Organizational Behavior, 10th Edition Test Bank

Chapter 02 Managing Diversity: Releasing Every Employee’s Potential Student: ___________________________________________________________________________ 1. Diversity represents the multitude of individual differences that make people different from and similar to each other. True False 2. Diversity encompasses both differences and similarities. True False 3. Diversity is an issue of age, race, and gender. True False 4. Affirmative action is the same as managing diversity. True False 5. Personality is the central layer of diversity and represents a stable set of characteristics responsible for a person’s identity. True False 6. Internal dimensions of diversity are more likely than external dimensions to be under our control. True False 7. Educational background represents an internal dimension of diversity. True False 8. Sexual orientation represents an external dimension of diversity. True False 9. External dimensions of diversity contain an element of control or choice. True False 10. Work location represents an organizational dimension of diversity. True False 11. Employment laws require organizations to reasonably accommodate employees’ sincerely held religious practices even if doing so would impose an undue hardship on the employer. True False 12. Flexible scheduling and job reassignments are examples of reasonable accommodation. True False 13. Affirmative action is an outgrowth of equal employment opportunity legislation. True False 14. Although affirmative action created tremendous opportunities for women and minorities, it does not foster the type of thinking that is needed to effectively manage diversity. True False 15. Discrimination occurs when employment decisions about an individual are due to reasons not associated with performance or are not related to the job. True False 16. Affirmative action programs typically impose quotas on employers. True False 17. Affirmative action plans are viewed more positively by people who are conservatives and Republicans. True False 18. Affirmative action plans are not supported by people who possess racist or sexist attitudes. True False 19. The goal of affirmative action programs is to enable people to perform up to their maximum potential. True False 20. Women hired under affirmative action programs exhibit higher performance when they believe they are hired due to their competence. True False 21. Managing diversity enables people to perform up to their maximum potential through changing an organization’s culture and infrastructure. True False 22. The primary reason for managing diversity is the ability to grow and maintain a business in an increasingly competitive marketplace. True False 23. Organizations can use diversity as a strategic advantage if employees fail to contribute their full talents, abilities, motivation, and commitment. True False 24. Workforce demographics are statistical profiles of the characteristics and composition of the adult working population. True False 25. The term glass ceiling was used to represent an absolute barrier or solid roadblock that prevented religious minorities from advancing to higher-level positions. True False 26. The phenomenon of glass ceiling resulted in women finding themselves in lower-level jobs. True False 27. The phenomenon of glass ceiling resulted in women finding themselves in jobs with more visibility, power, and influence. True False 28. Minorities experience more pyschological support than whites. True False 29. College graduates are typically lacking in terms of teamwork skills, critical thinking, and analytic reasoning. True False 30. Millennials account for the largest block of employees in the workforce. True False 31. Many Millennials are being managed by Boomers who possess very similar sets of personal traits. True False 32. Gen Xers are patriotic, loyal, disciplined, and have respect for authority. True False 33. Millennials are entitled, civic minded, and have close parental involvement. True False 34. As well-educated workers begin to look for jobs commensurate with their qualifications and expectations, absenteeism and turnover likely will increase. True False 35. Simple work assignments should be provided in order to keep older workers engaged and committed to working. True False 36. Equal access to training and learning opportunities when it comes to new technology will help to keep older workers engaged and committed to working. True False 37. Social categorization theory implies that similarity leads to liking and attraction, thereby fostering a host of positive outcomes. True False 38. Social categorization theory predicts that heterogeneity is better than homogeneity in terms of affecting work-related attitudes, behaviors, and performance. True False 39. According to information/decision-making theory, diverse groups are more likely to possess a broader range of task-relevant knowledge, skills, abilities, opinions, and perspectives than less diverse groups. True False 40. Diverse groups are expected to do a better job in later phases of problem solving. True False 41. Diversity can enhance the number of contacts a group or work unit has at its disposal. True False 42. According to information/decision-making theory, homogeneous groups make better quality decisions than more heterogeneous groups. True False 43. Fault lines form when work-group members possess varying demographic characteristics. True False 44. Ethnocentrism represents the feeling that one’s cultural rules and norms are superior or more appropriate than the rules and norms of another culture. True False 45. An overabundance of political savvy on the part of diverse employees is one barrier to implementing successful diversity programs. True False 46. Diversity climate is a subcomponent of an organization’s overall climate. True False 47. Sexual harassment is an example of hostile work environments. True False 48. R Roosevelt Thomas Jr includes the category “deny” in his generic action options. True False 49. Differences are encouraged when using R Roosevelt Thomas Jr’s suppression approach. True False 50. R Roosevelt Thomas Jr’s isolation approach maintains the current way of doing things by setting the diverse person off to the side. True False 51. Differences are highly valued when an organization uses R Roosevelt Thomas Jr’s toleration approach. True False 52. Which of the following statements is true about diversity? A. It is synonymous with similarities among different groups of people. B. It synonymous with affirmative action. C. It represents the multitude of individual differences and similarities that exist among people. D. It is an issue of age, race, or gender. E. It is an issue of being Catholic, Jewish, Protestant, Muslim, or Buddhist. 53. Which of the following is an example of reasonable accommodation of sincerely held religious beliefs? A. Children in the workplace and mandatory child care B. Regular 20 hour work weeks C. Quotas on promotions D. Flexible scheduling E. Technical training for all senior executives 54. _____ is the core layer of diversity. A. Work location B. Seniority C. Race D. Religion E. Personality 55. Which of the following is an example of an external dimension of diversity? A. Income B. Gender C. Physical ability D. Race E. Ethnicity 56. _____ is an example of an internal dimension of diversity. A. Income level B. Religious belief C. Sexual orientation D. Marital status E. Educational background 57. _____ is an example of an external dimension of diversity. A. Sexual orientation B. Ethnicity C. Age D. Personal habit E. Race 58. _____ is an example of an internal dimension of diversity. A. Race B. Management status C. Parental status D. Income level E. Religion 59. Marital status is an example of a(n) _____ dimension of diversity. A. core B. surface-level C. organizational D. internal E. external 60. _____ is an example of an organizational dimension of diversity. A. Marital status B. Physical appearance C. Seniority D. Sexual orientation E. Gender 61. Joey is a 36-year-old white male who works as a teacher in the Pacific Northwest. He has 2 years seniority at his current organization. He is an introvert in social settings and he recently got divorced. His favorite hobbies include professional wrestling and wine tasting. Which of these characteristics represents an internal dimension of diversity? A. Being 36 B. Loving wrestling C. Living in the Pacific Northwest D. Being divorced E. Having 2 years on the job 62. Sven is a 51-year-old white male who works as a manager in the marketing department of a small organization in Sweden. He has 12 years seniority at his current organization. He is relatively outgoing in social settings and is married. His favorite hobbies include boxing and cooking. Which of these characteristics represents an organizational dimension of diversity? A. Being 51 B. Loving boxing C. Living in Sweden D. Being married E. Having 12 years seniority 63. _____ is an artificial intervention aimed at giving management a chance to correct an imbalance, an injustice, a mistake, and/or outright discrimination. A. Ethnocentrism B. Managing diversity C. Cross-cultural training D. Job redesign E. Affirmative action 64. Which of the following is true about an affirmative action? A. It legitimizes quotas. B. It is viewed more positively by people who are liberals and Democrats than conservatives and Republicans. C. It requires companies to hire unqualified people. D. It fosters the type of thinking that is needed to effectively manage diversity. E. It is a natural intervention aimed at giving management a chance to correct an imbalance. 65. Affirmative action programs: A. can only be imposed by the CEOs of the concerned companies. B. impose quotas on employers. C. require companies to hire unqualified people. D. are the outgrowths of equal employment opportunity (EEO) legislation. E. are embraced by white males in the workforce. 66. Which of the following statements affirmative action is true? A. It imposes quotas on employers. B. It legitimizes quotas. C. It is not supported by people who possess racist or sexist attitudes. D. It fosters the type of thinking that is needed to effectively manage diversity. E. It is a natural intervention. 67. Affirmative action programs often have _____ effects on the job satisfaction of women and minority employees who supposedly benefited from them. A. negative B. minimal C. positive D. beneficial E. proactive 68. Women and minorities hired on the basis of affirmative action were found to experience _____. A. more stress B. greater job satisfaction C. greater organizational commitment D. greater career satisfaction E. more competencies 69. Paris was recently hired for a managerial position in a large high-tech firm. The organization has an active affirmative action program, and Paris thinks that the fact that she is female might have influenced the hiring decision. Paris is likely to experience _____ compared to employees selected solely on the basis of merit. A. less stress B. greater job satisfaction C. greater organizational commitment D. greater career satisfaction E. negative stigmatization 70. _____ involves creating organizational changes that enable all people to perform up to their maximum potential. A. Affirmative action B. Core dimension of diversity C. Managing diversity D. Valuing diversity E. Workforce demographics 71. The primary reason for managing diversity is to: A. conform to legal requirements. B. to correct an imbalance, an injustice, a mistake, or outright discrimination that occurred in the past. C. treat everyone morally and ethically. D. achieve positive social identity. E. to be able to grow and maintain a successful business in an increasingly competitive marketplace. 