Chapter 13—Managing Diversity
TRUE/FALSE
1. The genuine efforts to accept and manage diverse people in North America are a phenomenon that
emerged in the 1800s.
2. Today’s workforce is growing older with an average age of 40.8 years in 2006 and it is expected to
increase to 42.1 years in 2016.
3. Because employees with different backgrounds bring different options and ideas to the table, a diverse
workforce may lead to increased conflict, anxiety, and misunderstanding.
4. The traditional dimension of diversity can be acquired or changed throughout one’s lifetime.
5. Age, race, and gender are included in the primary dimension of diversity.
6. Managing diversity means creating a climate in which the potential advantages of diversity for
organizational or group performance are maximized while the potential disadvantages are minimized.
7. According to MANAGER’S SHOPTALK in Chapter 13, the best managers are good at leveraging the
differences in their workforce.
8. According to MANAGER’S SHOPTALK in Chapter 13, the best managers treat all employees equally
and do not accept different perspectives on problems and issues.
9. A diverse workforce is better able to anticipate and respond to changing consumer needs.
10. Homogeneous top management teams tend to be broadminded in their perspectives.
11. One of the consequences of diversity in the workplace is that there is a decreased quality of team
problem solving.
12. Unfortunately, companies that foster a diverse workforce increases turnover, absenteeism, and the risk
of lawsuits.
13. Discrimination is the tendency to view people who are different as being deficient.
14. A rigid, exaggerated, irrational belief associated with a particular group of people defines prejudice.
15. Stereotype threat describes the psychological experience of a person who, usually engaged in a task, is
aware of a stereotype about his or her identity group suggesting that he or she will not perform well on
that task.
16. Stereotypes assume that all members of a group have the same characteristics.
17. An organization which accommodates several subcultures, including employees who would otherwise
feel isolated and ignored refers to pluralism.
18. The belief that your group and subculture is not as good as other groups and subcultures is
ethnocentrism.
19. A culture that accepts only one way of doing things and one set of values and beliefs, produced by
ethnocentrism, is known as monoculture.
20. The belief that ethics are not absolute but instead need to be evaluated relative to the situation refers to
ethnorelativism.
21. Most organizations make a conscious effort to shift from a pluralism perspective to one of
monoculture.
22. An invisible barrier that separates women and minorities from advancement to important lateral
movement within the organization defines the glass ceiling.
23. In a recent survey, 37 percent of highly qualified women report that they voluntarily left or “opted-out”
of the workforce at some point in their careers.
24. Research shows that companies with several senior-level women underperform financially and
organizationally in comparison to those without senior-level women.
25. Many people believe that men make better managers because of their more collaborative, less
hierarchical, relationship-oriented approach that is in tune with today’s global and multicultural
environment.
26. The most important component of a successful diversity strategy is management commitment,
leadership, and support.
27. A successful diversity plan leads to a workforce that demonstrates cultural competence in the long run.
28. Workforce diversity refers to hiring people from different geographic regions of the country but of
same nationality.
29. Uncovering diversity problems, strengthening top management commitment, choosing solutions to fit
a balanced strategy, and demanding results are all steps to implementing a diversity plan.
30. The first step in diversity skills training is to help people learn how to communicate and work
effectively in a diverse environment.
31. A higher ranking, senior organizational member who is committed to providing upward mobility and
support to a protégé’s professional career is known as a sponsor.
32. The mentoring relationship is an excellent way to overcome the problem of the glass ceiling.
33. Research indicates that women and minorities are more likely than men to develop mentoring
relationships.
34. Mentoring programs are not consistent with the Civil Rights Act of 1991 that requires the
diversification of middle and upper management.
35. Sexual harassment in the workplace is a violation of Title VII of the 1964 Civil Rights Act
36. Solicitation with the promise of reward is the highest level of sexual harassment.
37. Today, minorities account for about two-third of the U.S. population.
38. Multicultural teams are made up of members from diverse national, racial, ethnic, and cultural
backgrounds.
39. An important characteristic of affinity groups is that they are created informally by employees, not the
organization, and membership is voluntary.
MULTIPLE CHOICE
1. _____ serves as invisible barriers to important horizontal movement within the organization.
a.
