While the American workforce is becoming more diverse, the world's workforce is not.
F
Title VII of the Civil Rights Act prohibits discrimination in employment with regard to race, color, sex, religion and national origin.
T
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With the passage of a number of laws in the United States prohibiting discrimination against race, color, gender, religion, national origin and age, complaints filed charging discrimination have largely been eliminated.
F
A more diverse work team produces higher quality decisions because more alternatives are considered.
T
Employees who are discriminated against experience more stress at work but are no more likely to leave their jobs than those who have not faced discrimination.
F
When discrimination complaints are filed, the Equal Employment Opportunity Commission (EEOC) acts as a mediator between the company and the complainant.
T
In firms pursuing a growth strategy, there is a negative relationship between racial diversity in the firm and company performance.
F
The similarity/attraction phenomenon suggests that individuals are attracted to those who are similar to them.
T
Race, age, and attitudes are examples of surface level diversity.
F
Deep-level diversity traits are most important for early interactions in the workplace, but as time goes on, surface traits become more important.
F
A group with three older males and three younger women will have a strong faultline.
T
Research indicates that groups with strong faultlines can perform well if certain norms are established.
T
It is a commonly held stereotype that men are more relationship-oriented than women.
F
One of the explanations for the wage gap between men and women is that women pursue occupations that are lower-paying than those pursued by men.
T
Though the glass ceiling was a legitimate issue a few years ago, today the number of women in executive positions of organizations is roughly the same as the number of men at that level.
F
One rationale provided for the existence of the glass ceiling for women is that women are viewed as having personality characteristics that are not associated with successful leaders.
T
Ethnic minorities experience a wage gap and a glass ceiling even more severe than that faced by women.
T
Denny's Restaurants were able to successfully institute diversity training efforts that increased the numbers of minority members of its board and management team as well as the number of minority franchise owners.
T
Research indicates that older employees exhibit higher absenteeism than their younger counterparts.
F
The Age Discrimination Act makes it illegal to discriminate against employees age 40 or older.
T
Research suggests that age diversity in a work team can lead to higher performance.
T
Reasonable accommodation for religious reasons does not require schedule modifications although it may require modifications to a firm's dress code.
F
Reasonable accommodation for employees with disabilities may require the firm's purchase of some equipment for the disabled employees' use but does not require any schedule or job duty modifications.
F
Disclosing sexual orientation is the key to explaining work attitudes of lesbian, bisexual, gay and transgender employees.
F
To break the ice in an interview situation, an interviewer could legally ask, "What are some of the traditions your family practices for Christmas"?
F
One suggestion for building a culture that respects diversity is that managers should be accountable for diversity-related goals.
T
Affirmative action programs are among the most controversial diversity management methods available.
T
Preferential treatment programs for minorities can be illegal in some cases.
T
Research suggests that some employees have a stigma attached to them because they were hired under an affirmative action program.
T
In the United States, the workforce is becoming increasingly multicultural.
T
An expatriate is an employee who is temporarily assigned to work in a foreign country.
T
Low power distance societies view an unequal distribution of power as relatively acceptable.
F
Companies high in uncertainty avoidance prefer predictable situations and have low tolerance for ambiguity.
T
In collectivist cultures, the importance of family is critical to understanding the nature of the society.
T
In high power distance companies, participative decision making is a regular process.
F
Feminine cultures are more likely to be characterized by a separation of gender roles than masculine cultures.
F
Developing an openness to different experiences is a very viable method to prepare oneself for a global career.
T
To enhance their cultural intelligence, employees should become experts in one culture.
F
Ethnocentrism is the belief that one's own culture is superior to other cultures.
T
Ethical standards held in different societies may emphasize different behaviors as ethical or unethical.
T
Managing diversity effectively may have different meanings in different cultures.
T
IBM is a pioneer in programming for a diverse workforce.
T
IBM's diversity management task forces acted on issues that were either based in reality or perception.
