Contemporary Management, Middle East Edition By Jones - Test Bank

Contemporary Management, Middle East Edition By Jones – Test Bank

 

Instant Download – Complete Test Bank With Answers

 

 

Sample Questions Are Posted Below

 

Chapter 05

Managing Diverse Employees in a Multicultural Environment

 

True / False Questions

1. The term “diversity” refers to differences in gender, age, and socioeconomic background, but not in sexual orientation.
   True    False

 

2. There is a strong ethical imperative in many societies that diverse people must receive equal opportunities and be treated fairly and justly.
   True    False

 

3. Diversity is an important organizational resource but doesn’t contribute to an organization’s competitive advantage.
   True    False

 

4. There is substantial evidence that diverse individuals continue to experience unfair treatment in the workplace as a result of biases, stereotypes, and overt discrimination.
   True    False

 

5. Compared to other types of employees, Hispanics are more likely to be assumed to have less education.
   True    False

 

6. The “invisible barrier” within an organization that prevents women from being promoted to top management positions is called the glass ceiling.
   True    False

 

 

7. On average, the U.S population is projected to become younger.
   True    False

 

8. Title VII of the Civil Rights Act requires that men and women be paid equally if they are performing equal work.
   True    False

 

9. Women and men are almost equally represented in the U.S. workforce.
   True    False

 

10. Women either control or influence nearly all consumer purchases, so it’s important to have their perspective represented on boards.
    True    False

 

11. The racial and ethnic diversity of the U.S. population is decreasing at an exponential rate.
    True    False

 

12. The increasing racial and ethnic diversity of the workforce and the population as a whole underscores the importance of effectively managing diversity.
    True    False

 

13. Managers and organizations are increasingly being reminded that stakeholders in the environment are diverse and expect organizational decisions and actions to reflect this diversity.
    True    False

 

 

14. The Hispanic and Asian populations of the U.S are predicted to triple between 2000 and 2050.
    True    False

 

15. Religious diversity is not an issue that managers need to be concerned within the organizational setting.
    True    False

 

16. Some employees abuse the ADA by seeking unnecessary accommodations for disabilities that may or may not exist.
    True    False

 

17. The passage of the ADA has increased employment rates significantly for those with disabilities.
    True    False

 

18. Federal law prohibits discrimination based on sexual orientation.
    True    False

 

19. It is of little importance for managers to be sensitive and responsive to the needs and concerns of workers who may be less fortunate than themselves in terms of income and financial resources.
    True    False

 

20. Managers can influence others to support diversity through their positions of status.
    True    False

 

 

21. It is unnecessary for top management to give rewards in order to have a successful diversity management initiative.
    True    False

 

22. The concept of procedural justice requires managers to be fair to subordinates in deciding who should be promoted within the organization.
    True    False

 

23. Following the distributive justice principle means that all members of an organization receive identical or similar outcomes.
    True    False

 

24. A diverse workforce improves decision making.
    True    False

 

25. Increasingly, organizations are insisting that their suppliers demonstrate diversity in their own workforces.
    True    False

 

26. Perception is a highly objective, rational process.
    True    False

 

27. The process through which people select, organize, and interpret sensory input is called stereotyping.
    True    False

 

28. Personal characteristics such as openness to experience are unlikely to affect perceptions.
    True    False

 

 

29. Managers’ perceptions are affected by their personality, and not by their experiences.
    True    False

 

30. An abstract knowledge structure stored in memory that helps interpret and organize information is called a bias.
    True    False

 

31. Schemas are abstract knowledge structures stored in memory that allow people to organize and interpret information about a person, an event, or a situation.
    True    False

 

32. Stereotypes are usually based on a visible characteristic such as a person’s age, gender, or race.
    True    False

 

33. Overt discrimination by a manager violates the principle of distributive justice.
    True    False

 

34. The ability to appreciate diversity requires that managers view other people from their own perspective.
    True    False

 

35. Diversity requires organizational members have to suppress their personal styles.
    True    False

 

36. Sexual harassment that creates a hostile work environment is more subtle than quid pro quo sexual harassment.
    True    False

 

 

37. When a manager tells a lewd joke to another manager, this is an example of quid pro quo sexual harassment.
    True    False

 

38. Managers have an ethical obligation to eradicate sexual harassment in their organizations, but it is not legally required.
    True    False

 

 

Multiple Choice Questions

39. The diversity of the U.S. workforce is ______________________; the diversity of suppliers and customers is ________________.
    A. increasing; increasing
    B. increasing; decreasing
    C. decreasing; increasing
    D. decreasing; decreasing
    E. decreasing; staying the same

 

40. Which act requires that men and women be paid equally if they are performing equal work?
    A. Civil Rights Act of 1991
    B. Title VII of the Civil Rights Act
    C. Equal Pay Act
    D. Glass Ceiling Relief Act
    E. Gender Equality Act

 

41. Title VII of the Civil Rights Act prohibits discrimination on the basis of all but one of the following. Which one?
    A. Sex
    B. Religion
    C. Age
    D. National origin
    E. Disability

 

 

42. According to Catalyst, Fortune 500 women compose about _____% of managerial and professional workers, but only about ______% of corporate officers.
    A. 70%, 10%
    B. 70%, 30%
    C. 50%, 15%
    D. 50%, 30%
    E. 40%, 30%

 

43. In addition to prohibiting discrimination in employment decisions on the basis of race, religion, sex, color, or national origin, the Civil Rights Act of 1991:
    A. Required employers to provide medical leave
    B. Allowed for the awarding of punitive and compensatory damages
    C. Prohibited discrimination on the basis of sexual orientation
    D. Prohibited discrimination on the basis of age
    E. Required employers to provide reasonable accommodations

 

44. In the U.S., which of the following groups are expected to grow the most?
    A. African-Americans and Asians
    B. Asians and Hispanics
    C. Hispanics and non-Hispanic whites
    D. Hispanics and African Americans
    E. Asians and American Indians/Alaska Natives

 

45. Devin considers himself part of the gay population in the U.S. Which federal law prohibits discrimination against him for his sexual orientation?
    A. Title IIV of the Civil Rights Act
    B. ADA
    C. 1991 Civil Rights Act
    D. 1990 Discrimination in Employment Act
    E. No Federal law prohibits discrimination based on sexual orientation.

 

 

46. Samantha runs her own small business. She treats all her employees, customers, and suppliers fairly, regardless of their age, gender, or ethnicity. She is acting in the _________ role by doing this.
    A. decision-maker
    B. liaison
    C. leader
    D. figurehead
    E. negotiator

 

47. As the branch manager of Missouri Bank, Jim is responsible for informing all branch staff about changes in the diversity policies. Jim is acting in the ______ role.
    A. disseminator
    B. leader
    C. liaison
    D. figurehead
    E. communicator

 

48. A manager who is effectively managing diversity in the liaison role would:
    A. Convey how valuable a goal effective management of diversity is
    B. Serve as a role model for treating others fairly
    C. Help diverse individuals to coordinate their efforts
    D. Support diversity initiatives in the wider community
    E. Inform employees about diversity policies and initiatives

 

49. Justin, a Human Resources Manager for XYZ Company, commits 20% of this year’s budget to develop a new program for valuing diversity in the company. He is acting in the ________ role.
    A. resource allocator
    B. entrepreneur
    C. monitor
    D. negotiator
    E. disturbance handler

 

 

50. At the annual Human Resource International conference, Bob, CEO of TateCo, accepts the award for his company’s efforts in diversification. Bob is acting as:
    A. Figurehead
    B. Leader
    C. Liaison
    D. Entrepreneur
    E. Spokesperson

 

51. Which of the following is NOT an important area for a manager to exercise distributive justice within the organization?
    A. Allocation of pay raises
    B. Allocation of promotions
    C. Allocation of office space
    D. Allocation of job assignments
    E. Allocation of proprietary information

