Contemporary Management 11Th Edition By Gareth Jones -Test Bank Instant Download - Complete Test Bank With Answers Sample Questions Are Posted Below Contemporary Management, 11e (Jones) Chapter 5 Managing Diverse Employees in a Multicultural Environment 1) Effectively managing diversity is an important organizational resource that can improve effectiveness, but it …
$19.99
Contemporary Management 11Th Edition By Gareth Jones -Test Bank
Instant Download – Complete Test Bank With Answers
Sample Questions Are Posted Below
Contemporary Management, 11e (Jones)
Chapter 5 Managing Diverse Employees in a Multicultural Environment
1) Effectively managing diversity is an important organizational resource that can improve effectiveness, but it doesn’t contribute to an organization’s competitive advantage.
Answer: FALSE
Explanation: When managers effectively manage diversity, they not only encourage other managers to treat diverse members of an organization fairly and justly but also realize that diversity is an important organizational resource that can help an organization gain a competitive advantage.
Difficulty: 1 Easy
Topic: Diversity
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Bloom’s: Understand
AACSB: Diversity
Accessibility: Keyboard Navigation
2) While women have substantial participation rates in the U.S. workforce, the gender wage gap and underrepresentation on company boards are continuing issues.
Answer: TRUE
Explanation: Women and men both have substantial participation rates in the U.S. workforce (approximately 45.8% women and 54.2% men), yet women’s median weekly earnings are estimated to be $769 compared to $964 for men. Women are also underrepresented on companies’ boards of directors—they currently hold close to 21% of board seats on S&P 500 companies.
Difficulty: 1 Easy
Topic: Diversity
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Bloom’s: Remember
AACSB: Diversity
Accessibility: Keyboard Navigation
3) As the racial and ethnic diversity of the U.S. population continues to change, organizations are faced with the challenge of ensuring diverse employees have equal opportunities.
Answer: TRUE
Explanation: At a general level, managers and organizations are increasingly being reminded that stakeholders are diverse and expect decisions and actions to reflect that diversity. Statistics compiled by the Bureau of Labor Statistics suggest that much needs to be done in terms of ensuring diverse employees have equal opportunities.
Difficulty: 1 Easy
Topic: Diversity
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Bloom’s: Understand
AACSB: Diversity
Accessibility: Keyboard Navigation
4) The challenges managers face in effectively managing diversity are related to the diversity of the environment.
Answer: TRUE
Explanation: As diversity of the environment increases, the diversity in the workforce increases, and then there is an increase in the challenges managers face in effectively managing diversity.
Difficulty: 1 Easy
Topic: Managing diversity
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Bloom’s: Remember
AACSB: Diversity
Accessibility: Keyboard Navigation
5) Executives at an engineering firm host a quarterly diversity forum. Team members from different cultural backgrounds share information on their cultural norms and there is dialog regarding diversity challenges or opportunities. This is a poor idea because diverting firm resources away from project activities does not contribute to achieving the firm’s goals.
Answer: FALSE
Explanation: When resources are devoted to diversity and top management shows commitment to the support of diversity, it helps reduce prejudice and contributes to successful diversity management initiatives. Effective diversity management is both an ethical imperative and can improve organizational effectiveness and competitiveness.
Difficulty: 2 Medium
Topic: Diversity training
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
6) As a manager, Julia believes that every member of her team should receive the same pay raise each year regardless of their individual contribution. Julia is following the distributive justice principle when managing salaries in this way.
Answer: FALSE
Explanation: Managers have an obligation to ensure that distributive justice exists in their organizations. This does not mean that all members of an organization receive identical or similar outcomes; rather, it means that members who receive more favorable outcomes than others have made substantially higher or more significant contributions to the organization.
Difficulty: 2 Medium
Topic: Distributive justice
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
7) Overt discrimination by a manager, such as the use of racial slurs, violates the principle of distributive justice.
Answer: TRUE
Explanation: The principle of distributive justice calls for the fair distribution of outcomes based on the contributions of the individual. Overt discrimination in all forms is the intentional denial of fairness to diverse individuals and is a clear violation of this principle.
Difficulty: 1 Easy
Topic: Distributive justice
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
8) Diversity requires organization members to suppress their personal styles.
Answer: FALSE
Explanation: A diverse environment requires members be open to different ways of doing things but it does not mean members have to suppress their personal styles. Managers and their subordinates must be open to, and not feel threatened by, different approaches and perspectives and must have patience and flexibility to understand and appreciate diverse perspectives.
Difficulty: 1 Easy
Topic: Diversity
Learning Objective: 05-05 List the steps managers can take to manage diversity effectively.
Bloom’s: Remember
AACSB: Diversity
Accessibility: Keyboard Navigation
9) Sexual harassment that creates a hostile work environment is more subtle than quid pro quo sexual harassment.
Answer: TRUE
Explanation: Hostile work environment sexual harassment occurs when organizational members face an intimidating, hostile, or offensive work environment because of their sex. Quid pro quo sexual harassment occurs when a harasser asks for or forces an employee to perform sexual favors to keep a job, receive a promotion, receive a raise, obtain some other work-related opportunity, or avoid receiving negative consequences such as demotion or dismissal. This latter form of harassment is the more extreme type and leaves no doubt that harassment has taken place.
Difficulty: 2 Medium
Topic: Sexual harassment
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
10) Lewd jokes, vulgar language, and displays of pornography are examples of quid pro quo sexual harassment.
Answer: FALSE
Explanation: Lewd jokes, sexually oriented comments or innuendos, vulgar language, displays of pornography, displays or distribution of sexually oriented objects, and sexually oriented remarks about one’s physical appearance are examples of hostile work environment sexual harassment.
Difficulty: 2 Medium
Topic: Sexual harassment
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
11) What is the definition of diversity?
Answer: A
Explanation: Diversity refers to differences among people due to age, gender, race, ethnicity, religion, sexual orientation, socioeconomic background, education, experience, physical appearance, capabilities/disabilities, and any other characteristic that is used to distinguish between people.
Difficulty: 1 Easy
Topic: Diversity
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Bloom’s: Remember
AACSB: Diversity
Accessibility: Keyboard Navigation
12) Which act requires that men and women be paid the same if they are performing the same work?
