Chapter 13--Managing Diversity

Chapter 13--Managing DiversityStudent: ___________________________________________________________________________1.Today, organizations recognize that diversity is a business imperative and perhaps the single most important factor of the twenty-first century for organization performance.TrueFalse2.The genuine efforts to accept and manage diverse people in North America are a phenomenon that emerged in the 1800s.TrueFalse3.Today's workforce is growing older with an average age of 40.8 years in 2006 and it is expected to increase to 42.1 years in 2016.TrueFalse4.In 1970, Joseph Searles became the first African American member of the New York Stock Exchange.TrueFalse5.In 2010, PepsiCo appointed its first female CEO.TrueFalse6.Because employees with different backgrounds bring different options and ideas to the table, a diverse workforce may lead to increased conflict, anxiety, and misunderstanding.TrueFalse7.The aging population phenomenon is a huge factor in the United States and Canada. On other continents, the workforce is actually becoming younger.TrueFalse8.The traditional dimension of diversity can be acquired or changed throughout one's lifetime.TrueFalse9.Age, race, and gender are included in the primary dimension of diversity.TrueFalse10.Shortly after she landed a corporate-level job at InfoBasis, Tonya Kennel formed a womens leadership group to help women advance within the company. Membership within the group was voluntary and open to women with a desire to advance in the company. Tonyas group can best be described as a(n):A.focus groupB.network groupC.self-help groupD.diversity teamE.multicultural team11.Scenario - Sarah's Sharks

As the marketing director for Sarah's Sharks, Gloria Riviera is particularly well aware of diversity within the firm's clients in the market place. As a successful woman manager, she is also sensitive to the importance of diversity among employees at Sarah's Sharks.

Gloria has recognized that valuing diversity is good for her organization for all of the following reasons EXCEPT:a.it increases understanding of the marketplace.b.it efficiently uses employee talent.c.it increases the quality of team problem solving.d.it is mandated by ethical responsibility.e.it reduces costs associated with high turnover, absenteeism, and lawsuits.

12.Scenario - Sarah's Sharks

As the marketing director for Sarah's Sharks, Gloria Riviera is particularly well aware of diversity within the firm's clients in the market place. As a successful woman manager, she is also sensitive to the importance of diversity among employees at Sarah's Sharks.

Although she loves her job, Gloria is contemplating leaving it to focus her energy on parenting her three children. This would demonstrate which factor affecting womens careers?a.Female advantageb.Opt-out trendc.Glass ceilingd.Glass walle.Opaque ceiling

13.Scenario - Sarah's Sharks

As the marketing director for Sarah's Sharks, Gloria Riviera is particularly well aware of diversity within the firm's clients in the market place. As a successful woman manager, she is also sensitive to the importance of diversity among employees at Sarah's Sharks.

Gloria can enjoy higher success through diversity by accommodating employees' special needs, including all of the following EXCEPT:a.reassess job scheduling and child care policies for single parent employees.b.provide training material and information packages in foreign languages for non-English-speaking employees.c.provide paternity and maternity leave and flexible hours for dual income families.d.provide long-term care and life benefits for elderly of disabled workers.e.all of these are valid strategies.

14.Gloria would like to form a womens leadership group to help other women at Sarahs Sharks advance within the company. Membership within the group will be voluntary and open to anyone. This group would best be described as a(n):a.focus groupb.diversity teamc.self-help groupd.network groupe.multicultural team

