Chapter 4 Management and Diversity
1) The minority group in an organization lacks critical power, resources, acceptance, and social
status.
Answer: True
Rationale:
This statement is true. Minority groups often face challenges in organizations, including limited
access to resources, lower acceptance, and social status, which can impact their ability to
influence decisions and outcomes.
2) The term "majority group" does not necessarily refer to the group with a numerical majority.
Answer: True
Rationale:
This statement is true. In the context of diversity and inclusion, "majority group" can refer to the
group that holds the most power, influence, and resources within an organization, regardless of
numerical size.
3) Diversity in the managerial ranks can enhance decision making, but has little influence on
gaining market share.
Answer: False
Rationale:
This statement is false. Diversity in the managerial ranks can enhance decision making and also
has a significant influence on gaining market share. Diverse perspectives can lead to more
innovative strategies and better understanding of diverse customer needs, which can help in
gaining market share.
4) Including nontraditional employees in fair competition for advancement decreases the quality
of management in the organization.
Answer: False
Rationale:
This statement is false. Including nontraditional employees in fair competition for advancement
can actually increase the quality of management in the organization by bringing in diverse
perspectives and skills that traditional employees may not possess.
5) One of the advantages of a diverse workforce is that it is more resilient when faced with
change.
Answer: True
Rationale:
This statement is true. A diverse workforce can be more resilient when faced with change
because it is better able to adapt to new situations and challenges due to the variety of
perspectives, experiences, and skills present in the workforce.
6) The belief that one's own group, culture, country, or customs are superior to that of others is
known as ethnocentrism.
Answer: True
Rationale:
This statement is true. Ethnocentrism refers to the belief that one's own group, culture, country,
or customs are superior to that of others, leading to the evaluation of other cultures based on
one's own cultural norms and values.
7) A stereotype is a positive or negative assessment of members of a group or their perceived
attributes.
Answer: True
Rationale:
This statement is true. A stereotype is a fixed, oversimplified, and often negative or positive
belief about a particular group of people or things.
8) Discrimination is a preconceived judgment, opinion, or assumption about an issue, behavior,
or group of people.
Answer: True
Rationale:
This statement is true. Discrimination refers to the unfair treatment of a person or group based on
prejudice or preconceived judgments about that person or group.
9) "Token" employees are always given very high visibility in an organization.
Answer: False
Rationale:
This statement is false. While "token" employees may be given visibility in an organization, they
are not always given very high visibility. The visibility of "token" employees can vary depending
on the organization and the context.
10) Gender-role stereotypes are negative perceptions of women based on what society believes
are appropriate behaviors for them.
Answer: False
Rationale:
This statement is false. Gender-role stereotypes are not necessarily negative; they are simply
beliefs about the roles and behaviors that are appropriate for men and women based on societal
norms. These stereotypes can be both positive and negative.
11) The glass ceiling refers to an invisible "ceiling," or a barrier to advancement for minorities in
organizations.
Answer: True
Rationale:
This statement is true. The term "glass ceiling" is used to describe the unseen, yet unbreakable
barrier that prevents minorities and women from rising to the upper rungs of the corporate
ladder, regardless of their qualifications or achievements.
12) Role conflict refers to the situation in which a person has too many expectations to
comfortably fulfill.
Answer: False
Rationale:
This statement is false. Role conflict actually refers to the tension and stress that result from the
simultaneous and contradictory expectations that are associated with a particular role.
13) Reverse discrimination is the term used to describe inequities affecting members of the
minority group as an outcome of programs designed to assist the majority group.
Answer: False
Rationale:
This statement is false. Reverse discrimination refers to the discrimination against members of a
majority group in favor of members of a minority group, typically as a result of affirmative
action or similar programs.
14) Pluralism refers to an environment in which differences are acknowledged, accepted, and
seen as significant contributors to the entirety.
Answer: True
Rationale:
This statement is true. Pluralism is a social and organizational environment where diverse
cultural, social, and ethnic groups coexist and their differences are acknowledged, respected, and
considered valuable.
15) The major advantage of the "Golden Rule" approach to achieving workforce diversity is that
individuals approach it from their own particular frame of reference.
Answer: False
Rationale:
This statement is false. The "Golden Rule" approach, which is based on the principle of treating
others as you would like to be treated, may not effectively promote workforce diversity as it
relies on individuals' own perspectives and preferences, which may not align with the needs or
experiences of others.
16) The assimilation approach advocates shaping organization members to fit the existing culture
of the organization.
Answer: True
Rationale:
This statement is true. The assimilation approach to diversity management seeks to integrate
individuals into the existing organizational culture by encouraging them to adopt its norms,
values, and practices.
17) The culture-specific approach to encouraging diversity gives employees a genuine
appreciation for the culture they are about to encounter.
Answer: False
Rationale:
This statement is false. The culture-specific approach focuses on helping employees understand
and appreciate their own culture, rather than preparing them to encounter another culture.
18) The multicultural approach gives employees the opportunity to develop an appreciation for
both differences of culture and variations in personal characteristics.
Answer: True
Rationale:
This statement is true. The multicultural approach to diversity emphasizes the importance of
recognizing and respecting both cultural differences and individual variations in characteristics
such as race, gender, and sexual orientation.