Answer: C
Explanation: The Equal Pay Act of 1963 requires that men and women be paid equally if they are performing equal work.
Difficulty: 1 Easy
Topic: Diversity
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Bloom’s: Remember
AACSB: Diversity
Accessibility: Keyboard Navigation
13) Title VII of the Civil Rights Act prohibits discrimination
Answer: E
Explanation: Title VII of the Civil Rights Act, 1964, prohibits discrimination in employment decisions on the basis of race, religion, sex, color, or national origin. It covers a wide range of decisions including hiring, firing, pay, promotion, and working conditions.
Difficulty: 1 Easy
Topic: Diversity
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Bloom’s: Remember
AACSB: Diversity
Accessibility: Keyboard Navigation
14) Melissa worked hard, but she knew she would never obtain an upper-level position in her company because all managers were males. Melissa was experiencing
Answer: C
Explanation: The term glass ceiling is a metaphor that alludes to the invisible barriers that prevent minorities and women from being promoted to top corporate positions.
Difficulty: 2 Medium
Topic: Diversity
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Bloom’s: Apply
AACSB: Diversity
Accessibility: Keyboard Navigation
15) In addition to prohibiting discrimination in employment, the Civil Rights Act of 1991
Answer: B
Explanation: The Civil Rights Act of 1991 prohibits discrimination (as does Title VII) and allows for the awarding of punitive and compensatory damages, in addition to back pay, in cases of intentional discrimination.
Difficulty: 1 Easy
Topic: Diversity
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Bloom’s: Remember
AACSB: Diversity
Accessibility: Keyboard Navigation
16) ________ refers to a grouping of people based on some shared characteristic such as national origin, language, or culture.
Answer: B
Explanation: Ethnicity refers to a grouping of people based on some shared characteristic such as national origin, language, or culture.
Difficulty: 1 Easy
Topic: Diversity
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Bloom’s: Remember
AACSB: Diversity
Accessibility: Keyboard Navigation
17) ________ diversity requires that managers be sensitive and responsive to the needs and concerns of individuals who might not be as well off as others.
Answer: E
Explanation: Socioeconomic background typically refers to a combination of social class and income-related factors. From a management perspective, diversity requires that managers be sensitive and responsive to the needs and concerns of individuals who might not be as well off as others.
Difficulty: 1 Easy
Topic: Managing diversity
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Bloom’s: Remember
AACSB: Diversity
Accessibility: Keyboard Navigation
18) Sanjay, the company’s human resources manager, serves in a monitoring role by ensuring diversity is effectively managed by
Answer: B
Explanation: In the monitor role, a manager is responsible for evaluating the extent to which all employees are treated fairly.
Difficulty: 2 Medium
Topic: Managing diversity
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
19) Jared, a regional manager for a pet supply chain, is responsible for keeping his employees updated on changes in diversity policies. Jared plays the role of a ________ in managing diversity.
Answer: A
Explanation: In the disseminator role, a manager informs employees about diversity policies and initiatives and the intolerance of discrimination.
Difficulty: 2 Medium
Topic: Managing diversity
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
20) Selena facilitates a monthly forum that provides team members across various functions and locations throughout her company an opportunity to share ideas, concerns, and solutions related to the work environment. She is acting in the role of a ________ by enabling diverse individuals to coordinate their efforts.
Answer: C
Explanation: In the liaison role, a manager enables diverse individuals to coordinate their efforts.
Difficulty: 2 Medium
Topic: Managing diversity
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
21) As a human resource manager, Janese commits 5% of the annual budget toward instituting new programs that reward employees for effectively handling diversity. Janese is playing the role of a(n)
Answer: B
Explanation: In the entrepreneur role, a manager commits resources to develop new ways to effectively manage diversity.
Difficulty: 2 Medium
Topic: Managing diversity
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
22) Bill’s company’s CEO recently held a companywide meeting where he shared specific diversity goals and expectations for how individuals should support his goals. The CEO was performing a(n) ________ role in managing diversity.
Answer: A
Explanation: In the figurehead role, a manager conveys that the effective management of diversity is a valued goal and objective.
Difficulty: 2 Medium
Topic: Managing diversity
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
23) To achieve distributive justice within an organization, managers should ensure that
Answer: E
Explanation: The principle of distributive justice dictates fair distribution of pay, promotions, job titles, interesting job assignments, office space, and other organizational resources among members of an organization.
Difficulty: 2 Medium
Topic: Distributive justice
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
24) TechSmart employees receive annual pay raises and stock allocations on the basis of performance evaluations that assess individual achievement of goals. TechSmart managers are implementing ________ justice.
Answer: C
Explanation: Managers have an obligation to ensure that distributive justice exists in their organizations. This does not mean that all members of an organization receive identical or similar outcomes; rather, it means that members who receive more favorable outcomes than others have made substantially higher or more significant contributions to the organization.
Difficulty: 2 Medium
Topic: Distributive justice
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
25) Rashad consistently went above and beyond to meet his personal deadlines and to help other team members to ensure a recent product launch was completed on time. His manager was impressed and offered Rashad the opportunity for a coveted leadership position on the next generation product team. The manager’s action is consistent with ________ justice.
Answer: A
Explanation: Managers have an obligation to ensure that distributive justice exists in their organizations. This does not mean that all members of an organization receive identical or similar outcomes; rather, it means that members who receive more favorable outcomes than others have made substantially higher or more significant contributions to the organization.
Difficulty: 2 Medium
Topic: Distributive justice
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
26) ________ justice is basing employees’ promotions on their meaningful contributions, independent of ethnicity, age, or gender.
Answer: C
Explanation: Managers have an obligation to ensure that distributive justice exists in their organizations. This does not mean that all members of an organization receive identical or similar outcomes; rather, it means that members who receive more favorable outcomes than others have made substantially higher or more significant contributions to the organization.
Difficulty: 1 Easy
Topic: Distributive justice
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Bloom’s: Remember
AACSB: Diversity
Accessibility: Keyboard Navigation
27) The supervisor of medical billing at a physician’s office documents employees’ job performance throughout the year to help her make objective decisions when evaluating and promoting employees. The supervisor is practicing the principle of ________ justice.
