Test
MGT Ch 13
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Preguntas del test (62)
1All of the following are changes that are reshaping our workforce EXCEPT
- Aa. aging workforce.
- BE. Younger workforce
- Cb. growth in Hispanic and Asian workers.
- Dc. women outnumbering men
- Ed. growth in foreign-born population.
22. The average U.S. worker, today, is ____ than ever.
- Amore likely to be married
- Bolder
- Cyounger
- Duneducated
- Emore likely to be male
- Amore likely to be married
3Which of the following group is expected to grow the most in employment from 2008 to 2018?
- AAsian
- Ba. Hispanics
- Cafrican american
- Deuropean
- AAsian
4 ____ is defined as all the ways in which people differ.
- Aa. Multiplicity
- Bb. Diversity
- Cc. Seniority
- Dd. Culture
- Ee. Variation
- Aa. Multiplicity
5According to MANAGER'S SHOPTALK in chapter 13, which of the following is not a characteristic used to help foreign managers understand Americans?
- Aa. Americans are formal.
b. Americans value punctuality.
c. Americans believe in work.
d. Americans are independent and individualistic.
e. Americans are competitive. - Ba. Americans are formal.
- Aa. Americans are formal.
6Traditional model dimensions of diversity include
- Aa. income.
b. nationality.
c. pay level.
d. work style.
e. all of these. - Be. all of these.
- Aa. income.
7Traditional model dimensions of diversity include
- Aa. income.
b. nationality.
c. pay level.
d. work style.
e. all of these. - Be. all of these.
- Aa. income.
8All of the following are traditional model dimensions of diversity EXCEPT
- Aa. age.
b. sexual orientation.
c. religious beliefs.
d. physical ability.
e. all of these are primary dimensions of diversity. - Bc. religious beliefs.
- Aa. age.
9All of these are inclusive dimensions of diversity EXCEPT
- Aa. parents.
b. lifestyle.
c. income.
d. military experience.
e. sexual orientation. - Be. sexual orientation.
- Aa. parents.
10Inclusive dimensions of diversity
- Aa. have a greater impact than do primary dimensions.
b. are inborn.
c. can change throughout one's lifetime.
d. include such factors as gender.
e. none of these. - Bc. can change throughout one's lifetime.
- Aa. have a greater impact than do primary dimensions.
11Which of the following is not a dividend of workplace diversity?
- Aa. Reduced costs associated with high turnover, absenteeism, and lawsuits.
b. Increased understanding of the marketplace.
c. Better use of employee talent.
d. Increased costs associated with high turnover, absenteeism, and lawsuits.
e. Enhanced quality of team problem solving. - Bd. Increased costs associated with high turnover, absenteeism, and lawsuits.
- Aa. Reduced costs associated with high turnover, absenteeism, and lawsuits.
12____ means creating a climate in which the potential advantages of diversity for organizational or group performance are maximized while the potential disadvantages are minimized.
- Aa. Managing diversity
b. Maxi-Min approach
c. Managing differentiation
d. Advantageous approach
e. Maximum benefit approach - Ba. Managing diversity
- Aa. Managing diversity
13Which of the following prohibits discrimination on the basis of race, color, religion, national origin, and sex?
- Aa. Age Discrimination in Employment Act
b. Title VII of the Civil Rights Act of 1964
c. Equal Pay Act of 1963
d. Americans with Disabilities Act
e. Title VIII of the Civil Rights Act Amendment of 1972 - Bb. Title VII of the Civil Rights Act of 1964
- Aa. Age Discrimination in Employment Act
14____ is a rigid, exaggerated, irrational belief associated with a particular group of people.
- Aa. Label
b. Prejudice
c. Typecast
d. Discrimination
e. Stereotype - Be. Stereotype
- Aa. Label
15 ____ is a psychological experience of a person who, usually engaged in a task, is aware of a stereotype about his or her identity group suggesting he or she will not perform well on that task.
- Aa. Typecast threat
b. Discriminatory threat
c. Labeling
d. Stereotype threat
e. Classified threat - Bd. Stereotype threat
- Aa. Typecast threat
16____ reflects the belief that one's own group is superior to other groups.
- Aa. Ethnorelativism
b. Ethnocentrism
c. Pluralism
d. Geocentricism
e. Regiocentrism - Bb. Ethnocentrism
- Aa. Ethnorelativism
17An ethnocentric perspective leads to
- Aa. a monoculture.
b. diversity in the workplace.
c. pluralism.
d. ethnorelativism.
e. a global perspective. - Ba. a monoculture.
- Aa. a monoculture.
