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Exam 12: Managing Individuals and a Diverse Work Force

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Question 21

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Rohit,an Indian,is a marketing executive in an American company.He graduated from a top Ivy League university in the United States and is known for his outstanding performance,positive attitude,and innovative ideas.Despite his educational qualifications and skills,Rohit is not promoted as the marketing manager.Instead,Ryan,a white male with lesser experience and average performance,is promoted as the marketing manager.Which of the following is most likely the reason that Rohit is not promoted? 

A)  ​Rohit's performance does not meet the industry standards. 
B)  ​The company prefers to have white Americans at top positions. 
C)  ​Rohit's educational qualifications do not match the educational qualifications of white Americans. 
D)  ​The company does not consider Rohit's experience adequate for a promotion.

E) None of the above
F) A) and B)

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Question 22

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Which of the following is true of older workers? 

A)  ​They care about the quality of work they do. 
B)  ​They are more likely to quit a jo B. 
C)  ​They are interested in learning new things. 
D)  ​They are more likely to engage in workplace aggression.

E) A) and B)
F) A) and C)

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Question 23

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A popular cell phone company is known for its diverse work force.When the company had to make a decision on product positioning in a new market,managers of different ethnic groups had different views due to cultural differences.Such conflicts were common in several decision making situations,which has become a critical issue in the company.In this scenario,_____ should be employed to minimize these differences among the managers.

The purpose of a(n)_________ is to provide equal opportunities to all,regardless of race,color,religion,sex,or national origin.A.balanced scorecard plan B.affirmative action programC.wellness programD.social integration plan

Under the _________,success is usually measured by how well companies achieve recruitment,promotion,and retention goals for women,people of different racial/ethnic backgrounds,or other underrepresented groups. A.access and legitimacy paradigm B.learning and effectiveness paradigm C.discrimination and fairness paradigm D.acceptance and celebration paradigm

The access and legitimacy paradigm is consistent with achieving organizational plurality.

Ignatius Inc.,a lock manufacturer,is part of a national program in which employers encourage disabled workers to work with ease.To help workers with sight impairments,Ignatius has provided them with magnifying lenses that give them the vision acuity as they need to work on the small parts within a lock.These lenses are an example of _____.

Which of the following strategies should be used by companies to minimize sex discrimination? 

The glass ceiling is the invisible barrier that prevents older employees from advancing to the top jobs in organizations.

The _________ measures the extent to which people associate positive or negative thoughts with blacks or whites,men or women,homosexuals or heterosexuals,young or old,or other groups. A.Specific Ability Test B.Cognitive Ability Test C.Implicit Association Test D.Situational Judgement Test

Which of the following is a significant factor behind the lack of women at top levels of management? 

Extraversion is the degree to which someone is not angry,depressed,anxious,emotional,insecure,or excitable.

It is commonly believed that older workers: 

When Galax Inc.,a logistics firm,hired Melissa as its president,it became evident that Galax does not have a(n) _____ to prevent women from rising to leadership positions.

_________ is a training program that teaches employees the practical skills they need for managing a diverse work force,such as flexibility and adaptability,negotiation,problem solving,and conflict resolution.

Which of the following is true of diversity? 

Manuela,a Hispanic sales executive,is a new employee at Taupe Inc.Kevin,an Irish American,is also a marketing executive at Taupe with two years of experience.Kevin is assigned the task of mentoring Manuela.The objective of mentoring is not only to train Manuela but also to change employees' stereotypical beliefs and attitudes about different ethnic groups.This scenario illustrates _____.

Vague selection and promotion criteria allow decision makers to focus on non-job-related characteristics that may unintentionally lead to employment discrimination.

Diversity drives business growth by: 

_________ gives workers with disabilities the tools they need to overcome their disabilities and is also an effective strategy to recruit,retain,and enhance the productivity of people with disabilities.