Exam 12: Managing Individuals and a Diverse Workforce

Kendrick's is a chain of high-end department stores. The company's sales representatives are ethnically diverse. In the given scenario, the sales representatives at Kendrick's display _____.

Agreeableness is the degree to which someone is _____.

_____ is a mental or physical impairment that substantially limits one or more major life activities.

Emily worked at a textile manufacturing company. After injuring her hand in an accident, she was unable to perform her duties. Her supervisor asked her to stay at home till he found a replacement job for her at the firm. However, he did not contact her, and she was eventually forced to quit her job. In the given scenario, which of the following types of discrimination did Emily face?

Unlike affirmative action, diversity:

Which of the following is a similarity between the discrimination and fairness paradigm and the access and legitimacy paradigm?

Which of the following is true of diversity pairing?

Which of the following is true of diversity?

Bekilean Corp. comprises 80 percent of African American employees. The company has a record of high employee turnover over the past five years. Which of the following measures should Bekilean Corp. take to reduce the employee turnover rate?

A job candidate is rejected on the pretext that he is hearing impaired. Which of the following types of discrimination does this exemplify?

Bellon is a satellite television channel. It is popular for its music and entertainment news broadcast. Considering the type of subscribers it has, the management prefers to hire young people. The management feels that a young workforce will understand current trends better than anybody else. The preference that Bellon's management shows for a young workforce displays _____.

The _____ measures the extent to which people relate positive or negative thoughts with blacks or whites, men or women, homosexuals or heterosexuals, young or old, or other groups.

Which of the following programs seeks to benefit both organizations and their employees by encouraging organizations to value all kinds of differences instead of punishing them for not achieving specific sex and race ratios in their workforces?

Unlike the access and legitimacy paradigm, the learning and effectiveness paradigm focuses on:

Abigail works at the information desk of a gallery. She is shy and tends to speak only when spoken to. Abigail is an artist herself. She is quiet, thoughtful, and reads a lot about the art world and has in-depth knowledge about all the artwork that is displayed in the gallery. In the context of personalities, Abigail can be described as being a(n) _____.

Fran is a supervisor at Bromide Inc. She is very talkative and assertive. At office parties, Fran tends to be the most sociable person in the crowd. She is friendly to every other employee she comes across in the organization. In the context of personalities, Fran can be described as being a(n) _____.

Unlike deep-level diversity, surface-level diversity:

Sophia is a manager at a clothing store. Her superiors want to promote her because she is hardworking and responsible. They do not feel the need to constantly check on the store because they know that she is thorough with her work. In the context of personalities, Sophia can be described as being _____.

Olivia is the owner of an interior designing firm. She has a tight-knit group of designers working for her. The designers have different working styles, but they work effectively as a team. In the given scenario, Olivia and her employees display _____.

Jacob is a cashier at a large supermarket. He is good-natured and easy to work with. His colleagues find him to be very cooperative. In the context of personalities, Jacob can be described as being _____.