[Введите текст]
True / False
1. According to the U.S. Census Bureau, the fastest-growing group in the United States will be Hispanics from 2015 to
2060.
a. True
b. False
2. Affirmative action guarantees diversity.
a. True
b. False
3. Affirmative action is unrelated to the 1964 Civil Rights Act.
a. True
b. False
4. Surface-level diversity consists of differences such as age, gender, race/ethnicity, and physical disabilities that are
observable, typically unchangeable, and easy to measure.
a. True
b. False
5. Older workers are more likely to use drugs and alcohol at work.
a. True
b. False
6. The glass ceiling is the invisible barrier that prevents older employees from advancing to the top jobs in organizations.
a. True
b. False
7. The passage of the 1964 Civil Rights Act and Title VII has decreased incidences of racial and ethnic discrimination in
the United States.
a. True
b. False
8. Vague selection and promotion criteria allow decision makers to focus on non-job-related characteristics that may
unintentionally lead to employment discrimination.
a. True
b. False
9. Extraversion is the degree to which someone is not angry, depressed, anxious, emotional, insecure, or excitable.
a. True
b. False
[Введите текст]
[Введите текст]
10. The access and legitimacy paradigm is consistent with achieving organizational plurality.
a. True
b. False
Multiple Choice
11. The term _____ refers to a variety of demographic, cultural, and personal differences among an organization’s
employees and customers.
a. conscientiousness
b. attrition
c. diversity
d. integrity
12. Unlike affirmative action, diversity:
a. is basically a punitive approach.
b. can exist even if organizations do not take purposeful steps to create it.
c. is required by law for private employers with fifty or more employees.
d. has a narrow focus on demographic, cultural, and personal differences.
13. Which of the following is a difference between a diversity program and an affirmative action program?
a. A diversity program aims at creating a positive work environment where no one is advantaged or
disadvantaged, whereas an affirmative action program aims at compensating for past discrimination and
preventing ongoing discrimination.
b. A diversity program is required by law for private employers with fifty or more employees, whereas an
affirmative action program is not.
c. A diversity program punishes companies for not achieving specific sex and race ratios in their work forces,
whereas an affirmative action program seeks to benefit both organizations and their employees by encouraging
organizations to value all kinds of differences.
d. A diversity program involves purposeful steps taken by an organization to create employment opportunities
for minorities and women, whereas an affirmative action program has a broader focus that includes
demographic, cultural, and personal differences.
14. Sienna Inc., a software firm, decided to hire a technical expert. The company conducted an aptitude test followed by
structured interviews for candidates. David, an African American, did exceptionally well in all the assessments but was
rejected. Sienna has been known for discrimination against African Americans in several instances. David filed a case
against Sienna on charges of racial discrimination. In the context of affirmative action, the company is most likely
required to:
a. refer David to another company.
b. hire other African Americans to compensate for David’s
loss.
c. promote other minority employees in the company.
d. pay attorney’s fees and court costs for David.
15. Which of the following programs seeks to benefit both organizations and their employees by encouraging
organizations to value all kinds of differences instead of punishing them for not achieving specific sex and race ratios in
[Введите текст]
[Введите текст]
their work forces?
a. A validation program
b. An appraisal program
c. A diversity program
d. An affirmative action program
16. Which of the following is true of diversity?
a. It curbs business growth.
b. It often leads to expensive lawsuits.
c. It increases employee turnover.
d. It decreases absenteeism.
17. Cerulean Corp. comprises 80 percent African American employees. The company has a record of high employee
turnover over the past five years. Which of the following measures should Cerulean take to reduce the employee turnover
rate?
a. The company should have more women in senior roles.
b. The company should recruit a diverse work force.
c. The company should recruit more African Americans.
d. The company should place a glass ceiling on minorities.
18. Diversity drives business growth by:
a. attracting different customers and markets.
b. reinforcing affirmative action.
c. weakening business monopoly.
d. decreasing competition in the industry.
19. Rosemond Inc. manufactures cosmetics for women. Although majority of its customers are females, it has only 30
percent female employees. The company has been witnessing decline in sales as more innovative products have entered
the market. The top management at Rosemond has realized that the company should understand customer needs and
introduce new products. In this scenario, which of the following steps should Rosemond take to understand customer
requirements?
a. The company should focus exclusively on local markets.
b. The company should recruit more female employees.
c. The company should start targeting male customers since most of its employees are
males.
d. The company should use innovative methods to promote its existing products.
20. A popular cell phone company is known for its diverse work force. When the company had to make a decision on
product positioning in a new market, managers of different ethnic groups had different views due to cultural differences.