Barriers to entry
b.
Affirmative action
c.
Equal opportunity
d.
The glass wall
e.
The glass ceiling
2. Which workforce generation category is characterized as ambitious but lacking loyalty to the
organization?
a.
Generation X
b.
Generation Y
c.
Baby boomers
d.
Teeny boppers
e.
Generation A
3. Which racial or ethnic category currently represents the largest and fastest growing minority group?
a.
White
b.
African American
c.
Asian
d.
Hispanic
e.
Native American
4. The average U.S. worker, today, is _____ than ever.
a.
more likely to be married
b.
younger
c.
older
d.
more likely to be male
e.
uneducated
5. Which of the following group is expected to grow the most in employment from 2008 to 2018?
a.
Hispanic
b.
Asian
c.
African American
d.
European
e.
White
6. _____ is defined as all the ways in which people differ.
a.
Multiplicity
b.
Diversity
c.
Seniority
d.
Culture
e.
Variation
7. Inclusive dimensions of diversity:
a.
have a greater impact than do primary dimensions.
b.
are inborn.
c.
can change throughout one’s lifetime.
d.
include such factors as gender.
e.
none of these.
8. Hopetech Industries has a corporate diversity plan that limits diversity to areas that do not change
throughout a person’s lifetime, such as race, gender, age, and disability. Hopetech’s diversity plan
follows which model of corporate diversity?
a.
Inclusive model
b.
Exclusive model
c.
Traditional model
d.
Learning model
e.
Static model
9. According to MANAGER’S SHOPTALK in chapter 13, which of the following is not a characteristic
used to help foreign managers understand Americans?
a.
Americans are formal.
b.
Americans value punctuality.
c.
Americans believe in work.
d.
Americans are independent and individualistic.
e.
Americans are competitive.
10. Which of the following is not a dividend of workplace diversity?
a.
Reduced costs associated with high turnover, absenteeism, and lawsuits.
b.
Increased understanding of the marketplace.
c.
Better use of employee talent.
d.
Increased costs associated with high turnover, absenteeism, and lawsuits.
e.
Enhanced quality of team problem solving.
11. Smileline Inc. has an onsite daycare facility and provides employees fulltime daycare at a very low
cost. The company implemented this years ago when managers realized that childcare responsibilities
were contributing to high turnover and absenteeism. This example highlights which dividend of
workplace diversity?
a.
Better use of employee talent
b.
Increased understanding of the marketplace
c.
Increased quality of team problem solving
d.
Enhanced breadth of understanding in leadership positions
e.
Reduced costs associated with high turnover, absenteeism, and lawsuits
12. In a family where both parents work, which of the following may be helpful to accommodate the
parents’ needs?
a.
Childcare
b.
Flexible work schedule
c.
Home-based employment
d.
Maternity or paternity leaves
e.
All of these
13. _____ means creating a climate in which the potential advantages of diversity for organizational or
group performance are maximized while the potential disadvantages are minimized.
a.
Managing diversity
b.
Maxi-Min approach
c.
Managing differentiation
d.
Advantageous approach
e.
Maximum benefit approach
14. _____ is a rigid, exaggerated, irrational belief associated with a particular group of people.
a.
Label
b.
Prejudice
c.
Typecast
d.
Discrimination
e.
Stereotype
15. Stephanie is nervous about giving a presentation at the marketing firm where she works. One of her
male coworkers told her, “Don’t be such a girl, attack that presentation!” Now Stephanie is so
concerned about appearing tough that she can barely concentrate on the content of the presentation.
Stephanie’s anxiety stems from:
a.
stereotype
b.
ethnocentrism
c.
plurality
d.
glass ceiling threat
e.
the female advantage
16. _____ is a psychological experience of a person who, usually engaged in a task, is aware of a
stereotype about his or her identity group suggesting he or she will not perform well on that task.
a.
Typecast threat
b.
Discriminatory threat
c.
Labeling
d.
Stereotype threat
e.
Classified threat
17. _____ reflects the belief that one’s own group is superior to other groups.
a.
Ethnorelativism
b.
Ethnocentrism
c.
Pluralism
d.
Geocentricism
e.
