Question 1

Jean-Marie has excellent keyboarding skills and enters data for a marketing research firm. Jean-Marie has a problem that his eyes get irritated when he looks at the monitor for long. In order to perform his job, Jean-Marie needs a computer monitor that does not irritate his eyes when he works longer. Providing the monitor to facilitate Jean-Marie's job performance is an example of _____.

Accepted Answer

A) assistive technology 
B) job enrichment 
C) management reciprocity 
D) task reengineering 
E) disparity balances

Question 2

Someone is described as having a mind-boggling breadth to his curiosity. In terms of the Big Five Personality Dimensions, this person would be described as having a high degree of _____.

Accepted Answer

A) conscientiousness 
B) ​openness to experience 
C) agreeableness 
D) extraversion 
E) autonomy

Question 3

When the world's biggest manufacturer of locks looked at its employee composition, it discovered that its workers were either of ages over 50 or under 30. This age difference brought conflicts on important decisions which the company identified as a threat to its growth. _____ was needed to get these two groups to respect each other's work abilities.

Accepted Answer

A) discrimination heterogeneity 
B) social integration 
C) organizational plurality 
D) acculturation 
E) an integrative locus of control

Question 4

When compared to men, women are more likely to choose jobs or careers that give them a greater sense of accomplishment, more control over their work schedules, and easier movement in and out of the workplace.

Accepted Answer

A) True 
 B)False

Question 5

If managed properly, the shift from surface- to deep-level diversity can result in reduced prejudice and conflict as well as lead to stronger social integration.

Accepted Answer

A) True 
 B)False

Question 6

The Terra College of Arts launched a comprehensive diversity initiative, which includes frequent seminars, workshops, and conventions for faculty, staff, and students, aimed at helping them gain a better understanding of diversity. Which of the following diversity training is used by the college?

Accepted Answer

A) Diversity audits 
B) Awareness training 
C) Skills­based diversity training 
D) Diversity mentoring 
E) Acculturation

Question 7

In diversity pairing, people of different cultural backgrounds are paired together for mentoring.

Accepted Answer

A) True 
 B)False

Question 8

U.S.-based Licenter & Co., a global consultancy, draws its consultants from more than 40 countries. A benefit of its global hiring is that it raises cultural sensitivity. In other words, this benefits Licenter & Co by _____.

Accepted Answer

A) creating discrimination benchmarks 
B) requiring the centralization of all marketing and human resources activities 
C) punishing those who have engaged in discrimination 
D) ​improving the quality of problem solving 
E) eliminating glass ceilings

Question 9

​The _____ paradigm focuses on the acceptance and celebration of differences to ensure that the diversity within the company matches the diversity found among primary stakeholders, such as customers, suppliers, and local communities.

Accepted Answer

A) ​access and legitimacy 
B) ​awareness and acceptance 
C) ​discrimination and fairness 
D) ​admittance and efficiency 
E) ​learning and effectiveness

Question 10

​_____ is designed to raise employees' consciousness about diversity issues and to challenge the underlying assumptions or stereotypes they may have about others.

Accepted Answer

A) ​Disposition 
B) ​Diversity audit 
C) ​Glass ceiling 
D) ​Awareness training 
E) ​Skills­based diversity training

Question 11

​Which of the following statements is true regarding the discrimination and fairness paradigm?

Accepted Answer

A) ​It decreases demographic diversity. 
B) ​It is the least common approach to managing diversity. 
C) ​It fails to bring about fairer treatment of employees. 
D) ​It focuses on integrating deep­level diversity differences, such as personality, attitudes, beliefs, and values, into the actual work of the organization. 
E) ​​It focuses only on surface­level dimensions of diversity.

Question 12

Differentiate between surface-level diversity and deep-level diversity. Describe the extent to which different programs, both voluntary programs and those required by the government, might address diversity management in each of these areas.

Accepted Answer

The answer of Differentiate between surface-level diversity and deep-level diversity....

Question 13

Affirmative action actually makes good business sense in terms of cost savings, the ability to attract and retain talent, and business growth.

