Professional Documents
Culture Documents
Student: ___________________________________________________________________________
1.
Today, organizations recognize that diversity is a business imperative and perhaps the single most
important factor of the twenty-first century for organization performance.
True False
2.
The genuine efforts to accept and manage diverse people in North America are a phenomenon that
emerged in the 1800s.
True False
3.
Today's workforce is growing older with an average age of 40.8 years in 2006 and it is expected to
increase to 42.1 years in 2016.
True False
4.
In 1970, Joseph Searles became the first African American member of the New York Stock Exchange.
True False
5.
6.
Because employees with different backgrounds bring different options and ideas to the table, a diverse
workforce may lead to increased conflict, anxiety, and misunderstanding.
True False
7.
The aging population phenomenon is a huge factor in the United States and Canada. On other
continents, the workforce is actually becoming younger.
True False
8.
The traditional dimension of diversity can be acquired or changed throughout one's lifetime.
True False
9.
Age, race, and gender are included in the primary dimension of diversity.
True False
10.
11.
focus
group
network group
self-help group
diversity team
multicultural
team
it increases unde
it efficiently uses employee talent.
it increases the quality of team problem solving.
it is mandated by ethical responsibility.
it reduces costs associated with high turnover, absenteeism, and lawsuits.
12.
Female advanta
Opt-out trend
Glass ceiling
Glass wall
Opaque ceiling
13.
14.
focus group
diversity team
self-help group
network group
multicultural team
15 Education, religious beliefs, military experience, geographic location and income are all _____
.
dimensions.
________________________________________
16 The belief that one's own group or subculture is inherently superior to other groups or cultures is
.
known as _____.
________________________________________
17 A culture that accepts only one way of doing things and one set of values and beliefs is called a(n)
.
_____.
________________________________________
18 _____ is the belief that groups and subcultures are inherently equal.
.
________________________________________
19 _____ means that an organization accommodates several subcultures, including employees who would
.
otherwise feel isolated and ignored.
________________________________________
20 The invisible barrier that separates women and minorities from top management positions is known as
.
the _____.
________________________________________
21 _____ implies that women's commitment to their children limits their commitment to the company or
.
their ability to handle the rigors of corporate management.
________________________________________
22 _____ is designed to make people aware of their own prejudices and stereotypes.
.
________________________________________
23 A higher ranking, senior organizational member who is committed to providing upward mobility and
.
support to a protg's professional career is a(n) _____.
________________________________________
24 _____ are made up of members from diverse national, racial, ethnic, and cultural backgrounds.
.
________________________________________
25 The belief that your group and subculture is not as good as other groups and subcultures is
.
ethnocentrism.
True False
26 A culture that accepts only one way of doing things and one set of values and beliefs, produced by
.
ethnocentrism, is known as monoculture.
True False
27 The belief that ethics are not absolute but instead need to be evaluated relative to the situation refers to
.
ethnorelativism.
True False
28 Most organizations make a conscious effort to shift from a pluralism perspective to one of
.
monoculture.
True False
29 An invisible barrier that separates women and minorities from advancement to important lateral
.
movement within the organization defines the glass ceiling.
True False
30 In a recent survey, 37 percent of highly qualified women report that they voluntarily left or "opted-out"
.
of the workforce at some point in their careers.
True False
31 Research shows that companies with several senior-level women underperform financially and
.
organizationally in comparison to those without senior-level women.
True False
32 Many people believe that men make better managers because of their more collaborative, less
.
hierarchical, relationship-oriented approach that is in tune with todays global and multicultural
environment.
True False
33 The most important component of a successful diversity strategy is management commitment,
.
leadership, and support.
True False
34 A successful diversity plan leads to a workforce that demonstrates cultural competence in the long run.
.
True False
35 Workforce diversity refers to hiring people from different geographic regions of the country but of
.
same nationality.
True False
36 Uncovering diversity problems, strengthening top management commitment, choosing solutions to fit
.
a balanced strategy, and demanding results are all steps to implementing a diversity plan.
