Contemporary Management 10th Edition By Jones – Test Bank

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Chapter 05 Test Bank

Student: ___________________________________________________________________________

  1. Effectively managing diversity is an important organizational resource that can improve the organizations’ effectiveness, but it doesn’t contribute to an organization’s competitive advantage.

True

False

 

  1. The disparity between the representation of women and that of men in the workforce is extremely high.

    True

False

 

  1. Women either control or influence nearly all consumer purchases, so it’s important to have their perspective represented on boards.

    True

False

 

  1. According to the U.S. Census Bureau, the racial and ethnic diversity of the U.S. population is increasing quickly and the U.S. population is projected to be 54 percent minority in 2020.

True

False

 

  1. The challenges managers face in effectively managing diversity are affected by the diversity of the environment.

True

False

 

  1. It is not good practice for top management to give rewards in order to have successful diversity management initiatives.

True

False

 

  1. The concept of procedural justice requires managers to be fair to subordinates in deciding who should be promoted within the organization.

    True

False

 

  1. Following the distributive justice principle means that all members of an organization receive identical or similar outcomes.

    True

False

 

  1. The process through which people select, organize, and interpret sensory input is called stereotyping.

    True

False

 

  1. An abstract knowledge structure stored in memory that helps interpret and organize information is called a bias.

    True

False

 

  1. Overt discrimination by a manager violates the principle of distributive justice.

    True

False

 

  1. Diversity requires organization members to suppress their personal styles.

    True

False

 

  1. Emotional bonds between a mentor and a protégé can enable a protégé to express fears and concerns.

True

False

 

  1. Sexual harassment that creates a hostile work environment is more subtle than quid pro quo sexual harassment.

    True

False

 

  1. Lewd jokes and sexually oriented comments are examples of quid pro quo sexual harassment.

    True

False

 

  1. What is diversity?
  2. differences among people due to age, gender, race, ethnicity, religion, sexual orientation, socioeconomic background, and any other characteristic that is used to distinguish between people
    B. differences in the levels of job satisfaction and organizational commitment among managers in different countries because they face different economic, political, and sociocultural forces in their organizations’ general environments
    C. the extent to which an individual has a strong desire to perform challenging tasks well and to meet personal standards for excellence
    D. the extent to which an individual is concerned about establishing and maintaining good interpersonal relations, being liked, and having the people around him or her get along with one another
    E. the extent to which an individual desires to control or influence others

 

  1. Which act requires that men and women be paid equally if they are performing equal work?
  2. Civil Rights Act of 1991
    B. Title VII of the Civil Rights Act
    C. Equal Pay Act
    D. Age Discrimination in Employment Act
    E. Gender Equality Act

 

  1. Title VII of the Civil Rights Act prohibits discrimination
  2. against workers over the age of 40 and restricts mandatory retirement.
    B. against women in employment decisions on the basis of pregnancy, childbirth, and related medical decisions.
    C. against disabled individuals in employment decisions and requires that employers make accommodations for disabled workers to enable them to perform their jobs.
    D. and allows for the awarding of punitive and compensatory damages in cases of intentional discrimination.
    E. in employment decisions on the basis of race, religion, sex, color, or national origin.

 

  1. The term _____ alludes to the invisible barriers that prevent minorities and women from obtaining upper-level positions in the workplace.
  2. overt discrimination
    B. stereotype
    C. glass ceiling
    D. bias
    E. pay gap

 

  1. In addition to prohibiting discrimination in employment, the Civil Rights Act of 1991
  2. prohibits discrimination against workers over the age of 40.
    B. allows for the awarding of punitive and compensatory damages.
    C. prohibits discrimination against disabled individuals.
    D. requires that men and women be paid equally if they are performing equal work.
    E. requires that employers provide 12 weeks of unpaid leave.

 

  1. _____ refers to a grouping of people based on some shared characteristic such as national origin, language, or culture.
  2. Heritage
    B. Ethnicity
    C. Ancestry
    D. Regionality
    E. Descent

 

  1. _____ diversity requires that managers be sensitive and responsive to the needs and concerns of individuals who might not be as well off as others.
  2. Ethnic
    B. Gender
    C. Religious
    D. Educational
    E. Socioeconomic

 

  1. A manager in the leader role manages diversity in an organization by
  2. conveying that the effective management of diversity is a valued goal and objective.
    B. evaluating the extent to which diverse employees are being treated fairly.
    C. serving as a role model and instituting policies and procedures to ensure that diverse members are treated fairly.
    D. enabling diverse individuals to coordinate their efforts and cooperate with one another.
    E. allocating resources to support and encourage the effective management of diversity.

 

  1. As the branch manager of Missouri Bank, Jim is responsible for informing staff members about changes in diversity policies. Jim plays the role of a _____ in handling diversity.
  2. disseminator
    B. leader
    C. liaison
    D. figurehead
    E. communicator

 

  1. In the _____ role, a manager enables diverse individuals to coordinate their efforts.
  2. spokesperson
    B. disseminator
    C. liaison
    D. monitor
    E. negotiator

 

  1. Justin, a human resources manager for XYZ Company, commits 5% of the annual budget toward instituting a new program that rewards employees for effectively handling diversity. Justin is playing the role of a(n)
  2. monitor.
    B. entrepreneur.
    C. disseminator.
    D. negotiator.
    E. disturbance handler.

 

  1. In the _____ role, a manager conveys that the effective management of diversity is a valued goal and objective.
  2. figurehead
    B. leader
    C. liaison
    D. entrepreneur
    E. spokesperson

 

  1. Which of the following is an aim of distributive justice within an organization?
  2. to ensure that all members of an organization receive identical or similar outcomes
    B. to ensure that women consistently earn more than men
    C. to use fair procedures to determine how to distribute outcomes to organization members
    D. to provide favorable outcomes to traditionally oppressed groups
    E. to ensure that outcomes are not distributed based on a person’s personal characteristics like race or age

 

  1. Which principle dictates that managers should receive a raise in pay based upon their contributions to the organization, and not based on their gender?
  2. restorative justice
    B. reparative justice
    C. distributive justice
    D. frontier justice
    E. spatial justice

 

  1. The marketing manager at RST Consulting allocates annual bonuses to employees based on performance evaluations. What principle is the manager following?
  2. restorative justice
    B. reparative justice
    C. distributive justice
    D. frontier justice
    E. spatial justice

 

  1. Last week Beverly stayed after hours and spent a lot of effort and time to complete a routine assignment and meet a critical deadline. Her supervisor Annie was impressed, and so for the next assignment, Annie assigned Beverly an interesting and new type of project. Annie’s action is consistent with ______ justice.
  2. distributive
    B. restorative
    C. environmental
    D. reparative
    E. frontier

 

  1. ________ justice is basing employees’ promotions on their performance evaluations, independent of ethnicity, age, or gender.
  2. Reparative
    B. Frontier
    C. Distributive
    D. Restorative
    E. Environmental

 

  1. The supervisor of medical billing at a hospital has established a practice that helps her document her employees’ skills, performances, and abilities. This information helps the supervisor make objective decisions when promoting employees in her department. Which principle are the supervisor’s actions based on?
  2. restorative justice
    B. procedural justice
    C. frontier justice
    D. social justice
    E. environmental justice

 

  1. One result of effectively managing diversity is a(n)
  2. decrease in job satisfaction.
    B. decrease in use of minority suppliers.
    C. increase in the cost of hiring replacements.
    D. narrowing of approaches to problems and opportunities.
    E. reduction in turnover rates.

 

  1. Which of the following is true about managing diversity?
  2. Effective management of diversity is a necessity on ethical rather than business grounds.
    B. Effective management of diversity presents managers with very few challenges.
    C. Effective management of diversity can improve future contributions of diverse employees after they quit.
    D. If diversity is not effectively managed, employee turnover will reduce considerably.
    E. Effective management of diversity can increase profitability and employee retention.

 

  1. JRC Inc., a consumer-electronics firm based in Atlanta, is opening another manufacturing unit. The top management involves female representatives in the design team to take care of any concerns that female employees may have. This is an example of
  2. reverse discrimination.
    B. overt discrimination.
    C. managing diversity.
    D. procedural justice.
    E. distributive justice.

 

  1. As the manager of Taylor Construction, Scott created a policy that required all subcontractors to submit monthly reports to show the percentage of work that was completed by their diverse employees. This is an example of
  2. managing diversity.
    B. quid pro quo.
    C. affirmative action.
    D. overt discrimination.
    E. stereotyping.

 

  1. Which of the following is a way to effectively manage diversity?
  2. entrusting employees with the responsibility of managing diversity rather than instituting mentoring programs
    B. reducing the use of minority suppliers
    C. reducing the number of religious holidays
    D. encouraging managers to rely on gender schemas to guide their perceptions of employees
    E. insisting that even suppliers support diversity

 

  1. ALT Inc. conducts periodic reviews of the distribution of pay and the favorable outcomes granted to employees, such as promotions and increased office space. The managers want to confirm that those employees who received increase in pay or other favorable outcomes have made significant contributions to the organization. This is an example of applying
  2. distributive equality.
    B. distributive fairness.
    C. procedural justice.
    D. environmental justice.
    E. distributive justice.

 

  1. Which of the following is true about perception?
  2. Perception is the collection of abstract knowledge structures stored in memory that makes interpreting information possible.
    B. Perceptions change quickly depending on the mood of a person.
    C. Perceptions are influenced by schemas rather than stereotypes.
    D. Perceptions are a person’s preconceived notions about the nature of men and women and their traits.
    E. The effects of perception lead to different interpretations in the area of diversity.