 

52. The idea that managers should receive a raise in pay based upon their contributions to the organization, and not based on their gender, is consistent with which principle?
    A. Social auditing
    B. Procedural justice
    C. Distributive justice
    D. The ombudsman effect
    E. The glass ceiling

 

53. The marketing manager at RST Consulting, allocates the year-end bonuses to employees based on performance evaluations. What principle is the manager following?
    A. Social auditing
    B. Procedural justice
    C. Distributive justice
    D. The ombudsman effect
    E. The glass ceiling

 

 

54. Annie assigns the various jobs within her organization to employees based on their contribution to the company. Annie’s action is consistent with which principle?
    A. Distributive justice
    B. Department justice
    C. Environmental justice
    D. Procedural justice
    E. Social justice

 

55. At Lucky Car Rental, employees’ promotions are based on their performance evaluations, independent of ethnicity, age, or gender. This is known as:
    A. Procedural justice
    B. Equal Pay Act
    C. Distributive justice
    D. Affirmative Action
    E. Social justice

 

56. The Supervisor of medical billing at a hospital has been establishing a rubric that helps her to be objective when she decides whom to promote to a new position within her department. This is based upon which principle?
    A. The glass ceiling
    B. Procedural justice
    C. The ombudsman effect
    D. Social auditing
    E. Affirmative Action

 

57. Darden Restaurant seeks to satisfy the needs and tastes of diverse customers by providing menus in Spanish in communities with large Hispanic populations. This is an example of:
    A. Procedural justice
    B. Distributive justice
    C. Managing diversity
    D. Social discrimination
    E. Social equality

 

 

58. A Target retail store in Phoenix, Arizona stocks CDs with Spanish-speaking singers because its shoppers want to buy this type of item, even though the typical Target store does not stock this item. This is an example of:
    A. Community involvement
    B. Procedural justice
    C. Social justice
    D. Social responsibility
    E. Managing diversity

 

59. Ford Motor Co. assigns female engineers to an automobile design team to make sure that the needs of potential female customers are met in the design of the car. This is an example of:
    A. Reverse discrimination
    B. Overt discrimination
    C. Managing diversity
    D. Procedural justice
    E. Distributive justice

 

60. As the manager of Taylor Construction, Scott created a policy that the company will require all subcontractors to submit monthly reports that show the percentage of work that was completed by diverse employees. This is an example of:
    A. Managing diversity
    B. Quid pro quo
    C. Affirmative action
    D. Overt discrimination
    E. Stereotyping

 

61. In order to avoid costly lawsuits, companies like Coca-Cola are managing diversity by doing all the following except:
    A. Committing additional resources to diversity initiatives
    B. Using minority suppliers
    C. Removing all religious holidays
    D. Instituting a formal mentoring program
    E. Instituting days to celebrate diversity

 

 

62. Effectively managing diversity is a necessity on:
    A. Ethical grounds
    B. Religious grounds
    C. Business grounds
    D. Both ethical and religious grounds
    E. Ethical and business grounds but not religious

 

63. General Motors Corporation (GM) reviews the extent to which law firms that would like to represent GM support diversity in their law firm’s activities and then uses this information in deciding which law firms to assign to do GM’s business. This is an example of:
    A. Stereotyping
    B. Reverse discrimination
    C. Overt discrimination
    D. Environmental justice
    E. Managing diversity

 

64. The process through which selection, organization, and interpretation of experiences occurs is called:
    A. Bias
    B. Stereotyping
    C. Perception
    D. Scheming
    E. Discrimination

 

65. McDonalds goes to great lengths to understand a country’s culture and taste in food. McDonald’s success in a diverse market can be attributed to:
    A. Social intuition
    B. Stereotyping
    C. Perception
    D. Scheming
    E. Overt discrimination

 

 

66. Which of the following statements about schemas is true?
    A. People tend to pay attention to information that is inconsistent with schemas
    B. Schemas never change
    C. Schemas are derived from personality
    D. Schemas can be functional and useful
    E. Schemas are rarely inaccurate

 

67. In signing Stanley up for the company basketball team, Michael inaccurately assumes that Stanley is a great player just because he is African-American. Michael is exhibiting:
    A. Schemas
    B. Reverse discrimination
    C. Stereotyping
    D. Avert discrimination
    E. Favoritism

 

68. A simplistic belief about another person that is based on that person’s gender, age, or race is known as:
    A. A bias
    B. A stereotype
    C. Overt discrimination
    D. Sexual harassment
    E. Reverse discrimination

 

69. A manager who has a simplistic and inaccurate opinion of subordinates who are female “just because they are women” is exhibiting:
    A. The similar-to-me effect
    B. The salience effect
    C. The social status effect
    D. Stereotyping
    E. Quid pro quo harassment

 

 

70. If a manager assumes a number of inaccurate things about a subordinate just because that subordinate has a different sexual preference from the manager and, “All gays are like that,” that manager is exhibiting:
    A. The social status effect
    B. Stereotyping
    C. Quid pro quo harassment
    D. The similar-to-me effect
    E. The glass ceiling

 

71. The tendency for a manager to use information about subordinates in ways that result in inaccurate perceptions of these subordinates is known as:
    A. Schemas
    B. Bias
    C. Whistle-blowing
    D. Stereotyping
    E. Discrimination

 

72. Tucker is in the process of hiring a new manager for his newly expanded store in a neighboring community. As he reviews the credentials of all the applicants, he pays special attention to individuals that exhibit similar characteristics to himself. Tucker is exhibiting:
    A. The similar-to-me effect
    B. Reverse discrimination
    C. Schemas
    D. Stereotyping
    E. Individualism

 

73. If white male managers, perceive other white male managers in a more positive way than they perceive other managers who are members of a minority group, this is an example of:
    A. The salience effect
    B. The similar-to-me effect
    C. The glass ceiling
    D. A hostile work environment
    E. The social status effect

 

 

74. Janice is in the process of hiring a new assistant. As she reviews the credentials of all the applicants, she pays special attention to a young woman who comes from a very distinguished family in the area. Janice is exhibiting:
    A. The similar-to-me effect
    B. The social status effect
    C. The salience effect
    D. The prestige effect
    E. The descendent effect

 

75. Steve tends to think Bill is more responsible and capable than Gus because Bill is a member of the management team and Gus is the maintenance supervisor, this is a type of bias known as:
    A. The proactive effect
    B. The salience effect
    C. The ombudsman effect
    D. The similar-to-me effect
    E. The social status effect

 

76. The tendency to perceive individuals differently based on their position or job is called:
    A. The similar-to-me effect
    B. The social status effect
    C. The salience effect
    D. The ombudsman effect
    E. The proactive effect

 

77. The tendency of a manager to focus her attention on subordinates who are “very different” from the manager is known as:
    A. The social status effect
    B. The resilience effect
    C. The salience effect
    D. The similar-to-me effect
    E. The ombudsman effect

 

 

78. Sue has several female subordinates working on her shift. Recently, a young male employee has been transferred to Sue’s department. Sue tends to spend more time monitoring the work of the male than any other employee. Sue is exhibiting:
    A. The salience effect
    B. A hostile work environment
    C. Quid pro quo
    D. The similar-to-me effect
    E. The social status effect

 

79. The idea that a manager has a tendency to judge people based on how conspicuous they are is called:
    A. The social status effect
    B. The salience effect
    C. The similar-to-me effect
    D. The ombudsman effect
    E. The social audit effect

 

80. Overt discrimination is a clear violation of the principles of:
    A. Distributive justice
    B. Procedural justice
    C. Environmental justice
    D. Both distributive and environmental justice
    E. Both distributive and procedural justice