72. _____ are statistical profiles of the characteristics and composition of the adult working population. A. High-performance work practices B. Task performances C. Marketing strategies D. Workforce demographics E. Deep-level diversities 73. _____ refers to an invisible barrier blocking women and minorities from top management positions. A. Affirmative action B. Glass ceiling C. EEO regulations D. Revolving door E. Restricted step 74. The term glass ceiling was used to represent a solid roadblock that prevented women from: A. gaining employment. B. working with people within organizations. C. getting basic civil liberties. D. working with other women on a daily basis. E. advancing to higher-level positions. 75. Which of the following is a result of having glass ceilings? A. Women find themselves in lower-level jobs. B. Women find themselves in jobs that have profit-and-loss responsibility. C. Women tend to have more visibility in their jobs. D. Women tend to have higher power in their organizations. E. Women tend to be more influential in their organizations. 76. Sally had been working in a financial company for five years. She executed her duties sincerely and was extremely competent in her job. However, she was not given the opportunity to advance to higher-level positions. Which of the following was Sally facing? A. Affirmative action B. EEO regulations C. Glass ceiling D. Revolving door E. Invisible step 77. Ruth had a job in a marketing firm, that did not have any profit-loss-responsibility and that had poor visibility, power, and influence. This implies that Ruth was experiencing the difficulties of a(n) _____. A. affirmative action B. EEO regulations C. revolving door D. glass ceiling E. invisible step 78. Which of the following statements racial groups is true? A. Minorities tend to earn less personal income than whites. B. Asians have the lowest median income. C. Minorities experience more psychological support than whites. D. Minorities experience less perceived discrimination. E. Minorities do not suffer subordination. 79. Which of the following would reduce a mismatch between educational attainment and occupational requirements? A. Hire college graduates who are poor at critical thinking but highly competent technically. B. Apply self-managerial techniques in the organization. C. Hire high-school graduates working in entry-level positions. D. Hire college graduates with critical thinking and analytic reasoning. E. Adopt a system of decentralization in the organization. 80. Which of the following would reduce a mismatch between educational attainment and occupational requirements? A. Spend less money on employee training. B. Use phased retirement programs that encourage unskilled employees to work beyond retirement age. C. Outsource technical work to other countries with a highly skilled population. D. Hire fewer immigrants to fill entry-level positions. E. Adopt a system of decentralization in the organization. 81. Which of the following is true with respect to educational attainment and occupational requirements? A. The need for on-the-job remedial training is decreasing in America. B. Underemployment is expected to decrease in the future. C. A surplus of qualified entry-level workers is expected in America. D. American companies are more likely to hire more immigrants to fill entry-level positions. E. Underemployment should lead to a decrease in absenteeism. 82. Which of the following groups of people have traits such as workaholism, idealism, and work ethics? A. Traditionalists B. Baby boomers C. Gen Xers D. Millennials E. Gen Ys 83. _____ are said to be entitled, civic minded, and have close parental involvement. A. Traditionalists B. Baby boomers C. Gen Xers D. Gen 2020 members E. Millennials 84. Which of the following would be an effect of growing mismatches between the amount of education needed to perform current jobs and the amount of education possessed by members of the workforce? A. An increase in work motivation among college graduates B. An excessive number of people with teamwork skills C. A decrease in absenteeism and turnover among well-educated workers D. A shortage of qualified people in technical fields E. Elimination of the need for job redesign 85. Which of the following initiatives should be taken to manage age-related diversity? A. Encourage employees to participate in skills-based volunteering projects B. Conduct on-the-job remedial skills training C. Provide frequent recognition for skills and wisdom gained over the years D. Hold literacy training sessions E. Provide simple work assignments 86. According to the ____, the similarity found in homogeneous groups leads to liking and attraction among group members, thereby leading to numerous positive organizational outcomes. A. social categorization theory B. Attraction-Selection-Attrition theory C. hierarchy of needs theory D. organizational socialization theory E. information/decision-making theory 87. According to the social categorization theory: A. female employees face the glass ceiling to a greater extent than minority employees. B. minority employees face the glass ceiling to a greater extent than female employees. C. homogeneous work groups will outperform heterogeneous work groups. D. heterogeneous work groups will outperform homogeneous work groups. E. organizations should manage gender-related diversity in order to attract qualified women. 88. According to the information/decision-making theory: A. female employees face the glass ceiling to a greater extent than do minority employees. B. minority employees face the glass ceiling to a greater extent than do female employees. C. homogeneous work groups will outperform heterogeneous work groups. D. heterogeneous work groups will outperform homogeneous work groups. E. gender and racial diversity lead to negative outcomes. 89. Which of the following proposes that diverse work groups lead to better task relevant processes and decision making? A. Social categorization theory B. Workforce demographics C. Maslow’s hierarchy of needs D. Organizational socialization theory E. Information/Decision-making theory 90. Which of the following is highlighted by the information/decision-making theory? A. Diverse groups are expected to do a better job in later phases of problem solving. B. Diverse perspectives help to uncover novel alternatives during problem-solving activities. C. Brainstorming is not successful when there are diverse perspectives. D. Diverse groups generate a less comprehensive view of a problem. E. Homogeneity enhances the number of contacts a group or work unit has at its disposal. 91. A(n) _____ is defined as “hypothetical dividing lines that may split a group into subgroups based on one or more attributes.” A. glass ceiling B. diversity climate C. demographic fault line D. diverse perspective E. labyrinth scheme 92. _____ is the feeling that one’s cultural rules and norms are superior or more appropriate than the rules and norms of another culture. A. Ethnicity B. Ethnography C. Ego D. Ethnocentrism E. Egotism 93. Which of the following barriers manifests itself in the belief that differences are viewed as weaknesses? A. Inaccurate stereotypes and prejudice B. Ethnocentrism C. Poor career planning D. Negative diversity climate E. Lack of political savvy on the part of diverse employees 94. _____ is a barrier to implementing successful diversity programs that particularly affects women. A. Fear of reverse discrimination B. Lack of political savvy C. Poor career planning D. Resistance to change E. Difficulty in balancing career and family issues 95. Which of the following responses identified by R Roosevelt Thomas Jr is an outgrowth of affirmative action programs? A. Suppress B. Include/Exclude C. Tolerate D. Convert E. Educate 96. Which of the following responses was identified by R Roosevelt Thomas Jr for handling any diversity issue? A. Suppress B. Accept C. Tolerate D. Convert E. Educate 97. The basic premise behind _____ is that all diverse people will learn to fit in or become like the dominant group. A. toleration B. denial C. suppression D. assimilation E. isolation 98. Differences are squelched or discouraged when using the approach of _____. A. suppression B. denial C. toleration D. assimilation E. isolation 99. Distinguish between the various layers of diversity, giving at least three examples of each of the layers. 100.Explain the differences between affirmative action and managing diversity. Be specific in your answer. 101.Mention the initiatives that can help to keep older workers engaged and committed to working. 102.Based on your knowledge of the process model of diversity, what steps would you take as a manager to reduce potential negative effects of diversity? Explain how the steps would reduce potential negative effects of diversity. 103.Briefly describe the common barriers to implementing successful diversity programs. 104.List out the eight generic action options identified by R Roosevelt Thomas Jr. Chapter 02 Managing Diversity: Releasing Every Employee’s Potential Key 1. Diversity represents the multitude of individual differences that make people different from and (p. 34) similar to each other. TRUE Diversity represents the multitude of individual differences that make people different from and similar to each other. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #1 Learning Objective: 02-01 Define diversity and review the four layers of diversity. Level of Difficulty: 2 Medium Topic: Defining Diversity 2. Diversity encompasses both differences and similarities. (p. 34) TRUE Diversity represents the multitude of individual differences that make people different from and similar to each other. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #2 Learning Objective: 02-01 Define diversity and review the four layers of diversity. Level of Difficulty: 2 Medium Topic: Defining Diversity 3. Diversity is an issue of age, race, and gender. (p. 34) FALSE Diversity represents the multitude of individual differences that make people different from and similar to each other. It is not an issue of age, race, or gender. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #3 Learning Objective: 02-01 Define diversity and review the four layers of diversity. Level of Difficulty: 2 Medium Topic: Defining Diversity 4. Affirmative action is the same as managing diversity. (p. 34) FALSE Many people associate diversity with affirmative action. They are not the same. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #4 Learning Objective: 02-01 Define diversity and review the four layers of diversity. Level of Difficulty: 2 Medium Topic: Defining Diversity 5. Personality is the central layer of diversity and represents a stable set of characteristics (p. 34) responsible for a person’s identity. TRUE Personality is the central layer of diversity and represents a stable set of characteristics responsible for a person’s identity. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #5 Learning Objective: 02-01 Define diversity and review the four layers of diversity. Level of Difficulty: 2 Medium Topic: Layers of Diversity 6. Internal dimensions of diversity are more likely than external dimensions to be under our (p. 34) control. FALSE Internal dimensions, for the most part, are not within our control, but they strongly influence our attitudes and expectations and assumptions about others, which, in turn, influence our behavior. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #6 Learning Objective: 02-01 Define diversity and review the four layers of diversity. Level of Difficulty: 2 Medium Topic: Layers of Diversity 7. Educational background represents an internal dimension of diversity. (p. 35) FALSE Educational background is an example of an external dimension of diversity. Refer: Figure 2-1 AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #7 Learning Objective: 02-01 Define diversity and review the four layers of diversity. Level of Difficulty: 2 Medium Topic: Layers of Diversity 8. Sexual orientation represents an external dimension of diversity. (p. 35) FALSE Sexual orientation is an example of an internal dimension of diversity. Refer: Figure 2-1 AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #8 Learning Objective: 02-01 Define diversity and review the four layers of diversity. Level of Difficulty: 2 Medium Topic: Layers of Diversity 9. External dimensions of diversity contain an element of control or choice. (p. 35) TRUE External influences are referred to as secondary dimensions of diversity. They represent individual differences that we have a greater ability to influence or control. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #9 Learning Objective: 02-01 Define diversity and review the four layers of diversity. Level of Difficulty: 2 Medium Topic: Layers of Diversity 10. Work location represents an organizational dimension of diversity. (p. 35) TRUE Work location represents an organizational dimension of diversity. Refer: Figure 2-1 AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #10 Learning Objective: 02-01 Define diversity and review the four layers of diversity. Level of Difficulty: 2 Medium Topic: Layers of Diversity 11. Employment laws require organizations to reasonably accommodate employees’ sincerely (p. 36) held religious practices even if doing so would impose an undue hardship on the employer. FALSE Employment laws require organizations to reasonably accommodate employees’ sincerely held religious practices unless doing so would impose an undue hardship on the employer. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #11 Learning Objective: 02-01 Define diversity and review the four layers of diversity. Level of Difficulty: 2 Medium Topic: Defining Diversity 12. Flexible scheduling and job reassignments are examples of reasonable accommodation. (p. 36) TRUE Flexible scheduling and job reassignments are examples of reasonable accommodation. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #12 Learning Objective: 02-01 Define diversity and review the four layers of diversity. Level of Difficulty: 2 Medium Topic: Defining Diversity 13. Affirmative action is an outgrowth of equal employment opportunity legislation. (p. 36) TRUE Affirmative action is an outgrowth of equal employment opportunity (EEO) legislation. The goal of this legislation is to outlaw discrimination and to encourage organizations to proactively prevent discrimination. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #13 Learning Objective: 02-02 Explain the difference between affirmative action and managing diversity. Level of Difficulty: 2 Medium Topic: Affirmative Action and Managing Diversity 14. Although affirmative action created tremendous opportunities for women and minorities, it (p. 36) does not foster the type of thinking that is needed to effectively manage diversity. TRUE Although affirmative action created tremendous opportunities for women and minorities, it does not foster the type of thinking that is needed to effectively manage diversity. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #14 Learning Objective: 02-02 Explain the difference between affirmative action and managing diversity. Level of Difficulty: 2 Medium Topic: Affirmative Action and Managing Diversity 15. Discrimination occurs when employment decisions about an individual are due to reasons not (p. 36) associated with performance or are not related to the job. TRUE Discrimination occurs when employment decisions about an individual are due to reasons not associated with performance or are not related to the job. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #15 Learning Objective: 02-02 Explain the difference between affirmative action and managing diversity. Level of Difficulty: 2 Medium Topic: Affirmative Action and Managing Diversity 16. Affirmative action programs typically impose quotas on employers. (p. 36) FALSE Affirmative action does not legitimize quotas. Quotas are illegal. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #16 Learning Objective: 02-02 Explain the difference between affirmative action and managing diversity. Level of Difficulty: 2 Medium Topic: Affirmative Action and Managing Diversity 17. Affirmative action plans are viewed more positively by people who are conservatives and (p. 36-37) Republicans. FALSE Affirmative action plans are viewed more positively by people who are liberals and Democrats than conservatives and Republicans. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #17 Learning Objective: 02-02 Explain the difference between affirmative action and managing diversity. Level of Difficulty: 2 Medium Topic: Affirmative Action and Managing Diversity 18. Affirmative action plans are not supported by people who possess racist or sexist attitudes. (p. 37) TRUE Affirmative action plans are not supported by people who possess racist or sexist attitudes. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #18 Learning Objective: 02-02 Explain the difference between affirmative action and managing diversity. Level of Difficulty: 2 Medium Topic: Affirmative Action and Managing Diversity 19. The goal of affirmative action programs is to enable people to perform up to their maximum (p. 37) potential. FALSE The goal of affirmative action is to outlaw discrimination and to encourage organizations to proactively prevent discrimination. The goal of managing diversity is to enable people to perform up to their maximum potential. It focuses on changing an organization’s culture and infrastructure such that people provide the highest productivity possible. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #19 Learning Objective: 02-02 Explain the difference between affirmative action and managing diversity. Level of Difficulty: 2 Medium Topic: Affirmative Action and Managing Diversity 20. Women hired under affirmative action programs exhibit higher performance when they believe (p. 37) they are hired due to their competence. TRUE Women hired under affirmative action programs felt better about themselves and exhibited higher performance when they believed they were hired because of their competence rather than their gender. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #20 Learning Objective: 02-02 Explain the difference between affirmative action and managing diversity. Level of Difficulty: 2 Medium Topic: Affirmative Action and Managing Diversity 21. Managing diversity enables people to perform up to their maximum potential through changing (p. 37) an organization’s culture and infrastructure. TRUE Managing diversity enables people to perform up to their maximum potential through changing an organization’s culture and infrastructure. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #21 Learning Objective: 02-02 Explain the difference between affirmative action and managing diversity. Level of Difficulty: 2 Medium Topic: Affirmative Action and Managing Diversity 22. The primary reason for managing diversity is the ability to grow and maintain a business in an (p. 37) increasingly competitive marketplace. TRUE The primary reason for managing diversity is the ability to grow and maintain a business in an increasingly competitive marketplace. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #22 Learning Objective: 02-02 Explain the difference between affirmative action and managing diversity. Level of Difficulty: 2 Medium Topic: Building the Business Case for Managing Diversity 23. Organizations can use diversity as a strategic advantage if employees fail to contribute their (p. 38) full talents, abilities, motivation, and commitment. FALSE Organizations cannot use diversity as a strategic advantage if employees fail to contribute their full talents, abilities, motivation, and commitment. It is thus essential for an organization to create an environment or culture that allows all employees to reach their full potential. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #23 Learning Objective: 02-02 Explain the difference between affirmative action and managing diversity. Level of Difficulty: 2 Medium Topic: Building the Business Case for Managing Diversity 24. Workforce demographics are statistical profiles of the characteristics and composition of the (p. 39) adult working population. TRUE Workforce demographics are statistical profiles of the characteristics and composition of the adult working population. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #24 Learning Objective: 02-03 Explain why Alice Eagly and Linda Carli believe that a womans career is best viewed as traveling through a labyrinth. Level of Difficulty: 2 Medium Topic: Increasing Diversity in the Workforce 25. The term glass ceiling was used to represent an absolute barrier or solid roadblock that (p. 39) prevented religious minorities from advancing to higher-level positions. FALSE The term glass ceiling was used to represent an absolute barrier or solid roadblock that prevented women-level positions. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #25 Learning Objective: 02-03 Explain why Alice Eagly and Linda Carli believe that a womans career is best viewed as traveling through a labyrinth. Level of Difficulty: 2 Medium Topic: Increasing Diversity in the Workforce 26. The phenomenon of glass ceiling resulted in women finding themselves in lower-level jobs. (p. 39) TRUE The phenomenon of glass ceiling resulted in women finding themselves in lower-level jobs. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #26 Learning Objective: 02-03 Explain why Alice Eagly and Linda Carli believe that a womans career is best viewed as traveling through a labyrinth. Level of Difficulty: 2 Medium Topic: Increasing Diversity in the Workforce 27. The phenomenon of glass ceiling resulted in women finding themselves in jobs with more (p. 39) visibility, power, and influence. FALSE The phenomenon of glass ceiling resulted in women finding themselves in jobs with less visibility, power, and influence. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #27 Learning Objective: 02-03 Explain why Alice Eagly and Linda Carli believe that a womans career is best viewed as traveling through a labyrinth. Level of Difficulty: 2 Medium Topic: Increasing Diversity in the Workforce 28. Minorities experience more pyschological support than whites. (p. 42) FALSE Minorities experience less pyschological support than whites. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #28 Learning Objective: 02-04 Review the demographic trends pertaining to racial groups; educational mismatches; and an aging workforce. Level of Difficulty: 2 Medium Topic: Increasing Diversity in the Workforce 29. College graduates are typically lacking in terms of teamwork skills, critical thinking, and (p. 42) analytic reasoning. TRUE College graduates, while technically and functionally competent, are lacking in terms of teamwork skills, critical thinking, and analytic reasoning. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #29 Learning Objective: 02-04 Review the demographic trends pertaining to racial groups; educational mismatches; and an aging workforce. Level of Difficulty: 2 Medium Topic: Increasing Diversity in the Workforce 30. Millennials account for the largest block of employees in the workforce. (p. 44) TRUE Millennials account for the largest block of employees in the workforce, followed by Baby Boomers. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #30 Learning Objective: 02-04 Review the demographic trends pertaining to racial groups; educational mismatches; and an aging workforce. Level of Difficulty: 2 Medium Topic: Increasing Diversity in the Workforce 31. Many Millennials are being managed by Boomers who possess very similar sets of personal (p. 44) traits. FALSE Many Millennials are being managed by Boomers who possess very different sets of personal traits. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #31 Learning Objective: 02-04 Review the demographic trends pertaining to racial groups; educational mismatches; and an aging workforce. Level of Difficulty: 2 Medium Topic: Increasing Diversity in the Workforce 32. Gen Xers are patriotic, loyal, disciplined, and have respect for authority. (p. 45) FALSE Traditionalists are said to be patriotic, loyal, disciplined, and have respect for authority. Gen Xers are self-reliant, have work/life balance, are adaptable, cynical, distrust authority, are independent, and are technologically savvy. Refer: Table 2-1 AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #32 Learning Objective: 02-04 Review the demographic trends pertaining to racial groups; educational mismatches; and an aging workforce. Level of Difficulty: 2 Medium Topic: Increasing Diversity in the Workforce 33. Millennials are entitled, civic minded, and have close parental involvement. (p. 45) TRUE Millennials are said to be entitled, civic minded, and have close parental involvement. Refer: Table 2-1 AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #33 Learning Objective: 02-04 Review the demographic trends pertaining to racial groups; educational mismatches; and an aging workforce. Level of Difficulty: 2 Medium Topic: Increasing Diversity in the Workforce 34. As well-educated workers begin to look for jobs commensurate with their qualifications and (p. 48) expectations, absenteeism and turnover likely will increase. TRUE Underemployment among college graduates threatens to erode job satisfaction and work motivation. As well-educated workers begin to look for jobs commensurate with their qualifications and expectations, absenteeism and turnover likely will increase. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #34 Learning Objective: 02-05 Highlight the managerial implications of increasing diversity in the workforce. Level of Difficulty: 2 Medium Topic: Increasing Diversity in the Workforce 35. Simple work assignments should be provided in order to keep older workers engaged and (p. 48) committed to working. FALSE Challenging work assignments that make a difference to the firm should be provided in order to keep older workers engaged and committed to working. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #35 Learning Objective: 02-05 Highlight the managerial implications of increasing diversity in the workforce. Level of Difficulty: 2 Medium Topic: Increasing Diversity in the Workforce 36. Equal access to training and learning opportunities when it comes to new technology will help (p. 49) to keep older workers engaged and committed to working. TRUE Equal access to training and learning opportunities when it comes to new technology will help to keep older workers engaged and committed to working. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #36 Learning Objective: 02-05 Highlight the managerial implications of increasing diversity in the workforce. Level of Difficulty: 2 Medium Topic: Increasing Diversity in the Workforce 37. Social categorization theory implies that similarity leads to liking and attraction, thereby (p. 50) fostering a host of positive outcomes. TRUE Social categorization theory implies that similarity leads to liking and attraction, thereby fostering a host of positive outcomes. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #37 Learning Objective: 02-06 Describe the positive and negative effects of diversity by using social categorization theory and information/decision-making theory. Level of Difficulty: 2 Medium Topic: The Positive and Negative Effects of Diverse Work Environments 38. Social categorization theory predicts that heterogeneity is better than homogeneity in terms of (p. 50) affecting work-related attitudes, behaviors, and performance. FALSE Social categorization model supports the idea that homogeneity is better than heterogeneity in terms of affecting work-related attitudes, behavior, and performance. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #38 Learning Objective: 02-06 Describe the positive and negative effects of diversity by using social categorization theory and information/decision-making theory. Level of Difficulty: 2 Medium Topic: The Positive and Negative Effects of Diverse Work Environments 39. According to information/decision-making theory, diverse groups are more likely to possess a (p. 50) broader range of task-relevant knowledge, skills, abilities, opinions, and perspectives than less diverse groups. TRUE According to information/decision-making theory, diverse groups are more likely to possess a broader range of task-relevant knowledge, skills, abilities, opinions, and perspectives than less diverse groups. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #39 Learning Objective: 02-06 Describe the positive and negative effects of diversity by using social categorization theory and information/decision-making theory. Level of Difficulty: 2 Medium Topic: The Positive and Negative Effects of Diverse Work Environments 40. Diverse groups are expected to do a better job in later phases of problem solving. (p. 51) FALSE Diverse groups are expected to do a better job in earlier phases of problem solving because they are more likely to use their diverse backgrounds to generate a more comprehensive view of a problem. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #40 Learning Objective: 02-06 Describe the positive and negative effects of diversity by using social categorization theory and information/decision-making theory. Level of Difficulty: 2 Medium Topic: The Positive and Negative Effects of Diverse Work Environments 41. Diversity can enhance the number of contacts a group or work unit has at its disposal. (p. 51) TRUE Diversity can enhance the number of contacts a group or work unit has at its disposal. This broad network enables groups to gain access to new information and expertise, which results in more support for decisions than homogenous groups. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #41 Learning Objective: 02-06 Describe the positive and negative effects of diversity by using social categorization theory and information/decision-making theory. Level of Difficulty: 2 Medium Topic: The Positive and Negative Effects of Diverse Work Environments 42. According to information/decision-making theory, homogeneous groups make better quality (p. 51) decisions than more heterogeneous groups. FALSE According to information/decision-making theory, heterogeneous groups make better quality decisions than more homogeneous groups. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #42 Learning Objective: 02-06 Describe the positive and negative effects of diversity by using social categorization theory and information/decision-making theory. Level of Difficulty: 2 Medium Topic: The Positive and Negative Effects of Diverse Work Environments 43. Fault lines form when work-group members possess varying demographic characteristics. (p. 51) TRUE Fault lines form when work-group members possess varying demographic characteristics (e.g., gender, age, and ethnicity). AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #43 Learning Objective: 02-06 Describe the positive and negative effects of diversity by using social categorization theory and information/decision-making theory. Level of Difficulty: 2 Medium Topic: The Positive and Negative Effects of Diverse Work Environments 44. Ethnocentrism represents the feeling that one’s cultural rules and norms are superior or more (p. 53) appropriate than the rules and norms of another culture. TRUE Ethnocentrism represents the feeling that one’s cultural rules and norms are superior or more appropriate than the rules and norms of another culture. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #44 Learning Objective: 02-07 Identify the barriers and challenges to managing diversity. Level of Difficulty: 2 Medium Topic: Barriers and Challenges to Managing Diversity 45. An overabundance of political savvy on the part of diverse employees is one barrier to (p. 53) implementing successful diversity programs. FALSE Lack of political savvy on the part of diverse employees is one barrier to implementing successful diversity programs. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #45 Learning Objective: 02-07 Identify the barriers and challenges to managing diversity. Level of Difficulty: 2 Medium Topic: Barriers and Challenges to Managing Diversity 46. Diversity climate is a subcomponent of an organization’s overall climate. (p. 53) TRUE Diversity climate is a subcomponent of an organization’s overall climate. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #46 Learning Objective: 02-07 Identify the barriers and challenges to managing diversity. Level of Difficulty: 2 Medium Topic: Barriers and Challenges to Managing Diversity 47. Sexual harassment is an example of hostile work environments. (p. 53) TRUE Sexual, racial, and age harassment are common examples of hostile work environments. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #47 Learning Objective: 02-07 Identify the barriers and challenges to managing diversity. Level of Difficulty: 2 Medium Topic: Barriers and Challenges to Managing Diversity 48. R Roosevelt Thomas Jr includes the category “deny” in his generic action options. (p. 55) TRUE R Roosevelt Thomas Jr includes the category “deny” in his generic action options. Denial may manifest itself in proclamations that all decisions are color, gender, and age blind and that success is solely determined by merit and performance. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #48 Learning Objective: 02-08 Discuss the organizational practices used to effectively manage diversity as identified by R Roosevelt Thomas Jr. Level of Difficulty: 2 Medium Topic: R Roosevelt Thomas Jrs Generic Action Options 49. Differences are encouraged when using R Roosevelt Thomas Jr’s suppression approach. (p. 55) FALSE Differences are squelched or discouraged when using R Roosevelt Thomas Jr’s suppression approach. