a.
homogeneous groups are more creative than diverse groups.
b.
homogeneous groups are less satisfied than diverse groups.
c.
diverse groups are more creative than homogeneous groups.
d.
creativity has nothing to do with group composition.
e.
none of these.
441
United States – BUSPROG: Analytic
United States – LA – DISC: Individual Dynamics
Bloom’s: Knowledge
96. Which of the following is a basic aim of diversity awareness training?
a.
Teaching people the differences between women and men
b.
Helping individuals become aware of their own prejudices
c.
Complying with federal employment law
d.
Reinforcing stereotypes employees may hold
e.
Helping individuals become aware of management’s prejudices
442
United States – BUSPROG: Analytic
United States – LA – DISC: Individual Dynamics
Bloom’s: Knowledge
97. Research has shown that network groups:
a.
create divisions in the workplace.
b.
are bad experiences for minority employees.
c.
help retain minority employees.
d.
reduce creativity by being homogeneous.
e.
none of these.
442
United States – BUSPROG: Analytic
United States – LA – DISC: Individual Dynamics
Bloom’s: Knowledge
98. All of the following are true about employee network groups EXCEPT:
a.
the groups are based on social identity.
b.
the groups pursue a variety of activities.
c.
the groups are formally created by the organization.
d.
the mechanism of the groups work well with multicultural teams.
e.
the groups help retain minority employees.
442
United States – BUSPROG: Analytic
United States – LA – DISC: Individual Dynamics
Bloom’s: Knowledge
99. Shortly after she landed a corporate-level job at InfoBasis, Tonya Kennel formed a women’s leadership group to help
women advance within the company. Membership within the group was voluntary and open to women with a desire to
advance in the company. Tonya’s group can best be described as a(n):
a.
b.
c.
d.
e.
442
United States – BUSPROG: Analytic
United States – LA – DISC: Individual Dynamics
Bloom’s: Knowledge
Scenario – Sarah’s Sharks
As the marketing director for Sarah’s Sharks, Gloria Riviera is particularly well aware of diversity within the firm’s clients
in the market place. As a successful woman manager, she is also sensitive to the importance of diversity among
employees at Sarah’s Sharks.
100. Gloria has recognized that valuing diversity is good for her organization for all of the following reasons EXCEPT:
a.
it increases understanding of the marketplace.
b.
it efficiently uses employee talent.
c.
it increases the quality of team problem solving.
d.
it is mandated by ethical responsibility.
e.
it reduces costs associated with high turnover, absenteeism, and lawsuits.
428
MGMT.DAFT.12.13-02 – 13–02
United States – BUSPROG: Analytic
United States – LA – DISC: Individual Dynamics
Bloom’s: Knowledge
A
101. Although she loves her job, Gloria is contemplating leaving it to focus her energy on parenting her three children.
This would demonstrate which factor affecting women’s careers?
a.
Female advantage
b.
Opt-out trend
c.
Glass ceiling
d.
Glass wall
e.
Opaque ceiling
434
MGMT.DAFT.12.13-04 – 13–04
United States – BUSPROG: Analytic
United States – LA – DISC: Individual Dynamics
Bloom’s: Knowledge
A
102. Gloria can enjoy higher success through diversity by accommodating employees’ special needs, including all of the
following EXCEPT:
a.
reassess job scheduling and child care policies for single parent employees.
b.
provide training material and information packages in foreign languages for non-English-
speaking employees.
c.
provide paternity and maternity leave and flexible hours for dual income families.
d.
provide long-term care and life benefits for elderly of disabled workers.
e.
all of these are valid strategies.
e
440
MGMT.DAFT.12.13-05 – 13–05
United States – BUSPROG: Analytic
United States – LA – DISC: Individual Dynamics
Bloom’s: Knowledge
A
103. Gloria would like to form a women’s leadership group to help other women at Sarah’s Sharks advance within the
company. Membership within the group will be voluntary and open to anyone. This group would best be described as
a(n):
a.
focus group
b.
diversity team
c.
self-help group
d.
network group
e.
multicultural team
442
United States – BUSPROG: Analytic
United States – LA – DISC: Individual Dynamics
Bloom’s: Knowledge
104. Education, religious beliefs, military experience, geographic location and income are all _____ dimensions.
426
United States – BUSPROG: Analytic
United States – LA – DISC: Individual Dynamics
Bloom’s: Knowledge
105. The belief that one’s own group or subculture is inherently superior to other groups or cultures is known as _____.
430
United States – BUSPROG: Analytic
United States – LA – DISC: Individual Dynamics
Bloom’s: Knowledge
106. A culture that accepts only one way of doing things and one set of values and beliefs is called a(n) _____.
433
United States – BUSPROG: Analytic
United States – LA – DISC: Individual Dynamics
Bloom’s: Knowledge
107. _____ is the belief that groups and subcultures are inherently equal.
108. _____ means that an organization accommodates several subcultures, including employees who would otherwise feel
isolated and ignored.
109. The invisible barrier that separates women and minorities from top management positions is known as the _____.
110. _____ implies that women’s commitment to their children limits their commitment to the company or their ability to
handle the rigors of corporate management.
111. _____ is designed to make people aware of their own prejudices and stereotypes.
112. A higher ranking, senior organizational member who is committed to providing upward mobility and support to a
protégé’s professional career is a(n) _____.
113. Groups that are based on social identity, such as gender or race, and organized by employees to focus on concerns of
employees from that group are called _____.
114. Name at least three factors that negatively affect women’s career advancement?
115. Name five dividends of workplace diversity.
116. List the five categories or forms of sexual harassment.
117. Define workforce diversity. Identify the traditional and inclusive dimensions of diversity.
118. What is the difference between ethnocentrism and ethnorelativism?
119. Briefly explain the concepts of a glass wall and a glass ceiling.
120. List and describe the five forms of sexual harassment.
121. The demographic makeup of the workforce—meaning the pool of capable people who can and want to be
employed—is constantly changing, and employers need to respond appropriately. In a short essay, give some
examples of changes in the workforce and how companies have or have not kept pace with these changes. What
do you think progressive companies should do to capitalize on these changes?
122.
Today many companies recognize that supporting diversity in the workforce is not only the right thing to do, it creates the
best results. Write a short essay that relates your observations on how diversity is being defined today, and note the
benefits to both the employer and employee when diversity is properly managed.
123.
Though companies with senior-level women generally outperform those without, women still occupy only 14 percent of
executive positions and, as a group, make lower wages and get promoted at a slower rate than men. Write a short essay in
which you summarize those factors that seem to inhibit women’s career advancement opportunities. Then state your
opinion regarding why these factors are still so powerful, and what will need to happen in order for women to experience
greater success in the corporate world.
124.
In response to a global, multicultural environment, many organizations are implementing initiatives to manage diversity.
In a short essay, argue for the value of changing organizational structure, policy, and programs to facilitate and support
diversity.
125. Employee affinity groups focus on concerns of employees who share a social identity. Write a short essay explaining
how affinity groups benefit employees, as well as the companies that sponsor them. Include some practical suggestions on
how to start your own affinity group.