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Test Bank
Chapter Two
True/False
Exploring Behavior in Action pages 36-37
1.
The case study regarding the female firefighter at the Los Angeles Fire
Department resulted in discrimination.
Answer: True Difficulty: Easy Page: 37
The Strategic Importance of
Organizational Diversity, pages 37-39
2.
In a recent survey, a majority of human resource managers in Fortune 1000 companies said that the
successful management of diversity has a positive effect on corporate
outcomes.
Answer: True Difficulty: Easy Page:
38
3. Many organizations have voluntarily adopted
diversity management programs.
Answer:
True Difficulty:
Medium Page: 38
4.
Harassment of various forms often leads to turnover and performance issues.
Answer: True Difficulty: Medium Page: 37
5. Diversity can be defined as a characteristic
of one individual where the difference exists on only one dimension.
Answer:
False Difficulty:
Medium Page: 39
6.
Diversity management programs can be aimed at recruiting and motivating
high-quality associates.
Answer:
True Difficulty:
Medium Page: 38
7.
Most people feel more comfortable interacting and working with people who are
different to them on a variety of dimensions.
Answer: False Difficulty: Easy Page: 38
Diversity
Defined, pages 39-41
8. Diversity
is a group characteristic, not an individual characteristic.
Answer: True Difficulty: Medium Page: 39
9. Personality is considered a dimension of
diversity.
Answer: True Difficulty: Hard Page: 39
10.
Geographic background is not considered
a dimension of diversity.
Answer: False Difficulty: Hard Page: 39
11.
AAPs stand for Affirmative Action
Programs
Answer: True Difficulty: Medium Page: 39
12.
In the U.S.
required
to have AAPs.
Answer: False Difficulty: Hard Page: 40
13.
Important characteristics related to diversity include any characteristic that
may influence a person’s identity or the way in which he or she views the
world.
Answer: True Difficulty: Easy Page: 39
14.
Affirmative Action Programs often require hiring quotas or lowered standards
for selection and promotion of women and minorities.
Answer: False Difficulty: Easy Page: 40
15.
Unintentional discrimination against individuals who have religious practices
that differ from those of the majority is most likely to occur in plural
organizations.
Answer: True Difficulty: Medium Page: 41
16.
Diversity Management Programs apply to
only some associates.
Answer: False Difficulty: Medium Page: 40
17.
Diversity Management Programs attempt
to uncover the root causes
of
diversity problems.
Answer:
True Difficulty:
Medium Page: 40
18.
Diversity Management Programs are only
temporary programs.
Answer: False Difficulty: Medium Page: 40
19.
Diversity Management Programs create an
inclusive work environment.
Answer: True Difficulty: Easy Page: 40
20.
Diversity Management Programs allow all
associates to reach
their
full potential.
Answer:
True Difficulty:
Medium Page: 40
21.
AAPs focus on recruitment, mobility and
retention of employees.
Answer: True Difficulty: Medium Page: 40
22.
AAPs are ongoing and create permanent
changes.
Answer: False Difficulty: Medium Page: 40
23.
AAPs do not address the cause of
discrimination problems.
Answer: True Difficulty: Hard Page: 40
24.
AAPs assume individuals will individually
assimilate into the
organization.
Answer: True Difficulty: Medium Page: 40
25.
A multicultural organization fosters
and values differences.
Answer: True Difficulty: Easy Page: 41
26.
Most organizations in the U.S.
Answer: False Difficulty: Medium Page: 41
27.
Plural organizations have diverse
workforces.
Answer: True Difficulty: Medium Page: 41
28.
Plural organizations do not take steps
to be inclusive.
Answer: False Difficulty: Medium Page: 41
29.
Plural organizations foster and value
diversity.
Answer: False Difficulty: Hard Page: 41
30.
Plural organizations tolerate diversity
and do not foster or
value
it.
Answer:
True Difficulty:
Hard Page: 41
31.
Monolithic organizations are
homogeneous.
Answer: True Difficulty: Hard Page: 41
32.
Monolithic organizations tend to have
extreme occupational
segregation.
Answer:
True Difficulty:
Medium Page: 41
Forces of Change, pages 41-44
33.
Over the past ten years more than 75%
of people entering the U.S.
workforce
have been members of racial or ethnic minority groups.