True False
37 The first step in diversity skills training is to help people learn how to communicate and work
.
effectively in a diverse environment.
True False
38 Diversity training is special training which can help people become aware of their own biases and
.
stereotypes, and is used by many organizations.
True False
39 A higher ranking, senior organizational member who is committed to providing upward mobility and
.
support to a protg's professional career is known as a sponsor.
True False
40 The mentoring relationship is an excellent way to overcome the problem of a glass ceiling.
.
True False
41 Research indicates that women and minorities are more likely than men to develop mentoring
.
relationships.
True False
42 Mentoring programs are not consistent with the Civil Rights Act of 1991 that requires the
.
diversification of middle and upper management.
True False
43 The five major steps in implementing a change for a program to develop a truly diverse workplace is
.
to: (1) change structures and policies, (2) focus on diversity recruiting, (3) establish mentor
relationships, (4) accommodate special needs, and (5) offer training and education.
True False
44 Sexual harassment in the workplace is a violation of Title VII of the 1964 Civil Rights Act
.
True False
45 Solicitation with the promise of reward is the highest level of sexual harassment.
.
True False
46 According to the U.S. Supreme Court, sexual harassment does not include harassment by the same
.
sex.
True False
7
Barriers
to entry
B Affirmative
. action
C Equal
. opportunity
D The glass wall
.
E The glass
. ceiling
51.
Gener
ation
X
Generation
Y
Baby
boomers
Teeny
boppers
Generation
A
52.
aging
workforc
e.
B growth in Hispanic
and Asian workers.
C women
. outnumbering
men
D growth in foreignborn population.
E younger
. workforce.
53.
54.
White
African
American
Asian
Hispanic
Native
American
more
likel
y to
be
marr
ied
younger
B
.
C. older
Dmore
likely to
be male
E uneducat
. ed
55.
Hi
sp
an
ic
B Asi
. an
CAfric
an
Amer
ican
D Euro
. pean
E Whi
. te
56.
57.
Mul
tipli
city
Diversi
ty
Seniori
ty
Cultur
e
Variati
on
10
income
.
race.
parental
status.
education.
religious
beliefs.
58.
59.
inco
me.
nationalit
y.
pay
level.
work
style.
all of
these.
60.
11
parents.
lifestyle.
income.
military
experience.
sexual
orientation.
61.
have a
greate
r
impac
t than
do
prima
ry
dimen
sions.
are inborn.
B
.
Ccan change
throughout
one's
lifetime.
Dinclude such
factors as
gender.
E none of
. these.
62.
Inclu
sive
mode
l
B Exclusive
. model
C Traditional
. model
D
.
E
.
12
Learning
model
Static
model
63.
Americans
are formal.
B Americans value
. punctuality.
C Americans believe in
. work.
D Americans are
independent and
individualistic.
E Americans are
. competitive.
64.
Reduced costs
associated with high
turnover,
absenteeism, and
lawsuits.
B Increased understanding of the
. marketplace.
C. Better use of employee talent.
D Increased costs associated with high
turnover, absenteeism, and lawsuits.
E Enhanced quality of team problem
. solving.
65.
A.
Better use of employee tale
B. Increased understanding of the marketplace
C. Increased quality of team problem solving
D Enhanced breadth of understanding in leadership positions
.
E Reduced costs associated with high turnover, absenteeism, an
. lawsuits
13
66.
Chil
dcare
B Flexible
work
schedule
CHomebased
employme
nt
DMaternity
or
paternity
leaves
E All of
. these
67.
Managing
diversity
B. Maxi-Min approach
C Managing differentiation
.
D Advantageous approach
.
E Maximum benefit
. approach
68.
Labe
l
Prejudic
e
Typecas
t
Discrimi
nation
E Stereoty
. pe
14
69.
stereotyp
e
B. ethnocentrism
C.
plurality
D glass ceiling threat
.
E the female
. advantage
70.
Globali
zation
training
B Human
. resource
training
C Cultural
. training
D Diversity
. training
E Empathy
. training
71.
