Chap011
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Chap011

Course Number: MGMT 300, Spring 2009

College/University: Citadel

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Chapter 11 - Managing the Diverse Workforce Chapter 11 Managing the Diverse Workforce True / False Questions 1. (p. 396) A proactive approach to developing and managing a diverse workforce has become a fundamental business requirement. TRUE AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 1 2. (p. 396) "Managing diversity" just means hiring...

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11 Chapter - Managing the Diverse Workforce Chapter 11 Managing the Diverse Workforce True / False Questions 1. (p. 396) A proactive approach to developing and managing a diverse workforce has become a fundamental business requirement. TRUE AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 1 2. (p. 396) "Managing diversity" just means hiring women and minorities and making sure they are treated equally and encouraged to succeed. FALSE AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Easy Learning Objective: 1 3. (p. 397) The traditional American image of diversity has been one of assimilation. TRUE AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 1 4. (p. 397) More than half of the U.S. workforce today consists of white, U.S.-born males. FALSE AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Medium Learning Objective: 1 11-1 Chapter 11 - Managing the Diverse Workforce 11-2 Chapter 11 - Managing the Diverse Workforce 5. (p. 397) Today, women make up 68 percent of the U.S. workforce. FALSE AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Hard Learning Objective: 1 6. (p. 398) By definition, managing diversity means that all individuals are to be treated the same. FALSE AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Hard Learning Objective: 1 7. (p. 398) Diversity today refers to differences in religious affiliation, age, disability status, military experience, economic class and educational level. TRUE AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 1 8. (p. 399) It is expected that the pace of labor force growth will substantially slow down during the 2004-2014 period. TRUE AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 1 11-3 Chapter 11 - Managing the Diverse Workforce 9. (p. 400) One of every four married women in two-income households earns more than her husband does. TRUE AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 1 10. (p. 400) A recent study found that the earnings gap between college-women actually increases after they spent 10 years in the workforce. TRUE AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Medium Learning Objective: 1 11. (p. 400) The average full-time working woman earns only about 80 percent as much as men in the same jobs. TRUE AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 1 12. (p. 402) Hostile environment harassment occurs when submission to or rejection of sexual conduct is used as a basis for employment decisions. FALSE AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 1 11-4 Chapter 11 - Managing the Diverse Workforce 13. (p. 403) Workers today, both women and men, are trying to achieve a balance between career and family. TRUE AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 1 14. (p. 403) Minorities and immigrants hold approximately one out of every four jobs in the U.S. TRUE AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Medium Learning Objective: 1 15. (p. 404) By 2020, most of California's entry-level workers will be Asians. FALSE AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Medium Learning Objective: 1 16. (p. 406) Frequently, employers have found that disabled employees tend to be more dependable than other employees, miss fewer days of work and exhibit lower turnover. TRUE AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 1 11-5 Chapter 11 - Managing the Diverse Workforce 17. (p. 407) Entry-level workers will be in short supply, according to the Bureau of Labor Statistics projections. TRUE AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Medium Learning Objective: 1 18. (p. 408) The first affirmative action programs were initiated in part to correct the past exclusion of women and minorities from the business world. TRUE AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Medium Learning Objective: 2 19. (p. 409) Managing diversity means treating all people equally, meaning exactly the same. FALSE AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 2 20. (p. 411) A multicultural workforce can provide a company with greater knowledge of the preferences and consuming habits in this diverse marketplace. TRUE AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Easy Learning Objective: 3 11-6 Chapter 11 - Managing the Diverse Workforce 21. (p. 412) A diverse workforce inhibits organizational flexibility because an organization's culture cannot tolerate different styles and approaches. FALSE AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 3 22. (p. 413) The challenges of a diverse workforce include unexamined assumptions, better communication and increased levels of trust. FALSE AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Easy Learning Objective: 4 23. (p. 413) Cohesiveness refers to how tightly knit a group is and how much they act in mutually agreed-upon ways. TRUE AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 4 24. (p. 415) Monolithic organizations have a more diverse employee population and take steps to involve persons from different cultural backgrounds. FALSE AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 5 11-7 Chapter 11 - Managing the Diverse Workforce 25. (p. 416) Pluralistic organizations have a more diverse employee population and take steps to involve persons from different gender, racial or cultural backgrounds. TRUE AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Hard Learning Objective: 5 26. (p. 419) Employers that have adopted on-site child care report decreased turnover, decreased absenteeism and improved morale. TRUE AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Easy Learning Objective: 5 27. (p. 420) Skill-building training is basically teaching effective interpersonal skills to all employees. TRUE AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Medium Learning Objective: 6 11-8 Chapter 11 - Managing the Diverse Workforce Multiple Choice Questions 28. (p. 396) Which of the following is NOT a type of diversity discussed in the text? A. Personality B. Age C. Culture D. Gender E. Background AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 1 29. (p. 396) Understanding and appreciating employee differences to build a more effective and profitable organization is known as: A. Recruiting B. Managing diversity C. Selection D. Job analysis E. Organizational assessment AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 1 30. (p. 396) Managing diversity is: A. Recognizing the characteristics common to specific groups of employees B. Dealing with employees as individuals C. Supporting, nurturing and utilizing employee differences to the organization's advantage D. All of the above E. None of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Medium Learning Objective: 1 11-9 Chapter 11 - Managing the Diverse Workforce 31. (p. 398) As related to managing of human resources, diversity refers to: A. Differences in employee benefit plans (such as pensions, insurance, vacations, memberships, etc.) B. Differences in recruiting methods (such as newspapers, schools, flyers, magazines, agencies, etc.) C. Differences in demographics (such as age, race, gender, disability status, lifestyle, veteran status, educational level, etc.) D. Differences in pay methods (such as hourly, salaried, overtime, hazard-pay, commissioned, etc.) E. None of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Easy Learning Objective: 1 32. (p. 398) The term diversity does NOT refer to: A. Age B. Military experience C. Sexual orientation D. Economic class E. All of the above are AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 1 33. (p. 398, Figure 1.1) The term used to refer to all kinds of differences including religious affiliation, age, disability status, economic class and lifestyle in addition to gender, race, ethnicity and nationality is: A. Diversity B. Employment C. Selection D. Recruiting E. Managerial ethics AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 1 11-10 Chapter 11 - Managing the Diverse Workforce 34. (p. 399) Which of these is true about the near-future growth in population and in the labor force? It is: A. Expanding rapidly B. Expanding moderately C. Holding steady D. Slowing E. Non-existent AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 1 35. (p. 400) Women currently make up about _____ percent of the workforce. A. 26 B. 36 C. 46 D. 56 E. 66 AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Medium Learning Objective: 1 36. (p. 400) Challenges facing women in the workforce include each of the following EXCEPT: A. Balancing family responsibilities with work life B. Encountering the "glass ceiling" C. Disparate wage levels compared to men in similar positions D. Multitasking in organization E. All of the above are challenges facing women AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 1 11-11 Chapter 11 - Managing the Diverse Workforce 37. (p. 400) To attract top talent, some companies are offering all of the following EXCEPT: A. In-home care of elderly family members B. On-site child care C. Flexible work schedules D. Overtime E. All of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Easy Learning Objective: 1 38. (p. 401) Just _____ women are CEO's of Fortune 500 companies. A. 12 B. 19 C. 27 D. 39 E. 72 AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Hard Learning Objective: 1 39. (p. 401) Riya has recently been denied a promotion. This is the third time she has been turned down for promotion despite excellent performance reviews. Her manager assures her that she was qualified for the promotion but that "that's just the way things go." After this last disappointment, Riya took a good hard look at her company. She found that only two minority candidates have been promoted to upper management positions. Riya appears to have: A. A diversity-oriented employer B. A lack of communication skills C. Hit the glass ceiling D. Reached her peak E. To brush up on her skills AACSB: Multicultural/diversity understanding Blooms taxonomy: Application Difficulty: Hard Learning Objective: 1 11-12 Chapter 11 - Managing the Diverse Workforce 40. (p. 401) An invisible barrier that makes it difficult for certain groups, such as minorities and women, to move beyond a certain level in the organizational hierarchy is referred to as the: A. Black box theory B. Glass ceiling C. Job enrichment theory D. Job enlargement concept E. Glass floor AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 1 41. (p. 402) Submission to or rejection of sexual conduct that is used as a basis for employment decisions is referred to as: A. Job enlargement B. Performance appraisal C. Quid pro quo harassment D. Job evaluation E. Hostile environment AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Medium Learning Objective: 1 42. (p. 402) When unwelcome sexual conduct has the purpose or effect of unreasonably interfering with job performance or creating an intimidating or offensive working environment, it is known as: A. Quid pro quo harassment B. Job evaluation C. Job analysis D. Hostile environment E. Glass ceiling AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Medium Learning Objective: 1 11-13 Chapter 11 - Managing the Diverse Workforce 43. (p. 402) Which category of harassment occurs when submission to or rejection of sexual conduct is used as a basis for employment decisions? A. Hostile environment B. Competitive C. Quid pro quo D. Gender E. All of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Medium Learning Objective: 1 44. (p. 402) Which of these occurs when unwelcome sexual conduct has the purpose or effect of unreasonably interfering with job performance or creating an intimidating or offensive working environment? A. Hostile environment B. Competitive C. Quid pro quo D. Gender E. All of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 1 45. (p. 402) Behaviors in the definition of hostile environment include all of the following EXCEPT: A. Displays of pornography B. Lewd or suggestive remarks C. Demeaning taunts D. Demeaning jokes E. All of the above are included AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 1 11-14 Chapter 11 - Managing the Diverse Workforce 46. (p. 403) Worker values are shifting toward all of the following EXCEPT: A. Personal time B. Quality of life C. Financial status D. Self fulfillment E. Family AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 1 47. (p. 403) Minorities and immigrants hold approximately what percent of jobs in the United States? A. 10 percent B. 25 percent C. 40 percent D. 60 percent E. Less than 5 percent AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Hard Learning Objective: 1 48. (p. 403, Table 11.3) The basic components of an effective sexual harassment policy include the following EXCEPT: A. To develop an organization wide policy on sexual harassment B. To establish a performance appraisal system C. To establish a formal complaint procedure D. To act immediately when employees complain of sexual harassment E. All of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 1 11-15 Chapter 11 - Managing the Diverse Workforce 49. (p. 403) According to the text, the fastest growing segment(s) of the workforce in the United States is (are): A. Hispanics and Asians B. Asians and African Americans C. African-Americans D. Caucasians E. Norwegians AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Medium Learning Objective: 1 50. (p. 404) By 2020, most of California's entry-level workers will be: A. African American B. Hispanic C. White D. Asian E. None of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 1 51. (p. 406) According to the Americans with Disabilities Act, a disability is defined as: A. A physical impairment that precludes someone from working B. A disabling condition that interferes with work life C. A physical or mental impairment that substantially limits a major life activity D. Any loss of the major senses: hearing, sight, touch, taste, smell E. Contraction of a disease that is contagious or epidemic AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 1 11-16 Chapter 11 - Managing the Diverse Workforce 52. (p. 406) The largest unemployed minority population in the United States is: A. People with disabilities B. Physically unattractive people C. People 18-25 D. Religious individuals E. Married people AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Medium Learning Objective: 1 53. (p. 406) A physical or mental impairment that substantially limits one or more major life activities is referred to as a: A. Physical attribute B. Personality order C. Religious impairment D. Disability E. None of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 1 54. (p. 406) Which of the following is NOT considered a disability under ADA? A. AIDS B. Cerebral palsy C. Alcoholism D. Sinus infection E. Speech impairments AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 1 11-17 Chapter 11 - Managing the Diverse Workforce 55. (p. 406) According to the U.S. Census Bureau, _______ percent of the U.S. population reports having some degree of disability. A. 7 B. 12 C. 18 D. 27 E. 32 AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Hard Learning Objective: 1 56. (p. 406, Table 11.5) Which of the following companies is NOT among the top 10 companies for recruitment and retention of diverse employees? A. AT&T B. Pepsico C. Coca-Cola D. Bank of America E. Microsoft AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Medium Learning Objective: 1 57. (p. 407) Future trends in the labor force include a shortage of ___________ and a large supply of _________. A. Female applicants; male applicants B. Entry-level workers; retired persons C. Foreign workers; college-educated applicants