Deck 11: Managing the Diverse Workforce

Question 1

About one in ________ U.S. residents is a minority, but the U.S. Census Bureau projects that by 2044 members of "minority" groups will constitute a majority of the U.S. population.

A)six
B)five
C)three
D)four
E)seven

Answer 1

C

Question 2

A broad term used to refer to all kinds of differences between people in the workforce is

A)ethnicity.
B)diversity.
C)pluralism.
D)tribalism.
E)conflict.

Answer 2

B

Question 3

Aliyah is an ambitious professional who wants to climb the corporate ladder, yet only 8 percent of top executives in her company are women. Aliyah can conclude that her company

A)uses affirmative action.
B)is breaking the law.
C)has a glass ceiling.
D)will offer her advancement.
E)is managing diversity well.

Answer 3

C

Question 4

The average full-time working woman earns just over ________ percent as much as men in the same job.

A)50
B)60
C)70
D)80
E)90

Question 5

The purpose of affirmative action is to prefer members of one group over another.

Question 6

Each demographic group is made up of

A)voting blocs.
B)smaller groups.
C)individuals.
D)types.
E)samples.

Question 7

Jose, Operations Manager at Action Manufacturing, confidentially told his peer, "Jerome may not be as physically able as my other employees, but he can be counted upon to do his work, he rarely misses a day, and he is a loyal and committed employee." Jerome is likely a ________ employee.

A)disabled
B)part-time
C)male
D)young
E)older

Question 8

When applied to the workforce, the term diversity refers to differences

A)outlined in the Civil Rights Act of 1964.
B)of race and gender specifically.
C)that cause conflict.
D)between genders.
E)of all kinds.

Question 9

Alcoholism and drug addiction are disabilities.

Question 10

Suzette, department manager at JBR Corporation, met with her division manager and told him, "As is common with many working women, I carry the bulk of family responsibilities. And that puts me at a disadvantage when my employer expects employees, especially managers like me, to put in long hours and sacrifice our personal lives. I would like to propose that JBR

A)offer fixed work schedules."
B)disallow work from home."
C)offer flexible work schedules."
D)shift more family responsibilities to men."
E)encourage employees with work/family conflicts to find other employment."

Question 11

Camelia works in a department where there are only a few women. Pictures of scantily clad women are posted in the employee breakroom. She is uncomfortable being in the breakroom while men are present, so she avoids the breakroom. She considers it a hostile environment. Camelia is experiencing

A)overreaction.
B)inclusion.
C)sexual harassment.
D)workplace cohesion.
E)affirmative action.

Question 12

At the annual Executive Women in Technology Conference, Priscilla told Marian, "My firm's statistics on women's pay are similar to the national statistics. That is, on average, women earn ________ men. And differences in performance evaluations ________."

A)the same as; are expected
B)less than; do not explain the pay differences
C)the same as; are obvious
D)less than; explain the pay differences
E)less than; are expected

Question 13

Corporate attitudes toward diversity programs can be summed up by saying that companies

A)refused to comply at first, but government action brought them into line, and now they regard such programs as profitable.
B)started them with the motivation of increasing social justice, but now see them as a permanent part of business life.
C)initiated them to prevent discrimination, but now see them as a way to grow their pool of talent and their customer base.
D)set out to prevent discrimination, but now see such programs as a harmful source of agitation in the work environment.
E)began such programs because they saw them as a way of growing their pool of talent and their customer base worldwide.

Question 14

Ramon is a 25-year-old executive assistant who works for a 47-year-old manager named Claire. Claire promises to help Ramon advance in the company if he will go on a weekend date with her. In terms of the ways that sexual harassment in the workplace is classified, this is most clearly

A)an example of hostile environment sexual harassment.
B)an example of quid pro quo sexual harassment.
C)an example of reverse sexual harassment.
D)not sexual harassment, because Claire did not request sex.
E)not sexual harassment, because women cannot harass men.

Question 15

Managing diversity means

A)tolerating or accommodating differences, no matter how much one might object to doing so, simply because it is the law.
B)supporting, nurturing, and utilizing differences between people in order to encourage competition within the organization.
C)hiring as many women and members of minority groups as possible in order to enhance the organization's image and comply with government regulations.
D)not just tolerating or accommodating all sorts of differences, but supporting, nurturing, and utilizing these differences to the organization's advantage.
E)emphasizing differences between people as a means of redressing past attitudes toward members of various ethnic and other groups.

Question 16

Sexual harassment falls into two categories: quid pro quo harassment and hostile environment.