Answer: B
Explanation: The principle of procedural justice requires that managers use fair procedures to determine how to distribute outcomes to organization members.
Difficulty: 2 Medium
Topic: Procedural justice
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
28) One result of effectively managing diversity is the
Answer: E
Explanation: If diversity is not effectively managed and turnover rates are higher for members of groups who are not treated fairly, profitability will suffer on several counts. One of the ways in which effective management of diversity can improve profitability is by increasing retention of valued employees.
Difficulty: 2 Medium
Topic: Managing diversity
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
29) Blake is starting his own business and is defining goals and resource investment related to managing diversity. What outcome of effective diversity management should Blake consider?
Answer: E
Explanation: One of the ways in which effective management of diversity can improve profitability is by increasing retention of valued employees, which decreases the costs of hiring replacements for those who quit and helps motivate employees.
Difficulty: 3 Hard
Topic: Managing diversity
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
30) An appliance company is planning to open another manufacturing facility. Top executives, practicing ________, have ensured that the design team for the new site includes women to address any unique needs female employees may have.
Answer: C
Explanation: Involving female designers in the plans for the new manufacturing site helps ensure the needs and concerns of female employees will be addressed and relates to managing diversity.
Difficulty: 2 Medium
Topic: Managing diversity
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Bloom’s: Apply
AACSB: Diversity
Accessibility: Keyboard Navigation
31) Lucy, a supply chain manager for an electronics manufacturer, created a policy that required all supplier bids to include information regarding the diversity polices and profiles of the supplier. This is an example of
Answer: A
Explanation: More and more, managers and organizations concerned about diversity are insisting that their suppliers also support diversity.
Difficulty: 2 Medium
Topic: Managing diversity
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Bloom’s: Understand
AACSB: Diversity
Accessibility: Keyboard Navigation
32) José is a small business owner who wants to ensure that he effectively manages diversity as his business grows. What approach could José take to help realize this goal?
Answer: E
Explanation: More and more, managers and organizations concerned about diversity are insisting that their suppliers also support diversity.
Difficulty: 3 Hard
Topic: Managing diversity
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Bloom’s: Apply
AACSB: Diversity
Accessibility: Keyboard Navigation
33) An accounting firm conducts periodic reviews of the distribution of pay and other rewards granted to employees, such as promotions and increased office space. The goal of the reviews is to confirm that employees who received greater pay increases or other favorable outcomes have made significant contributions to the organization. This ensures the company uses ________ when rewarding its employees.
Answer: E
Explanation: The principle of distributive justice dictates fair distribution of pay, promotions, job titles, interesting job assignments, office space, and other organizational resources among members of an organization. The managers have an obligation to ensure that members who receive more favorable outcomes than others have made substantially higher or more significant contributions to the organization.
Difficulty: 2 Medium
Topic: Managing diversity
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
34) What characteristic of perception explains why two different managers in a diverse environment may view an employee’s potential very differently?
Answer: E
Explanation: Each manager’s interpretation of a situation or even of another person is precisely that—an interpretation. Nowhere are the effects of perception more likely to lead to different interpretations than in the area of diversity.
Difficulty: 2 Medium
Topic: Perception
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
35) ________ is the process through which people select, organize, and interpret sensory input to give meaning and order to the world around them.
Answer: C
Explanation: Perception is the process through which people select, organize, and interpret sensory input—what they see, hear, touch, smell, and taste─to give meaning and order to the world around them.
Difficulty: 1 Easy
Topic: Perception
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Bloom’s: Remember
AACSB: Diversity
Accessibility: Keyboard Navigation
36) As mentioned in the text, McDonald’s success in various countries can be attributed to its managers
Answer: D
Explanation: All decisions and actions of managers are based on their subjective perceptions. For example, McDonald’s managers go to great lengths to make sure their perceptions of what customers want are accurate. When these perceptions are relatively accurate—close to the true nature of what is actually being perceived—good decisions are likely to be made and appropriate actions taken.
Difficulty: 2 Medium
Topic: Perception
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
37) All decisions and actions of managers are based on their
Answer: A
Explanation: All decisions and actions of managers are based on their subjective perceptions. When these perceptions are relatively accurate—close to the true nature of what is actually being perceived—good decisions are likely to be made and appropriate actions taken.
Difficulty: 1 Easy
Topic: Perception
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
38) A schema is
Answer: C
Explanation: Schemas are abstract knowledge structures stored in memory that allow people to organize and interpret information about a person, an event, or a situation.
Difficulty: 1 Easy
Topic: Diversity
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
39) Blake’s mother and sisters were quiet individuals who did not like to speak up in group settings. During his recent performance evaluation, his manager provided feedback that Blake seemed to interrupt his female peers frequently in meetings or speak for them even when not asked to do so. Blake’s tendency to assume women are not comfortable speaking up based on his past experience shows his own personal
Answer: A
Explanation: Schemas are abstract knowledge structures stored in memory that allow people to organize and interpret information about a person, an event, or a situation. People tend to pay attention to information that is consistent with their schemas and to ignore or discount inconsistent information.
Difficulty: 3 Hard
Topic: Diversity
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
40) Brad wanted Jamal to play on the company’s basketball team because he is African American. Brad is exhibiting ________ when recruiting Jamal for the team.
Answer: C
Explanation: A stereotype is composed of simplistic and often inaccurate beliefs about the typical characteristics of particular groups of people.
Difficulty: 2 Medium
Topic: Stereotyping
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
41) ________ are composed of simplistic and often inaccurate beliefs about the typical characteristics of particular groups of people.
Answer: B
Explanation: Stereotypes are composed of simplistic and often inaccurate beliefs about the typical characteristics of particular groups of people.
Difficulty: 1 Easy
Topic: Stereotyping
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
42) Ricky, a sales manager, can select either Greta or Bob as his new assistant sales manager. Both are equally qualified. He selects Greta because he believes that women are soft-spoken and polite, making better managers. Ricky is influenced by
Answer: D
Explanation: Stereotypes are composed of simplistic and often inaccurate beliefs about the typical characteristics of particular groups of people.