D. Reliable employees; unreliable employees E. College-level employees; entry-level employees AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 1 11-18 Chapter 11 - Managing the Diverse Workforce 58. (p. 407) Examples of attempts made by employers to retain older workers include A. An emphasis on physical effort B. Phased retirement programs C. Enhanced severance packages D. Limiting the availability of paid sabbaticals E. All of the above are geared toward retention of older workers AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 1 59. (p. 408) Special effort to recruit and hire qualified members of groups that have been discriminated against in the past is called: A. Discrimination B. Sexual harassment C. Affirmative action D. Diversity E. None of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 2 60. (p. 408, Table 11.6) Which of the following is NOT one of the top five approaches for more fully utilizing older employees? A. Benefit packages targeted to older employees B. Part-time work arrangements C. Skill training for older employees D. Educating managers in ways to utilize older workers E. All of the above are in the top five approaches AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 1 11-19 Chapter 11 - Managing the Diverse Workforce 61. (p. 409) The basic goal of managing diversity is to: A. Treat all people the same B. Increase the numbers of minorities in business C. Realize improved immigration figures D. Enhance organizational cohesiveness E. None of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 2 62. (p. 409) A study by the Department of Labor's Glass Ceiling Institute showed that the stock performance of firms that were high performers on diversity-related goals were ______ as that of other firms. A. Over twice as high B. Actually lower C. No higher D. Approximately 7 times higher E. Over 20 times higher AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Medium Learning Objective: 2 63. (p. 410-412) All of the following are ways in which an organization may attain competitive advantage through diversity EXCEPT: A. Promotes better perspective on a differentiated market B. Helps attract, retain and motivate employees C. Increases the monetary value of the organization D. Increases ability to leverage creativity and innovation E. Enhances organizational flexibility AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Easy Learning Objective: 3 11-20 Chapter 11 - Managing the Diverse Workforce 64. (p. 411) Which of the following illustrates why a diverse work group may provide a marketing advantage? A. Diverse workers understand the preferences of diverse markets B. Diverse workers can facilitate understanding of different cultures, customs and marketplace needs C. Diverse workers may help an organization sell to diverse consumer groups D. All of the above E. None of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 3 65. (p. 411-412) Which of the following is NOT an advantage associated with a diverse workforce? A. A greater knowledge of consumer preferences is gained B. Cohesiveness among employees is improved C. Creativity, innovation and problem solving is enhanced D. The organization becomes more flexible E. Enhances organizational flexibility AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 3 66. (p. 412) Work team diversity promotes creativity and innovation because people with different backgrounds: A. Value creativity and innovation B. Require creative efforts to bring out their productivity C. Hold different perspectives on issues D. Are more homogeneous E. Facilitate the presence of group think AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 3 11-21 Chapter 11 - Managing the Diverse Workforce 67. (p. 412) Less restrictive policies and procedures and less standardized operating methods are approaches to: A. Organizational flexibility B. Centralized organizations C. Span of control D. Organization hierarchy E. Creativity AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 4 68. (p. 413) _________ is a challenge of a diversified work force. A. Lowered organizational flexibility B. Decreased ability to respond to consumer preferences C. Increased communication problems D. Enhanced cohesiveness E. A lesser degree of stereotyping AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 4 69. (p. 413) Which of the following is NOT an example of the communication problems that may be encountered in a diverse work environment? A. Errors and misunderstandings B. Inaccuracies C. Inefficiencies D. Speed E. All of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 4 11-22 Chapter 11 - Managing the Diverse Workforce 70. (p. 413) Christine has recently hired a new employee of Indian descent. Christine assigned her new employee, Sanjay, to the accounting department because the department needs to work more quickly and accurately and Christine that assumed the new employee could provide the needed energy. Unfortunately, the workers seem to resent Sanjay's presence and seem to have excluded him from the work group. This had made Sanjay's work more difficult since he is not really given the "inside" information needed to do his work efficiently. Which of the challenges of a diversified work force appears to be operating in this scenario? A. Gender issues B. Language barrier C. Lower cohesiveness D. Communication overload E. All of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Application