Question 17

The percentage of women in the labor force earning college degrees has nearly quadrupled over the past 45 years.

Question 18

Companies have to choose between diversity and financial success.

Question 19

In the weekly managers' meeting, Beatrice confided that one of her employees was struggling with alcoholism and that his condition was affecting his work performance. She said, "I need for his work performance to improve, and we are working with human resources to develop a program to accomplish that. At the same time, I am mindful of the requirements of the ________, including the need to not discriminate against him and recognize that he has the same rights and opportunities as everyone else."

A)Fair Labor Standards Act
B)Americans with Disabilities Act
C)Civil Rights Act
D)Labor-Management Relations Act
E)Individuals with Disabilities Education Act

Question 20

Asian Americans, women, people with disabilities, immigrants, and gay people are all examples of ________ groups whose members typically share certain values, attitudes, and perspectives.

A)voting
B)diversity
C)ethnic
D)interest
E)demographic

Question 21

The Bureau of Labor Statistics projects that there will be a short supply of ________ workers in the future.

A)entry-level
B)college-educated
C)American-born
D)computer-trained
E)highly qualified

Question 22

Tommy looked up to see one of his workers, Bill, walk into his office. Bill said, "Tommy, you really need to do something about Sam, Frank, and those other knuckleheads on the first shift. Every time I come into work around 4 pm, they're in the locker room, swapping ethnic jokes. I'm getting tired of it." Tommy recognizes that Bill is filing a complaint about

A)culture shock.
B)a glass ceiling.
C)ethnocentrism.
D)a hostile work environment.
E)quid pro quo conditions.

Question 23

When submission to, or rejection of, sexual conduct is used as a basis for employment decisions (for example, hiring, promotions, or pay raises), it is referred to as

A)inappropriate engagement.
B)performance reciprocity.
C)quid pro quo harassment.
D)sexual slavery.
E)hostile environment.

Question 24

Affirmative action is not to be confused with ________, which means moving beyond legislated mandates to embrace a proactive business philosophy that values differences positively.

A)enhancing affirmatively
B)affirmative diversity
C)enhancing diversity
D)managing affirmatively
E)managing diversity

Question 25

The largest unemployed minority population in the United States is ________. Less than 20 percent of people in this group are employed, compared with more than 60 percent for the population as a whole.

A)Hispanics
B)African Americans
C)people with disabilities
D)immigrants
E)Asians

Question 26

Allowing older employees to work fewer hours per week as a strategy to attract and retain these experienced people is known as

A)work release.
B)partial retirement.
C)phased retirement.
D)employment reduction.
E)retirement planning.

Question 27

Sexual harassment is unwelcome sexual conduct that

A)occurs between two people of different ages.
B)involves a male aggressor and a female victim.
C)involves physical contact.
D)is a term or condition of employment.
E)happens on a regular basis.

Question 28

The two fastest-growing minority groups in the United States are

A)Hispanics and Asians.
B)Pacific Islanders and African Americans.
C)African Americans and Native Americans.
D)Caucasians and African Americans.
E)Native Americans and Hispanics.

Question 29

From the beginning, the intent of affirmative action was to

A)comply with international anti-discrimination regulations.
B)appease minority political interest groups.
C)prefer some groups to the exclusion of others.
D)give some companies an edge over others in the marketplace.
E)correct for the long history of discriminatory practices and exclusion.

Question 30

When unwelcome sexual conduct has the purpose or effect of unreasonably interfering with job performance or creating an intimidating or offensive work atmosphere, it is known as

A)quid pro quo harassment.
B)an occupational hazard.
C)performance reciprocity.
D)hostile environment.
E)a glass ceiling.

Question 31

Young entrants to the workforce have been described by Bruce Tulgan as

A)no maintenance, low performing.
B)low maintenance, low performing.
C)low maintenance, high performing.
D)high maintenance, high performing.
E)high maintenance, low performing.

Question 32

Special efforts to recruit and hire qualified members of groups that were discriminated against in the past are collectively known as

A)managing diversity.
B)proactive recruitment.
C)affirmative action.
D)ambicultural organization.
E)positive-effect recruitment.

Question 33

An invisible barrier that makes it difficult for certain groups, such as minorities and women, to move beyond a certain level in the organizational hierarchy is referred to as a(n)

A)regression line.
B)glass ceiling.
C)entry barrier.
D)job limit.
E)developmental milestone.

Question 34

When it comes to prospects for employment, people with degrees in ________ are in especially high demand.

