Question 1

Which of the following diversity practices is a special kind of mentoring?
A) diversity pairing
B) diversity audits
C) awareness training
D) role-playing
E) the Delphi technique

Accepted Answer

Diversity pairing is a special kind of mentoring where individuals from different backgrounds are paired to learn from each other's experiences and perspectives.

Question 2

In a recent meeting, San Mateo County Supervisors voted unanimously to conduct a(n) ____, which would provide an accounting of how well the makeup of local boards and commissions reflects the racial, gender, cultural, geographic, and ethnic diversity of the county.
A) diversity comparison
B) diversity audit
C) employee-oriented attitudinal review
D) individual SWOT analysis
E) stereotypical audit

Accepted Answer

A diversity audit is a formal assessment that measures employee and management attitudes, investigates the extent to which people are advantaged or disadvantaged with respect to hiring and promotions, and reviews companies' diversity-related policies and procedures.

Question 3

Which of the following is a paradigm for managing diversity?
A) the paradigm of organizational diversity
B) the Machiavellian paradigm
C) the learning and effectiveness paradigm
D) the affirmative action paradigm
E) the sociocultural paradigm

Accepted Answer

The learning and effectiveness paradigm is a widely accepted approach to managing diversity. It emphasizes the importance of recognizing and valuing differences, creating an inclusive culture, and leveraging diversity to enhance overall organizational performance. This paradigm focuses on learning from diverse perspectives and collaborative problem-solving. The other options (A, B, D, and E) either do not reflect current approaches to managing diversity or do not accurately describe a paradigm for managing diversity.

Question 4

Unilever
Unilever has operations in 150 countries. Recently, Unilever took 100 of these top managers on a jungle retreat to Costa Rica. To the dismay of Unilever's chair, there were no women in the group. Upon investigation, he learned that only one woman had even been invited. As the retreat progressed, its participants commented on the richness of diversity in nature and how everything needs diversity to grow. These comments caused Unilever's chair to establish an executive committee to examine practical ways to overcome barriers to women's promotion. They decided to avoid setting numerical targets because they encourage positive discrimination and instead examined recruitment and promotion practices.
-Refer to Unilever. After studying the problem, the executive committee discovered that the company recruited the same number of men and women, but women were not being promoted to the top management positions. This probably resulted from the existence of a(n) ____.
A) executive box
B) impervious chain of management
C) missing ladder rung
D) glass ceiling
E) gender affirmation

Accepted Answer

The best choice is D) glass ceiling because this term refers to the invisible yet real barrier that prevents women and other minorities from advancing to top management positions, despite equal qualifications, experience and education. The fact that Unilever recruited the same number of men and women but women were not being promoted to top management positions suggests the existence of a glass ceiling.

Question 5

Organizational plurality is consistent with ____.
A) the paradigm of commonality
B) the determination and fairness paradigm
C) the learning and effectiveness paradigm
D) the access and legitimacy paradigm
E) none of these

Accepted Answer

The answer of Organizational plurality is consistent with ____.
A) the...

Question 6

Bentley College launched a comprehensive diversity initiative that includes frequent diversity retreats for faculty, staff, and student leaders; innovative recruitment efforts; employee benefits for domestic partners; and extensive support services focused on race, gender, and disability. Bentley uses the ____ paradigm for managing diversity.
A) learning and effectiveness
B) reward and equality
C) access and legitimacy
D) equality and support
E) discrimination and fairness

Accepted Answer

The learning and effectiveness paradigm for managing diversity not only takes into account surface-level diversity but also focuses on integrating deep-level diversity differences such as personality, attitudes, beliefs, and values into the actual work of the organization.

Question 7

Unilever
Unilever has operations in 150 countries. Recently, Unilever took 100 of these top managers on a jungle retreat to Costa Rica. To the dismay of Unilever's chair, there were no women in the group. Upon investigation, he learned that only one woman had even been invited. As the retreat progressed, its participants commented on the richness of diversity in nature and how everything needs diversity to grow. These comments caused Unilever's chair to establish an executive committee to examine practical ways to overcome barriers to women's promotion. They decided to avoid setting numerical targets because they encourage positive discrimination and instead examined recruitment and promotion practices.
-Refer to Unilever. A need to be concerned about ____ diversity was revealed by the retreat in Costa Rica.
A) surface-level
B) affirmative action
C) peripheral
D) discriminatory
E) tangential

Accepted Answer

The retreat in Costa Rica revealed a need to be concerned about surface-level diversity, specifically gender diversity, as only one woman had been invited out of 100 top managers.

Question 8

Unilever
Unilever has operations in 150 countries. Recently, Unilever took 100 of these top managers on a jungle retreat to Costa Rica. To the dismay of Unilever's chair, there were no women in the group. Upon investigation, he learned that only one woman had even been invited. As the retreat progressed, its participants commented on the richness of diversity in nature and how everything needs diversity to grow. These comments caused Unilever's chair to establish an executive committee to examine practical ways to overcome barriers to women's promotion. They decided to avoid setting numerical targets because they encourage positive discrimination and instead examined recruitment and promotion practices.
-Refer to Unilever. To focus on deep-level diversity, Unilever would need to use the ____ paradigm.
A) equity and legitimacy
B) access and fairness
C) equity and fairness
D) learning and effectiveness
E) access and legitimacy

Accepted Answer

The learning and effectiveness paradigm focuses on creating an inclusive environment where differences are seen as an opportunity for growth and learning, rather than just meeting numerical targets or ensuring access and fairness. Unilever's decision to examine recruitment and promotion practices suggests that they are interested in building a more inclusive and effective organization, rather than simply ensuring access or equity.

