Question 1

Unlike skills-based diversity training, awareness training:
A) aims to challenge underlying assumptions that people have about others.
B) teaches employees the practical aspects of managing a diverse workforce.
C) focuses on negotiation and conflict resolution.
D) involves teaching skills such as flexibility and adaptability.

Accepted Answer

Awareness training focuses on challenging individuals' perspectives, biases, and assumptions about others based on their backgrounds, experiences, and identities. It aims to promote greater understanding and empathy among individuals from different groups, thus fostering a more inclusive environment. Unlike skills-based diversity training, awareness training does not solely focus on the practical aspects of managing a diverse workforce by teaching negotiation, conflict resolution or other skills.

Question 2

Floyd owns a chain of diners. He prefers to recruit employees from different ethnic and cultural backgrounds. When he hires new employees, he spends time to educate them on the issues that can arise due to diversity at the workplace. His employees are strongly encouraged to question stereotypes. In the given scenario, Floyd uses _____.
A) skills-based diversity training
B) awareness training
C) readiness-based diversity training
D) supervisory training

Accepted Answer

Floyd uses awareness training, which educates employees on the issues of diversity and encourages them to question stereotypes. This type of training helps employees understand and appreciate the differences among coworkers, reducing the chance of conflicts arising from cultural misunderstandings. Skills-based diversity training focuses on developing specific skills to work effectively in diverse environments, whereas readiness-based diversity training examines the organization's readiness to implement and manage diversity efforts. Supervisory training is designed to develop the skills necessary to manage employee performance effectively.

Question 3

_____ teaches employees the practical expertise they need for managing a diverse workforce, such as flexibility and adaptability, negotiation, problem solving, and conflict resolution.
A) Skills-based diversity training
B) Diversity pairing
C) Work sample assessment
D) Awareness training

Accepted Answer

Skills-based diversity training focuses on providing practical skills to employees for managing diversity in the workplace, which includes flexibility, negotiation, problem-solving, and conflict resolution. Diversity pairing involves pairing up employees from different backgrounds to promote understanding and overcome biases. Work sample assessment evaluates an employee's skills and abilities by giving them a task or project to complete. Awareness training focuses on increasing awareness and education about diversity and inclusion but may not provide practical skills for managing a diverse workforce.

Question 4

Westwick Inc. is an advertising agency. Its employees are allowed to take decisions and work in ways that will help maximize the agency's benefits. This also gives the employees lots of experience and helps them grow in the organization. All the employees are treated equally. This scenario illustrates the concept of _____.
A) diversity pairing
B) skill-based diversity
C) organizational plurality
D) structural accommodation

Accepted Answer

Organizational plurality refers to creating a diverse and inclusive environment where employees of various backgrounds can work together towards a common goal. As described in the scenario, Westwick Inc. treats all its employees equally, allowing them to take decisions and grow in the organization. This approach fosters organizational plurality by valuing diversity and promoting collaboration.

Question 5

Unlike the learning and effectiveness paradigm, the discrimination and fairness paradigm focuses on:
A) integrating deep-level diversity differences into the actual work of an organization.
B) the surface-level diversity dimensions of sex, race, and ethnicity.
C) matching demographic differences inside a company with those of key customers and stakeholders.
D) creating a demographically diverse workforce that attracts a broader customer base.

Accepted Answer

The discrimination and fairness paradigm is concerned with the surface-level diversity dimensions of sex, race, and ethnicity, and aims to ensure that individuals are not discriminated against based on these characteristics. This paradigm does not focus on integrating deep-level diversity differences into the work of an organization or on demographic matching with customers and stakeholders. While a demographically diverse workforce may be a result of this paradigm, it is not the primary focus.

Question 6

The _____ focuses on bringing different talents and perspectives together to make the best organizational decisions and to produce innovative, competitive products and services.
A) access and legitimacy paradigm
B) discrimination and fairness paradigm
C) learning and effectiveness paradigm
D) acceptance and celebration paradigm

Accepted Answer

The learning and effectiveness paradigm emphasizes on promoting diversity for the purpose of learning from different talents and creating innovative products or services. The other paradigms (access and legitimacy, discrimination and fairness, and acceptance and celebration) focus on other aspects of diversity management.

Question 7

Phillip owns a large real estate firm. He imparts training to the managers of the firm to help them effectively manage its multiethnic workforce. He places emphasis on being flexible and being able to negotiate and solve problems. The managers also receive training on conflict resolution. In the given scenario, Phillip uses _____.
A) skills-based diversity training
B) diversity awareness training
C) readiness-based diversity training
D) supervisory diversity training

Accepted Answer

Phillip uses skills-based diversity training as he is focusing on developing practical skills that would help the managers in effectively managing the multiethnic workforce. This includes negotiation, problem-solving, and conflict resolution.

