57.
(p. 362)
A self-fulfilling prophecy is best described as:
A.
a process in which the mind quickly sorts information into categories to function
efficiently.
B.
the tendency for a prediction to actually occur once it is believed.
C.
a calculated prediction regarding the behavioral tendencies of an employee.
D.
the behavioral pattern that leads to a prediction of future behavioral tendencies.
58.
(p. 363)
Equal status refers to the condition that occurs:
A.
when all employees feel equally discriminated within a company.
B.
when employees of the same status within a company have to face discrimination of
the same nature.
C.
D.
when companies hire employees who are frequent targets of discrimination into all
levels within the company.
59.
(p. 363)
Ingredients to reduce prejudice and discrimination in a workplace include all of the
following EXCEPT:
A.
bias.
B.
proximity.
C.
interdependence.
D.
equal status.
60.
(p. 363)
A relationship in which members of different groups not only must cooperate but also must
rely on each other to reach common goals is known as:
A.
scapegoating.
B.
tolerance.
C.
interdependence.
D.
networking.
Fill in the Blank Questions
61.
(p. 344)
Older people, homosexuals, ethnic groups, women, and other minorities contribute to a(n)
_____ society.
diverse
62.
(p. 346)
_____ are your thoughts or beliefs about specific groups of people.
Stereotypes
63.
(p. 346)
_____ is the feeling that results from stereotyping.
Prejudice
64.
(p. 346)
_____ is your behavior, or what you do as a result of your stereotypes and prejudice.
Discrimination
65.
(p. 347)
“Asians are good students and employees” is a belief that exemplifies a(n) ____.
stereotype
66.
(p. 347)
_____ is a tendency to judge people before knowing them, basing the judgment only on
their membership in some group or category of people.
Bias
67.
(p. 348)
_____ refers to the prejudice that is caused by policies in the workplace that are not
intentionally set to exclude members of specific groups or to treat them differently, but
which have that effect anyway.
Institutional prejudice
68.
(p. 348)
The _____ was established to monitor the implementation of the Civil Rights Act that aimed
to prevent discrimination at the workplace.
Equal Employment Opportunity Commission (EEOC)
69.
(p. 348)
The origins of prejudice can be divided into three broad categories: social causes, ____, and
emotional causes.
cognitive/thinking causes
70.
(p. 349)
_____ is the practice of unfairly blaming others when something goes wrong.
Scapegoating
71.
(p. 349)
_____ is a process in which the mind quickly sorts information into categories to function
efficiently.
Cognitive categorization
14–17
72.
(p. 350)
_____ refers to considering one’s own ethnic group as most normal and believing that its
way of seeing and doing things is the right way.
Ethnocentrism
73.
(p. 351)
Prejudice and discrimination based on race is referred to as ____.
racism
74.
(p. 352)
The resentment and struggle between the “haves” and “have-nots” is referred to as _____
prejudice.
economic
75.
(p. 352)
Male chauvinism is also known as ____.
sexism
76.
(p. 354)
Since women still shoulder most of the housework and child rearing in most homes, if they
choose the _____ in their career they will have to sacrifice at least some of these personal
responsibilities.
fast track
77.
(p. 357)
_____ is the negative attitude toward older people.
Ageism
78.
(p. 357)
The _____ was the remedy to the ineffective implementation of the Rehabilitation Act of
1973 as the latter struggled to address the issue of defining the terms “handicapped” and
“disabled.”
Americans with Disabilities Act (ADA)
79.
(p. 362)
_____ is when a person believes prejudicial remarks and assumptions, and in turn accepts
being treated in a discriminatory manner—which may include falling for the self-fulfilling
prophecy.
Internalized prejudice
80.
(p. 363)
_____ is the condition that occurs when companies hire employees who are frequent
targets of discrimination into all levels within a company.
Equal status
Short Answer Questions
81.
(p. 347)
Give an example each of a positive and a negative stereotype.
Students’ answers will vary. They may include beliefs such as “Korean employees are
usually very loyal” as an example for a positive stereotype and “African-Americans are
loud” for a negative stereotype.
82.
(p. 347)
Discuss prejudice and bias.
Prejudice means “to prejudge” or make a judgment without knowing a person beforehand.
Prejudice causes bias, which is a tendency to judge people before you know them, basing
the judgment only on their membership in some group or category of people.
83.
(p. 348)
What are the measures taken by the U.S. government toward eliminating discrimination in
the workplace?
The most important step taken toward eliminating discrimination in a workplace was the
passing of the Civil Rights Act of 1964. This law makes it illegal to discriminate against
anyone because of race, color, religion, sex, or national origin. The Civil Rights Act was
amended in 1972. In that year, the Equal Employment Opportunity Commission (EEOC) was
established to monitor these laws.
84.
(p. 348)
What are the three categories of origins of prejudice?
The three origins of prejudice are: social (the need to feel higher in status than others),
cognitive (the need to categorize and stereotype people), and emotional (such as habit, or
ethnocentrism).
85.
(p. 349–
350)
What is cognitive categorization?
Cognitive categorization is a process in which the mind quickly sorts information into
categories to function efficiently. It goes too far when you assign people to cognitive boxes,
then negatively evaluate them based on the boxes you’ve put them in.
86.
(p. 350)
What is ethnocentrism?
Ethnocentrism is the belief that one’s ethnic group is more normal than others; an
emotional source of prejudice because of people’s gut-level feelings about how right their
group is—and, in turn, how wrong they think other groups are.