 

81. When a manager knowingly and willingly denies a subordinate an opportunity for promotion within the organization because that subordinate is “different from” the manager, what has occurred?
    A. Affirmative action
    B. Quid pro quo
    C. Reverse discrimination
    D. Overt discrimination
    E. A hostile environment

 

 

82. Which of the following is NOT a suggested way for an organization’s top managers to encourage diversity commitment throughout their organization?
    A. Encourage flexibility
    B. Increase the accuracy of stereotyping
    C. Encourage mentoring
    D. Provide training
    E. Secure top management commitment

 

83. Jeanie has realized that her values and beliefs differ significantly from some of her younger Generation X employees. What should Jeanie do to increase the accuracy of her perceptions?
    A. Stay strong in her views about an issue or event
    B. Make decisions on “hunches”
    C. Seek out other points of view
    D. Start by looking for evidence that confirms her previous point of view
    E. Make decisions quickly, before information complicates the situation

 

84. Which of the following is NOT given as a step to manage diversity effectively?
    A. Secure top management commitment
    B. Increase accuracy of perceptions
    C. Increase salaries and wages for everyone
    D. Encourage mentoring
    E. Pay close attention to performance evaluation processes

 

85. Which of the following is NOT one of the steps managers should take to promote diversity?
    A. Discourage mentoring to reduce bad habits
    B. Encourage mentoring of diverse employees
    C. Empower employees to challenge discriminatory actions
    D. Consider the numbers
    E. Reward employees for effectively managing diversity

 

 

86. Paying close attention to performance evaluations is one way to effectively manage diversity. Managers should do all of the following EXCEPT:
    A. Rely on objective performance indicators
    B. Ensure adequate time is spent on the evaluation
    C. Ensure adequate attention is given to the evaluation
    D. Ensure that the evaluators are held accountable for the evaluation
    E. Ensure performance standards are vague

 

87. What is the purpose of community internship program at United Parcel Service (UPS)?
    A. To find new facility locations
    B. To be environmentally conscious
    C. To increase diversity awareness of managers
    D. To find new customers
    E. To provide job opportunities

 

88. The process by which experienced members of the organization provide guidance and advice to newer members is called:
    A. Quid pro quo
    B. Networking
    C. Mentoring
    D. Performance appraisal
    E. Career planning

 

89. In a recent survey of women in the National Association for Female Executives, about what percentage of those surveyed reported that they personally had experienced some form of sexual harassment?
    A. 30 percent
    B. 40 percent
    C. 50 percent
    D. 60 percent
    E. 70 percent

 

 

90. When a manager asks a subordinate for sexual favors in return for a promotion, what type of sexual harassment has occurred?
    A. Hostile work environment
    B. Quid pro quo
    C. Accommodative
    D. Title VII
    E. Covert

 

91. While on a business trip, Eva, the planning manager, suggests to male subordinate that it would be good for his career if he engaged in sexual activity with her. This is an example of:
    A. A hostile work environment.
    B. Gender discrimination.
    C. The salience effect.
    D. The social status effect.
    E. Quid pro quo sexual harassment.

 

92. A female manager says to a male subordinate who is up for promotion, “Spend the weekend with me working on this project and we’ll get to know each other much better. Then I can give you a great recommendation.” This manager is exhibiting:
    A. A hostile work environment
    B. The glass ceiling
    C. Quid pro quo sexual harassment
    D. The salience effect
    E. Reverse discrimination

 

93. Whenever Lisa goes to the warehouse to pick up timesheets, she is confronted with whistles and lewd comments, both of which make her uncomfortable. What type of sexual harassment has occurred?
    A. Whistle-blowing environment
    B. Salience environment
    C. Quid pro quo environment
    D. Hostile work environment
    E. Accommodative environment

 

 

94. A female subordinate is offended by posters in her supervisor’s office that she feels are degrading to women. This supervisor has exhibited:
    A. Gender discrimination
    B. The glass ceiling
    C. The salience effect
    D. Quid pro quo sexual harassment
    E. A hostile work environment

 

95. Which of the following would NOT be considered a hostile work environment?
    A. Lewd jokes
    B. Sexual favors
    C. Displays of sexually oriented objects
    D. Vulgar language
    E. Remarks about appearance

 

96. Two male managers exchange a lewd sexual joke in the presence of a female manager. These male managers have exhibited:
    A. The similar-to-me effect
    B. A hostile work environment
    C. Quid pro quo sexual harassment
    D. The salience effect
    E. Reverse discrimination

 

97. A fair complaint procedure to investigate charges of sexual harassment should include all of the following EXCEPT:
    A. Ensure all organizational members are aware of the complaint
    B. Ensure that alleged harassers are fairly treated
    C. Protect and fairly treat victims
    D. Ensure that complaints are dealt with promptly and thoroughly
    E. Be managed by a neutral third party

 

 

98. A sexual harassment policy should contain all EXCEPT:
    A. Examples of types of behavior that are unacceptable
    B. A procedure for employees to use to report instances of harassment
    C. A discussion of the disciplinary actions
    D. Should only be communicated to offenders
    E. A commitment to educate organizational members about sexual harassment

 

99. Which of the following is not one of the recommended steps to eliminate sexual harassment?
    A. Develop and clearly communicate a sexual harassment policy
    B. Establish and use a complaint procedure
    C. Take corrective action against sexual harassers
    D. Fire all sexual harassers regardless of the size of the offense
    E. Train members about sexual harassment

 

 

Essay Questions

100. Define diversity. Explain the reasons why diversity is such a pressing concern and issue for managers and organizations.

 

 

 

 

101. Describe the major provisions of Title VII of the Civil Rights Act, the Equal Pay Act, and the Americans with Disabilities Act.

 

 

 

 

 

102. Give five examples of how the different managerial roles could be exercised to effectively manage diversity. Choose at least one from each of the basic types of roles.

 

 

 

 

103. Discuss the two moral principles that guide managers in their efforts to meet their ethical imperative.

 

 

 

 

104. It has been said that, “Managing diversity makes good business sense.” Do you agree or disagree with this statement? Defend your argument either pro or con.

 

 

 

 

105. Discuss the three types of bias that managers can exhibit either toward subordinates or toward other managers and give one specific business example of each of these biases.

 

 

 

 

 

106. Discuss five steps managers can take to change attitudes and values and promote the effective management of diversity.

 

 

 

 

107. Design a “diversity awareness program” for an organization and specify five specific objectives that such a program should contain.

 

 

 

 

108. There are two basic types of sexual harassment that can occur in the workplace. Distinguish between these two types and give two specific examples of each that could occur in a business setting.

 

 

 

 

109. Managers have an ethical obligation to eradicate sexual harassment in their organizations. What are four initial steps managers can take to deal with the problem?