Regiocentrism
18. An ethnocentric perspective leads to:
a.
a monoculture.
b.
diversity in the workplace.
c.
pluralism.
d.
ethnorelativism.
e.
a global perspective.
19. Phlex Plastic has a very strong set of corporate values. In fact, Phlex has been known to discourage the
emergence of alternative values. Phlex is most likely:
a.
a diverse organization.
b.
an organization that encourages pluralism.
c.
a monoculture.
d.
geocentric.
e.
minority-owned organization.
20. _____ is the belief that groups are inherently equal.
a.
Ethnorelativism
b.
Ethnocentrism
c.
Pluralism
d.
Geocentricism
e.
Monoculture
21. Which of the following means that an organization accommodates several subcultures?
a.
Monoculturalism
b.
Pluralism
c.
Ethnorelativism
d.
Geocentricism
e.
Ethnocentrism
22. A culture that accepts only one way of doing things and one set of values and beliefs is referred to as
a(n) _____.
a.
primary culture
b.
preferred culture
c.
dominating culture
d.
monoculture
e.
pluralism
23. Most organizations _____ shift from a monoculture perspective to one of pluralism.
a.
can never
b.
naturally
c.
must make a conscious effort to
d.
can easily
e.
are against a
24. Which of the following is an invisible barrier that separates women and minorities from top
management positions?
a.
The barrier to entry
b.
Affirmative action
c.
Equal opportunity
d.
The glass ceiling
e.
The glass wall
25. Women make up only 3.6 percent of all Fortune 500 executives. This could be due to:
a.
barriers to entry.
b.
affirmative action.
c.
equal opportunity.
d.
the glass wall.
e.
the glass ceiling.
26. Trouser’s Inc. top management is exclusively made up of older white males. Trouser’s promotes from
within and top management is most comfortable with individuals who are similar to them. Women and
minorities at this company who wish to be promoted are likely to experience _____.
a.
cultural diversity
b.
the glass ceiling effect
c.
rapid promotion and advancement
d.
ethnorelativism
e.
all of these
27. _____ implies that women’s commitment to their children limits their commitment to the company or
their ability to handle the rigors of corporate management.
a.
Balancing family priorities
b.
Invisible minorities
c.
Opt-out trend
d.
Family commitment
e.
Cost of diversity
28. Josephine would like to become part of an elite manager network at her company so she can get access
to general and line management experience to help her succeed within the company. However, she
learns that the manager network is made up exclusively of men. This demonstrates which factor
affecting women’s careers?
a.
Female advantage
b.
Opt-out trend
c.
Glass ceiling
d.
Glass wall
e.
Opaque ceiling
29. Riya was a highly successful manager at Optics International. After ten years with the company, she
decided to leave and become a fulltime mother and caregiver to her ailing father. This example
demonstrates which factor affecting women’s careers?
a.
Female advantage
b.
Opt-out trend
c.
Glass ceiling
d.
Glass wall
e.
Opaque ceiling
30. Pattie’s Pancakes recently held a series of focus groups to gather information on employee perceptions
of women and minorities in the workplace. In particular, Pattie’s was interested in learning about the
myths, values, and beliefs that currently exist in their organization. This is an example of:
a.
sensitivity training.
b.
building a corporate culture that values diversity.
c.
changing the current organizational design.
d.
changing the current organizational structure.
e.
none of these.
31. During the first step of the diversity development process, managers may conduct a ___________ to
uncover diversity problems in the organization.
a.
reports audit
b.
financial audit
c.
cultural audit
d.
diversity audit
e.
special needs audit
32. The ability to interact effectively with people of different cultures refers to _____.
a.
ethnocentrism
b.
ethnorelativism
c.
pluralism
d.
stereotyping
e.
cultural competence
33. _____ involves exposing traditional managers to nontraditional peers to help break down stereotypical
beliefs.
a.
Revelation
b.
Exposure
c.
Publicity
d.
Innovative breakdown
e.
Cultural barrier breakdown
34. Rebecca, a human resource manager at WorldPlus Corp., regularly establishes numerical goals tied to
diversity, such as tracking salaries, rates of promotion, and managerial positions for women and
minorities. This involves which step for developing diversity and cultural competence?
a.