Difficulty: 2 Medium
Topic: Stereotyping
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
43) Margaret was tasked with filling the position of accountant for her company. She interviewed 15 people, but of the 7 she called back for second interviews, 6 were men. Margaret realized she was acting out of her thoughts about ________, thinking men were better with numbers than women.
Answer: B
Explanation: Stereotypes are composed of simplistic and often inaccurate beliefs about the typical characteristics of particular groups of people.
Difficulty: 2 Medium
Topic: Stereotyping
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
44) ________ are the attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner.
Answer: B
Explanation: Implicit biases are the attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner. These tendencies are activated involuntarily and without awareness.
Difficulty: 1 Easy
Topic: Bias
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Bloom’s: Remember
AACSB: Diversity
Accessibility: Keyboard Navigation
45) Lee is reviewing the credentials of job applicants and notices that Juan shares his interest in watching and playing golf. Lee is demonstrating a form of ________ when deciding to offer Juan the position based in part on this common interest.
Answer: A
Explanation: Although managers may endorse the principles of distributive and procedural justice, they may unintentionally fall into the trap of perceiving others like themselves more positively.
Difficulty: 2 Medium
Topic: Bias
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
46) When interviewing job candidates, Anka’s first impression was more favorable to Louisa, who dressed in designer clothes and attended an expensive college, over Jill, who dressed more conservatively and graduated from a local college. Anka’s implicit bias toward Louisa was influenced by
Answer: B
Explanation: Social status—a person’s real or perceived position in society or an organization—can be a source of implicit bias. This is the tendency to perceive individuals with high social status more positively than we perceive those with low social status.
Difficulty: 2 Medium
Topic: Diversity
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
47) Janice is hiring an assistant marketing manager. Janice recruits Sandra because she comes from a local, wealthy family. Janice’s behavior reflects the effect of bias with respect to
Answer: B
Explanation: Social status—a person’s real or perceived position in a society or organization—can be a source of implicit bias. This is the tendency to perceive individuals with high social status more positively than we perceive those with low social status.
Difficulty: 2 Medium
Topic: Diversity
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
48) Ming believes that Lucas is more responsible and capable than Clive because Lucas is from the management team while Clive is the company’s maintenance supervisor. This is an example of implicit bias based on
Answer: E
Explanation: Social status—a person’s real or perceived position in society or an organization—can also be a source of implicit bias. This is the tendency to perceive individuals with high social status more positively than we perceive those with low social status
Difficulty: 2 Medium
Topic: Diversity
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
49) What might make it especially difficult for women or minorities to receive promotions when the company’s managers, especially those in top positions are white men?
Answer: A
Explanation: Managers (particularly top managers) are likely to be white men. Although these managers may endorse the principles of distributive and procedural justice, they may unintentionally fall into the trap of perceiving other white men more positively than they perceive women and minorities.
Difficulty: 2 Medium
Topic: Diversity
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
50) What contributes to implicit bias as it relates to social status?
Answer: C
Explanation: Social status—a person’s real or perceived position in a society or an organization—can also be a source of implicit bias. This is the tendency to perceive individuals with high social status more positively than we perceive those with low social status.
Difficulty: 2 Medium
Topic: Diversity
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
51) The salience effect is the tendency to
Answer: B
Explanation: The salience effect is the tendency to focus attention on individuals who are conspicuously different from others in a group.
Difficulty: 2 Medium
Topic: Diversity
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
52) Judy is the only woman in her work group and Justin frequently consults her on how women might respond to new product ideas. She appreciates having her inputs deemed important but also feels Justin expects that her inputs alone will ensure the product fully satisfies the needs of female customers. Justin is influenced by ________ in his interactions with Judy.
Answer: C
Explanation: The salience effect results in extra attention being focused on a person who stands out from the group mold. Individuals who are salient are often perceived to be primarily responsible for outcomes and operations and are evaluated more extremely in either a positive or a negative direction.
Difficulty: 2 Medium
Topic: Diversity
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
53) When hiring new employees, a manager reviews numerous résumés and interviews several applicants. If the manager denies employment opportunities to diverse individuals, the manager is engaging in overt discrimination that is
Answer: A
Explanation: Overt discrimination, or knowingly and willingly denying diverse individuals access to opportunities and outcomes in an organization, is intentional and deliberate.
Difficulty: 2 Medium
Topic: Discrimination
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
54) A hiring manager can be described as exhibiting overt discrimination if she is
Answer: A
Explanation: Overt discrimination is knowingly and willingly denying diverse individuals access to opportunities and outcomes in an organization.
Difficulty: 2 Medium
Topic: Discrimination
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
55) One strategy to ensure that diversity is managed effectively in an organization is to
Answer: E
Explanation: The top management’s commitment to diversity is crucial for the success of any diversity related initiatives. Top managers need to develop the correct ethical values and performance- or business-oriented attitudes that allow them to make appropriate use of their human resources.
Difficulty: 2 Medium
Topic: Managing diversity
Learning Objective: 05-05 List the steps managers can take to manage diversity effectively.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
56) Marta realizes that her values differ significantly from some of her younger subordinates. What should Marta do to understand them better?
Answer: C
Explanation: Managers should consciously attempt to be open to other points of view and perspectives, seek them out, and encourage their subordinates to do the same.
Difficulty: 2 Medium
Topic: Managing diversity
Learning Objective: 05-05 List the steps managers can take to manage diversity effectively.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
57) What message could Yong communicate to his team to effectively manage diversity?
Answer: E
Explanation: Managers can take a number of steps to change attitudes and values and promote the effective management of diversity. Empowering employees to challenge discriminatory behaviors, actions, and remarks is one of the many steps.
Difficulty: 2 Medium
Topic: Managing diversity
Learning Objective: 05-05 List the steps managers can take to manage diversity effectively.
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
58) To increase diversity awareness within his new team of subordinates, Franco should
Answer: E
Explanation: The ability to appreciate diversity requires that people become aware of other perspectives and the various attitudes and experiences of others.
Difficulty: 2 Medium
Topic: Managing diversity
Learning Objective: 05-05 List the steps managers can take to manage diversity effectively.
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
59) Which approach would best help a manager respond to the differing needs of diverse employees while still enabling those employees to be effective contributors to an organization?