Accepted Answer

A) True 
 B)False

Question 14

The term _____ refers to a work environment where each member is empowered to contribute in a way that maximizes the benefits to the organization, customers, and themselves, and the individuality of each member is respected by not segmenting or polarizing people on the basis of their membership in a particular group.

Accepted Answer

A) organizational plurality 
B) deep­level diversity 
C) positive activity 
D) social integration 
E) social internalization

Question 15

How is surface-level diversity different from deep-level diversity?

Accepted Answer

The answer of How is surface-level diversity different from deep-level...

Question 16

Which of the following actions can a medium-sized manufacturing company take if it wants to create a positive work environment; where every employee does his or her best work and individual differences are respected and not just ignored?

Accepted Answer

A) Eliminating organizational plurality 
B) Using internal loci of control 
C) Creating a diversity program 
D) Narrowing the span of management 
E) Downsizing

Question 17

Which of the following actions should a company NOT perform to make sure that people with disabilities have the same opportunities as everyone else?

Accepted Answer

A) Providing reasonable workplace accommodations 
B) Providing assistive technology 
C) Actively recruiting qualified workers with disabilities 
D) Providing employees with training to address incorrect stereotypes 
E) Having rigid work schedules

Question 18

The learning and effectiveness paradigm for managing diversity focuses on the acceptance and celebration of differences; so that the diversity within the company matches the diversity found among primary stakeholders such as customers, suppliers, and local communities.

Accepted Answer

A) True 
 B)False

Question 19

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

Accepted Answer

A) True 
 B)False

Question 20

The two basic types of diversity training programs are _____.

Accepted Answer

A) mentoring and role­playing 
B) organizational plurality and individual autonomy 
C) role­playing and computer simulation 
D) computer simulation and role­playing 
E) awareness and skills­based

Exam 12: Managing Individuals and a Diverse Workforce

Someone is described as having a mind-boggling breadth to his curiosity. In terms of the Big Five Personality Dimensions, this person would be described as having a high degree of _____.

When compared to men, women are more likely to choose jobs or careers that give them a greater sense of accomplishment, more control over their work schedules, and easier movement in and out of the workplace.

If managed properly, the shift from surface- to deep-level diversity can result in reduced prejudice and conflict as well as lead to stronger social integration.

The Terra College of Arts launched a comprehensive diversity initiative, which includes frequent seminars, workshops, and conventions for faculty, staff, and students, aimed at helping them gain a better understanding of diversity. Which of the following diversity training is used by the college?

In diversity pairing, people of different cultural backgrounds are paired together for mentoring.

U.S.-based Licenter & Co., a global consultancy, draws its consultants from more than 40 countries. A benefit of its global hiring is that it raises cultural sensitivity. In other words, this benefits Licenter & Co by _____.

​The _____ paradigm focuses on the acceptance and celebration of differences to ensure that the diversity within the company matches the diversity found among primary stakeholders, such as customers, suppliers, and local communities.

​_____ is designed to raise employees' consciousness about diversity issues and to challenge the underlying assumptions or stereotypes they may have about others.

​Which of the following statements is true regarding the discrimination and fairness paradigm?

Differentiate between surface-level diversity and deep-level diversity. Describe the extent to which different programs, both voluntary programs and those required by the government, might address diversity management in each of these areas.

Affirmative action actually makes good business sense in terms of cost savings, the ability to attract and retain talent, and business growth.

How is surface-level diversity different from deep-level diversity?

Which of the following actions can a medium-sized manufacturing company take if it wants to create a positive work environment; where every employee does his or her best work and individual differences are respected and not just ignored?

Which of the following actions should a company NOT perform to make sure that people with disabilities have the same opportunities as everyone else?

The learning and effectiveness paradigm for managing diversity focuses on the acceptance and celebration of differences; so that the diversity within the company matches the diversity found among primary stakeholders such as customers, suppliers, and local communities.

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

The two basic types of diversity training programs are _____.

The _____ paradigm focuses on the acceptance and celebration of differences to ensure that the diversity within the company matches the diversity found among primary stakeholders, such as customers, suppliers, and local communities.

_____ is designed to raise employees' consciousness about diversity issues and to challenge the underlying assumptions or stereotypes they may have about others.

Which of the following statements is true regarding the discrimination and fairness paradigm?