T
IBM, like other firms today, has little difficulty finding minority representation in the computer science and engineering fields.
F
IBM's culture of respecting diversity seems to be creating a competitive advantage for the firm.
T
46. Goodwill Industries is an advocate for ________.
a. survival of the fittest
b. sales tax
c. using interviews to weed out diverse applicants
d. diversity
d
47. A total of $3.23 _______ was invested into employment programs in 2008 by Goodwill Industries.
a. billion
b. million
c. thousand
d. dollars
a
48. The ways in which people are similar or different from one another is
a. culture.
b. diversity.
c. stereotypes.
d. faultlines.
b
49. Which of the following laws prohibits discrimination based on race, color, sex or national origin?
a. Age Discrimination Act
b. Americans with Disabilities Act
c. Family and Medical Leave Act
d. Title VII of the Civil Rights Act
d
50. Which of the following is NOT a benefit of effective management of diversity?
a. greater creativity in decision making
b. better service to customers
c. higher productivity of operations
d. more satisfied workers
c
51. Which of the following statements on the benefits of effective management of diversity is INCORRECT?
a. Diverse workforces lead to higher-quality decisions.
b. Diverse workforces create cheaper products.
c. Diverse workforces lead to lower litigation costs.
d. Diverse workforces have led to higher stock prices for firms.
b
52. Research on diversity in the workplace has not substantiated which of the following benefit to firms?
a. Diversity, and the presence of faultlines, increases cohesiveness at work.
b. Award-winning diversity management programs lead to higher stock prices for their companies.
c. In companies with a growth strategy, there is a positive correlation between racial diversity in the firm and company performance.
d. Diverse teams make higher quality decisions.
a
53. The similarity/attraction phenomenon may explain which of the following?
a. Minorities are hired as often as their Caucasian counterparts.
b. Disabled individuals are hired as often as those who are not disabled.
c. Women do not earn salaries as high as that of their male counterparts.
d. Women and men have equal access to mentoring opportunities.
c
54. Demographic traits make up
a. deep-level diversity.
b. cultural diversity.
c. collective diversity.
d. surface diversity.
d
55. Surface diversity traits include
a. values.
b. gender.
c. attitudes.
d. beliefs.
b
56. Deep-level diversity traits include
a. gender.
b. age.
c. attitudes.
d. race.
c
57. Which of the following is a surface-level diversity trait?
a. aggressiveness
b. Type A personality
c. being smart
d. being Asian
d
58. Which of the following is a deep-level diversity trait?
a. middle-aged
b. Caucasian
c. aggressiveness
d. amputee
c
59. Our first interaction with individuals makes us aware of
a. surface diversity.
b. collective diversity.
c. deep-level diversity.
d. value-based diversity.
a
60. Which of the following statements regarding the similarity/attraction phenomenon is INCORRECT?
a. Surface-level traits affect interpersonal interactions only after people have known each other for a long time.
b. Age, race and gender dissimilarity are strong predictors of employee turnover in that employee's early tenure with a firm.
c. Those employees who feel different from other employees in a firm may feel isolated in their early tenure with a firm.
d. Surface traits are attended to because they are assumed to be related to deep-level diversity traits.
a
61. Which of the following approaches is NOT a viable option to manage the similarity/attraction phenomenon?
a. Develop a formal mentoring program that assigns new employees a mentor in the firm.
b. Provide management training programs that make managers aware of the similarity/attraction phenomenon.
c. Develop a recruiting program based upon peer referrals.
d. Attend to new employees as they enter the organization and during their early stays in the firm.
c
62. A faultline is
a. an attribute along which a group is split into subgroups.
b. a generalization about a particular group of people.
c. the way in which people are similar or different from each other.
d. the values, beliefs and customs that exist in a society.
a
63. A workgroup has three Caucasian males and three African American females. How would you categorize the faultline in this group?
a. There is no faultline in the group.
b. There will be a strong faultline in the group.