Such conflicts were common in several decision making situations, which has become a critical issue in the company. In
this scenario, _____ should be employed to minimize these differences among the managers.
a. social integration
b. emotional intelligence
[Введите текст]
[Введите текст]
c. a glass ceiling
d. an affirmative action program
21. The government of a country is working to change employers’ perceptions of older workers and encourage companies
to abandon mandatory retirement plans. In the context of dimensions of surface-level diversity, which of the following
types of discrimination is the government trying to eliminate?
a. Age discrimination
b. Sex discrimination
c. Racial and ethnic discrimination
d. Disability discrimination
22. It is commonly believed that older workers:
a. show bad judgment
b. are more likely to show up late.
c. are more likely to quit.
d. are less productive.
23. Which of the following is true of older workers?
a. They care about the quality of work they do.
b. They are more likely to quit a job.
c. They are interested in learning new things.
d. They are more likely to engage in workplace aggression.
24. Which of the following steps should companies take to reduce age discrimination?
a. They should train recruiters to make hiring decisions on the basis of age.
b. They need to ensure that younger workers do not interact with older
workers.
c. They need to monitor the extent to which older workers receive training.
d. They should refrain from recruiting baby boomers.
25. When Galax Inc., a logistics firm, hired Melissa as its president, it became evident that Galax does not have a(n)
_____ to prevent women from rising to leadership positions.
a. glass ceiling
b. diversity bottleneck
c. organizational roadblock
d. greenhorn
26. Which of the following is a significant factor behind the lack of women at top levels of management?
a. Women are more likely than men to quit.
b. Women are not ambitious.
[Введите текст]
[Введите текст]
c. Women face sex discrimination.
d. Women have less qualification than men.
27. Which of the following strategies should be used by companies to minimize sex discrimination?
a. Pairing promising female executives with senior executives
b. Excluding women from male-dominated social activities
c. Employing more male managers to train and supervise female employees
d. Creating work teams consisting of only female employees
28. Rohit, an Indian, is a marketing executive in an American company. He graduated from a top Ivy League university in
the United States and is known for his outstanding performance, positive attitude, and innovative ideas. Despite his
educational qualifications and skills, Rohit is not promoted as the marketing manager. Instead, Ryan, a white male with
lesser experience and average performance, is promoted as the marketing manager. Which of the following is most likely
the reason that Rohit is not promoted?
a. Rohit’s performance does not meet the industry standards.
b. The company prefers to have white Americans at top positions.
c. Rohit’s educational qualifications do not match the educational qualifications of white Americans.
d. The company does not consider Rohit’s experience adequate for a promotion.
29. Which of the following is a reason for smaller representation of minority groups in management positions?
a. Most companies implement affirmative action programs.
b. Most companies prefer hiring whites than candidates of minority groups.
c. Members of minority groups are not qualified enough for holding managerial positions.
d. Recruiting members of minority groups in management positions causes cultural
disputes.
30. A(n) _____ is a mental or physical impairment that substantially limits one or more major life activities.
a. disposition
b. disability
c. intervention
d. competency
31. A job candidate is rejected on the pretext that he is hearing impaired. Which of the following types of discrimination
does this exemplify?
a. Racial discrimination
b. Disability discrimination
c. Age discrimination
d. Ethnicity discrimination
32. In which of the following ways can companies ensure that people with disabilities have the same opportunities as
everyone else?
a. Recruiting disabled candidates only for low level jobs
b. Refraining from assigning higher responsibilities to disabled employees
[Введите текст]
[Введите текст]
c. Employing people with disabilities only for jobs that do not require
movement
d. Providing reasonable workplace accommodations for disabled employees
33. Ignatius Inc., a lock manufacturer, is part of a national program in which employers encourage disabled workers to
work with ease. To help workers with sight impairments, Ignatius has provided them with magnifying lenses that give
them the vision acuity as they need to work on the small parts within a lock. These lenses are an example of _____.
a. integration system
b. impulse system
c. ambulation technology
d. assistive technology
34. Recognizing deep-level diversity is important because it can:
a. result in less prejudice, discrimination, and conflict in the workplace.
b. help in reinforcing dimensions of surface-level diversity.
c. help in overcoming differences that are unchangeable and unmeasurable.
d. enable managers to focus on differences based on age, ethnicity, and physical
capabilities.
35. The access and legitimacy paradigm focuses on:
a. equal opportunity, fair treatment, recruitment of minorities, and strict compliance with the equal employment
opportunity laws.
b. integrating deep-level diversity differences, such as personality, attitudes, beliefs, and values, into the actual
work of an organization.
c. bringing different talents and perspectives together to make the best organizational decisions and to produce
innovative, competitive products and services.
d. the acceptance and celebration of differences to ensure that the diversity within a company matches the
diversity found among primary stakeholders.