18Phlex Plastic has a very strong set of corporate values. In fact, Phlex has been known to discourage the emergence of alternative values. Phlex is most likely
- Aa. a diverse organization.
b. an organization that encourages pluralism.
c. a monoculture.
d. geocentric.
e. minority-owned organization. - Bc. a monoculture.
- Aa. a diverse organization.
19____ is the belief that groups are inherently equal.
- Aa. Ethnorelativism
b. Ethnocentrism
c. Pluralism
d. Geocentricism
e. Monoculture - Ba. Ethnorelativism
- Aa. Ethnorelativism
20Which of the following means that an organization accommodates several subcultures?
- Aa. Monoculturalism
b. Pluralism
c. Ethnorelativism
d. Geocentricism
e. Ethnocentrism - Bb. Pluralism
- Aa. Monoculturalism
21A culture that accepts only one way of doing things and one set of values and beliefs is referred to as a(n)
- Aa. primary culture.
b. preferred culture.
c. dominating culture.
d. monoculture.
e. pluralism. - Bd. monoculture.
- Aa. primary culture.
22Most organizations ____ shift from a monoculture perspective to one of pluralism.
- Aa. can never
b. naturally
c. must make a conscious effort to
d. can easily
e. are against a - Bc. must make a conscious effort to
- Aa. can never
23Which of the following is an invisible barrier that separates women and minorities from top management positions?
- Aa. The barrier to entry
b. Affirmative action
c. Equal opportunity
d. The glass ceiling
e. The glass wall - Bd. The glass ceiling
- Aa. The barrier to entry
24Women make up less than 16 percent of all Fortune 500 executives. This could be due to
- Aa. barriers to entry.
b. affirmative action.
c. equal opportunity.
d. the glass wall.
e. the glass ceiling. - Be. the glass ceiling.
- Aa. barriers to entry.
25Trouser's Inc. top management is exclusively made up of older white males. Trouser's promotes from within and top management is most comfortable with individuals who are similar to them. Women and minorities at this company who wish to be promoted are likely to experience
- Aa. cultural diversity.
b. the glass ceiling effect.
c. rapid promotion and advancement.
d. ethnorelativism.
e. all of these. - Bb. the glass ceiling effect.
- Aa. cultural diversity.
26____ serves as invisible barriers to important lateral movement within the organization.
- Aa. Barriers to entry
b. Affirmative action
c. Equal opportunity
d. The glass wall
e. The glass ceiling - Bd. The glass wall
- Aa. Barriers to entry
27____ implies that women's commitment to their children limits their commitment to the company or their ability to handle the rigors of corporate management.
- Aa. Balancing family priorities
b. Invisible minorities
c. Opt-out trend
d. Family commitment
e. Cost of diversity - Bc. Opt-out trend
- Aa. Balancing family priorities
28____ implies that women's commitment to their children limits their commitment to the company or their ability to handle the rigors of corporate management.
- Aa. Balancing family priorities
b. Invisible minorities
c. Opt-out trend
d. Family commitment
e. Cost of diversity - Bc. Opt-out trend
- Aa. Balancing family priorities
29Which of the following groups has the largest wage gap between genders?
- Aa. White
b. African American
c. Hispanic
d. European
e. Middle Eastern - Ba. White
- Aa. White
30Pattie's Pancakes recently held a series of focus groups to gather information on employee perceptions of women and minorities in the workplace. In particular, Pattie's was interested in learning about the myths, values, and beliefs that currently exist in their organization. This is an example of
- Aa. sensitivity training.
b. building a corporate culture that values diversity.
c. changing the current organizational design.
d. changing the current organizational structure.
e. none of these. - Bb. building a corporate culture that values diversity.
- Aa. sensitivity training.
31TickTock Clock Corporation is attempting to develop a truly diverse workplace. TickTock's president assigned the human resources department the task of determining the demographics of the local area labor market. This is an attempt to change existing ____ within the organization.
- Aa. cultures
b. structures and policies
c. developments
d. bureaucracies
e. training - Ba. cultures
- Aa. cultures
32The major steps involved in building a truly diverse workplace include
- Aa. building a corporate culture that values diversity.
b. changing structures and policies so that they support diversity.
c. diversity training.
d. all of these.
e. none of these. - Bd. all of these.
- Aa. building a corporate culture that values diversity.
33____ involves exposing traditional managers to nontraditional peers to help break down stereotypical beliefs.
- Aa. Revelation
b. Exposure
c. Publicity
d. Innovative breakdown
e. Cultural barrier breakdown - Bb. Exposure
- Aa. Revelation
34Organizations must find ways to eliminate the glass ceiling effect. One effective way to do this has been
- Aa. through targeted recruitment.
b. through affirmative action.
c. to develop mentoring relationships.
d. top management speeches.
e. to hire only white males. - Bc. to develop mentoring relationships.