Question 8

Clampt Inc. is a global clothing company. The company has a multinational presence, and its employees and customers belong to different ethnicities. The company celebrates diversity within the workforce. It also features models from different ethnic backgrounds in its advertisements. In the context of diversity paradigms, the management of Clampt Inc. uses the _____.
A) discrimination and fairness paradigm
B) access and legitimacy paradigm
C) learning and effectiveness paradigm
D) resistance paradigm

Accepted Answer

The access and legitimacy paradigm emphasizes diversity as a means of enhancing the legitimacy of the organization in the eyes of its stakeholders. This paradigm acknowledges the importance of representation and the need for diversity to reflect the changing demographics of society. Clampt Inc.'s celebration of diversity within the workforce and featuring models from different ethnic backgrounds in its advertisements aligns with this paradigm.

Question 9

Salvatore Inc. is an insurance company. The company regularly provides training to all its middle-level managers to help them manage the diverse workforce. The mangers are usually trained on flexibility, negotiation, and problem solving. This helps the managers resolve conflicts easily and ensure the completion of work effectively. In the given scenario, Salvatore Inc. uses _____.
A) skills-based diversity training
B) diversity awareness training
C) readiness-based diversity training
D) supervisory diversity training

Accepted Answer

Salvatore Inc. uses skills-based diversity training to provide training to its middle-level managers. This training focuses on developing skills that would help managers manage the diverse workforce effectively. The training on flexibility, negotiation, and problem solving helps managers resolve conflicts easily and ensure the completion of work efficiently.

Question 10

Kinetic Solutions is a software firm. The management strictly complies with the equal employment opportunity laws. It recruits minorities and women in its workforce, and it advocates equitable treatment of all its employees. The company is regarded as successful as it has a high retention rate of women employees and employees from minority groups. In the context of diversity paradigms, the management of Kinetic Solutions uses the _____.
A) discrimination and fairness paradigm
B) access and legitimacy paradigm
C) learning and effectiveness paradigm
D) resistance paradigm

Accepted Answer

The management of Kinetic Solutions emphasizes on complying with equal employment opportunity laws and advocating equitable treatment of all its employees, which aligns with the discrimination and fairness paradigm of diversity management. This paradigm emphasizes on preventing discrimination and providing fair treatment to all employees, regardless of their demographic background.

Question 11

Zircon is a family-run wedding planning agency. Its employees are carefully recruited based on their unique personalities and beliefs. The agency is able to operate effectively because the employees work together in harmony despite their varied beliefs, which are reflected in their work. The employees know that they can speak openly, and their opinions will be heard and valued. In the context of diversity paradigms, the management of Zircon uses the _____.
A) discrimination and fairness paradigm
B) access and legitimacy paradigm
C) learning and effectiveness paradigm
D) resistance paradigm

Accepted Answer

The management of Zircon uses the learning and effectiveness paradigm, which recognizes the benefits of diversity and encourages learning and development through diversity. The employees are valued for their unique personalities and beliefs, and their diversity is seen as a source of strength for the agency. The emphasis on open communication and valuing employees' opinions also reflects a commitment to learning and growth.

Question 12

Which of the following will help managers in managing company diversity programs effectively?
A) Treating group differences as special
B) Focusing more on positive feedback
C) Disregarding the dimensions of deep-level diversity
D) Tailoring opportunities to individuals

Accepted Answer

Tailoring opportunities to individuals is the most effective way to manage company diversity programs as it shows sensitivity to individual differences, which can increase employee satisfaction, engagement, and productivity. Treating group differences as special may lead to reverse discrimination or unintentional bias, while disregarding deep-level diversity dimensions may overlook important traits that could affect team dynamics and outcomes. Focusing more on positive feedback is also important, but it is not specific to managing diversity programs.

Question 13

The _____ measures the extent to which people relate positive or negative thoughts with blacks or whites, men or women, homosexuals or heterosexuals, young or old, or other groups.
A) Specific Ability Test
B) Cognitive Ability Test
C) Implicit Association Test
D) Situational Judgment Test

Accepted Answer

The description matches the Implicit Association Test, which measures people's automatic associations between different groups and specific attributes or concepts. It has been used to investigate subconscious biases related to race, gender, age, sexuality, and other social categories. The other options mentioned are different types of tests that assess different aspects of individuals' cognitive or practical skills, but none of them is specifically designed to measure implicit biases.

Question 14

Unlike the access and legitimacy paradigm, the learning and effectiveness paradigm focuses on:
A) creating a demographically diverse workforce that attracts a broader customer base.
B) integrating deep-level diversity differences, such as personality, attitudes, beliefs, and values, into the actual work of an organization.
C) matching demographic differences inside a company with those of key customers and local communities.
D) the acceptance and celebration of differences to ensure that the diversity within a company matches the diversity found among primary stakeholders.

Accepted Answer

The learning and effectiveness paradigm emphasizes integrating deep-level diversity, such as personality and values, into the work of the organization, rather than just focusing on demographic diversity.