 

 

 

 

 

110. Describe a fair complaint procedure to investigate charges of sexual harassment.

 

 

 

 

111. Discuss four of the ten additional factors beyond the initial four that an organization should keep in mind about sexual harassment.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Chapter 05 Managing Diverse Employees in a Multicultural Environment Answer Key
 

True / False Questions

1. (p. 145)The term “diversity” refers to differences in gender, age, and socioeconomic background, but not in sexual orientation.
   FALSE

Diversity is 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.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Easy
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

2. (p. 145)There is a strong ethical imperative in many societies that diverse people must receive equal opportunities and be treated fairly and justly.
   TRUE

There is a strong ethical imperative in many societies that diverse people must receive equal opportunities and be treated fairly and justly.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Easy
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

 

3. (p. 146)Diversity is an important organizational resource but doesn’t contribute to an organization’s competitive advantage.
   FALSE

Diversity is an important organizational resource that can help an organization gain a competitive advantage.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

4. (p. 146)There is substantial evidence that diverse individuals continue to experience unfair treatment in the workplace as a result of biases, stereotypes, and overt discrimination.
   TRUE

There is substantial evidence that diverse individuals continue to experience unfair treatment in the workplace as a result of biases, stereotypes, and overt discrimination.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

5. (p. 146)Compared to other types of employees, Hispanics are more likely to be assumed to have less education.
   TRUE

Hispanics are assumed to be less well educated than other minority groups.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Medium
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

 

6. (p. 146)The “invisible barrier” within an organization that prevents women from being promoted to top management positions is called the glass ceiling.
   TRUE

The term glass ceiling alludes to the invisible barriers that prevent minorities and women from being promoted to top corporate positions.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Easy
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

7. (p. 146)On average, the U.S population is projected to become younger.
   FALSE

According to data from the U.S. Census Bureau, the median age of a person in the United States is the highest it has ever been.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

8. (p. 147)Title VII of the Civil Rights Act requires that men and women be paid equally if they are performing equal work.
   FALSE

Equal Pay Act requires that men and women be paid equally if they are performing equal work.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

 

9. (p. 147)Women and men are almost equally represented in the U.S. workforce.
   TRUE

Women and men are almost equally represented in the U.S. workforce (approximately 53.5% of the U.S. workforce is male and 46.5% female).

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

10. (p. 148)Women either control or influence nearly all consumer purchases, so it’s important to have their perspective represented on boards.
    TRUE

Women either control or influence nearly all consumer purchases, so it’s important to have their perspective represented on boards.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

11. (p. 148)The racial and ethnic diversity of the U.S. population is decreasing at an exponential rate.
    FALSE

The racial and ethnic diversity of the U.S. population is increasing at an exponential rate.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Easy
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

 

12. (p. 148)The increasing racial and ethnic diversity of the workforce and the population as a whole underscores the importance of effectively managing diversity.
    TRUE

The increasing racial and ethnic diversity of the workforce and the population as a whole underscores the importance of effectively managing diversity.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Easy
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

13. (p. 148)Managers and organizations are increasingly being reminded that stakeholders in the environment are diverse and expect organizational decisions and actions to reflect this diversity.
    TRUE

Managers and organizations are increasingly being reminded that stakeholders in the environment are diverse and expect organizational decisions and actions to reflect this diversity.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

14. (p. 148)The Hispanic and Asian populations of the U.S are predicted to triple between 2000 and 2050.
    TRUE

It is estimated that the Hispanic and Asian populations will triple during this 50-year period.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Easy
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

 

15. (p. 149)Religious diversity is not an issue that managers need to be concerned within the organizational setting.
    FALSE

A key issue for managers when it comes to religious diversity is recognizing and being aware of different religions and their beliefs, with particular attention being paid to when religious holidays fall.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

16. (p. 149)Some employees abuse the ADA by seeking unnecessary accommodations for disabilities that may or may not exist.
    TRUE

Some employees abuse the ADA by seeking unnecessary accommodations for disabilities that may or may not exist.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

17. (p. 148-150)The passage of the ADA has increased employment rates significantly for those with disabilities.
    FALSE

The passage of the ADA does not appear to have increased employment rates significantly for those with disabilities.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Medium
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

 

18. (p. 151-152)Federal law prohibits discrimination based on sexual orientation.
    FALSE

Although no federal law prohibits discrimination based on sexual orientation, 20 states have such laws, and a 1998 executive order prohibits sexual orientation discrimination in civilian federal offices.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Medium
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

19. (p. 151)It is of little importance for managers to be sensitive and responsive to the needs and concerns of workers who may be less fortunate than themselves in terms of income and financial resources.
    FALSE

Socioeconomic diversity suggests that managers need to be sensitive and responsive to the needs and concerns of workers who may be less fortunate than themselves in terms of income and financial resources.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

20. (p. 154)Managers can influence others to support diversity through their positions of status.
    TRUE

Research on social influence supports such a link: People are likely to be influenced and persuaded by others who have high status.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Topic: Diversity Management

 

21. (p. 154)It is unnecessary for top management to give rewards in order to have a successful diversity management initiative.
    FALSE

Top management commitment and rewards for the support of diversity are often cited as critical ingredients in the success of diversity management initiatives.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Hard
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Topic: Diversity Management

22. (p. 155)The concept of procedural justice requires managers to be fair to subordinates in deciding who should be promoted within the organization.
    TRUE

The principle of procedural justice requires that managers use fair procedures to determine how to distribute outcomes to organizational members.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Easy
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Diversity Management

23. (p. 155)Following the distributive justice principle means that all members of an organization receive identical or similar outcomes.
    FALSE

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.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Diversity Management

 

24. (p. 156)A diverse workforce improves decision making.
    TRUE

The variety of points of view and approaches to problems and opportunities that diverse employees provide can improve managerial decision making.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Easy
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Diversity Management

25. (p. 157)Increasingly, organizations are insisting that their suppliers demonstrate diversity in their own workforces.
    TRUE

Managers and organizations concerned about diversity are insisting that their suppliers also support diversity.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Easy
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Diversity Management

26. (p. 158)Perception is a highly objective, rational process.
    FALSE

All decisions and actions of managers are based on their subjective perceptions.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Easy
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity Management

 

27. (p. 158)The process through which people select, organize, and interpret sensory input is called stereotyping.
    FALSE

Perception is the process through which people select, organize, and interpret sensory input.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Easy
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity Management

28. (p. 158)Personal characteristics such as openness to experience are unlikely to affect perceptions.
    FALSE

Several managers’ perceptions of the same person, event, or situation are likely to differ because managers differ in personality, values, attitudes, and moods.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Easy
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity Management

29. (p. 158)Managers’ perceptions are affected by their personality, and not by their experiences.
    FALSE

Managers’ and all organizational members’ perceptions of one another also are affected by their past experiences with and acquired knowledge about people, events, and situations.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Easy
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity Management

 

30. (p. 158)An abstract knowledge structure stored in memory that helps interpret and organize information is called a bias.
    FALSE

Schemas are abstract knowledge structures stored in memory that allow people to organize and interpret information about a person, an event, or a situation.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Easy
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity Management

31. (p. 158)Schemas are abstract knowledge structures stored in memory that allow people to organize and interpret information about a person, an event, or a situation.
    TRUE

Schemas are abstract knowledge structures stored in memory that allow people to organize and interpret information about a person, an event, or a situation.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Easy
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity Management

32. (p. 159)Stereotypes are usually based on a visible characteristic such as a person’s age, gender, or race.
    TRUE

Stereotypes are usually based on a visible characteristic such as a person’s age, gender, or race.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Easy
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity Management

 

33. (p. 162)Overt discrimination by a manager violates the principle of distributive justice.
    TRUE

Overt discrimination is a clear violation of the principles of distributive and procedural justice.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Easy
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity Management

34. (p. 164)The ability to appreciate diversity requires that managers view other people from their own perspective.
    FALSE

The ability to appreciate diversity, however, requires that people become aware of other perspectives and the various attitudes and experiences of others.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-05 List the steps managers can take to effectively manage diversity.
Topic: Diversity Management

35. (p. 167)Diversity requires organizational members have to suppress their personal styles.
    FALSE

Diversity does not mean organizational 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.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Hard
Learning Objective: 05-05 List the steps managers can take to effectively manage diversity.
Topic: Diversity Management

 

36. (p. 169)Sexual harassment that creates a hostile work environment is more subtle than quid pro quo sexual harassment.
    TRUE

Hostile work environment sexual harassment is more subtle.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Sexual Harassment

37. (p. 169)When a manager tells a lewd joke to another manager, this is an example of quid pro quo sexual harassment.
    FALSE

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.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Sexual Harassment