A)technology and business
B)business and math
C)business and science
D)science and technology
E)science and math

Question 35

Behaviors such as persistent or pervasive displays of pornography, lewd or suggestive remarks, and demeaning taunts or jokes tend to constitute ________, one of the two types of sexual harassment.

A)a hostile environment
B)cognitive conflicts
C)quid pro quo harassment
D)gender discrimination
E)an occupational hazard

Question 36

For many companies, the original driving force behind the effort to diversify their workforces was a combination of

A)social responsibility and government coercion.
B)economic interests and legal necessity.
C)social responsibility and regulatory pressures.
D)long-range planning and government coercion.
E)economic interests and government coercion.

Question 37

Jeremiah, frontline supervisor at TopLook ActionWear, met with his human resources manager, Sally. Jeremiah said, "One of my male employees told me this morning that he wants some action taken against one of his coworkers, a female. He said that she pats his behind when he walks by and flirts with him verbally. He said that this has been going on a while, and he is embarrassed and tired of it. Because in this case a female is bothering a male, is this a problem that I have to worry about?" How should Sally reply?

A)"No. Sexual harassment did not occur given the workers' genders."
B)"Yes. Sexual harassment is applicable as the standard applies regardless of the sex of the harasser or the victim."
C)"Yes. The female coworker has violated the glass-ceiling principle."
D)"No. No actual physical assault occurred."
E)"Yes. It would be a case of quid pro quo harassment."

Question 38

Avoiding discrimination and harassment are concerns for many minority groups, but ________ employees are also particularly concerned about obtaining benefits for spouses or domestic partners, as well as feeling free not to be secretive about who they are.

A)lesbian, gay, bisexual, or transgender
B)elderly and disabled
C)African American, Native American, and Hispanic
D)non-Christian
E)undereducated

Question 39

James tells his human resources manager, "Mr. Cotten, my boss, Sarah Jenkins, has been flirting with me for a few weeks, but I've been politely laughing off her comments. Today she told me that, of the six workers in her group, she can only promote one. She added that she would look upon me favorably for promotion if I'd go on a business trip with her this weekend." A proper response from Mr. Cotten would be,

A)"Sarah is known for her flirting. Just ignore it."
B)"You should be flattered! See how this develops."
C)"Thank you for coming forward. I will follow up immediately."
D)"As an adult, you will need to decide how much you value a promotion."
E)"This is your personal business, not company business."

Question 40

The Americans with Disabilities Act Amendments Act (ADAAA)of 2008 defines a disability as a(n)

A)physical impairment resulting from a hazardous work environment.
B)disabling condition that results in a lower life expectancy.
C)physical or mental impairment that substantially limits a major life activity.
D)inability to perform a particular task due to lack of knowledge and experience.
E)disease that is contagious or epidemic, contracted while on the job.

Question 41

In keeping with his company's commitment to managing diversity, David stresses to his subordinates that they must respect people of all minority groups and comply with government guidelines regarding affirmative action, disability policy, sexual harassment, and so forth. He emphasizes the necessity of such compliance, as well as the consequences for failing to do so. To his dismay, he observes signs of conflict between members of various groups in his department, and he wonders what went wrong. Most likely the problem is that

A)for all his efforts, David has failed to emphasize the seriousness of the situation.
B)employees, particularly those of the majority group, are not complying with guidelines.
C)the company has put in place an unrealistic set of policies for managing diversity.
D)conflict is an unavoidable consequence of bringing various groups together.
E)David has failed to take the kind of positive approach that managing diversity requires.

Question 42

Work team diversity promotes creativity and innovation because people with different backgrounds

A)value creativity and innovation.
B)require creative efforts to bring out their productivity.
C)hold different perspectives on issues.
D)are more homogeneous.
E)increase the likelihood of groupthink.

Question 43

Claire and several of the young female engineers in her division go out to lunch together on the first Tuesday of each month. During lunch, they discuss their victories and struggles as female engineers in a majority male work environment. The younger engineers are particularly interested in hearing "war stories" from Claire, who has obviously been successful in her career. They use her experiences to guide their own behaviors. Claire is leading a(n)

A)systems accommodation.
B)support group.
C)quality circle.
D)affirmative action.
E)power distance.

Question 44

One way to confront the biases, stereotypes, inexperience, and tensions that make communication, teamwork, and leadership in a diverse workforce challenging is by treating diversity not as a problem to be tolerated or solved but as a resource the organization can capitalize on, even though doing so can be difficult. This approach has been described as ________ differences.