- Aa. through targeted recruitment.
35Which of the following refers to a higher ranking, senior organizational member who is committed to providing upward mobility and support to a protégé's professional career?
- Aa. Sponsor
b. Mentor
c. Expatriate
d. Delegate
e. Advisor - Bb. Mentor
- Aa. Sponsor
36Birmingham Boardwalk, Inc. uses a(n) ____ program to provide minorities and women with direct training and inside information on the norms and expectations of the organization.
- Aa. sponsoring
b. mentoring
c. expatriate
d. delegate
e. advisory - Bb. mentoring
- Aa. sponsoring
37____ are less likely than ____ to develop mentoring relationships.
- Aa. Women; minorities
b. Minorities; women
c. Men; women
d. Women; men
e. Whites; minorities - Bd. Women; men
- Aa. Women; minorities
38____ mentoring relationships sometimes leave both parties uncomfortable.
- Aa. Cross-race
b. Female-male
c. Male-male
d. Female-female
e. Same race - Ba. Cross-race
- Aa. Cross-race
39In a family where both parents work, which of the following may be helpful to accommodate the parents’ needs?
- Aa. Childcare
b. Flexible work schedule
c. Home-based employment
d. Maternity or paternity leaves
e. All of these - Be. All of these
- Aa. Childcare
40Which of the following is a basic aim of diversity awareness training?
- Aa. Teaching people the differences between women and men
b. Helping individuals become aware of their own prejudices
c. Complying with federal employment law
d. Reinforcing stereotypes employees may hold
e. Helping individuals become aware of management's prejudices - Bb. Helping individuals become aware of their own prejudices
- Aa. Teaching people the differences between women and men
41____ is(are) categories of sexual harassment.
- Aa. Inappropriate/offensive
b. Coercion with threat of punishment
c. Solicitation with promise of reward
d. Generalized
e. All of these - Be. All of these
- Aa. Inappropriate/offensive
42Which is the highest level of sexual harassment?
- Aa. Generalized
b. Inappropriate/offensive
c. Sexual crimes
d. Solicitation with promise of reward
e. Coercion with threat of punishment - Bc. Sexual crimes
- Aa. Generalized
43Matthew is Mandy's supervisor. He promises to fire her if she does not engage in sexual activity with him. This type of sexual harassment would be categorized as
- Aa. coercion with threat of punishment.
b. solicitation with promise of reward.
c. appropriate.
d. generalized.
e. positional authority. - Ba. coercion with threat of punishment.
- Aa. coercion with threat of punishment.
44Which of these actions did the U.S. Supreme Court take?
- Aa. Restricted the definition of sexual harassment to exclude office romance
b. Broadened the definition of sexual harassment to include same sex harassment
c. Broadened the definition of sexual harassment to include harassment of men by female coworkers
d. Broadened the definition of sexual harassment to include same sex harassment and harassment of men by female coworkers
e. None of these - Bd. Broadened the definition of sexual harassment to include same sex harassment and harassment of men by female coworkers
- Aa. Restricted the definition of sexual harassment to exclude office romance
45Research has shown that
- Aa. homogeneous groups are more creative than diverse groups.
b. homogeneous groups are less satisfied than diverse groups.
c. diverse groups are more creative than homogeneous groups.
d. creativity has nothing to do with group composition.
e. none of these. - Bc. diverse groups are more creative than homogeneous groups.
- Aa. homogeneous groups are more creative than diverse groups.
46Research has shown that network groups
- Aa. create divisions in the workplace
b. are bad experiences for minority employees
c. help retain minority employees
d. reduce creativity by being homogeneous
e. none of these - Bc. help retain minority employees
- Aa. create divisions in the workplace
47All of the following are true about employee network groups EXCEPT:
- Aa. the groups are based on social identity
b. the groups pursue a variety of activities
c. the groups are formally created by the organization
d. the mechanism of the groups work well with multicultural teams
e. the groups help retain minority employees - Bc. the groups are formally created by the organization
- Aa. the groups are based on social identity
48Which racial or ethnic category currently represents the largest and fastest growing minority group?
- Aa. White
b. African American
c. Asian
d. Hispanic
e. Native American - Bd. Hispanic
- Aa. White
49Which workforce generation category is characterized as ambitious but lacking loyalty to the organization?
- Aa. Generation X
b. Generation Y
c. Baby boomers
d. Teeny bopper
e. Generation A - Bb. Generation Y
- Aa. Generation X
50Hopetech Industries has a corporate diversity plan that limits diversity to areas that do not change throughout a person’s lifetime, such as race, gender, age, and disability. Hopetech’s diversity plan follows which model of corporate diversity?