38. (p. 169)Managers have an ethical obligation to eradicate sexual harassment in their organizations, but it is not legally required.
    FALSE

Sexual harassment is not only unethical; it is also illegal.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Sexual Harassment

 

Multiple Choice Questions
 

39. (p. 145)The diversity of the U.S. workforce is ______________________; the diversity of suppliers and customers is ________________.
    A. increasing; increasing
    B. increasing; decreasing
    C. decreasing; increasing
    D. decreasing; decreasing
    E. decreasing; staying the same

One of the most important management issues to emerge over the last 30 years has been the increasing diversity of the workforce.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Medium
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

40. (p. 147)Which act requires that men and women be paid equally if they are performing equal work?
    A. Civil Rights Act of 1991
    B. Title VII of the Civil Rights Act
    C. Equal Pay Act
    D. Glass Ceiling Relief Act
    E. Gender Equality Act

Equal Pay Act requires that men and women be paid equally if they are performing equal work.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Medium
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

 

41. (p. 147)Title VII of the Civil Rights Act prohibits discrimination on the basis of all but one of the following. Which one?
    A. Sex
    B. Religion
    C. Age
    D. National origin
    E. Disability

Title VII of the Civil Rights Act prohibits discrimination in employment decisions on the basis of race, religion, sex, color, or national origin.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Medium
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

42. (p. 147)According to Catalyst, Fortune 500 women compose about _____% of managerial and professional workers, but only about ______% of corporate officers.
    A. 70%, 10%
    B. 70%, 30%
    C. 50%, 15%
    D. 50%, 30%
    E. 40%, 30%

According to Catalyst, Fortune 500 women compose about 50.5% of managerial and professional workers, but only about 15.4% of corporate officers.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Hard
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

 

43. (p. 147)In addition to prohibiting discrimination in employment decisions on the basis of race, religion, sex, color, or national origin, the Civil Rights Act of 1991:
    A. Required employers to provide medical leave
    B. Allowed for the awarding of punitive and compensatory damages
    C. Prohibited discrimination on the basis of sexual orientation
    D. Prohibited discrimination on the basis of age
    E. Required employers to provide reasonable accommodations

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.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Hard
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

44. (p. 148)In the U.S., which of the following groups are expected to grow the most?
    A. African-Americans and Asians
    B. Asians and Hispanics
    C. Hispanics and non-Hispanic whites
    D. Hispanics and African Americans
    E. Asians and American Indians/Alaska Natives

It is estimated that the Hispanic and Asian populations will triple during this 50-year period.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

 

45. (p. 151)Devin considers himself part of the gay population in the U.S. Which federal law prohibits discrimination against him for his sexual orientation?
    A. Title IIV of the Civil Rights Act
    B. ADA
    C. 1991 Civil Rights Act
    D. 1990 Discrimination in Employment Act
    E. No Federal law prohibits discrimination based on sexual orientation.

Although no federal law prohibits discrimination based on sexual orientation, 20 states have such laws.

 

AACSB: Diversity
Bloom’s: Apply
Difficulty: Hard
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

46. (p. 154)Samantha runs her own small business. She treats all her employees, customers, and suppliers fairly, regardless of their age, gender, or ethnicity. She is acting in the _________ role by doing this.
    A. decision-maker
    B. liaison
    C. leader
    D. figurehead
    E. negotiator

In the leader role, a manager serves as a role model and institute policies and procedures to ensure that diverse members are treated fairly.

 

AACSB: Diversity
Bloom’s: Apply
Difficulty: Hard
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Topic: Diversity Management

 

47. (p. 154)As the branch manager of Missouri Bank, Jim is responsible for informing all branch staff about changes in the diversity policies. Jim is acting in the ______ role.
    A. disseminator
    B. leader
    C. liaison
    D. figurehead
    E. communicator

In the disseminator role, a manager informs employees about diversity policies and initiatives and the intolerance of discrimination.

 

AACSB: Diversity
Bloom’s: Apply
Difficulty: Hard
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Topic: Diversity Management

48. (p. 154)A manager who is effectively managing diversity in the liaison role would:
    A. Convey how valuable a goal effective management of diversity is
    B. Serve as a role model for treating others fairly
    C. Help diverse individuals to coordinate their efforts
    D. Support diversity initiatives in the wider community
    E. Inform employees about diversity policies and initiatives

In the liaison role, a manager enables diverse individuals to coordinate their efforts.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Topic: Diversity Management

 

49. (p. 154)Justin, a Human Resources Manager for XYZ Company, commits 20% of this year’s budget to develop a new program for valuing diversity in the company. He is acting in the ________ role.
    A. resource allocator
    B. entrepreneur
    C. monitor
    D. negotiator
    E. disturbance handler

In the entrepreneur role, a manager commits resources to develop new ways to effectively manage diversity.

 

AACSB: Diversity
Bloom’s: Apply
Difficulty: Hard
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Topic: Diversity Management

50. (p. 154)At the annual Human Resource International conference, Bob, CEO of TateCo, accepts the award for his company’s efforts in diversification. Bob is acting as:
    A. Figurehead
    B. Leader
    C. Liaison
    D. Entrepreneur
    E. Spokesperson

In the figurehead role, a manager conveys that the effective management of diversity is a valued goal and objective.

 

AACSB: Diversity
Bloom’s: Apply
Difficulty: Hard
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Topic: Diversity Management

 

51. (p. 155)Which of the following is NOT an important area for a manager to exercise distributive justice within the organization?
    A. Allocation of pay raises
    B. Allocation of promotions
    C. Allocation of office space
    D. Allocation of job assignments
    E. Allocation of proprietary information

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.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Easy
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Diversity Management

52. (p. 155)The idea that managers should receive a raise in pay based upon their contributions to the organization, and not based on their gender, is consistent with which principle?
    A. Social auditing
    B. Procedural justice
    C. Distributive justice
    D. The ombudsman effect
    E. The glass ceiling

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.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Easy
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Diversity Management

 

53. (p. 155)The marketing manager at RST Consulting, allocates the year-end bonuses to employees based on performance evaluations. What principle is the manager following?
    A. Social auditing
    B. Procedural justice
    C. Distributive justice
    D. The ombudsman effect
    E. The glass ceiling

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.

 

AACSB: Diversity
Bloom’s: Apply
Difficulty: Hard
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Diversity Management

54. (p. 155)Annie assigns the various jobs within her organization to employees based on their contribution to the company. Annie’s action is consistent with which principle?
    A. Distributive justice
    B. Department justice
    C. Environmental justice
    D. Procedural justice
    E. Social justice

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.

 

AACSB: Diversity
Bloom’s: Apply
Difficulty: Hard
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Diversity Management

 

55. (p. 155)At Lucky Car Rental, employees’ promotions are based on their performance evaluations, independent of ethnicity, age, or gender. This is known as:
    A. Procedural justice
    B. Equal Pay Act
    C. Distributive justice
    D. Affirmative Action
    E. Social justice

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.

 

AACSB: Diversity
Bloom’s: Apply
Difficulty: Hard
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Diversity Management

56. (p. 155)The Supervisor of medical billing at a hospital has been establishing a rubric that helps her to be objective when she decides whom to promote to a new position within her department. This is based upon which principle?
    A. The glass ceiling
    B. Procedural justice
    C. The ombudsman effect
    D. Social auditing
    E. Affirmative Action

The principle of procedural justice requires that managers use fair procedures to determine how to distribute outcomes to organizational members.

 

AACSB: Diversity
Bloom’s: Apply
Difficulty: Hard
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Diversity Management

 

57. (p. 156)Darden Restaurant seeks to satisfy the needs and tastes of diverse customers by providing menus in Spanish in communities with large Hispanic populations. This is an example of:
    A. Procedural justice
    B. Distributive justice
    C. Managing diversity
    D. Social discrimination
    E. Social equality

This represents responding to customer diversity.

