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Flashcards in Quiz Chapter 12 Deck (53):

Which of the following is an aspect of deep-level diversity?
a. Physical capability
b. Age
c. Attitude
d. Gender
e. Race



T/F - Diversity exists in organizations when there is a variety of demographic, cultural, and personal differences among the people who work there and the customers who do business there.



T/F - In contrast to extraverts, introverts are less active, prefer to be alone, and are shy, quiet, and reserved.



T/F - Skills-based diversity training is designed to raise employees’ awareness of diversity issues—such as the Big Five Personality Dimensions—and to encourage employees to challenge their own prejudices.



Although Christine promised all job applicants that she would be fair and unbiased when she considered them for the new accountant position, she confessed to her friends that she would prefer to hire an Asian because “they’re so good at math.” She also said that she would most likely not hire an African American because “I’ve never met one who worked hard.” Clearly, Christine’s hiring policy is an example of _____ discrimination.
a. racial or ethnic
b. sex
c. religious
d. disability
e. age

racial or ethnic


T/F - Because affirmative action is so effective at increasing employment for minorities, nearly everyone agrees that it is an important, beneficial, and essential program.



T/F - The victims of age discrimination are almost always younger workers.



_____ is the degree to which someone is curious, broadminded, spontaneous, and has a high tolerance for ambiguity.
a. Agreeableness
b. Extraversion
c. Conscientiousness
d. Emotional stability
e. Openness to experience

Openness to experience


Diya is an exceptional employee. She maintains a schedule on a daily planner and is very well organized. She is always on time and finishes her work by the stated deadline, even if it requires her to work overtime. She also makes sure to clarify any doubts she has regarding work. In this scenario, Diya demonstrates _____.
a. openness to experience
b. collectivism
c. conscientiousness
d. introversion
e. agreeableness



T/F - The invisible barrier that prevents women and minorities from advancing to the top jobs in organizations is called the glass ceiling.



T/F - Organizational plurality is a work environment where all members are empowered to contribute in a way that maximizes the benefits to the organization, customers, and themselves.



T/F - People who are strong in terms of openness to experience respond well to stress—they can maintain a calm, problem-solving attitude in even the toughest situations.



T/F - Deep-level diversity consists of differences that are communicated through verbal and nonverbal behaviors and are learned only through extended interaction with others.



T/F - Parveen, a 50-year-old Arab American woman, is mentoring a new employee, Ken, a 25-year-old white man. This appears to be an example of diversity pairing.



T/F - The learning and effectiveness paradigm focuses on the acceptance and celebration of differences to ensure that the diversity within a company matches the diversity found among primary stakeholders, such as customers, suppliers, and local communities.



T/F - In order to create a diverse organization, aspects like age and ethnicity should be treated as more important than differences in personality and attitudes.



Even when he is under extreme stress or pressure, Andy is very relaxed and retains the ability to find solutions to demanding problems. His colleagues find that he rarely gets either angry or anxious. Andy has a high level of _____.
a. emotional stability
b. openness to experience
c. agreeableness
d. extraversion
e. conscientiousness

emotional stability


_____ is the degree to which someone is organized, hardworking, responsible, persevering, thorough, and achievement oriented.
a. Conscientiousness
b. Openness to experience
c. Extraversion
d. Agreeableness
e. Emotional stability



Which of the following is designed to raise employees’ consciousness of diversity issues and to challenge the underlying assumptions or stereotypes they may have about others?
a. Bureaucratic immunity
b. Structural accommodation
c. Skills-based diversity training
d. Awareness training
e. Diversity audit

Awareness training


T/F - A disability is a mental or physical impairment that substantially limits one or more major life activities.



The learning and effectiveness paradigm is less likely to generate the bad feelings sometimes associated with other types of diversity programs because it:
a. focuses only on surface-level diversity dimensions such as gender and ethnicity.
b. avoids the conflict inherent in bringing different talents and perspectives together.
c. makes sure that employees have to work together despite their differences.
d. focuses on individual differences rather than group differences.
e. has a zero tolerance policy for debate and conflict

d. focuses on individual differences rather than group differences.


Companies that have a diverse workforce:
a. focus on diversity only in order to compensate for past discrimination.
b. attract and retain talented workers.
c. face more discrimination lawsuits.
d. always attribute the diversity to affirmative action.
e. spend more money on problems with absenteeism.

attract and retain talented workers.


Which of the following is true of age discrimination?
a. It requires companies to install assistive technology in their workplaces.
b. It occurs more than any other type of discrimination.
c. It affects older workers more than younger workers.
d. It results in employees encountering the glass ceiling.
e. It is a form of discrimination based on an aspect of deep-level diversity.

c. It affects older workers more than younger workers.


T/F - Aretha’s company began a successful diversity program about five years ago. It is likely that this program has reduced the company’s cost of doing business.



