Diversity Flashcards
The underlying goal of managing diversity is to:
treat all people the same.
realize improved immigration figures.
increase the numbers of minorities in business.
enhance organizational cohesiveness.
understand and value employee differences.
understand and value employee differences.
According to the Americans with Disabilities Act, a disability is best defined as:
- a physical or mental impairment that substantially limits a major life activity.
- an inability to perform a particular task due to lack of knowledge and experience.
- the contraction of a disease that is contagious or epidemic.
- a disabling condition that results in a lower life expectancy.
- a physical impairment resulting from a hazardous work environment.
a physical or mental impairment that substantially limits a major life activity.
Which of the following is a challenge faced by organizations when managing a diverse workforce?
- Inability to attract and retain motivated employees
- Inability to leverage creativity and innovation
- Decreasing organizational flexibility
- Lack of perspective on a differentiated market
- Lack of cohesiveness
Lack of cohesiveness
One consequence of a rapidly _____ workforce is a tremendous loss of expertise.
growing diversifying specializing aging displacing
aging
Organizations should ensure that their performance appraisal and reward systems reinforce the importance of effective diversity management
as a form of _____ for managers.
career development reduced supervision accountability skill building awareness building
accountability
Which of the following is a benefit of diversity in work teams that leads to creativity and innovation?
Higher cohesiveness Engaging in traditional practices Increased groupthink Lower levels of tension Broader base of experience
Broader base of experience
Which of the following is an advantage of managing a diverse workforce?
Effective communication and feedback
Higher levels of cohesiveness
Increasing organizational rigidity
Presence of unexamined assumptions and viewpoints
Ability to attract and retain motivated employees
Ability to attract and retain motivated employees
Which of the following is a characteristic of monolithic organizations?
Highly homogeneous High levels of conflict Flexible power structures Synergistic environments Informal integration
Highly homogeneous
Due to personal filters and distortions, group members often _____ their “different” colleagues rather than accurately perceiving and evaluating
those individuals’ contributions, capabilities, aspirations, and motivations.
leverage correct disregard objectify stereotype
stereotype
To help minorities and women enter the informal network that provides exposure to top management, many companies have implemented
formal:
- systems accommodation.
- diversity training.
- recruitment efforts.
- diversity targets.
- mentoring programs.
mentoring programs.
When unwelcome sexual conduct has the purpose or effect of unreasonably interfering with job performance or creating an intimidating or offensive work atmosphere, it is known as:
- an occupational hazard.
- glass ceiling.
- quid pro quo harassment.
- performance reciprocity.
- hostile environment.
hostile environment.
Which of the following terms refers to all kinds of differences, such as differences in gender, race, age, nationality, and religious affiliation?
Homogeneity Contiguity Diversity Miscellany Ethnicity
Diversity
Which of the following is an example of quid pro quo sexual harassment?
- A supervisor recommends that a subordinate wear more revealing clothing at work.
- A supervisor denies a raise to a subordinate for failing to go out on a date.
- A supervisor breaks off a lengthy relationship with a subordinate.
- A supervisor displays what some subordinates feel is pornography in his workspace.
- A supervisor habitually calls all female employees sweetie or honey.
A supervisor denies a raise to a subordinate for failing to go out on a date.
Typically, diversity training has two components: awareness building and _____.
team building job sharing self-esteem building skill building on-the-job training
skill building
Diversity can be a powerful tool for building competitive advantage in several ways, such as by helping companies attract and retain motivated
employees and:
- protecting the firm from market volatility.
- allowing people to customize their benefits.
- meeting legislative mandates.
- building greater cohesiveness.
- improving understanding of a differentiated market.
improving understanding of a differentiated market.
Which of the following myths is associated with ethnocentrism?
Refer to: Table 11.8 We are all the same. Our way is the only way. Our way is the best way. “They” are just like me. Differences are not helpful.
Our way is the best way.
Multicultural organizations differ from pluralistic ones in that within the former:
- minority groups accept the norms of the majority.
- there is prevalent use of an affirmative action approach.
- there are higher levels of intergroup conflict.
- there is a diverse employee population.
- diversity is valued and leveraged.
diversity is valued and leveraged.
One approach to increasing diversity in the workplace is affirmative action, the primary intent of which is to:
- prefer one group over another in hiring practices.
- correct historical discrimination and exclusion.
- follow the national laws regarding equal opportunity.
- treat all employees and prospective employees the same.
- eliminate the glass ceiling.
correct historical discrimination and exclusion.
In diversity training, skill building differs from awareness building in that:
- skill building offers tools needed to act on actual problems.
- skill building focuses on teaching unwritten “rules” or cultural values of an organization.
- awareness building typically focuses on active listening, coaching, and giving feedback.
- skill building is typically perceived as less useful or worthwhile.
- awareness building is tied to specific issues managers have identified.
skill building offers tools needed to act on actual problems.
One of the most important changes in the U.S. labor market has been the:
- increasing number of firms with highly homogenous employee population.
- decreasing diversity in the labor pool.
- increasing number of women working outside the home.
- decreasing demand for entry-level workers.
- decreasing number of racial and ethnic minorities.
increasing number of women working outside the home.
Which of the following is NOT one of the top five approaches for more fully utilizing older employees?
- Increased availability of full-time work
- Educating managers in ways to utilize older workers
- Skill training for older employees
- Benefit packages targeted toward older employees
- Part-time work arrangements with continuation of benefits
Increased availability of full-time work
Obtaining commitment from _____ is critical for diversity programs to succeed so that other parties in the organization will take it seriously.
a diversity council a diversity director multicultural committees top management minority advisory groups
top management
The most common negative effect of diversity is:
- increased communication difficulty.
- decreased ability to respond to consumer preferences.
- decreased innovation and creativity.
- lowered organizational flexibility.
- enhanced cohesiveness.
increased communication difficulty.
Employers benefit from hiring _____ workers because they miss fewer days of work and exhibit lower turnover, plus the company may take
advantage of available tax credits.
female disabled elderly minority immigrant
disabled
The glass ceiling:
- refers to the ways in which stereotyped individuals think about different others.
- is a barrier that prevents the minorities from identifying with the company.
- refers to the obstacles that disabled people face while looking for a job.
- is an invisible layer that separates the minorities from the majority.
- is an invisible barrier that prevents female employees from being promoted.
is an invisible barrier that prevents female employees from being promoted.