 

AACSB: Diversity
Bloom’s: Apply
Difficulty: Hard
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Diversity Management

58. (p. 156)A Target retail store in Phoenix, Arizona stocks CDs with Spanish-speaking singers because its shoppers want to buy this type of item, even though the typical Target store does not stock this item. This is an example of:
    A. Community involvement
    B. Procedural justice
    C. Social justice
    D. Social responsibility
    E. Managing diversity

In an attempt to suit local customers’ needs and tastes, organizations like Target often vary the selection of products available in stores in different cities and regions.

 

AACSB: Diversity
Bloom’s: Apply
Difficulty: Hard
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Diversity Management

 

59. (p. 156)Ford Motor Co. assigns female engineers to an automobile design team to make sure that the needs of potential female customers are met in the design of the car. This is an example of:
    A. Reverse discrimination
    B. Overt discrimination
    C. Managing diversity
    D. Procedural justice
    E. Distributive justice

This represents responding to customer diversity.

 

AACSB: Diversity
Bloom’s: Apply
Difficulty: Hard
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Diversity Management

60. (p. 157)As the manager of Taylor Construction, Scott created a policy that the company will require all subcontractors to submit monthly reports that show the percentage of work that was completed by diverse employees. This is an example of:
    A. Managing diversity
    B. Quid pro quo
    C. Affirmative action
    D. Overt discrimination
    E. Stereotyping

More and more, managers and organizations concerned about diversity are insisting that their suppliers also support diversity.

 

AACSB: Diversity
Bloom’s: Apply
Difficulty: Hard
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Diversity Management

 

61. (p. 157)In order to avoid costly lawsuits, companies like Coca-Cola are managing diversity by doing all the following except:
    A. Committing additional resources to diversity initiatives
    B. Using minority suppliers
    C. Removing all religious holidays
    D. Instituting a formal mentoring program
    E. Instituting days to celebrate diversity

One positive outcome of Coca-Cola’s 2000 settlement is the company’s recognition of the need to commit additional resources to diversity management initiatives. Coca-Cola is increasing its use of minority suppliers, instituting a formal mentoring program, and instituting days to celebrate diversity with its workforce.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Diversity Management

62. (p. 157)Effectively managing diversity is a necessity on:
    A. Ethical grounds
    B. Religious grounds
    C. Business grounds
    D. Both ethical and religious grounds
    E. Ethical and business grounds but not religious

Effectively managing diversity is a necessity on both ethical and business grounds.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Diversity Management

 

63. (p. 157)General Motors Corporation (GM) reviews the extent to which law firms that would like to represent GM support diversity in their law firm’s activities and then uses this information in deciding which law firms to assign to do GM’s business. This is an example of:
    A. Stereotyping
    B. Reverse discrimination
    C. Overt discrimination
    D. Environmental justice
    E. Managing diversity

More and more, managers and organizations concerned about diversity are insisting that their suppliers also support diversity.

 

AACSB: Diversity
Bloom’s: Apply
Difficulty: Hard
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Diversity Management

64. (p. 158)The process through which selection, organization, and interpretation of experiences occurs is called:
    A. Bias
    B. Stereotyping
    C. Perception
    D. Scheming
    E. Discrimination

Perception is the process through which people select, organize, and interpret sensory input.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity Management

 

65. (p. 158)McDonalds goes to great lengths to understand a country’s culture and taste in food. McDonald’s success in a diverse market can be attributed to:
    A. Social intuition
    B. Stereotyping
    C. Perception
    D. Scheming
    E. Overt discrimination

Key to McDonald’s success in these diverse markets are managers’ efforts to perceive accurately a country’s culture and taste in food and then to act on these perceptions.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity Management

66. (p. 159)Which of the following statements about schemas is true?
    A. People tend to pay attention to information that is inconsistent with schemas
    B. Schemas never change
    C. Schemas are derived from personality
    D. Schemas can be functional and useful
    E. Schemas are rarely inaccurate

Schemas that accurately depict the true nature of a person or situation are functional because they help people make sense of the world around them.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity Management

 

67. (p. 159)In signing Stanley up for the company basketball team, Michael inaccurately assumes that Stanley is a great player just because he is African-American. Michael is exhibiting:
    A. Schemas
    B. Reverse discrimination
    C. Stereotyping
    D. Avert discrimination
    E. Favoritism

Stereotype is composed of simplistic and often inaccurate beliefs about the typical characteristics of particular groups of people.

 

AACSB: Diversity
Bloom’s: Apply
Difficulty: Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity Management

68. (p. 159)A simplistic belief about another person that is based on that person’s gender, age, or race is known as:
    A. A bias
    B. A stereotype
    C. Overt discrimination
    D. Sexual harassment
    E. Reverse discrimination

Stereotype is composed of simplistic and often inaccurate beliefs about the typical characteristics of particular groups of people.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Easy
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity Management

 

69. (p. 159)A manager who has a simplistic and inaccurate opinion of subordinates who are female “just because they are women” is exhibiting:
    A. The similar-to-me effect
    B. The salience effect
    C. The social status effect
    D. Stereotyping
    E. Quid pro quo harassment

Stereotype is composed of simplistic and often inaccurate beliefs about the typical characteristics of particular groups of people.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity Management

70. (p. 159)If a manager assumes a number of inaccurate things about a subordinate just because that subordinate has a different sexual preference from the manager and, “All gays are like that,” that manager is exhibiting:
    A. The social status effect
    B. Stereotyping
    C. Quid pro quo harassment
    D. The similar-to-me effect
    E. The glass ceiling

Stereotype is composed of simplistic and often inaccurate beliefs about the typical characteristics of particular groups of people.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity Management

 

71. (p. 161)The tendency for a manager to use information about subordinates in ways that result in inaccurate perceptions of these subordinates is known as:
    A. Schemas
    B. Bias
    C. Whistle-blowing
    D. Stereotyping
    E. Discrimination

Biases are systematic tendencies to use information about others in ways that result in inaccurate perceptions.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Easy
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity Management

72. (p. 161)Tucker is in the process of hiring a new manager for his newly expanded store in a neighboring community. As he reviews the credentials of all the applicants, he pays special attention to individuals that exhibit similar characteristics to himself. Tucker is exhibiting:
    A. The similar-to-me effect
    B. Reverse discrimination
    C. Schemas
    D. Stereotyping
    E. Individualism

The similar-to-me effect is the tendency to perceive others who are similar to ourselves more positively than we perceive people who are different.

 

AACSB: Diversity
Bloom’s: Apply
Difficulty: Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity Management

 

73. (p. 161)If white male managers, perceive other white male managers in a more positive way than they perceive other managers who are members of a minority group, this is an example of:
    A. The salience effect
    B. The similar-to-me effect
    C. The glass ceiling
    D. A hostile work environment
    E. The social status effect

The similar-to-me effect is the tendency to perceive others who are similar to ourselves more positively than we perceive people who are different.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity Management

74. (p. 161)Janice is in the process of hiring a new assistant. As she reviews the credentials of all the applicants, she pays special attention to a young woman who comes from a very distinguished family in the area. Janice is exhibiting:
    A. The similar-to-me effect
    B. The social status effect
    C. The salience effect
    D. The prestige effect
    E. The descendent effect

The social status effect is the tendency to perceive individuals with high social status more positively than we perceive those with low social status.

 

AACSB: Diversity
Bloom’s: Apply
Difficulty: Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity Management

 

75. (p. 161)Steve tends to think Bill is more responsible and capable than Gus because Bill is a member of the management team and Gus is the maintenance supervisor, this is a type of bias known as:
    A. The proactive effect
    B. The salience effect
    C. The ombudsman effect
    D. The similar-to-me effect
    E. The social status effect

The social status effect is the tendency to perceive individuals with high social status more positively than we perceive those with low social status.