In _____, people of different cultural backgrounds, sexes, or races/ethnicities are teamed for mentoring.
a. organizational plurality
b. structural accommodation
c. diversity pairing
d. benchmarking
e. diversity audits

diversity pairing


T/F - Conscientiousness is the tendency to respond to situations and events in a predetermined manner.



Azture, an advertisement firm, is looking to increase the diversity of its work force. To achieve this, Azture is conducting job fairs at historically black colleges and women’s colleges. Azture is also planning to source candidates from various racial, ethnic, and social organizations. In this scenario, Azture is using the technique of _____ to achieve its goal.
a. diversity pairing
b. conscientiousness
c. affirmative action
d. social integration
e. structural accommodation

affirmative action


Isobel is very popular among her colleagues and bosses. She is courteous, friendly, good-natured, and forgiving. She is also flexible and does her best to take criticism positively. In this scenario, Isobel demonstrates _____.
a. individualism
b. conscientiousness
c. emotional instability
d. introversion
e. agreeableness



Which of the following is true of sex discrimination?
a. It operates through the glass ceiling at higher levels in organizations.
b. It is reported more than any other type of charge of discrimination.
c. It occurs because women as a group show fewer variations in deep-level diversity than men.
d. It is not reduced even when female executives are paired with senior executives from whom they can seek advice.
e. It is the only reason for the slow rate at which women have been promoted to upper levels of management.

It operates through the glass ceiling at higher levels in organizations.


Affirmative action is a program intended to create more employment opportunities for minorities and women.



Diversity does not exist in a company unless it takes specific steps to foster it.



Organizations that fail to uphold affirmative action laws may be required to reinstate those who were wrongly fired.



Employee turnover remains unaffected in companies that have a diversity program.



The physical differences between young adults and senior citizens are examples of surface-level diversity.



Structural accommodation is the degree to which group members are psychologically attracted to working with each other to accomplish a common objective.



Sex discrimination occurs when people are treated differently because of their sexual preferences.



Since the passage of the 1964 Civil Rights Act and Title VII, there is much less racial and ethnic discrimination than there used to be.



Though people with disabilities are discriminated against, there is little evidence that they perform their jobs worse than those without.



Emotional stability is the degree to which someone is not angry, depressed, anxious, emotional, insecure, or excitable.



Conscientiousness is the degree to which someone is shy, quiet, reserved, less active, and reclusive.



The learning and effectiveness paradigm focuses on integrating surface-level diversity differences, such as age, race, gender, and disability into the workplace.



Special programs for training, development, mentoring, or promotion should be based on group status, not on individual strengths and weaknesses.



A company can use a diversity audit to see how many of its employees are being discriminated against.



Which of the following is an example of surface-level diversity?
a. Gender
b. Attitude
c. Values
d. Personality differences
e. Beliefs



The degree to which group members are psychologically attracted to working with each other to accomplish a common objective is known as _____.

social integration


Max, a 56-year-old African American man, was terminated from his job at the local printing press after it became fully automated. His manager believed that Max was too old to learn the new computer-based method of operation. In this scenario, Max faced _____.
a. age discrimination
b. racial discrimination
c. disability discrimination
d. sex discrimination
e. ethnic discrimination

age discrimination


Studies have shown that people with disabilities:
a. have a lower rate of unemployment than the overall U.S. population.
b. are promoted at a much higher rate than other employees.
c. perform at the same level at their jobs even when provided with assistive technology.
d. have better safety records on the job than other employees.
e. have a higher rate of absenteeism than other employees.

d. have better safety records on the job than other employees.


A person who is very active, friendly, conversational, and invigorated by interactions with others has high levels of _____.
a. conscientiousness
b. emotional stability
c. acceptance
d. individualism
e. extraversion



_____ is the degree to which someone is cooperative, polite, flexible, forgiving, good-natured, tolerant, and trusting.
a. Emotional stability
b. Openness to experience
c. Agreeableness
d. Extraversion
e. Conscientiousness



Which of the following diversity paradigms emphasizes equal opportunity and unbiased treatment, as well as strict compliance with equal employment opportunity laws?
a. The access and legitimacy paradigm
b. The empathy paradigm
c. The discrimination and fairness paradigm
d. The learning and effectiveness paradigm
e. The equity and equality paradigm

The discrimination and fairness paradigm


Which of the following is a diversity principle?
a. Tailor opportunities to groups, not individuals.
b. Maintain high standards.
c. Focus on differences over commonalities.
d. Treat group differences as special but not important.
e. Solicit only positive feedback.

Maintain high standards.


_____ are formal assessments that measure employee and management attitudes, and investigate the extent to which people are advantaged or disadvantaged with respect to hiring and promotions.
a. Representativeness heuristics
b. Diversity principles
c. Learning and effectiveness paradigms
d. Diversity audits
e. Access and legitimacy paradigms

Diversity audits


Which of the following is exemplified by a program in which an African American male is matched with a Caucasian female for mentoring?
a. Diversity principle
b. Diversity paradigm
c. Diversity heuristic
d. Diversity pairing
e. Diversity audit

Diversity pairing