Answer: E
Explanation: Managers and their subordinates must learn how to be open to different approaches and ways of doing things. This does not mean organization members have to suppress their personal styles. Rather, it means they must be open to, and not feel threatened by, different approaches and perspectives and must have the patience and flexibility needed to understand and appreciate diverse perspectives.
Difficulty: 2 Medium
Topic: Managing diversity
Learning Objective: 05-05 List the steps managers can take to manage diversity effectively.
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
60) Yoko is defining her company’s performance evaluation process. Which process requirement would help her organization most effectively evaluate employees?
Answer: E
Explanation: It is desirable to rely on objective performance indicators because they are less subject to bias. When objective indicators are not available or are inappropriate, managers should ensure that adequate time and attention are focused on the evaluation of employees’ performance and that evaluators are held accountable for their evaluations. Vague performance standards should be avoided.
Difficulty: 2 Medium
Topic: Managing diversity
Learning Objective: 05-05 List the steps managers can take to manage diversity effectively.
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
61) ________ is the process by which experienced members of the organization provide guidance and advice to newer members.
Answer: C
Explanation: Mentoring is a process by which an experienced member of an organization (the mentor) provides advice and guidance to a less experienced member (the protégé) and helps the less experienced member learn how to advance in the organization and in his or her career.
Difficulty: 1 Easy
Topic: Managing diversity
Learning Objective: 05-05 List the steps managers can take to manage diversity effectively.
Bloom’s: Remember
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
62) The promotion that Angela was told she would be getting was given to another employee after she declined her boss’s sexual advances. Her boss was using ________ harassment.
Answer: B
Explanation: Quid pro quo sexual harassment occurs when a harasser asks or forces an employee to perform sexual favors to keep a job, receive a promotion, receive a raise, obtain some other work-related opportunity, or avoid receiving negative consequences such as demotion or dismissal.
Difficulty: 2 Medium
Topic: Sexual harassment
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
63) A sales manager suggested to her male subordinate that it would be good for his career if he spent an intimate night with her. This is an example of
Answer: E
Explanation: Quid pro quo sexual harassment occurs when a harasser asks or forces an employee to perform sexual favors to keep a job, receive a promotion, receive a raise, obtain some other work-related opportunity, or avoid receiving negative consequences such as demotion or dismissal.
Difficulty: 2 Medium
Topic: Sexual harassment
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
64) Jolene’s office cubicle is next to a colleague who has a provocative calendar hanging on the wall and can be frequently overheard telling vulgar jokes. The colleague’s behavior is an example of
Answer: A
Explanation: Lewd jokes, sexually oriented comments or innuendos, vulgar language, displays of pornography, displays or distribution of sexually oriented objects, and sexually oriented remarks about one’s physical appearance are examples of hostile work environment sexual harassment.
Difficulty: 2 Medium
Topic: Sexual harassment
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
65) Whenever Nalini goes to the warehouse to pick up time sheets, she is confronted with whistles and lewd comments from male coworkers, making her uncomfortable. What type of environment is this?
Answer: D
Explanation: Lewd jokes, sexually oriented comments or innuendos, vulgar language, displays of pornography, displays or distribution of sexually oriented objects, and sexually oriented remarks about one’s physical appearance are examples of hostile work environment sexual harassment.
Difficulty: 2 Medium
Topic: Sexual harassment
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
66) Two female managers suggest to a male colleague that he should model swimwear and the women then make comments about his physique, making him uncomfortable This is an example of
Answer: B
Explanation: Lewd jokes, sexually oriented comments or innuendos, vulgar language, displays of pornography, displays or distribution of sexually oriented objects, and sexually oriented remarks about one’s physical appearance are examples of hostile work environment sexual harassment.
Difficulty: 2 Medium
Topic: Sexual harassment
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
67) Jada is establishing a fair complaint procedure for her organization, so allegations of sexual harassment are given proper attention. To be effective, Jada’s procedure should ensure
Answer: B
Explanation: Managers should use a fair complaint procedure to investigate charges of sexual harassment. Such a procedure should (1) be managed by a neutral third party, (2) ensure that complaints are dealt with promptly and thoroughly, (3) protect and fairly treat victims, and (4) ensure that alleged harassers are fairly treated.
Difficulty: 2 Medium
Topic: Sexual harassment
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
68) To avoid sexual harassment, organizations should
Answer: E
Explanation: Organizations should develop and clearly communicate a sexual harassment policy endorsed by top management.
Difficulty: 2 Medium
Topic: Sexual harassment
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
69) Every day Isaiah is finding it difficult to focus on his job due to insulting remarks regarding his gender identity and derogatory slurs from his coworkers. He is considering quitting his job. Isaiah is experiencing
Answer: A
Explanation: Sexually oriented comments are examples of hostile work environment sexual harassment. A hostile work environment interferes with organizational members’ ability to perform their jobs effectively.
Difficulty: 2 Medium
Topic: Sexual harassment
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
70) Natalia went to the general manager to file a complaint regarding something her supervisor said that implied she would be demoted or fired if she did not submit to a sexual request. Which step should the general manager take when investigating this complaint?
Answer: B
Explanation: Use a fair complaint procedure to investigate charges of sexual harassment. Such a procedure should (1) be managed by a neutral third party, (2) ensure that complaints are dealt with properly and thoroughly, (3) protect and fairly treat victims, and (4) ensure that alleged harassers are fairly treated. Take corrective action only after the sexual harassment has been confirmed. Allegations of sexual harassment should be kept confidential; those accused of harassment should have their rights protected.
Difficulty: 2 Medium
Topic: Sexual harassment
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
71) Jacob, a regional sales manager for a pharmaceutical company, scheduled a critical meeting for all the sales reps in the region. After setting the date and time for the meeting, Jacob learned the date was a religious holiday for members of a certain faith. Jacob should change the meeting date in order to
Answer: C
Explanation: By changing the meeting, Jacob’s actions would demonstrate effective management of diversity. Jacob would be acknowledging and respecting the individuals of diverse religions.