Question 9

The term ____ refers to a work environment where (1) each member is empowered to contribute in a way that maximizes the benefits to the organization, customers, and themselves; and (2) the individuality of each member is respected by not segmenting or polarizing people on the basis of their membership in a particular group.
A) organizational plurality
B) deep-level diversity
C) positive affectivity
D) social integration
E) social internalization

Accepted Answer

Organizational plurality is the term used to describe a work environment that values diversity and inclusion, where members are empowered to contribute in a way that benefits the organization, customers, and themselves, and where individuality is respected without segmentation or polarization based on group membership. Deep-level diversity refers to differences in values, beliefs, and attitudes among individuals. Positive affectivity is the tendency for individuals to experience positive emotions across situations and time. Social integration refers to the extent to which individuals are connected through relationships and social networks within a given society. Social internalization refers to the process of taking on the norms and values of a particular culture or group. Therefore, A is the best choice given the description of the work environment.

Question 10

Unilever
Unilever has operations in 150 countries. Recently, Unilever took 100 of these top managers on a jungle retreat to Costa Rica. To the dismay of Unilever's chair, there were no women in the group. Upon investigation, he learned that only one woman had even been invited. As the retreat progressed, its participants commented on the richness of diversity in nature and how everything needs diversity to grow. These comments caused Unilever's chair to establish an executive committee to examine practical ways to overcome barriers to women's promotion. They decided to avoid setting numerical targets because they encourage positive discrimination and instead examined recruitment and promotion practices.
-Refer to Unilever. What are the potential benefits of this diversity program?
A) the avoidance of expensive lawsuits
B) the improvement of marketplace understanding
C) increased problem-solving abilities
D) the ability to attract and retain a better workforce
E) all of these

Accepted Answer

The diversity program has the potential to benefit Unilever in a variety of ways, including avoiding expensive lawsuits related to discrimination, improving marketplace understanding by having a more diverse group of employees, increasing problem-solving abilities by incorporating diverse perspectives, and attracting and retaining a better workforce by promoting a culture of inclusion.

Question 11

Which of the following paradigms for managing diversity not only takes into account surface-level diversity but also focuses on integrating deep-level diversity differences such as personality, attitudes, beliefs, and values into the actual work of the organization?
A) the discrimination and fairness paradigm
B) the access and legitimacy paradigm
C) the learning and effectiveness paradigm
D) the cultural stereotype paradigm
E) the personal integration paradigm

Accepted Answer

The learning and effectiveness paradigm not only recognizes surface-level diversity but also focuses on integrating deep-level diversity such as personality, attitudes, beliefs, and values into the actual work of the organization. This paradigm emphasizes that diversity can lead to increased learning, creativity, and innovation, and that organizations should strive to leverage these benefits to become more effective.

Question 12

Bentley College launched a comprehensive diversity initiative, which includes frequent diversity retreats for faculty, staff, and student leaders. What basic type of diversity training is Bentley using?
A) diversity audits
B) awareness training
C) skills-based diversity training
D) diversity mentoring
E) acculturation

Accepted Answer

Awareness training is designed to raise employees' awareness of diversity issues and to challenge the underlying assumptions or stereotypes they may have about others.

Question 13

Unilever
Unilever has operations in 150 countries. Recently, Unilever took 100 of these top managers on a jungle retreat to Costa Rica. To the dismay of Unilever's chair, there were no women in the group. Upon investigation, he learned that only one woman had even been invited. As the retreat progressed, its participants commented on the richness of diversity in nature and how everything needs diversity to grow. These comments caused Unilever's chair to establish an executive committee to examine practical ways to overcome barriers to women's promotion. They decided to avoid setting numerical targets because they encourage positive discrimination and instead examined recruitment and promotion practices.
-Refer to Unilever. This is an example of a diversity program because it ____.
A) is a punitive approach to employee relations
B) is done voluntarily
C) has been dictated by affirmative action legislation
D) is designed to compensate for past discrimination
E) is accurately described by none of these

Accepted Answer

The passage states that Unilever took its top managers on a jungle retreat to examine practical ways to overcome barriers to women's promotion, and that this was done voluntarily without any mention of punitive measures, affirmative action legislation, or compensating for past discrimination. Therefore, it is an example of a voluntary diversity program.

Question 14

In the nursing home industry, pairing two younger workers with an older worker creates more job opportunities for the older workers. Furthermore, this pairing could be a significant advantage in nursing homes where an older worker may have more sensitivity to aging problems.  This would be an example of a type of mentoring called ____.
A) awareness training
B) coaching
C) diversity pairing
D) social integration
E) acculturation

Accepted Answer

Diversity pairing involves matching individuals of different backgrounds, ages, or experiences to promote learning and understanding, which fits the scenario described.

