Chapter 10: Diversity Management
Test Bank
Multiple Choice
1. The term diversity management originated in ______________, but has slowly taken hold in other
regions and countries of the world.
a. Europe
b. North America
c. Africa
d. South America
2. Intranational diversity management refers to:
a. Managing a diverse workforce of citizens of immigrants within a single national organizational context.
b. Employers taking into consideration the legislative and cultural context in other countries, depending on
where their workforce resides.
c. Managing a workforce composed of citizens and immigrants in different countries.
d.Managing a diverse workforce of citizens of immigrants based on the home country where their
employing office is located.
3. Who defined diversity management broadly as “the utilization of human resource (HR) management
practices to (i( increase or maintain the variation in human capital on some given dimension(s), and/or (ii)
ensure that variation in human capital on some given dimension(s) does not hinder the achievement of
organizational objectives, and/or (iii) ensure that variation in human capital on some given dimension(s)
facilitates the achievement of organizational objectives?”
a. Olsen and Martins (2012)
b. Hays-Thomas (2004)
c. Kaiser and Prange (2004)
d. Ozbilgin and Tatli (2008)
4. _______ emphasizes that diversity management is dealing with the collective mixture of all workers,
not just the recent additions to the organizational workforce.
a. Thomas (1996)
b. Cox (2001)
c. Mor Barak (2011)
d. Olsen & Martins (2012)
5. Diversity management originated in what country?
a. Canada
b. France
c. United States
d. South Africa
6. What factor has contributed to limiting disadvantage groups for contribution and involvement in the
workplace?
a. Lack of motivation
b. Exclusion from circles of influence
c. Lack of opportunity
d. Lack of skill
7. What is the intent of diversity management policies and programs?
a. To provide reparation amends for password on doing
b. To educate employees on how to get along in the workplace
c. Create a welcoming organizational environment and opportunity for previously disadvantaged groups
d. To ensure company meets it’s her responsibility in regard to antidiscrimination laws
8. Which of the following was identified by Forbes in 2015 as a trend encouraging diversity management?
a. Increasing job opportunities have opened up to members of previously disadvantaged groups
b. Linking diversity and inclusion to innovation
c. 90% of organizations now have diversity management offices
d. The number of anti-discrimination cases filed have been reduced
9. Which of the following represent one of the seven common types of diversity management practices
identified in the Madera (2013) study?
a. Implementing quotas to support women moving into top management positions
b. Providing additional college education benefits to previously disadvantaged groups
c. Providing functional job training to disadvantage groups
d. Ensuring supplier diversity
10. What population is covered by diversity management?
a.The collective mixture of all workers
b.The recent additions to the organization workforce
c. All members of disadvantaged groups
d. Selected minority groups such as women, LGBT and ethnic minorities
11. In a series of comparative studies, the International Labour Organization (ILO) evaluated
antidiscrimination and diversity-training initiatives in different counties in the EU. What country was one of
the few industrialized migrant-receiving counties that at the time or the study had not introduced
antidiscrimination legislation to protect non-national workers?
a. Brazil
b. Mexico
c. Africa
d. Spain
12. A study of 15 companies operating in ________ found that in most companies’ diversity management
is still an emerging issue, and the other major challenges are related to discriminatory actions taken by
coworkers.
a. United States
b. Brazil
c. Spain
d. Mexico
13. Diversity Enlargement refers to:
a. Recognizing the potential difficulties introduced by bringing together individuals from diverse
backgrounds and cultures in the workplace.
b. Increasing the representation of individuals of different ethnic and cultural background in the
organization.
c. Identifying obstacles that limit the progress of employees from diverse backgrounds and that block
collaboration among groups in the organization.
d. A comprehensive framework for HR diversity management, focused on diversity management “as a
means for achieving organizational ends, not as an end itself.”
14. Cultural Audit refers to:
a. Recognizing the potential difficulties introduced by bringing together individuals from diverse
backgrounds and culture in the workplace.
b. Increasing the representation of individuals of different ethnic and cultural backgrounds in the
organization.
c. Identifying obstacles that limit the progress of employees from diverse background and that block
collaboration among groups in the organization.
d. A comprehensive framework for HR diversity management, focused on diversity management “as a
means for achieving organizational ends, not as an end itself.”
15. A monolithic organization refers to:
a. An organization that has a heterogeneous workforce and typically makes efforts to conform to laws and
public policies that demand and expect workplace equality.
b. An organization that is demographically and culturally homogeneous.
c. A culture that fosters and values cultural differences
d. An organization that truly and equally incorporates all members of the organization via pluralism as an
acculturation process, rather than as an end resulting in assimilation.