 

  1. What is perception?
  2. It is the collection of abstract knowledge structures stored in memory that makes interpreting information possible.
    B. It is a person’s preconceived notions about the nature of men and women and their traits.
    C. It is the process through which people select, organize, and interpret sensory input.
    D. It is a collection of simplistic and often inaccurate beliefs about the typical characteristics of particular groups of people.
    E. It is a systematic tendency to use information about others in ways that result in biases.

 

  1. Good decisions are based on accurate information. The success of fast-food restaurants in diverse markets can be attributed to the managers who have relatively accurate
  2. schemas.
    B. gender schemas.
    C. biases.
    D. perceptions.
    E. stereotypes.

 

  1. All decisions and actions of managers are based on their
  2. subjective perceptions.
    B. objective determination.
    C. schemas.
    D. gender schemas.
    E. overt discrimination.

 

  1. What is a schema?
  2. It is the invisible barrier that prevents minorities and women from being promoted to top corporate positions.
    B. It is a person’s preconceived notions about the nature of men and women and their traits.
    C. It is an abstract knowledge structure stored in memory, making possible the interpretation and organization of information about people, events, or situations.
    D. It is a collection of simplistic and often inaccurate beliefs about the typical characteristics of particular groups of people.
    E. It is a systematic tendency to use information about others in ways that result in biases.

 

  1. Which of the following is true about schemas?
  2. People tend to pay attention to information that is consistent with their schemas.
    B. Schemas tend to weaken over time.
    C. Schemas are systematic tendencies to use information about others in ways that result in inaccurate perceptions.
    D. Schemas are a person’s preconceived notions about the nature of men and women and their traits, attitudes, behaviors, and preferences.
    E. It is a misperception that people cannot perceive information without relying on schemas.

 

  1. When Michael signs on Stanley for the company basketball team, he assumes that Stanley is a good player because he is African-American. Which of the following is Michael exhibiting in signing Stanley?
  2. a bias
    B. a gender schema
    C. a stereotype
    D. reverse discrimination
    E. overt discrimination

 

  1. _____ are composed of simplistic and often inaccurate beliefs about the typical characteristics of particular groups of people.
  2. Ideals
    B. Stereotypes
    C. Values
    D. Concepts
    E. Perceptions

 

  1. The sales manager at STU Inc., Riley, has to promote either Mark or Kate to the position of assistant sales manager. Mark and Kate are equally good resources. Riley promotes Kate because he believes that all women are soft-spoken and polite. Riley is influenced by
  2. the similar-to-me effect.
    B. the salience effect.
    C. the social status effect.
    D. stereotypes.
    E. biases.

 

  1. The management of an elementary school in Texas receives Martin’s application for a teaching position. Martin’s application is rejected because he is male. The management of the elementary school is influenced by
  2. the social status effect.
    B. stereotypes.
    C. diversity.
    D. the similar-to-me effect.
    E. the salience effect.

 

  1. _____ are systematic tendencies to use information about others in ways that result in inaccurate perceptions.
  2. Conceptions
    B. Biases
    C. Abstractions
    D. Stereotypes
    E. Conflicts

 

  1. Tucker is hiring a manager for his clothing store. When he reviews the credentials of applicants, he pays special attention to individuals who share his hobbies and interests. Jose’s passion for music and interest in the stock market gets him the job. Tucker is influenced by the _______ effect.
  2. similar-to-me
    B. reverse discrimination
    C. gender schema
    D. stereotyping
    E. salience

 

  1. The ______ effect happens if a white male manager perceives other white male managers more positively than managers from minority groups.
  2. salience
    B. similar-to-me
    C. glass ceiling
    D. stereotyping
    E. social status

 

  1. Janice is hiring an assistant marketing manager for Fall Inc. Janice recruits Sandra because she comes from a well-known family. Janice is influenced by the _____ effect.
  2. similar-to-me
    B. social status
    C. salience
    D. glass ceiling
    E. stereotyping

 

  1. Steve believes that Carlos is more responsible and capable than Gus because Carlos is from the management team while Gus is the maintenance supervisor. This type of bias known as the ______ effect.
  2. glass ceiling
    B. salience
    C. stereotyping
    D. similar-to-me
    E. social status

 

  1. What is the similar-to-me effect?
  2. It is the tendency to perceive others who are like ourselves more positively than we perceive people who are different.
    B. It is the tendency to focus attention on individuals who are conspicuously different from us.
    C. It is the tendency to perceive individuals with a higher position in the social hierarchy more positively than we perceive those with a lower position in the social hierarchy.
    D. It is the tendency to perceive individuals with disabilities as noncontributors to society.
    E. It is the tendency of individuals to see themselves more positively than others around them.

 

  1. What is the social status effect?
  2. It is the tendency to perceive others who are like ourselves more positively than we perceive people who are different.
    B. It is the tendency to focus attention on individuals who are conspicuously different from us.
    C. It is the tendency to perceive individuals with a higher position in the social hierarchy more positively than we perceive those with a lower position in the social hierarchy.
    D. It is the tendency to perceive individuals with disabilities as noncontributors to society.
    E. It is the tendency for individuals to see themselves more positively than others around them.

 

  1. What is the salience effect?
  2. It is the tendency to perceive others who are like ourselves more positively than we perceive people who are different.
    B. It is the tendency to focus attention on individuals who are conspicuously different from us.
    C. It is the tendency to perceive individuals with a higher position in the social hierarchy more positively than we perceive those with a lower position in the social hierarchy.
    D. It is the tendency to perceive individuals with disabilities as noncontributors to society.
    E. It is the tendency for individuals to see themselves more positively than others around them.

 

  1. Which of the following is true about the salience effect?
  2. The salience effect leads some people to perceive women less positively than they perceive white men.
    B. Salient individuals are less often the object of attention than are other members of a work group.
    C. Individuals who are salient are often perceived to be primarily responsible for outcomes.
    D. Salient individuals are evaluated in a more balanced manner unlike other individuals who are evaluated more extremely in either a positive or a negative direction.
    E. While social status is related to bias, salience is related to stereotyping.

 

  1. When hiring new employees, a manager reviews numerous resumes and interviews several applicants. If the manager denies employment opportunities to diverse individuals, the manager engages in overt discrimination which is
  2. intentional and deliberate.
    B. unintentional and well-meaning.
    C. unethical but not illegal.
    D. not in violation of the principle of distributive justice.
    E. unconscious discrimination against others.

 

  1. Which of the following best defines overt discrimination?
  2. knowingly and willingly denying diverse individuals access to opportunities and outcomes in an organization
    B. focusing attention on individuals who are conspicuously different from us
    C. perceiving individuals with high social status more positively than we perceive those with low social status
    D. perceiving others who are similar to ourselves more positively than we perceive people who are different
    E. using information about others in ways that result in inaccurate perceptions

 

  1. Which of the following helps ensure that diversity is managed effectively in an organization?
  2. focusing attention on individuals who are conspicuously different from us
    B. evaluating subordinates in extremes of positivity or negativity
    C. discouraging sharing of differing perspectives
    D. covering up biases and stereotypes
    E. securing top management commitment

 

  1. Jeanie realizes that her values differ significantly from some of her younger subordinates. What should Jeanie do to understand them better?
  2. put others’ knowledge and beliefs to a reality test
    B. base decisions on hunches and stereotypes
    C. seek out others’ points of view and perspectives
    D. look for evidence that confirms her point of view
    E. help others to modify or change their beliefs

 

  1. Which of the following is a step to manage diversity effectively?
  2. put others’ knowledge and beliefs to a reality test
    B. base decisions on hunches and stereotypes
    C. increase salaries and wages for everyone
    D. discourage sharing of differing perspectives
    E. empower employees to challenge discriminatory behaviors

 

  1. Which of the following helps managers increase diversity awareness in an organization?
  2. suppressing personal styles of organization members
    B. sticking with one particular approach rather than trying different ways to do things
    C. letting problems grow until they are visible enough to be countered
    D. reducing the time spent in socializing and instead concentrating on work
    E. improving understanding of others who are different from oneself

 

  1. Which of the following helps managers respond to the differing needs of diverse employees while enabling those employees to be effective contributors to an organization?
  2. suppressing their own personal styles
    B. sticking with one particular approach rather than trying different ways to do things
    C. relying on subjective performance indicators
    D. maintaining vague performance standards
    E. not feeling threatened by different approaches and perspectives

 

  1. Which of the following is a guideline for managers to evaluate employees?
  2. ensure that subjective performance indicators are used
    B. ensure that minimal time is spent on evaluation
    C. ensure that minimal attention is given to the evaluation
    D. ensure that the evaluators are not burdened with accountability for the evaluation
    E. ensure that performance standards are not vague

 

  1. ______ is the process by which experienced members of the organization provide guidance and advice to newer members.
  2. Quid pro quo
    B. Networking
    C. Mentoring
    D. Performance appraisal
    E. Career planning

 

  1. When a manager asks a subordinate for sexual favors in return for a promotion, what type of sexual harassment has occurred?
  2. hostile work environment
    B. quid pro quo
    C. accommodative
    D. equal
    E. covert

 

  1. While on a business trip, Eva, the planning manager, suggested to a male subordinate that it would be good for his career if he spent an intimate night with her. This is an example of
  2. hostile work environment sexual harassment.
    B. gender discrimination.
    C. the salience effect.
    D. the similar-to-me effect.
    E. quid pro quo sexual harassment.

 

  1. Making sexually oriented remarks about one’s physical appearance is an example of
  2. hostile work environment sexual harassment.
    B. low gender egalitarianism.
    C. quid pro quo sexual harassment.
    D. reverse discrimination.
    E. the glass ceiling effect.

 

  1. Whenever Lisa goes to the warehouse to pick up time sheets, she is confronted with whistles and lewd comments from male coworkers, both of which make her uncomfortable. What type of environment is this?