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #49 Learning Objective: 02-08 Discuss the organizational practices used to effectively manage diversity as identified by R Roosevelt Thomas Jr. Level of Difficulty: 2 Medium Topic: R Roosevelt Thomas Jrs Generic Action Options 50. R Roosevelt Thomas Jr’s isolation approach maintains the current way of doing things by (p. 55) setting the diverse person off to the side. TRUE R Roosevelt Thomas Jr’s isolation approach maintains the current way of doing things by setting the diverse person off to the side. In this way the individual is unable to influence organizational change. Managers can isolate people by putting them on special projects. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #50 Learning Objective: 02-08 Discuss the organizational practices used to effectively manage diversity as identified by R Roosevelt Thomas Jr. Level of Difficulty: 2 Medium Topic: R Roosevelt Thomas Jrs Generic Action Options 51. Differences are highly valued when an organization uses R Roosevelt Thomas Jr’s toleration (p. 55) approach. FALSE Differences are not really valued or accepted when an organization uses R Roosevelt Thomas Jr’s toleration approach. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #51 Learning Objective: 02-08 Discuss the organizational practices used to effectively manage diversity as identified by R Roosevelt Thomas Jr. Level of Difficulty: 2 Medium Topic: R Roosevelt Thomas Jrs Generic Action Options 52. Which of the following statements is true about diversity? (p. 34) A. It is synonymous with similarities among different groups of people. B. It synonymous with affirmative action. C. It represents the multitude of individual differences and similarities that exist among people. D. It is an issue of age, race, or gender. E. It is an issue of being Catholic, Jewish, Protestant, Muslim, or Buddhist. Diversity represents the multitude of individual differences and similarities that exist among people. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #52 Learning Objective: 02-01 Define diversity and review the four layers of diversity. Level of Difficulty: 2 Medium Topic: Layers of Diversity 53. Which of the following is an example of reasonable accommodation of sincerely held religious (p. 36) beliefs? A. Children in the workplace and mandatory child care B. Regular 20 hour work weeks C. Quotas on promotions D. Flexible scheduling E. Technical training for all senior executives A reasonable religious accommodation is any adjustment to the work environment that will allow the employee to practice his religion. Examples of reasonable accommodation include: flexible scheduling, voluntary substitutions or swaps, job reassignments and lateral transfers, and modification of grooming requirements. AACSB: Analytic Blooms: Understand Kreitner – Chapter 02 #53 Learning Objective: 02-01 Define diversity and review the four layers of diversity. Level of Difficulty: 2 Medium Topic: Layers of Diversity 54. _____ is the core layer of diversity. (p. 34-35) A. Work location B. Seniority C. Race D. Religion E. Personality Personality is at the center of the diversity wheel. It is at the center because it represents a stable set of characteristics that is responsible for a person’s identity. It is the core layer of diversity. Refer: Figure 2-1 AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #54 Learning Objective: 02-01 Define diversity and review the four layers of diversity. Level of Difficulty: 2 Medium Topic: Layers of Diversity 55. Which of the following is an example of an external dimension of diversity? (p. 35) A. Income B. Gender C. Physical ability D. Race E. Ethnicity Income is an example of an external dimension of diversity. Refer: Figure 2-1 AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #55 Learning Objective: 02-01 Define diversity and review the four layers of diversity. Level of Difficulty: 2 Medium Topic: Layers of Diversity 56. _____ is an example of an internal dimension of diversity. (p. 35) A. Income level B. Religious belief C. Sexual orientation D. Marital status E. Educational background Sexual orientation is an example of an internal dimension of diversity. Refer: Figure 2-1 AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #56 Learning Objective: 02-01 Define diversity and review the four layers of diversity. Level of Difficulty: 2 Medium Topic: Layers of Diversity 57. _____ is an example of an external dimension of diversity. (p. 35) A. Sexual orientation B. Ethnicity C. Age D. Personal habit E. Race Personal habits are an example of an external dimension of diversity. Refer: Figure 2-1 AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #57 Learning Objective: 02-01 Define diversity and review the four layers of diversity. Level of Difficulty: 2 Medium Topic: Layers of Diversity 58. _____ is an example of an internal dimension of diversity. (p. 35) A. Race B. Management status C. Parental status D. Income level E. Religion Race is an example of an internal dimension of diversity. Refer: Figure 2-1 AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #58 Learning Objective: 02-01 Define diversity and review the four layers of diversity. Level of Difficulty: 2 Medium Topic: Layers of Diversity 59. Marital status is an example of a(n) _____ dimension of diversity. (p. 35) A. core B. surface-level C. organizational D. internal E. external Marital status is an example of an external dimension of diversity. Refer: Figure 2-1 AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #59 Learning Objective: 02-01 Define diversity and review the four layers of diversity. Level of Difficulty: 2 Medium Topic: Layers of Diversity 60. _____ is an example of an organizational dimension of diversity. (p. 35) A. Marital status B. Physical appearance C. Seniority D. Sexual orientation E. Gender Seniority is an example of an organizational dimension of diversity. Refer: Figure 2-1 AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #60 Learning Objective: 02-01 Define diversity and review the four layers of diversity. Level of Difficulty: 2 Medium Topic: Layers of Diversity 61. Joey is a 36-year-old white male who works as a teacher in the Pacific Northwest. He has 2 (p. 35) years seniority at his current organization. He is an introvert in social settings and he recently got divorced. His favorite hobbies include professional wrestling and wine tasting. Which of these characteristics represents an internal dimension of diversity? A. Being 36 B. Loving wrestling C. Living in the Pacific Northwest D. Being divorced E. Having 2 years on the job Age (being 36-year-old) is an example of an internal dimension of diversity. Refer: Figure 2-1 AACSB: Reflective Thinking Blooms: Apply Kreitner – Chapter 02 #61 Learning Objective: 02-01 Define diversity and review the four layers of diversity. Level of Difficulty: 3 Hard Topic: Layers of Diversity 62. Sven is a 51-year-old white male who works as a manager in the marketing department of a (p. 35) small organization in Sweden. He has 12 years seniority at his current organization. He is relatively outgoing in social settings and is married. His favorite hobbies include boxing and cooking. Which of these characteristics represents an organizational dimension of diversity? A. Being 51 B. Loving boxing C. Living in Sweden D. Being married E. Having 12 years seniority Seniority is an example of an organizational dimension of diversity. Refer: Figure 2-1 AACSB: Reflective Thinking Blooms: Apply Kreitner – Chapter 02 #62 Learning Objective: 02-01 Define diversity and review the four layers of diversity. Level of Difficulty: 3 Hard Topic: Layers of Diversity 63. _____ is an artificial intervention aimed at giving management a chance to correct an (p. 36) imbalance, an injustice, a mistake, and/or outright discrimination. A. Ethnocentrism B. Managing diversity C. Cross-cultural training D. Job redesign E. Affirmative action Affirmative action is an artificial intervention aimed at giving management a chance to correct an imbalance, an injustice, a mistake, or outright discrimination that occurred in the past. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #63 Learning Objective: 02-02 Explain the difference between affirmative action and managing diversity. Level of Difficulty: 2 Medium Topic: Affirmative Action and Managing Diversity 64. Which of the following is true about an affirmative action? (p. 36) A. It legitimizes quotas. B. It is viewed more positively by people who are liberals and Democrats than conservatives and Republicans. C. It requires companies to hire unqualified people. D. It fosters the type of thinking that is needed to effectively manage diversity. E. It is a natural intervention aimed at giving management a chance to correct an imbalance. Affirmative action plans are viewed more positively by people who are liberals and Democrats than conservatives and Republicans. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #64 Learning Objective: 02-02 Explain the difference between affirmative action and managing diversity. Level of Difficulty: 2 Medium Topic: Affirmative Action and Managing Diversity 65. Affirmative action programs: (p. 36) A. can only be imposed by the CEOs of the concerned companies. B. impose quotas on employers. C. require companies to hire unqualified people. D. are the outgrowths of equal employment opportunity (EEO) legislation. E. are embraced by white males in the workforce. Affirmative action is an outgrowth of equal employment opportunity (EEO) legislation. The goal of this legislation is to outlaw discrimination and to encourage organizations to proactively prevent discrimination. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #65 Learning Objective: 02-02 Explain the difference between affirmative action and managing diversity. Level of Difficulty: 2 Medium Topic: Affirmative Action and Managing Diversity 66. Which of the following statements affirmative action is true? (p. 37) A. It imposes quotas on employers. B. It legitimizes quotas. C. It is not supported by people who possess racist or sexist attitudes. D. It fosters the type of thinking that is needed to effectively manage diversity. E. It is a natural intervention. Affirmative action plans are not supported by people who possess racist or sexist attitudes. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #66 Learning Objective: 02-02 Explain the difference between affirmative action and managing diversity. Level of Difficulty: 2 Medium Topic: Affirmative Action and Managing Diversity 67. Affirmative action programs often have _____ effects on the job satisfaction of women and (p. 37) minority employees who supposedly benefited from them. A. negative B. minimal C. positive D. beneficial E. proactive Affirmative action programs were found to negatively affect the women and minorities expected to benefit from them. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #67 Learning Objective: 02-02 Explain the difference between affirmative action and managing diversity. Level of Difficulty: 2 Medium Topic: Affirmative Action and Managing Diversity 68. Women and minorities hired on the basis of affirmative action were found to experience (p. 37) _____. A. more stress B. greater job satisfaction C. greater organizational commitment D. greater career satisfaction E. more competencies Research demonstrated that women and minorities, supposedly hired on the basis of affirmative action, felt negatively stigmatized as unqualified or incompetent. They also experienced lower job satisfaction and more stress than employees supposedly selected on the basis of merit. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #68 Learning Objective: 02-02 Explain the difference between affirmative action and managing diversity. Level of Difficulty: 2 Medium Topic: Affirmative Action and Managing Diversity 69. Paris was recently hired for a managerial position in a large high-tech firm. The organization (p. 37) has an active affirmative action program, and Paris thinks that the fact that she is female might have influenced the hiring decision. Paris is likely to experience _____ compared to employees selected solely on the basis of merit. A. less stress B. greater job satisfaction C. greater organizational commitment D. greater career satisfaction E. negative stigmatization Research demonstrates that women and minorities, supposedly hired on the basis of affirmative action, feel negatively stigmatized as unqualified or incompetent. AACSB: Reflective Thinking Blooms: Apply Kreitner – Chapter 02 #69 Learning Objective: 02-02 Explain the difference between affirmative action and managing diversity. Level of Difficulty: 3 Hard Topic: Affirmative Action and Managing Diversity 70. _____ involves creating organizational changes that enable all people to perform up to their (p. 37) maximum potential. A. Affirmative action B. Core dimension of diversity C. Managing diversity D. Valuing diversity E. Workforce demographics Managing diversity entails enabling people to perform up to their maximum potential. It focuses on changing an organization’s culture and infrastructure such that people provide the highest productivity possible. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #70 Learning Objective: 02-02 Explain the difference between affirmative action and managing diversity. Level of Difficulty: 2 Medium Topic: Affirmative Action and Managing Diversity 71. The primary reason for managing diversity is to: (p. 37) A. conform to legal requirements. B. to correct an imbalance, an injustice, a mistake, or outright discrimination that occurred in the past. C. treat everyone morally and ethically. D. achieve positive social identity. E. to be able to grow and maintain a successful business in an increasingly competitive marketplace. The rationale for managing diversity goes well beyond legal, social, and moral reasons. Quite simply, the primary reason for managing diversity is the ability to grow and maintain a business in an increasingly competitive marketplace. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #71 Learning Objective: 02-02 Explain the difference between affirmative action and managing diversity. Level of Difficulty: 2 Medium Topic: Building the Business Case for Managing Diversity 72. _____ are statistical profiles of the characteristics and composition of the adult working (p. 39) population. A. High-performance work practices B. Task performances C. Marketing strategies D. Workforce demographics E. Deep-level diversities Workforce demographics, which are statistical profiles of the characteristics and composition of the adult working population, are an invaluable human-resource planning aid. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #72 Learning Objective: 02-03 Explain why Alice Eagly and Linda Carli believe that a womans career is best viewed as traveling through a labyrinth. Level of Difficulty: 2 Medium Topic: Increasing Diversity in the Workforce 73. _____ refers to an invisible barrier blocking women and minorities from top management (p. 39) positions. A. Affirmative action B. Glass ceiling C. EEO regulations D. Revolving door E. Restricted step Glass ceiling refers to an invisible barrier blocking women and minorities from top management positions. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #73 Learning Objective: 02-03 Explain why Alice Eagly and Linda Carli believe that a womans career is best viewed as traveling through a labyrinth. Level of Difficulty: 2 Medium Topic: Increasing Diversity in the Workforce 74. The term glass ceiling was used to represent a solid roadblock that prevented women from: (p. 39) A. gaining employment. B. working with people within organizations. C. getting basic civil liberties. D. working with other women on a daily basis. E. advancing to higher-level positions. The term glass ceiling was used to represent an absolute barrier or solid roadblock that prevented women from advancing to higher-level positions. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #74 Learning Objective: 02-03 Explain why Alice Eagly and Linda Carli believe that a womans career is best viewed as traveling through a labyrinth. Level of Difficulty: 2 Medium Topic: Increasing Diversity in the Workforce 75. Which of the following is a result of having glass ceilings? (p. 39) A. Women find themselves in lower-level jobs. B. Women find themselves in jobs that have profit-and-loss responsibility. C. Women tend to have more visibility in their jobs. D. Women tend to have higher power in their organizations. E. Women tend to be more influential in their organizations. Glass ceiling results in women finding themselves stuck in lower-level jobs, ones that do not have profit-and-loss responsibility, and those with less visibility, power, and influence. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #75 Learning Objective: 02-03 Explain why Alice Eagly and Linda Carli believe that a womans career is best viewed as traveling through a labyrinth. Level of Difficulty: 2 Medium Topic: Increasing Diversity in the Workforce 76. Sally had been working in a financial company for five years. She executed her duties (p. 39) sincerely and was extremely competent in her job. However, she was not given the opportunity to advance to higher-level positions. Which of the following was Sally facing? A. Affirmative action B. EEO regulations C. Glass ceiling D. Revolving door E. Invisible step Glass ceiling refers to an invisible barrier blocking women and minorities from top management positions. In this case, Sally was not given the opportunity to advance to higherlevel positions as she was a woman. She was facing a glass ceiling. AACSB: Reflective Thinking Blooms: Apply Kreitner – Chapter 02 #76 Learning Objective: 02-03 Explain why Alice Eagly and Linda Carli believe that a womans career is best viewed as traveling through a labyrinth. Level of Difficulty: 3 Hard Topic: Increasing Diversity in the Workforce 77. Ruth had a job in a marketing firm, that did not have any profit-loss-responsibility and that had (p. 39) poor visibility, power, and influence. This implies that Ruth was experiencing the difficulties of a(n) _____. A. affirmative action B. EEO regulations C. revolving door D. glass ceiling E. invisible step Glass ceiling refers to an invisible barrier blocking women and minorities from top management positions. Here, Ruth was given a job that did not have any profit-lossresponsibility and that had poor visibility, power, and influence as she was a woman. She was facing a glass ceiling. AACSB: Reflective Thinking Blooms: Apply Kreitner – Chapter 02 #77 Learning Objective: 02-03 Explain why Alice Eagly and Linda Carli believe that a womans career is best viewed as traveling through a labyrinth. Level of Difficulty: 3 Hard Topic: Increasing Diversity in the Workforce 78. Which of the following statements racial groups is true? (p. 42) A. Minorities tend to earn less personal income than whites. B. Asians have the lowest median income. C. Minorities experience more psychological support than whites. D. Minorities experience less perceived discrimination. E. Minorities do not suffer subordination. Minorities tend to earn less personal income than whites. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #78 Learning Objective: 02-04 Review the demographic trends pertaining to racial groups; educational mismatches; and an aging workforce. Level of Difficulty: 3 Hard Topic: Increasing Diversity in the Workforce 79. Which of the following would reduce a mismatch between educational attainment and (p. 42) occupational requirements? A. Hire college graduates who are poor at critical thinking but highly competent technically. B. Apply self-managerial techniques in the organization. C. Hire high-school graduates working in entry-level positions. D. Hire college graduates with critical thinking and analytic reasoning. E. Adopt a system of decentralization in the organization. Recent studies show that college graduates, while technically and functionally competent, are lacking in terms of teamwork skills, critical thinking, and analytic reasoning. Hence, hiring college graduates with critical thinking and analytic reasoning would reduce the mismatch between educational attainment and occupational requirements. AACSB: Analytic Blooms: Understand Kreitner – Chapter 02 #79 Learning Objective: 02-04 Review the demographic trends pertaining to racial groups; educational mismatches; and an aging workforce. Level of Difficulty: 2 Medium Topic: Increasing Diversity in the Workforce 80. Which of the following would reduce a mismatch between educational attainment and (p. 43) occupational requirements? A. Spend less money on employee training. B. Use phased retirement programs that encourage unskilled employees to work beyond retirement age. C. Outsource technical work to other countries with a highly skilled population. D. Hire fewer immigrants to fill entry-level positions. E. Adopt a system of decentralization in the organization. Companies can outsource technical work to other countries with a highly skilled population to reduce a mismatch between educational attainment and occupational requirements. AACSB: Analytic Blooms: Understand Kreitner – Chapter 02 #80 Learning Objective: 02-04 Review the demographic trends pertaining to racial groups; educational mismatches; and an aging workforce. Level of Difficulty: 2 Medium Topic: Increasing Diversity in the Workforce 81. Which of the following is true with respect to educational attainment and occupational (p. 43) requirements? A. The need for on-the-job remedial training is decreasing in America. B. Underemployment is expected to decrease in the future. C. A surplus of qualified entry-level workers is expected in America. D. American companies are more likely to hire more immigrants to fill entry-level positions. E. Underemployment should lead to a decrease in absenteeism. The mismatch between educational attainment and occupational requirements has both shortand long-term implications for organizations and countries alike. American companies are more likely to outsource technical work to countries like India and China, to hire more immigrants to fill entry-level positions, to spend more money on employee training, and to use phased retirement programs that encourage skilled employees to work beyond retirement age. AACSB: Analytic Blooms: Understand Kreitner – Chapter 02 #81 Learning Objective: 02-04 Review the demographic trends pertaining to racial groups; educational mismatches; and an aging workforce. Level of Difficulty: 2 Medium Topic: Increasing Diversity in the Workforce 82. Which of the following groups of people have traits such as workaholism, idealism, and work (p. 45) ethics? A. Traditionalists B. Baby boomers C. Gen Xers D. Millennials E. Gen Ys Baby boomers have traits such as workaholism, idealism, and work ethics. Refer: Table 2-1 AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #82 Learning Objective: 02-04 Review the demographic trends pertaining to racial groups; educational mismatches; and an aging workforce. Level of Difficulty: 2 Medium Topic: Increasing Diversity in the Workforce 83. _____ are said to be entitled, civic minded, and have close parental involvement. (p. 45) A. Traditionalists B. Baby boomers C. Gen Xers D. Gen 2020 members E. Millennials Millennials are said to be entitled, civic minded, and have close parental involvement. Refer: Table 2-1 AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #83 Learning Objective: 02-04 Review the demographic trends pertaining to racial groups; educational mismatches; and an aging workforce. Level of Difficulty: 2 Medium Topic: Increasing Diversity in the Workforce 84. Which of the following would be an effect of growing mismatches between the amount of (p. 47-48) education needed to perform current jobs and the amount of education possessed by members of the workforce? A. An increase in work motivation among college graduates B. An excessive number of people with teamwork skills C. A decrease in absenteeism and turnover among well-educated workers D. A shortage of qualified people in technical fields E. Elimination of the need for job redesign Mismatches between the amount of education needed to perform current jobs and the amount of education possessed by members of the workforce are growing. This trend creates two potential problems for organizations. First, there will be a shortage of qualified people in technical fields. Second, underemployment among college graduates threatens to erode job satisfaction and work motivation. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #84 Learning Objective: 02-05 Highlight the managerial implications of increasing diversity in the workforce. Level of Difficulty: 3 Hard Topic: Managerial Implications of Demographic Diversity 85. Which of the following initiatives should be taken to manage age-related diversity? (p. 49) A. Encourage employees to participate in skills-based volunteering projects B. Conduct on-the-job remedial skills training C. Provide frequent recognition for skills and wisdom gained over the years D. Hold literacy training sessions E. Provide simple work assignments Frequent recognition should be provided for skills and wisdom gained over the years to help to keep older workers engaged and committed to working. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #85 Learning Objective: 02-05 Highlight the managerial implications of increasing diversity in the workforce. Level of Difficulty: 3 Hard Topic: Managerial Implications of Demographic Diversity 86. According to the ____, the similarity found in homogeneous groups leads to liking and (p. 50) attraction among group members, thereby leading to numerous positive organizational outcomes. A. social categorization theory B. Attraction-Selection-Attrition theory C. hierarchy of needs theory D. organizational socialization theory E. information/decision-making theory The social categorization perspective holds that similarities and differences are used as a basis for categorizing self and others into groups, with ensuing categorizations distinguishing between one’s own in-group and one or more out-groups. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #86 Learning Objective: 02-06 Describe the positive and negative effects of diversity by using social categorization theory and information/decision-making theory. Level of Difficulty: 2 Medium Topic: The Positive and Negative Effects of Diverse Work Environments 87. According to the social categorization theory: (p. 50) A. female employees face the glass ceiling to a greater extent than minority employees. B. minority employees face the glass ceiling to a greater extent than female employees. C. homogeneous work groups will outperform heterogeneous work groups. D. heterogeneous work groups will outperform homogeneous work groups. E. organizations should manage gender-related diversity in order to attract qualified women. The social categorization perspective implies that similarity leads to liking and attraction, thereby fostering a host of positive outcomes. If this were the case, one would expect that the more homogeneous a work group, the higher the member commitment and group cohesion, and the lower the amount of interpersonal conflicts. AACSB: Analytic Blooms: Understand Kreitner – Chapter 02 #87 Learning Objective: 02-06 Describe the positive and negative effects of diversity by using social categorization theory and information/decision-making theory. Level of Difficulty: 2 Medium Topic: The Positive and Negative Effects of Diverse Work Environments 88. According to the information/decision-making theory: (p. 50) A. female employees face the glass ceiling to a greater extent than do minority employees. B. minority employees face the glass ceiling to a greater extent than do female employees. C. homogeneous work groups will outperform heterogeneous work groups. D. heterogeneous work groups will outperform homogeneous work groups. E. gender and racial diversity lead to negative outcomes. Research regarding the information/decision-making theory tells us that the amount of diversity in a work group is positively associated with task relevant processes and decision making, which in turn fosters positive outcomes. Thus, according to this theory, heterogeneous work groups will outperform homogeneous work groups. AACSB: Analytic Blooms: Understand Kreitner – Chapter 02 #88 Learning Objective: 02-06 Describe the positive and negative effects of diversity by using social categorization theory and information/decision-making theory. Level of Difficulty: 2 Medium Topic: The Positive and Negative Effects of Diverse Work Environments 89. Which of the following proposes that diverse work groups lead to better task relevant (p. 50) processes and decision making? A. Social categorization theory B. Workforce demographics C. Maslow’s hierarchy of needs D. Organizational socialization theory E. Information/Decision-making theory Decision-making theory proposes that the amount of diversity in a work group is positively associated with task relevant processes and decision making, which in turn fosters positive outcomes. AACSB: Analytic Blooms: Understand Kreitner – Chapter 02 #89 Learning Objective: 02-06 Describe the positive and negative effects of diversity by using social categorization theory and information/decision-making theory. Level of Difficulty: 2 Medium Topic: The Positive and Negative Effects of Diverse Work Environments 90. Which of the following is highlighted by the information/decision-making theory? (p. 51) A. Diverse groups are expected to do a better job in later phases of problem solving. B. Diverse perspectives help to uncover novel alternatives during problem-solving activities. C. Brainstorming is not successful when there are diverse perspectives. D. Diverse groups generate a less comprehensive view of a problem. E. Homogeneity enhances the number of contacts a group or work unit has at its disposal. The existence of diverse perspectives can help groups to brainstorm or uncover more novel alternatives during problem-solving activities. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #90 Learning Objective: 02-06 Describe the positive and negative effects of diversity by using social categorization theory and information/decision-making theory. Level of Difficulty: 2 Medium Topic: The Positive and Negative Effects of Diverse Work Environments 91. A(n) _____ is defined as “hypothetical dividing lines that may split a group into subgroups (p. 51) based on one or more attributes.” A. glass ceiling B. diversity climate C. demographic fault line D. diverse perspective E. labyrinth scheme A demographic fault line is defined as “hypothetical dividing lines that may split a group into subgroups based on one or more attributes.” AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #91 Learning Objective: 02-06 Describe the positive and negative effects of diversity by using social categorization theory and information/decision-making theory. Level of Difficulty: 2 Medium Topic: The Positive and Negative Effects of Diverse Work Environments 92. _____ is the feeling that one’s cultural rules and norms are superior or more appropriate than (p. 53) the rules and norms of another culture. A. Ethnicity B. Ethnography C. Ego D. Ethnocentrism E. Egotism The ethnocentrism barrier represents the feeling that one’s cultural rules and norms are superior or more appropriate than the rules and norms of another culture. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #92 Learning Objective: 02-07 Identify the barriers and challenges to managing diversity. Level of Difficulty: 2 Medium Topic: Barriers and Challenges to Managing Diversity 93. Which of the following barriers manifests itself in the belief that differences are viewed as (p. 53) weaknesses? A. Inaccurate stereotypes and prejudice B. Ethnocentrism C. Poor career planning D. Negative diversity climate E. Lack of political savvy on the part of diverse employees Inaccurate prejudice manifests itself in the belief that differences are viewed as weaknesses. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #93 Learning Objective: 02-07 Identify the barriers and challenges to managing diversity. Level of Difficulty: 2 Medium Topic: Barriers and Challenges to Managing Diversity 94. _____ is a barrier to implementing successful diversity programs that particularly affects (p. 54) women. A. Fear of reverse discrimination B. Lack of political savvy C. Poor career planning D. Resistance to change E. Difficulty in balancing career and family issues Women still assume the majority of the responsibilities associated with raising children. This makes it harder for women to work evenings and weekends or to frequently travel once they have children. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #94 Learning Objective: 02-07 Identify the barriers and challenges to managing diversity. Level of Difficulty: 2 Medium Topic: Barriers and Challenges to Managing Diversity 95. Which of the following responses identified by R Roosevelt Thomas Jr is an outgrowth of (p. 54) affirmative action programs? A. Suppress B. Include/Exclude C. Tolerate D. Convert E. Educate The action of including/excluding is an outgrowth of affirmative action programs. Its primary goal is to either increase or decrease the number of diverse people at all levels of the organizations. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #95 Learning Objective: 02-08 Discuss the organizational practices used to effectively manage diversity as identified by R Roosevelt Thomas Jr. Level of Difficulty: 2 Medium Topic: R Roosevelt Thomas Jrs Generic Action Options 96. Which of the following responses was identified by R Roosevelt Thomas Jr for handling any (p. 54) diversity issue? A. Suppress B. Accept C. Tolerate D. Convert E. Educate Thomas identified eight basic responses for handling any diversity issue. Toleration entails acknowledging differences but not valuing or accepting them. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #96 Learning Objective: 02-08 Discuss the organizational practices used to effectively manage diversity as identified by R Roosevelt Thomas Jr. Level of Difficulty: 2 Medium Topic: R Roosevelt Thomas Jrs Generic Action Options 97. The basic premise behind _____ is that all diverse people will learn to fit in or become like the (p. 55) dominant group. A. toleration B. denial C. suppression D. assimilation E. isolation The basic premise behind assimilation is that all diverse people will learn to fit in or become like the dominant group. It only takes time and reinforcement for people to see the light. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #97 Learning Objective: 02-08 Discuss the organizational practices used to effectively manage diversity as identified by R Roosevelt Thomas Jr. Level of Difficulty: 2 Medium Topic: R Roosevelt Thomas Jrs Generic Action Options 98. Differences are squelched or discouraged when using the approach of _____. (p. 55) A. suppression B. denial C. toleration D. assimilation E. isolation Differences are squelched or discouraged when using the approach of suppression. This can be done by telling or reinforcing others to quit whining and complaining about issues. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #98 Learning Objective: 02-08 Discuss the organizational practices used to effectively manage diversity as identified by R Roosevelt Thomas Jr. Level of Difficulty: 2 Medium Topic: R Roosevelt Thomas Jrs Generic Action Options 99. Distinguish between the various layers of diversity, giving at least three examples of each of (p. 34-35) the layers. Personality represents the core layer of diversity because it represents a stable set of characteristics that is responsible for a person’s identity. The next layer of diversity consists of a set of internal dimensions that are referred to as surface-level dimensions of diversity. These dimensions, for the most part, are not within our control but they strongly influence our attitudes and expectations and assumptions about others. Examples include age, race, gender, and sexual orientation. The next layer of diversity is composed of external influences, which are referred to as secondary dimensions of diversity. They represent individual differences that we have a greater ability to influence or control. These dimensions also exert a significant influence on our perceptions, behaviors, and attitudes. Examples include religion, educational background, and marital status. Finally, the last layer of diversity includes organizational dimensions such as seniority, job title, job function, and work location. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #99 Learning Objective: 02-01 Define diversity and review the four layers of diversity. Level of Difficulty: 2 Medium Topic: Layers of Diversity 100. Explain the differences between affirmative action and managing diversity. Be specific in your (p. 36-37) answer. Affirmative action is a result of equal employment opportunity legislation designed to outlaw discrimination. Affirmative action is an artificial intervention aimed at giving management a chance to correct an imbalance, an injustice, or outright discrimination. Affirmative action created opportunities for women and minorities, but it does not foster the type of thinking that is needed to effectively manage diversity. In fact, affirmative action programs can sometimes negatively affect the women and minorities expected to benefit from them if these employees feel stigmatized as unqualified or incompetent. In contrast, managing diversity entails enabling people to perform up to their maximum potential. It focuses on changing an organization’s culture and infrastructure so that employees can provide the highest productivity possible. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #100 Learning Objective: 02-02 Explain the difference between affirmative action and managing diversity. Level of Difficulty: 2 Medium Topic: Affirmative Action and Managing Diversity 101. Mention the initiatives that can help to keep older workers engaged and committed to (p. 48-49) working. The following seven initiatives can help to keep older workers engaged and committed to working: (1) Provide challenging work assignments that make a difference to the firm. (2) Give the employee considerable autonomy and latitude in completing a task. (3) Provide equal access to training and learning opportunities when it comes to new technology. (4) Provide frequent recognition for skills, experience, and wisdom gained over the years. (5) Provide mentoring opportunities whereby older workers can pass on accumulated knowledge to younger employees. (6) Ensure that older workers receive sensitive, high-quality supervision. (7) Design a work environment that is both stimulating and fun. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #101 Learning Objective: 02-05 Highlight the managerial implications of increasing diversity in the workforce. Level of Difficulty: 2 Medium Topic: Managerial Implications of Demographic Diversity 102. Based on your knowledge of the process model of diversity, what steps would you take as a (p. 52) manager to reduce potential negative effects of diversity? Explain how the steps would reduce potential negative effects of diversity. One step that can be taken to reduce the potential negative effects of diversity is to provide training that assists employees in developing interpersonal skills, such as conflict management or communication. Secondly, creating support groups for employees may ease the tensions of working in diverse groups. Finally, using a group goal could reduce the effects of unconscious stereotyping. According to the process model of diversity, the quality of interpersonal processes influences the outcome of a work group. The first two steps increase the quality of interpersonal processes and group dynamics thus resulting in positive work outcomes, such as low turnover and higher productivity. Since diversity in a work-group is positively associated with task-relevant processes that foster positive outcomes, it would be expected that by providing a common goal for a work-group it would reduce the negative effects of diversity. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #102 Learning Objective: 02-06 Describe the positive and negative effects of diversity by using social categorization theory and information/decision-making theory. Level of Difficulty: 2 Medium Topic: The Positive and Negative Effects of Diverse Work Environments 103. Briefly describe the common barriers to implementing successful diversity programs. (p. 53-54) The following is a list of the most common barriers to implementing successful diversity programs: (1) Inaccurate stereotypes and prejudice: This barrier manifests itself in the belief that differences are viewed as weaknesses. In turn, this promotes the view that diversity hiring will mean sacrificing competence and quality. (2) Ethnocentrism: The ethnocentrism barrier represents the feeling that one’s cultural rules and norms are superior or more appropriate than the rules and norms of another culture. (3) Poor career planning: This barrier is associated with the lack of opportunities for diverse employees to get the type of work assignments that qualify them for senior management positions. (4) A negative diversity climate: Climate is generally viewed as employee perception about an organization’s formal and informal policies, practices, and procedures. Diversity climate is a subcomponent of an organization’s overall climate and is defined as the employees’ aggregate “perceptions about the organization’s diversity-related formal structure characteristics and informal values.” Diversity climate is positive when employees view the organization as being fair to all types of employees. (5) An unsupportive and hostile working environment for diverse employees: Sexual, racial, and age harassment are common examples of hostile work environments. Whether perpetrated against women, men, older individuals, or LGBT people, hostile environments are demeaning, unethical, and appropriately called “work environment pollution.” (6) Lack of political savvy on the part of diverse employees: Diverse employees may not get promoted because they do not know how to “play the game” of getting along and getting ahead in an organization. (7) Difficulty in balancing career and family issues: Women still assume the majority of the responsibilities associated with raising children. This makes it harder for women to work evenings and weekends or to frequently travel once they have children. Even without children in the picture, household chores take more of a woman’s time than a man’s time. (8) Fears of reverse discrimination: Some employees believe that managing diversity is a smoke screen for reverse discrimination. This belief leads to very strong resistance because people feel that one person’s gain is another’s loss. (9) Diversity is not seen as an organizational priority: This leads to subtle resistance that shows up in the form of complaints and negative attitudes. Employees may complain about the time, energy, and resources devoted to diversity that could have been spent doing “real work.” (10) The need to revamp the organization’s performance appraisal and reward system: Performance appraisals and reward systems must reinforce the need to effectively manage diversity. This means that success will be based on a new set of criteria. (11) Resistance to change: Effectively managing diversity entails significant organizational and personal change. AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #103 Learning Objective: 02-07 Identify the barriers and challenges to managing diversity. Level of Difficulty: 2 Medium Topic: Barriers and Challenges to Managing Diversity 104. List out the eight generic action options identified by R Roosevelt Thomas Jr. (p. 54-56) (1) Include/Exclude (2) Deny (3) Assimilate (4) Suppress (5) Isolate (6) Tolerate (7) Build Relationships (8) Foster Mutual Adaptation AACSB: Analytic Blooms: Remember Kreitner – Chapter 02 #104 Learning Objective: 02-08 Discuss the organizational practices used to effectively manage diversity as identified by R Roosevelt Thomas Jr. Level of Difficulty: 2 Medium Topic: R Roosevelt Thomas Jrs Generic Action Options Chapter 02 Managing Diversity: Releasing Every Employee’s Potential Summary Category # of Questions AACSB: Analytic 99 AACSB: Reflective Thinking 5 Blooms: Apply 5 Blooms: Remember 92 Blooms: Understand 7 Kreitner – Chapter 02 104 Learning Objective: 02-01 Define diversity and review the four layers of diversity. 24 Learning Objective: 02-02 Explain the difference between affirmative action and managing diversity. 21 Learning Objective: 02- 10 03 Explain why Alice Eagly and Linda Carli believe that a womans career is best viewed as traveling through a labyrinth. Learning Objective: 02- 12 04 Review the demographic trends pertaining to racial groups; educational mismatches; and an aging workforce. Learning Objective: 02-05 Highlight the managerial implications of increasing diversity in the workforce. 6 Learning Objective: 02- 14 06 Describe the positive and negative effects of diversity by using social categorization theory and information/decisionmaking theory. Learning Objective: 02-07 Identify the barriers and challenges to managing diversity. 8 Learning Objective: 02- 9 08 Discuss the organizational practices used to effectively manage diversity as identified by R Roosevelt Thomas Jr. Level of Difficulty: 2 Medium 96 Level of Difficulty: 3 Hard 8 Topic: Affirmative Action and Managing Diversity 18 Topic: Barriers and Challenges to Managing Diversity 8 Topic: Building the Business Case for Managing Diversity 3 Topic: Defining Diversity 6 Topic: Increasing Diversity in the Workforce 25 Topic: Layers of Diversity 18 Topic: Managerial Implications of Demographic Diversity 3 Topic: R Roosevelt Thomas Jrs Generic Action Options 9 Topic: The Positive and Negative Effects of Diverse Work Environments 14