Difficulty: Hard Learning Objective: 4 71. (p. 413) The most common negative effect of diversity is: A. Lower cohesiveness B. Communication problems C. Tension D. Stereotyping E. None of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 4 11-23 Chapter 11 - Managing the Diverse Workforce 72. (p. 413-414) Which of the following is (are) some challenges faced by organizations when managing a diverse workforce? A. Lower cohesiveness B. Communication problems C. Mistrust and tension D. Stereotyping E. All of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Easy Learning Objective: 4 73. (p. 414) Omiana was recently passed up for promotion. She was told that management was looking for someone who was more aggressive to fill the position. Omiana's coworkers were surprised because she has a reputation for "getting things done." Omiana later overheard one of the managers saying that he did not believe she was committed to her career since "she, like most women, leave work every day at 5:00 sharp." It might appear that Omiana's employer has made a mistake regarding: A. Stereotyping B. Communication C. Affirmative action D. Cohesiveness E. Motivation AACSB: Multicultural/diversity understanding Blooms taxonomy: Application Difficulty: Hard Learning Objective: 4 11-24 Chapter 11 - Managing the Diverse Workforce 74. (p. 414) When an individual's interests, values and cultures act as filters and distort, block and select what they see, they are ____________ their "different" colleagues. A. Differentiating B. Stereotyping C. Harassing D. Accommodating E. All of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Medium Learning Objective: 4 75. (p. 415) A monolithic organization is ________ in terms of its employee population. A. Highly homogeneous B. Slightly homogeneous C. Slightly integrated D. Highly integrated E. None of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 5 76. (p. 415) An organization that has very little cultural integration of diverse workers: A. Is a monolithic organization B. Is a multicultural organization C. Employs women, minorities and other groups that differ from the majority population D. All of the above E. None of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Medium Learning Objective: 5 11-25 Chapter 11 - Managing the Diverse Workforce 77. (p. 415) An organization that has a low degree of cultural integration by employing few women, minorities or any other groups that differ from the majority is a: A. Multicultural organization B. Monolithic organization C. Structured organization D. Plural organization E. None of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 5 78. (p. 415, Table 11.7) The assumption that there is "only one way" and that no other way of living should be recognized illustrates which diversity assumption? A. Homogeneity B. Similarity C. Parochialism D. Ethnocentrism E. Heterogeneity AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Medium Learning Objective: 5 79. (p. 415, Table 11.7) The assumption that "we are all the same," otherwise known as the melting pot myth, illustrates which diversity assumption? A. Homogeneity B. Similarity C. Parochialism D. Ethnocentrism E. Heterogeneity AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Medium Learning Objective: 5 11-26 Chapter 11 - Managing the Diverse Workforce 80. (p. 416) In monolithic organizations: A. Minorities are employed in all job levels B. Minority members identify highly with the company C. Minority members must adopt the norms of the majority to survive D. Conflict among groups is high E. Discrimination and prejudice are almost non-existent AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 5 81. (p. 416) Organizations that are considered "pluralistic" would be characterized by all of the following EXCEPT: A. Almost no conflict B. The use of affirmative action strategies to attract minorities C. Active efforts at hiring and training of minorities D. Structural efforts to ensure against discrimination E. Actions that attempt to involve minority members AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Medium Learning Objective: 5 82. (p. 416) An organization which values cultural diversity and is willing to utilize and encourage diversity is an organization that would be referred to as: A. Monolithic B. Multicultural C. Minority enhanced D. Multinational E. Maintenanced AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 5 11-27 Chapter 11 - Managing the Diverse Workforce 83. (p. 416) An organization that values cultural diversity and seeks to utilize and encourage it is called a(n) ____________. A. Monolithic organization B. Homogeneous organization C. Heterogeneous organization D. Multicultural organization E. Pluralistic organization AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 5 84. (p. 416) Which of the following is (are) a guideline(s) for managing diversity as provided in your text? A. Develop all organization members B. Work to retain the diverse employees that you have C. Assess your organization in order to uncover any problems D. Gain top management support E. All of the above ARE guidelines to managing diversity AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Medium Learning Objective: 6 85. (p. 416) An organization that has a relatively diverse employee population and makes an effort to involve employees from different gender, racial or