Answer:
False Difficulty:
Hard Page: 41
34.
The proportion of racial and ethnic
minorities entering the U.S.
workforce
is expected to increase indefinitely.
Answer:
True Difficulty:
Hard Page: 41
35.
The U.S. Bureau of Labor Statistics has
predicted that the number of service producing jobs will continue to grow in
the next six years.
Answer: True Difficulty: Hard Page: 43
36.
As globalization increases, the need
for successful diversity management decreases.
Answer: False Difficulty: Medium Page: 44
37.
Having diverse teams may allow for
synergistic effects.
Answer: True Difficulty: Medium Page: 44
38.
The percentage of people from racial and ethnic minorities entering the
workforce is expected to remain stable for the next decade.
Answer: False Difficulty: Easy Page: 42
39.
In the next decade, the percentage of women entering the workforce is likely to
be greater than the percentage of men.
Answer: True Difficulty: Easy Page: 43
40.
The retirement of members of the baby boom generation is expected to cause a
major U.S.
Answer: True Difficulty: Easy Page: 42
41.
A service economy depends on effective
interactions between clients and service providers and, with changing
demographics, both groups are becoming more diverse. Therefore, the change
toward a service-based economy increases the need for effective diversity
management.
Answer: True Difficulty: Hard Page: 43
Diversity Management and
High-Involvement Organizations, pages 44-49
42.
Increasing the diversity of a work group decreases the number of problems the
group is likely to have.
Answer: False Difficulty: Medium Page:
47
43.
Research indicates that by simply increasing the demographic diversity among
its associates, an organization is likely to also increase its profits.
Answer: False Difficulty: Easy Page: 47
44.
Companies that have a reputation for a sensitive and caring culture that
embraces diversity are likely to attract more applicants, thus increasing the
likelihood of hiring more talented associates.
Answer: True Difficulty: Medium
Page: 47
45.
A high-involvement work environment can only be achieved if diversity is valued and successfully managed.
Answer: True Difficulty: Easy Page: 47
46. Faultlines occur when two or more dimensions
of diversity are correlated.
Answer:
True Difficulty:
Medium Page: 46
47.
Diversity alone does guarantee good
corporate performance.
Answer: False Difficulty: Medium Page: 47
48.
The Age Discrimination in Employment
Act of 1967 prohibits
organizations
from discriminating against individuals over the age of 55.
Answer:
False Difficulty:
Easy Page: 48
Roadblocks
to Diversity, pages 50-59
49.
Modern racism occurs because of
deep-seated, unconscious prejudice in people who believe that racism is wrong.
Answer: True Difficulty: Easy Page: 50
50.
Stereotyping is valuable in improving interpersonal relations because it allows
us to simplify information about other people.
Answer: False Difficulty: Easy Page: 51
51.
Employees whose social identity is different from the majority in their
workplace are likely to feel pressured to behave in ways that are unnatural for
them.
Answer: True Difficulty: Easy Page:
54
52.
Social identity “in-group” and “out-group” dynamics are likely to enhance
successful diversity management.
Answer: False Difficulty: Easy Page:
56
53.
Power differentials based on ascribed status improve an organization’s ability
to develop an inclusive workplace environment.
Answer: False Difficulty: Easy Page: 56
54.
A lower level manager discovers theft in his department. When reporting the incident to his
supervisor, he confides, “I know who is doing this, but I must interview
everyone so no one will think I am prejudiced.”
The manager is engaging in discrimination.
Answer: False Difficulty: Hard Pages: 50-51
55.
Our stereotypes lead us to believe that we have more factual information about
an individual or group than we have in reality.
Answer: True Difficulty: Medium Page: 51-52
Effectively Creating and Managing
Diversity, pages 59-62
56.
In successful diversity management programs, managers at all levels are held
accountable for implementing diversity initiatives.
Answer: True Difficulty: Easy Page: 59-62
57.
The actions of associates in supporting diversity are more important than the
actions of managers because associates establish the working climate of the
organization.
Answer: False Difficulty: Medium Page: 61-62
58.
Diversity programs should be designed to meet the needs of disadvantaged groups
within an organization.
Answer: False Difficulty: Medium Page: 61
59.
Affinity groups are groups that share
common interests.