Typeca
st
threat
B Discriminatory
. threat
C.
D
.
E
.
15
Labeling
Stereotype
threat
Classified
threat
72.
73.
Ethnor
elativi
sm
Ethnocentri
sm
Pluralism
Geocentrici
sm
Regiocentris
m
a
monocult
ure.
B diversity in the
. workplace.
C.
pluralism.
D ethnorelativism.
.
E a global
. perspective.
74.
a diverse
organization.
B an organization that
. encourages pluralism.
C.
a monoculture.
D.
geocentric.
E minority-owned
. organization.
16
75.
Ethno
relati
vism
B Ethnocentr
. ism
C Pluralism
.
D Geocentric
. ism
E Monocultu
. re
76.
77.
Mono
cultur
alism
Pluralism
Ethnorelativ
ism
Geocentrici
sm
Ethnocentris
m
pri
mar
y
cult
ure
B preferre
. d culture
C dominati
ng
culture
D monocu
. lture
E pluralis
. m
17
78.
can
never
naturally
B
.
Cmust make
a conscious
effort to
D can
. easily
E are
. against a
79.
B
.
C
.
D
.
E
.
80.
The
barrier
to
entry
Affirmative
action
Equal
opportunity
The glass
ceiling
The glass
wall
barriers
to
entry.
B affirmative
. action.
C equal
. opportunity.
D the glass wall.
.
E the glass
. ceiling.
18
81.
cultu
ral
diver
sity
B the glass
ceiling
effect
Crapid
promotion
and
advancem
ent
D ethnorela
. tivism
E all of
. these
82.
Balanci
ng
family
prioriti
es
B Invisible
. minorities
C Opt-out trend
.
D Family
. commitment
E Cost of
. diversity
19
83.
Femal
e
advant
age
B Opt-out
. trend
C Glass
. ceiling
D Glass wall
.
E Opaque
. ceiling
84.
Femal
e
advant
age
B Opt-out
. trend
C Glass
. ceiling
D Glass wall
.
E Opaque
. ceiling
20
85.
sensiti
vity
trainin
g.
Bbuilding a
corporate
culture that
values
diversity.
Cchanging the
current
organizationa
l design.
Dchanging the
current
organizationa
l structure.
E none of
. these.
86.
21
reports
audit
financial audit
cultural audit
diversity audit
special needs
audit
87.
ethnocent
rism
ethnorelativism
B
.
C.
pluralism
D. stereotyping
E cultural
. competence
88.
89.
22
Demanding results
and revisiting goals
Maintaining momentum to change the
culture
Choosing solutions to fit a balanced
strategy
Uncovering diversity problems in an
organization
Strengthening top management
commitment
90.
gen
der
disc
rimi
nati
on
Bethnic
discrimi
nation
C stereoty
. ping
D sexual
harassm
ent
E prejudi
. ce
91.
Community
outreach
B. Mentor relationships
C Accommodating special
. needs
D Training and education
.
E Diversity-focused
. recruiting
92.
Expanding
recruitment efforts
Establishing mentor relationships
Accommodating special needs
Providing diversity skills training
Increasing awareness of sexual
harassment
93.
cul
tur
es
Bstructur
es and
policies
C develo
. pment
s
D bureau
. cracies
E traini
. ng
94.
buildi
ng a
corpor
ate
cultur
e that
values
divers
ity.
changing
structures and
policies so
that they
support
diversity.
C diversity
. training.
D
.
E
.
24
all of
these.
none of
these.
95.
96.
B
.
C
.
through
targeted
recruitment
.
through affirmative
action.
to develop mentoring
relationships.
D
.
E
.
top management
speeches.
to hire only white
males.
25
Sp
ons
or
Ment
or
Expatr
iate
Deleg
ate
Advis
or
97.
B
.
C
.
D
.
E
.
98.
spo
nso
rin
g
mentor
ing
expatri
ate
delega
te
adviso
ry
Women;
minoriti
es
B Minorities;
. women
C. Men; women
D Women; men
.
