1. You
are the HRM manager in a company with a highly diverse workforce. Over lunch
you are explaining to a Caucasian, middle-class, line manager that she needs to
use different training techniques with her Hispanic employees than with her
black employees because of the difference in their cognitive structures. By
cognitive structures, you mean:
a) their personality traits.
b) the way they perceive and respond to the
world around them.
c) their social and economic grouping.
d) those individual characteristics over which
they have little or no control.
e)
their problem-solving
abilities.
2. Fundamentally,
diversity:
a) consists of those elements in our lives over
which we have no control, but which make us individuals.
b) is caused by the choices we make about our
lifestyles, etc., that make us who we are.
c) is all the human characteristics that make us
who we are.
d) is simply another term for affirmative action
in the workplace.
e) is another term for stereotype.
3. Jorge is
from Guatemala. Amanda, an American
co-worker, assumes that Jorge, (and all Guatemalans) are just like her two
Latina friends, and that the three share the same abilities, likes, and
dislikes. Amanda is guilty of:
a)
discrimination.
b)
stereotyping.
c)
harassment.
d)
closed-mindedness.
e)
a and b
4. An
important diversity issue is understanding the distinction between diversity
and the source of diversity. Which of the following is an example of diversity?
a) Terrance believes men should lead group
discussions. Cami thinks gender is irrelevant to leadership.
b) Marshall and Patty attended parochial school
as children and readily accept authoritarian leadership.
c) Jesus enjoys hot spicy food because he is a
Latino.
d) Carla does well in mathematics because she is
an Asian-American.
e) All of the
above are examples of the sources of diversity.
5. Diversity
is a function of:
a) stereotyping.
b) an individuals group membership.
c) individual characteristics, some of which can
be changed, and some over which one has no control.
d) segmented communication networks.
e) the current
implementation of affirmative action programs and their quotas.
6. When
identifying individual characteristics in groups of people, it is very likely
that:
a)
two groups will have
substantial overlap with regard to any given characteristic.
b)
two groups will have very
little overlap with regard to any given characteristic.
c)
the overlap that occurs
between two groups is affected by the groups interactions with one another.
d)
overlap is a function of two
groups geographical closeness.
e)
two groups will only have
overlap if they are from the same continent.
7. The
exclusion of certain people from participation in an organization because of
their group membership:
a) is a legal way to eliminate some stress in
the workplace caused by diversity programs.
b) is not only illegal, but may cost the
organization access to creativity and experiences it wouldnt otherwise have.
c) will legally save companies a significant
amount of money.
d) should be done very carefully to avoid
violating the law.
e) is only a legal option for small,
privately-held companies.
8. The
growing awareness of changing workforce demographic and the need to fully
integrate and work effectively with nontraditional and minority employees is
called:
a) equal employment opportunity.
b) affirmative action.
c) diversity training.
d) diversity management.
e) valuing diversity.
9. The number
of people over age 55 in the United States will grow by about ____ over the
next decade.
a) 10%
b) 26%
c) 18%
d) 46%
e) 77%
10. By the year
2010, _____ of the U.S. workforce will be white Americans.
a) only 35%
b) almost 70%
c) about 50%
d) 85%
e) 90%
11. The
fastest-growing minority group in the United States from 2000-2010 will be:
a) female Americans.
b) Asian-Americans.
c) Hispanic-Americans.
d)
White Americans.
e)
African-Americans.
12. U.S.
workforce participation by Hispanic-Americans by 2010 will:
a) increase by over 13%.
b) double.
c) decline by 4.3%.
d)
remain the same.
e)
decrease by more than 30%.
13. Changing
workforce demographics is exemplified by the fact that, of the 20 million jobs
created over the next ten years, women and minorities will fill:
a) 12%.
b) 22%.
c) 36%.
d) 48%.
e) 75%.
14. The number
of women in the work force is expected to continue to _______; the number of
men in the workforce is expected to _______.
a)
increase / increase
proportionally
b)
decrease / increase overall
c)
decrease / decrease
proportionally
d)
increase / decrease overall
e)
none of the above
15. Between
1996 and 2006, the percentage of African-Americans in the workforce is expected
to:
a)
double.
b)
decrease by half.
c)
decrease slightly.
d)
increase slightly.
e)
increase by 10%.
16. Workforce
diversity can enhance organizational effectiveness by:
a) reducing costs and improving quality.
b) decreasing communications and conflict.
c) simply recognizing the inevitable change in
the face of the workforce in the future.
d) creating greater system stability.
e) increasing creativity, leading to better
problem solving.
17. Greyhounds
increase in profits is considered to be a result of:
a)
marketing strategies directed
toward a multiethnic, multicultural population.
b)
breaking away from corporate
group-think.
c)
apprenticeship programs.
d)
diversity training.
e)
all of the above
18. It is a
challenge to convince people to value diversity because:
a) it is seen as diminishing the common ground necessary
to a viable society.
b) most managers already see diversity as an
asset to their companies.
c) diversity programs have created a strong
backlash.
d) quotas in affirmative action programs have
been eliminated.
e) it tends to
decrease system flexibility.