87.
(p. 350)
What leads to ethnocentrism?
Most societies are ethnocentric. This phenomenon is not intentional; the familiar way of
doing things just seems right to most of us. If what is familiar is right, then by extension,
many people feel that what is unfamiliar must be wrong. This leads to ethnocentrism.
Another theory about the emotional causes of prejudice is that people look for a target to
blame when they are frustrated.
88.
(p. 351)
Describe racism.
Racism is the prejudice and discrimination based on race. Minorities in the United States
still experience widespread discrimination and prejudice. Racial prejudice is proving to be
extremely difficult to overcome, and many people in America still have not been accepted
as part of mainstream society. Ethnocentrism is one of the factors. Prejudice is another
major reason.
89.
(p. 352)
What is economic prejudice?
Economic prejudice can be defined as the struggle and resentment between the haves and
the have-nots. As with all prejudice, economic prejudice goes both ways. Not only do the
poor resent the rich and stereotype them as selfish and uncaring, but the rich often look
down on the poor and stereotype them as lazy or worthless.
90.
(p. 352–
353)
Discuss sexism.
Male chauvinism is a feeling of male superiority over females, which is also known as
sexism. A man who has attitudes and stereotypes of women in society, may choose to see
them as being of less worth—in other words, he might dehumanize women. This can
happen in different ways.
Women in most societies are expected to be feminine, a term associated with
disempowering behavior like dependence, instability, emotional insecurity, a willingness to
take orders but not give them, and passivity. When these expectations toward women exist
in a workplace, so does prejudice.
91.
(p. 354–
355)
What are the two tracks women have to choose from when climbing the career ladder in
most companies?
Women have to choose between the “fast track” and the “mommy track” when climbing the
career ladder. In fast track, employees are expected to work extra hours, ask for extra work,
and work nights and weekends. The fast track seems to ask women to forget that they
have families, or place families second in importance after jobs, rather than helping
families balance home and work responsibilities. Since women still shoulder most of the
housework and child rearing in most homes, if they choose the fast track they will have to
sacrifice at least some of these personal responsibilities. What happens in the mommy
track is just the opposite. When women try to balance family responsibilities with work
responsibilities, they receive fewer promotions or raises, and are often stuck in low-wage
jobs.
92.
(p. 356)
Discuss the controversy regarding homosexuality in the workplace.
The controversy revolves around two questions. The first question is whether
homosexuality is a freely chosen lifestyle or is genetically determined (and therefore not a
choice). This leads to the second question, which is whether homosexuality should be
protected from institutional and other types of discrimination in the same way that
categories of gender, race, religion, and national origin are. If homosexuality is a chosen
93.
(p. 358)
List three myths concerning hiring people with disabilities.
The following are three myths concerning hiring people with disabilities:
(1) Disabled people are unreliable.
(2) Disabled people can’t do very many jobs.
(3) Disabled people will make other employees feel uncomfortable.
94.
(p. 359)
Define sexual harassment.
The phrase sexual harassment was coined by Lin Farley, author of Sexual Shakedown, in
the late 1970s. “Unwelcome sexual advances, requests for sexual favors, and other verbal
or physical conduct of a sexual nature…” are spelled out by the EEOC guidelines as
behaviors identified as sexual harassment. Sexually harassing behaviors include forced
fondling, sexual slurs, and unwelcome flirting; it also includes sexually suggestive pictures
or other material posted where others can see it.
95.
(p. 359)
What is a hostile environment?
When sexual harassment relates to indirect actions like posting pornography or talking
about sex in a manner that makes others uncomfortable, this is called creating a hostile
environment. It is considered equally as serious as direct harassment.
96.
(p. 360)
Suggest steps to stop sexual harassment at a workplace.
Students’ answers may vary. Telling the harasser to stop is the best way to make sure the
person knows the behavior is unwanted. Other ways include keeping a dated notebook of
the occurrences and your responses or telling a supervisor what is going on. If the harasser
is your supervisor, you can report the situation to the next higher manager.
97.
(p. 362)
Discuss Gordon Allport’s stand on the victims of discrimination.
In his book, The Nature of Prejudice, Gordon Allport stated that the effects of being
victimized by discrimination fall into two basic categories. The first category is blaming
oneself, which can be seen in withdrawal, self-hatred, or aggression against one’s own
group. The second category is blaming external causes, which is seen in fighting back
against the discrimination, becoming suspicious of outsiders, or having increased or
exaggerated pride in one’s own group.
98.
(p. 362)
Define self-fulfilling prophecy.
Self-fulfilling prophecy is the tendency for a prediction to actually occur once it is believed.
It occurs when a victim believes that prejudice against him or her is deserved and then
becomes what the stereotype states.
99.
(p. 363)
What are the important ingredients that held reduce prejudice and discrimination in a
workplace?
Following are the important ingredients that held reduce prejudice and discrimination in a
workplace:
(1) Proximity—employees need the opportunity to interact and communicate with each
other.
(2) Equal status—companies should hire employees who are frequent targets of
discrimination into all levels within the company.
(3) Interdependence—members of different groups must not only cooperate but they must
depend on each other to reach common goals.
100.
(p. 365)
List three steps that a manager can take to prevent sexual harassment in a workplace.
In order to prevent or at least reduce the incidents of sexual harassment in a workplace, a
manager can take some steps. These are: (1) Write a policy statement. (2) Post the policy
statement in a public place. (3) Talk about the policy.