Difficulty: 2 Medium
Topic: Managing diversity
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
72) Liam has been working for a manufacturing company for the last ten years as a general maintenance worker. His job often requires heavy-duty work. Liam recently told his supervisor that he has back problems, and shortly thereafter his supervisor moved him to a light-duty maintenance job. This is an example of steps taken in support of the
Answer: B
Explanation: Based on ADA regulations, employers must make appropriate changes for disabled employees, and if a vacant position offers reasonable accommodation for the employee, the employer must reassign the employee to the vacant position.
Difficulty: 2 Medium
Topic: Managing diversity
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
73) Glenda wants to ensure that her employees not only support diversity among themselves but also among all their customers. For effective management of diversity, Glenda schedules her employees so that diverse individuals regularly work together. The employees build relationships, learn from each other, and support each other. Glenda’s management approach fits the ________ managerial role.
Answer: C
Explanation: The liaison role enables diverse individuals to coordinate their efforts and cooperate with one another.
Difficulty: 2 Medium
Topic: Managing diversity
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
74) Alaina, a sales representative for a marketing firm was laid-off after working for the company for ten years. Jalen, who had worked for the company for only two years was not laid-off by his uncle who made the lay-off decisions. Alaina has data to prove that her experience, sales, and accomplishments were much greater than Jalen’s. She believes that the selection process was
Answer: A
Explanation: The principle of procedural justice requires that managers use fair procedures to determine how to distribute outcomes to organizational members, including whom to lay off when an organization is forced to downsize.
Difficulty: 3 Hard
Topic: Procedural justice
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
75) A nursing home administrator is reviewing résumés for some open RN positions. He is looking primarily for female RNs as he believes women are more oriented toward caring for other people. Which factor most likely influenced the administrator’s perceptions about female RNs?
Answer: D
Explanation: Gender schema is the preconceived beliefs or ideas about the nature of men and women and their traits, attitudes, behaviors, and preferences.
Difficulty: 2 Medium
Topic: Diversity
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
76) James was just hired as a regional director and is just getting to know the sales reps in his region. He wants to increase awareness of diversity among his sales reps. James should
Answer: E
Explanation: Many diversity awareness programs in organizations strive to increase managers’ and workers’ awareness of (1) their own attitudes, biases, and stereotypes and (2) the differing perspectives of diverse managers, subordinates, coworkers, and customers.
Difficulty: 2 Medium
Topic: Managing diversity
Learning Objective: 05-05 List the steps managers can take to manage diversity effectively.
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
77) At her new job, Nicole developed a supportive relationship with Sheila, who worked with the same real estate agency for several years. Nicole talked with Sheila about a problem she was facing in the workplace. Sheila suggested possible solutions and they discussed the strengths and weaknesses of each. This is an example of
Answer: C
Explanation: Mentoring is a process by which an experienced member of an organization (the mentor) provides advice and guidance to a less experienced member (the protégé) and helps the less experienced member learn how to advance in the organization and in his or her career.
Difficulty: 2 Medium
Topic: Managing diversity
Learning Objective: 05-05 List the steps managers can take to manage diversity effectively.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
78) Sunny who is a manager at a fabric manufacturing is going to complete a four-week community-based internship to improve her diversity awareness and management skills. The company also offers periodic diversity training. What is the unique advantage of Sunny completing the internship?
Answer: D
Explanation: The diversity training Sunny would get in the corporation seminars would most likely cover communications, different cultures, social challenges, and several aspects of diversity; but during the internship Sunny will directly interact with and help diverse people, and this will enhance Sunny’s awareness of diversity because she will experience it first hand.
Difficulty: 3 Hard
Topic: Managing diversity
Learning Objective: 05-05 List the steps managers can take to manage diversity effectively.
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
79) Gail is responsible for overseeing her company’s anonymous tip line used by employees to share concerns regarding discriminatory behavior in the workplace. Being a(n) ________, she ensures that all calls are recorded and timely action is taken to correct the behaviors.
Answer: B
Explanation: As disturbance handler, a manager will take quick action to correct inequalities and curtail discriminatory behavior.
Difficulty: 2 Medium
Topic: Managing diversity
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
80) What is considered a central factor in the success of diversity management initiatives?
Answer: D
Explanation: When managers commit to diversity, their commitment legitimizes the diversity management efforts of others.
Difficulty: 2 Medium
Topic: Managing diversity
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
81) Manuel has been asked to identify one sales rep from his team for an upcoming layoff. Data shows that Jamie’s latest sales numbers are lowest within the team; however, further analysis reveals that Jamie’s numbers only recently fell due to a manufacturing delay that hit his product line the hardest. Manuel takes this into account and based on other factors determines Jamie should not be laid-off. Manuel is exhibiting ________ in approaching the decision in this way.
Answer: E
Explanation: Procedural justice exists, for example, when managers take into account any environment obstacles to high performance beyond the subordinate’s control.
Difficulty: 2 Medium
Topic: Procedural justice
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and business imperative.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
82) Maurice and Barry work in an electronics store and are the only two African-American employees. The store manager is authorized to randomly inspect employee lockers as part of store security protocols; however, he routinely chooses Maurice and Barry’s lockers to search. The manager also frequently spot checks Maurice and Barry’s timecards while not doing so for other employees. The manager’s behavior exhibits
Answer: D
Explanation: Overt discrimination is knowingly and willingly denying diverse individuals access to opportunities and outcomes in an organization.
Difficulty: 2 Medium
Topic: Managing diversity
Learning Objective: 05-05 List the steps managers can take to manage diversity effectively.
Bloom’s: Understand
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
83) While approaching a group of colleagues, Patrice overheard what she believed were inappropriate comments about another team member’s physical attributes. Patrice mentioned the comments to her manager and indicated she was uncomfortable with colleagues speaking in that way in the workplace. As her manager, how should you respond?
Answer: B
Explanation: Use a fair complaint procedure to investigate charges of sexual harassment. Such a procedure should (1) be managed by a neutral third party, (2) ensure that complaints are dealt with promptly and thoroughly, (3) protect and fairly treat victims, and (4) ensure that alleged harassers are fairly treated.
Difficulty: 3 Hard
Topic: Managing diversity
Learning Objective: 05-05 List the steps managers can take to manage diversity effectively.