Answer: True Difficulty: Easy Page: 61
60.
Affinity groups are also good sources
of feedback about the
effectiveness
of diversity initiatives.
Answer:
True Difficulty:
Medium Page: 61
Short Answer
Exploring Behavior in Actionpages 36-38
61.
Many individuals feel most comfortable interacting and working with people who
are _________ to them on a variety of dimensions.
Answer:
similar Difficulty:
Medium Page:
38
Diversity Defined, pages 39-41
62.
Organizations using a strategic approach in managing diversity, train their
managers to build __________ work environments.
Answer: inclusive Difficulty: Easy Page:
39
63.
Diversity, effectively managed, can help an organization better understand and
serve all its customers, attract more customers, and become better problem
solvers. These positive effects of
diversity help organizations build __________________________.
Answer: a competitive advantage Difficulty:
Medium Page: 39
64.
Name the organization that focuses on the integration and fair treatment of
women and ethnic minorities in the workplace.
This organization plays an important role in motivating organizations to
promote diversity. ___________________________________
Answer: Equal Employment Opportunity
Commission Difficulty: Easy Page: 40, 57
65. A
________________ organization is demographically and culturally
homogeneous. These organizations
actively discourage diversity.
Answer: monolithic Difficulty: Easy Page: 42
66.
___________ organizations have diverse workforces and take steps to be
inclusive and respectful of people from different cultural backgrounds. Diversity is tolerated but not fostered.
Answer: Plural Difficulty: Easy Page: 41
Forces of Change, pages 41-44
67.
Which of the forces of change is most responsible for the increasing rate at
which U.S.
Answer: globalization Difficulty: Easy Page: 43
Effective Diversity Management and
High-Involvement Organizations, pages 44-49
68.
A middle manager implements work teams as a way of improving the quality of
performance among workers. However, the
diversity of the workforce leads to negative interactions within the teams.
Name two methods the manager could use to facilitate the positive effects of
team diversity and reduce the negative effects.
____________ and __________
Answer: group identity; group goals Difficulty: Medium Page: 46
69.
Research has shown that increasing the demographic diversity at the ______ levels of the organization is likely to
improve its bottom-line performance.
Answer: top or
higher or highest Difficulty: Easy Page: 47-48
70.
Belief in principles of kindness and fairness are __________ reasons for
fostering diversity.
Answer: moral Difficulty: Easy Page: 47-49
71.
Name three negative effects that firms are likely to experience as a result of
having lawsuits for discrimination filed against them. ________________,
___________________, and _________________.
Answer: any three of the following: legal costs, bad publicity, boycotts, fewer
job applicants, lower stock prices Difficulty: Easy Page: 48
72.
A recent study of Fortune 500 firms
found that companies with the highest representation of ____________ in top
positions strongly outperformed companies with the lowest representation of (same answer) in top positions.
Answer: women Difficulty: Easy Page: 47
Roadblocks to Diversity, pages 50-59
73.
Andy prefers that people of a certain cultural group are not included in his
social circle. Andy’s attitude is an
example of ________________.
Answer: prejudice Difficulty: Medium Page: 50
74.
Jennifer believes that members of a certain ethnic group are more intelligent
than members of other groups. Jennifer’s
belief is an example of
_________________.
Answer: stereotyping Difficulty: Medium Page:
51
75.
Status and power that is assigned by cultural norms and depends on the group to
which one belongs is known as _____________________.
Answer: ascribed status Difficulty: Easy Page: 56
76.
Andrea is very proud of the fact that she is a Black woman. She becomes angry if someone, especially
another Black woman, makes a derogatory remark about people of her race. Andrea has a strong ______________.
Answer: social identity Difficulty: Medium Page: 54
77.
Name two common differences among the members of ethnically diverse groups that
are likely to cause communication problems.
____________ and _____________.
Answer: language; cultural norms Difficulty:
Easy Page: 58
78.
A retail store recently posted a sign at each cash register that reminded
clerks to “Be especially watchful of individuals from South
America as they are most likely to be shoplifters.” This is an example of _______________.
Answer: prejudice or stereotyping Difficulty: Medium Pages: 50, 51
Effectively Creating and Managing
Diversity, pages 59-64
79. Common measures of diversity
effectiveness focus on _____
rewards.