 

  1. whistle-blowing environment
    B. salience environment
    C. quid pro quo environment
    D. hostile work environment
    E. accommodative environment

 

  1. Which of the following would be considered quid pro quo sexual harassment?
  2. display of pornography
    B. request for sexual favors
    C. display of sexually oriented objects
    D. comment of a sexual nature
    E. remark about appearance

 

  1. Two male managers exchange a lewd sexual joke in the presence of a female manager. This is an example of
  2. the similar-to-me effect.
    B. a hostile work environment.
    C. quid pro quo sexual harassment.
    D. the salience effect.
    E. reverse discrimination.

 

  1. Most managers have a fair complaint procedure so allegations of sexual harassment are given proper attention. A fair complaint procedure to investigate charges of sexual harassment should ensure that
  2. all organization members are aware of the complaint.
    B. the alleged harassers are fairly treated.
    C. the alleged harassers and victims deal with the problem on their own.
    D. complaints are dealt with at a leisurely pace inside the organization.
    E. alleged harassers are let off with a warning if it is their first offence.

 

  1. Which of the following is the right approach to eradicating sexual harassment?
  2. Investigations of sexual harassment charges must be proceeded with hurriedly.
    B. Allegations of sexual harassment should be made public.
    C. Looking into third-party sexual harassment allegations is not the responsibility of managers.
    D. Employees should wait sometimes before they file complaints of sexual harassment.
    E. Organizations should develop and clearly communicate a sexual harassment policy.

 

  1. Elijah is thinking about quitting his job. He is finding it difficult to focus on his job because every day he is harassed with insulting remarks, sexually oriented comments, and racial slurs from his coworkers. This is an example of a(n)
  2. hostile work environment sexual harassment.
    B. quid pro quo environment.
    C. quid pro quo sexual harassment.
    D. salience effect.
    E. salience environment.

 

  1. Emily went to the general manager to file a complaint regarding something her supervisor said to her that implied that she would be demoted or fired if she did not submit to a sexual request. Which step should the general manager first take to deal with this complaint?
  2. talk to Emily’s supervisor
    B. get a neutral third party to investigate the claims of sexual harassment
    C. take disciplinary action against the alleged person as soon as possible
    D. check Emily’s background and history of complaints
    E. inform all managers about the complaint

 

  1. Julie, a regional sales manager for a pharmaceutical corporation, scheduled a critical meeting for all the sales reps in her region. After setting the date and time for the meeting, Julie learned that the date she chose was a religious holiday for members of a certain faith. Julie then changed the date for the meeting because
  2. she was required to based on the Title VII of the Civil Rights Act.
    B. she was required to based on The White House Guidelines on Religious Exercise and Expression in the Federal Workplace.
    C. she wanted to effectively manage diversity.
    D. she wanted to apply procedural justice.
    E. she wanted to apply distributive justice.

 

  1. Charlie has been working for a manufacturing company for the last ten years as a general maintenance worker. His job often requires heavy-duty work. Charlie recently told his supervisor that he has back problems, and shortly thereafter his supervisor assigned him to a vacant light-duty maintenance job. This is an example of steps taken in support of the
  2. Family and Medical Leave Act.
    B. Americans with Disability Act of 1990.
    C. Title VII of the Civil Rights Acts.
    D. Civil Rights Act of 1964.
    E. Equal Employment Opportunity Commission.

 

  1. Amanda owns and manages a restaurant with more than 50 employees. She wants to make sure that all of her employees not only support diversity among themselves but also among all their customers. For effective management of diversity, Amanda schedules her employees so that diverse individuals work the same hours. The employees build relationships, learn from each other, and support each other. Amanda’s management fits the _____ role.
  2. monitor
    B. entrepreneur
    C. liaison
    D. leader
    E. disseminator

 

  1. Andrea was a sales rep for a marketing firm for more than ten years, and when the company was forced to downsize, Andrea was laid-off. Andrea’s colleague Jason, who has worked for the company for two years, continues to work for the company. Andrea has data to prove that her experience, sales, and accomplishments are much greater than Jason’s. The manager who decided which employees would continue working and who would get laid-off was Jason’s uncle. Andrea thinks the manager did not use fair procedures and that his decision was
  2. a violation of the principle of procedural justice.
    B. a violation of the principle of distributive justice.
    C. a violation of Title VII of the Civil Rights Act.
    D. gender discrimination.
    E. age discrimination.

 

  1. A nursing home administrator is reviewing resumes so he can hire some RNs for open positions. He is looking primarily for female RNs because he believes women are more oriented toward and caring of other people. Which of the following factors most likely influenced the administrator’s perceptions about female RNs?
  2. overt discrimination
    B. attitude
    C. knowledge about people
    D. gender schema
    E. biases

 

  1. Nathan just accepted a position as a Regional Director. He is new with the company, and he is just getting to know the sales reps in his region. To increase awareness of diversity among his sales reps, Nathan must
  2. encourage the sales reps to suppress their personal styles.
    B. discourage the sales reps to share their points of view.
    C. ignore personal biases and stereotypes.
    D. trust his personal beliefs, attitudes, and values.
    E. become aware of his own attitudes, biases, and stereotypes and the differing perspectives of the sales reps.

 

  1. Brittney just started working for a real estate agency a few weeks ago, and she has developed a supportive relationship with Sherry who has worked with the agency for several years. Brittney talked with Sherry about a problem she is facing in the workplace. Sherry suggested some possible solutions and discussed the strengths and weaknesses of each. This is an example of
  2. a schema.
  3. increasing awareness.
    C. mentoring.
    D. uncovering thoughts, attitudes, and experiences.
    E. coaching.

 

  1. Sarah is currently a manager at a fabric manufacturing company. The company has arranged for Sarah to complete a four-week community internship to improve her diversity awareness and management skills. She will experience social challenges such as unemployment, homelessness, and illiteracy. Sarah will also have an opportunity to interact with people from different cultures and learn about different approaches to work and life. The manufacturing company periodically offers diversity training, such as group exercises and role-plays, so what is the advantage of Sarah completing the internship?
  2. Sarah will learn how to communicate with other people.
    B. Sarah will learn about several aspects of diversity.
    C. Sarah will learn about different cultures.
    D. Sarah will experience the diversities firsthand.
    E. Sarah will learn about social challenges.

 

  1. Define diversity. What information would you use to support the view that diversity is a pressing concern and issue for managers and organizations?

 

 

 

  1. Describe the major provisions of the Title VII of the Civil Rights Act, the Age in Discrimination Employment Act, and the Americans with Disabilities Act.  What do these laws have in common?

 

 

 

  1. Describe the three different types of interpersonal managerial roles.  Each of these roles is critical for the managerial process. Which of the three roles do you think you could perform best?

 

 

 

  1. Discuss the two moral principles that guide managers in their efforts to meet their ethical imperative and provide an example of how these principles can help companies avoid costly lawsuits.
  2. Explain the importance of managers in managing diversity.

 

 

  1. Describe the three types of biases that managers can exhibit either toward subordinates or toward other managers.

 

 

  1. Managers can take a number of steps to change attitudes and values and promote the effective management of diversity. List five steps that you think are most important.

 

 

  1. List some specific objectives that a diversity awareness program should contain.

 

 

 

  1. Distinguish between the two types of sexual harassment that can occur in the workplace.

 

 

 

  1. What are the four initial steps that managers can take to eradicate sexual harassment in their organizations?

 

 

 

  1. One of Laura’s subordinates reported an instance of sexual harassment. What action should Laura take?

 

 

 

  1. Several weeks in advance, Marlene submitted a request to take a day off work for an upcoming religious holiday that does not conform with the employer’s holiday schedule. Other employees are willing to trade shifts with Marlene. What would you recommend that Marlene’s manager do, and why?
  2. Referring to the A Manager’s Challenge box in the text, why do you think Novartis employees are more likely to be influenced by their managers than by their coworkers?

 

 

 

  1. Because of preexisting schemas, Max has an inaccurate perception of one of his new employees. How will Max’s perception affect his relationship with the new employee?

 

 

 

  1. Magdelina has been a manager at a production company for several years. She is a strict manager and often puts pressure on her subordinates to attain high performance. Some of Magdelina’s subordinates perceive her as an aggressive and insensitive person. How can Magdelina overcome this barrier?

 

 

Chapter 05 Test Bank Key

  1. Effectively managing diversity is an important organizational resource that can improve the organizations’ effectiveness, but it doesn’t contribute to an organization’s competitive advantage.

FALSE

Diversity is an important organizational resource that can help an organization gain a competitive advantage.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 1 Easy
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

  1. The disparity between the representation of women and that of men in the workforce is extremely high.

    FALSE

Women and men are almost equally represented in the U.S. workforce. (Approximately 53.5% of the U.S. workforce is male and 46.5% female.)

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

  1. Women either control or influence nearly all consumer purchases, so it’s important to have their perspective represented on boards.

    TRUE

Women either control or influence nearly all consumer purchases, so it’s important to have their perspective represented on boards.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

  1. According to the U.S. Census Bureau, the racial and ethnic diversity of the U.S. population is increasing quickly and the U.S. population is projected to be 54 percent minority in 2020.

TRUE

The racial and ethnic diversity of the U.S. population is increasing quickly, as is the diversity of the workforce. According to projections released by the U.S. Census Bureau, the composition of the U.S. population in 2050 will be quite different from its composition today; in 2050 the U.S. population is projected to be 54 percent minority.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

  1. The challenges managers face in effectively managing diversity are affected by the diversity of the environment.

TRUE

As diversity of the environment increases, the diversity in the workforce increases, and then there is an increase in the challenges managers face in effectively managing diversity.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Topic: Managing diversity

  1. It is not good practice for top management to give rewards in order to have successful diversity management initiatives.