E Whites;
. minorities
99.
26
Age Discrimination in
Employment Act
Title VII of the Civil Rights Act of 1964
Equal Pay Act of 1963
Americans with Disabilities Act
Title VIII of the Civil Rights Act Amendment of
1972
100.
101.
Cros
srace
Femalemale
Malemale
Femalefemale
E Same
. race
102.
Inap
propr
iate/
offen
sive
BCoercion
with threat
of
punishment
CSolicitation
with
promise of
reward
D Generaliz
. ed
E All of
. these
27
103.
104.
Generalized
Inappropriate/offensive
Sexual crimes
Solicitation with promise of
reward
Coercion with threat of
punishment
coercion
with
threat of
punishme
nt.
B solicitation with
promise of reward.
C. appropriate.
D. generalized.
E positional
. authority.
28
105.
Restri
cted
the
definit
ion of
sexual
harass
ment
to
exclud
e
office
roman
ce.
Broadened the
definition of
sexual
harassment to
include same
sex
harassment.
Broadened the
definition of
sexual
harassment to
include
harassment of
men by female
coworkers.
Broadened the
definition of
sexual
harassment to
include same
sex harassment
and
harassment of
men by female
coworkers.
E None of
. these.
29
106.
homo
geneo
us
group
s are
more
creati
ve
than
divers
e
group
s.
homogeneous
groups are
less satisfied
than diverse
groups.
diverse
groups are
more creative
than
homogeneous
groups.
creativity has
nothing to do
with group
composition.
E none of
. these.
107.
30
108.
create
divisi
ons in
the
workp
lace.
Bare bad
experiences
for minority
employees.
Chelp retain
minority
employees.
Dreduce
creativity by
being
homogeneous
.
E none of
. these.
109.
31
11 Name at least three factors that negatively affect womens career advancement?
1.
11 What are the five steps to developing diversity and cultural competence?
3.
11 Define workforce diversity. Identify the traditional and inclusive dimensions of diversity.
5.
32
11 What are the 5 steps in implementing a change to develop a truly diverse workplace?
8.
33
34
31. FALSE
32. FALSE
33. TRUE
34. TRUE
35. FALSE
36. TRUE
37. FALSE
38. TRUE
39. FALSE
40. TRUE
41. FALSE
42. FALSE
43. TRUE
44. TRUE
45. FALSE
46. FALSE
47. FALSE
48. TRUE
49. TRUE
50. D
51. B
52. E
53. D
54. C
55. A
56. B
57. B
58. E
59. C
60. E
61. C
62. C
63. A
64. D
35
65. E
66. E
67. A
68. E
69. A
70. D
71. D
72. B
73. A
74. C
75. A
76. B
77. D
78. C
79. D
80. E
81. B
82. C
83. C
84. B
85. B
86. C
87. E
88. B
89. A
90. A
91. E
92. C
93. A
94. D
95. C
96. B
97. B
98. D
36
99. B
100. A
101. A
102. E
103. C
104. A
105. D
106. C
107. B
108. C
109. C
110. employee network groups
111. Glass ceiling
Glass wall
Wage gap
Opt-out trend
112. Better use of employee talent
37
119. Generalized. This form involves sexual remarks and actions that are not intended to lead to sexual activity but that are directed toward a
coworker based solely on gender and reflect on the entire group.
Inappropriate/offensive. Though not sexually threatening, it causes discomfort in a coworker, whose reaction in avoiding the harasser may limit his or
her freedom and ability to function in the workplace.
Solicitation with promise of reward. This action treads a fine line as an attempt to "purchase" sex, with the potential for criminal prosecution.
Coercion with threat of punishment. The harasser coerces a coworker into sexual activity by using the threat of power (through recommendations,
grades, promotions, and so on) to jeopardize the victim's career.
Sexual crimes and misdemeanors. The highest level of sexual harassment, these acts would, if reported to the police, be considered felony crimes and
misdemeanors.
38