Question 15

Glowbot is a mobile app development firm. The firm allows its employees to grow by giving them the liberty to make their own decisions to help maximize the firm's benefits as well as the customer's benefits. The employees are treated fairly, and diversity is welcomed in the organization. This scenario illustrates the concept of _____.
A) diversity pairing
B) skill-based diversity
C) organizational plurality
D) structural accommodation

Accepted Answer

The scenario illustrates the concept of organizational plurality, which refers to an inclusive organizational culture that welcomes and values diversity in all its forms, including diversity of thought, background, skills, and perspectives. The firm allows its employees to make their own decisions, treats them fairly, and values diversity, which are all key elements of organizational plurality. Diversity pairing, skill-based diversity, and structural accommodation are not relevant concepts in this scenario.

Question 16

Which of the following is a similarity between the discrimination and fairness paradigm and the access and legitimacy paradigm?
A) Both focus on assimilation rather than differentiation.
B) Both focus only on the surface-level diversity dimensions of sex, race, and ethnicity.
C) Both make a distinction between individual and group differences.
D) Both focus on integrating deep-level diversity differences into the actual work of the organization.

Accepted Answer

Both paradigms primarily focus on surface-level diversity dimensions such as sex, race, and ethnicity, rather than deeper-level diversity aspects.

Question 17

Tyell Corp. is a financial consulting firm. The firm has a varied client base. It also hires employees from various ethnicities and backgrounds. As this diversified workforce can give way to problems, the company invests time in increasing its employees' knowledge regarding one another's cultures. The employees are taught to question stereotypes and how to change their personal assumptions about other people. In the given scenario, Tyell Corp. uses _____.
A) skills-based diversity training
B) awareness training
C) readiness-based diversity training
D) supervisory training

Accepted Answer

Tyell Corp. uses awareness training, which focuses on increasing employees' knowledge about one another's cultures, questioning stereotypes, and changing personal assumptions about other people. Skills-based diversity training focuses on developing the skills needed to work in a diverse environment, readiness-based diversity training focuses on creating an environment that is open to diversity, and supervisory training focuses on teaching managers how to manage a diverse workforce.

Question 18

The access and legitimacy paradigm focuses on:
A) equal opportunity, fair treatment, recruitment of minorities, and strict compliance with the equal employment opportunity laws.
B) integrating deep-level diversity differences, such as personality, attitudes, beliefs, and values, into the actual work of an organization.
C) bringing different talents and perspectives together to make the best organizational decisions and to produce innovative, competitive products and services.
D) the acceptance and celebration of differences to ensure that the diversity within a company matches the diversity found among primary stakeholders.

Accepted Answer

The access and legitimacy paradigm emphasizes matching the diversity within an organization to that of its primary stakeholders, celebrating differences to enhance legitimacy and access to diverse markets.

Question 19

Unlike the discrimination and fairness paradigm, the access and legitimacy paradigm:
A) focuses on assimilation.
B) focuses on differentiation.
C) integrates deep-level diversity differences into the actual work of the organization.
D) makes a distinction between individual and group differences.

Accepted Answer

The access and legitimacy paradigm focuses on recognizing and valuing cultural differences and promoting equal opportunities for individuals from diverse backgrounds. This paradigm emphasizes differentiation rather than assimilation and aims to integrate deep-level diversity differences into the actual work of the organization. It does not make a distinction between individual and group differences.

Question 20

Which of the following statements is true of organizational plurality?
A) All members are empowered to contribute in a way that maximizes the benefits to an organization, customers, and themselves.
B) Some members are treated as superior to others based on their ethnicity.
C) The individuality of each member is viewed by segmenting or polarizing people on the basis of their membership in a particular group.
D) The members of minority groups are denied from advancing to the top jobs in organizations.

Accepted Answer

Organizational plurality refers to an environment where diversity is valued, and all members are empowered to contribute in a way that maximizes the benefits to an organization, customers, and themselves. This means that regardless of one's background or identity, all members are given equal opportunities to contribute to the organization's success. This approach encourages collaboration, openness, and innovation, and helps organizations tap into the full potential of their diverse workforce.

Quiz 12: Managing Individuals and a Diverse Workforce

Unlike skills-based diversity training, awareness training:

_____ teaches employees the practical expertise they need for managing a diverse workforce, such as flexibility and adaptability, negotiation, problem solving, and conflict resolution.

Unlike the learning and effectiveness paradigm, the discrimination and fairness paradigm focuses on:

The _____ focuses on bringing different talents and perspectives together to make the best organizational decisions and to produce innovative, competitive products and services.

Which of the following will help managers in managing company diversity programs effectively?

The _____ measures the extent to which people relate positive or negative thoughts with blacks or whites, men or women, homosexuals or heterosexuals, young or old, or other groups.

Unlike the access and legitimacy paradigm, the learning and effectiveness paradigm focuses on:

Which of the following is a similarity between the discrimination and fairness paradigm and the access and legitimacy paradigm?

The access and legitimacy paradigm focuses on:

Unlike the discrimination and fairness paradigm, the access and legitimacy paradigm:

Which of the following statements is true of organizational plurality?