FALSE

Top management commitment and rewards for the support of diversity are often cited as critical ingredients in the success of diversity management initiatives.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Topic: Managing diversity

  1. The concept of procedural justice requires managers to be fair to subordinates in deciding who should be promoted within the organization.

    TRUE

The principle of procedural justice requires that managers use fair procedures to determine how to distribute outcomes to organization members.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Procedural justice

  1. Following the distributive justice principle means that all members of an organization receive identical or similar outcomes.

    FALSE

Managers have an obligation to ensure that distributive justice exists in their organizations. This does not mean that all members of an organization receive identical or similar outcomes; rather, it means that members who receive more favorable outcomes than others have made substantially higher or more significant contributions to the organization.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Distributive justice

  1. The process through which people select, organize, and interpret sensory input is called stereotyping.

    FALSE

Perception is the process through which people select, organize, and interpret sensory input.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity

  1. An abstract knowledge structure stored in memory that helps interpret and organize information is called a bias.

    FALSE

Biases are systematic tendencies to use information about others in ways that result in inaccurate perceptions.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity

  1. Overt discrimination by a manager violates the principle of distributive justice.

    TRUE

Overt discrimination is a clear violation of the principles of distributive and procedural justice.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity

  1. Diversity requires organization members to suppress their personal styles.

    FALSE

Diversity does not mean organization members have to suppress their personal styles.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-05 List the steps managers can take to effectively manage diversity.
Topic: Diversity

  1. Emotional bonds between a mentor and a protégé can enable a protégé to express fears and concerns.

TRUE

Emotional bonds between a mentor and a protégé can enable a protégé, for example, to express fears and concerns, and sometimes even reluctance to follow a mentor’s advice.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-05 List the steps managers can take to effectively manage diversity.
Topic: Managing diversity

  1. Sexual harassment that creates a hostile work environment is more subtle than quid pro quo sexual harassment.

    TRUE

Hostile work environment sexual harassment is more subtle than quid pro quo sexual harassment.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Diversity

  1. Lewd jokes and sexually oriented comments are examples of quid pro quo sexual harassment.

    FALSE

Lewd jokes, sexually oriented comments or innuendos, vulgar language, displays of pornography, displays or distribution of sexually oriented objects, and sexually oriented remarks about one’s physical appearance are examples of hostile work environment sexual harassment.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Diversity

  1. What is diversity?
  2. differences among people due to age, gender, race, ethnicity, religion, sexual orientation, socioeconomic background, and any other characteristic that is used to distinguish between people
    B.differences in the levels of job satisfaction and organizational commitment among managers in different countries because they face different economic, political, and sociocultural forces in their organizations’ general environments
    C. the extent to which an individual has a strong desire to perform challenging tasks well and to meet personal standards for excellence
    D. the extent to which an individual is concerned about establishing and maintaining good interpersonal relations, being liked, and having the people around him or her get along with one another
    E. the extent to which an individual desires to control or influence others

Diversity is differences among people due to age, gender, race, ethnicity, religion, sexual orientation, socioeconomic background, education, experience, physical appearance, capabilities/disabilities, and any other characteristic that is used to distinguish between people.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

  1. Which act requires that men and women be paid equally if they are performing equal work?
  2. Civil Rights Act of 1991
    B.Title VII of the Civil Rights Act
    C. Equal Pay Act
    D. Age Discrimination in Employment Act
    E. Gender Equality Act

The Equal Pay Act requires that men and women be paid equally if they are performing equal work.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

  1. Title VII of the Civil Rights Act prohibits discrimination
  2. against workers over the age of 40 and restricts mandatory retirement.
    B.against women in employment decisions on the basis of pregnancy, childbirth, and related medical decisions.
    C. against disabled individuals in employment decisions and requires that employers make accommodations for disabled workers to enable them to perform their jobs.
    D. and allows for the awarding of punitive and compensatory damages in cases of intentional discrimination.
    E. in employment decisions on the basis of race, religion, sex, color, or national origin.

Title VII of the Civil Rights Act prohibits discrimination in employment decisions on the basis of race, religion, sex, color, or national origin.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

  1. The term _____ alludes to the invisible barriers that prevent minorities and women from obtaining upper-level positions in the workplace.
  2. overt discrimination
    B.stereotype
    C. glass ceiling
    D. bias
    E. pay gap

 

The term glass ceiling alludes to the invisible barriers that prevent minorities and women from being promoted to top corporate positions.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

  1. In addition to prohibiting discrimination in employment, the Civil Rights Act of 1991
  2. prohibits discrimination against workers over the age of 40.
    B.allows for the awarding of punitive and compensatory damages.
    C. prohibits discrimination against disabled individuals.
    D. requires that men and women be paid equally if they are performing equal work.
    E. requires that employers provide 12 weeks of unpaid leave.

The Civil Rights Act of 1991 prohibits discrimination (as does Title VII) and allows for the awarding of punitive and compensatory damages, in addition to back pay, in cases of intentional discrimination.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

  1. _____ refers to a grouping of people based on some shared characteristic such as national origin, language, or culture.
  2. Heritage
    B.Ethnicity
    C. Ancestry
    D. Regionality
    E. Descent

Ethnicity refers to a grouping of people based on some shared characteristic such as national origin, language, or culture.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

  1. _____ diversity requires that managers be sensitive and responsive to the needs and concerns of individuals who might not be as well off as others.
  2. Ethnic
    B.Gender
    C. Religious
    D. Educational
    E. Socioeconomic

Socioeconomic diversity requires that managers be sensitive and responsive to the needs and concerns of individuals who might not be as well off as others.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

  1. A manager in the leader role manages diversity in an organization by
  2. conveying that the effective management of diversity is a valued goal and objective.
    B.evaluating the extent to which diverse employees are being treated fairly.
    C. serving as a role model and instituting policies and procedures to ensure that diverse members are treated fairly.
    D. enabling diverse individuals to coordinate their efforts and cooperate with one another.
    E. allocating resources to support and encourage the effective management of diversity.

In the leader role, a manager serves as a role model and institutes policies and procedures to ensure that diverse members are treated fairly.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Topic: Managing diversity

  1. As the branch manager of Missouri Bank, Jim is responsible for informing staff members about changes in diversity policies. Jim plays the role of a _____ in handling diversity.
  2. disseminator
    B.leader
    C. liaison
    D. figurehead
    E. communicator

In the disseminator role, a manager informs employees about diversity policies and initiatives and the intolerance of discrimination.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Topic: Managing diversity

  1. In the _____ role, a manager enables diverse individuals to coordinate their efforts.
  2. spokesperson
    B.disseminator
    C. liaison
    D. monitor
    E. negotiator

In the liaison role, a manager enables diverse individuals to coordinate their efforts.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Topic: Managing diversity

  1. Justin, a human resources manager for XYZ Company, commits 5% of the annual budget toward instituting a new program that rewards employees for effectively handling diversity. Justin is playing the role of a(n)
  2. monitor.
    B.entrepreneur.
    C. disseminator.
    D. negotiator.
    E. disturbance handler.

 

In the entrepreneur role, a manager commits resources to develop new ways to effectively manage diversity.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Topic: Managing diversity

  1. In the _____ role, a manager conveys that the effective management of diversity is a valued goal and objective.
  2. figurehead
    B.leader
    C. liaison
    D. entrepreneur
    E. spokesperson

In the figurehead role, a manager conveys that the effective management of diversity is a valued goal and objective.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Topic: Managing diversity

  1. Which of the following is an aim of distributive justice within an organization?
  2. to ensure that all members of an organization receive identical or similar outcomes
    B.to ensure that women consistently earn more than men
    C. to use fair procedures to determine how to distribute outcomes to organization members
    D. to provide favorable outcomes to traditionally oppressed groups
    E. to ensure that outcomes are not distributed based on a person’s personal characteristics like race or age

The principle of distributive justice dictates fair distribution of pay, promotions, job titles, interesting job assignments, office space, and other organizational resources among members of an organization.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Managing diversity

  1. Which principle dictates that managers should receive a raise in pay based upon their contributions to the organization, and not based on their gender?
  2. restorative justice
    B.reparative justice
    C. distributive justice
    D. frontier justice
    E. spatial justice

The principle of distributive justice dictates fair distribution of pay, promotions, job titles, interesting job assignments, office space, and other organizational resources among members of an organization.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Distributive justice

  1. The marketing manager at RST Consulting allocates annual bonuses to employees based on performance evaluations. What principle is the manager following?
  2. restorative justice
    B.reparative justice
    C. distributive justice
    D. frontier justice
    E. spatial justice

Managers have an obligation to ensure that distributive justice exists in their organizations. This does not mean that all members of an organization receive identical or similar outcomes; rather, it means that members who receive more favorable outcomes than others have made substantially higher or more significant contributions to the organization.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Distributive justice

  1. Last week Beverly stayed after hours and spent a lot of effort and time to complete a routine assignment and meet a critical deadline. Her supervisor Annie was impressed, and so for the next assignment, Annie assigned Beverly an interesting and new type of project. Annie’s action is consistent with ______ justice.
  2. distributive
    B.restorative
    C. environmental
    D. reparative
    E. frontier

Managers have an obligation to ensure that distributive justice exists in their organizations. This does not mean that all members of an organization receive identical or similar outcomes; rather, it means that members who receive more favorable outcomes than others have made substantially higher or more significant contributions to the organization.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Distributive justice

  1. ________ justice is basing employees’ promotions on their performance evaluations, independent of ethnicity, age, or gender.
  2. Reparative
    B.Frontier
    C. Distributive
    D. Restorative
    E. Environmental

Managers have an obligation to ensure that distributive justice exists in their organizations. This does not mean that all members of an organization receive identical or similar outcomes; rather, it means that members who receive more favorable outcomes than others have made substantially higher or more significant contributions to the organization.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Distributive justice

  1. The supervisor of medical billing at a hospital has established a practice that helps her document her employees’ skills, performances, and abilities. This information helps the supervisor make objective decisions when promoting employees in her department. Which principle are the supervisor’s actions based on?
  2. restorative justice
    B.procedural justice
    C. frontier justice
    D. social justice
    E. environmental justice

The principle of procedural justice requires that managers use fair procedures to determine how to distribute outcomes to organization members.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Procedural justice

  1. One result of effectively managing diversity is a(n)
  2. decrease in job satisfaction.
    B.decrease in use of minority suppliers.
    C. increase in the cost of hiring replacements.
    D. narrowing of approaches to problems and opportunities.
    E. reduction in turnover rates.