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
84) Since becoming pregnant, Alice has not been given any long-term, cutting-edge projects; rather she has been given short-term assignments that don’t allow for learning new areas. Her manager says he believes short-term is better due to her starting a family. This situation demonstrates
Answer: D
Explanation: The Pregnancy Discrimination Act prohibits discrimination against women in employment decisions on the basis of pregnancy, childbirth, and related medical decisions.
Difficulty: 2 Medium
Topic: Discrimination
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Bloom’s: Apply
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
85) The Americans with Disabilities Act (ADA) of 1990 requires that
Answer: D
Explanation: The ADA prohibits discrimination against persons with disabilities and requires employers make reasonable accommodations.
Difficulty: 2 Medium
Topic: Managing diversity
Learning Objective: 05-05 List the steps managers can take to manage diversity effectively.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
86) Define diversity. What information would you use to support the view that diversity is a pressing concern and issue for managers and organizations?
Answer: Diversity refers to differences among people due to age, gender, race, ethnicity, religion, sexual orientation, socioeconomic background, education, experience, physical appearance, capabilities/disabilities, and any other characteristic that is used to distinguish between people. There is a strong ethical imperative in many societies that diverse people must receive equal opportunities and be treated fairly and justly. Unfair treatment is also illegal in the United States. Effectively managing diversity can improve organizational effectiveness. Diverse organization members can be a source of competitive advantage, helping an organization provide customers with better goods and services. There is substantial evidence that diverse individuals continue to experience unfair treatment in the workplace as a result of biases, stereotypes, and overt discrimination.
Difficulty: 3 Hard
Topic: Diversity
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Bloom’s: Analyze
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
87) Jaleel works for a company that consistently reviews diversity data and actively manages goals for attracting employees who represent diverse races, genders, religions, and other characteristics. Is this approach sufficient to ensure Jaleel and other minorities will be satisfied with the company? Explain your answer.
Answer: Attracting a diverse workforce is an important aspect of managing diversity but equally important is retention. Companies must create an environment where Jaleel and other minority employees feel they are appreciated and that the organization will respond appropriately to the diverse needs, attitudes, beliefs, and values they bring to the organization. Student answers will vary, but they should show an understanding of retaining a diverse workforce.
Difficulty: 3 Hard
Topic: Diversity
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
88) You have just been promoted to a managerial role within your company, increasing your responsibility to manage diversity. Identify three distinct roles related to managing diversity and give examples of specific actions you would take to perform each role effectively. Explain how each action contributes to effective diversity management.
Answer: Managers take on a variety of roles in managing diversity, including interpersonal, informational, and decisional. Interpersonal roles include figurehead, leader, or liaison. Information roles include monitor, disseminator, and spokesperson. Decisional roles include entrepreneur, disturbance handler, resource allocator, and negotiator.
Students’ answers about what actions they would take will vary. Their answers should be within the context of the framework in the chapter. For example, managers could
Difficulty: 3 Hard
Topic: Managing diversity
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
89) Discuss the two moral principles that guide managers in their efforts to meet their ethical imperative and provide an example of how these principles can help companies avoid costly lawsuits.
Answer: The principle of distributive justice dictates fair distribution of pay, promotions, job titles, interesting job assignments, office space, and other organizational resources among members of an organization. These outcomes should be distributed according to the meaningful contributions that individuals have made to the organization (such as time, effort, education, skills, abilities, and performance levels) and not irrelevant personal characteristics over which individuals have no control (such as gender, race, or age).
The principle of procedural justice requires that managers use fair procedures to determine how to distribute outcomes to organization members. This principle applies to typical procedures such as appraising subordinates’ performance, deciding who should receive a raise or a promotion, and deciding whom to lay off when an organization is forced to downsize.
Student examples of avoiding costly lawsuits will vary.
Difficulty: 3 Hard
Topic: Distributive justice
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Bloom’s: Understand
AACSB: Diversity
Accessibility: Keyboard Navigation
90) Explain why the managers’ actions are critical to achieving the ethical and business imperatives associated with effective diversity management.
Answer: In each of their managerial roles, managers can either promote the effective management of diversity or derail such efforts; thus they are critical to this process. When managers commit to supporting diversity, their authority and positions of power and status influence other members of an organization to make a similar commitment. Moreover, when managers commit to diversity, their commitment legitimizes the diversity management efforts of others. In addition, resources are devoted to such efforts, and all members of an organization believe that their diversity-related efforts are supported and valued.
Difficulty: 3 Hard
Topic: Managing diversity
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Bloom’s: Understand
AACSB: Diversity
Accessibility: Keyboard Navigation
91) Define the concepts of implicit bias, social status bias, and salience effect. Provide an example of how each may manifest in a workplace.
Answer: Implicit bias is defined as the attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious matter. These tendencies are activated involuntarily and without awareness. Research into this type of bias suggests this it is pervasive in many areas of daily life, such as employment, education, and criminal justice, among others. Inaccurate perceptions can lead to unfair treatment of diverse members of an organization simply because they are different from the managers who are perceiving them, evaluating them, and making decisions that affect their future in the organization.
One form of bias is the social status effect in which people with higher social status are perceived in more positive ways than people of lower social status. For example, an employee who is a manager or someone who is highly educated may be perceived as smarter.
Women and minorities have traditionally had lower social status that could impact hiring or promotion practices. An organization may create policies requiring that a certain percentage of candidates being considered for a position or promotion must represent diverse groups.
Another form of bias is the salience effect in which managers focus their attention on people who are conspicuously different from themselves. The sole Hispanic employee in a work group may receive special attention in either a negative or positive direction.
Difficulty: 3 Hard
Topic: Bias
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
92) If you were a manager of a department store, what are the five steps that you might take to change the organization’s attitudes and values to promote the effective management of diversity?
Answer: Student answers will vary but should include five of the following steps:
Students examples will vary but should demonstrate an understanding of the concepts.
Difficulty: 3 Hard
Topic: Managing diversity
Learning Objective: 05-05 List the steps managers can take to manage diversity effectively.
Bloom’s: Apply
AACSB: Diversity
Accessibility: Keyboard Navigation
93) You have just been hired to create a diversity awareness program. Identify three elements the program should include, and explain why each element is important.