19) Managers who have progressed to Donaldson's "conscious incompetence" stage learn how to
interact with diverse groups and cultures by deliberately thinking about how to behave.
Answer: False
Rationale:
This statement is false. In Donaldson's model, managers in the "conscious incompetence" stage
are aware of their lack of skills in interacting with diverse groups and cultures but have not yet
developed strategies or skills to address this.
20) Managers who have progressed to Donaldson's "unconscious competence" stage will be most
effective in managing a diverse workforce.
Answer: True
Rationale:
This statement is true. In Donaldson's model, managers in the "unconscious competence" stage
are able to effectively manage diverse workforces without consciously thinking about it, as they
have developed the skills and strategies to do so automatically.
21) In an organization, the group of people who hold most of the positions that command
decision-making power is known as the ________.
A) majority group
B) model minority
C) determinant group
D) functional group
E) working group
Answer: A
Rationale:
The majority group in an organization refers to the group of people who hold most of the
positions that command decision-making power. They are typically the largest group within the
organization and wield significant influence over its operations.
22) The finance department of Lewis & Sons only accounts for 10% of the employees, but
wields the decision-making power and controls resources and information. As a result, the
finance department of Lewis & Sons is considered to be a ________.
A) determinant group
B) majority group
C) secondary group
D) minority group
E) model minority
Answer: B
Rationale:
In this scenario, the finance department of Lewis & Sons is considered to be a majority group
because it holds decision-making power and controls resources, even though it constitutes a
small percentage of the total workforce.
23) In an organization, the group of people who lack critical power, resources, acceptance, and
social status is known as the ________.
A) primary group
B) advocacy group
C) minority group
D) special interest group
E) majority group
Answer: C
Rationale:
The minority group in an organization refers to the group of people who lack critical power,
resources, acceptance, and social status compared to the majority group. They often face
challenges in advancing their interests within the organization.
24) Which of the following is true regarding the majority and minority groups in an
organization?
A) The minority group can have more people than the majority group.
B) The majority group lacks power and resources compared to the minority group.
C) The top management constitutes a minority group that commands decision-making power.
D) The majority group in any organization lacks social status and acceptance.
E) The minority group possesses decision-making power in organizations.
Answer: A
Rationale:
The size of the majority and minority groups in an organization is not determined by numerical
strength but by the distribution of power, resources, and social status. Therefore, the minority
group can have more people than the majority group.
25) 95% of workers at Minipax Packaging Services are low-skilled workers, many of whom are
from ethnic minorities. The turnover among workers is high and most decisions in the company
are made by the top management, which makes up only 5% of the workforce. Which of the
following statements is true for Minipax?
A) The workers form the majority group as they outnumber the top management by 19 to 1.
B) The minority group in Minipax has control of the resources and decision-making power.
C) The top management constitutes a majority group that commands decision-making power.
D) The majority group in Minipax lacks social status and acceptance.
E) The majority group in Minipax outnumbers the minority group.
Answer: C
Rationale:
In this scenario, the top management, despite being a small percentage of the workforce,
constitutes the majority group because they hold the decision-making power and control
resources in the organization.
26) A diverse workforce in a company ________.
A) alienates the company's customers
B) enhances the company's credibility with customers
C) hampers innovation and decision making
D) increases operational costs and expenditure
E) reduces the market penetration ability of the company
Answer: B
Rationale:
A diverse workforce can enhance a company's credibility with customers by demonstrating a
commitment to inclusivity and understanding diverse perspectives, which can lead to stronger
customer relationships.
27) Which of the following is an advantage of a diverse workforce?
A) less resilience to change
B) decreased market share
C) decreased innovation
D) decreased costs
E) lower productivity
Answer: D
Rationale:
A diverse workforce can lead to decreased costs for a company by reducing turnover, improving
employee satisfaction and engagement, and fostering innovation and creativity.
28) Staffing an organization with nontraditional employees ________.
A) hampers the organization's ability to withstand change
B) demotivates the minority employees in the organization
C) increases costs in the organization
D) increases customer dissatisfaction
E) improves the quality of management
Answer: E
Rationale:
Staffing an organization with nontraditional employees can improve the quality of management
by bringing in diverse perspectives, skills, and experiences that can enhance decision-making
and problem-solving capabilities.
29) ________ are statistical characteristics of a population.
A) Biographics
B) Demographics
C) Psychographics
D) Chronographics
E) Reprographics
Answer: B
Rationale:
Demographics refer to statistical characteristics of a population, such as age, gender, income,
education, and occupation.
30) Which of the following is one of the demographic facts established in the Hudson Institute
report?
A) Fewer women will enter the workforce.
B) The average age of the workforce will decrease.
C) The population and workforce will grow more rapidly than at any time since the 1930s.
D) The pool of young workers entering the workforce will shrink.
E) Minorities will make up a smaller share of new entrants into the labor force.
Answer: D
Rationale:
One of the demographic facts established in the Hudson Institute report is that the pool of young
workers entering the workforce will shrink, which has implications for workforce planning and
development.