If diversity is not effectively managed and turnover rates are higher for members of groups who are not treated fairly, profitability will suffer on several counts. One of the ways in which effective management of diversity can improve profitability is by increasing retention of valued employees.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Managing diversity

  1. Which of the following is true about managing diversity?
  2. Effective management of diversity is a necessity on ethical rather than business grounds.
    B.Effective management of diversity presents managers with very few challenges.
    C. Effective management of diversity can improve future contributions of diverse employees after they quit.
    D. If diversity is not effectively managed, employee turnover will reduce considerably.
    E. Effective management of diversity can increase profitability and employee retention.

One of the ways in which effective management of diversity can improve profitability is by increasing retention of valued employees, which decreases the costs of hiring replacements for those who quit and helps motivate employees.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Managing diversity

  1. JRC Inc., a consumer-electronics firm based in Atlanta, is opening another manufacturing unit. The top management involves female representatives in the design team to take care of any concerns that female employees may have. This is an example of
  2. reverse discrimination.
    B.overt discrimination.
    C. managing diversity.
    D. procedural justice.
    E. distributive justice.

Involving female designers in the plans for the new manufacturing unit helps ensure other female employees’s needs and concerns will be addressed.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Managing diversity

  1. As the manager of Taylor Construction, Scott created a policy that required all subcontractors to submit monthly reports to show the percentage of work that was completed by their diverse employees. This is an example of
  2. managing diversity.
    B.quid pro quo.
    C. affirmative action.
    D. overt discrimination.
    E. stereotyping.

More and more, managers and organizations concerned about diversity are insisting that their suppliers also support diversity.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Managing diversity

  1. Which of the following is a way to effectively manage diversity?
  2. entrusting employees with the responsibility of managing diversity rather than instituting mentoring programs
    B.reducing the use of minority suppliers
    C. reducing the number of religious holidays
    D. encouraging managers to rely on gender schemas to guide their perceptions of employees
    E. insisting that even suppliers support diversity

More and more, managers and organizations concerned about diversity are insisting that their suppliers also support diversity.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Managing diversity

  1. ALT Inc. conducts periodic reviews of the distribution of pay and the favorable outcomes granted to employees, such as promotions and increased office space. The managers want to confirm that those employees who received increase in pay or other favorable outcomes have made significant contributions to the organization. This is an example of applying
  2. distributive equality.
    B.distributive fairness.
    C. procedural justice.
    D. environmental justice.
    E. distributive justice.

The principle of distributive justice dictates fair distribution of pay, promotions, job titles, interesting job assignments, office space, and other organizational resources among members of an organization. The managers have an obligation to ensure that members who receive more favorable outcomes than others have made substantially higher or more significant contributions to the organization.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Managing diversity

  1. Which of the following is true about perception?
  2. Perception is the collection of abstract knowledge structures stored in memory that makes interpreting information possible.
    B.Perceptions change quickly depending on the mood of a person.
    C. Perceptions are influenced by schemas rather than stereotypes.
    D. Perceptions are a person’s preconceived notions about the nature of men and women and their traits.
    E. The effects of perception lead to different interpretations in the area of diversity.

Each manager’s interpretation of a situation or even of another person is precisely that—an interpretation. Nowhere are the effects of perception more likely to lead to different interpretations than in the area of diversity.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity

  1. What is perception?
  2. It is the collection of abstract knowledge structures stored in memory that makes interpreting information possible.
    B.It is a person’s preconceived notions about the nature of men and women and their traits.
    C. It is the process through which people select, organize, and interpret sensory input.
    D. It is a collection of simplistic and often inaccurate beliefs about the typical characteristics of particular groups of people.
    E. It is a systematic tendency to use information about others in ways that result in biases.

Perception is the process through which people select, organize, and interpret sensory input.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity

  1. Good decisions are based on accurate information. The success of fast-food restaurants in diverse markets can be attributed to the managers who have relatively accurate
  2. schemas.
    B.gender schemas.
    C. biases.
    D. perceptions.
    E. stereotypes.

All decisions and actions of managers are based on their subjective perceptions. For example, McDonald’s managers go to great lengths to make sure their perceptions of what customers want are accurate. When these perceptions are relatively accurate—close to the true nature of what is actually being perceived—good decisions are likely to be made and appropriate actions taken.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity

  1. All decisions and actions of managers are based on their
  2. subjective perceptions.
    B.objective determination.
    C. schemas.
    D. gender schemas.
    E. overt discrimination.

All decisions and actions of managers are based on their subjective perceptions. When these perceptions are relatively accurate—close to the true nature of what is actually being perceived—good decisions are likely to be made and appropriate actions taken.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity

  1. What is a schema?
  2. It is the invisible barrier that prevents minorities and women from being promoted to top corporate positions.
    B.It is a person’s preconceived notions about the nature of men and women and their traits.
    C. It is an abstract knowledge structure stored in memory, making possible the interpretation and organization of information about people, events, or situations.
    D. It is a collection of simplistic and often inaccurate beliefs about the typical characteristics of particular groups of people.
    E. It is a systematic tendency to use information about others in ways that result in biases.

Schemas are abstract knowledge structures stored in memory that allow people to organize and interpret information about a person, an event, or a situation.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity

  1. Which of the following is true about schemas?
  2. People tend to pay attention to information that is consistent with their schemas.
    B.Schemas tend to weaken over time.
    C. Schemas are systematic tendencies to use information about others in ways that result in inaccurate perceptions.
    D. Schemas are a person’s preconceived notions about the nature of men and women and their traits, attitudes, behaviors, and preferences.
    E. It is a misperception that people cannot perceive information without relying on schemas.

Schemas are abstract knowledge structures stored in memory that allow people to organize and interpret information about a person, an event, or a situation. People tend to pay attention to information that is consistent with their schemas and to ignore or discount inconsistent information.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity

  1. When Michael signs on Stanley for the company basketball team, he assumes that Stanley is a good player because he is African-American. Which of the following is Michael exhibiting in signing Stanley?
  2. a bias
    B.a gender schema
    C. a stereotype
    D. reverse discrimination
    E. overt discrimination

A stereotype is composed of simplistic and often inaccurate beliefs about the typical characteristics of particular groups of people.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity

  1. _____ are composed of simplistic and often inaccurate beliefs about the typical characteristics of particular groups of people.
  2. Ideals
    B.Stereotypes
    C. Values
    D. Concepts
    E. Perceptions

Stereotypes are composed of simplistic and often inaccurate beliefs about the typical characteristics of particular groups of people.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Stereotyping

  1. The sales manager at STU Inc., Riley, has to promote either Mark or Kate to the position of assistant sales manager. Mark and Kate are equally good resources. Riley promotes Kate because he believes that all women are soft-spoken and polite. Riley is influenced by
  2. the similar-to-me effect.
    B.the salience effect.
    C. the social status effect.
    D. stereotypes.
    E. biases.

Stereotypes are composed of simplistic and often inaccurate beliefs about the typical characteristics of particular groups of people.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Stereotyping

  1. The management of an elementary school in Texas receives Martin’s application for a teaching position. Martin’s application is rejected because he is male. The management of the elementary school is influenced by
  2. the social status effect.
    B.stereotypes.
    C. diversity.
    D. the similar-to-me effect.
    E. the salience effect.

Stereotypes are composed of simplistic and often inaccurate beliefs about the typical characteristics of particular groups of people.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Stereotyping

  1. _____ are systematic tendencies to use information about others in ways that result in inaccurate perceptions.
  2. Conceptions
    B.Biases
    C. Abstractions
    D. Stereotypes
    E. Conflicts

Biases are systematic tendencies to use information about others in ways that result in inaccurate perceptions.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity

  1. Tucker is hiring a manager for his clothing store. When he reviews the credentials of applicants, he pays special attention to individuals who share his hobbies and interests. Jose’s passion for music and interest in the stock market gets him the job. Tucker is influenced by the _______ effect.
  2. similar-to-me
    B.reverse discrimination
    C. gender schema
    D. stereotyping
    E. salience

The similar-to-me effect is the tendency to perceive others who are similar to ourselves more positively than we perceive people who are different.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity

  1. The ______ effect happens if a white male manager perceives other white male managers more positively than managers from minority groups.
  2. salience
    B.similar-to-me
    C. glass ceiling
    D. stereotyping
    E. social status

The similar-to-me effect is the tendency to perceive others who are similar to ourselves more positively than we perceive people who are different.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity

  1. Janice is hiring an assistant marketing manager for Fall Inc. Janice recruits Sandra because she comes from a well-known family. Janice is influenced by the _____ effect.
  2. similar-to-me
    B.social status
    C. salience
    D. glass ceiling
    E. stereotyping

The social status effect is the tendency to perceive individuals with high social status more positively than we perceive those with low social status.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity

  1. Steve believes that Carlos is more responsible and capable than Gus because Carlos is from the management team while Gus is the maintenance supervisor. This type of bias known as the ______ effect.
  2. glass ceiling
    B.salience
    C. stereotyping
    D. similar-to-me
    E. social status

The social status effect is the tendency to perceive individuals with high social status more positively than we perceive those with low social status.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity

  1. What is the similar-to-me effect?
  2. It is the tendency to perceive others who are like ourselves more positively than we perceive people who are different.
    B.It is the tendency to focus attention on individuals who are conspicuously different from us.
    C. It is the tendency to perceive individuals with a higher position in the social hierarchy more positively than we perceive those with a lower position in the social hierarchy.
    D. It is the tendency to perceive individuals with disabilities as noncontributors to society.
    E. It is the tendency of individuals to see themselves more positively than others around them.