A)managing
B)emphasizing
C)leveraging
D)downplaying
E)minimizing

Question 45

Managing diversity well can give a company a competitive advantage by

A)encouraging greater flexibility and therefore a quicker response to environmental changes.
B)making it more homogeneous and thus able to appeal to restricted markets.
C)spreading out its efforts so that the company can take a multi-pronged approach.
D)creating a positive image with the media and thus improving stock prices.
E)sending a message to the federal government that the company is diverse.

Question 46

Managing diversity encourages managers to see the variety of differences between people in the workplace as a potential source of

A)troubled relations.
B)proactive recruitment.
C)competitive advantage.
D)positive media attention.
E)discrimination lawsuits.

Question 47

One of the challenges of having a diverse workforce is the human tendency to let our interests, values, and culture act as filters that distort, block, and select what we see and hear, a behavior known as

A)cohesion.
B)groupthink.
C)outsourcing.
D)stereotyping.
E)mentoring.

Question 48

One advantage of diversity in the workforce is that diverse groups are ________ traditional approaches and practices.

A)more likely to uphold
B)usually opposed to
C)completely supportive of
D)freer to deviate from
E)bound to challenge

Question 49

The degree to which a group's members perceive things and behave in similar or mutually agreed-upon ways is known as

A)cohesiveness.
B)ethnocentrism.
C)belonging.
D)stereotyping.
E)diversity.

Question 50

As human resources manager for Diamond Logistics & Shipping, Lauren has just hired three new employees, Juana, Keiko, and Arjun. Each new employee comes from a different minority background. Her best strategy for introducing them to the rest of the workforce is to

A)emphasize the cultural differences between the new hires and the rest of the employees in hopes of opening a dialogue on race and ethnicity.
B)let the rest of the employees know that she has hired Juana, Keiko, and Arjun in compliance with company objectives for managing diversity.
C)allow each of them to adapt on his or her own, all the while quietly observing from the background and making it clear that she is there if they need help with anything.
D)work toward breaking down barriers by remaining ever vigilant for any hint that the existing employees have failed to welcome Juana, Keiko, and Arjun with open arms.
E)put on a meet-and-greet event in which she introduces Juana, Keiko, and Arjun formally, using the opportunity as a seminar on diversity in the workplace.

Question 51

Lorenzo is heading up a work tasked with developing a product to appeal primarily to Hispanic consumers. In order to offer the greatest competitive advantage to his organization and its product, he should select a team that includes

A)a significant number of Hispanics, but also members of other groups who might offer fresh perspectives.
B)Hispanics only, because they know the market and do not really need the contributions of outsiders.
C)as diverse a group as possible, because the product and its company are part of a multicultural world.
D)only members of minority groups, because they understand what it means to be marginalized in society.
E)a randomly selected group from within the company, so as to emphasize the fact that ethnicity does not matter.

Question 52

Unexamined assumptions, lower cohesiveness, miscommunications, mistrust and tension, and stereotyping are some of the ________ diversity in the workplace.

A)unexplainable conditions that result from
B)unavoidable consequences of
C)challenges associated with
D)ultimately beneficial aspects of
E)examples of the impossibility of

Question 53

A diverse workforce can give a company competitive advantage by

A)providing insight into the changing customer base.
B)facilitating new contacts with suppliers.
C)helping reinforce the company's traditional culture.
D)reducing the need for communication.
E)making the organization more mechanistic.

Question 54

Diversity in work teams encourages ________ because people from different backgrounds bring different perspectives.

A)lengthy, unproductive meetings
B)creativity and innovation
C)conflict and confusion
D)a positive company image
E)support from the federal government

Question 55

Diversity can be a strength for a company, especially if managers know how to ________ it.

A)imagine
B)simulate
C)exploit
D)leverage
E)interpret

Question 56

Managing diversity is important because affirmative action and equal employment opportunity (EEO)laws have

A)failed to adequately punish corporations for the deeds of their predecessors.
B)not done enough in terms of establishing quotas for hiring.
C)established a combative atmosphere in the workplace.
D)not done enough to improve opportunities for women and minorities.
E)established a situation in which company leaders are too comfortable.

Question 57

The Procter & Gamble diversity mission statement "Everyone valued, everyone included, everyone performing at their peak" expresses the fact that diversity

A)tends to spread good feelings, and thus has a net positive effect.
B)may be beneficial to a company's image with the public at large.
C)might be a risky proposition but is nevertheless the best policy.
D)can, if managed well, give an organization a competitive advantage.
E)is a fact of life and, thanks to a number of laws, is simply good business.