31) The changing demographics of a population over an extended period can give managers
insight into ________.
A) the future diversity management challenges
B) the future competition level in the market
C) the future price that their product will command
D) the future changes in the technological environment
E) a future legislation they will have to deal with
Answer: A
Rationale:
Understanding the changing demographics of a population can help managers anticipate future
diversity management challenges, such as shifting workforce composition, changing customer
demographics, and evolving societal expectations regarding diversity and inclusion.
32) The belief that one's own group, culture, country, or customers are superior to that of others
is known as ________.
A) pluralism
B) bicultural stress
C) ethnocentrism
D) role conflict
E) tokenism
Answer: C
Rationale:
Ethnocentrism is the belief that one's own group, culture, country, or customs are superior to that
of others, leading to the evaluation of other cultures based on one's own cultural norms and
values.
33) A Japanese organization has just moved into the United States to expand its operations there.
The management of the company places significant emphasis on Japanese culture and the ways
of working. As a result, even after moving to the United States, the company prefers to hire more
Japanese people than Americans. The company is said to have a(n) ________ attitude.
A) ethnocentric
B) objective
C) relativistic
D) subjective
E) pluralistic
Answer: A
Rationale:
The Japanese organization's preference for hiring more Japanese people than Americans, despite
being in the United States, indicates an ethnocentric attitude. They prioritize their own culture
and ways of working over those of the local culture.
34) Which of the following statements is an instance of ethnocentrism?
A) Jerry's Garage has an unwritten policy not to hire Hispanic workers as the management
believes that they are unreliable.
B) PBJ Inc. only hires candidates with a high-school diploma as the company processes require a
certain level of literacy.
C) Sunshine Sales hires a majority of Spanish-speaking salespeople, as it has a large market
among the Hispanic population.
D) The U.S. branch of Golden Dragon Ltd., a Chinese company, hires Chinese workers as the
management feels that they best reflect the organization values.
E) Divya's Designs is a bridal boutique that focuses on Indian outfits and caters mainly to Indian
clientele.
Answer: D
Rationale:
The U.S. branch of Golden Dragon Ltd. hiring Chinese workers because the management feels
they best reflect the organization's values demonstrates ethnocentrism. They prioritize their own
cultural values over others.
35) Which of the following statements is true about prejudice?
A) It is a preconceived belief that one's own group is superior to that of others.
B) It is a preconceived judgment, opinion, or assumption about an issue, behavior, or group of
people.
C) It is the stress of coping with membership in two cultures simultaneously.
D) It is a statistical representation of the characteristics of a given population.
E) It refers to a situation where people have too many expectations to comfortably fulfill.
Answer: B
Rationale:
Prejudice refers to a preconceived judgment, opinion, or assumption about an issue, behavior, or
group of people, often based on stereotypes or limited information.
36) A positive or negative assessment of members of a group or their perceived attributes is
known as ________.
A) a stereotype
B) a prejudice
C) ethnocentrism
D) tokenism
E) discrimination
Answer: A
Rationale:
A stereotype is a fixed, oversimplified, and often negative or positive belief about a particular
group of people or things.
37) Which of the following statements is an instance of stereotyping?
A) Jerry's Garage has an unwritten policy not to hire Hispanic workers as the management
believes that they are unreliable.
B) PBJ Inc. only hires candidates with a high-school diploma as the company processes require a
certain level of literacy.
C) Sunshine Sales hires a majority of Spanish-speaking salespeople, as it has a large market
among the Hispanic population.
D) The U.S. branch of Golden Dragon Productions prefers to hire Chinese workers as the
management feels that they best reflect the organization values.
E) Divya's Designs is a bridal boutique that focuses on Indian outfits and caters mainly to Indian
clientele.
Answer: A
Rationale:
Jerry's Garage's unwritten policy not to hire Hispanic workers based on the belief that they are
unreliable is an instance of stereotyping, as it generalizes and applies a negative attribute to an
entire group based on limited information or bias.
38) Alice is an American student of Chinese origin. Her grades fell significantly during the last
semester. Disappointed with her grades, Alice's teacher told her that she should be working
harder and be more dedicated to her studies as a result of her Chinese heritage. The teacher's
attitude can be described as ________.
A) bicultural conflict
B) tokenism
C) stereotyping
D) ethnocentrism
E) feminism
Answer: C
Rationale:
The teacher's assumption that Alice's Chinese heritage is the reason for her falling grades is an
example of stereotyping, as it attributes a specific characteristic or behavior to Alice based on her
ethnicity without considering other factors.
39) Treating an issue, person, or behavior unjustly or inequitably on the basis of stereotypes and
prejudices is known as ________.
A) tokenism
B) discrimination
C) ethnocentrism
D) bicultural conflict
E) xenocentrism
Answer: B
Rationale:
Discrimination involves treating someone unfairly or unjustly based on characteristics such as
race, gender, or ethnicity, often stemming from stereotypes and prejudices.
40) Being one of a very few members of a group in an organization is known as ________.
A) discrimination
B) prejudicing
C) ethnocentrism
D) tokenism
E) stereotyping
Answer: D
Rationale:
Tokenism refers to the practice of including a token number of members of a minority group in
order to give the appearance of inclusivity or diversity, without actually addressing systemic
issues of inequality.
