98. 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.
99. 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
100. 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
101. Women make up less than 16 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.
102. 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.
103. ____ serves as invisible barriers to important lateral movement within the organization.
a.
Barriers to entry
b.
Affirmative action
c.
Equal opportunity
d.
The glass wall
e.
The glass ceiling
104. ____ 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
105. Which of the following groups has the largest wage gap between genders?
a.
White
b.
African American
c.
Hispanic
d.
European
e.
Middle Eastern
106. 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.
107. ____ 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
108. 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.
109. 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
110. 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
111. ____ are less likely than ____ to develop mentoring relationships.
a.
Women; minorities
b.
Minorities; women
c.
Men; women
d.
Women; men
e.
Whites; minorities
112. ____ mentoring relationships sometimes leave both parties uncomfortable.
a.
Cross-race
b.
Female-male
c.
Male-male
d.
Female-female
e.
Same race
113. 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
114. Which of the following is a basic aim of diversity awareness training?
a.
Teaching people the differences between women and men
b.
Helping individuals become aware of their own prejudices
c.
Complying with federal employment law
d.
Reinforcing stereotypes employees may hold
e.
Helping individuals become aware of management’s prejudices
115. ____ 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
116. 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
117. 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.
118. Which of these actions did the U.S. Supreme Court take?
a.
Restricted the definition of sexual harassment to exclude office romance
b.
Broadened the definition of sexual harassment to include same sex harassment
c.
Broadened the definition of sexual harassment to include harassment of men by female
coworkers
d.
Broadened the definition of sexual harassment to include same sex harassment and
harassment of men by female coworkers
e.
None of these
119. 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.
120. Research has shown that network 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
121. All of the following are true about employee network 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
122. 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
123. 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 bopper
e.
Generation A
124. 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
125. 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
126. 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
127. 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
128. 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
129. Riya was a highly successful manager at Optics Int’l. 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
130. The ability to interact effectively with people of different cultures refers to:
a.
Ethnocentrism
b.
Ethnorelativism
c.
Pluralism
d.
Stereotyping
e.
Cultural competence
131. 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
132. 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
133. With most new employees in the late twenties or early thirties, Albertson & Sons Inc. has learned that
helping new employees secure home loans has been a valuable service that pays off in the long term.
This is an example of what type of diversity initiative or program?
a.
Expanding recruitment efforts
b.
Establishing mentor relationships
c.
Accommodating special needs
d.
Providing diversity skills training
e.
Increasing awareness of sexual harassment
134. Which of the following refers to special training to help people identify their own cultural boundaries,
prejudices, and stereotypes and to develop the skills for managing and working in a diverse
workplace?
a.
Globalization training
b.
Human resource training
c.
Cultural training
d.
Diversity training
e.
Empathy training
135. 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.
Network group
c.
Self-help group
d.
Diversity team
e.
Multicultural team
CASE
Scenario – Gregory Trout
Gregory Trout has just received a memo explaining that because of his department’s success with the
newly developed Trout, Inc., that his request for three new employees has been approved. Gregory
now faces the challenge of working with the areas of human resource management in recruiting,
selecting, training, and maintaining effective employees.
1. To select high-potential individuals for management positions, what is the best selection device that
Gregory could use?
a.
Interview.
b.
Employment test.
c.
Assessment center.
d.
Job application form.
e.
None of these are essential.
2. In recruiting and selecting employees for the new positions, Gregory will apply which human resource
management goal?
a.
Implementing strategies
b.
Managing talent
c.
Maintaining an effective workforce
d.
Finding the right people
e.
Controlling strategies
3. In training employees for the new positions, Gregory will apply which human resource management
goal?
a.
Implementing strategies
b.
Managing talent
c.
Maintaining an effective workforce
d.
Finding the right people
e.
Controlling strategies
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.
4. 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.
5. Gloria can enjoy higher success through diversity by accommodating employees’ special needs,
including all of the following EXCEPT
a.
reassess job scheduling and child care policies for single parent employees.
b.
provide training material and information packages in foreign languages for
non-English-speaking employees.
c.
provide paternity and maternity leave and flexible hours for dual income families.
d.
provide long-term care and life benefits for elderly of disabled workers.
e.
all of these are valid strategies.
6. 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
7. 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.
Network group
e.
Multicultural team
COMPLETION
1. The term ____________________ refers to activities undertaken to attract, develop, and maintain an
effective workforce within an organization.
2. ____________________ refers to the economic value of knowledge, experience, skills, and
capabilities of employees.
3. ____________________ is the hiring or promoting of applicants based on criteria that are not job
relevant.