Question 1

Gen Xers are patriotic, loyal, disciplined, and have respect for authority.

Accepted Answer

A) True 
 B)False

Question 2

_____ is a barrier to implementing successful diversity programs that particularly affects women.

Accepted Answer

A) Fear of reverse discrimination 
B) Lack of political savvy 
C) Poor career planning 
D) Resistance to change 
E) Difficulty in balancing career and family issues 
A) Fear of reverse discrimination 
B) Lack of political savvy 
C) Poor career planning 
D) Resistance to change 
E) Difficulty in balancing career and family issues

Question 3

Social categorization theory predicts that heterogeneity is better than homogeneity in terms of affecting work-related attitudes, behaviors, and performance.

Accepted Answer

A) True 
 B)False

Question 4

An overabundance of political savvy on the part of diverse employees is one barrier to implementing successful diversity programs.

Accepted Answer

A) True 
 B)False

Question 5

College graduates are typically lacking in terms of teamwork skills, critical thinking, and analytic reasoning.

Accepted Answer

A) True 
 B)False

Question 6

_____ involves creating organizational changes that enable all people to perform up to their maximum potential.

Accepted Answer

A) Affirmative action 
B) Core dimension of diversity 
C) Managing diversity 
D) Valuing diversity 
E) Workforce demographics 
A) Affirmative action 
B) Core dimension of diversity 
C) Managing diversity 
D) Valuing diversity 
E) Workforce demographics

Question 7

_____ is an example of an organizational dimension of diversity.

Accepted Answer

A) Marital status 
B) Physical appearance 
C) Seniority 
D) Sexual orientation 
E) Gender 
A) Marital status 
B) Physical appearance 
C) Seniority 
D) Sexual orientation 
E) Gender

Question 8

Managing diversity enables people to perform up to their maximum potential through changing an organization's culture and infrastructure.

Accepted Answer

A) True 
 B)False

Question 9

According to the information/decision-making theory:

Accepted Answer

A) female employees face the glass ceiling to a greater extent than do minority employees. 
B) minority employees face the glass ceiling to a greater extent than do female employees. 
C) homogeneous work groups will outperform heterogeneous work groups. 
D) heterogeneous work groups will outperform homogeneous work groups. 
E) gender and racial diversity lead to negative outcomes. 
A) female employees face the glass ceiling to a greater extent than do minority employees. 
B) minority employees face the glass ceiling to a greater extent than do female employees. 
C) homogeneous work groups will outperform heterogeneous work groups. 
D) heterogeneous work groups will outperform homogeneous work groups. 
E) gender and racial diversity lead to negative outcomes.

Question 10

The primary reason for managing diversity is the ability to grow and maintain a business in an increasingly competitive marketplace.

Accepted Answer

A) True 
 B)False

Question 11

The goal of affirmative action programs is to enable people to perform up to their maximum potential.

Accepted Answer

A) True 
 B)False

Question 12

Organizations can use diversity as a strategic advantage if employees fail to contribute their full talents, abilities, motivation, and commitment.

Accepted Answer

A) True 
 B)False

Question 13

Employment laws require organizations to reasonably accommodate employees' sincerely held religious practices even if doing so would impose an undue hardship on the employer.

Accepted Answer

A) True 
 B)False

Question 14

Differences are squelched or discouraged when using the approach of _____.

Accepted Answer

A) suppression 
B) denial 
C) toleration 
D) assimilation 
E) isolation 
A) suppression 
B) denial 
C) toleration 
D) assimilation 
E) isolation

Question 15

Affirmative action plans are not supported by people who possess racist or sexist attitudes.

Accepted Answer

A) True 
 B)False

Question 16

Affirmative action programs typically impose quotas on employers.

Accepted Answer

A) True 
 B)False

Question 17

The term glass ceiling was used to represent an absolute barrier or solid roadblock that prevented religious minorities from advancing to higher-level positions.

Accepted Answer

A) True 
 B)False

Question 18

Ruth had a job in a marketing firm, that did not have any profit-loss-responsibility and that had poor visibility, power, and influence. This implies that Ruth was experiencing the difficulties of a(n) _____.

Accepted Answer

A) affirmative action 
B) EEO regulations 
C) revolving door 
D) glass ceiling 
E) invisible step 
A) affirmative action 
B) EEO regulations 
C) revolving door 
D) glass ceiling 
E) invisible step

Question 19

Minorities experience more pyschological support than whites.

Accepted Answer

A) True 
 B)False

Question 20

Diversity is an issue of age, race, and gender.

Accepted Answer

A) True 
 B)False

Gen Xers are patriotic, loyal, disciplined, and have respect for authority.