41) Which of the following is true for tokenism?
A) It refers to the situation in which a person is one of few members of his or her group in an
organization.
B) It refers to an environment in which differences are acknowledged and seen as significant
contributors to the entirety.
C) It is the belief that one's own group, culture, country, or customs are superior to those of
others.
D) It discriminates against members of the majority group in order to help groups that are
underrepresented in the organization.
E) It is a positive or negative assessment of members of a group or their perceived attributes.
Answer: A
Rationale:
Tokenism refers to the situation in which a person is one of the few members of his or her group
in an organization. This individual is often the only representative of that group and may be
treated as a symbol of diversity rather than as an individual.
42) As the only female copywriters in a team of twenty-three, Shania and Taylor are always a
part of client meetings and public company occasions. This is an instance of ________.
A) tokenism
B) stereotyping
C) prejudicing
D) ethnocentrism
E) polycentrism
Answer: A
Rationale:
This scenario describes tokenism, as Shania and Taylor are the only female copywriters in a team
of twenty-three. They are included in client meetings and public company occasions not
necessarily because of their qualifications or skills, but as a representation of gender diversity.
43) Perceptions about the sexes based on what society believes are appropriate behaviors for men
and women ________.
A) are instances of sexual harassment
B) are gender-role stereotypes
C) are sources of pluralism
D) are indications of ethnocentrism
E) are results of bicultural stress
Answer: B
Rationale:
Perceptions about the sexes based on societal beliefs about appropriate behaviors are referred to
as gender-role stereotypes. These stereotypes can influence expectations and behaviors regarding
gender roles in society.
44) Sally has been in the finance department of Towsend's for the past eight years and is the
longest-serving employee in the department. Though she has the experience and the
qualifications to become a manager, a male colleague who was not as qualified was promoted
over her. Sally notices that all the management positions in the company are occupied by males,
even though there are many well-qualified women in the organization. Which of the following
describes the above situation?
A) double burden
B) white privilege
C) gray ceiling
D) levelling mechanism
E) glass ceiling
Answer: E
Rationale:
The situation described for Sally is an example of the glass ceiling, which refers to the invisible
barriers that prevent women and minorities from advancing to leadership positions in
organizations despite their qualifications and achievements.
45) Sexual harassment is a form of ________.
A) relativism
B) acculturation
C) pluralism
D) discrimination
E) bicultural stress
Answer: D
Rationale:
Sexual harassment is a form of discrimination that involves unwelcome sexual advances,
requests for sexual favors, or other verbal or physical conduct of a sexual nature that creates a
hostile or offensive work environment.
46) When Alan went to Japan on a business assignment, he realized that the country has a
longstanding tradition of people exchanging gifts during a business deal. For him, this practice
was as bad as taking a bribe. What kind of a situation is Alan facing?
A) role conflict
B) bicultural stress
C) discrimination
D) the glass ceiling
E) role overload
Answer: B
Rationale:
Alan is facing bicultural stress, which occurs when individuals have to navigate and balance the
expectations and norms of two different cultures, leading to stress and discomfort.
47) Which of the following is a characteristic of bicultural stress?
A) role conflict
B) balanced growth
C) improved skills
D) reverse discrimination
E) pluralism
Answer: A
Rationale:
Role conflict is a characteristic of bicultural stress. It occurs when individuals experience
conflicting expectations or demands from different cultural contexts, leading to stress and
uncertainty.
48) Having to fill competing roles because of membership in two cultures causes ________.
A) pluralism
B) role conflict
C) role overload
D) ethnocentrism
E) tokenism
Answer: B
Rationale:
Having to fill competing roles because of membership in two cultures causes role conflict, as
individuals may struggle to meet the expectations of both cultures simultaneously.
49) Having too many expectations to comfortably fulfill is termed as ________.
A) role overload
B) role conflict
C) pluralism
D) tokenism
E) role ambiguity
Answer: A
Rationale:
Role overload refers to the situation in which individuals have too many expectations or
demands to fulfill comfortably, leading to stress and difficulty in managing responsibilities.
50) Ayesha is an Israeli immigrant to the United States. She works for a pharmaceutical
company and is not only a gender minority but also an ethnic minority in the company. Her
peers, colleagues, and subordinates expect a lot from her. She is having a tough time fulfilling all
these expectations. Ayesha is said to be facing ________.
A) role ambiguity
B) role conflict
C) role insufficiency
D) role interference
E) role overload
Answer: E
Rationale:
Ayesha is facing role overload, as she is experiencing too many expectations and demands from
her peers, colleagues, and subordinates due to her gender and ethnic minority status. This
situation is causing stress and difficulty in managing her responsibilities.
51) Which of the following is true regarding older workers?
A) They avoid working nontraditional schedules.
B) They do not make good mentors.
C) They increase benefits cost to the organization.
D) They are more open to change.
E) They have adequate technology experience.
Answer: C
Rationale:
Older workers may require more expensive health benefits and retirement packages, which can
increase benefits costs for the organization compared to younger workers.
52) Which of the following is one of Sonnenfeld's findings concerning older workers?