15.Education, religious beliefs, military experience, geographic location and income are all _____ dimensions.________________________________________16.The belief that one's own group or subculture is inherently superior to other groups or cultures is known as _____.________________________________________17.A culture that accepts only one way of doing things and one set of values and beliefs is called a(n) _____.________________________________________18._____ is the belief that groups and subcultures are inherently equal.________________________________________19._____ means that an organization accommodates several subcultures, including employees who would otherwise feel isolated and ignored.________________________________________20.The invisible barrier that separates women and minorities from top management positions is known as the _____.________________________________________21._____ implies that women's commitment to their children limits their commitment to the company or their ability to handle the rigors of corporate management.________________________________________22._____ is designed to make people aware of their own prejudices and stereotypes.________________________________________23.A higher ranking, senior organizational member who is committed to providing upward mobility and support to a protg's professional career is a(n) _____.________________________________________24._____ are made up of members from diverse national, racial, ethnic, and cultural backgrounds.________________________________________25.The belief that your group and subculture is not as good as other groups and subcultures is ethnocentrism.TrueFalse26.A culture that accepts only one way of doing things and one set of values and beliefs, produced by ethnocentrism, is known as monoculture.TrueFalse27.The belief that ethics are not absolute but instead need to be evaluated relative to the situation refers to ethnorelativism.TrueFalse28.Most organizations make a conscious effort to shift from a pluralism perspective to one of monoculture.TrueFalse29.An invisible barrier that separates women and minorities from advancement to important lateral movement within the organization defines the glass ceiling.TrueFalse30.In a recent survey, 37 percent of highly qualified women report that they voluntarily left or "opted-out" of the workforce at some point in their careers.TrueFalse31.Research shows that companies with several senior-level women underperform financially and organizationally in comparison to those without senior-level women.TrueFalse32.Many people believe that men make better managers because of their more collaborative, less hierarchical, relationship-oriented approach that is in tune with todays global and multicultural environment.TrueFalse33.The most important component of a successful diversity strategy is management commitment, leadership, and support.TrueFalse34.A successful diversity plan leads to a workforce that demonstrates cultural competence in the long run.TrueFalse35.Workforce diversity refers to hiring people from different geographic regions of the country but of same nationality.TrueFalse36.Uncovering diversity problems, strengthening top management commitment, choosing solutions to fit a balanced strategy, and demanding results are all steps to implementing a diversity plan.TrueFalse37.The first step in diversity skills training is to help people learn how to communicate and work effectively in a diverse environment.TrueFalse38.Diversity training is special training which can help people become aware of their own biases and stereotypes, and is used by many organizations.TrueFalse39.A higher ranking, senior organizational member who is committed to providing upward mobility and support to a protg's professional career is known as a sponsor.TrueFalse40.The mentoring relationship is an excellent way to overcome the problem of a glass ceiling.TrueFalse41.Research indicates that women and minorities are more likely than men to develop mentoring relationships.TrueFalse42.Mentoring programs are not consistent with the Civil Rights Act of 1991 that requires the diversification of middle and upper management.TrueFalse43.The five major steps in implementing a change for a program to develop a truly diverse workplace is to: (1) change structures and policies, (2) focus on diversity recruiting, (3) establish mentor relationships, (4) accommodate special needs, and (5) offer training and education.TrueFalse44.Sexual harassment in the workplace is a violation of Title VII of the 1964 Civil Rights ActTrueFalse45.Solicitation with the promise of reward is the highest level of sexual harassment.TrueFalse46.According to the U.S. Supreme Court, sexual harassment does not include harassment by the same sex.TrueFalse47.Today, minorities account for about two-third of the U.S. population.TrueFalse48.Multicultural teams are made up of members from diverse national, racial, ethnic, and cultural backgrounds.TrueFalse49.An important characteristic of network groups is that they are