Deck 11: Developing Leadership Diversity

Question 1

It is imperative that leaders in international organizations learn to understand local cultures and deal with them effectively.

Answer 1

True

Question 2

Unconscious bias theory suggests that white males slight women and minorities because people unknowingly revert to stereotypes when making decisions.

Answer 2

True

Question 3

One of the least important roles for leaders in the coming years will be developing a solid base of diverse leadership talent.

Answer 3

False

Question 4

A resent survey of followers rate women leaders higher than men on several characteristics:

A) idealized influence
B) inspirational motivation
C) both idealized influence and inspirational motivation
D) individualism

Question 5

In Hofstede's research, masculinity reflects a preference for achievement, heroism, and assertiveness while femininity reflects the values of relationships and cooperation.

Question 6

Research showed that male leaders were rated as having more idealized influence, providing more inspirational motivation, and being more considerate.

Question 7

All leaders need to be aware of the impact that culture may have and consider cultural values in their dealings with employees.

Question 8

Women leaders tend to be competitive and prefer vertical hierarchies.

Question 9

In many organizations people who fall outside the traditional U.S. model of the middle-aged white male manager still have a hard time being successful.

Question 10

In interactive leadership, the leader favors a consensual and collaborative process.

Question 11

Diversity helps organizations:

A) build better relationships with diverse customers.
B) add value.
C) have a greater competitive advantage.
D) all of these choices

Question 12

Interactive leaders tend to be:

A) competitive.
B) individualistic.
C) consensus builders.
D) reluctant to share power.

Question 13

High power distance means that:

A) people accept inequality in power in institutions, organizations, and individuals.
B) members of a society feel uncomfortable with uncertainty and ambiguity.
C) a value for loosely knit social framework in which individuals take care of themselves.
D) values of relationships, cooperation, and group decision making.

Question 14

The U.S. workforce is changing to include all EXCEPT:

A) more women.
B) more white males.
C) more people of color.
D) more immigrants.

Question 15

Many minority leaders struggle daily with the problem of delegating authority and responsibility to employees who show them little respect.

Question 16

High uncertainty avoidance reflects a value for a loosely knit social framework in which individuals are expected to take care of themselves.

Question 17

People advance to higher levels in organizations without the necessary education and skills. This is called opportunity gap.

Question 18

If leaders recognize that they prejudge people and that this tendency needs to be addressed,
they have taken a step toward leadership.

Question 19

At stage 2 of personal diversity awareness, people are capable of integrating differences and adapting both cognitively and behaviorally.

Question 20

The glass ceiling is an invisible barrier that separates white men from top leadership jobs.

Question 21

Ethnocentrism is the belief that:

A) one's culture and subculture are inherently superior to other cultures.
B) all cultures have value.
C) everyone in the organization has the same values, beliefs, and motivations.
D) everyone in the organization has the same attitudes about work and life.

Question 22

Cultural intelligence includes a(n):

A) cognitive component.
B) emotional component.
C) physical component.
D) all of these choices

Question 23

The inclusive model of diversity includes all of the ways in which people differ such as:

A) pay level.
B) work style.
C) military experience.
D) all of the choices

Question 24

Organizations establish workforce diversity programs:

A) to promote the hiring of diverse employees.
B) to ensure that differences are accepted.
C) to promote inclusion of diverse employees.
D) all of these choices

Question 25

White-sounding names got more callbacks than African-American-sounding names, even when skills and experience were equal. This is an example of:

A) passive bias in the workplace.
B) unconscious bias in the workplace.
C) both passive bias in the workplace and unconscious bias in the workplace.
D) diversity.

Question 26

A diverse workforce contributes to _________, which is a critical element for high performance.

A) diversity of thought
B) technical expertise
C) ethnocentrism
D) power distance

Question 27

A study that showed minority managers have to prove themselves over and over again with each new assignment. This is an example of:

A) diversity.
B) awareness training.
C) unequal expectations.
D) fairness.

Question 28

_____________means questioning current methods and challenging employees to think in new ways.

A) Individual consideration
B) Inspirational motivation
C) Idealized influence
D) Intellectual stimulation

Question 29

The model of diversity shows:

A) combinations of traits that make up diversity.
B) a diverse organizational community
C) both combinations of traits that make up diversity and differences that have an impact throughout one's life.
D) differences that have an impact throughout one's life.

Question 30

Muslim employees at a meatpacking plant in Nebraska protested because they wanted extra break times to pray during Ramadan. This example shows that:

A) leaders at the plant were ethnocentric.
B) power distance was high.
C) cultural differences provide potential for conflicts.
D) cultural differences do not provide potential for conflicts.