_____ is a barrier to implementing successful diversity programs that particularly affects women.

Social categorization theory predicts that heterogeneity is better than homogeneity in terms of affecting work-related attitudes, behaviors, and performance.

An overabundance of political savvy on the part of diverse employees is one barrier to implementing successful diversity programs.

College graduates are typically lacking in terms of teamwork skills, critical thinking, and analytic reasoning.

_____ involves creating organizational changes that enable all people to perform up to their maximum potential.

_____ is an example of an organizational dimension of diversity.

Managing diversity enables people to perform up to their maximum potential through changing an organization's culture and infrastructure.

According to the information/decision-making theory:

The primary reason for managing diversity is the ability to grow and maintain a business in an increasingly competitive marketplace.

The goal of affirmative action programs is to enable people to perform up to their maximum potential.

Organizations can use diversity as a strategic advantage if employees fail to contribute their full talents, abilities, motivation, and commitment.

Employment laws require organizations to reasonably accommodate employees' sincerely held religious practices even if doing so would impose an undue hardship on the employer.

Differences are squelched or discouraged when using the approach of _____.

Affirmative action plans are not supported by people who possess racist or sexist attitudes.

Affirmative action programs typically impose quotas on employers.

The term glass ceiling was used to represent an absolute barrier or solid roadblock that prevented religious minorities from advancing to higher-level positions.

Ruth had a job in a marketing firm, that did not have any profit-loss-responsibility and that had poor visibility, power, and influence. This implies that Ruth was experiencing the difficulties of a(n) _____.

Minorities experience more pyschological support than whites.

Diversity is an issue of age, race, and gender.

Organizational Behavior: The Quest for People-Centered Organizations and Ethical Conduct

Organizational Culture, Socialization, and Mentoring

International OB: Managing Across Cultures

Key Individual Differences and the Road to Success

Values, Attitudes, Job Satisfaction, and Counter-Productive Work Behaviors

Social Perception and Attributions

Foundations of Motivation

Improving Job Performance With Goals, Feedback, Rewards, and Positive Reinforcement

Group Dynamics

Developing and Leading Effective Teams

Individual and Group Decision Making

Managing Conflict and Negotiating

Communicating in the Digital Age

Influence, Empowerment, and Politics

Leadership

Organizational Design, Effectiveness, and Innovation

Managing Change and Stress

Filters

Exam 2: Managing Diversity: Releasing Every Employees Potential

Gen Xers are patriotic, loyal, disciplined, and have respect for authority.

_____ is a barrier to implementing successful diversity programs that particularly affects women.

Social categorization theory predicts that heterogeneity is better than homogeneity in terms of affecting work-related attitudes, behaviors, and performance.

An overabundance of political savvy on the part of diverse employees is one barrier to implementing successful diversity programs.

College graduates are typically lacking in terms of teamwork skills, critical thinking, and analytic reasoning.

_____ involves creating organizational changes that enable all people to perform up to their maximum potential.

_____ is an example of an organizational dimension of diversity.

Managing diversity enables people to perform up to their maximum potential through changing an organization's culture and infrastructure.

According to the information/decision-making theory:

The primary reason for managing diversity is the ability to grow and maintain a business in an increasingly competitive marketplace.

The goal of affirmative action programs is to enable people to perform up to their maximum potential.

Organizations can use diversity as a strategic advantage if employees fail to contribute their full talents, abilities, motivation, and commitment.

Employment laws require organizations to reasonably accommodate employees' sincerely held religious practices even if doing so would impose an undue hardship on the employer.

Differences are squelched or discouraged when using the approach of _____.

Affirmative action plans are not supported by people who possess racist or sexist attitudes.

Affirmative action programs typically impose quotas on employers.

The term glass ceiling was used to represent an absolute barrier or solid roadblock that prevented religious minorities from advancing to higher-level positions.

Ruth had a job in a marketing firm, that did not have any profit-loss-responsibility and that had poor visibility, power, and influence. This implies that Ruth was experiencing the difficulties of a(n) _____.

Minorities experience more pyschological support than whites.

Diversity is an issue of age, race, and gender.

Organizational Behavior: The Quest for People-Centered Organizations and Ethical Conduct

Organizational Culture, Socialization, and Mentoring

International OB: Managing Across Cultures

Key Individual Differences and the Road to Success

Values, Attitudes, Job Satisfaction, and Counter-Productive Work Behaviors

Social Perception and Attributions

Foundations of Motivation

Improving Job Performance With Goals, Feedback, Rewards, and Positive Reinforcement

Group Dynamics

Developing and Leading Effective Teams

Individual and Group Decision Making

Managing Conflict and Negotiating

Communicating in the Digital Age

Influence, Empowerment, and Politics

Leadership

Organizational Design, Effectiveness, and Innovation

Managing Change and Stress

Filters