylist, Inc. for over 25 years. Recently, Tracy, a 23-year old college graduate, has been hired as her assistant. Thelma feels slightly threatened by Tracy, who seems to be their immediate supervisor's favorite. Thelma believes that her job may be in danger despite her excellent job performance appraisals. Tracy likes Thelma but believes that her work methods need to change to keep up with the times. This situation is an example of:

A)stereotyping.
B)discrimination.
C)generational conflict.
D)a segmented communication network.

Question 72

Additional Case 4.3
Your retail company has 80% of its stores located in downtown metropolitan areas. Your biggest stores are in communities where minorities represent 60% of your customers. Your middle-management team has been changing over time so that 50% of your managers are women and about 30% are ethnic minorities. A significant number of your hourly employees, about 35%, have served over 20 years in their respective stores and many are over 40 years of age. Top management feels that African-Americans are under-represented in the hourly workforce and in middle management. They want HR to initiate an aggressive recruitment process to address the situation.
Hispanics are the biggest minority group, besides women, in your workforce. In a discussion about where the company should target its diversity program, the CEO explains she wants to implement a training program for managers to raise their sensitivity to minorities, especially Hispanics. She also notes that there are no disabled persons in the workforce and very few Asian-Americans. Carlos, the VP of facilities, notes that he has accommodated all the Asian-American employees he can in his MIS and facility support services. He also argues that he only has about $10,000 in his budget for reorganizing display space in the stores to accommodate disabled employees and that this amount probably isn't sufficient to accommodate a disabled employee.
Refer to Additional Case 4.3. What is a key issue for the CEO in implementing diversity training that would focus on understanding Hispanic culture?

A)Some will wonder why the program focuses on Hispanics, since this group is typically at a significant advantage due to high academic success rates.
B)Hispanics account for a small percentage of the U.S. workforce, and the group's numbers are decreasing rapidly because of immigration reform.
C)Hispanics tend to need additional educational assistance to be competitive due to impoverished backgrounds.
D)The term "Hispanic" is a misnomer, since there are actually very diverse subgroupings of Latinos.

Question 73

Businesses are more frequently trying to control sexual harassment through:

A)diversity seminars.
B)employee training.
C)job descriptions.
D)performance evaluations.

Question 74

In general, African-Americans and Asian-Americans have less educational preparation for the workplace than members of other ethnic groups.

Question 75

Approximately one in ________ civil suits is based on harassment or discrimination complaints.

A)5
B)10
C)15
D)20

Question 76

Latinos are expected to account for about ________% of the growth of the U.S. labor force between now and 2030.

A)65
B)50
C)35
D)20

Question 77

The average age of American workers is:

A)26.
B)30.
C)39.
D)42.

Question 78

Asian-Americans have largely overcome stereotypes and are highly represented in top corporate positions to the degree that in some technical industries they are overrepresented.

Question 79

After work on Fridays, the male middle managers at Health Equipment, Inc. go to the golf course to play a quick nine holes and to discuss business for the upcoming week. Sharon, who is an excellent golfer, has tried to join them several times but is always put off. Her boss says, "We have our foursome." Sharon is most likely experiencing the effects of:

A)sexual harassment.
B)biological constraints.
C)exclusionary networks.
D)societal norms.

Question 80

Which of the following best explains why women frequently quit corporations in their late 20s and mid-30s?

A)Organizations fail to be flexible enough to meet the family needs of working women.
B)Other protected classes resent working women because of preferential EEOC laws.
C)Female executives are perceived as less motivated than their male co-workers.
D)Sexual harassment in the workplace is a rising problem in high-tech firms.