Question 1

Zircon is a family-run wedding planning agency. Its employees are carefully recruited based on their personality and beliefs. The agency is able to operate effectively because the employees work together in harmony and share similar values, which are integrated into 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) access and effectiveness paradigm

Accepted Answer

The management of Zircon uses the learning and effectiveness paradigm, which emphasizes the value of diversity in improving organizational effectiveness and achieving business objectives. The employees of Zircon are recruited based on their unique qualities, and the management encourages open communication and the sharing of diverse perspectives to enhance the team's problem-solving capabilities.

Question 2

Which of the following is a reason for smaller representation of minority groups in management positions?
A) Most companies implement affirmative action programs.
B) Most companies do not prefer hiring candidates of minority groups.
C) Members of minority groups are not qualified enough for holding managerial positions.
D) Members of minority groups are assumed to be not interested in learning new things.

Accepted Answer

This is due to systemic discrimination, bias, and lack of opportunities for minority groups in the workplace. Affirmative action programs, qualifications, and interest in learning new skills are not necessarily the primary factors affecting representation in management positions.

Question 3

Bekilean Corp. comprises 80 percent of African American employees. The company has a record of high employee turnover over the past five years. Which of the following measures should Bekilean Corp. take to reduce the employee turnover rate?
A) The company should have more women in senior roles.
B) The company should recruit a diverse workforce.
C) The company should recruit more African Americans.
D) The company should impose a glass ceiling on minorities.

Accepted Answer

While the company currently has a high percentage of African American employees, recruiting a more diverse workforce can lead to better retention rates and a decrease in turnover. This approach will help to ensure that the company avoids being seen as promoting a certain group to the detriment of others. Option A is also important but falls outside the scope of the presented problem. Option C is risky and could be seen as discriminatory towards other groups. Option D is unethical and potentially illegal.

Question 4

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) access and effectiveness paradigm

Accepted Answer

The management of Clampt Inc. uses the access and legitimacy paradigm, as they focus on including individuals from diverse backgrounds to meet the expectations of customers from different ethnicities. This paradigm emphasizes the importance of representation and cultural sensitivity, especially in organizations with a global presence.

Question 5

Frieda owns a chain of flower shops. Her stores are managed by a group of employees. Despite personality differences, the employees are able to work together effectively. In the given scenario, Frieda's employees display _____.
A) surface-level diversity
B) educational diversity
C) deep-level diversity
D) religious diversity

Accepted Answer

Deep-level diversity refers to differences in personality, values, and beliefs. The fact that Frieda's employees are able to work effectively despite personality differences suggests that they possess deep-level diversity. Surface-level diversity relates to visible differences such as age, gender, and race, which are not mentioned in the scenario. Educational and religious diversity are specific types of deep-level diversity, but there is not enough information in the scenario to determine if these exist among Frieda's employees.

Question 6

Mia is asked to quit her job as a salesgirl at a clothing store as she is unable to cooperate with other employees. She is intolerant of her colleagues and is not keen on helping customers. She tends to be sullen and impatient. In the context of personalities, Mia can be described as being _____.
A) an extravert
B) an introvert
C) agreeable
D) disagreeable

Accepted Answer

Mia's lack of cooperation with colleagues, intolerance, sullenness, and impatience suggest that she has a disagreeable personality.

Question 7

Garten Inc. is a publishing company. It has a very diverse workforce. When interns and new employees join the company, they are matched with older employees for mentoring. People of different cultural backgrounds, races, and sexes are matched so that any stereotypical attitudes that new employees have will change as they get to know their mentor. In the given scenario, Garten uses _____.
A) diversity audits
B) diversity pairing
C) skills-based diversity training
D) diversity awareness training

Accepted Answer

The scenario describes the practice of diversity pairing, which matches individuals of different backgrounds for the purpose of fostering greater understanding and awareness. This program helps new employees overcome any biases or stereotypes they may have and learn from experienced employees who have a different perspective. Diversity audits, skills-based diversity training, and diversity awareness training are all potential strategies for promoting diversity, but they are not directly applicable to the scenario presented.