Answer: external Difficulty: Medium Page: 60
80.
In creating and implementing a successful diversity management program, it is
important for leaders to communicate a _________ that recognizes the importance
of diversity to the organization.
Answer: vision Difficulty: Easy Page:
61
81.
For a diversity management program to be successful, it must be linked to the
organization’s ________________.
Answer: strategic plan Difficulty: Easy Page: 62
82.
A good way to increase the level of associate involvement in diversity programs
is through the use of __________ groups whose members share common interests
and can serve as a communication mechanism between associates and managers.
Answer: affinity Difficulty: Easy Page: 64
83. Managers at _________levels are held
accountable for advancing
diversity initiatives.
Answer: All Difficulty:
Easy Page: 59
84. The second criterion for effective
diversity management requires
that diversity be linked to the organization’s______________.
Answer: Strategic Plan Difficulty: Hard Page: 60
85. High-ranking leaders send relevant
communications through
_________channels
when effectively managing diversity.
Answer:
multiple Difficultly:
Medium Page:
59
Multiple Choice
Exploring Behavior in Action: pages 36-38
86.
Many organizations have _________ diversity management programs.
A) been forced to adopt
B) voluntarily adopted
C) scorned
D) turned their back on
E) both A and C
Answer:
B Difficulty:
Easy Page: 38
87.
In a recent survey _________of human
resource managers at Fortune 1000 companies said they believed that
successfully managing diversity improves their organizations.
A) 10
percent
B) 20
percent
C) 25
percent
D) Under
25 percent
E) Over
79 percent
Answer: E Difficulty: Hard Page: 38
88.
Many individuals feel most comfortable
interacting and working with people who are ____________on a variety of
dimensions.
A)
truthful
B)
pleasant
C)
intelligent
D)
similar to them
E)
dissimilar to them
Answer: D Difficulty: Medium Page: 38
89.
In a truly inclusive workplace,
everyone feels________.
A) motivated
B) valued
C) unmotivated
D) under-valued
E) both
A and B
Answer: E Difficulty: Easy Page: 38
Diversity Defined, pages 39-41
90.
_________can be defined as a
characteristic of a group where differences exist on one or more relevant
dimensions.
A) Orientation
B) Diversity
C) Inter-personal
differences
D) Intra-personal
differences
E) Intra-group
differences
Answer: B Difficulty: Easy Page: 39
91.
Diversity is a
____________characteristic.
A) general
B) specific
C) group
D) individual
E) orientation
Answer: C Difficulty: Hard Page: 39
92.
Diversity is defined in terms of
_________dimensions.
A) particular
B) general
C) whole
D) temporary
E) none
of the above
Answer: A Difficulty: Hard Page: 39
93.
The most common dimension(s) of
diversity is/are
A) gender
B) race
C) ethnicity
D) age
E) all
of the above
Answer: E Difficulty: Easy Page: 39
94.
All of the following are dimensions of
diversity except:
A) social
class
B) age
C) geographical
background
D) personality
E) all
of the following are dimensions of diversity
Answer: E Difficulty: Hard Page: 39
95.
AAPs represents:
A) American
Association of Programs
B) Associated
Action Programs
C) Affirmative
Action Programs
D) Affirmative
Association Programs
E) None
of the above
Answer: C Difficulty:
Easy Page:
39
96.
AAPs are specific measures an
organization takes to _________discrimination.
A) enhance
B) remedy
C) prevent
D) both
A and C
E) Both
B and C
Answer: E Difficulty: Medium Page: 39
97.
In the United States
A) can
opt to have
B) can
voluntarily to decide to have
C) are
required to have
D) are
not required to have
E) none
of the above
Answer: C Difficulty: Medium Page: 40
98.
A central feature of an AAP is
A) a
utilization analysis.
B) an
unspecific target.
C) a
hiring quota.
D) an
implemented target program.
E) a
rationale analysis
Answer: A Difficulty:
Hard Page
40
99.
AAPs usually provide______action/changes.
A) long-term
B) sustainable
C) temporary
D) fixed
E) concrete
Answer: C Difficulty: Medium Page: 40
100.