created informally by employees, not the organization, and membership is voluntary.TrueFalse50._____ serves as invisible barriers to important horizontal movement within the organization.A.Barriers to entryB.Affirmative actionC.Equal opportunityD.The glass wallE.The glass ceiling51.Which workforce generation category is characterized as ambitious but lacking loyalty to the organization?A.Generation XB.Generation YC.Baby boomersD.Teeny boppersE.Generation A52.All of the following are changes that are reshaping our workforce EXCEPT:A.aging workforce.B.growth in Hispanic and Asian workers.C.women outnumbering menD.growth in foreign-born population.E.younger workforce.53.Which racial or ethnic category currently represents the largest and fastest growing minority group?A.WhiteB.African AmericanC.Asian D.HispanicE.Native American54.The average U.S. worker, today, is _____ than ever.A.more likely to be marriedB.youngerC.olderD.more likely to be maleE.uneducated55.Which of the following group is expected to grow the most in employment from 2008 to 2018?A.HispanicB.AsianC.African AmericanD.EuropeanE.White56._____ is defined as all the ways in which people differ.A.MultiplicityB.DiversityC.SeniorityD.CultureE.Variation57.Traditional model dimensions of diversity include:A.income.B.race.C.parental status.D.education.E.religious beliefs.58.Inclusive dimensions of diversity include:A.income.B.nationality.C.pay level.D.work style.E.all of these.59.All of the following are traditional model dimensions of diversity EXCEPT:A.age.B.sexual orientation.C.religious beliefs.D.physical ability.E.all of these are primary dimensions of diversity.60.All of these are inclusive dimensions of diversity EXCEPT:A.parents.B.lifestyle.C.income.D.military experience.E.sexual orientation.61.Inclusive dimensions of diversity:A.have a greater impact than do primary dimensions.B.are inborn.C.can change throughout one's lifetime.D.include such factors as gender.E.none of these.62.Hopetech Industries has a corporate diversity plan that limits diversity to areas that do not change throughout a persons lifetime, such as race, gender, age, and disability. Hopetechs diversity plan follows which model of corporate diversity?A.Inclusive modelB.Exclusive modelC.Traditional modelD.Learning modelE.Static model63.According to MANAGER'S SHOPTALK in chapter 13, which of the following is not a characteristic used to help foreign managers understand Americans?A.Americans are formal.B.Americans value punctuality.C.Americans believe in work.D.Americans are independent and individualistic.E.Americans are competitive.64.Which of the following is not a dividend of workplace diversity?A.Reduced costs associated with high turnover, absenteeism, and lawsuits.B.Increased understanding of the marketplace.C.Better use of employee talent.D.Increased costs associated with high turnover, absenteeism, and lawsuits.E.Enhanced quality of team problem solving.65.Smileline Inc. has an onsite daycare facility and provides employees fulltime daycare at a very low cost. The company implemented this years ago when managers realized that childcare responsibilities were contributing to high turnover and absenteeism. This example highlights which dividend of workplace diversity? A.Better use of employee talentB.Increased understanding of the marketplaceC.Increased quality of team problem solvingD.Enhanced breadth of understanding in leadership positionsE.Reduced costs associated with high turnover, absenteeism, and lawsuits66.In a family where both parents work, which of the following may be helpful to accommodate the parents needs?A.ChildcareB.Flexible work scheduleC.Home-based employmentD.Maternity or paternity leavesE.All of these67._____ means creating a climate in which the potential advantages of diversity for organizational or group performance are maximized while the potential disadvantages are minimized.A.Managing diversityB.Maxi-Min approachC.Managing differentiationD.Advantageous approachE.Maximum benefit approach68._____ is a rigid, exaggerated, irrational belief associated with a particular group of people.A.LabelB.PrejudiceC.TypecastD.DiscriminationE.Stereotype69.Stephanie is nervous about giving a presentation at the marketing firm where she works. One of her male coworkers told her, Dont be such a girl, attack that presentation! Now Stephanie is so concerned about appearing tough that she can barely concentrate on the content of the presentation. Stephanies anxiety stems from:A.stereotypeB.ethnocentrismC.pluralityD.glass ceiling threatE.the female advantage70.Which of the following refers to special training to help people identify their own cultural boundaries, prejudices, and stereotypes and to develop the skills for managing and working in a diverse workplace?A.Globalization trainingB.Human resource trainingC.Cultural trainingD.Diversity trainingE.Empathy training71._____ is a psychological experience of a person who, usually engaged in a task, is aware of a stereotype about his or her identity group suggesting he or she will