16. What was the discrimination issue that took place in the Texaco 1994 incident?
a. Age discrimination
b. Sex discrimination
c. Race discrimination
d. Gender orientation discrimination
17. The theoretical foundation for achieving organizational outcomes as it refers to diversity management
is the:
a. Basic management theory
b. Resource-based theory
c. Principle of inclusion
d. Principle of exclusion
18. Which statement is true about a plural organization?
a. An organization that is demographically and culturally homogeneous.
b. Characterized by a culture that fosters and values cultural differences.
c. An organization that has a heterogeneous workforce.
d. Inter group conflict is expected to be minimal
19. The slogan for the argument, “diversity management can give companies a competitive advantage in
the global economy,” is:
a. “Diversity management is the right thing to do”
b. “Diversity is a reality here to stay”
c. “Diversity makes good business sense”
d. There is no slogan for the argument
20. Which context was Cox’s (1994) typology of the monolithic–multicultural organizational continuum
primarily generated for?
a. Western Europe
b. North America
c. China
d. Eastern Europe
21. In the GDM house model, what does the first floor represent?
a. Recruitment and retention
b. Communication and education
c. Leadership
d. Diversity metrics and legal compliance
22. Organizations that are investing efforts in active diversity management with the aim of enhancing
inclusion and fostering organizational effectiveness in the workforce are:
a. Proactive
b. Reactive
c. Sensitive
d. Complex
23. In what way might the voluntary nature of diversity management bring the demise of the concept in
the long run?
a. Since programs are voluntary they may be limited in their scope and coverage
b. Since programs are voluntary they may not survive during difficult economic times
c. Since programs are voluntary they may not have enough people to continue
d. Since programs are voluntary they may not have full management support
24. A organization that is characterized by a culture that fosters and values cultural differences is called:
a. Monolithic Organization
b. Plural Organization
c. Multicultural Organization
d. Culturally sensitive organization
25. What assumption is inherent in the HR Approach Strategy for Achieving Organizational Outcomes
a. Diversity management practices have to be linked to desired individual and organizational outcomes
b. New hires will change the culture by their mere presence
c. Problems are caused by the dominant group
d. Increased sensitivity to differences will affect performance
26. Viewing equal rights laws, affirmative action programs and diversity management as a continuum,
what is the order they should be placed in?
a.equal rights; diversity management; affirmative-action
b. Affirmative action; diversity management; equal rights
c. Equal rights; affirmative-action; diversity management
d. Diversity management; affirmative action; equal rights
27. In what areas can diversity management advance an organizations competitive advantage?
a. Corporate social responsibility
b. Recruitment
c. Reputation
d. Creativity
28. Diversity management is a systematic organizationwide effort based on the premise that there is
inherent _______ in diversity
a. Conflict
b. Problems
c. Value
d. Profitability
29. How is diversity management different from equal rights legislation?
a. Diversity management focuses on writing
b. Diversity management focuses on giving the company a competitive edge
c. Diversity management focuses on a smaller population
d. Diversity management focus is on economic improvements only
30. More and more companies are realizing that there could be a business benefit for:
a. Reducing diversity management programs
b. Having diversity management
c. Implementing stronger anti-discrimination policies
d. Creating less heterogeneity in the workplace
31. Many global executives believe that diversity:
a. Is crucial for many organizations
b. Is a legal requirement
c. Is costly
d. Is not worth the additional result in conflict
32. In what country is a heterogenous workforce still more of an exception than the rule?
a. Netherlands
b. United Kingdom
c. United States
d. Sweden
33. Across Europe there is a trend to ________ legislation against discrimination
a. Nullify
b. Strengthen
c. Reduce
d. Increase
34. In what way was the anti-discrimination legislation in Europe strengthened in 2006?
a. Greater penalties were added for noncompliance
b. Protection for women as part time workers were added
c. Protection against gender discrimination was added
d. Protection against sexual orientation was added
35. During the 1990s the United Kingdom proceed that implementing diversity management would be
premature. What did they feel was a necessary prerequisite?
a. A system to create more job opportunities
b. Writing of past wrongs
c. Developing a better business case to do diversity
d. Anti-racism and equality training
36. Why is it believed that equal rights legislation and affirmative action policies are prerequisites for the
development of diversity management?
a. Because it is important to take care of the past misdeeds before moving onto future actions
b. Because diversity management is a subset of protections available in the wider legislation coverage of
equal rights and affirmative-action
c. Because they create the necessary social, legal and organizational environment for which diversity
management can be based
d. Because diversity management is harder so it should be implemented last
37. In recent years several paradigms and approaches have been offered for diversity management that
underscore its unique purpose. The multi cultural organization paradigm is one prominent approach, what
is the other?
a. The inclusion/exclusion paradigm
b. The HR paradigm
c. The international culture paradigm
d. The cultural audit paradigm
38. In recent decades ________ have recognized the need to adopt effective diversity management in
order to overcome barriers for diversity and reap the rewards of a diverse workforce
a. First-line supervisor’s
b. HR managers
c. Affinity support groups
d. Legislators
39. Subsequent to Kossack and Loebel’s (1996) early work, the authors expanded their model by
including a fourth approach. What was the fourth approach?