c. There will be a weak faultline in the group.
d. There will be a faultline of medium strength in the group.
b
64. If a workgroup contained three males, one over 55, one 20 and another 30 years of age, and three females, one 50 years of age, one 30 and one 20 years of age, how would you categorize the faultlines in the group?
a. There will be a strong faultline in this group that aids performance.
b. There will be a strong faultline in the group that weakens performance.
c. There will be a weak faultline within the group.
d. There will be a faultline of medium strength in the group.
c
65. Research indicates that groups with faultlines exhibit which of the following characteristics?
a. teams with faultlines make more effective decisions.
b. teams with faultlines are more creative.
c. teams with strong faultlines have the potential to perform well if they can establish certain norms.
d. all diverse teams exhibit faultlines.
c
66. A stereotype is
a. an attribute along which a group is split into subgroups.
b. a generalization about a particular group of people.
c. a way in which people are similar or different from each other.
d. a difference in values, attitudes or beliefs.
b
Women are bad drivers," is an example of a
a. surface diversity trait.
b. faultline.
c. stereotype.
d. deep-level diversity trait.
c
68. Stereotypes
a. often lead to unfair decisions being made.
b. are never accurate descriptions of particular groups.
c. are assumptions held by only one individual.
d. are often verified prior to making decisions based upon them.
a
69. The faculty of a Midwestern business school is comprised of 33 males and 4 females. The past five candidates hired have all been male. There seems to be a (an)__________ diversity issue in this workplace.
a. age
b. race
c. religion
d. gender
d
70. Gender discrimination is prohibited by which of the following laws?
a. Age Discrimination Act
b. Americans with Disabilities Act
c. Title VII of the Civil Rights Act
d. Occupational Safety and Health Act
c
71. Which of the following is not an explanation that has been offered to account for the earnings gap of 21% between the pay of females and males?
a. Women lack the high-level skill sets that men possess.
b. Women have résumé gaps due to time off for childcare.
c. Women pursue lower-paying occupations than men pursue.
d. Women tend to negotiate less than men and when they do negotiate, women attain lower levels of pay than men do.
a
72. The glass ceiling
a. is based on a faultline in the employee workgroup.
b. is the underrepresentation of women in executive and upper level management positions of companies.
c. is an issue that was a problem until a decade ago.
d. is the result of the less effective leadership styles practiced by women.
b
73. Which of the following statements regarding the explanations for the glass ceiling is INCORRECT?
a. The glass ceiling may exist for women because they lack the education levels necessary to assume high-level managerial positions.
b. The glass ceiling may be based on the stereotype that the male characteristic of assertiveness is necessary to manage, but women tend to be passive.
c. The glass ceiling may exist for women because their accomplishments are often not valued as highly as are those of their male counterparts.
d. The glass ceiling may exist for women because they are viewed as displaying submissive characteristics in contrast to their male counterparts who are viewed as possessing more confidence.
a
74. Acme Corporation sales associates are generally attractive Caucasian college age men and women. Individuals who work in the stock room unpacking and readying clothing for displays are young, Asian and African American employees. This scenario suggests that Acme may need to examine their recruiting efforts to address __________ diversity in their stores.
a. gender
b. age
c. race
d. age and race
d
75. Which of the following statements regarding race diversity in the American workplace is correct?
a. Highly-paid minority managers indicate that they have experienced very few situations in the workplace where race was an issue.
b. A majority of American employees surveyed indicate that their firms are quite effective at hiring and promoting minorities.
c. Ethnic minorities experience a slight wage gap but no glass ceiling.
d. Overt discrimination against ethnic minorities still occurs in many workplaces.
d
76. Which of the following is a research finding about race diversity? According to prior research findings,
a. African Americans are more likely to turnover than their Caucasian counterparts.
b. the sales performance of Hispanics is equal to their Caucasian counterparts.
c. Caucasian Americans are more likely to be absent from work than their African American counterparts.