19. One
hindrance to diversity in the workplace, according to Jo Vanderkloot, is:
a) the American value of individualism.
b) the view that one should not comment on
difference because to be different is to be deficient.
c) the general lack of group cohesiveness in the
workforce.
d) the traditional top-down American management
style.
e) that
diversity can cause system inflexibility.
20. During lunch
with co-workers, Camille brings up the new focus that Moen and Associates seems
to place on diversity. She claims that
rather than encouraging differences in the workplace, it would be more
effective to encourage a social sameness for all company employees,
regardless of the cultural and racial differences that are represented at Moen. Her view is in line with which perspective?
a)
Difference as better.
b)
Difference as deficiency.
c)
Integration over assimilation.
d)
The cultural relativity
perspective.
e)
b and d
21. The question about whether to adapt
management practices to fit the different sets of workplace values, beliefs,
and attitudes is the challenge of managing employee diversity related to:
a) the international issues in management.
b) valuing employee diversity.
c) individual vs. group fairness.
d) organizations resistance to change.
e) group
cohesiveness and interpersonal conflict.
22. The
cultural relativity concept of management displays which of the following
characteristics?
a)
A value placed on varying
beliefs, attitudes, and patterns of behavior.
b)
Standardized management
practices.
c)
A strong belief in
universalism.
d)
Flexible management practices
that can be molded to different cultures.
e)
a and d
23. The fact
that most communication within an organization occurs between members of the
same sex and race demonstrates the diversity management challenge related to:
a) the resistance to change in organizations.
b) retention of minority and women employees.
c) group cohesiveness.
d) communication channel segmentation.
e) valuing
employee diversity.
24. Some managers
and mainstream employees feel that organizations have compromised their
standards to comply with EEO requirements. This belief exemplifies the
challenge to managing diversity of:
a) resentment.
b) the retention of men who will likely quit in
frustration.
c) competition for opportunities.
d) balancing individual versus group fairness.
e) backlash.
25. The best
strategy to handle the various challenges to managing diversity is to:
a) assume an individuals behavior is based on
their ethnic grouping.
b) remember that women are always more
conceptual and emotional than men, regardless of ethnic background.
c) remember that the primary determinant of
behavior is ones group membership.
d) treat employees as individuals.
e) focus on the
sources of diversity, not the diversity itself.
1. You
are the HRM manager in a company with a highly diverse workforce. Over lunch
you are explaining to a Caucasian, middle-class, line manager that she needs to
use different training techniques with her Hispanic employees than with her
black employees because of the difference in their cognitive structures. By
cognitive structures, you mean: a) their personality traits. b) the way they perceive and respond to the
world around them. c) their social and economic grouping. d) those individual characteristics over which
they have little or no control.e)
their problem-solving
abilities. 2. Fundamentally,
diversity: a) consists of those elements in our lives over
which we have no control, but which make us individuals. b) is caused by the choices we make about our
lifestyles, etc., that make us who we are. c) is all the human characteristics that make us
who we are. d) is simply another term for affirmative action
in the workplace. e) is another term for stereotype. 3. Jorge is
from Guatemala. Amanda, an American
co-worker, assumes that Jorge, (and all Guatemalans) are just like her two
Latina friends, and that the three share the same abilities, likes, and
dislikes. Amanda is guilty of:a)
discrimination.b)
stereotyping.c)
harassment.d)
closed-mindedness.e)
a and b 4. An
important diversity issue is understanding the distinction between diversity
and the source of diversity. Which of the following is an example of diversity? a) Terrance believes men should lead group
discussions. Cami thinks gender is irrelevant to leadership. b) Marshall and Patty attended parochial school
as children and readily accept authoritarian leadership. c) Jesus enjoys hot spicy food because he is a
Latino. d) Carla does well in mathematics because she is
an Asian-American.e) All of the
above are examples of the sources of diversity. 5. Diversity
is a function of: a) stereotyping. b) an individuals group membership. c) individual characteristics, some of which can
be changed, and some over which one has no control. d) segmented communication networks.e) the current
implementation of affirmative action programs and their quotas. 6. When
identifying individual characteristics in groups of people, it is very likely
that:a)
two groups will have
substantial overlap with regard to any given characteristic.b)
two groups will have very
little overlap with regard to any given characteristic.c)
the overlap that occurs
between two groups is affected by the groups interactions with one another.d)
overlap is a function of two
groups geographical closeness.e)
two groups will only have
overlap if they are from the same continent. 7. The
exclusion of certain people from participation in an organization because of
their group membership: a) is a legal way to eliminate some stress in
the workplace caused by diversity programs. b) is not only illegal, but may cost the
organization access to creativity and experiences it wouldnt otherwise have. c) will legally save companies a significant
amount of money. d) should be done very carefully to avoid
violating the law. e) is only a legal option for small,
privately-held companies. 8. The
growing awareness of changing workforce demographic and the need to fully
integrate and work effectively with nontraditional and minority employees is
called: a) equal employment opportunity. b) affirmative action. c) diversity training. d) diversity management. e) valuing diversity. 9. The number
of people over age 55 in the United States will grow by about ____ over the
next decade. a) 10% b) 26% c) 18% d) 46%e) 77% 10. By the year
2010, _____ of the U.S. workforce will be white Americans. a) only 35% b) almost 70% c) about 50% d) 85%e) 90% 11. The
fastest-growing minority group in the United States from 2000-2010 will be: a) female Americans. b) Asian-Americans. c) Hispanic-Americans.d)
White Americans.e)
African-Americans. 12. U.S.