Diversity Management Programs:
A) target
some associates
B) target
some of the more prominent associates
C) target
all associates
D) target
the seasoned associates
E) target
the underrepresented associates
Answer: C Difficulty: Medium Page: 40
101.
Diversity Management Programs:
A) have
on-going timeframes.
B) have
temporary timeframes.
C) have
timeframes that are in flux
D) have
timeframes that are inconsistent
E) have
timeframes that vary
Answer: A Difficulty: Medium Page: 40
102.
Diversity Management Programs:
A) attempt
to uncover the root causes of diversity problems.
B) do
not attempt to uncover the root causes of diversity problems.
C) can
sometimes uncover the root causes of diversity problems.
D) are
not aimed at uncovering the root causes of diversity problems
E) are
not relevant to diversity root causes.
Answer: A Difficultly: Medium Page: 40
103.
Diversity Management Programs:
A) do
not assume the organization will change
B) do
not assume that the managers will change
C) assume
that the organization will change
D) assume
that the managers will change
E) Both
C and D are correct
Answer: E Difficulty: Medium Page: 40
104.
Diversity Management Programs create an
environment where:
A) all
associates will be stifled
B) all
associates will reach their full potential
C) all
associates’ growth will be compromised
D) all
associates can choose to grow
E) none
of the above
Answer: B Difficulty: Easy Page: 40
105.
Diversity Management Programs create:
A) an
exclusive work environment
B) an
inclusive work environment
C) unrealistic
work environments
D) realistic
work environments
E) inconsistent
work environments
Answer: B Difficulty: Medium Page: 40
106.
Affirmative Action Programs focus on:
A) mobility
B) retention
C) recruitment
D) A,
B and C are correct
E) None
of the above
Answer: D Difficulty: Easy Page: 40
107.
Affirmative Action Programs:
A) do
not address the cause of problems.
B) address
the cause of problems
C) look
in detail at the causes of diversity problems
D) are
inconsistent in addressing the cause of problems
E) none
of the above
Answer: A Difficulty: Medium Page: 40
108.
Affirmative Action Programs:
A) target
women
B) target
people with disabilities
C) target
ethnic minorities
D) target
racial minorities
E) All
of the above
Answer: E Difficulty: Easy Page: 40
109.
Affirmative Action Programs:
A) assume
individuals will assimilate into the organization
B) assume
individuals will not assimilate into the organization
C) assume
that it is the individual’s choice to assimilate into the organization
D) assume
most individuals will not choose to assimilate into the organization
E) None
of the above
Answer: A Difficulty: Medium Page: 40
110.
When diversity is managed successfully,
a ________organization is the result.
A) high performance
B) fully functioning
C) multicultural
D) competitive
E) consistent
Answer: C Difficulty: Easy Page: 41
111.
A multicultural organization:
A) values
differences
B) fosters
differences
C) does
not value differences
D) does
not foster differences
E) Both
A and B are correct
Answer: E Difficulty: Medium Page: 41
112.
Because of effective group management
of diversity, there is
A) inconsistency
with regard to group conflict
B) consistent
group conflict
C) little
group conflict
D) effective
group conflict
E) absolutely
no group conflict
Answer: C Difficulty: Medium Page: 41
113.
Most organizations in the United States
A) multicultural
organizations
B) plural
organizations
C) monolithic
organizations
D) both
A and B
E) both
B and C
Answer: E Difficulty: Hard Page: 41
114.
Plural
organizations have:
A) consistent
workforces
B) diverse
workforces
C) homogeneous
workforces
D) Both
A and C
E) Both
B and C
Answer: B Difficulty: Medium Page: 41
115.
Plural organizations take steps to be:
A) exclusive
B) inclusive
C) homogenous
D) Both
A and C
E) Both
B and C
Answer: B Difficulty: Medium Page: 41
116.
Monolithic organizations are:
A) heterogeneous
B) lacking
segregation
C) homogeneous
D) self-promoting
E) proactive
Answer: C Difficulty: Medium Page: 41
117.
Monolithic organizations tend to have:
A) extreme
occupational segregation
B) a
lack of occupational segregation
C) inconsistent
occupational segregation
D) a
tolerance for some occupational segregation
E) none
of the above
Answer: A Difficulty: Medium Page: 41
118.
Over the past ten years, __________of
the people entered the U.S.