d. ethnic minorities are more likely to experience a satisfying work environment than their Caucasian counterparts.
a
77. Based on employment statistics, age diversity at work will continue into the future. Thus, the findings from research examining age diversity will become increasingly useful in managing the workforce. Which of the following statements about those research findings is accurate?
a. Older workers are generally stereotyped as more qualified and having higher potential.
b. Older employees are more likely to be absent from their jobs.
c. Older workers are less likely to quit their jobs when dissatisfied at work.
d. Older workers are stereotyped as being more able to handle stress.
c
78. Age is positively correlated with all of the following behaviors EXCEPT
a. citizenship behaviors.
b. compliance with safety rules.
c. performance.
d. work injuries.
d
79. The Age Discrimination in Employment Act
a. prohibits discrimination against employees older than 65.
b. prohibits discrimination against employees age 40 or older.
c. prohibits discrimination against employees only with regard to pay.
d. is seldom cited in lawsuits as age discrimination is largely absent from the American workplace.
b
80. All of the following are challenges of managing age diversity in the workplace EXCEPT
a. an age-diverse team has differing opinions on fairness than one not age-diverse.
b. an age-diverse team has different learning styles that vary by generation.
c. an age-diverse team has higher team performance than one not age-diverse.
d. an-age diverse team offers fewer alternatives to a problem than a team where there is limited age diversity.
d
81. Accommodating religious diversity in the workplace does not include
a. work schedule modifications.
b. dress code modifications.
c. work duty modifications.
d. pay level modifications.
d
82. The Americans with Disabilities Act
a. requires a firm to hire individuals with disabilities.
b. requires a firm to interview individuals with disabilities.
c. prohibits discrimination in employment against individuals with physical disabilities.
d. prohibits discrimination in employment against individuals with physical or mental disabilities if these employees are otherwise qualified to do their jobs with or without reasonable accommodation.
d
83. Discrimination charges filed against employers based on disabilities cover which of the following impairments?
a. cancer
b. hearing impairments
c. manic-depressive disorder
d. all of the above
d
84. Research suggests all of the following reasons why individuals with long-term illnesses or those requiring ongoing care seem to be discriminated against EXCEPT
a. stereotyping as incapable of performing a job.
b. more likely to be locked into a dead end job.
c. more likely to be employed in jobs with high skill and qualification requirements they do not possess.
d. more likely quit their jobs.
c
85. Reasonable accommodations for employees with disabilities may include all of the following EXCEPT
a. modifications in employee schedules.
b. providing auxiliary equipment like telephone amplifiers.
c. physical changes to the company facilities (e.g. wheelchair ramp).
d. assignment of their essential job functions to other employees.
d
86. Which of the following federal laws prohibits discrimination in employment against lesbian, bisexual, gay and transgender individuals?
a. Title VII of the Civil Rights Act
b. Family and Medical Leave Act
c. Americans with Disabilities Act
d. There is currently no federal law protecting lesbian, bisexual, gay and transgender individuals.
d
87. Research findings indicate which of the following statements about issues related to sexual orientation in the workplace is INCORRECT?
a. Whether they disclose their sexual orientation or not is the key to the work attitudes of lesbian, bisexual, gay and transgender individuals.
b. Fear of disclosing sexual orientation and its possible negative consequences leads to lower job satisfaction among lesbian, bisexual, gay and transgender individuals.
c. Respect for diversity in sexual orientation can be shown by written company policies prohibiting discrimination based upon sexual orientation.
d. In firms with benefits programs extended to lesbians, bisexuals, gays and transgender individuals, discrimination based on sexual orientation is less frequent and job satisfaction is higher.
a
88. Which of the following is an illegal interview question?
a. What was your grade point average at XYZ University?
b. Tell me about a time when you experienced conflict in a past job.
c. What are your childcare arrangements?
d. What was your salary at your last place of employment?
c
89. Which of the following statements regarding diversity in the workplace is correct?
a. The wage gap between Hispanic and Caucasian workers is smaller than the wage gap between male and female workers.