workforce participation by Hispanic-Americans by 2010 will: a) increase by over 13%. b) double. c) decline by 4.3%.d)
remain the same.e)
decrease by more than 30%. 13. Changing
workforce demographics is exemplified by the fact that, of the 20 million jobs
created over the next ten years, women and minorities will fill: a) 12%. b) 22%. c) 36%. d) 48%.e) 75%. 14. The number
of women in the work force is expected to continue to _______; the number of
men in the workforce is expected to _______.a)
increase / increase
proportionallyb)
decrease / increase overallc)
decrease / decrease
proportionallyd)
increase / decrease overalle)
none of the above 15. Between
1996 and 2006, the percentage of African-Americans in the workforce is expected
to:a)
double.b)
decrease by half.c)
decrease slightly.d)
increase slightly.e)
increase by 10%. 16. Workforce
diversity can enhance organizational effectiveness by: a) reducing costs and improving quality. b) decreasing communications and conflict. c) simply recognizing the inevitable change in
the face of the workforce in the future. d) creating greater system stability. e) increasing creativity, leading to better
problem solving. 17. Greyhounds
increase in profits is considered to be a result of:a)
marketing strategies directed
toward a multiethnic, multicultural population.b)
breaking away from corporate
group-think.c)
apprenticeship programs.d)
diversity training.e)
all of the above 18. It is a
challenge to convince people to value diversity because: a) it is seen as diminishing the common ground necessary
to a viable society. b) most managers already see diversity as an
asset to their companies. c) diversity programs have created a strong
backlash. d) quotas in affirmative action programs have
been eliminated.e) it tends to
decrease system flexibility. 19. One
hindrance to diversity in the workplace, according to Jo Vanderkloot, is: a) the American value of individualism. b) the view that one should not comment on
difference because to be different is to be deficient. c) the general lack of group cohesiveness in the
workforce. d) the traditional top-down American management
style.e) that
diversity can cause system inflexibility. 20. During lunch
with co-workers, Camille brings up the new focus that Moen and Associates seems
to place on diversity. She claims that
rather than encouraging differences in the workplace, it would be more
effective to encourage a social sameness for all company employees,
regardless of the cultural and racial differences that are represented at Moen. Her view is in line with which perspective?a)
Difference as better.b)
Difference as deficiency.c)
Integration over assimilation.d)
The cultural relativity
perspective.e)
b and d 21. The question about whether to adapt
management practices to fit the different sets of workplace values, beliefs,
and attitudes is the challenge of managing employee diversity related to: a) the international issues in management. b) valuing employee diversity. c) individual vs. group fairness. d) organizations resistance to change.e) group
cohesiveness and interpersonal conflict. 22. The
cultural relativity concept of management displays which of the following
characteristics?a)
A value placed on varying
beliefs, attitudes, and patterns of behavior.b)
Standardized management
practices.c)
A strong belief in
universalism.d)
Flexible management practices
that can be molded to different cultures.e)
a and d 23. The fact
that most communication within an organization occurs between members of the
same sex and race demonstrates the diversity management challenge related to: a) the resistance to change in organizations. b) retention of minority and women employees. c) group cohesiveness. d) communication channel segmentation.e) valuing
employee diversity. 24. Some managers
and mainstream employees feel that organizations have compromised their
standards to comply with EEO requirements. This belief exemplifies the
challenge to managing diversity of: a) resentment. b) the retention of men who will likely quit in
frustration. c) competition for opportunities. d) balancing individual versus group fairness.e) backlash. 25. The best
strategy to handle the various challenges to managing diversity is to: a) assume an individuals behavior is based on
their ethnic grouping. b) remember that women are always more
conceptual and emotional than men, regardless of ethnic background. c) remember that the primary determinant of
behavior is ones group membership. d) treat employees as individuals.e) focus on the
sources of diversity, not the diversity itself.