The similar-to-me effect is the tendency to perceive others who are similar to ourselves more positively than we perceive people who are different.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 2 Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity

  1. What is the social status effect?
  2. It is the tendency to perceive others who are like ourselves more positively than we perceive people who are different.
    B.It is the tendency to focus attention on individuals who are conspicuously different from us.
    C. It is the tendency to perceive individuals with a higher position in the social hierarchy more positively than we perceive those with a lower position in the social hierarchy.
    D. It is the tendency to perceive individuals with disabilities as noncontributors to society.
    E. It is the tendency for individuals to see themselves more positively than others around them.

The social status effect is the tendency to perceive individuals with high social status more positively than we perceive those with low social status.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 2 Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity

  1. What is the salience effect?
  2. It is the tendency to perceive others who are like ourselves more positively than we perceive people who are different.
    B.It is the tendency to focus attention on individuals who are conspicuously different from us.
    C. It is the tendency to perceive individuals with a higher position in the social hierarchy more positively than we perceive those with a lower position in the social hierarchy.
    D. It is the tendency to perceive individuals with disabilities as noncontributors to society.
    E. It is the tendency for individuals to see themselves more positively than others around them.

The salience effect is the tendency to focus attention on individuals who are conspicuously different from us.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 2 Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity

  1. Which of the following is true about the salience effect?
  2. The salience effect leads some people to perceive women less positively than they perceive white men.
    B.Salient individuals are less often the object of attention than are other members of a work group.
    C. Individuals who are salient are often perceived to be primarily responsible for outcomes.
    D. Salient individuals are evaluated in a more balanced manner unlike other individuals who are evaluated more extremely in either a positive or a negative direction.
    E. While social status is related to bias, salience is related to stereotyping.

The salient effect results in extra attention being focused on a person who stands out from the group mold.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity

  1. When hiring new employees, a manager reviews numerous resumes and interviews several applicants. If the manager denies employment opportunities to diverse individuals, the manager engages in overt discrimination which is
  2. intentional and deliberate.
    B.unintentional and well-meaning.
    C. unethical but not illegal.
    D. not in violation of the principle of distributive justice.
    E. unconscious discrimination against others.

Overt discrimination, or knowingly and willingly denying diverse individuals access to opportunities and outcomes in an organization, is intentional and deliberate.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity

  1. Which of the following best defines overt discrimination?
  2. knowingly and willingly denying diverse individuals access to opportunities and outcomes in an organization
    B.focusing attention on individuals who are conspicuously different from us
    C. perceiving individuals with high social status more positively than we perceive those with low social status
    D. perceiving others who are similar to ourselves more positively than we perceive people who are different
    E. using information about others in ways that result in inaccurate perceptions

Overt discrimination is knowingly and willingly denying diverse individuals access to opportunities and outcomes in an organization.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity

  1. Which of the following helps ensure that diversity is managed effectively in an organization?
  2. focusing attention on individuals who are conspicuously different from us
    B.evaluating subordinates in extremes of positivity or negativity
    C. discouraging sharing of differing perspectives
    D. covering up biases and stereotypes
    E. securing top management commitment

The top management’s commitment to diversity is crucial for the success of any diversity related initiatives. Top managers need to develop the correct ethical values and performance- or business-oriented attitudes that allow them to make appropriate use of their human resources.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 05-05 List the steps managers can take to effectively manage diversity.
Topic: Managing diversity

  1. Jeanie realizes that her values differ significantly from some of her younger subordinates. What should Jeanie do to understand them better?
  2. put others’ knowledge and beliefs to a reality test
    B.base decisions on hunches and stereotypes
    C. seek out others’ points of view and perspectives
    D. look for evidence that confirms her point of view
    E. help others to modify or change their beliefs

Managers should consciously attempt to be open to other points of view and perspectives, seek them out, and encourage their subordinates to do the same.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-05 List the steps managers can take to effectively manage diversity.
Topic: Managing diversity

  1. Which of the following is a step to manage diversity effectively?
  2. put others’ knowledge and beliefs to a reality test
    B.base decisions on hunches and stereotypes
    C. increase salaries and wages for everyone
    D. discourage sharing of differing perspectives
    E. empower employees to challenge discriminatory behaviors

Managers can take a number of steps to change attitudes and values and promote the effective management of diversity. Empowering employees to challenge discriminatory behaviors, actions, and remarks is one of the many steps.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 05-05 List the steps managers can take to effectively manage diversity.
Topic: Managing diversity

  1. Which of the following helps managers increase diversity awareness in an organization?
  2. suppressing personal styles of organization members
    B.sticking with one particular approach rather than trying different ways to do things
    C. letting problems grow until they are visible enough to be countered
    D. reducing the time spent in socializing and instead concentrating on work
    E. improving understanding of others who are different from oneself

The ability to appreciate diversity requires that people become aware of other perspectives and the various attitudes and experiences of others.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 05-05 List the steps managers can take to effectively manage diversity.
Topic: Managing diversity

  1. Which of the following helps managers respond to the differing needs of diverse employees while enabling those employees to be effective contributors to an organization?
  2. suppressing their own personal styles
    B.sticking with one particular approach rather than trying different ways to do things
    C. relying on subjective performance indicators
    D. maintaining vague performance standards
    E. not feeling threatened by different approaches and perspectives

Managers and their subordinates must learn how to be open to different approaches and ways of doing things. This does not mean organization members have to suppress their personal styles. Rather, it means they must be open to, and not feel threatened by, different approaches and perspectives and must have the patience and flexibility needed to understand and appreciate diverse perspectives.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 05-05 List the steps managers can take to effectively manage diversity.
Topic: Managing diversity

  1. Which of the following is a guideline for managers to evaluate employees?
  2. ensure that subjective performance indicators are used
    B.ensure that minimal time is spent on evaluation
    C. ensure that minimal attention is given to the evaluation
    D. ensure that the evaluators are not burdened with accountability for the evaluation
    E. ensure that performance standards are not vague

It is desirable to rely on objective performance indicators because they are less subject to bias. When objective indicators are not available or are inappropriate, managers should ensure that adequate time and attention are focused on the evaluation of employees’ performance and that evaluators are held accountable for their evaluations. Vague performance standards should be avoided.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 05-05 List the steps managers can take to effectively manage diversity.
Topic: Managing diversity

  1. ______ is the process by which experienced members of the organization provide guidance and advice to newer members.
  2. Quid pro quo
    B.Networking
    C. Mentoring
    D. Performance appraisal
    E. Career planning

Mentoring is a process by which an experienced member of an organization (the mentor) provides advice and guidance to a less experienced member (the protégé) and helps the less experienced member learn how to advance in the organization and in his or her career.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 05-05 List the steps managers can take to effectively manage diversity.
Topic: Managing diversity

  1. When a manager asks a subordinate for sexual favors in return for a promotion, what type of sexual harassment has occurred?
  2. hostile work environment
    B.quid pro quo
    C. accommodative
    D. equal
    E. covert

Quid pro quo sexual harassment occurs when a harasser asks or forces an employee to perform sexual favors to keep a job, receive a promotion, receive a raise, obtain some other work-related opportunity, or avoid receiving negative consequences such as demotion or dismissal.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Diversity

  1. While on a business trip, Eva, the planning manager, suggested to a male subordinate that it would be good for his career if he spent an intimate night with her. This is an example of
  2. hostile work environment sexual harassment.
    B.gender discrimination.
    C. the salience effect.
    D. the similar-to-me effect.
    E. quid pro quo sexual harassment.

Quid pro quo sexual harassment occurs when a harasser asks or forces an employee to perform sexual favors to keep a job, receive a promotion, receive a raise, obtain some other work-related opportunity, or avoid receiving negative consequences such as demotion or dismissal.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Diversity

  1. Making sexually oriented remarks about one’s physical appearance is an example of
  2. hostile work environment sexual harassment.
    B.low gender egalitarianism.
    C. quid pro quo sexual harassment.
    D. reverse discrimination.
    E. the glass ceiling effect.

Lewd jokes, sexually oriented comments or innuendos, vulgar language, displays of pornography, displays or distribution of sexually oriented objects, and sexually oriented remarks about one’s physical appearance are examples of hostile work environment sexual harassment.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Diversity

  1. Whenever Lisa goes to the warehouse to pick up time sheets, she is confronted with whistles and lewd comments from male coworkers, both of which make her uncomfortable. What type of environment is this?