Answer: Student answers will vary but may include the following elements with explanations for each:
provide organizational members with accurate information about diversity;
uncovering personal biases and stereotypes; assessing personal beliefs, attitudes, and values and learning about other points of view;
overturning inaccurate stereotypes and beliefs about different groups;
developing an atmosphere in which people feel free to share their differing perspectives and points of view;
and improving understanding of others who are different from oneself.
For example, providing accurate information is important because every person brings possibly inaccurate stereotypes or biases to the mix based on their backgrounds and experiences. Fostering sharing of different points of view is important for people to feel understood and also learn about other perspectives to address differences directly.
Difficulty: 3 Hard
Topic: Managing diversity
Learning Objective: 05-05 List the steps managers can take to manage diversity effectively.
Bloom’s: Apply
AACSB: Analytical
Accessibility: Keyboard Navigation
94) Describe the difference between quid pro quo and hostile work environment harassment and provide an example for each. Explain how these types of environments create problems in the workplace, both legally and in terms of performance on the job.
Answer: In quid pro quo, a harasser asks or forces an employee to perform sexual favors to keep a job, get a promotion, raise, or opportunity, or avoid receiving negative consequences such as demotion or dismissal. It is overt and leaves no doubt in anyone’s mind that harassment has occurred. The “casting couch” is one example of quid pro quo harassment where an actor or actress is propositioned to perform sexual favors in order to get an acting role.
In a hostile work environment, workers are faced with an intimidating, hostile, or offensive work environment because of their sex. It is more subtle and is illegal when the courts deem the harassment interferes with a person’s ability to perform their work effectively. Whistling or lewd comments made to the mail person as he or she delivers to the manufacturing department is an example of a hostile work environment.
Difficulty: 3 Hard
Topic: Diversity
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
95) Why is providing all employees with diversity training important and what is the value of a multipronged ongoing approach to training?
Answer: Training is an important way to increase diversity awareness and skills in an organization. Accurate information and training experiences can debunk stereotypes.
Many managers use a multipronged approach to increase diversity awareness and skills in their organizations; they use films and printed materials supplemented by experiential exercises to uncover hidden biases and stereotypes. Sometimes simply providing a forum for people to learn about and discuss differing attitudes, values, and experiences can be a powerful means of increasing awareness. Group exercises, role-plays, and diversity-related experiences can help members develop the skills they need to work with a variety of people.
Difficulty: 3 Hard
Topic: Diversity training
Learning Objective: 05-05 List the steps managers can take to manage diversity effectively.
Bloom’s: Understand
AACSB: Diversity
Accessibility: Keyboard Navigation
96) Describe the benefits of hiring outside consultants to develop and execute a company’s diversity training program.
Answer: Students responses will vary and should include the benefits of having outside experts develop the diversity training. Students, for example, may state that employees may feel more comfortable with trainers who do not work directly for the company conducting the training.
Difficulty: 3 Hard
Topic: Diversity training
Learning Objective: 05-05 List the steps managers can take to manage diversity effectively.
Bloom’s: Understand
AACSB: Diversity
Accessibility: Keyboard Navigation
97) Su Lin has been tasked with defining a fair complaint procedure for her company’s diversity initiative. Explain the four primary requirements such a procedure must address in order to be effective.
Answer: To be effective, Su Lin’s fair complaint procedures must
(1) be managed by a neutral third party.
(2) ensure that complaints are dealt with promptly and thoroughly.
(3) protect and fairly treat victims.
(4) ensure that alleged harassers are fairly treated.
Difficulty: 3 Hard
Topic: Diversity
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
98) Vijay submitted a request to take a day off work for an upcoming religious holiday that does not conform with his employer’s holiday schedule. Vijay made sure to submit his request many weeks prior to the holiday and has identified other employees who are willing to trade shifts with him to ensure sufficient coverage. How would you recommend Vijay’s manager respond to the request?
Answer: Managers should recognize and be aware of different religions and beliefs of their employees, especially regarding religious holidays. Vijay’s absence will not cause hardship to the company so the manager should readily grant the request and acknowledge Vijay’s conscientiousness in considering the needs of the business. When managers acknowledge, respect, and are flexible and allow employees to have time off for religious observances, employees feel respected and valued and employee loyalty is often enhanced. Employees who feel they are victims of religious discrimination sometimes file complaints and often start looking for other jobs.
Difficulty: 3 Hard
Topic: Diversity
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
99) Describe how data can play a role in effectively managing diversity. Describe the role that data can play in helping companies create and manage a diverse workforce.
Answer: Numbers of members of different minority groups and women in various positions, at various levels in the hierarchy, in locations that differ in their desirability, and in any other relevant categorizations in an organization can provide managers important information about potential problems and ways to rectify them.
If members of certain groups are underrepresented in particular kinds of jobs or units, managers need to understand why this is the case and resolve any problems.
Difficulty: 2 Medium
Topic: Managing diversity
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Bloom’s: Understand
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
100) Karen’s male coworkers at her first job were very controlling and difficult. How might this schema affect her relationship with male coworkers in her new job?
Answer: When a schema is inaccurate, it is dysfunctional. You may assume certain things that are not necessarily true and will perceive the employee and situations inaccurately, leading to bad decision making or unfair treatment.
Difficulty: 3 Hard
Topic: Perception
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
101) Phoebe has been a manager at a production company for several years. She is a strict manager and often pressures her subordinates to attain high performance. Some of her subordinates perceive her as an aggressive and insensitive person who only cares about results and not people. How can Phoebe overcome this perception and create a more collaborative relationship with her team?
Answer: Some barriers originate in the person doing the perceiving. Other barriers are based on the information and schemas that have built up over time concerning the person being perceived. To overcome barriers, Phoebe must be open to other points of view and perspectives and encourage her subordinates to be as well. Phoebe should look for opportunities, possibly through training and more interaction, to increase awareness and diversity skills across the team. She should also be open to changing her attitudes and actions or use her skills to change these within her team.
Difficulty: 3 Hard
Topic: Perception
Learning Objective: 05-05 List the steps managers can take to manage diversity effectively.
Bloom’s: Apply
AACSB: Analytical Thinking
Accessibility: Keyboard Navigation
Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $30.00.$20.00Current price is: $20.00.
Original price was: $30.00.$20.00Current price is: $20.00.