cultural backgrounds is a: A. Monolithic organization B. Structured organization C. Pluralistic organization D. Multicultural organization E. Diverse organization AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 6 11-28 Chapter 11 - Managing the Diverse Workforce 86. (p. 416) An organization that values cultural diversity and seeks to utilize and encourage it is a: A. Plural organization B. Mechanistic organization C. Multicultural organization D. Monolithic organization E. Diverse organization AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 6 87. (p. 416) An organization's plans for becoming multicultural and making the most of its diverse workforce should include the following EXCEPT: A. Assessing the workforce B. Attracting employees C. Developing employees D. Block mobility for employees E. All of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 6 88. (p. 417) Which of the following actions might demonstrate top management support and commitment to managing diversity? A. Affirmative action programs to recruit minority members B. Integration of corporate facilities (i.e. disabled access) C. Establishment of support groups D. Link management compensation to diversity efforts E. Adhering to all civil rights legislation AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 6 11-29 Chapter 11 - Managing the Diverse Workforce 89. (p. 417) Integrating diversity into a corporate mission statement, providing adequate funding toward diversity efforts and establishing corporate positions responsible for the management of diversity are all efforts that demonstrate: A. Top management commitment toward managing diversity B. Gaining consumer preference toward your firm C. Attempt to retain diverse employees D. Positive organizational assessment figures E. None of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 6 90. (p. 418) The human resources director at Custom Eyes, Inc. (CEI) was instructed to provide data on the number of minorities working for CEI, their positions within the company and the date that each was hired. It would appear that CEI is attempting to: A. Gain the support to top management toward diversity B. Supply diversity data to government agencies C. Conduct an organizational assessment D. Develop their minority employees E. Provide awareness training to the human resources department AACSB: Multicultural/diversity understanding Blooms taxonomy: Application Difficulty: Hard Learning Objective: 6 91. (p. 418) According to Malcolm Forbes, diversity is: A. A good idea B. The art of working together without a problem C. The art of thinking independently together D. All of the above E. None of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Hard Learning Objective: 6 11-30 Chapter 11 - Managing the Diverse Workforce 92. (p. 419) Tanner recently applied for a recruiting position with your firm. Tanner was very impressive: his grades in college were good, he's active in his community and his credentials and references were very favorable. You would hire him in an instant except that during an interview with him, you realized that he is blind. You cannot imagine how a blind person could perform the job! From this information, it appears that you and/or your organization needs: A. Special equipment to accommodate Jason B. Better screening devices C. Awareness training D. More detailed job specifications E. Alternative work arrangements AACSB: Multicultural/diversity understanding Blooms taxonomy: Application Difficulty: Hard Learning Objective: 6 93. (p. 419) Identifying and reducing hidden biases toward minority groups are the basic goal behind: A. Skills enhancement B. Diversity training C. Skills training D. Mentoring E. Organizational assessment AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 6 94. (p. 419) The two components of diversity training are: A. Skill-building and skill-training B. Skill-training and skills assessment C. Skills assessment and awareness training D. Awareness building and skill-building E. Skill-building training and skills assessment AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 6 11-31 Chapter 11 - Managing the Diverse Workforce 95. (p. 419) Awareness building is designed to: A. Make managers aware of the problems involved in employing minorities B. Make managers aware of the skills of their minority employees C. Make managers aware of the importance of valuing diversity D. Point out the deficiencies of individual managers E. None of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Medium Learning Objective: 6 96. (p. 419-420) Which of the following is NOT likely to be part of an awareness training program in the management of diversity? A. Teaching the myths and stereotypes that affect minority employees B. Revealing the organizational barriers that inhibit minorities C. Teaching the unofficial rules D. Developing an understanding of corporate culture E. Teaching active listening, coaching and feedback skills AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Medium Learning Objective: 6 97. (p. 420) Training designed to allow all employees and managers to develop the skills they need to deal effectively with one another and with customers in a diverse environment is called: A. Awareness building B. Skill building C. Mentoring D. Support groups E. Career development AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Easy Learning Objective: 6 