 

AACSB: Diversity
Bloom’s: Apply
Difficulty: Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity Management

76. (p. 161)The tendency to perceive individuals differently based on their position or job is called:
    A. The similar-to-me effect
    B. The social status effect
    C. The salience effect
    D. The ombudsman effect
    E. The proactive effect

The social status effect is the tendency to perceive individuals with high social status more positively than we perceive those with low social status.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Easy
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity Management

 

77. (p. 162)The tendency of a manager to focus her attention on subordinates who are “very different” from the manager is known as:
    A. The social status effect
    B. The resilience effect
    C. The salience effect
    D. The similar-to-me effect
    E. The ombudsman effect

The salience effect is the tendency to focus attention on individuals who are conspicuously different from us.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Easy
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity Management

78. (p. 162)Sue has several female subordinates working on her shift. Recently, a young male employee has been transferred to Sue’s department. Sue tends to spend more time monitoring the work of the male than any other employee. Sue is exhibiting:
    A. The salience effect
    B. A hostile work environment
    C. Quid pro quo
    D. The similar-to-me effect
    E. The social status effect

The salience effect is the tendency to focus attention on individuals who are conspicuously different from us.

 

AACSB: Diversity
Bloom’s: Apply
Difficulty: Hard
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity Management

 

79. (p. 162)The idea that a manager has a tendency to judge people based on how conspicuous they are is called:
    A. The social status effect
    B. The salience effect
    C. The similar-to-me effect
    D. The ombudsman effect
    E. The social audit effect

The salience effect is the tendency to focus attention on individuals who are conspicuously different from us.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Easy
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity Management

80. (p. 162)Overt discrimination is a clear violation of the principles of:
    A. Distributive justice
    B. Procedural justice
    C. Environmental justice
    D. Both distributive and environmental justice
    E. Both distributive and procedural justice

Overt discrimination is a clear violation of the principles of distributive and procedural justice.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity Management

 

81. (p. 162)When a manager knowingly and willingly denies a subordinate an opportunity for promotion within the organization because that subordinate is “different from” the manager, what has occurred?
    A. Affirmative action
    B. Quid pro quo
    C. Reverse discrimination
    D. Overt discrimination
    E. A hostile environment

Overt discrimination is knowingly and willingly denying diverse individuals access to opportunities and outcomes in an organization.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity Management

82. (p. 165)Which of the following is NOT a suggested way for an organization’s top managers to encourage diversity commitment throughout their organization?
    A. Encourage flexibility
    B. Increase the accuracy of stereotyping
    C. Encourage mentoring
    D. Provide training
    E. Secure top management commitment

See Table 5.4

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-05 List the steps managers can take to effectively manage diversity.
Topic: Diversity Management

 

83. (p. 164)Jeanie has realized that her values and beliefs differ significantly from some of her younger Generation X employees. What should Jeanie do to increase the accuracy of her perceptions?
    A. Stay strong in her views about an issue or event
    B. Make decisions on “hunches”
    C. Seek out other points of view
    D. Start by looking for evidence that confirms her previous point of view
    E. Make decisions quickly, before information complicates the situation

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.

 

AACSB: Diversity
Bloom’s: Apply
Difficulty: Hard
Learning Objective: 05-05 List the steps managers can take to effectively manage diversity.
Topic: Diversity Management

84. (p. 165)Which of the following is NOT given as a step to manage diversity effectively?
    A. Secure top management commitment
    B. Increase accuracy of perceptions
    C. Increase salaries and wages for everyone
    D. Encourage mentoring
    E. Pay close attention to performance evaluation processes

See Table 5.4

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-05 List the steps managers can take to effectively manage diversity.
Topic: Diversity Management

 

85. (p. 165)Which of the following is NOT one of the steps managers should take to promote diversity?
    A. Discourage mentoring to reduce bad habits
    B. Encourage mentoring of diverse employees
    C. Empower employees to challenge discriminatory actions
    D. Consider the numbers
    E. Reward employees for effectively managing diversity

See Table 5.4

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-05 List the steps managers can take to effectively manage diversity.
Topic: Diversity Management

86. (p. 167)Paying close attention to performance evaluations is one way to effectively manage diversity. Managers should do all of the following EXCEPT:
    A. Rely on objective performance indicators
    B. Ensure adequate time is spent on the evaluation
    C. Ensure adequate attention is given to the evaluation
    D. Ensure that the evaluators are held accountable for the evaluation
    E. Ensure performance standards are vague

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.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-05 List the steps managers can take to effectively manage diversity.
Topic: Diversity Management

 

87. (p. 168)What is the purpose of community internship program at United Parcel Service (UPS)?
    A. To find new facility locations
    B. To be environmentally conscious
    C. To increase diversity awareness of managers
    D. To find new customers
    E. To provide job opportunities

United Parcel Service (UPS), a package delivery company, developed an innovative community internship program to increase the diversity awareness and skills of its managers and, at the same time, benefit the wider community.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-05 List the steps managers can take to effectively manage diversity.
Topic: Diversity Management

88. (p. 168)The process by which experienced members of the organization provide guidance and advice to newer members is called:
    A. Quid pro quo
    B. Networking
    C. Mentoring
    D. Performance appraisal
    E. Career planning

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.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Medium
Learning Objective: 05-05 List the steps managers can take to effectively manage diversity.
Topic: Diversity Management

 

89. (p. 169)In a recent survey of women in the National Association for Female Executives, about what percentage of those surveyed reported that they personally had experienced some form of sexual harassment?
    A. 30 percent
    B. 40 percent
    C. 50 percent
    D. 60 percent
    E. 70 percent

Of the 607 women surveyed by the National Association for Female Executives, 60% indicated that they had experienced some form of sexual harassment.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Medium
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Sexual Harassment

90. (p. 169)When a manager asks a subordinate for sexual favors in return for a promotion, what type of sexual harassment has occurred?
    A. Hostile work environment
    B. Quid pro quo
    C. Accommodative
    D. Title VII
    E. Covert

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.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Easy
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Sexual Harassment

 

91. (p. 169)While on a business trip, Eva, the planning manager, suggests to male subordinate that it would be good for his career if he engaged in sexual activity with her. This is an example of:
    A. A hostile work environment.
    B. Gender discrimination.
    C. The salience effect.
    D. The social status effect.
    E. Quid pro quo sexual harassment.

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.

 

AACSB: Diversity
Bloom’s: Apply
Difficulty: Medium
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Sexual Harassment

92. (p. 169)A female manager says to a male subordinate who is up for promotion, “Spend the weekend with me working on this project and we’ll get to know each other much better. Then I can give you a great recommendation.” This manager is exhibiting:
    A. A hostile work environment
    B. The glass ceiling
    C. Quid pro quo sexual harassment
    D. The salience effect
    E. Reverse discrimination

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.

 

AACSB: Diversity
Bloom’s: Apply
Difficulty: Hard
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Sexual Harassment

 

93. (p. 169)Whenever Lisa goes to the warehouse to pick up timesheets, she is confronted with whistles and lewd comments, both of which make her uncomfortable. What type of sexual harassment has occurred?
    A. Whistle-blowing environment
    B. Salience environment
    C. Quid pro quo environment
    D. Hostile work environment
    E. Accommodative environment

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.

 

AACSB: Diversity
Bloom’s: Apply
Difficulty: Easy
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Sexual Harassment

94. (p. 169)A female subordinate is offended by posters in her supervisor’s office that she feels are degrading to women. This supervisor has exhibited:
    A. Gender discrimination
    B. The glass ceiling
    C. The salience effect
    D. Quid pro quo sexual harassment
    E. A hostile work environment

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.

