Question 1

When compared to men, women are more likely to choose jobs or careers that give them a greater sense of accomplishment, more control over their work schedules, and easier movement in and out of the workplace.

Accepted Answer

Various studies have shown that women prefer jobs that offer greater flexibility and autonomy, which enable them to balance work with their family responsibilities. Women are also more likely to seek positions that allow them to have an impact on society, contribute to a cause or make a difference in the community. Additionally, women value jobs that provide them with a sense of accomplishment and recognition, which motivates them to perform better and achieve their goals.

Question 2

Diversity helps companies save money by reducing turnover, decreasing absenteeism, and avoiding expensive lawsuits.

Accepted Answer

Studies have shown that companies with diverse workforces have lower turnover rates, reduced absenteeism, and avoid expensive discrimination lawsuits, leading to cost savings for the company.

Question 3

Affirmative action and diversity are not only different in their definitions but also in their purpose, how they are practiced, and the reactions they produce.

Accepted Answer

Affirmative action is a policy that aims to address past discrimination by giving certain groups of people, such as women and minorities, preferential treatment in hiring and admissions. Its purpose is to ensure equal representation and opportunity for marginalized groups. Diversity, on the other hand, refers to the presence of a variety of people from different backgrounds and identities. It is often achieved through efforts to recruit and retain a diverse workforce or student body, but does not involve preferential treatment. The practices of these policies are also different, as affirmative action involves specific measures to address historical discrimination, while diversity initiatives aim to create inclusive environments. Finally, the reactions to these policies can vary, with affirmative action often being controversial and divisive, whereas diversity initiatives are generally viewed as positive and necessary.

Question 4

The two basic types of diversity training are cultural training and attitude- based diversity training.

Accepted Answer

The answer of The two basic types of diversity training...

Question 5

The glass ceiling is the so-called invisible barrier that prevents women and minorities from advancing to the top jobs in organizations.

Accepted Answer

This is an accurate definition of the glass ceiling.

Question 6

A disability is defined as a mental or physical impairment that substantially limits one or more major life activities.

Accepted Answer

This is the definition of a disability according to the Americans with Disabilities Act (ADA).

Question 7

Reasonable accommodations for disabled employees include assistive technology.

Accepted Answer

Reasonable accommodations under the Americans with Disabilities Act (ADA) can include the use of assistive technology to help employees with disabilities perform their job duties.

Question 8

For a typical company, employee turnover costs amount to more than 90 percent of the employees' salaries.

Accepted Answer

According to research and studies, employee turnover costs can range from 30% to 150% of an employee's salary, but generally, it is considered to be around 90% or more. So, the statement is true.

Question 9

Surface-level diversity refers to differences such as age, gender, race/ethnicity, and physical disabilities that are observable, typically unchangeable, and easy to measure.

Accepted Answer

Surface-level diversity is defined as differences that are observable, typically unchangeable, and easy to measure, including age, gender, race/ethnicity, and physical disabilities.

Question 10

Affirmative action refers to the purposeful steps taken by an organization to create employment opportunities for minorities and women. It is required by law for private employers with fifty or more employees.

Accepted Answer

Affirmative action is required by law for private employers with fifty or more employees.

Question 11

The primary benefit of the discrimination and fairness paradigm is that it generally brings about fairer treatment of employees and increases demographic diversity.

Accepted Answer

The discrimination and fairness paradigm focuses on eliminating biases and ensuring fairness in the workplace, which can lead to improved treatment of employees and increased diversity.

Question 12

Among the paradigms for managing diversity, only the learning and effectiveness paradigm focuses on integrating deep-level diversity differences in addition to dealing with surface-level diversity.

Accepted Answer

The learning and effectiveness paradigm emphasizes not only managing surface-level diversity (such as race or gender) but also addressing deeper-level diversity differences such as beliefs, values, and perspectives to promote creativity, innovation, and productivity.

Question 13

Activity-based diversity training teaches employees the practical skills they need for managing a diverse work force, skills such as flexibility and adaptability, negotiation, problem solving, and conflict resolution.

Accepted Answer

The answer of Activity-based diversity training teaches employees the practical...

Question 14

In diversity pairing, people of different cultural backgrounds are paired together for mentoring.

Accepted Answer

In diversity pairing, people of different cultural backgrounds are intentionally paired together for mentoring or other professional development opportunities.

Question 15

If managed properly, the shift from surface- to deep-level diversity can result in reduced prejudice and conflict as well as lead to stronger social integration.

Accepted Answer

The shift from surface- to deep-level diversity means moving beyond visible differences (such as race or gender) to acknowledge and appreciate individual differences in values, beliefs, and experiences. When managed properly, this can result in reduced prejudice and conflict as individuals gain a greater understanding and respect for one another, leading to stronger social integration.

Question 16

There has been little direct evidence of the practice of racial or ethnic discrimination in the workplace in recent years.

Accepted Answer

Although progress has been made in addressing workplace discrimination, studies and reports continue to show that racial and ethnic discrimination still exists in various forms in the workplace.

Question 17

The learning and effectiveness paradigm for managing diversity focuses on the acceptance and celebration of differences; so that the diversity within the company matches the diversity found among primary stakeholders such as customers, suppliers, and local communities.

Accepted Answer

The answer of The learning and effectiveness paradigm for managing...

Question 18

Affirmative action actually makes good business sense in terms of cost savings, the ability to attract and retain talent, and business growth.

Accepted Answer

The answer of Affirmative action actually makes good business sense...

Question 19

The different methods or paradigms for managing diversity include the discrimination and fairness paradigm, the access and legitimacy paradigm, and the learning and effectiveness paradigm.

Accepted Answer

The statement is true. These are indeed three different paradigms for managing diversity.

Question 20

In the context of the Big Five Personality Dimensions, conscientiousness is the degree to which someone is cooperative, polite, flexible, forgiving, good- natured, tolerant, and trusting.

Accepted Answer

Conscientiousness is actually the degree to which someone is responsible, organized, dependable, and self-disciplined. The list of traits provided in the statement refer more to agreeableness.

Quiz 12: Managing Individuals and a Diverse Workforce