Managing Diverse Employees in a Multicultural Environment Answer Key Part 3

75. _____ are systematic tendencies to use information about others in ways that result in inaccurate perceptions. A. Conceptio ns B. Biase s C. Abstractio ns D. Stereotyp es E. Conflict s Biases are systematic tendencies to use information about others in ways that result in inaccurate perceptions. 76. 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: A. the similar-to-me effect. B. the reverse discrimination effect. C. the gender schema effect. D. the stereotyping effect. E. the salience effect. 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. 77. If white male managers perceive other white male managers more positively than managers from minority groups, this is called: A. the salience effect. B. the similar-to-me effect. C. the glass ceiling effect. D. the stereotyping effect. E. the social status effect. 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. 78. Janice is hiring an assistant marketing manager for Fall Inc. Janice recruits Sandra because she comes from a well-known and well-reputed family. Janice is influenced by: A. the similar-to-me effect. B. the social status effect. C. the salience effect. D. the glass ceiling effect. E. the stereotyping effect. The social status effect is the tendency to perceive individuals with high social status more positively than we perceive those with low social status. 79. Steve believes that Bill is more responsible and capable than Gus because Bill is from the management team while Gus is the maintenance supervisor. This type of bias known as: A. the glass ceiling effect. B. the salience effect. C. the stereotyping effect. D. the similar-to-me effect. E. the social status effect. The social status effect is the tendency to perceive individuals with high social status more positively than we perceive those with low social status. 80. What is the similar-to-me effect? A. 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 social hierarchy more positively than we perceive those with a lower position in social hierarchy. D. It is the tendency to perceive individuals with a 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. 81. What is the social-status effect? A. 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 social hierarchy more positively than we perceive those with a lower position in social hierarchy. D. It is the tendency to perceive individuals with a 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. 82. What is the salience effect? A. 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 social hierarchy more positively than we perceive those with a lower position in social hierarchy. D. It is the tendency to perceive individuals with a 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. 83. Which of the following is true of the salience effect? A. 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. When people are salient, they often feel as though all eyes are watching them, and this perception is not far from the mark. Individuals who are salient are often perceived to be primarily responsible for outcomes and operations and are evaluated more extremely in either a positive or a negative direction. 84. Overt discrimination is: A. intentional and deliberate. B. unintentional and wellmeaning. C. unethical but not illegal. D. not in violation of the principle of distributive justice. E. unintentional discrimination against others. Overt discrimination, or knowingly and willingly denying diverse individuals access to opportunities and outcomes in an organization, is intentional and deliberate. 85. What is overt discrimination? A. Knowingly and willingly denying diverse individuals access to opportunities and outcomes in an organization B. Focussing 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. 86. Which of the following helps ensure that diversity is managed effectively in an organization? A. Focussing 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. 87. Jeanie realizes that her values differ significantly from some of her younger subordinates. What should Jeanie do to understand them better? A. 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. 88. Which of the following is a step to manage diversity effectively? A. 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. Empower employees to challenge discriminatory behaviors, actions, and remarks is one of the many steps. 89. Which of the following helps managers increase diversity awareness in an organization? A. Suppressing personal styles of organizational 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 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. 90. 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? A. 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 organizational 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. 91. Which of the following is a guideline for managers to evaluate employees? A. 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. 92. The process by which experienced members of the organization provide guidance and advice to newer members is called _____. A. quid pro quo B. networki ng C. mentori ng 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. 93. When a manager asks a subordinate for sexual favors in return for a promotion, what type of sexual harassment has occurred? A. Hostile work environment B. Quid pro quo C. Accommodati ve D. Equa l E. Cover t 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. 94. 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: A. 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. 95. Sexually oriented remarks about one’s physical appearance is an example of: A. 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. 96. Whenever Lisa goes to the warehouse to pick up time sheets, she is confronted with whistles and lewd comments from male co-workers, both of which make her uncomfortable. What type of environment is this? A. 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. 97. Which of the following would be considered quid pro quo sexual harassment? A. 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. 98. Two male managers exchange a lewd sexual joke in the presence of a female manager. This is an example of: A. 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. 99. A fair complaint procedure to investigate charges of sexual harassment should ensure that: A. all organizational 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. 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. 100. Which of the following is the right approach to eradicating sexual harassment? A. 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.