not perform well on that task.A.Typecast threatB.Discriminatory threatC.LabelingD.Stereotype threatE.Classified threat72._____ reflects the belief that one's own group is superior to other groups.A.EthnorelativismB.EthnocentrismC.PluralismD.GeocentricismE.Regiocentrism73.An ethnocentric perspective leads to:A.a monoculture.B.diversity in the workplace.C.pluralism.D.ethnorelativism.E.a global perspective.74.Phlex Plastic has a very strong set of corporate values. In fact, Phlex has been known to discourage the emergence of alternative values. Phlex is most likely:A.a diverse organization.B.an organization that encourages pluralism.C.a monoculture.D.geocentric.E.minority-owned organization.75._____ is the belief that groups are inherently equal.A.EthnorelativismB.EthnocentrismC.PluralismD.GeocentricismE.Monoculture76.Which of the following means that an organization accommodates several subcultures?A.MonoculturalismB.PluralismC.EthnorelativismD.GeocentricismE.Ethnocentrism77.A culture that accepts only one way of doing things and one set of values and beliefs is referred to as a(n) _____.A.primary cultureB.preferred cultureC.dominating cultureD.monocultureE.pluralism78.Most organizations _____ shift from a monoculture perspective to one of pluralism.A.can neverB.naturallyC.must make a conscious effort toD.can easilyE.are against a79.Which of the following is an invisible barrier that separates women and minorities from top management positions?A.The barrier to entryB.Affirmative actionC.Equal opportunityD.The glass ceilingE.The glass wall80.Women make up less than 16 percent of all Fortune 500 executives. This could be due to:A.barriers to entry.B.affirmative action.C.equal opportunity.D.the glass wall.E.the glass ceiling.81.Trouser's Inc. top management is exclusively made up of older white males. Trouser's promotes from within and top management is most comfortable with individuals who are similar to them. Women and minorities at this company who wish to be promoted are likely to experience _____.A.cultural diversityB.the glass ceiling effectC.rapid promotion and advancementD.ethnorelativismE.all of these82._____ implies that women's commitment to their children limits their commitment to the company or their ability to handle the rigors of corporate management.A.Balancing family prioritiesB.Invisible minoritiesC.Opt-out trendD.Family commitmentE.Cost of diversity83.Josephine would like to become part of an elite manager network at her company so she can get access to general and line management experience to help her succeed within the company. However, she learns that the manager network is made up exclusively of men. This demonstrates which factor affecting womens careers? A.Female advantageB.Opt-out trendC.Glass ceilingD.Glass wallE.Opaque ceiling84.Riya was a highly successful manager at Optics International. After ten years with the company, she decided to leave and become a fulltime mother and caregiver to her ailing father. This example demonstrates which factor affecting womens careers?A.Female advantageB.Opt-out trendC.Glass ceilingD.Glass wallE.Opaque ceiling85.Pattie's Pancakes recently held a series of focus groups to gather information on employee perceptions of women and minorities in the workplace. In particular, Pattie's was interested in learning about the myths, values, and beliefs that currently exist in their organization. This is an example of:A.sensitivity training.B.building a corporate culture that values diversity.C.changing the current organizational design.D.changing the current organizational structure.E.none of these.86.During the first step of the diversity development process, managers may conduct a ___________ to uncover diversity problems in the organization.A.reports auditB.financial auditC.cultural auditD.diversity auditE.special needs audit87.The ability to interact effectively with people of different cultures refers to _____.A.ethnocentrismB.ethnorelativismC.pluralismD.stereotypingE.cultural competence88._____ involves exposing traditional managers to nontraditional peers to help break down stereotypical beliefs.A.RevelationB.ExposureC.PublicityD.Innovative breakdownE.Cultural barrier breakdown89.Rebecca, a human resource manager at WorldPlus Corp., regularly establishes numerical goals tied to diversity, such as tracking salaries, rates of promotion, and managerial positions for women and minorities. This involves which step for developing diversity and cultural competence?A.Demanding results and revisiting goalsB.Maintaining momentum to change the cultureC.Choosing solutions to fit a balanced strategyD.Uncovering diversity problems in an organizationE.Strengthening top management commitment90.Paying a woman less than a man for the same work is an example of::A.gender discriminationB.ethnic discriminationC.stereotypingD.sexual harassmentE.prejudice91.Which of the following is the most common diversity initiative, according to Fortune 1000 respondents?A.Community outreachB.Mentor relationshipsC.Accommodating special needsD.Training