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

Question 1

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

A) Age discrimination
B) Sex discrimination
C) Race discrimination
D) All of the above

Answer 1

C

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

A) Relational mental models
B) Cultural intelligence
C) Leadership
D) Social-emotional behavior

Answer 2

C

Question 3

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

A) Monolithic Organization
B) Plural Organization
C) Multicultural Organization
D) None of the above

Answer 3

C

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:

A) Proactive
B) Reactive
C) Sensitive
D) Complex

Question 5

Cultural Audit refers to:

A) Recognizing the potential difficulties introduced by bringing together individuals from diverse backgrounds and culture in the workplace.
B) Increasing the representation of individuals of different ethnic and cultural backgrounds in the organization.
C) Identifying obstacles that limit the progress of employees from diverse background and that block collaboration among groups in the organization.
D) A comprehensive framework for HR diversity management, focused on diversity management "as a means for achieving organizational ends, not as an end itself."

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?"

A) Olsen and Martins (2012)
B) Hays-Thomas (2004)
C) Kaiser and Prange (2004)
D) Ozbilgin and Tatli (2008)

Question 7

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

A) Europe
B) North America
C) Africa
D) South America

Question 8

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

A) "Diversity management is the right thing to do"
B) "Diversity is a reality here to stay"
C) "Diversity makes good business sense"
D) There is no slogan for the argument

Question 9

Which statement is true about a plural organization?

A) An organization that is demographically and culturally homogeneous.
B) Characterized by a culture that fosters and values cultural differences.
C) An organization that has a heterogeneous workforce.
D) None of the above

Question 10

Diversity Enlargement refers to:

A) Recognizing the potential difficulties introduced by bringing together individuals from diverse backgrounds and cultures in the workplace.
B) Increasing the representation of individuals of different ethnic and cultural background in the organization.
C) Identifying obstacles that limit the progress of employees from diverse backgrounds and that block collaboration among groups in the organization.
D) A comprehensive framework for HR diversity management, focused on diversity management "as a means for achieving organizational ends, not as an end itself."

Question 11

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

A) Basic management theory
B) Resource-based theory
C) Principle of inclusion
D) None of the above

Question 12

Diversity management originated in what country?

A) Canada
B) France
C) United States
D) South Africa

Question 13

A monolithic organization refers to:

A) An organization that has a heterogeneous workforce and typically makes efforts to conform to laws and public policies that demand and expect workplace equality.
B) An organization that is demographically and culturally homogeneous.
C) A culture that fosters and values cultural differences
D) An organization that truly and equally incorporates all members of the organization via pluralism as an acculturation process, rather than as an end resulting in assimilation.

Question 14

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

A) one-stage
B) two-stage
C) three-stage
D) multiple stage

Question 15

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

A) Initial
B) Secondary
C) Tertiary
D) Last

Question 16

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

A) Thomas (1996)
B) Cox (2001)
C) Mor Barak (2011)
D) Olsen & Martins (2012)

Question 17

Intranational diversity management refers to:

A) Managing a diverse workforce of citizens of immigrants within a single national organizational context.
B) Employers taking into consideration the legislative and cultural context in other countries, depending on where their workforce resides.
C) Managing a workforce composed of citizens and immigrants in different 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.

A) United States
B) Brazil
C) Spain
D) Mexico

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?

A) Reactive stage
B) Proactive stage
C) None of the above

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?

A) Brazil
B) Mexico
C) Africa
D) Spain

Question 21

The current business focus on diversity is quite similar from equal rights legislation and from affirmative/positive action programs.

Question 22

Diversity management no longer refers solely to the heterogeneity of the workforce within one nation but often refers also to the workforce composition across nations.

Question 23

A monolithic organization is an organization that is demographically and culturally heterogeneous.

Question 24

The A-S-A (attraction-selection-attrition) cycle is healthy for organizations and increases the talent pool and their ability to adapt to environmental changes and tap into new markets.

Question 25

Why do companies implement diversity management strategies? What are the three types of arguments in favor of diversity management?

Question 26

Diversity management is a systematic organization-wide effort based on the premise that for organizations to survive and thrive there is an inherent value in diversity.

Question 27

Cross-national diversity management requires employers to take into consideration the legislative and cultural context in other countries, depending on where their workforce resides.

Question 28

Research in a global context suggests that diversity management can have both positive and negative consequences as well as no change at all.

Question 29

Thomas (1996) indicated that "the true meaning of diversity suggests that if you are concerned about racism, you include all races; if you are concerned about gender, you include both genders; or if you're concerned about age issues, you include all age groups."
What is Thomas trying to illustrate in the above quote?

Question 30

What are the three key components of diversity management?