A) ¾
B) 2/3
C) ½
D) 1/3
E) One
percent
Answer: D Difficulty: Hard Page: 41
119.
The proportion of racial and ethnic
minorities in the workforce is expected to:
A) level
off in the coming years
B) decrease
in the coming years
C) remain
the same in the coming years
D) stagnate
in the coming years
E) increase
indefinitely in the coming years
Answer: E Difficulty: Medium Page: 41
120.
The proportion of men and women in the
U.S population is expected to:
A) remain
stable in the coming years.
B) increase
in the coming years
C) decrease
in the coming years
D) be
inconsistent in the coming years
E) none
of the above
Answer: A Difficulty: Hard Page: 42
121.
The U.S. Bureau of Labor Statistics has
predicted that the number of service producing jobs:
A) will
decrease in the coming years
B) will
increase in the coming years
C) remain
the same in the coming years
D) be
inconsistent in the coming years
E) be
unpredictable in the coming years
Answer: B Difficulty: Medium Page: 42
Diversity Management and High-Involvement
Organizations, pages 44-49
122.
As globalization increases, the need
for__________increases.
A) affirmative
action programs
B) diversity
management
C) brainstorming
D) climate
oriented teamwork
E) Both
C and D
Answer: B Difficulty: Easy Page: 44
123.
Having diverse teams allows for:
A) homogeneous
effects
B) synergistic
effects
C) inconsistent
effects
D) unpredictable
effects
E) Both
C and D
Answer: B Difficulty: Medium Page: 44
124.
_____________are where the variety of
team experiences, attitudes and viewpoints leads to better team performance.
A) Synergistic
effects
B) Collaborative
staging effects
C) Brainstorming
staging effects
D) Perceptive
collaborative efforts
E) Both
B and C
Answer: A Difficulty: Medium Page: 44
125.
When people feel that they have been
treated unfairly, they react by:
A) withdrawing
B) performing
poorly
C) retaliating
D) filing
lawsuits
E) All
of the above are correct
Answer: E Difficulty: Easy Page: 45
126.
_________occur when two or more
dimensions of diversity are correlated.
A) Predictions
B) Faultlines
C) Correlated
barriers
D) Corporate
dimensions
E) Both
C and D
Answer: B Difficulty: Medium Page: 46
127.
Diversity alone _______________good
corporate performance.
A) can
predict
B) does
not guarantee
C) always
predicts
D) sometimes
predicts
E) none
of the above
Answer: B Difficulty: Medium Page: 47
128.
U.S.
A) age
B) gender
C) race
D) color
E) All
of the above
Answer: E Difficulty: Easy Page: 47
129.
U.S.
employees
or applicants on the basis of:
A) national
origin
B) religion
C) disability
D) color
E) All
of the above
Answer: E Difficulty: Easy Page: 47
130.U.S.
A) 21 years
B) 35 years
C) 40 years
D) 50 years
E) 60 years
Answer:
C Difficulty:
Easy Page:
48
131.The
Equal Pay Act of 1963 applies to:
A) only
some employers
B) virtually
all employers
C) non-profit
employers
D) for
profit only employers
E) A
and D
Answer: B Difficulty: Hard Page: 48
132.The
Age Discrimination in Employment Act of 1967 applies to:
A) private
employers
B) state
employers
C) government
employers
D) education
institutions
E) All
of the above are correct answers
Answer: E Difficulty: Hard Page: 48
133.Title
I of the Americans with Disabilities Act of 1990 applies to:
A) private
employers
B) state
employers
C) education
employers
D) government
employers
E) All
of the above are correct answers
Answer: E Difficulty: Hard Page: 48
134.In
France
A) widespread
B) downplayed
as unimportant
C) limited
D) both
A and B
E) both
B and C
Answer: E Difficulty: Hard Page: 49
Roadblocks to Diversity, pages 50-59
135._________refers
to unfair negative attitudes we hold about people who belong to social or cultural
groups other than our own.
A) stereotypes
B) prejudice
C) discrimination
D) Both
A and C
E) Both
A and B
Answer: B Difficulty: Easy Page: 50
136.__________is
behavior that results in unequal treatment of individuals based on group
membership.