Question 8

In the context of surface-level diversity,__________occurs when people are treated differently because of their gender.
A) racial discrimination
B) sex discrimination
C) ethnic discrimination
D) age discrimination

Accepted Answer

Sex discrimination specifically refers to treating people differently based on their gender. The other options relate to discrimination based on race, ethnicity, or age.

Question 9

The government of Montesia is working to change employers' perceptions of older workers and encourage companies to abandon mandatory retirement plans. In the context of dimensions of surface-level diversity, which of the following types of discrimination is the government trying to eliminate in the country?
A) Age discrimination
B) Sex discrimination
C) Racial and ethnic discrimination
D) Disability discrimination

Accepted Answer

The government of Montesia is working to change employers' perceptions of older workers and encourage companies to abandon mandatory retirement plans, indicating that they are trying to eliminate age discrimination.

Question 10

Olivia is the owner of an interior designing firm. She has a tight-knit group of designers working for her. The designers have different working styles, but they work effectively as a team. In the given scenario, Olivia and her employees display _____.
A) surface-level diversity
B) educational diversity
C) deep-level diversity
D) religious diversity

Accepted Answer

The scenario indicates that the designers have different working styles, which is an indication of deep-level diversity. This type of diversity refers to differences in values, personality, and attitudes. It is different from surface-level diversity (such as differences in ethnicity or gender) and educational diversity (which refers to differences in educational background). There is no indication of religious diversity in the given scenario.

Question 11

Which of the following is a significant factor behind the lack of women at top levels of management?
A) Women are more prone to illness and accidents.
B) Women are not ambitious.
C) Women face sex discrimination.
D) Women have less qualification than men.

Accepted Answer

Research shows that women often face sex discrimination in the workplace, which can limit their opportunities for advancement and keep them from reaching top levels of management. This discrimination can take many forms, such as unequal pay, exclusion from networking events, and being passed over for promotions.

Question 12

Under the__________, success is usually measured by how well companies achieve recruitment, promotion, and retention goals for women, people of different racial/ethnic backgrounds, or other underrepresented groups.
A) access and legitimacy paradigm
B) learning and effectiveness paradigm
C) discrimination and fairness paradigm
D) acceptance and celebration paradigm

Accepted Answer

The discrimination and fairness paradigm is focused on promoting equal opportunities and reducing discrimination in the workplace, particularly towards underrepresented groups. Success is measured by the achievement of recruitment, promotion, and retention goals for these groups. This approach emphasizes legal and policy compliance, and sometimes involves implementing affirmative action measures. The other paradigms focus on different aspects of diversity and inclusion, such as cultural competence (access and legitimacy paradigm), business performance (learning and effectiveness paradigm), or intergroup relations (acceptance and celebration paradigm).

Question 13

Grace has been working at a law firm for ten years. She is a senior lawyer and is eligible for a promotion. She believes the firm will offer her a partnership as she is the best lawyer in the firm. However, the partnership is offered to one of her male colleagues who is also a senior lawyer in the firm. This scenario illustrates the concept of _____.
A) glass ceiling
B) age discrimination
C) social integration
D) social loafing

Accepted Answer

This scenario exemplifies the concept of a glass ceiling, which refers to an invisible barrier that prevents women and minorities from advancing to higher positions in organizations, despite their qualifications and experience. In this case, Grace, who has the credentials and experience for the promotion, is denied the opportunity because of her gender.

Question 14

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 organizational culture that values diversity and actively seeks out and includes people from different backgrounds, perspectives, and abilities. Glowbot allows its employees to make their own decisions to maximize benefits for the firm and customers while treating employees fairly and welcoming diversity.

Question 15

Which of the following programs seeks to benefit both organizations and their employees by encouraging organizations to value all kinds of differences instead of punishing them for not achieving specific sex and race ratios in their workforces?
A) A validation program
B) An appraisal program
C) A diversity program
D) An affirmative action program

Accepted Answer

A diversity program seeks to benefit both organizations and their employees by encouraging organizations to value all kinds of differences instead of punishing them for not achieving specific sex and race ratios in their workforces. A validation program is used to ensure that a selection process is job-related and consistent with business necessity, while an appraisal program evaluates employees' performance. An affirmative action program is designed to eliminate discrimination in the workplace and promote employment opportunities for historically underrepresented groups.