Question 58

In a recent experiment, employers were less likely to invite the fictional candidate for an interview when the résumé implied the candidate was a parent-but only if the name was female. This suggests that people make assumptions about ________ that do not apply to other types of job candidates.

A)women
B)unmarried women
C)women who work outside the home
D)women with children
E)people with families

Question 59

For gay employees in many work environments, something as simple as ________ can cause considerable anxiety.

A)sitting through a performance evaluation
B)making a presentation in the boardroom
C)discussing TV programs around the water cooler
D)taking part in a company softball game
E)displaying photos of loved ones on their desks

Question 60

Mary Ann hired Ali, who belongs to a minority group, to work in the accounting department because he was highly skillful. However, the other workers resented Ali's presence and excluded him from the work group. Ali had difficulty performing, since he was not given the needed information to work expediently. This is an example of ________, one of the challenges of a diversified workforce.

A)pluralistic organization
B)affirmative action
C)lower cohesiveness
D)sexual harassment
E)managing diversity

Question 61

"We are certainly in a better position in terms of diversity management than we were five years ago," said Melanie Cartwright-Smith, CEO of CleanSource, Inc. "We certainly have a more diverse employee population, and we have taken steps to involve people from different backgrounds in our business operations. However, I expect us to do more. We must be an organization where diversity not only exists but is valued. We must

A)encourage minority group members to adopt the norms of the majority."
B)fully integrate minority group members, both formally and informally."
C)strive to build a more homogeneous employee population."
D)focus primarily upon employees' visible differences, like race or sex."
E)encourage more intergroup conflict."

Question 62

Hiroki is a talented manager, but never displayed a particular aptitude for handling numbers; therefore, it surprised him when a supervisor recommended him for a project that involved an understanding of accounting practices. When he asked the boss why she had recommended him, she said "Well, you know, you're good with numbers, so I figure it'll be easy for you to pick up the rest." Then Hiroki understood what had happened: because he was Asian American, she assumed that he would be good at math. Though this might seem like a compliment, it was actually an example of

A)stereotyping.
B)racism.
C)affirmative action.
D)cohesiveness.
E)hate speech.

Question 63

Lane is a manager working with a diverse team. The fact that there are many differences, including race, culture, and gender, between the different members of the team has long been a topic Lane has tried to avoid, but one day one of her subordinates says that because Lane is a white woman, she almost certainly has prejudices against him as a person of color. He says it under the guise of humor, but the moment is still a tense one, especially because she sees that several other subordinates are listening in. The best approach for Lane is to

A)let the employee know that what he said was very much out of bounds because topics of race and culture are simply not discussed in an office environment.
B)agree with his appraisal of her and admit that as a white person, she is undeniably trapped in biases she may not be able to overcome.
C)admit that she probably has biases she does not even know about and invite the team to discuss what those biases might be and what biases each of them might have as well.
D)sharply reprimand him for his insubordination and let him know that the next time he makes such a "joke" at his expense, she will bring him up for disciplinary action.
E)explain that it is simply impossible for her to have unexplored biases because she has gone through diversity training and examined that issue thoroughly.

Question 64

Though they differ in many important ways, monolithic and multicultural organizations have at least one thing in common: in both, conflict between groups is

A)downplayed.
B)nonexistent.
C)low.
D)high.
E)moderate.

Question 65

An organization that has a relatively diverse employee population and makes an effort to involve employees from different gender, racial, or cultural backgrounds is a(n)________ organization.

A)monolithic
B)ethnocentric
C)pluralistic
D)bureaucratic
E)homogeneous

Question 66

An organization that values cultural diversity and is willing to utilize and encourage it is referred to as a ________ organization.

A)monolithic
B)multicultural
C)pluralistic
D)multinational
E)bureaucratic

Question 67

As the supervisor of a large and diverse group, Mike is aware that communication problems are bound to happen. When one employee said he "didn't care to" do a particular job, Mike at first thought he was refusing to do something-until he learned that for the employee, who grew up in the rural South, "I don't care to" meant "I don't mind." In his role as manager over this employee and many others who come from various cultural backgrounds, Mike's most important job as a communicator is to

A)invite the expression of all viewpoints, no matter how controversial, because conflict is good for an organization.
B)let employees know that there is a right way and a wrong way to communicate, and they had better learn the right way if they want to succeed at their jobs.
C)conduct seminars on communication, so that in time everyone will fully understand what everyone else is saying in any situation.
D)realize that he has been conditioned to communicate in a certain way, and that he is no more capable of changing that than he is of suddenly speaking a foreign language.
E)encourage employees to let him know their real feelings and opinions, rather than simply assume that they agree (or disagree)with him.