b. While female workers face a glass ceiling, other minorities face no such issue to attainment of upper level managerial jobs.
c. Company policies requiring disclosure of sexual orientation lead to higher job satisfaction and organization commitment among lesbian, bisexual, gay and transgender employees.
d. Federal law requires reasonable accommodation be considered when an employee brings up a disability.
d
90. Which of the following statements regarding diversity in the workplace is accurate?
a. Older employees are more prone workplace injury than their younger counterparts.
b. Women who negotiate achieve higher salaries than men who negotiate.
c. More than half of the Fortune 500 companies offer same sex health benefits to their employees.
d. While employees with physical disabilities are protected by federal law, employees with mental disabilities remain unprotected, and face routine discrimination.
c
91. Which of the following is not a suggestion for managing demographic diversity?
a. Review recruitment practices.
b. Make managers accountable for diversity.
c. Institute affirmative action programs with quotas.
d. Build a culture of respect for diversity.
c
92. Which of the following statements regarding the management of demographic diversity is INCORRECT?
a. Diversity training programs are most successful in those firms where there are explicit rewards for increasing company diversity.
b. Companies can support diversity by reviewing their employment advertising to ensure that diversity is being advocated at all job levels.
c. In the most successful companies, diversity is viewed as human resource management department's responsibility.
d. Many people see affirmative action programming as a controversial way to manage diversity because it provides an unfair advantage to minority members.
c
93. Which of the following groups of programs is not viewed as being part of an overall affirmative action program?
a. broad-based recruitment
b. simple elimination of discrimination
c. preferential treatment
d. tie-breakers such that all things being equal preference is given to minority candidates
a
94. The affirmative action program about which the most negative perceptions are held is
a. simple elimination of discrimination.
b. tiebreakers.
c. preferential treatment.
d. targeted recruitment.
c
95. At some time in your career, you may be different from others in your workplace. Which of the following is not a viable piece of advice to offer someone who is "different"?
a. Know your rights; you are protected from discrimination in employment on the basis of race, color, sex, religion or national origin.
b. Choose a mentor who is similar to you and at your same level.
c. Build effective relationships; create opportunities to get to know others in the workplace.
d. Examine company resources; see if your firm offers networking opportunities or interest groups.
b
96. The values, beliefs, and customs that exist in a society is
a. culture.
b. diversity.
c. power distance.
d. affirmative action.
a
97. Which of the following is not one of Hofstede's four dimensions that explain variation among cultures?
a. individualism/collectivism
b. introversion/extraversion
c. low uncertainty avoidance/high uncertainty avoidance
d. masculinity/femininity
b
98. Collectivistic cultures are
a. cultures where people define themselves as individuals and form looser ties with their groups.
b. cultures that value achievement and competitiveness as well as acquisition of money and other material objects.
c. cultures where people have strong bonds to their groups and group membership forms a person's self-identity.
d. cultures that value maintaining good relationships, caring for the weak and quality of life.
c
99. Cultures that are comfortable in unpredictable situations and have high tolerance for ambiguity are
a. low uncertainty avoidance cultures.
b. collectivistic cultures.
c. high uncertainty avoidance cultures.
d. individualistic cultures.
a
100. A culture that values maintaining good relationships, caring for the weak and quality of life is
a. a low power distance culture.
b. a masculine culture.
c. a high power distance culture.
d. a feminine culture.
d
101. High power distance cultures
a. view an unequal distribution of power as relatively acceptable.
b. prefer predictable situations and have low tolerance for ambiguity.
c. emphasize caring for the weak and quality of life.
d. are comfortable in unpredictable situations and have high tolerance for ambiguity.
a
102. A culture categorized by high uncertainty avoidance is
a. Denmark.
b. Jamaica.
c. Greece.
d. China.
