Exam 12: Managing Individuals and a Diverse Workforce

_____ are formal assessments that measure employee and management attitudes, investigate the extent to which people are advantaged or disadvantaged with respect to hiring and promotions.

A setback of affirmative action is that:

It is commonly believed that older workers:

Diversity cannot exist if organizations don't take purposeful steps to create it.

Vague selection and promotion criteria allow decision makers to focus on nonjob-related characteristics that may unintentionally lead to employment discrimination.

Chloe is a junior editor at a public relations company. She tends to verbally abusive with her coworkers when she is stressed. She is not organized and often tries to evade her work responsibilities. She also takes long breaks so that she does not have to work. In the context of personalities, it can be said that:

A difference between workplace diversity and affirmative action is that:

In the context of surface-level diversity, _____ occurs when people are treated differently because of their gender.

Affirmative action programs guarantee workplace diversity.

Which of the following is a difference between the older workers and the younger workers of a company?

Mason is a member of the night crew at a supermarket. His colleagues do not like working with him because he is rude and impolite. He gets annoyed when people talk to him, and he often takes long breaks to evade his responsibilities. In the context of personalities, Mason can be described as being _____.

Isabella is a salesgirl at a thrift store. Her colleagues find it very difficult to work with her. She is not a very conscientious employee and is not responsible. Her store manager wants to fire her as she is untrustworthy and tends to slack off. As an unconscientious employee, Isabella is likely to:

Which of the following is true of older workers?

Unlike the discrimination and fairness paradigm, the access and legitimacy paradigm:

Ethan is a manager at an advertising agency. His subordinates find him excessively assertive and energetic. Ethan constantly takes their attention away from their work by laughing loudly or joking around with them. He rarely sits at his desk. Instead, he constantly walks around the office premises socializing with other employees. In the context of personalities, Ethan can be described as being a(n) _____.

Which of the following steps should companies take to reduce age discrimination?

Glen is the managing director of a property management firm. He considers two of his best employees, Jeremy and Samara, for a promotion. Samara is 28 years old and has displayed consistent performance throughout the term of her employment. She is married and has a young son. Jeremy is also 28 years old and is a dedicated employee. He is unmarried and supports his ailing mother. Glen decides to promote Jeremy even though Samara is a better employee. Which of the following is most likely the reason for Glen's decision?

The access and legitimacy paradigm focuses on:

Rohit, an Indian, is a marketing executive in an American company. He graduated from a top Ivy League university in the United States and is known for his outstanding performance, positive attitude, and innovative ideas. Despite his educational qualifications and skills, Rohit is not promoted to the position of marketing manager. Instead, Ryan, a white male with lesser experience and average performance, is promoted to the position of marketing manager. In this scenario, which of the following is most likely the reason for Rohit not being promoted?

Zircon is a family-run wedding planning agency. Its employees are carefully recruited based on their unique personalities and beliefs. The agency is able to operate effectively because the employees work together in harmony despite their varied beliefs, which are reflected in their work. The employees know that they can speak openly, and their opinions will be heard and valued. In the context of diversity paradigms, the management of Zircon uses the _____.