 

  1. whistle-blowing environment
    B.salience environment
    C. quid pro quo environment
    D. hostile work environment
    E. accommodative environment

 

Lewd jokes, sexually oriented comments or innuendos, vulgar language, displays of pornography, displays or distribution of sexually oriented objects, and sexually oriented remarks about one’s physical appearance are examples of hostile work environment sexual harassment.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Diversity

  1. Which of the following would be considered quid pro quo sexual harassment?
  2. display of pornography
    B.request for sexual favors
    C. display of sexually oriented objects
    D. comment of a sexual nature
    E. remark about appearance

Quid pro quo sexual harassment occurs when a harasser asks or forces an employee to perform sexual favors to keep a job, receive a promotion, receive a raise, obtain some other work-related opportunity, or avoid receiving negative consequences such as demotion or dismissal.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Diversity

  1. Two male managers exchange a lewd sexual joke in the presence of a female manager. This is an example of
  2. the similar-to-me effect.
    B.a hostile work environment.
    C. quid pro quo sexual harassment.
    D. the salience effect.
    E. reverse discrimination.

Lewd jokes, sexually oriented comments or innuendos, vulgar language, displays of pornography, displays or distribution of sexually oriented objects, and sexually oriented remarks about one’s physical appearance are examples of hostile work environment sexual harassment.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Diversity

  1. Most managers have a fair complaint procedure so allegations of sexual harassment are given proper attention. A fair complaint procedure to investigate charges of sexual harassment should ensure that
  2. all organization members are aware of the complaint.
    B.the alleged harassers are fairly treated.
    C. the alleged harassers and victims deal with the problem on their own.
    D. complaints are dealt with at a leisurely pace inside the organization.
    E. alleged harassers are let off with a warning if it is their first offence.

Managers should use a fair complaint procedure to investigate charges of sexual harassment. Such a procedure should (1) be managed by a neutral third party, (2) ensure that complaints are dealt with promptly and thoroughly, (3) protect and fairly treat victims, and (4) ensure that alleged harassers are fairly treated.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Diversity

  1. Which of the following is the right approach to eradicating sexual harassment?
  2. Investigations of sexual harassment charges must be proceeded with hurriedly.
    B.Allegations of sexual harassment should be made public.
    C. Looking into third-party sexual harassment allegations is not the responsibility of managers.
    D. Employees should wait sometimes before they file complaints of sexual harassment.
    E. Organizations should develop and clearly communicate a sexual harassment policy.

Organizations should develop and clearly communicate a sexual harassment policy endorsed by top management.

 

AACSB: Diversity
AACSB: Knowledge Application
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Diversity

  1. Elijah is thinking about quitting his job. He is finding it difficult to focus on his job because every day he is harassed with insulting remarks, sexually oriented comments, and racial slurs from his coworkers. This is an example of a(n)
  2. hostile work environment sexual harassment.
    B.quid pro quo environment.
    C. quid pro quo sexual harassment.
    D. salience effect.
    E. salience environment.

Sexually oriented comments are examples of hostile work environment sexual harassment. A hostile work environment interferes with organizational members’ ability to perform their jobs effectively.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Diversity

  1. Emily went to the general manager to file a complaint regarding something her supervisor said to her that implied that she would be demoted or fired if she did not submit to a sexual request. Which step should the general manager first take to deal with this complaint?
  2. talk to Emily’s supervisor
    B.get a neutral third party to investigate the claims of sexual harassment
    C. take disciplinary action against the alleged person as soon as possible
    D. check Emily’s background and history of complaints
    E. inform all managers about the complaint

Use a fair complaint procedure to investigate charges of sexual harassment. Such a procedure should (1) be managed by a neutral third party, (2) ensure that complaints are dealt with properly and thoroughly, (3) protect and fairly treat victims, and (4) ensure that alleged harassers are fairly treated. Take corrective action only after the sexual harassment has been confirmed. Allegations of sexual harassment should be kept confidential; those accused of harassment should have their rights protected.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Diversity

  1. Julie, a regional sales manager for a pharmaceutical corporation, scheduled a critical meeting for all the sales reps in her region. After setting the date and time for the meeting, Julie learned that the date she chose was a religious holiday for members of a certain faith. Julie then changed the date for the meeting because
  2. she was required to based on the Title VII of the Civil Rights Act.
    B.she was required to based on The White House Guidelines on Religious Exercise and Expression in the Federal Workplace.
    C. she wanted to effectively manage diversity.
    D. she wanted to apply procedural justice.
    E. she wanted to apply distributive justice.

Julie’s actions are an example of effectively managing diversity. Although The White House Guidelines on Religious Exercise and Expression technically apply only in federal offices, many large corporations follow those guidelines. Even though she wasn’t required to follow the guidelines, Julie acknowledged and respected the individuals of diverse religions.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Managing diversity

  1. Charlie has been working for a manufacturing company for the last ten years as a general maintenance worker. His job often requires heavy-duty work. Charlie recently told his supervisor that he has back problems, and shortly thereafter his supervisor assigned him to a vacant light-duty maintenance job. This is an example of steps taken in support of the
  2. Family and Medical Leave Act.
    B.Americans with Disability Act of 1990.
    C. Title VII of the Civil Rights Acts.
    D. Civil Rights Act of 1964.
    E. Equal Employment Opportunity Commission.

Based on ADA regulations, employers must make appropriate changes for disabled employees, and if a vacant position offers reasonable accommodation for the employee, the employer must reassign the employee to the vacant position.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

  1. Amanda owns and manages a restaurant with more than 50 employees. She wants to make sure that all of her employees not only support diversity among themselves but also among all their customers. For effective management of diversity, Amanda schedules her employees so that diverse individuals work the same hours. The employees build relationships, learn from each other, and support each other. Amanda’s management fits the _____ role.
  2. monitor
    B.entrepreneur
    C. liaison
    D. leader
    E. disseminator

The liaison role enables diverse individuals to coordinate their efforts and cooperate with one another.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Topic: Diversity

  1. Andrea was a sales rep for a marketing firm for more than ten years, and when the company was forced to downsize, Andrea was laid-off. Andrea’s colleague Jason, who has worked for the company for two years, continues to work for the company. Andrea has data to prove that her experience, sales, and accomplishments are much greater than Jason’s. The manager who decided which employees would continue working and who would get laid-off was Jason’s uncle. Andrea thinks the manager did not use fair procedures and that his decision was
  2. a violation of the principle of procedural justice.
    B.a violation of the principle of distributive justice.
    C. a violation of Title VII of the Civil Rights Act.
    D. gender discrimination.
    E. age discrimination.

The principle of procedural justice requires that managers use fair procedures to determine how to distribute outcomes to organizational members, including whom to lay off when an organization is forced to downsize.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Diversity

  1. A nursing home administrator is reviewing resumes so he can hire some RNs for open positions. He is looking primarily for female RNs because he believes women are more oriented toward and caring of other people. Which of the following factors most likely influenced the administrator’s perceptions about female RNs?

 

  1. overt discrimination
    B.attitude
    C. knowledge about people
    D. gender schema
    E. biases

Gender schema is the preconceived beliefs or ideas about the nature of men and women and their traits, attitudes, behaviors, and preferences.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity

  1. Nathan just accepted a position as a Regional Director. He is new with the company, and he is just getting to know the sales reps in his region. To increase awareness of diversity among his sales reps, Nathan must
  2. encourage the sales reps to suppress their personal styles.
    B.discourage the sales reps to share their points of view.
    C. ignore personal biases and stereotypes.
    D. trust his personal beliefs, attitudes, and values.
    E. become aware of his own attitudes, biases, and stereotypes and the differing perspectives of the sales reps.

Many diversity awareness programs in organizations strive to increase managers’ and workers’ awareness of (1) their own attitudes, biases, and stereotypes and (2) the differing perspectives of diverse managers, subordinates, coworkers, and customers.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-05 List the steps managers can take to effectively manage diversity.
Topic: Diversity

  1. Brittney just started working for a real estate agency a few weeks ago, and she has developed a supportive relationship with Sherry who has worked with the agency for several years. Brittney talked with Sherry about a problem she is facing in the workplace. Sherry suggested some possible solutions and discussed the strengths and weaknesses of each. This is an example of
  2. a schema.
    B.increasing awareness.
    C. mentoring.
    D. uncovering thoughts, attitudes, and experiences.
    E. coaching.

Mentoring is a process by which an experienced member of an organization (the mentor) provides advice and guidance to a less experienced member (the protégé) and helps the less experienced member learn how to advance in the organization and in his or her career.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-05 List the steps managers can take to effectively manage diversity.
Topic: Diversity

  1. Sarah is currently a manager at a fabric manufacturing company. The company has arranged for Sarah to complete a four-week community internship to improve her diversity awareness and management skills. She will experience social challenges such as unemployment, homelessness, and illiteracy. Sarah will also have an opportunity to interact with people from different cultures and learn about different approaches to work and life. The manufacturing company periodically offers diversity training, such as group exercises and role-plays, so what is the advantage of Sarah completing the internship?
  2. Sarah will learn how to communicate with other people.
    B.Sarah will learn about several aspects of diversity.
    C. Sarah will learn about different cultures.
    D. Sarah will experience the diversities firsthand.
    E. Sarah will learn about social challenges.

The diversity training Sarah would get in the corporation seminars would most likely cover communications, different cultures, social challenges, and several aspects of diversity; but during the internship Sarah will interacting with and help diverse people, and this will enhance Sarah’s awareness of diversity because she will experience it firsthand.

 

AACSB: Analytical Thinking
AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: 3 Hard
Learning Objective: 05-05 List the steps managers can take to effectively manage diversity.
Topic: Diversity

  1. Define diversity. What information would you use to support the view that diversity is a pressing concern and issue for managers and organizations?

Diversity is differences among people due to age, gender, race, ethnicity, religion, sexual orientation, socioeconomic background, education, experience, physical appearance, capabilities/disabilities, and any other characteristic that is used to distinguish between people. There is a strong ethical imperative in many societies that diverse people must receive equal opportunities and be treated fairly and justly. Unfair treatment is also illegal. Effectively managing diversity can improve organizational effectiveness. Diverse organization members can be a source of competitive advantage, helping an organization provide customers with better goods and services. There is substantial evidence that diverse individuals continue to experience unfair treatment in the workplace as a result of biases, stereotypes, and overt discrimination.

