Chapter 12

Question 1

Diversity

Answer 1

Exist in organizations when there is a variety of demographic,cultural,and personal differences among the people who work there and customers who do business there.

Question 2

Affirmative action

Answer 2

Refers to purposeful steps taken by an organization to create employment opportunities for minorities and women

Question 3

Purpose of affirmative action programs

Answer 3

Compensate for past discrimination which was widespread when legislation

Question 4

Diversity helps with

Answer 4

Cost savings by reducing turnover,decreasing absenteeism and avoiding expensive lawsuits
Attracting and retaining talented workers
Driving business growth
Helping companies grow through higher quality problem solving

Question 5

Surface-Level diversity

Answer 5

Consist of differences that are immediately observable,typically unchangeable,and easy to measure
-most start by using surface level diversity to categorize or stereotype other people

Question 6

Deep-Level diversity

Answer 6

Consist of differences that are communicated through verbal and nonverbal behaviors and are learned only through extended interaction with others

Question 7

Social integration

Answer 7

The degree to which group members are psychological attracted to working together to get the job done

Question 8

Age discrimination

Answer 8

Is treating people differently in hiring firing promotion and compensation decisions because of their age

Higher cost: older people are and the longer they stay with a company the more the company pays for salaries, pension plans, and vacation time

Lower costs: older workers show better judgement,care more about the quality of their work,and are less likely to work, and are less likely to to quit, show up late, or be absent, the cost of which can be substantially

To combat age discrimination companies need to recognize its pervasiveness
Dispel faulty perceptions
Provide training

Question 9

Sex discrimination

Answer 9

Occurs when people are treated differently because of their sex

Question 10

Glass ceiling

Answer 10

Associated with sex discrimination, the invisible Barrier that prevents women and minorities from advancing to the top jobs in organizations

Studies showed when men and women performed jobs equally well, men received 14 times the rewards in terms of salary, bonuses, and promotions compared to women

Strategies to make sure that women have same opportunities for development and advancement

Making sure male dominated role actives don’t exclude women

Question 11

Sexual orientation

Answer 11

Indicates an individuals attraction to people of the same and or different sex

Question 12

Sexual orientation discrimination

Answer 12

Occurs when people are treated differently because of their sexual orientation such as lesbian,gay, bi, possibly heterosexual or straight

Question 13

Transgender person

Answer 13

Someone whose personal and gender identity differ from the persons birth sex

Question 14

Gender identity discrimination

Answer 14

Occurs when people are treated differently because of their gender identity

Question 15

Racial and ethnic discrimination

Answer 15

Occurs when people are treated differently because of their race or ethnicity

While progress has been made in terms of racial and ethic workplace discrimination study shows strong direct evidence of continuing racial or ethnic discrimination in the workplace

Strategies to make sure that people of all racial and ethnic backgrounds have the same opportunities for development and advancement

Comparing hiring rates of whites with hiring rates for racial and ethnic applicants

Survey employee satisfaction with job related or cultural related and test hiring system and clear criteria for promotion

Question 16

Disability

Answer 16

Mental or physical impairment that substantially limits one or more major life activities

Question 17

Disability discrimination

Answer 17

Occurs when people are treated differently because of their disabilities

Studies show that as long companies make accommodations for disability to to just as much without disability

Strategies to make sure that people of all racial and ethnic backgrounds have same opportunities

Question 18

Deep Level Diversity

Answer 18

Represents differences that can be learned only through extended interaction with others

Question 19

Disposition

Answer 19

The tendency to respond to situations and events in a predetermined manner

Question 20

Personality

Answer 20

The relatively stable set of behaviors, attitudes, and emotions displayed over time that makes people different from each other

Question 21

Five basic dimensions of personality

Answer 21

Account for most of the differences in people’s behaviors: attitudes, and emotions: extraversion, emotional stability, agreeableness, conscientious, and openness to experience

Question 22

Extraversion

Answer 22

The degree to which someone is active,assertive, gregarious, sociable, talkative, and energized by others
- Extraversion is related to performance in jobs, such as sales and management, that involve significant interaction with others

Question 23

Emotional stability

Answer 23

The degree to which someone is not angry, depressed, anxious, emotional, insecure, and excitable

Question 24

Agreeableness

Answer 24

The degree to which someone is cooperative, profile, flexible, forgiving, good-natured, tolerant, and trusting

Question 25

Conscientiousness

Answer 25

The degree to which someone is organized, hardworking, responsible, persevering, thorough, and achievement oriented

-conscientiousness is related to job performance across five different occupational groups (professionals, police,managers, salespeople, and skilled or semiskilled workers

Question 26

Openness to experience

Answer 26

Degree to which someone is curious, broad-minded,and open to new ideas, things, and experiences, is spontaneous; and has a high tolerance for ambiguity

Question 27

Discrimination and fairness paradigm

Answer 27

• Most common method of approaching diversity
• Focuses on equal opportunity, fair treatment, recruitment of minorities, and strict compliance with the equal employment opportunity laws
• Benefits generally brings about fairer treatment of employees and increases demographic diversity
• Limitation the focus of diversity remains on the surface -level diversity dimensions of sex, race, and ethnicity

Question 28

Access and legitimacy paradigm

Answer 28

• Focuses on the acceptance and celebration of differences to ensure that the diversity within the company matches the diversity found among primary stakeholders
• Benefit : Establishes a clear business reason for diversity
• Limitation the focus is only on the surface level diversity dimensions of sex , race, and ethnicity

Question 29

Learning and effectiveness paradigm

Answer 29

-Focuses on integration of deep-level diversity differences, such as personality, attitudes, beliefs, and values, into the actual work of the organization

-Benefits
Common ground is valued
Distinction is made between individual and group differences
Conflict, backlash, and divisiveness associated with diversity programs are less likely to be encountered
-Different talents are perspectives are brought together

Question 30

Organizational plurality

Answer 30

Work environment where
(1) all members are empowered to contribute in a way that maximizes the benefits to the organization, customers, and themselves
2 respect each member by not segmenting or polarizing people based on membership in particular group
Consistent with learning and effectiveness paradigm
-follow laws with equal opportunity
Treat group differences as important but not special
Find common ground
Tailor opportunities to individuals not groups
Maintain high standards
Solicit neg and pos feedback
Set high but realistic goals

Question 31

Skills-based diversity training

Answer 31

Training that teaches employees the practical skills they need for managing a diverse workforce, such as flexibility and adaptability, negotiation, problem solving, and conflict resolution

• Flexibility and adaptability
• Negotiation
• Problem solving
• conflict resolution

Question 32

Awareness training

Answer 32

That is designed to raise employees awareness of diversity issues and to challenge the underlying assumptions or stereotypes they may have about others
-To better manage diversity, companies also use
Diversity audits -diversity pairing
-minority experiences for top executives

Question 33

Diversity audits

Answer 33

Formal assessments that

• measure employee and management attitudes
• investigate the extent people are advantages or disadvantage with respect to hiring n promotions
• review companies diversity-related policies and procedures