A) They tend to be low performers.
B) They are less likely to take risks.
C) They are more open to changes.
D) They are low-cost workers.
E) They are less cautious.
Answer: B
Rationale:
Sonnenfeld found that older workers are generally less likely to take risks, which can be seen as
a positive trait in terms of stability but might also indicate a reluctance to embrace change.
53) Promoting diversity within the organization ________.
A) increases costs associated with employee retention
B) reduces the ability of the company to capture market share
C) reduces the amount spent on discrimination lawsuits
D) decreases the commitment level of employees at the lower levels
E) increases the expenses associated with turnover of employees
Answer: C
Rationale:
Promoting diversity can reduce the amount spent on discrimination lawsuits by creating a more
inclusive and fair work environment.
54) Which of the following is true for organizations that welcome diversity?
A) A diverse organization will lead to reduced customer insight.
B) The organization will see lower productivity and increased costs as a result of this.
C) It will be difficult to develop and implement innovations to the organization's products and
services.
D) Employee retention will increase, resulting in lower recruitment costs.
E) The organization will have to hire less competent employees and training costs will increase.
Answer: D
Rationale:
Organizations that welcome diversity tend to have higher employee retention rates, which can
lead to lower recruitment costs due to reduced turnover.
55) According to the Hudson Institute report, ________.
A) benefits and policies for women workers must be increased
B) the United States must pay more attention to its own share of world trade and less on the
growth of other economies
C) prosperity will depend upon how fast productivity grows in manufacturing
D) minority workers must be integrated into the economy, within certain limits
E) the average age of the American worker will decrease
Answer: A
Rationale:
The Hudson Institute report suggests that increasing benefits and policies for women workers is
necessary, possibly indicating a recognition of gender disparities in the workforce.
56) ________ programs are designed to eliminate barriers and increase opportunities for
underutilized or disadvantaged individuals.
A) Reverse discrimination
B) Affirmative action
C) Ethnic nepotism
D) Positive liberty
E) Social Darwinism
Answer: B
Rationale:
Affirmative action programs are intended to promote opportunities for underrepresented or
disadvantaged groups by eliminating barriers to their advancement.
57) When a majority group member experiences inequities as a result of programs designed to
help underrepresented groups, it is called ________.
A) tokenism
B) affirmative action
C) reverse discrimination
D) pluralism
E) stereotyping
Answer: C
Rationale:
Reverse discrimination refers to situations where members of a majority group feel
disadvantaged due to efforts to promote diversity or correct historical imbalances.
58) A major league basketball team has more African-American players than white players. It is
about to recruit five more players and the management has specifically asked the coach to ensure
that three out of the five new players are white. This is causing irritation among the AfricanAmerican players who want to be part of the team. This is an example of ________.
A) reverse discrimination
B) pluralism
C) tokenism
D) stereotyping
E) dualism
Answer: A
Rationale:
This scenario illustrates reverse discrimination, where the preference for recruiting white players
over African-American players is perceived as unfair by the African-American players.
59) Effective diversity efforts within an organization will involve ________.
A) tying organizational rewards to managers' commitment to diversity
B) noncompliance with affirmative action and EEOC standards
C) basing the diversity strategy solely on compliance with affirmative action and EEOC policies
D) enforcing affirmative action and EEOC policies, but not providing training
E) complying with narrowly defined external policies with sporadic training
Answer: A
Rationale:
Tying organizational rewards to managers' commitment to diversity can incentivize and reinforce
effective diversity efforts within the organization.
60) ________ refers to an environment in which cultural, group, and individual differences are
acknowledged, accepted, and viewed as significant contributors to the entirety.
A) Biculturalism
B) Pluralism
C) Xenocentrism
D) Ethnocentrism
E) Tokenism
Answer: B
Rationale:
Pluralism promotes the acceptance and celebration of diversity, recognizing that differences
contribute positively to the whole.
61) The ________ approach to diversity relies on the biblical dictate, "Do unto others as you
would have them do unto you."
A) multicultural
B) golden rule
C) assimilation
D) righting-the-wrongs
E) culture-specific
Answer: B
Rationale:
The golden rule approach emphasizes treating others as you would want to be treated, which is a
principle of fairness and respect often applied to diversity and inclusion efforts.
62) Which of the following is true of the "golden rule" approach to promoting diversity?
A) It requires that people know the culture of the other person.
B) It emphasizes individual morality.
C) It is applied from an individual's frame of reference.
D) It addresses past injustices experienced by a particular group.
E) It teaches employees the norms and practices of other cultures.
Answer: B
Rationale:
The golden rule approach focuses on individual morality and encourages individuals to treat
others with respect and fairness based on their own values and beliefs.
63) The ________ approach's major weakness is that individuals apply the approach from their
own particular frame of reference without knowing the cultural expectations, traditions, and
preferences of the other person.
A) culture-specific
B) multicultural
C) golden rule
D) assimilation
E) righting-the-wrongs
Answer: C
Rationale:
The golden rule approach can be limited because individuals may assume that others want to be
treated the same way they do, without considering cultural differences.
64) The assimilation approach to promoting cultural diversity ________.
