Midterm practice exam Flashcards
In her article, White (2008) discusses the effect of solo status on performance. What is solo status?
A. An individual with token status.
B. An employee of minority status.
C. An individual who was hired because of his or her social category membership.
D. An individual who is the only one of his or her social category in a group.
D. An individual who is the only one of his or her social category in a group.
Roberge and Van Dick (2010) use individual and group level variables to explain how people can learn from each other’s identities. According to their model, which of the variables below does not belong to the group level?
A. Involvement.
B. Empathy.
C. Trust.
D. Communication.
B. Empathy.
Fiske and Lee (2008) discuss shifting standards. What are these?
A. The use of different standards in the assessment of the behavior of members of different groups.
B. Organizations increasingly changing their personnel policies to effectively manage diversity.
C. The use by organizations of increasingly good standards for selection instruments.
D. Preferential selection policies used by organizations to increase the number of female and ethnic minority individuals in the organization.
A. The use of different standards in the assessment of the behavior of members of different groups.
Jan de Jong is looking for someone for the administrative department of a large company. Ghassan El Aynaoui is of Moroccan descent and applies for the position. Jan notices in the application materials that Ghassan is of Moroccan descent. He knows that people of Moroccan descent don’t always speak Dutch very well, so Jan decides not to invite Ghassan for a job interview.
A. Not discrimination.
B. Statistical discrimination.
C. Consumer discrimination.
D. Malicious discrimination.
B. Statistical discrimination.
As discussed in one of the lectures, members of stigmatized groups face three dangers on the work floor: negative stereotypes, solo status, and token status. How are these three dangers described in literature?
A. Overt prejudice.
B. Modern racism.
C. The trinity.
D. Triple jeopardy.
D. Triple jeopardy.
Eccles (2009) describes a model of education- and career-choice behavior. She distinguishes two aspects of behavioral choice. Which two aspects are these?
A. Experience with performance on particular tasks in the past, and expectations for performance in the future.
B. Intelligence and skills as predictors of behavioral choice.
C. Expectancies for performance on different tasks, and the value an individual attaches to these tasks.
D. Influence from within the individual, and influence of the environment on the individual.
C. Expectancies for performance on different tasks, and the value an individual attaches to these tasks.
O’Brien et al (2012) discuss gender differences in pay. What do the authors say leads to gender differences in pay?
A. Some jobs and sectors are inherently more difficult and thus deserve higher pay.
B. Differences in beliefs about entitlement.
C. Women having lower qualifications than men.
D. Men doing more difficult jobs and working harder at them.
B. Differences in beliefs about entitlement.
According to the material presented in one of the lectures, the Stereotype Content Model by Fiske et al. (2002) states that the content of stereotypes generally can be organized along two dimensions according to how people perceive others. These two dimensions are:
A. Capacities and commitment.
B. Value and expectations.
C. Warmth and competence.
D. Gender and ethnicity.
C. Warmth and competence.
Gaertner and Dovidio (2005) discuss the Common Ingroup Identity Model, which proposes a particular way to reduce intergroup bias and conflict. Which of the following statements best captures the model’s proposition?
A. If members of different groups conceive of themselves as having a group identity of being communal and warm, attitudes towards former outgroup members become more positive.
B. If members of different groups conceive of themselves as separate individuals (a process called decategorization), attitudes towards former outgroup members become more positive.
C, If members of different groups conceive of themselves as cooperatively independent, attitudes towards former outgroup members become more positive.
D. If members of different groups conceive of themselves as a single group (a process called recategorization), attitudes towards former outgroup members become more positive.
D. If members of different groups conceive of themselves as a single group (a process called recategorization), attitudes towards former outgroup members become more positive.
Irene de Best and Frans Snijders are diversity trainers. They each approach an organization with the goal of setting up a diversity training workshop for managers. In her presentation to the management about the workshop, Irene emphasizes the company’s legal obligations in dealing with diversity. Frans, on the other hand, notes the importance of harmonious relationships between co-workers. According to the material presented in class, Irene uses ______
arguments, while Frans uses ______ arguments.
Irene uses __compliance__ arguments, while Frans uses __synergetic, synergy__ arguments.
As discussed in one of the lectures, Wright (2001) describes the consequences of allowing one or two members of underrepresented groups into an organization.
- Are the few who are admitted more, less or equally likely to engage in collective action to help others in their group do the same (compared to before they entered the organization)?
- And why is this so?
The right answer to the first part of the question is ‘ less likely’. Your explanation should contain the following argument: They stop identifying with their group after entering the organization.
For the last ten years, William has worked as a shop floor assistant in a women’s department store of which you are the manager. You have noticed that he tends to spend a good deal of his work time chatting and joking with the other, mostly female, shop floor assistants and does not perform up to standard.
In order to improve his work attitude, you have considered giving him different responsibilities but he seemed uninterested in the opportunity. Recently, shop floor assistants in training have been complaining about the authoritarian way in which William delegates tasks.
According to Kanter’s analysis, how might William’s behavior be explained? Give two explanations and illustrate them by explicitly referring to aspects of the above description.
According to Kanter’s analysis, William’s behavior can be explained by the opportunity structure, and the power structure. (She also, but to a lesser extent, discusses the proportional representation of men and women among the employees.)
Firstly, the position appears to offer William few opportunities for growth and Kanter argues that limited or blocked mobility leads to lowered aspirations, lesser involvement with work and greater concern with peer relations.
Secondly, William appears to have no influence beyond his own position and Kanter argues that people with relatively little power use directive-interfering leadership styles.
(Thirdly, William appears to be one of the only men working there. Kanter argues that people try to limit their visibility when they stand out for their group membership.)