Question 16

__________are formal assessments that measure employee and management attitudes, investigate the extent to which people are advantaged or disadvantaged with respect to hiring and promotions.
A) Compliance audits
B) Operational audits
C) Investigative audits
D) Diversity audits

Accepted Answer

Diversity audits measure employee and management attitudes, investigate the extent to which people are advantaged or disadvantaged with respect to hiring and promotions based on their race, gender, religion, age, disability status, and other characteristics. Compliance audits ensure that organizations comply with laws and regulations, operational audits assess operational efficiency, and investigative audits examine concerns about fraud or unethical behavior.

Question 17

A job candidate is rejected on the pretext that he is hearing impaired. Which of the following types of discrimination does this exemplify?
A) Racial discrimination
B) Disability discrimination
C) Age discrimination
D) Ethnicity discrimination

Accepted Answer

The job candidate is being discriminated against because of his disability, specifically his hearing impairment. This is an example of disability discrimination.

Question 18

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

The scenario describes organizational plurality, where employees are allowed to make decisions and work in a way that benefits the organization. This promotes equality and growth within the organization. Diversity pairing, skill-based diversity, and structural accommodation do not accurately describe the scenario.

Question 19

Hart and Mitchell is a successful law firm. The firm is often criticized for its preferential treatment to female employees and employees from minority groups. The interests of other employees are often neglected in the company's efforts to maintain a diverse workforce. In the given scenario, Hart and Mitchell has taken _____ toward creating a diverse workforce.
A) affirmative action
B) instrumental action
C) communicative action
D) rational action

Accepted Answer

The actions of Hart and Mitchell suggest that they have implemented affirmative action policies, which prioritize the hiring and promotion of individuals from underrepresented groups. However, this has resulted in neglecting the interests of other employees, which is a common criticism of affirmative action programs.

Question 20

Wyatt is a user experience designer. He is quiet and shy, tends to keep to himself, and is very focused on his work. He is usually the first person in his team to come up with ideas for new projects. Wyatt's superior prefers working with him on critical projects because he is very good at his job. In the context of personalities, Wyatt can be described as being a(n) _____.
A) extravert
B) introvert
C) narcissist
D) mediator

Accepted Answer

Wyatt's tendency to be quiet and shy, and to keep to himself, suggests that he is an introvert. This also explains why he is very focused on his work and is usually the first person to come up with ideas for new projects. The fact that his superior prefers working with him on critical projects because of his skillset also reinforces his competence as an introverted individual.

Quiz 12: Managing Individuals and a Diverse Workforce

Which of the following is a reason for smaller representation of minority groups in management positions?

Bekilean Corp. comprises 80 percent of African American employees. The company has a record of high employee turnover over the past five years. Which of the following measures should Bekilean Corp. take to reduce the employee turnover rate?

Frieda owns a chain of flower shops. Her stores are managed by a group of employees. Despite personality differences, the employees are able to work together effectively. In the given scenario, Frieda's employees display _____.

Mia is asked to quit her job as a salesgirl at a clothing store as she is unable to cooperate with other employees. She is intolerant of her colleagues and is not keen on helping customers. She tends to be sullen and impatient. In the context of personalities, Mia can be described as being _____.

In the context of surface-level diversity,__________occurs when people are treated differently because of their gender.

Olivia is the owner of an interior designing firm. She has a tight-knit group of designers working for her. The designers have different working styles, but they work effectively as a team. In the given scenario, Olivia and her employees display _____.

Which of the following is a significant factor behind the lack of women at top levels of management?

Under the__________, success is usually measured by how well companies achieve recruitment, promotion, and retention goals for women, people of different racial/ethnic backgrounds, or other underrepresented groups.

Which of the following programs seeks to benefit both organizations and their employees by encouraging organizations to value all kinds of differences instead of punishing them for not achieving specific sex and race ratios in their workforces?

__________are formal assessments that measure employee and management attitudes, investigate the extent to which people are advantaged or disadvantaged with respect to hiring and promotions.

A job candidate is rejected on the pretext that he is hearing impaired. Which of the following types of discrimination does this exemplify?