A) relies on the maxim "Do unto others as you would have them do unto you"
B) addresses past injustices experienced by a particular group
C) pressurizes employees who do not belong to the dominant culture to conform
D) teaches employees the norms and practices of another culture
E) advocates incorporating changes into organization culture based on the cultures of employees
Answer: C
Rationale:
The assimilation approach encourages employees from non-dominant cultures to conform to the
dominant culture, which can create pressure to abandon their own cultural practices.
65) Which of the following is true regarding the assimilation approach?
A) It advocates incorporating changes into organization culture based on the cultures of new
employees.
B) It gathers the best from differing cultures and accepts a variety of viewpoints.
C) It promotes creativity in the organization by encouraging employees to share their individual
cultures and world views.
D) It creates a homogeneous culture that suppresses the creativity and diversity of views that
could benefit the organization.
E) It addresses past injustices experienced by a particular group by developing policies to create
a more equitable set of conditions.
Answer: D
Rationale:
The assimilation approach tends to create a homogeneous culture by pressuring employees to
conform, which can suppress diversity of thought and creativity.
66) Ruby's company, based in the United States, is not averse to recruiting people from different
cultures. On the contrary, it schedules an intensive training session to help the employees from
other cultures adopt and fit into the American culture. What kind of an approach does the
company use to achieve effective workforce diversity?
A) assimilation approach
B) righting-the-wrongs approach
C) culture-specific approach
D) multicultural approach
E) golden rule approach
Answer: A
Rationale:
The company is using the assimilation approach by encouraging employees from other cultures
to adopt and fit into the dominant American culture.
67) The righting-the-wrongs approach ________.
A) teaches employees the norms and practices of another culture to prepare them to interact with
people from that culture effectively
B) gives employees the opportunity to develop an appreciation for both differences of culture
and variations in personal characteristics
C) advocates shaping organization members to fit the existing culture of the organization
D) relies on the maxim "Do unto others as you would have them do unto you"
E) addresses past injustices experienced by a particular group by developing policies to create a
more equitable set of conditions
Answer: E
Rationale:
The righting-the-wrongs approach focuses on rectifying past injustices experienced by certain
groups by implementing policies to create a more equitable environment.
68) The approach to cultural diversity that most closely parallels affirmative action policies is the
________ approach.
A) multicultural
B) golden rule
C) assimilation
D) righting-the-wrongs
E) culture-specific
Answer: D
Rationale:
The righting-the-wrongs approach is similar to affirmative action policies as both seek to address
past injustices and create a more equitable environment.
69) The ________ approach teaches employees the norms and practices of another culture to
prepare them to interact with people from that culture effectively.
A) culture-specific
B) multicultural
C) golden rule
D) assimilation
E) righting-the-wrongs
Answer: A
Rationale:
The culture-specific approach focuses on teaching employees about the norms and practices of
specific cultures to facilitate effective interactions with people from those cultures.
70) The culture-specific approach ________.
A) creates a homogeneous culture that suppresses the creativity and diversity of views that could
benefit the organization
B) pressures employees who do not belong to the dominant culture to conform to the prevailing
culture
C) teaches employees the norms and practices of another culture to prepare them to interact with
people from that culture effectively
D) advocates change on the part of management, employees, and organization systems and
structures
E) allows individuals to follow the approach from their own particular frame of reference
without knowing the cultural expectations, traditions, and preferences of the other person
Answer: C
Rationale:
The culture-specific approach aims to educate employees about specific cultures to enhance their
ability to interact effectively with individuals from those cultures.
71) The multicultural approach ________.
A) gives employees the opportunity to develop an appreciation for both differences of culture
and variations in personal characteristics
B) advocates shaping organization members to fit the existing culture of the organization
C) creates a homogeneous culture that suppresses the creativity and diversity of views that could
benefit the organization
D) pressures employees who do not belong to the dominant culture to conform
E) addresses past injustices experienced by a particular group
Answer: A
Rationale:
The multicultural approach encourages employees to appreciate and value cultural differences,
fostering a more inclusive and innovative environment.
72) Eli International has just begun a recruitment drive in colleges. Hoping to increase the
cultural diversity within the organization, recruiters are focusing on candidates from a number of
minority communities. The organization firmly believes that different cultural viewpoints can
contribute to innovation and customer insights. The company must hold training sessions with
existing employees to help them welcome and understand their new colleagues. Which of the
following approaches will best help the company achieve all its goals?
A) assimilation approach
B) "golden rule" approach
C) multicultural approach
D) righting-the-wrongs approach
E) culture-specific approach
Answer: C
Rationale:
The multicultural approach is the most suitable for achieving the company's goals of increasing
cultural diversity, fostering innovation, and ensuring existing employees are welcoming and
understanding of new colleagues from diverse backgrounds.
73) The ________ approach focuses on how interpersonal skills and attitudinal changes relate to
organizational performance.
A) culture-specific
B) multicultural
C) golden rule
D) assimilation
E) righting-the-wrongs
Answer: B
Rationale:
The multicultural approach emphasizes the development of interpersonal skills and positive
attitudes toward diversity, which are believed to improve organizational performance.
74) Planning for diversity involves ________.