36. Which of the following is a difference between the access and legitimacy paradigm and the learning and effectiveness
paradigm?
a. The access and legitimacy paradigm focuses on having a demographically representative work force, whereas
the learning and effectiveness paradigm focuses on having demographic differences inside a company match
those of key customers and stakeholders.
b. The access and legitimacy paradigm focuses on the surface-level diversity dimensions of sex, race, and
ethnicity, whereas the learning and effectiveness paradigm focuses on integrating deep-level diversity
differences, such as personality, attitudes, beliefs, and values, into the actual work of an organization.
c. The access and legitimacy paradigm focuses on strict compliance with the equal employment opportunity
laws, whereas the learning and effectiveness paradigm focuses on creating a demographically diverse work
force that attracts a broader customer base.
d. The access and legitimacy paradigm focuses on equal opportunity, fair treatment, and recruitment of
minorities, whereas learning and effectiveness paradigm focuses on the acceptance and celebration of
differences to ensure that the diversity within a company matches the diversity found among primary
stakeholders.
[Введите текст]
[Введите текст]
37. Which of the following best describes organizational plurality?
a. All members are empowered to contribute in a way that maximizes the benefits to an organization, customers,
and themselves.
b. Some members are treated as superior to others based on their ethnicity.
c. The individuality of each member is respected by segmenting or polarizing people on the basis of their
membership in a particular group.
d. Female employees are denied managerial positions and other promotions.
38. The _____ focuses on bringing different talents and perspectives together to make the best organizational decisions
and to produce innovative, competitive products and services.
a. access and legitimacy paradigm
b. discrimination and fairness
paradigm
c. learning and effectiveness paradigm
d. acceptance and celebration paradigm
39. Which of the following will help managers in managing company diversity programs effectively?
a. Treating group differences as special
b. Focusing only on positive feedback
c. Setting idealistic goals
d. Tailoring opportunities to individuals, not
groups
40. Manuela, a Hispanic sales executive, is a new employee at Taupe Inc. Kevin, an Irish American, is also a marketing
executive at Taupe with two years of experience. Kevin is assigned the task of mentoring Manuela. The objective of
mentoring is not only to train Manuela but also to change employees’ stereotypical beliefs and attitudes about different
ethnic groups. This scenario illustrates _____.
a. work sample assessment
b. awareness training
c. skills-based diversity training
d. diversity pairing
Completion
41. The purpose of a(n) _________ is to provide equal opportunities to all, regardless of race, color, religion, sex, or
national origin.
A. balanced scorecard plan
B. affirmative action program
C. wellness program
D. social integration plan
42. In the context of deep-level diversity, _________ is the relatively stable set of behaviors, attitudes, and emotions
displayed over time that makes individuals different from each other.
A. a disposition
B. personality
[Введите текст]
[Введите текст]
C. cognition
D. integrity
43. _________ is the degree to which someone is organized, hardworking, responsible, persevering, thorough, and
achievement oriented.
A. Cordiality
B. Agreeableness
C. Extraversion
D. Conscientiousness
44. Under the _________, success is usually measured by how well companies achieve recruitment, promotion, and
retention goals for women, people of different racial/ethnic backgrounds, or other underrepresented groups.
A. access and legitimacy paradigm
B. learning and effectiveness paradigm
C. discrimination and fairness paradigm
D. acceptance and celebration paradigm
45. The _________ measures the extent to which people associate positive or negative thoughts with blacks or whites,
men or women, homosexuals or heterosexuals, young or old, or other groups.
A. Specific Ability Test
B. Cognitive Ability Test
C. Implicit Association Test
D. Situational Judgement Test
46. In the context of surface-level diversity, _________ occurs when people are treated differently because of their
gender.
47. _________ gives workers with disabilities the tools they need to overcome their disabilities and is also an effective
strategy to recruit, retain, and enhance the productivity of people with disabilities.
48. In the context of deep-level diversity, a(n) _________ is the tendency to respond to situations and events in a
predetermined manner.
49. _________ is a training program that teaches employees the practical skills they need for managing a diverse work
force, such as flexibility and adaptability, negotiation, problem solving, and conflict resolution.
50. _________ are formal assessments that measure employee and management attitudes, investigate the extent to which
people are advantaged or disadvantaged with respect to hiring and promotions, and review companies’ diversity-related
policies and procedures.
[Введите текст]