 

AACSB: Diversity
Bloom’s: Apply
Difficulty: Easy
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Sexual Harassment

 

95. (p. 169)Which of the following would NOT be considered a hostile work environment?
    A. Lewd jokes
    B. Sexual favors
    C. Displays of sexually oriented objects
    D. Vulgar language
    E. Remarks about appearance

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.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Sexual Harassment

96. (p. 169)Two male managers exchange a lewd sexual joke in the presence of a female manager. These male managers have exhibited:
    A. The similar-to-me effect
    B. A hostile work environment
    C. Quid pro quo sexual harassment
    D. The salience effect
    E. Reverse discrimination

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.

 

AACSB: Diversity
Bloom’s: Apply
Difficulty: Medium
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Sexual Harassment

 

97. (p. 170)A fair complaint procedure to investigate charges of sexual harassment should include all of the following EXCEPT:
    A. Ensure all organizational members are aware of the complaint
    B. Ensure that alleged harassers are fairly treated
    C. Protect and fairly treat victims
    D. Ensure that complaints are dealt with promptly and thoroughly
    E. Be managed by a neutral third party

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.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Sexual Harassment

98. (p. 170)A sexual harassment policy should contain all EXCEPT:
    A. Examples of types of behavior that are unacceptable
    B. A procedure for employees to use to report instances of harassment
    C. A discussion of the disciplinary actions
    D. Should only be communicated to offenders
    E. A commitment to educate organizational members about sexual harassment

A sexual harassment policy should include prohibitions against both quid pro quo and hostile work environment sexual harassment. It should contain (1) examples of types of behavior that are unacceptable, (2) a procedure for employees to use to report instances of harassment, (3) a discussion of the disciplinary actions that will be taken when harassment has taken place, and (4) a commitment to educate and train organizational members about sexual harassment.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Sexual Harassment

 

99. (p. 170)Which of the following is not one of the recommended steps to eliminate sexual harassment?
    A. Develop and clearly communicate a sexual harassment policy
    B. Establish and use a complaint procedure
    C. Take corrective action against sexual harassers
    D. Fire all sexual harassers regardless of the size of the offense
    E. Train members about sexual harassment

Managers have an ethical obligation to eradicate sexual harassment in their organizations. There are many ways to accomplish this objective. There are four initial steps managers can take to deal with the problem.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Sexual Harassment

 

Essay Questions

100. (p. 145-146)Define diversity. Explain the reasons why diversity is such a pressing concern and issue for managers and organizations.

Diversity is 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. Effectively managing diversity can improve organizational effectiveness. There is substantial evidence that diverse individuals continue to
experience unfair treatment in the workplace as a result of biases, stereotypes, and overt discrimination.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Hard
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

 

101. (p. 147)Describe the major provisions of Title VII of the Civil Rights Act, the Equal Pay Act, and the Americans with Disabilities Act.

• Title VII prohibits discrimination in employment decisions on the basis of race, religion, sex, color, or national origin. Decisions include hiring, firing, pay, promotion, and working conditions.
  ·The Equal Pay Act requires men and women to be paid equally if they are performing equal work.
  ·The Americans with Disabilities Act prohibits discrimination against disabled individuals in employment decisions and requires employers to make accommodations for disabled workers to enable them to perform their jobs.

 

AACSB: Diversity
Bloom’s: Remember
Difficulty: Hard
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

102. (p. 154)Give five examples of how the different managerial roles could be exercised to effectively manage diversity. Choose at least one from each of the basic types of roles.

See Table 5.2. Managerial Roles and the Effective Management of Diversity on page 154

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Hard
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Topic: Diversity

 

103. (p. 155-156)Discuss the two moral principles that guide managers in their efforts to meet their ethical imperative.

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 organizational 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.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Hard
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Diversity Management

104. (p. 156-157)It has been said that, “Managing diversity makes good business sense.” Do you agree or disagree with this statement? Defend your argument either pro or con.

Managing diversity makes business sense because customers of businesses are becoming more diverse, and, as learned earlier, an organization must be responsive to its customers. A company with a diverse workforce can understand the needs of these varied customers more effectively. Also, a more diverse workforce, utilized well, can yield more creative decisions when the diverse employees contribute different ideas to the problem solving process. Third, effective management of diversity can reduce employee turnover but creating a better work climate for all employees. Finally, effective management of diversity reduces the probability of discrimination lawsuits.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Hard
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Diversity Management

 

105. (p. 161-162)Discuss the three types of bias that managers can exhibit either toward subordinates or toward other managers and give one specific business example of each of these biases.

Managers can exhibit the similar-to-me effect in which they perceive others who are similar to them in more positive ways than those who are dissimilar to themselves, the social status effect in which people with higher social status are perceived in more positive ways than people of lower social status, and the salience effect in which managers focus their attention on people who are dramatically different from the manager.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity Management

106. (p. 164-168)Discuss five steps managers can take to change attitudes and values and promote the effective management of diversity.

See Table 5.4 Promoting the Effective Management of Diversity on page 165.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Hard
Learning Objective: 05-05 List the steps managers can take to effectively manage diversity.
Topic: Diversity Management

107. (p. 164-165)Design a “diversity awareness program” for an organization and specify five specific objectives that such a program should contain.

Possible objectives would include providing accurate information to employees about the organization’s stand on various diversity issues, uncovering and correcting biases of managers, learning about others who are “different” from the norm, correcting inaccurate stereotypes, developing a work atmosphere in which workers are free to share their different perspectives, and improving the understanding of people who are “different.”

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Hard
Learning Objective: 05-05 List the steps managers can take to effectively manage diversity.
Topic: Diversity Management

 

108. (p. 169-170)There are two basic types of sexual harassment that can occur in the workplace. Distinguish between these two types and give two specific examples of each that could occur in a business setting.

The two types are “quid pro quo” and “hostile work environment”. 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. In hostile work environment, workers are faced with an intimidating, hostile, or offensive work environment because of their sex.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Sexual Harassment

109. (p. 170)Managers have an ethical obligation to eradicate sexual harassment in their organizations. What are four initial steps managers can take to deal with the problem?

1) Develop and clearly communicate a sexual harassment policy endorsed by top management. This policy should include prohibitions against both quid pro quo and hostile work environment sexual harassment. 2) Use a fair complaint procedure to investigate charges of sexual harassment. 3) When it has been determined that sexual harassment has taken place, take corrective actions as soon as possible. 4) Provide sexual harassment education and training to all organizational members, including managers.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Hard
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Sexual Harassment

110. (p. 170)Describe 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.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Medium
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Sexual Harassment

 

111. (p. 170-171)Discuss four of the ten additional factors beyond the initial four that an organization should keep in mind about sexual harassment.

1) Every sexual harassment charge should be taken seriously. 2) Employees who go along with unwanted sexual attention in the workplace can be sexual harassment victims. 3) Employees sometimes wait before they file complaints of sexual harassment. 4) An organization’s sexual harassment policy should be communicated to each new employee and reviewed with current employees periodically. 5) Suppliers and customers need to be familiar with an organization’s sexual harassment policy. 6) Managers should give employees alternative ways to report incidents of sexual harassment. 7) Employees who report sexual harassment must have their rights protected; this includes being protected from any potential retaliation. 8) Allegations of sexual harassment should be kept confidential; those accused of harassment should have their rights protected. 9) Investigations of harassment charges and any resultant disciplinary actions need to proceed in a timely manner. 10) Managers must protect employees from sexual harassment from third parties they may interact with while performing their jobs, such as suppliers or customers.

 

AACSB: Diversity
Bloom’s: Understand
Difficulty: Hard
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Sexual Harassment