a. Cultural audit
b. Diversity sensitivity
c. Strategy for achieving organizational outcomes
d. Diversity enlargement
40. Kareem is an up-and-coming employee and a large US-based fortune 500 company. Well he believes
he has good relationships over all with his coworkers, he sometimes feels like he is purposely excluded
from things. Kareem plans to speak with his supervisor and suggest that the company offered diversity
training to minimize instances of stereotyping and help people communicate better. Which diversity
management paradigm supports this approach?
a. Cultural audit
b. Diversity enlargement
c. Diversity sensitivity
d. Strategy for achieving organizational outcomes
41.How can emphasizing differences when discussing diversity backfire?
a. By focusing on inequities
b. By risking miscommunication
c. By reinforcing stereotypes
d. By discounting shared attributes
42. In the cultural audit approach where typically do the recommendations seem to indicate the source of
the problem lies?
a.senior management
b.The dominant culture group
c.The disadvantage group
d. The peer groups
43. What does Ford use to measure its commitment and performance in achieving a diverse workforce?
a. Employee interviews
b. An annual survey
c. Hiring statistics
d. Workforce demographic analysis
44. How does the strategy for achieving organizational outcomes paradigm differ from the others?
a. It focuses on diversity management as a means, not as an end
b. It involves more senior levels of management to implement
c. Unlike the others, it has not yet been validated by empirical research
d. The business operations department’s are responsible for implementation not the HR department
45. Isaiah was excited to get an interview with what he thought was his dream organization. The day of
the interview Isaiah showed up a bit early in order to look around before the interview. While looking
around Isaiah noticed that the organization seem to have a majority of white men and relatively few
women in members of ethnic and racial minorities. The few women that were there seem to be largely
receptionist. Isaiah wondered whether this was the right organization for him. Which type of multi cultural
organization did Isaiah visit?
a. Plural organization
b. Multi cultural organization
c. Monolithic organization
d. Heterogeneous organization
46. Which type of organization typically makes efforts to conform to loss and public policies the demand
and expect workplace equality?
a. Culturally sensitive organization
b. Plural organization
c. Monolithic organization
d. Multinational organization
47. In which country is there a sense that the Intergroup conflict in plural organizations is a result of the
backlash against affirmative action programs?
a. Germany
b. United States
c. Canada
d. United kingdom
48. With the ____________ strategy a common set of diversity management principals is developed
through dialogue and compromise with the global diversity counsel made up of local country
representatives.
a. Universal strategy
b. Transversal strategy
c. Local strategy
d. International strategy
49. Which slogan is not one of the three typically used as to why companies implement diversity
management strategies?
a. “Diversity is a reality that is here to stay”
b. “Diversity makes us all better”
c. “Diversity management is the right thing to do”
d. “Diversity makes good business sense”
50. Which GDM (Global Diversity Management) model uses a systems approach an egg knowledge is
multiple layers of influence that can affect GDM activities?
a. Intervention models
b. House models
c. Contextual model
d. Communication models
True/False
1. Diversity management no longer refers solely to the heterogeneity of the workforce within one nation
but often refers also to the workforce composition across nations.
2. Cross-national diversity management requires employers to take into consideration the legislative and
cultural context in other countries, depending on where their workforce resides.
3. Diversity management is a systematic organization-wide effort based on the premise that for
organizations to survive and thrive there is an inherent value in diversity.
4. The current business focus on diversity is quite similar from equal rights legislation and from
affirmative/positive action programs.
5. Research in a global context suggests that diversity management can have both positive and negative
consequences as well as no change at all.
6. The A-S-A (attraction-selection-attrition) cycle is healthy for organizations and increases the talent pool
and their ability to adapt to environmental changes and tap into new markets.
7. A monolithic organization is an organization that is demographically and culturally heterogeneous.
8. Many of Australia’s most profitable companies have not adopted productive diversity policies
9. Most business diversity efforts are focused on recruiting customers, not employees.
10. Often the diversity sensitivity approach is motivated by compliance the laws and public expectations
of political correctness rather than a deep understanding of the business need for diversity
Essay
1. Thomas (1996) indicated that “the true meaning of diversity suggests that if you are concerned about
racism, you include all races; if you are concerned about gender, you include both genders; or if you’re
concerned about age issues, you include all age groups. What is Thomas trying to illustrate in the above
quote?
2. Why do companies implement diversity management strategies? What are the three types of
arguments in favor of diversity management?
3. What are the three key components of diversity management
4. Compare and contrast the diversity management definition is offered in this chapter. What elements
are common, where do they differ and why?
5. How does the attraction selection attrition cycle impact the homogeneity of the work place?