Instructor Resource
Northouse, Introduction to Leadership, 5e
SAGE Publishing, 2021
AACSB Standard: Diverse and multicultural work environments
41. When patterns of discriminatory behavior, policies, or practices become a part of an
organization and continue to perpetuate disadvantage to those being discriminated
against it has become ______.
a. systemic
b. integral
c. requisite
d. inseparable
42. In embracing diversity and inclusion, leaders must ______.
a. address the barriers of prejudice, ethnocentrism, stereotypes, and privilege within an
organization
b. take a critical look at their own biases
c. address the barriers of prejudice, ethnocentrism, stereotypes, and privilege within an
organization; and take a critical look at their own biases
d. none of these
43. The tendency for individuals to place their own racial or cultural group at the center
of their observations is known as ______.
a. ethnocentrism
b. alienation
c. prejudice
d. differentiation
Instructor Resource
Northouse, Introduction to Leadership, 5e
SAGE Publishing, 2021
44. A fixed attitude, belief, or emotion held by an individual about another individual or
group that is based on faulty or unsubstantiated data is otherwise known as ______.
a. ethnocentrism
b. prejudice
c. stereotype
d. privilege
45. Vincent believes that all fans of his school’s biggest football rival are loud, rude, and
obnoxious. Vincent’s beliefs are ______.
a. ethnocentric
b. stereotyping
c. privileged
d. none of these
46. An advantage held by a person or group that is based on age, race, ethnicity,
gender, class, or another cultural dimension, which gives those who have it power over
those who do not is known as ______.
a. ethnocentrism
b. prejudice
c. stereotype
d. privilege
47. Which of the following is not a barrier to embracing diversity and inclusion?
a. Privilege
b. Stereotypes
Instructor Resource
Northouse, Introduction to Leadership, 5e
SAGE Publishing, 2021
c. Pluralism
d. Ethnocentrism
48. Which generation is more likely to focus on the unique experiences of individuals,
teamwork, and collaboration than issues of justness, in diversity?
a. Millennial
b. Boomers
c. Gen X
d. The Greatest Generation
49. ______ focuses on recognizing differences and ______ is concerned with
embracing those differences.
a. Diversity; ethnocentrism
b. Diversity; inclusion
c. Inclusion; diversity
d. Privilege; stereotyping
50. During the early years of diversity the focus was on ______.
a. righting the wrongs
b. accepting and celebrating differences
c. creating inclusive organizations
d. none of these
Instructor Resource
Northouse, Introduction to Leadership, 5e
SAGE Publishing, 2021
51. Which generation is more likely to have an inclusive perspective on diversity in the
workplace?
a. Millennials
b. Gen X
c. Gen Z
d. Boomers
52. A McKinsey study of hundreds of international organizations found that those with a
diverse leadership team experienced ______.
a. better financial performance
b. more misunderstandings
c. less turnover
d. less effective decision-making
53. When bringing diverse people together for collaborative work, research suggests
that leaders should ______.
a. encourage people to talk mainly about work
b. encourage people to talk about their social identities openly
c. discourage people from talking about their ethnicity or religion
d. discourage people from celebrating their differences
54. When an employer is unaware that she routinely chooses to hire people who are
similar to her in age, religion, and ethnicity, this behavior reflects ______.
a. ethnocentrism
b. prejudice
Instructor Resource
Northouse, Introduction to Leadership, 5e
SAGE Publishing, 2021
c. stereotype
d. unconscious bias
1. The primary dimensions of diversity are more powerful and less changeable, while
the tertiary dimensions can change, are less visible, and less influential in how they
impact our lives.
2. As Myers (2012) aptly suggests, inclusion is about “being invited to the party” and
diversity is about “being asked to dance.”
3. Pluralism means people of all races, classes, religions, and backgrounds can coexist
in one society.
4. The inclusion framework looks at an individual’s sense of belongingness and the
individuals’ sense of value towards one’s uniqueness.
Instructor Resource
Northouse, Introduction to Leadership, 5e
SAGE Publishing, 2021
5. The inclusion framework underscores that differentiation focuses primarily on
people’s differences and assimilation focuses primarily on people’s connectedness to
the whole.
6. The Systems of Inclusion: A Multilevel Analytic Framework allowed for inclusion to
occur at the societal level and work its way down to the individual as well as from the
individual back up to the societal level.
7. Ferdman’s Diversity at Work: The Practice of Inclusion addressed the four
Components of Inclusion Experience.
8. When an individual is in a staff meeting and others listen to his or her ideas, this is an
example of feeling safe within the components of the inclusion experience.
Instructor Resource
Northouse, Introduction to Leadership, 5e
SAGE Publishing, 2021
9. There are four common barriers that can hinder diversity and inclusion.
10. Privilege is a result of hard work, competence, and experience.
11. In diverse groups, equity means that all people should receive equal access to
resources and education from the very beginning.
Essay
1. In what ways do the primary and secondary dimensions of diversity differ?
2. In the early years of the change in workplace diversity, what were the ways in which
the federal government focused on discrimination and fairness?
Instructor Resource
Northouse, Introduction to Leadership, 5e
SAGE Publishing, 2021
3. Give examples for each quadrant of the Inclusion Framework:
4. As the first component to the Inclusion Experience, explain the importance of Feeling
Safe:
Instructor Resource
Northouse, Introduction to Leadership, 5e
SAGE Publishing, 2021
5. List the levels provided by Ferdman’s Systems of Inclusion from the top to the bottom
and choose one level to provide an example in the workforce:
6. Identify the six key components of the experience of inclusion and give examples of
ways in which you can practice each component.
7. In looking at Ethnocentrism, in what ways can it be a major obstacle to effective
leadership?
Instructor Resource
Northouse, Introduction to Leadership, 5e
SAGE Publishing, 2021
8. Define Stereotype as a barrier to diversity and inclusion. Analyze how it can be
harmful as well as useful.
9.3: Summarize the six key components of the experience of inclusion.
9. Define Privilege as a barrier to diversity and inclusion. Give an example of privilege
that you do not have. Give an example of privilege that you personally have.
Instructor Resource
Northouse, Introduction to Leadership, 5e
SAGE Publishing, 2021
10. Analyze the Leadership Snapshot of Ursula Burns specifically looking at how Xerox
addressed issues of inclusion of women in the workforce.
11. Compare equity and equality. What would equity look like in practice, in the field of
work you are currently in or would like to work in?
12. How might cultural differences affect how diverse/minority group members are
perceived by others in the group?
Instructor Resource
Northouse, Introduction to Leadership, 5e
SAGE Publishing, 2021