Managing Diverse Employees in a Multicultural Environment Part 1

Managing Diverse Employees in a Multicultural Environment Multiple Choice Questions 41. What is diversity? A. 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 socio-cultural 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. 42. Which act requires that men and women be paid equally if they are performing equal work? A. 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 43. Title VII of the Civil Rights Act prohibits discrimination: A. 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. 44. The term _____ alludes to the invisible barriers that prevent minorities and women from being promoted to top corporate positions. A. overt discrimination B. stereoty pe C. glass ceiling D. bia s E. pay gap 45. In addition to prohibiting discrimination in employment, the Civil Rights Act of 1991: A. 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. 46. _____ refers to a grouping of people based on some shared characteristic such as national origin, language, or culture. A. Heritag e B. Ethnici ty C. Ancestr y D. Regionali ty E. Desce nt 47. _____ diversity requires that managers be sensitive and responsive to the needs and concerns of individuals who might not be as well off as others. A. Ethni c B. Gende r C. Religiou s D. Education al E. Socioeconom ic 48. A manager in the leader role manages diversity in an organization by: A. 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. 49. 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. A. disseminat or B. leade r C. liaiso n D. figurehe ad E. communicat or 50. In the _____ role, a manager enables diverse individuals to coordinate their efforts. A. spokespers on B. disseminat or C. liaiso n D. monit or E. negotiat or 51. 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) _____. A. monit or B. entreprene ur C. disseminat or D. negotiat or E. disturbance handler 52. In the _____ role, a manager conveys that the effective management of diversity is a valued goal and objective. A. figurehe ad B. leade r C. liaiso n D. entreprene ur E. spokespers on 53. Which of the following is an aim of distributive justice within an organization? A. 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 organizational 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 54. Which principle dictates that managers should receive a raise in pay based upon their contributions to the organization, and not based on their gender? A. Restorative justice B. Reparative justice C. Distributive justice D. Frontier justice E. Spatial justice 55. The marketing manager at RST Consulting, allocates annual bonuses to employees based on performance evaluations. What principle is the manager following? A. Restorative justice B. Reparative justice C. Distributive justice D. Frontier justice E. Spatial justice 56. Annie assigns interesting job assignments to employees based on their contribution to the company. Which principle is Annie's action consistent with? A. Distributive justice B. Restorative justice C. Environmental justice D. Reparative justice E. Frontier justice 57. Employees' promotions based on their performance evaluations, independent of ethnicity, age, or gender is known as: A. reparative justice. B. frontier justice. C. distributive justice. D. restorative justice. E. environmental justice. 58. The supervisor of medical billing at a hospital has established a rubric that helps her make objective decisions when promoting employees in her department. Which principle is the supervisor's actions based on? A. Restorative justice B. Procedural justice C. Frontier justice D. Social justice E. Environmental justice 59. One result of effectively managing diversity is a(n) _____. A. decrease in jobsatisfaction 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 60. Which of the following is true of managing diversity? A. Effectively managing diversity is a necessity on ethical rather than business grounds B. Effectively managing 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 61. JRC Inc., a consumer-electronics firm based in Atlanta, is opening another manufacturing unit besides its existing one. 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: A. reverse discrimination. B. overt discrimination. C. managing diversity. D. procedural justice. E. distributive justice. 62. 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: A. managing diversity. B. quid pro quo. C. affirmative action. D. overt discrimination. E. stereotypin g. 63. Which of the following is a way to effectively manage diversity? A. 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 64. ALT Inc. conducts periodic reviews to assess the extent to which law firms support diversity in their activities. It uses this information to decide which law firms would be most suitable to represent it legally. This is an example of effective: A. stereotypin g. B. reverse discrimination. C. overt discrimination. D. environmental justice. E. diversity management. 65. Which of the following is true of perception? A. It 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. 66. What is perception? A. 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. 67. The success of fast-food restaurants in diverse markets can be attributed to relatively accurate _____ of managers. A. schema s B. gender schemas C. biase s D. perceptio ns E. stereotyp es 68. All decisions and actions of managers are based on their _____. A. subjective perceptions B. objective determination C. schema s D. gender schemas E. overt discrimination 69. What is a schema? A. 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 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.