Question 68

Employers that offer onsite childcare report that it

A)increases turnover.
B)decreases absenteeism.
C)lowers morale.
D)proves to be a distraction.
E)lowers the number of job applicants.

Question 69

Pat is the third-generation president of Lincoln Interstate Trucking. In his grandfather's day, the company had a monolithic framework, with white males in key positions and minority workers relegated to menial work. His father made the transition to a pluralistic organization, but now Pat wants to take the company into the twenty-first century by creating a multicultural environment. Which of the following actions would best help Pat accomplish this?

A)He should punish any employee who has been accused of discrimination.
B)He should take an affirmative action approach to the integration of its minority workers.
C)He should ensure that each minority group finds its place within the organization.
D)He should treat employees as though there are no differences between them.
E)He should hire women and minorities for positions throughout the company hierarchy.

Question 70

An organization that has very little diversity or inclusiveness is a ________ organization.

A)monolithic
B)multicultural
C)heterogeneous
D)pluralistic
E)racist

Question 71

In monolithic organizations, conflict between groups is

A)high.
B)nonexistent.
C)low.
D)ignored.
E)favored.

Question 72

Robby confided in you, as his management peer, "Three of my best employees are extremely faithful to their religions. One is Muslim; one is Jewish; and one is Catholic. Each wants to take different days off for their religious holidays." You advise him to provide systems accommodation by ________. You know it will create extra work for Robby in scheduling, but that it will be worth it not to lose these three employees.

A)allowing flexibility
B)providing support groups
C)providing diversity training
D)providing mentoring
E)promoting skill building

Question 73

In both monolithic and pluralistic organizations, minority group members

A)tend to occupy low-status jobs, if they are represented at all.
B)are virtually nonexistent, or at the very least seen and not heard.
C)tend to be marginalized by members of the dominant or majority group.
D)are well-represented and treated with an affirmative action approach.
E)tend to cluster at certain levels or in particular functions within the organization.

Question 74

Starting her career as a junior engineer in a power plant was overwhelming for Shiloh. She found herself as one of the very few females and minority members working at the plant. Her engineering supervisor, Doug, reached out to her and realized she needed help entering the informal company networks. She also needed to understand the norms and values of the organization. What action plan would it be advisable for Doug to initiate to best accomplish these goals?

A)Ask an operations manager to work with Shiloh a few Fridays each month.
B)Send Shiloh to an awareness building seminar.
C)Assign Shiloh to skill building training conducted on site.
D)Conduct an organizational assessment to determine how best to orient Shiloh.
E)Transfer Shiloh to a non-engineering job at corporate headquarters.

Question 75

A(n)________ organization uses an affirmative action approach to managing diversity.

A)pluralistic
B)assimilationist
C)monolithic
D)homogeneous
E)multicultural

Question 76

The belief that "Our way is one possible way," but there are many and equally good ways to reach the same goal, and the best way depends on the culture of the people involved, is known as

A)ethnocentrism.
B)parochialism.
C)culture contingency.
D)homogeneity.
E)groupthink.

Question 77

In monolithic organizations, minority groups

A)typically hold low-status jobs, if they are represented at all.
B)are not represented at all within the organization.
C)typically hold high-status jobs, if they are represented at all.
D)are largely overrepresented in executive positions.
E)typically agitate for much greater representation.

Question 78

The assumption that "we are all the same," otherwise known as the "melting pot myth," is known as

A)homogeneity.
B)multiculturalism.
C)pluralism.
D)ethnocentrism.
E)racism.

Question 79

In a multicultural organization, cultural diversity is

A)seen as a means of enhancing competition.
B)treated with varying degrees of respect.
C)a way of keeping groups apart.
D)valued, utilized, and encouraged.
E)downplayed in favor of an emphasis on cohesion.

Question 80

Sam's top two employees, Phil and Sandra, are African American and Hispanic American, respectively. Phil and his wife and Sandra and her husband recently became parents for the first time. Upon reporting back to work after their time off in accordance with the Family and Medical Leave Act, Phil and Sandra independently requested changes to their usual 8-to-5, Monday-Friday work schedules. The changes to their schedules would allow them to handle day care and other needs associated with their newborns. Sam was happy to provide ________ in an effort to retain his very talented employees.

A)his best wishes
B)awareness building
C)diversity training
D)flexible work arrangements
E)childcare tips