Management Leading and Collaborating in a Competitive World 12th Edition By Bateman – Test Bank

11. Companies should take a _____ approach to developing and managing a diverse workforce.

A. cautious

B. proactive

C. reactive

D. traditional

E. legalistic
A proactive approach to developing and managing a diverse workforce has become not only a legal or moral obligation but a fundamental business requirement as well.

AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 11-01 Describe how changes in the U.S. workforce make diversity a critical organizational and managerial issue.
Topic: Diversity Today

12. Managing diversity means

A. just hiring more women and minorities.

B. treating everyone exactly the same way.

C. understanding and valuing employee differences.

D. promoting people to symbolic positions within an organization.

E. requiring that everyone attend sensitivity training once.
Managing diversity means more than just hiring women and minorities and making sure that they are treated equally and encouraged to succeed. It also means understanding and deeply valuing employee differences to build a more effective and profitable organization.

AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 11-01 Describe how changes in the U.S. workforce make diversity a critical organizational and managerial issue.
Topic: Diversity Today

13. Which of the following was traditionally used to describe diversity in the United States?

A. A salad

B. A quilt

C. A mosaic

D. A jeweled crown

E. A melting pot
The traditional image of diversity in the United States has been one of assimilation. The country was considered the “melting pot” of the world, a place where ethnic and racial differences were blended together.

AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 11-01 Describe how changes in the U.S. workforce make diversity a critical organizational and managerial issue.
Topic: Diversity Today

14. When applied to the workforce, diversity refers

A. primarily to race and ethnicity.

B. primarily to race, ethnicity, and gender.

C. to race, ethnicity, religious affiliation, gender, and sexual orientation, but not to education, income, or political belief.

D. primarily to sexual orientation and physical ability.

E. to gender, sexual orientation, race, ethnicity, religion, political belief, age, physical ability, income, and education.
Diversity broadly refers to a variety of differences, including religious affiliation, age, physical ability, sexual orientation, income, and education, in addition to gender, race, ethnicity, and national origin, as summarized in Exhibit 11.1.

Refer to Exhibit 11.1

AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 11-01 Describe how changes in the U.S. workforce make diversity a critical organizational and managerial issue.
Topic: Diversity Today

15. Managing diversity means _____ all kinds of difference among employees.

A. tolerating

B. accommodating

C. ignoring

D. nurturing

E. smoothing out
Managing diversity means not just tolerating or accommodating all sorts of differences, but supporting, nurturing, and utilizing these differences to the organization’s advantage.

AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: 2 Medium
Learning Objective: 11-01 Describe how changes in the U.S. workforce make diversity a critical organizational and managerial issue.
Topic: Diversity Today

16. Nearly one in every _____ married women in two-income households earns more than her husband does.

A. two

B. three

C. five

D. seven

E. ten
About 53 percent of marriages are dual-earner marriages. Nearly one of every three married women in two-income households earns more than her husband does.

AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 11-01 Describe how changes in the U.S. workforce make diversity a critical organizational and managerial issue.
Topic: Diversity Today

17. Dahia is an ambitious African American professional who works for a large corporation. She notices that 8 percent of top executives in her company are women and 5 percent of top executives are from minorities. Dahia can conclude that her company

A. uses affirmative action.

B. is breaking the law.

C. has a glass ceiling.

D. will probably offer her advancement.

E. is managing diversity well.
The glass ceiling is an invisible barrier that makes it difficult for women and minorities to move beyond a certain level in the corporate hierarchy. For example, only 25 women are chief executives of Fortune 500 companies; that’s only 25 out of 500.

AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Analyze
Difficulty: 3 Hard
Learning Objective: 11-01 Describe how changes in the U.S. workforce make diversity a critical organizational and managerial issue.
Topic: Diversity Today

18. Phil is a 25-year-old executive assistant who works for a 47-year-old manager named Rita. Rita promises to help Phil advance in the company if he will go on a weekend dates with her. Which of the following statements is true?

A. This is an example of hostile environment sexual harassment.

B. This is an example of quid pro quo sexual harassment.

C. This is an example of reverse sexual harassment.

D. This is not sexual harassment because Rita did not request sex.

E. This is not sexual harassment because women cannot harass men.
Quid pro quo harassment occurs when submission to or rejection of sexual conduct is used as a basis for employment decisions. Hostile environment harassment occurs when unwelcome sexual conduct “has the purpose or effect of unreasonably interfering with job performance or creating an intimidating, hostile, or offensive working environment.” In a recent year, more than 15 percent of complaints filed with the federal government came from men.

AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Analyze
Difficulty: 3 Hard
Learning Objective: 11-01 Describe how changes in the U.S. workforce make diversity a critical organizational and managerial issue.
Topic: Diversity Today

19. Black, Asian, and Hispanic workers make up what portion of the U.S. labor force?

A. two-thirds

B. one-half

C. one-third

D. one-fifth

E. one-tenth
Black, Asian, and Hispanic workers are about one-third of the labor force in the United States. Asian and Hispanic workforces are growing the fastest in the United States, followed by the African American workforce.

AACSB: Diversity
Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: 1 Easy
Learning Objective: 11-01 Describe how changes in the U.S. workforce make diversity a critical organizational and managerial issue.
Topic: Diversity Today

20. Which of the following statements about disabled employees is true?

A. They are generally more dependable than other workers.

B. They miss more days of work than other workers.

C. They exhibit higher turnover than other workers.

D. They cheat their employers more often than other workers.

E. They create a higher tax liability for their employers.
For most businesses, mentally and physically disabled people represent an unexplored but fruitful labor market. Frequently, employers have found that disabled employees are more dependable than other employees, miss fewer days of work, and exhibit lower turnover. Tax credits are also available to companies who hire disabled workers.