MHR Exam #1 Flashcards Preview

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Flashcards in MHR Exam #1 Deck (62):
1


organizational commitment and integrated approach that moves beyond compliance with legal requirements

stereotype
diversity
diversity management
social identity theory

diversity management

2

visible and invisible

stereotype
diversity
diversity management
social identity theory

diversity

3

involves inclusive

stereotype
diversity
diversity management
social identity theory

diversity

4

Making an evaluative judgement about another’s behavior or attitudes based on the group to which the observed person belongs.

stereotype
diversity
diversity management
social identity theory

stereotype

5

intent vs impact

stereotype
diversity
diversity management
social identity theory

stereotype

6

____ is an action you are going to take part in which causes an _____

intent or impact

intent/impact

7

_____ creates consequences when ___ occurs

intent or impact

impact/intent

8

people develop a sense of self through social comparison by comparing self with not self

stereotype
diversity
diversity management
social identity theory

social identity theory

9

When I don't completely leave the group. I don't want to reject my social identity.

ex: They are not leaving their group but do not want attention drawn to them.

exit
pass
voice

pass

10

When you completely leave the group and completely reject my social identity

exit
pass
voice

exit

11

I am going to challenge the negative stereotypes. I am this and that.

exit
pass
voice

voice

12

____ changes over time.

stereotype
diversity
diversity management
social identity theory

social identity

13

same as self...

in group or out group

in group

14

different from self

in group or out group

out group

15

the same views as yours

in group or out group

in group

16

how does the diversity wheel relate to a persons social identity?

the diversity wheel assists you in thinking of the many ways in which we are different and similar, and the various levels at which this diversity impacts both the private and public spheres of our lives.

17

why is organizational leadership important for diveristy management?

because organizational leaders embraced various paradigms (approaches) that serve as conceptual categories to help students and manager diagnose the status and effectiveness of an organization in terms od diversity management.

18

which paradigm is below?

this is based on accommodating the legal responsibilities of diversity, often in terms of federal mandates.

resistance
discrimination and fairness
access and legitimacy
integration and learning

discrimination and fairness

19

which paradigm is below?

common in the 1980s and 1990's

resistance
discrimination and fairness
access and legitimacy
integration and learning

access and legitimacy

20

which paradigm is below?

based on the rejection and evasion of diversity and diversity promoting initiatives.

resistance
discrimination and fairness
access and legitimacy
integration and learning

resistance

21

which paradigm is below?

common in the 1960's and 1970's

resistance
discrimination and fairness
access and legitimacy
integration and learning

discrimination and fairness

22

which paradigm is below?

this approach considers diversity as more of a threat than an opportunity.

resistance
discrimination and fairness
access and legitimacy
integration and learning

resistance

23

which paradigm is below?

this approach emphasizes bottom-line reasons for incorporating diversity.

resistance
discrimination and fairness
access and legitimacy
integration and learning

access and legitimacy

24

which paradigm is below?

largely emerged in the 1990's and reflects characteristics of both discrimination and fairness paradigm and the access and legitimacy paradigm but goes beyond both of them by embracing the business case for diversity


resistance
discrimination and fairness
access and legitimacy
integration and learning

integration and learning

25

which paradigm is below?

this approach, companies accept and celebrate differences so they can better serve their diverse pool of customers

resistance
discrimination and fairness
access and legitimacy
integration and learning

access and legitimacy

26

below is ____ definition of diversity of SHRM (society of human resources management)

maintains that diversity is any mixture of items characterized by differences and similiarities

Marilyn Loden
Anita Row and Lee G.
R. Roosevelt Thomas
Myrtle Bell
David A. Thomas
Robin Ely
Michalle E. Mor

roosevelt

27

below is ____ definition of diversity of SHRM (society of human resources management)

focuses on how diversity affects work as they define diversity as the varied perspectives and approaches to work that members of different identity groups bring.

Marilyn Loden
Anita Row and Lee G.
R. Roosevelt Thomas
Myrtle Bell
David A. Thomas and Robin Ely
Michalle E. Mor

david thomas and robin ely

28

below is ____ definition of diversity of SHRM (society of human resources management)

this person views diversity as important human characteristics that impact individuals values, opportunities, and perceptions of self and others at work.