- Aa. Inclusive model
b. Exclusive model
c. Traditional model
d. Learning model
e. Static model - Bc. Traditional model
- Aa. Inclusive model
51Smileline Inc. has an onsite daycare facility and provides employees fulltime daycare at a very low cost. The company implemented this years ago when managers realized that childcare responsibilities were contributing to high turnover and absenteeism. This example highlights which dividend of workplace diversity?
- Aa. Better use of employee talent
b. Increased understanding of the marketplace
c. Increased quality of team problem solving
d. Enhanced breadth of understanding in leadership positions
e. Reduced costs associated with high turnover, absenteeism, and lawsuits - Be. Reduced costs associated with high turnover, absenteeism, and lawsuits
- Aa. Better use of employee talent
52Paying a woman less than a man for the same work is an example of:
- Aa. Gender discrimination
b. Ethnic discrimination
c. Stereotyping
d. Sexual harassment
e. Prejudice - Ba. Gender discrimination
- Aa. Gender discrimination
53Stephanie is nervous about giving a presentation at the marketing firm where she works. One of her male coworkers told her, “Don’t be such a girl, attack that presentation!” Now Stephanie is so concerned about appearing tough that she can barely concentrate on the content of the presentation. Stephanie’s anxiety stems from:
- Aa. Stereotype
b. Ethnocentrism
c. Plurality
d. Glass ceiling threat
e. The female advantage - Ba. Stereotype
- Aa. Stereotype
54Josephine would like to become part of an elite manager network at her company so she can get access to general and line management experience to help her succeed within the company. However, she learns that the manager network is made up exclusively of men. This demonstrates which factor affecting women’s careers?
- Aa. Female advantage
b. Opt-out trend
c. Glass ceiling
d. Glass wall
e. Opaque ceiling - Bd. Glass wall
- Aa. Female advantage
55Riya was a highly successful manager at Optics Int’l. After ten years with the company, she decided to leave and become a fulltime mother and caregiver to her ailing father. This example demonstrates which factor affecting women’s careers?
- Aa. Female advantage
b. Opt-out trend
c. Glass ceiling
d. Glass wall
e. Opaque ceiling - Bb. Opt-out trend
- Aa. Female advantage
56The ability to interact effectively with people of different cultures refers to:
- Aa. Ethnocentrism
b. Ethnorelativism
c. Pluralism
d. Stereotyping
e. Cultural competence - Be. Cultural competence
- Aa. Ethnocentrism
57During the first step of the diversity development process, managers may conduct a _________ to uncover diversity problems in the organization.
- Aa. reports audit
b. financial audit
c. cultural audit
d. diversity audit
e. special needs audit - Bc. cultural audit
- Aa. reports audit
58Rebecca, a human resource manager at WorldPlus Corp., regularly establishes numerical goals tied to diversity, such as tracking salaries, rates of promotion, and managerial positions for women and minorities. This involves which step for developing diversity and cultural competence?
- Aa. Demanding results and revisiting goals
b. Maintaining momentum to change the culture
c. Choosing solutions to fit a balanced strategy
d. Uncovering diversity problems in an organization
e. Strengthening top management commitment - Ba. Demanding results and revisiting goals
- Aa. Demanding results and revisiting goals
59Which of the following is the most common diversity initiative, according to Fortune 1000 respondents?
- Aa. Community outreach
b. Mentor relationships
c. Accommodating special needs
d. Training and education
e. Diversity-focused recruiting - Be. Diversity-focused recruiting
- Aa. Community outreach
60With most new employees in the late twenties or early thirties, Albertson & Sons Inc. has learned that helping new employees secure home loans has been a valuable service that pays off in the long term. This is an example of what type of diversity initiative or program?
- Aa. Expanding recruitment efforts
b. Establishing mentor relationships
c. Accommodating special needs
d. Providing diversity skills training
e. Increasing awareness of sexual harassment - Bc. Accommodating special needs
- Aa. Expanding recruitment efforts
61Which of the following refers to special training to help people identify their own cultural boundaries, prejudices, and stereotypes and to develop the skills for managing and working in a diverse workplace?
- Aa. Globalization training
b. Human resource training
c. Cultural training
d. Diversity training
e. Empathy training - Bd. Diversity training
- Aa. Globalization training
62Shortly after she got landed a corporate-level job at InfoBasis, Tonya Kennel formed a women’s leadership group to help women advance within the company. Membership within the group was voluntary and open to women with a desire to advance in the company. Tonya’s group can best be described as a(n):
- Aa. Focus group
b. Network group
c. Self-help group
d. Diversity team
e. Multicultural team - Bb. Network group
- Aa. Focus group
Información
- Descripción
- Test sobre MGT Ch 13, creado por carrissa.flores el 17/04/2014.
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