 

AACSB: Diversity
AACSB: Knowledge Application
Bloom’s: Evaluate
Blooms: Remember
Difficulty: 2 Medium
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

  1. Describe the major provisions of the Title VII of the Civil Rights Act, the Age in Discrimination Employment Act, and the Americans with Disabilities Act.  What do these laws have in common?

 

Title VII prohibits discrimination in employment decisions on the basis of race, religion, sex, color, or national origin. Decisions include hiring, firing, pay, promotion, and working conditions.

 

The Age in Discrimination Employment Act prohibits discrimination against workers over the age of 40 and restricts mandatory retirement.

 

The Americans with Disabilities Act prohibits discrimination against disabled individuals in employment decisions and requires employers to make accommodations for disabled workers to enable them to perform their jobs.

 

Each of the laws prohibits discrimination against employees.

 

AACSB: Diversity
AACSB: Knowledge Application
Bloom’s: Analyze
Difficulty: 2 Medium
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

  1. Describe the three different types of interpersonal managerial roles.  Each of these roles is critical for the managerial process. Which of the three roles do you think you could perform best?

 

In each of their managerial roles, managers can either promote the effective management of diversity or derail such efforts. For example, in their interpersonal roles, managers can convey that the effective management of diversity is a valued goal and objective (figurehead role), can serve as a role model and institute policies and procedures to ensure that diverse organization members are treated fairly (leader role), and can enable diverse individuals and groups to coordinate their efforts and cooperate with each other both inside the organization and at the organization’s boundaries (liaison role).

 

Students answers about their managerial performance will vary.

 

AACSB: Diversity
AACSB: Knowledge Application
Bloom’s: Evaluate
Difficulty: 3 Hard
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Topic: Managing diversity

  1. Discuss the two moral principles that guide managers in their efforts to meet their ethical imperative and provide an example of how these principles can help companies avoid costly lawsuits.

 

The principle of distributive justice dictates fair distribution of pay, promotions, job titles, interesting job assignments, office space, and other organizational resources among members of an organization. These outcomes should be distributed according to the meaningful contributions that individuals have made to the organization (such as time, effort, education, skills, abilities, and performance levels) and not irrelevant personal characteristics over which individuals have no control (such as gender, race, or age).

 

The principle of procedural justice requires that managers use fair procedures to determine how to distribute outcomes to organization members. This principle applies to typical procedures such as appraising subordinates’ performance, deciding who should receive a raise or a promotion, and deciding whom to lay off when an organization is forced to downsize.

 

Student examples of avoiding costly lawsuits will vary.

 

AACSB: Analytical Thinking
AACSB: Diversity
Bloom’s: Analyze
Difficulty: 3 Hard
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Distributive justice

  1. Explain the importance of managers in managing diversity.

In each of their managerial roles, managers can either promote the effective management of diversity or derail such efforts; thus they are critical to this process. When managers commit to supporting diversity, their authority and positions of power and status influence other members of an organization to make a similar commitment. Moreover, when managers commit to diversity, their commitment legitimizes the diversity management efforts of others. In addition, resources are devoted to such efforts, and all members of an organization believe that their diversity-related efforts are supported and valued.

 

AACSB: Analytical Thinking
AACSB: Diversity
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative.
Topic: Managing diversity

  1. Describe the three types of biases that managers can exhibit either toward subordinates or toward other managers.

Managers can exhibit the similar-to-me effect in which they perceive others who are similar to them in more positive ways than those who are dissimilar to themselves, the social status effect in which people with higher social status are perceived in more positive ways than people of lower social status, and the salience effect in which managers focus their attention on people who are conspicuously different from themselves.

 

AACSB: Diversity
AACSB: Knowledge Application
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity

  1. Managers can take a number of steps to change attitudes and values and promote the effective management of diversity. List five steps that you think are most important.

 

Student answers will vary but should include five of the following:

 

AACSB: Analytical Thinking
AACSB: Diversity
Bloom’s: Evaluate
Difficulty: 3 Hard
Learning Objective: 05-05 List the steps managers can take to effectively manage diversity.
Topic: Managing diversity

  1. List some specific objectives that a diversity awareness program should contain.

 

Student answers will vary but should include some of the following:

 

 

AACSB: Analytical Thinking
AACSB: Diversity
Bloom’s: Analyze
Difficulty: 3 Hard
Learning Objective: 05-05 List the steps managers can take to effectively manage diversity.
Topic: Managing diversity

  1. Distinguish between the two types of sexual harassment that can occur in the workplace.

The two types of sexual harassment that can occur in the workplace are quid pro quo sexual harassment and hostile work environment sexual harassment. In quid pro quo, a harasser asks or forces an employee to perform sexual favors to keep a job, get a promotion, raise, or opportunity, or avoid receiving negative consequences such as demotion or dismissal. In a hostile work environment, workers are faced with an intimidating, hostile, or offensive work environment because of their sex.

 

AACSB: Analytical Thinking
AACSB: Diversity
Bloom’s: Analyze
Difficulty: 2 Medium
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Diversity

  1. What are the four initial steps that managers can take to eradicate sexual harassment in their organizations?

The four initial steps that managers can take to eradicate sexual harassment in their organizations are as follows:
1. Develop and clearly communicate a sexual harassment policy endorsed by top management. This policy should include prohibitions against both quid pro quo and hostile work environment sexual harassment.
2. Use a fair complaint procedure to investigate charges of sexual harassment.
3. When it has been determined that sexual harassment has taken place, take corrective actions as soon as possible.
4. Provide sexual harassment education and training to all organization members, including managers.

 

AACSB: Diversity
AACSB: Knowledge Application
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Diversity

  1. One of Laura’s subordinates reported an instance of sexual harassment. What action should Laura take?

Laura should use a fair complaint procedure to investigate charges of sexual harassment. Such a procedure should (1) be managed by a neutral third party, (2) ensure that complaints are dealt with promptly and thoroughly, (3) protect and fairly treat victims, and (4) ensure that alleged harassers are fairly treated.

 

AACSB: Analytical Thinking
AACSB: Diversity
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated.
Topic: Diversity

  1. Several weeks in advance, Marlene submitted a request to take a day off work for an upcoming religious holiday that does not conform with the employer’s holiday schedule. Other employees are willing to trade shifts with Marlene. What would you recommend that Marlene’s manager do, and why?

Managers should recognize and be aware of different religions and their beliefs, especially regarding religious holidays. Marlene’s absence will not cause hardship to the company. When managers acknowledge, respect, and are flexible and allow employees to have time off for religious observances, employees feel respected and valued and employee loyalty is often enhanced. Employees who feel they are victims of religious discrimination file complaints and often start looking for other jobs.

 

AACSB: Analytical Thinking
AACSB: Diversity
Bloom’s: Evaluate
Difficulty: 2 Medium
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment.
Topic: Diversity

  1. Referring to the A Manager’s Challenge box in the text, why do you think Novartis employees are more likely to be influenced by their managers than by their coworkers?

People are likely to be influenced and persuaded by others who have high status.

 

AACSB: Analytical Thinking
AACSB: Diversity
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity.
Topic: Managing diversity

  1. Because of preexisting schemas, Max has an inaccurate perception of one of his new employees. How will Max’s perception affect his relationship with the new employee?

When a schema is inaccurate it is dysfunctional, people assume certain things that are not necessarily true, and then they perceive people and situations inaccurately.

 

AACSB: Analytical Thinking
AACSB: Diversity
Blooms: Apply
Difficulty: 2 Medium
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment.
Topic: Diversity

  1. Magdelina has been a manager at a production company for several years. She is a strict manager and often puts pressure on her subordinates to attain high performance. Some of Magdelina’s subordinates perceive her as an aggressive and insensitive person. How can Magdelina overcome this barrier?

Some barriers originate in the person doing the perceiving. Other barriers are based on the information and schemas that have built up over time concerning the person being perceived. To overcome these barriers, Magdelina must possess or develop certain attitudes and values and she must also possess the skills to change her subordinate’ attitudes and values.

 

AACSB: Analytical Thinking
AACSB: Diversity
Blooms: Apply
Difficulty: 3 Hard
Learning Objective: 05-05 List the steps managers can take to effectively manage diversity.
Topic: Managing diversity

 

 

Chapter 05 Test Bank Summary

Category # of Questions
AACSB: Analytical Thinking 55
AACSB: Diversity 100
AACSB: Knowledge Application 45
Accessibility: Keyboard Navigation 85
Bloom’s: Analyze 4
Bloom’s: Evaluate 4
Blooms: Apply 34
Blooms: Remember 34
Blooms: Understand 25
Difficulty: 1 Easy 31
Difficulty: 2 Medium 63
Difficulty: 3 Hard 6
Learning Objective: 05-01 Discuss the increasing diversity of the workforce and the organizational environment. 16
Learning Objective: 05-02 Explain the central role that managers play in the effective management of diversity. 9
Learning Objective: 05-03 Explain why the effective management of diversity is both an ethical and a business imperative. 17
Learning Objective: 05-04 Discuss how perception and the use of schemas can result in unfair treatment. 27
Learning Objective: 05-05 List the steps managers can take to effectively manage diversity. 15
Learning Objective: 05-06 Identify the two major forms of sexual harassment and how they can be eliminated. 15
Topic: Distributive justice 6
Topic: Diversity 60
Topic: Managing diversity 29
Topic: Procedural justice 2
Topic: Stereotyping 3

 

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