11-32 Chapter 11 - Managing the Diverse Workforce 98. (p. 420) Beau Shaffer, as part of his recent promotion, attended a seminar that focused on listening skills and how to give and receive feedback effectively. As part of the training, Beau actually practiced these skills with other managers and employees, many with diverse backgrounds. Beau found the seminar to be very helpful at pointing out the different approaches preferred by people from different backgrounds. This type of training is referred to as: A. Skills training B. Skill-building training C. Awareness training D. Awareness-building training E. Developmental training AACSB: Multicultural/diversity understanding Blooms taxonomy: Application Difficulty: Hard Learning Objective: 6 99. (p. 421) Retaining good workers of all ethnicities will become increasingly important as: A. Insurance costs for new employees continue to escalate B. Replacing experienced workers becomes more costly C. The skills-gap lessens D. The work force grows E. Top managers leave to begin entrepreneurial ventures AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 6 11-33 Chapter 11 - Managing the Diverse Workforce 100. (p. 421) When Genevieve Chantal was recently hired at Anderson International, she was encouraged to meet with other minority employees to discuss the challenges and opportunities at Anderson International. Genevieve found the group to be helpful because the other group members were able to communicate to her the norms and culture of the organization. This in turn enabled her to adjust to the organization more quickly and effectively. This program might be considered: A. A system accommodation B. Skill building C. A type of employee support group D. A career development strategy E. Diversity training AACSB: Multicultural/diversity understanding Blooms taxonomy: Application Difficulty: Hard Learning Objective: 6 101. (p. 421-422) Which of the following was NOT listed as a means to retain minority employees? A. Support groups B. Mentoring C. Career development and promotions D. Systems accommodation E. All of the above might help in retaining minority employees AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 6 11-34 Chapter 11 - Managing the Diverse Workforce 102. (p. 422) Recognizing religious holidays, differing modes of dress, dietary restrictions, as well as allowing flexible scheduling are all examples of employee retention that may appeal to employees of diversity. These types of efforts are referred to as: A. Manager accountability B. Support groups C. Career development D. Employee promotions E. Systems accommodations AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Hard Learning Objective: 6 103. (p. 422) Higher-level managers who help ensure that high-potential people are introduced to top management and socialized into the norms and values of the organization are called: A. Mentors B. Managerial leaders C. Support groups D. System accommodators E. None of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Easy Learning Objective: 6 11-35 Chapter 11 - Managing the Diverse Workforce Essay Questions 104. (p. 402-403) Explain sexual harassment, its categories and the problems that stem from the issue. Specifically, what can organizations do to manage this problem? Answer will vary. AACSB: Multicultural/diversity understanding Blooms taxonomy: Knowledge Difficulty: Medium Learning Objective: 1 105. (p. 406) Briefly explain why employers usually do not hire people with disabilities. To argue against employers' reasoning, give a few reasons why disabled employees should be hired. Answer will vary. AACSB: Multicultural/diversity understanding Blooms taxonomy: Application Difficulty: Hard Learning Objective: 1 106. (p. 408-409) Discuss the differences between "managing diversity" and "affirmative action." Are they the same? If not, what is their relationship? Answer will vary. AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Medium Learning Objective: 2 11-36 Chapter 11 - Managing the Diverse Workforce 107. (p. 412-414) Discuss the challenges of a diverse workforce. Answer will vary. AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Easy Learning Objective: 4 108. (p. 415-416) Explain the different types of organizations that result from prevailing assumptions about people and cultures. Compare and contrast how minorities are treated in each. Answer will vary. AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Hard Learning Objective: 5 109. (p. 418) How might an organization assess its practices that support or hinder diversity? What is the objective of this process? Answer will vary. AACSB: Multicultural/diversity understanding Blooms taxonomy: Comprehension Difficulty: Easy Learning Objective: 6 11-37 Chapter 11 - Managing the Diverse Workforce Multiple Choice Questions Use the following to answer questions 110-113: Tammy and Penny are colleagues who are experiencing problems in their jobs. They relate their experiences to each other because they are very concerned about their situations. Tammy speaks of a conversation with her immediate supervisor in which he (the supervisor) tells her that if she will stay with him for the weekend the next time they take a business trip together, he will recommend her for a promotion. It was clear, Tammy says, that "spending the weekend together" included sex. Penny has a different situation. She works in an area of the office where there are few women during the day. Her colleagues consistently make lewd remarks about her body and attempt to show her pornographic photographs. 