Marilyn Loden
Anita Row and Lee G.
R. Roosevelt Thomas
Myrtle Bell
David A. Thomas
Robin Ely
Michalle E. Mor

marilyn loden

29

below is ____ definition of diversity of SHRM (society of human resources management)

directly address the issue of expansion of the notion of diversity
Marilyn Loden
Anita Row and Lee G.
R. Roosevelt Thomas
Myrtle Bell
David A. Thomas
Robin Ely
Michalle E. Mor

myrtle bell

30

below is ____ definition of diversity of SHRM (society of human resources management)

embrace Loden's definition of diversity but adds two additional dimensions

Marilyn Loden
Anita Row and Lee G.
R. Roosevelt Thomas
Myrtle Bell
David A. Thomas
Robin Ely
Michalle E. Mor

anita row and lee

31

below is ____ definition of diversity of SHRM (society of human resources management)

diversity is not simply a reflection of the cosmetic differences among people, such as race and gender but rather it is the various backgrounds and experiences that create peoples identities and outlooks.

Marilyn Loden
Anita Row and Lee G.
R. Roosevelt Thomas
Myrtle Bell
David A. Thomas and Robin Ely
Michalle E. Mor

David A. Thomas and Robin Ely

32

below is ____ definition of diversity of SHRM (society of human resources management)

one personality in the center and the other is organizational membership on the periphery


Marilyn Loden
Anita Row and Lee G.
R. Roosevelt Thomas
Myrtle Bell
David A. Thomas
Robin Ely
Michalle E. Mor

anita row and lee

33

below is ____ definition of diversity of SHRM (society of human resources management)

an all encompassing definition of diversity bc if any group is excluded, managing diversity may create a division rather than an inclusion.

Marilyn Loden
Anita Row and Lee G.
R. Roosevelt Thomas
Myrtle Bell
David A. Thomas
Robin Ely
Michalle E. Mor

marilyn loden

34

below is ____ definition of diversity of SHRM (society of human resources management)

this person emphasizes specific areas as diversity because they are based on power or dominance relations between groups, particularly identity groups which are the collectivities people use to categorize themselves and others.

Marilyn Loden
Anita Row and Lee G.
R. Roosevelt Thomas
Myrtle Bell
David A. Thomas
Robin Ely
Michalle E. Mor

myrtle bell

35

below is ____ definition of diversity of SHRM (society of human resources management)

emphasize the relationship between diversity and the individuals similarities rather than their differences

Marilyn Loden
Anita Row and Lee G.
R. Roosevelt Thomas
Myrtle Bell
David A. Thomas
Robin Ely
Michalle E. Mor

r. rooselvelt thomas

36

below is ____ definition of diversity of SHRM (society of human resources management)

extends the discussion of diversity across national and cultural boundaries

Marilyn Loden
Anita Row and Lee G.
R. Roosevelt Thomas
Myrtle Bell
David A. Thomas and Robin Ely
Michalle E. Mor

Michalle E. Mor barak

37

which 5 principles for an improved definition of diversity is below:

Although diversity affiliations are often portrayed as absolute and clearly distinct, they are also this and indefinite. like race and ethnicity

Diversity is expansive but not without boundaries
Diversity is fluid
Diversity is based on both differences and similarities
Diversity is rooted in nonessentialist thought
Diversity is directly related to how one experiences work

Diversity is fluid

38

which 5 principles for an improved definition of diversity is below:

too narrow is the assumption that diversity is limited to ones obvious demographic characteristics. too broad, is the way in which some definitions extend diversity to the individual level of personality and organizational position.

Diversity is expansive but not without boundaries
Diversity is fluid
Diversity is based on both differences and similarities
Diversity is rooted in nonessentialist thought
Diversity is directly related to how one experiences work

Diversity is expansive but not without boundaries

39

which 5 principles for an improved definition of diversity is below:

we usually define diversity in categories which sets us up for a dangerous certain way of thinking individuals immediately attribute others thoughts and behaviors by their demographic.

Diversity is expansive but not without boundaries
Diversity is fluid
Diversity is based on both differences and similarities
Diversity is rooted in nonessentialist thought
Diversity is directly related to how one experiences work

Diversity is rooted in nonessentialist thought

40

which 5 principles for an improved definition of diversity is below:

this diversity is often overlooked in diversity management education.