Question 31

In stage 1 of personal diversity awareness:

A) diversity is inherent in the culture, and the organization is gender- and color-blind.
B) legal requirements are met, but diversity is viewed as a problem.
C) top-level leaders are committed to diversity.
D) diversity is viewed as a competitive weapon.

Question 32

When a leader and company act out prejudicial attitudes toward people who are the targets of their prejudice, _________ has occurred.

A) ethnocentrism
B) discrimination
C) inclusion
D) uncertainty avoidance

Question 33

____________is designed to help people become aware of their own biases, become sensitive to and open to people diff erent from themselves, and learn skills for communicating and working effectively in a diverse workplace.

A) Collectivism
B) Diversity training
C) Inclusion
D) Ethnocentrism

Question 34

Diversity refers to differences among people in terms of all EXCEPT:

A) age.
B) technological skills.
C) ethnicity.
D) physical ability.

Question 35

Diversity does all EXCEPT:

A) help the organization build better relationships with customers.
B) develop employee and organizational potential.
C) perpetuate the glass ceiling.
D) provide greater organizational flexibility.

Question 36

The invisible bar that separates women and minorities from top leadership jobs is called:

A) ethnocentrism.
B) power distance.
C) the glass ceiling.
D) uncertainty avoidance.

Question 37

In some cases, people fail to advance to higher levels in organizations because they don't have the necessary education and skills. This is termed the:

A) opportunity gap.
B) leadership grid.
C) substitutes for leadership.
D) ethnocentrism.

Question 38

An increasing number of successful women are negotiating with companies:

A) to achieve work-life balance.
B) to achieve greater flexibility.
C) both to achieve work-life balance and to achieve greater flexibility.
D) to follow the opt-out trend.

Question 39

Leaders must develop the following personal characteristics in a multicultural organization.

A) an openness to change themselves.
B) mentoring and empowerment of diverse employees.
C) a personal, long-range vision that supports diversity.
D) all of these choices

Question 40

A factor contributing to increased acceptance of diversity is:

A) discrimination.
B) the glass ceiling.
C) uncertainty avoidance.
D) globalization.

Question 41

What is prejudice?

Question 42

An American manager angered a Korean company when he complained to higher-level managers since he couldn't get information from his Korean counterpart. This example shows:

A) that behavior is perceived differently from culture to culture.
B) that the manager had an ethnocentric point of view.
C) that the Korean company should adopt American ways.
D) that the Korean company has a glass ceiling.

Question 43

____________________ is a preference for a tightly knit social framework in which people look out for one another and organizations protect their members' interests.

Question 44

Is interactive leadership exclusive to women?

Question 45

____________________ refers to how much people accept equality in power.

Question 46

____________________ is a workforce made up of people with different human qualities or who belong to various cultural groups.

Question 47

The differences among people in terms of age, ethnicity, gender, race, or other dimensions is called ____________________.

Question 48

What are the stages of personal diversity awareness?

Question 49

Paying a woman less than a man for the same work is:

A) gender discrimination.
B) stereotyping.
C) inclusion.
D) ethical.

Question 50

A ______________is a rigid, exaggerated, irrational, and typically negative belief or
image associated with a particular group of people.

Question 51

Describe cultural intelligence (CQ).

Question 52

____________________ is derived from the leader who appeals emotionally and symbolically to employees' desire to do a good job and help achieve organizational goals

Question 53

____________________ is the belief that one's own culture and subculture are inherently superior to other cultures.

Question 54

The ____________________ is an invisible barrier that separates women and minorities from top leadership positions.

Question 55

Why have attitudes toward diversity changed?

Question 56

In the Hofstede studies, __________reflects the values of relationships, cooperation, group decision making, and quality of life.

A) collectivism
B) femininity
C) masculinity
D) uncertainty avoidance

Question 57

____________________ is a leadership style in which people develop relationships with followers, share power and information, empower employees, and strive to enhance others feelings of self-worth.

Question 58

Some women get off the fast track before they ever encounter the glass ceiling. This is called:

A) prejudice.
B) the opt-out trend.
C) interactive leadership.
D) femininity.

Question 59

In mentoring diverse employees, leaders:

A) offer honest feedback.
B) reward those who show respect to all individuals.
C) create opportunities for employees to use their unique abilities.
D) all of the choices

Question 60

____________________ refers to the degree to which members of a society feel uncomfortable with uncertainty and ambiguity.

Question 61

Discuss ethnocentrism and its effect on an organization.

Question 62

Describe the opportunity gap.

Question 63

Discuss the social value systems presented in the Hofstede studies.