and educationE.Diversity-focused recruiting92.With most new employees in the late twenties or early thirties, Albertson & Sons Inc. has learned that helping new employees secure home loans has been a valuable service that pays off in the long term. This is an example of what type of diversity initiative or program?A.Expanding recruitment effortsB.Establishing mentor relationshipsC.Accommodating special needsD.Providing diversity skills trainingE.Increasing awareness of sexual harassment93.TickTock Clock Corporation is attempting to develop a truly diverse workplace. TickTock's president assigned the human resources department the task of determining the demographics of the local area labor market. This is an attempt to change existing _____ within the organization.A.culturesB.structures and policiesC.developmentsD.bureaucraciesE.training94.The major steps involved in building a truly diverse workplace include:A.building a corporate culture that values diversity.B.changing structures and policies so that they support diversity.C.diversity training.D.all of these.E.none of these.95.Organizations must find ways to eliminate the glass ceiling effect. One effective way to do this has been:A.through targeted recruitment.B.through affirmative action.C.to develop mentoring relationships.D.top management speeches.E.to hire only white males.96.Which of the following refers to a higher ranking, senior organizational member who is committed to providing upward mobility and support to a protg's professional career?A.SponsorB.MentorC.ExpatriateD.DelegateE.Advisor97.Birmingham Boardwalk, Inc. uses a(n) _____ program to provide minorities and women with direct training and inside information on the norms and expectations of the organization.A.sponsoringB.mentoringC.expatriateD.delegateE.advisory98._____ are less likely than _____ to develop mentoring relationships.A.Women; minoritiesB.Minorities; womenC.Men; womenD.Women; menE.Whites; minorities99.Which of the following prohibits discrimination on the basis of race, color, religion, national origin, and sex?A.Age Discrimination in Employment ActB.Title VII of the Civil Rights Act of 1964C.Equal Pay Act of 1963D.Americans with Disabilities ActE.Title VIII of the Civil Rights Act Amendment of 1972100.Which of the following groups has the largest wage gap between genders?A.WhiteB.African AmericanC.HispanicD.EuropeanE.Middle Eastern101._____ mentoring relationships sometimes leave both parties uncomfortable.A.Cross-raceB.Female-maleC.Male-maleD.Female-femaleE.Same race102._____ is(are) categories of sexual harassment.A.Inappropriate/offensiveB.Coercion with threat of punishmentC.Solicitation with promise of rewardD.GeneralizedE.All of these103.Which is the highest level of sexual harassment?A.GeneralizedB.Inappropriate/offensiveC.Sexual crimesD.Solicitation with promise of rewardE.Coercion with threat of punishment104.Matthew is Mandy's supervisor. He promises to fire her if she does not engage in sexual activity with him. This type of sexual harassment would be categorized as:A.coercion with threat of punishment.B.solicitation with promise of reward.C.appropriate.D.generalized.E.positional authority.105.Which of these actions did the U.S. Supreme Court take?A.Restricted the definition of sexual harassment to exclude office romance.B.Broadened the definition of sexual harassment to include same sex harassment.C.Broadened the definition of sexual harassment to include harassment of men by female coworkers.D.Broadened the definition of sexual harassment to include same sex harassment and harassment of men by female coworkers.E.None of these.106.Research has shown that:A.homogeneous groups are more creative than diverse groups.B.homogeneous groups are less satisfied than diverse groups.C.diverse groups are more creative than homogeneous groups.D.creativity has nothing to do with group composition.E.none of these.107.Which of the following is a basic aim of diversity awareness training?A.Teaching people the differences between women and menB.Helping individuals become aware of their own prejudicesC.Complying with federal employment lawD.Reinforcing stereotypes employees may holdE.Helping individuals become aware of management's prejudices108.Research has shown that network groups:A.create divisions in the workplace.B.are bad experiences for minority employees.C.help retain minority employees.D.reduce creativity by being homogeneous.E.none of these.109.All of the following are true about employee network groups EXCEPT:A.the groups are based on social identity.B.the groups pursue a variety of activities.C.the groups are formally created by the organization.D.the mechanism of the groups work well with multicultural teams.E.the groups help retain minority employees.110.Groups that are based on social identity, such as gender or race, and organized by employees to focus on concerns of employees from that group are called _____.________________________________________111.Name at least three factors that negatively affect womens career advancement?