A) setting recruitment goals for members of underrepresented groups
B) establishing task forces or committees to explore issues and provide ideas
C) overseeing compliance with the legal stipulations of EEOC and affirmative action
D) evaluating the extent to which diversity goals are being achieved
E) managers encouraging and supporting employees to participate constructively in a diverse
work environment
Answer: A
Rationale:
Planning for diversity includes setting specific goals for recruiting individuals from
underrepresented groups to promote a more diverse workforce.
75) Managerial responsibilities in the area of organizing include ________.
A) setting diversity goals for hiring of employees within a department
B) establishing task forces or committees to explore issues and provide ideas
C) setting recruitment goals for members of underrepresented groups
D) continuously monitoring the different units' progress with respect to the diversity goals
E) overseeing compliance with the legal stipulations of EEOC and affirmative action
Answer: B
Rationale:
Organizing for diversity involves establishing structures, such as task forces or committees, to
explore diversity issues and generate ideas for promoting diversity within the organization.
76) In the area of diversity, influencing organization members means that the managers must
________.
A) establish task forces or committees to explore issues and provide ideas
B) carefully choose the work assignments to support the career development of all the employees
C) encourage and support employees to participate constructively in a diverse work environment
D) set diversity goals for hiring of employees within a department
E) select the diversity training programs for the organization
Answer: C
Rationale:
Influencing organization members involves encouraging and supporting employees to actively
participate and contribute to a diverse work environment.
77) In the area of diversity, controlling involves ________.
A) establishing task forces or committees to explore issues and provide ideas
B) carefully choosing work assignments to support the career development of all employees
C) evaluating the extent to which diversity goals are being achieved
D) the evaluation activities necessary to assess the diversity efforts
E) the selection of the diversity training programs for the organization
Answer: D
Rationale:
Controlling in the context of diversity involves evaluating the effectiveness of diversity efforts
and making adjustments as necessary to achieve diversity goals.
78) A manager collected data on the rate of promotions of African-American men in her division
to assess the effectiveness of diversity training within the division. In doing so, she was involved
in the activity of ________.
A) planning
B) influencing
C) organizing
D) controlling
E) leading
Answer: D
Rationale:
Collecting data on promotions to assess the impact of diversity training falls under the
controlling function, which involves evaluating the effectiveness of diversity efforts.
79) The process of raising managers' awareness and developing their competencies to deal with
the issues endemic to managing a diverse workforce is known as ________.
A) assimilation
B) reverse discrimination
C) diversity training
D) affirmative action
E) role overload
Answer: C
Rationale:
Diversity training aims to raise managers' awareness and develop their skills in managing a
diverse workforce.
80) In the ________ stage, managers are unaware of behaviors they engage in that are
problematic for members of other groups.
A) unconscious incompetence
B) conscious incompetence
C) conscious competence
D) unconscious competence
E) controlled competence
Answer: A
Rationale:
In the unconscious incompetence stage, managers are unaware of their lack of knowledge or
skills in managing diversity, including behaviors that may be problematic for members of other
groups.
81) In which of the following stages do managers go through a learning process in which they
become attentive to behaviors that make them clumsy in their interactions with members of
diverse groups?
A) unconscious incompetence
B) conscious incompetence
C) conscious competence
D) unconscious competence
E) controlled incompetence
Answer: B
Rationale:
In the conscious incompetence stage, managers become aware of their lack of skills or
knowledge in managing diversity and begin to recognize behaviors that may be problematic in
their interactions with diverse groups.
82) Bill manages a large department with employees from diverse cultural backgrounds. A
review of his management style revealed that Bill's informal way of speaking to employees is
offensive to some people who come from cultures where formality and respect are the norm
between different organizational levels. Which stage of progress in managing a diverse
workforce is Bill in?
A) unconscious incompetence
B) conscious incompetence
C) conscious competence
D) unconscious competence
E) controlled incompetence
Answer: A
Rationale:
Bill is in the unconscious incompetence stage, where he is unaware of the impact of his behavior
on others and lacks the skills to effectively manage a diverse workforce.
83) According to Donaldson and Scannell, in which of the following stages do managers learn
how to interact with diverse groups and cultures by deliberately thinking about how to behave?
A) conscious competence
B) controlled incompetence
C) conscious competence
D) unconscious competence
E) unconscious incompetence
Answer: C
Rationale:
In the conscious competence stage, managers actively think about and deliberately adjust their
behavior to interact effectively with diverse groups, demonstrating an awareness of cultural
differences and a willingness to adapt.
84) According to Donaldson and Scannell, managers are the most effective with respect to
interacting in a diverse workforce in the ________ stage.
A) conscious competence
B) conscious incompetence
C) conscious competence
D) unconscious competence
E) unconscious incompetence
Answer: D
Rationale:
In the unconscious competence stage, managers have internalized their skills in managing
diversity to the point where they can effectively interact with diverse groups without consciously
thinking about their behavior.
85) A&M Global Services recently instituted an organization-wide policy aimed at increasing
diversity within the organization. Though recruitment practices complied with the policy and
management conducted intensive diversity training sessions, employee support of the initiative
has been negligible. Which of the following will most likely encourage employee cooperation in
this situation?