A) A
stereotype
B) Prejudice
C) Discrimination
D) Both
A and B
E) Both
A and C
Answer: C Difficulty: Easy Page: 50
137.____________occurs
when people believe themselves not to be racists.
A) Current
racism
B) Adaptive
racism
C) Modern
racism
D) Inconsistent
racism
E) Subtle
racism
Answer: C Difficulty: Easy Page:
50
138.____________is
a generalized set of beliefs about the characteristics of a group of
individuals.
A) Prejudice
B) Discrimination
C) A
stereotype
D) Both
A and C
E) Both
B and C
Answer: C Difficulty: Easy Page: 51
139.Stereotypes
tend to be:
A) an
enduring human quality
B) an
inconsistent human quality
C) a
temporary human quality
D) a
rational human quality
E) Both
B and C
Answer: A Difficulty: Hard Page: 52
140._____________is
defined as a person’s knowledge that he belongs to certain social groups, where
belonging to those groups has emotional significance.
A) Individual
identity
B) Social
identity
C) Intra-group
identity
D) Inter-group
identity
E) Both
A and C
Answer: B Difficultly: Easy Page: 54
141.______________is
status and power that is assigned by cultural norms and depends on group
membership.
A)
Group status
B)
Ascribed status
C)
Assigned status
D)
Member status
E)
none of the above
Answer: B Difficulty:
Medium Page: 56
142.________can
be a roadblock to establishing an effective diversity environment.
A).The
willingness to openly disagree
B)
The way agreement is defined
C)
Communication
D)
The willingness to speak assertively
E) Both A and D
Answer:
C Difficulty:
Medium Page: 58
Effectively Creating and Managing
Diversity, pages 59-62
143.The
first criterion for having an effective diversity program is:
A) genuine
commitment
B) an
assigned status
C) a
group identity
D) to
have an initiative
E) Both
C and D
Answer: A Difficulty: Medium Page:
59
144.A
criterion for effective diversity management calls for:
A) the
involvement of some associates
B) the
involvement of all associates
C) the
involvement of upper management
D) the
involvement of middle management
E) none
of the above
Answer: B Difficulty: Medium Page:
61
145.________are
groups that share common interests and serve as a mechanism for the ideas and
concerns of associates to be heard by managers.
A) Affinity
groups
B) Ascribed
groups
C) Appointed
groups
D) Collaborative
groups
E) Interest
groups
Answer: A Difficulty: Medium Page:
61
Essay
Questions
146.Discuss
the difference between a stereotype, prejudice and discrimination. Next, cite
two federal laws that help to alleviate two different forms of employee or job
applicant discrimination.
Answer: A stereotype is a belief about
an individual because they belong to a particular group of individuals.
Prejudice is a negative attitude toward an individual because they belong to a
particular group of individuals. Discrimination is the negative behavior toward
an individual because they belong to a particular group of individuals. Part B: Equal Pay Act of 1963, Age
Discrimination in Employment Act of 1967 or Title I of the Americans with
Disabilities Act of 1990.
Difficulty: Medium Page: 50-53
147.Discuss
three aspects of an Affirmative Action Program
Answer: To prevent or remedy
discrimination. To focus on recruitment, mobility and retention of minority
individuals. The program makes temporary changes until there is appropriate
representation of disadvantaged groups. This program assumes that minority
individuals will individually assimilate into the organization. Difficulty: Easy Page: 39-40
148.Discuss
three aspects of a Diversity Management Program.
Answer: To create an inclusive work environment where
all associates are empowered to perform their best. The program assumes that managers and the
organization will change. The program
creates an environment that allows all associates to reach their full
potential. All individuals are targeted
in this on-going program. Difficulty: Medium Page:
40
149.Define
the concept of social identity and how it effects minorities in the
workplace.
Answer: Social identity is a person’s
knowledge that he belongs to a certain social group, where belonging to those
groups has emotional significance. A person’s social identity becomes more
salient when the person is in the minority on an important dimension. Difficulty: Medium Page: 54-56
150.Discuss
four common communication disagreements among cultures.
Answer: Willingness to openly
disagree, the importance of dignity, the willingness to speak assertively, the
issue of personal space and nonverbal communication, the way agreement is
defined, the mode of communication and the amount of time devoted to
establishing personal relationships. Difficulty:
Medium Page: 58
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