Diversity is expansive but not without boundaries
Diversity is fluid
Diversity is based on both differences and similarities
Diversity is rooted in nonessentialist thought
Diversity is directly related to how one experiences work

Diversity is fluid

41

which 5 principles for an improved definition of diversity is below:

Although its easier to categorize people, this framework transcends generalizations while encouraging us to see the specific character of each individual

Diversity is expansive but not without boundaries
Diversity is fluid
Diversity is based on both differences and similarities
Diversity is rooted in nonessentialist thought
Diversity is directly related to how one experiences work

Diversity is rooted in nonessentialist thought

42

which 5 principles for an improved definition of diversity is below:

diversities dynamic quality is often ignored bc we tend to define ourselves in terms of differences.

Diversity is expansive but not without boundaries
Diversity is fluid
Diversity is based on both differences and similarities
Diversity is rooted in nonessentialist thought
Diversity is directly related to how one experiences work

Diversity is based on both differences and similarities

43

which of the following matches the advice for managers?

a job can protect itself when making hiring and firing decisions based on this

Have a Title VII Policy and procedure
Be clear about the Legitimate Business Purpose Concept
Develop Objective Job Criteria
Do not retaliate

Develop Objective Job Criteria

44

which of the following matches the advice for managers?

An employee cannot be fired or demoted for filing a complaint against the company.


Have a Title VII Policy and procedure
Be clear about the Legitimate Business Purpose Concept
Develop Objective Job Criteria
Do not retaliate

Do not retaliate

45

which of the following matches the advice for managers?

developing a thorough equal opportunity policy, in conjunction with a complaint and investigation cycle, is the most important step a company can protect themselves

Have a Title VII Policy and procedure
Be clear about the Legitimate Business Purpose Concept
Develop Objective Job Criteria
Do not retaliate

Have a Title VII Policy and procedure

46

which of the following matches the advice for managers?

A company can do almost anything, even discriminate, when they can show they did it for a upheld reason or out of business necessity

Have a Title VII Policy and procedure
Be clear about the Legitimate Business Purpose Concept
Develop Objective Job Criteria
Do not retaliate

Be clear about the Legitimate Business Purpose Concept

47

when at least 70% of incumbents in a particular job are male or female.

Sex segregation or gender role socialization?

Sex segregation

48

the process by which social entities form and shape expectation of acceptable behaviors (and jobs) for men and women.

Sex segregation or gender role socialization?

gender role socialization

49

When you are being taught the gender you are

Sex segregation or gender role socialization?

gender role socialization

50

why is equal pay act not successful?

because of gender discrimination

51

disparate treatment vs disparate impact

something that is neutral but it still ends up being discrimination

disparate impact

52

disparate treatment vs disparate impact

when you are saying out loud and proud that you are going to discriminate

disparate treatment

53

Bona Fide Occupational Qualifications (BFOQ) or Business Necessity

To be a valid defense, the employer must show that there is no alternative practice that would serve the same purpose without having the discriminatory effect.


Business Necessity

54

Bona Fide Occupational Qualifications (BFOQ) or Business Necessity


Refer to certain situations in which employers may require that all employees hold a certain characteristic

Bona Fide Occupational Qualifications (BFOQs)

55

Executive Orders (EO) 11246 OR 11375

women

11375

56

Executive Orders (EO) 11246 OR 11375

minorities

11246

57

Affirmative Action Programs vs Utilization Analysis

A comparison of the numbers of underrepresented groups in the surrounding or relevant (for recruiting purposes) labor market as compared with the numbers of those groups in the organization, in particular job categories.

Utilization Analysis

58

Affirmative Action Programs vs Utilization Analysis

Written programs or plans that help employers identify areas in which women, minorities, persons with disabilities, and Vietnam Era veterans are underutilized in the employers’ workforce.

Affirmative Action Programs

59

Name the two types of sexual harrasment

Quid Pro Quo and Hostile Environment Harassment

60

Quid Pro Quo or Hostile Environment Harassment

Making sexual demands and submission to or rejection of those demands is used as a basis for employment decisions (such as promotion, termination, etc).


Quid Pro Quo (this for that)

61

Quid Pro Quo or Hostile Environment Harassment

Unwelcome sexual conduct that has the “purpose or effect of unreasonably interfering with job performance, or creating an intimidating or offensive working environment

Hostile Environment Harassment

62

which Act prohibits discrimination in hiring and employment on the basis of sexual orientation or gender identity by civilian, nonreligious employers with at least 15 employees.

ENDA: Employment Non-discrimination Act