A) ethnocentrism
B) diversity training
C) social rewards
D) top-down support
E) coping mechanisms
Answer: C
Rationale:
Social rewards, such as recognition or praise, can motivate employees to support diversity
initiatives by reinforcing positive behaviors and attitudes towards diversity.
86) What is diversity and what are the advantages of a diverse workforce?
Answer: Diversity refers to characteristics of individuals that shape their identities and the
experiences they have in society. The following are some advantages of a diverse workforce:
a. It improves the ability of the organization in gaining and keeping its market share.
b. It helps in cost savings.
c. It increases the productivity of the organization.
d. It brings a more innovative workforce into the organization.
e. It helps in motivating the minority and women employees.
f. It produces better quality of managers.
g. It helps in building a workforce that is more resilient when faced with change.
87) Write a short essay on ethnocentrism and other negative dynamics that can interfere with
workforce productivity.
Answer: Ethnocentrism is the belief that one's own group, culture, country, or customs are
superior to that of others. Two other dynamics that are closely related with ethnocentrism are
prejudices and stereotypes. A prejudice is a preconceived judgment, opinion, or assumption
about an issue, behavior, or group of people. A stereotype is a positive or negative assessment of
members of a group or their perceived attributes.
Managers should know about ethnocentrism and stereotyping so that they can monitor their own
perceptions and help their employees view diverse coworkers more accurately.
When verbalized or acted upon, these negative dynamics cause discomfort and stress for the
judged individual. In some cases, it leads to discrimination. Discrimination is the act of treating
an issue, person, or behavior unjustly or inequitably on the basis of stereotypes and prejudices.
Discrimination occurs when stereotypes are acted upon in ways that affect hiring, pay, or
promotion practices. Other challenges facing minorities and women include the pressure to
conform to the organization's culture, high penalties for mistakes, and tokenism.
Tokenism refers to being one of few members of your group in the organization. "Token"
employees are given either very high or very low visibility in the organization. Minorities are
seen as representatives or "spokespersons" for all members of their group. As such, they are
subject to high expectations and scrutiny from members of their own group.
88) Briefly discuss the discrimination against women in organizations.
Answer: Women in organizations confront gender-role stereotypes, or perceptions about people
based on what our society believes are appropriate behaviors for men and women. Both sexes
find their self-expression constrained by gender-role stereotyping.
A serious form of discrimination affecting women in organizations has been dubbed the "glass
ceiling." The glass ceiling refers to an invisible "ceiling," or barrier to advancement. This term
was originally coined to describe the limits confronting women but is also used to describe the
experiences of other minorities in organizations. Although both women and men struggle to
balance work and family concerns, it is still more common for women to assume primary
responsibility for household management as well as their careers, and sometimes they are denied
opportunities for advancement because of this stereotype.
Sexual harassment is another form of discrimination and is defined as any unwanted sexual
language, behavior, or imagery negatively affecting an employee. Although sexual harassment
more often targets women, men can also be victims of sexual harassment in the workplace or
educational settings.
89) How can diversity be promoted through equal employment and affirmative action?
Answer: The Equal Employment Opportunity Commission (EEOC) is the federal agency that
enforces the laws regulating recruiting and other management practices.
Affirmative action programs are designed to eliminate barriers and increase opportunities for
underutilized or disadvantaged individuals. These programs are positive steps toward promoting
diversity and have created career opportunities for both women and minority groups.
Complying with EEO legislation can help to promote diversity in organizations and, as a result,
help organizations gain the many diversity-related advantages. Managers should view EEOC as a
source of guidance on how to build organizational diversity and reap its related advantages.
90) Define pluralism. Explain the five approaches that can be used to achieve effective
workforce diversity.
Answer: Pluralism refers to an environment in which differences are acknowledged, accepted,
and seen as significant contributors to the entirety. A diverse workforce is most effective when
managers are capable of guiding the organization toward achieving pluralism. Approaches, or
strategies, to achieve effective workforce diversity include the following:
a. Golden Rule Approach — This approach to diversity relies on the biblical dictate, "Do unto
others as you would have them do unto you." The major strength of this approach is that it
emphasizes individual morality.
b. Assimilation Approach — This approach advocates shaping organization members to fit the
existing culture of the organization. This approach pressures employees who do not belong to the
dominant culture to conform, at the expense of renouncing their own cultures and world views.
c. Righting-the-Wrongs Approach — This is an approach that addresses past injustices
experienced by a particular group. When a group's history places its members at a disadvantage
for achieving career success and mobility, policies are developed to create a more equitable set
of conditions.
d. Culture-Specific Approach — This approach teaches employees the norms and practices of
another culture to prepare them to interact with people from that culture effectively. This
approach is often used to help employees prepare for international assignments.
Multicultural Approach — This approach gives employees the opportunity to develop an
appreciation for both differences of culture and variations in personal characteristics. This
approach focuses on how interpersonal skills and attitudinal changes relate to organizational
performance.
Test Bank for Modern Management: Concepts and Skills
Samuel C. Certo, S. Trevis Certo
9780133059922, 9780133254105, 9780135983546