Demanding results and revisiting goals
b.
Maintaining momentum to change the culture
c.
Choosing solutions to fit a balanced strategy
d.
Uncovering diversity problems in an organization
e.
Strengthening top management commitment
35. Paying a woman less than a man for the same work is an example of::
a.
gender discrimination
b.
ethnic discrimination
c.
stereotyping
d.
sexual harassment
e.
prejudice
36. The major steps involved in building a truly diverse workplace include:
a.
building a corporate culture that values diversity.
b.
changing structures and policies so that they support diversity.
c.
diversity training.
d.
all of these.
e.
none of these.
37. Organizations must find ways to eliminate the glass ceiling effect. One effective way to do this has
been:
a.
through targeted recruitment.
b.
through affirmative action.
c.
to develop mentoring relationships.
d.
top management speeches.
e.
to hire only white males.
38. Which of the following refers to a higher ranking, senior organizational member who is committed to
providing upward mobility and support to a protégé’s professional career?
a.
Sponsor
b.
Mentor
c.
Expatriate
d.
Delegate
e.
Advisor
39. Birmingham Boardwalk, Inc. uses a(n) _____ program to provide minorities and women with direct
training and inside information on the norms and expectations of the organization.
a.
sponsoring
b.
mentoring
c.
expatriate
d.
delegate
e.
advisory
40. _____ are less likely than _____ to develop mentoring relationships.
a.
Women; minorities
b.
Minorities; women
c.
Men; women
d.
Women; men
e.
Whites; minorities
41. Which of the following prohibits discrimination on the basis of race, color, religion, national origin,
and sex?
a.
Age Discrimination in Employment Act
b.
Title VII of the Civil Rights Act of 1964
c.
Equal Pay Act of 1963
d.
Americans with Disabilities Act
e.
Title VIII of the Civil Rights Act Amendment of 1972
42. _____ mentoring relationships sometimes leave both parties uncomfortable.
a.
Cross-race
b.
Female-male
c.
Male-male
d.
Female-female
e.
Same race
43. _____ is(are) categories of sexual harassment.
a.
Inappropriate/offensive
b.
Coercion with threat of punishment
c.
Solicitation with promise of reward
d.
Generalized
e.
All of these
44. Which is the highest level of sexual harassment?
a.
Generalized
b.
Inappropriate/offensive
c.
Sexual crimes
d.
Solicitation with promise of reward
e.
Coercion with threat of punishment
45. Matthew is Mandy’s supervisor. He promises to fire her if she does not engage in sexual activity with
him. This type of sexual harassment would be categorized as:
a.
coercion with threat of punishment.
b.
solicitation with promise of reward.
c.
appropriate.
d.
generalized.
e.
positional authority.
46. Research has shown that:
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.
47. Research has shown that affinity 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.
48. All of the following are true about employee affinity 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.
49. 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.
focus group
b.
affinity group
c.
self-help group
d.
diversity team
e.
multicultural team
CASE
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.
1. 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.
2. 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
3. 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.
affinity group
e.
multicultural team
COMPLETION
1. The belief that one’s own group or subculture is inherently superior to other groups or cultures is
known as _____.
2. A culture that accepts only one way of doing things and one set of values and beliefs is called a(n)
_____.
3. _____ is the belief that groups and subcultures are inherently equal.
4. _____ means that an organization accommodates several subcultures, including employees who would
otherwise feel isolated and ignored.
5. The invisible barrier that separates women and minorities from top management positions is known as
the _____.
6. _____ implies that women’s commitment to their children limits their commitment to the company or
their ability to handle the rigors of corporate management.
7. A higher ranking, senior organizational member who is committed to providing upward mobility and
support to a protégé’s professional career is a(n) _____.
8. _____ are made up of members from diverse national, racial, ethnic, and cultural backgrounds.
9. 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 _____.
SHORT ANSWER
1. Name five dividends of workplace diversity.
2. What are the five steps to developing diversity and cultural competence?
3. List the five categories or forms of sexual harassment.
ESSAY
1. What is the difference between ethnocentrism and ethnorelativism?
2. List and describe the five forms of sexual harassment.