c
103. Which of the following is not a culture that is characterized as feminine in its orientation?
a. Norway
b. Japan
c. Sweden
d. Costa Rica
b
104. All of the following cultures are categorized as individualistic EXCEPT
a. USA.
b. United Kingdom.
c. Pakistan.
d. Australia.
c
105. If a collectivist was told, "Tell me about yourself.", he might say
a. I want to be a doctor when I graduate.
b. I like playing video games.
c. I am a black belt in karate.
d. I am the third child of a doctor and a lawyer.
d
106. Which of the following statements is not illustrative of actions of an individual from a collectivist culture?
a. "My brother caused the accident, we will cover the costs."
b. "My parents and I live with my grandparents and an aunt and uncle."
c. "I must decide which of the two jobs I am going to accept."
d. "My mother and father must approve of my girlfriend before I can ask her to marry me."
c
107. Which of the following statements about collectivists and individualists is accurate?
a. Collectivists are more generous in the assessment of their group members while individualists are relatively more accurate in their evaluation of group members.
b. Collectivists are friendly with both in-group and out-group members.
c. Collectivists use direct communication with their in-groups at all times.
d. Collectivists are used to changing groups over the course of their lives and are highly adaptable to new groups.
a
108. In cultures high in power distance
a. there is a higher degree of egalitarianism.
b. managers are believed to be more powerful and deserving of respect.
c. managers and subordinates use first names among each other in the workplace.
d. there is higher utilization of participative decision making practices.
b
109. Companies in cultures high in uncertainty avoidance
a. have a very short, simple recruiting and selection process for new employees.
b. tend to have written employment contracts for employees.
c. have limited numbers of policies and procedures in employee handbooks and other manuals.
d. tend to enter a large number of foreign markets.
b
110. Which of the following statements regarding the masculinity/femininity dimension of cultures is INCORRECT?
a. In feminine cultures, only women value maintaining good relationships, but in masculine cultures, both males and females value maintaining good relationships.
b. In masculine cultures, the ratio of CEO pay to other management level employees is higher.
c. In cultures high in femininity, work/life balance programming like telecommuting is more plentiful than in masculine cultures.
d. There is greater separation of gender roles in masculine cultures than in feminine cultures.
a
111. Angela is planning on an international business career following graduation. She is meeting with a career counselor to ensure that she is preparing herself as fully as she might for such a career. Which of the following pieces of advice will the counselor offer her?
a. There is no need to learn a foreign language; English has become the global business language.
b. Become familiar with different cultures by visiting several countries in a short amount of time.
c. It is a good idea to plan your return, as well as planning your departure.
d. Do not show your limited understanding to locals to avoid losing credibility.
c
112. Cultural intelligence is
a. the ways in which people are similar or different from one another.
b. the values, beliefs and customs that exist in a society.
c. a person's capability to understand how a person's cultural background influences one's behavior.
d. the degree to which the society views an unequal distribution of power as acceptable.
c
113. The belief that one's own culture is superior to other cultures is
a. geocentrism.
b. ethnocentrism.
c. monocentrism.
d. polycentrism.
b
114. Which of the following statements is a good suggestion for managing cultural diversity?
a. For the most effective international experiences, train individual employees thoroughly in one culture before moving on to another.
b. Keep in mind that local employees in the foreign country are too immersed in the culture to help you understand their culture. For a more objective viewpoint, other expatriates are more useful.
c. There is a very high probability that problems experienced on an expatriate assignment are due to cultural differences and misunderstandings.
d. Culture changes, sometimes quickly; do not assume that what was true a year ago is true today.
d
115. Which of the following statements regarding demographic diversity and ethics is correct?
a. Younger employees are more upset by unethical behaviors than older employees.
b. When judging the ethicality of hypothetical situations, women and men use similar standards when judging the ethicality of monetary issues.
c. Younger employees tend to find negotiation tactics like bluffing to be more unethical than their older counterparts.
d. Men and women have similar standards when judging the ethicality of breaking organizational rules.
b