110. (p. 402) Both Tammy and Penny are the victims of: A. Workplace cohesion B. Typical "kidding around" that they should not be concerned with C. Sexual harassment D. The glass ceiling E. Workplace division AACSB: Multicultural/diversity understanding Blooms taxonomy: Application Difficulty: Medium Learning Objective: 1 111. (p. 402) Tammy is, more specifically, a victim of: A. Age discrimination B. Pay discrimination C. Quid pro quo harassment D. Hostile environment E. None of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Application Difficulty: Hard Learning Objective: 1 11-38 Chapter 11 - Managing the Diverse Workforce 112. (p. 402) Penny is, more specifically, a victim of: A. Age discrimination B. Pay discrimination C. Quid pro quo harassment D. Hostile environment E. None of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Application Difficulty: Hard Learning Objective: 1 113. (p. 403) If Tammy and Penny were men, which of the following statements would be true? A. No sexual harassment could have occurred B. Sexual harassment could have occurred because the standard applies to male-on-male harassment C. The company would not be liable for harassment because "boys will be boys." D. There is not enough information to assess this situation E. Any of the above could be true AACSB: Multicultural/diversity understanding Blooms taxonomy: Application Difficulty: Medium Learning Objective: 1 Use the following to answer questions 114-117: Your company has introduced a new program called "Stay to Move." It has several different components: Your company operates in a rural area where there are very few young employees. The company has set up regular meetings for young employees new to this rural area to exchange information about activities in the area, housing options and simply to meet each other. Since many of the older residents of the area are retired managers from your company, a component of the program includes assigning the older retired managers to help the younger managers meet people in the organization and get advice on managing their careers. Since the younger employees like to take off and travel, the company has introduced a flexible work system so that the young managers may work more hours each day and take off after they have completed their work for the week. This allows them more travel time for long weekends. 11-39 Chapter 11 - Managing the Diverse Workforce 114. (p. 419) The "Stay to Move" program appears to be designed to: A. Retain employees B. Allow employees new opportunities at other company locations C. Minimize employee retention D. Maximize employee mobility E. All of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Application Difficulty: Medium Learning Objective: 6 115. (p. 421) Component 1, as described above is an example of: A. Career displacement B. Support groups C. Accountability D. Systems accommodation E. Mentoring AACSB: Multicultural/diversity understanding Blooms taxonomy: Application Difficulty: Medium Learning Objective: 6 116. (p. 421-422) Component 2, as described above is an example of: A. Career displacement B. Support groups C. Accountability D. Systems accommodation E. Mentoring AACSB: Multicultural/diversity understanding Blooms taxonomy: Application Difficulty: Medium Learning Objective: 6 11-40 Chapter 11 - Managing the Diverse Workforce 117. (p. 422) Component 3, as described above is an example of: A. Career displacement B. Support groups C. Accountability D. Systems accommodation E. Mentoring AACSB: Multicultural/diversity understanding Blooms taxonomy: Application Difficulty: Medium Learning Objective: 6 Use the following to answer questions 118-120: Rachel is a candidate for a systems analyst position with ABC Company. She is very well qualified for the job. However, the manager for whom she would be working is concerned because Rachel has a hearing impairment. The manager has come to you for advice on this issue. 118. (p. 406) The manager's first question for you is "What law do I need to look at to make sure I am in compliance on this issue?" The correct answer to that question is: A. There is no law in the United States that covers this issue B. American Civil Liberties Act C. Americans with Disabilities Act D. Pregnancy Discrimination Act E. Sexual harassment policy AACSB: Multicultural/diversity understanding Blooms taxonomy: Application Difficulty: Medium Learning Objective: 1 11-41 Chapter 11 - Managing the Diverse Workforce 119. (p. 406) Rachel's hearing impairment qualifies legally because it substantially limits one or more: A. Job qualifications B. Job requirements C. Life experiences D. Major life activities E. All of the above AACSB: Multicultural/diversity understanding Blooms taxonomy: Application Difficulty: Hard Learning Objective: 1 120. (p. 406) If Rachel is otherwise qualified, the company can hire her and use ___________ to _____________ her impairment. A. Assistive technology, accommodate B. Special help, reduce C. Assistive technology, eliminate D. Special help, eliminate E. A live assistant, help with AACSB: Multicultural/diversity understanding Blooms taxonomy: Application Difficulty: Hard Learning Objective: 1 11-42

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