112.Name five dividends of workplace diversity.

113.What are the five steps to developing diversity and cultural competence?

114.List the five categories or forms of sexual harassment.

115.Define workforce diversity. Identify the traditional and inclusive dimensions of diversity.

116.What is the difference between ethnocentrism and ethnorelativism?

117.Briefly explain the concepts of a glass wall and a glass ceiling.

118.What are the 5 steps in implementing a change to develop a truly diverse workplace?

119.List and describe the five forms of sexual harassment.

Chapter 13--Managing Diversity Key1.TRUE2.FALSE3.TRUE4.TRUE5.FALSE6.TRUE7.FALSE8.FALSE9.TRUE10.B11.d12.b13.e14.d15.inclusive16.ethnocentrism17.monoculture18.Ethnorelativism19.Pluralism20.glass ceiling21.Opt-out trend22.Diversity awareness training23.mentor24.Multicultural teams25.FALSE26.TRUE27.FALSE28.FALSE29.FALSE30.TRUE31.FALSE32.FALSE33.TRUE34.TRUE35.FALSE36.TRUE37.FALSE38.TRUE39.FALSE40.TRUE41.FALSE42.FALSE43.TRUE44.TRUE45.FALSE46.FALSE47.FALSE48.TRUE49.TRUE50.D51.B52.E53.D54.C55.A56.B57.B58.E59.C60.E61.C62.C63.A64.D65.E66.E67.A68.E69.A70.D71.D72.B73.A74.C75.A76.B77.D78.C79.D80.E81.B82.C83.C84.B85.B86.C87.E88.B89.A90.A91.E92.C93.A94.D95.C96.B97.B98.D99.B100.A101.A102.E103.C104.A105.D106.C107.B108.C109.C110.employee network groups111. Glass ceiling Glass wall Wage gap Opt-out trend112. Better use of employee talent Increased understanding of the marketplace Enhanced breadth of understanding in leadership positions Increased quality of team problem solving Reduced costs associated with high turnover, absenteeism, and lawsuits113.Step 1: Uncover diversity problems in the organizationStep 2: Strengthen top management commitmentStep 3: Choose solutions to fit a balanced strategyStep 4: Demand results and revisit goalsStep 5: Maintain momentum to change the culture114.Generalized, inappropriate/offensive, solicitation with promise of reward, coercion with threat of punishment, and sexual crimes/misdemeanors.115.Workforce diversity means the hiring and inclusion of people with different human qualities or who belong to various cultural groups. Please refer to exhibit 13.4 in the text for the different dimensions of diversity.116.Ethnocentrism is the belief that your own group or subculture is inherently superior to other groups or subcultures. In contrast, the belief that different groups and subcultures are inherently equal and that none are inherently better or worse is ethnorelativism.117.The concept of a glass wall is that invisible barriers (or glass walls) prevent women and minorities from taking important lateral movement within organizations. These results in preventing significant experience in areas such as line supervisor positions that would enable women and minorities to advance vertically. The glass ceiling is an invisible barrier that separates women and minorities from top management positions. Prevailing attitudes and subtle biases combine to prevent significant vertical movement to these groups.118.The five steps include: (1) changing structures and policies; (2) focusing on diversity recruiting; (3) establishing mentor relationships, (4) accommodating special needs, and (5) offering training and education.119.Generalized. This form involves sexual remarks and actions that are not intended to lead to sexual activity but that are directed toward a coworker based solely on gender and reflect on the entire group.

Inappropriate/offensive. Though not sexually threatening, it causes discomfort in a coworker, whose reaction in avoiding the harasser may limit his or her freedom and ability to function in the workplace.

Solicitation with promise of reward. This action treads a fine line as an attempt to "purchase" sex, with the potential for criminal prosecution.

Coercion with threat of punishment. The harasser coerces a coworker into sexual activity by using the threat of power (through recommendations, grades, promotions, and so on) to jeopardize the victim's career.

Sexual crimes and misdemeanors. The highest level of sexual harassment, these acts would, if reported to the police, be considered felony crimes and misdemeanors.