Test Bank
219
CHAPTER 15—HRD AND DIVERSITY: DIVERSITY TRAINING AND BEYOND
TRUE/FALSE
1. In 2009 the US foreign born population exceeded 12 percent of the population..
2. The two forms of sexual harassment are quid quo pro and hostile work environment.
3. Equal opportunity is the giving of preferences to women and minorities in employment decisions.
4. Affirmative action can require organizations to practice preferential recruiting and hiring.
5. The status of affirmative action plans is clear and unchallenged.
6. Organization culture includes a set of shared values and beliefs.
7. Artifacts and patterns of behavior play an important role in the socialization process.
8. Females have both moved up in organizations and achieved pay equity with men over the last 20 years.
9. The focus on a managing diversity program is on inclusion.
10. Over one-half of US companies offer some form of cross-cultural training.
11. Interpersonal distance do not vary for people from different cultures.
12. Traditionally, a key element in moving into higher level positions in organizations is having a mentor.
Chapter 15—HRD and Diversity: Diversity Training and Beyond
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MULTIPLE CHOICE
1. An organizational culture is BEST described as:
a.
a set of shared interests
b.
a set of shared values, beliefs, norms and patterns of behavior
c.
a set of shared activities and interests
d.
a set of values, beliefs, norms and patterns of behavior that are basically
identical across all employees
2. Equal employment law:
a.
covers situations where the opportunities for particular groups (such as women and minorities) are limited,
e.g., they are not allowed into training
programs
b.
applies only to hiring employees on a fair basis
c.
does not apply to the training of employees
d.
includes training ( but only covers disability and age discrimination
3. Recent immigration patterns to the U.S. indicate that:
a.
Hispanic immigration peaked in the 1960s
b.
Mexicans represent the largest portion of the foreign born in the U.S.
c.
Asia is the source of most recent immigration
d.
none of the above is correct
4. The glass ceiling is:
a.
barriers to women and minorities entering top management positions
b.
a planned way companies keep women and minorities out of top management
c.
the fancy ceiling in the executive wing of an office building
d.
usually part of the company policy manual
5. The main federal EEO law is derived from:
a.
Civil Rights Acts of 1991
c.
Title VII of the Civil Rights Act of 1964
b.
Title IX
d.
The Taft-Hartley Act
6. Executive Order 11246 issued by President Johnson requires federal contractors to undertake affirmative action processes. This
impacts federal contracts that are over:
a.
$1,000
c.
$100,000
b.
$10,000
d.
$1,000,000
7. Diversity management differs from affirmative action in that affirmative action is:
a.
Focuses primarily on women and people of color
b.
proactive
c.
inclusive
d.
focused on building diverse teams
Test Bank
221
8. To raise the awareness of cultural differences which of the following is true?
a.
Give a humorous lecture
b.
Separate groups by culture when training them
c.
Some questions that generate discussion need to be asked
d.
Show some exciting videos
9. Women and minorities are::
a.
Not being hired by US companies
c.
Being promoted very quickly to upper management
positions
b.
Being hired but not promoted as quickly to upper
management positions
d.
Women are promoted very rapidly, but minorities
are not being promoted as quickly
10. Treatment discrimination means:
a.
Not making jobs available to minorities
c.
Not promoting white males
b.
Not having an affirmative action plan
d.
Not training women for upper level jobs
11. A hostile work environment is:
a.
The way life is
c.
A form of illegal sexual harassment
b.
Legal if job related
d.
Illegal only based on sexual preference
12. Cultural diversity is:
a.
Mandated by the EEOC
b.
People from different cultures in a work place
c.
Legal is you have an affirmative action plan
d.
Dictated by Title VII
13. Quid quo pro sexual harassment means that:
a.
Sexual conduct is used as the basis of an employment decision
b.
A hostile work environment was created
c.
Employees are unhappy with jokes and remarks
d.
Employees just feel uncomfortable with someone’s remarks
14. Sexual harassment is a form of:
a.
Access discrimination
c.
Fun – it is not discrimination at all
b.
Treatment discrimination
d.
Glass ceiling discrimination
Chapter 15—HRD and Diversity: Diversity Training and Beyond
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15. Which of the following is not a step in meeting affirmative action guidelines;
a.
Analyze the surrounding labor market
b.
Prepare a policy statement on equal employment opportunity
c.
Develop goals to correct underrepresented groups
d.
Hire women and minorities no matter what their qualifications for a job
16. Diversity training is:
a.
Common among organizations today
b.
Required by law
c.
Declining in importance as fewer women and minorities enter the workforce
d.
Required by Executive order
17. A managing diversity approach requires all of the following except:
a.
Some one-shot diversity training programs
b.
Long term commitment to change
c.
A substantive change in culture
d.
Modified definitions of leadership and management
18. Programs that focus on the needs of working mothers include:
a.
Flexible work schedules
b.
Child care programs
c.
Elder-care programs
d.
All of the above could help many working mothers
19. Access discrimination occurs when:
a.
Minorities are rejected when they apply for job
c.
Pay raises are not given to minorities
b.
Training is not offered to females
d.
Females are harassed at work
20. In 2010 the number of sex-based discrimination charges filed is:
a.
Over 50,000
c.
Essentially zero
b.
Unknown – no one tracks this
d.
Over 10.000
21. Valuing differences::
a.
Is also called awareness training
c.
Respects each person’s cultural differences
b.
Is a form of diversity training
d.
All of these are true about valuing differences