Question 15

The two basic types of diversity training programs are ____.
A) mentoring and role-playing
B) organizational plurality and individual autonomy
C) role-playing and computer simulation
D) computer simulation and role-playing
E) awareness training and skills-based diversity training

Accepted Answer

The two basic types of diversity training programs are awareness training and skills-based diversity training. Mentoring and role-playing are strategies used within these two types, but are not the basic types themselves. Organizational plurality and individual autonomy are not types of diversity training programs. Computer simulation can be used for both awareness training and skills-based training, but again, are not types in themselves.

Question 16

Which of the following paradigms for managing diversity is similar to the business growth advantage of diversity?
A) the discrimination and fairness paradigm
B) the access and legitimacy paradigm
C) the learning and effectiveness paradigm
D) the personal integration paradigm
E) the cultural stereotype paradigm

Accepted Answer

The access and legitimacy paradigm focuses on the acceptance and celebration of differences to ensure that the diversity within the company matches the diversity found among its primary stakeholders.

Question 17

According to a recent census, over 40 percent of the Australian population was born overseas or had one parent born overseas. The abilities of these immigrants add value to the Australian workplace. The Australian government would have employers welcome these migrants and their children into their organizations as valued workers. Which paradigm for managing diversity does the Australian government most likely support?
A) the discrimination and fairness paradigm
B) the access and legitimacy paradigm
C) the learning and effectiveness paradigm
D) the cultural stereotype paradigm
E) the personal integration paradigm

Accepted Answer

The access and legitimacy paradigm focuses on the acceptance and celebration of differences to ensure that the diversity within the company matches the diversity found among its primary stakeholders.

Question 18

Unilever
Unilever has operations in 150 countries. Recently, Unilever took 100 of these top managers on a jungle retreat to Costa Rica. To the dismay of Unilever's chair, there were no women in the group. Upon investigation, he learned that only one woman had even been invited. As the retreat progressed, its participants commented on the richness of diversity in nature and how everything needs diversity to grow. These comments caused Unilever's chair to establish an executive committee to examine practical ways to overcome barriers to women's promotion. They decided to avoid setting numerical targets because they encourage positive discrimination and instead examined recruitment and promotion practices.
-Refer to Unilever. By encouraging the promotion of more women to top management positions to better match the diversity of its stakeholders, Unilever was managing diversity through the ____ paradigm.
A) equity and legitimacy
B) access and fairness
C) equity and fairness
D) learning and effectiveness
E) access and legitimacy

Accepted Answer

The answer of Unilever
Unilever has operations in 150 countries. Recently,...

Question 19

A(n) ____ is a formal assessment that measures employee and management attitudes, investigates the extent to which people are advantaged or disadvantaged with respect to hiring and promotions, and reviews companies' diversity-related policies and procedures.
A) diversity comparison
B) diversity audit
C) employee-oriented attitudinal review
D) individual SWOT analysis
E) stereotypical audit

Accepted Answer

A diversity audit is the formal assessment that measures employee and management attitudes, investigates the extent to which people are advantaged or disadvantaged with respect to hiring and promotions, and reviews companies' diversity-related policies and procedures. The other options do not accurately describe this type of assessment.

Question 20

Which of the following is an example of a diversity principle that will help managers do a better job of managing company diversity programs?
A) Treat group differences as important, but not special.
B) Set high but realistic goals.
C) Tailor opportunities to individuals, not groups.
D) Find the common ground.
E) All of these are examples of diversity principles.

Accepted Answer

All of these options are diversity principles that can help managers effectively manage diversity programs. Treating group differences as important but not special can help ensure that all employees feel valued, while setting high but realistic goals can help drive growth and progress. Tailoring opportunities to individuals, finding common ground, and promoting open communication can also be effective strategies for managing diversity in the workplace.

Quiz 12: Managing Individuals and a Diverse Work Force

Which of the following diversity practices is a special kind of mentoring?

In a recent meeting, San Mateo County Supervisors voted unanimously to conduct a(n) ____, which would provide an accounting of how well the makeup of local boards and commissions reflects the racial, gender, cultural, geographic, and ethnic diversity of the county.

Which of the following is a paradigm for managing diversity?

Organizational plurality is consistent with ____.

Which of the following paradigms for managing diversity not only takes into account surface-level diversity but also focuses on integrating deep-level diversity differences such as personality, attitudes, beliefs, and values into the actual work of the organization?

Bentley College launched a comprehensive diversity initiative, which includes frequent diversity retreats for faculty, staff, and student leaders. What basic type of diversity training is Bentley using?

The two basic types of diversity training programs are ____.

Which of the following paradigms for managing diversity is similar to the business growth advantage of diversity?

A(n) ____ is a formal assessment that measures employee and management attitudes, investigates the extent to which people are advantaged or disadvantaged with respect to hiring and promotions, and reviews companies' diversity-related policies and procedures.

Which of the following is an example of a diversity principle that will help managers do a better job of managing company diversity programs?