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HomeTest Bank Test Bank For Organizational Behavior: Tools For Success, 1st Edition by Jean M. Phillips Rutgers University Stanley M. Gully Rutgers University
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Test Bank For Organizational Behavior: Tools For Success, 2nd Edition by Jean M. Phillips Rutgers University Stanley M. Gully Rutgers University $35.00
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Test Bank For Organizational Behavior: Tools For Success, 1st Edition by Jean M. Phillips Rutgers University Stanley M. Gully Rutgers University

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Category: Test Bank Tags: 1st Edition by Jean M. Phillips Rutgers University Stanley M. Gully Rutgers University, Test Bank For Organizational Behavior: Tools For Success
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Chapter 2: Diversity

Student: ___________________________________________________________________________

  1. In late 2000, The Coca-Cola Company agreed to pay $192.5 million to settle charges that it routinely discriminated against Black employees in performance evaluations, pay, and promotions. True    False

 

  1. The actions Coca-Cola took to become a more inclusive organization included hiring, promotion, talent development, and performance evaluations, but did not include specific diversity training. True    False

 

  1. Diversity refers to the variety of observable and unobservable similarities and differences among people. True    False

 

  1. Diversity is mostly about demographics. True    False

 

  1. The fact that Jose describes himself as both a doctor and a Hispanic shows how diversity reflects combinations of characteristics. True    False

 

  1. Surface-level diversity means observable differences in people, including race, age, ethnicity, physical abilities, physical characteristics, and gender. True    False

 

  1. Deep-level diversity means observable differences in people, including race, age, ethnicity, physical abilities, physical characteristics, and gender. True    False

 

  1. A single group member’s similarities and differences from other group members is called relational demography. True    False

 

  1. Separation, variety, and disparity summarize the three other types of within-group diversity that reflect different types of deep-level diversity. True    False

 

  1. Research has found that firm performance does not change when employees have more positive attitudes toward diversity. True    False

 

  1. Although many managers view diversity as a benefit to their companies, researchers are more divided on the effects diversity has on workgroup performance. True    False

 

  1. Diversity is usually not a source of creativity and innovation. True    False

 

  1. If an employer refuses to hire someone based on his or her race, the employer is violating Title VII of the Civil Rights Act of 1964. True    False

 

  1. The ethnic and cultural mix of the U.S. workforce is changing. True    False

 

  1. By 2030, about 1 in 5 people will be 65 or over. True    False

 

  1. In the future global workforce, there should be a surplus in talent due to larger diversity. True    False

 

  1. There is little evidence that diversity in top management teams influences group performance. True    False

 

  1. There is strong evidence that supervisors and subordinates tend to like each other more (and therefore accomplish more) when they are of similar ages. True    False

 

  1. Over time, surface-level diversity becomes less important, and deep-level diversity becomes more important to group cohesiveness. True    False

 

  1. Inclusion (the sense of being safe, valued, and engaged in a group) results in more information sharing and commitment. True    False

 

  1. The need to integrate diverse information and reconcile different perspectives may stimulate more creative thinking and prevent premature agreement on courses of action that can lead to better solutions and innovative performances. True    False

 

  1. Leveraging diversity is ultimately about developing an organization that includes the contributions of all of its members. True    False

 

  1. Feeling like we are part of a group socially as well as in a task performance capacity decreases our commitment to the group. True    False

 

  1. Lower status group members are less likely to share their ideas or challenge the ideas of the higher-status members.

True    False

 

  1. If diverse employees are not included in organizational decision making or are marginalized at work, they are more likely to leave the organization. True    False

 

  1. Ethnocentrism often has less to do with prejudice and more to do with inexperience or ignorance. True    False

 

  1. Title VII effectively eliminated all bigotry in workplaces. True    False

 

  1. All organizations have formal and informal networks. True    False

 

  1. Organizational networks do not affect mentoring opportunities. True    False

 

  1. The “like me” bias is inconsistent with social categorization theory. True    False

 

  1. The “like me” bias can be either conscious or unconscious. True    False

 

  1. Women and minorities are never excluded from informal organizational networks. True    False

 

  1. People have a tendency to trust, cooperate with, and like out-group members more than in-group members. True    False

 

  1. Diversity alone guarantees positive organizational outcomes. True    False

 

  1. If top managers do not promote inclusion and respect diversity, lower-level managers and employees are not likely to do so either. True    False

 

  1. Diversity is less likely to positively affect companies if they support diverse employees in higher-level positions and help all employees effectively interact with people who are different from them. True    False

 

  1. Diversity initiatives are more successful when the company is able to keep employees thinking about diversity issues, even when they don’t feel a direct, negative impact. True    False

 

  1. Top executives within aerospace giant Boeing are asked to mentor at least one person each, and many of its businesses require that each senior executive mentor three people, at least one of them a woman and one a minority. True    False

 

  1. Diversity training and diversity education need to communicate that bias is not a part of being human. True    False

 

  1. It is not realistic to claim or to pursue an “I’m totally unbiased” stance with regard to diversity. True    False

 

  1. To manage diversity effectively as both an employee and as a manager, it is important not to be aware of your biases and attitudes toward diversity. True    False

 

  1. When senior female women at eBay communicated their commitment to the success of other women in the company it reinforced female employees’ emotional attachment to the firm and strengthened their belief that eBay is a great place to work. True    False

 

  1. Diversity metrics allow companies to monitor their progress and to define their priorities for future action. True    False

 

  1. Societal culture is an important source of diversity. True    False

 

  1. National boundaries always coincide with cultural boundaries. True    False

 

  1. High individualism reflects loose ties with others. True    False

 

  1. Lower power distance is associated with hierarchical, centralized companies that have large gaps in authority, respect, and compensation, while higher power distance is reflected in flatter organizations in which employees and supervisors are considered almost as equals. True    False

 

  1. In highly masculine cultures, men are expected to be assertive and strong and to be the sole provider for the family. True    False

 

  1. A longer term orientation is reflected in a strong work ethic and placing high value on education and training, whereas a shorter term orientation is characterized by higher individualism, creativity, and equality. True    False

 

  1. Most people do not have to put much effort into developing cultural competence; it comes naturally to most of us. True    False

 

  1. In “Creating a Climate for Diversity at The Coca-Cola Company,” to become a more inclusive organization, Coca-Cola did many things. It first changed its _____ process(es) as they relate to minorities and women hiring
  2. promotion
  3. evaluation
  4. all of these

 

  1. In “Creating a Climate for Diversity at The Coca-Cola Company,” Coca-Cola CEO E. Neville Isdell says

“Good intentions aren’t enough. It is not sufficient to simply want more inclusive _____.”  A. hiring

  1. leadership
  2. evaluation
  3. policies

 

  1. Some of the first diversities that people think about are _____.
  2. gender
  3. race
  4. age
  5. all of these

 

  1. ____ refers to the variety of observable and unobservable similarities and differences among people. A. Uniqueness
  2. Race
  3. Characteristics
  4. Diversity

 

  1. Which of the following is considered diversity?
  2. life experiences
  3. educational background
  4. where someone is from
  5. all of these

 

  1. Diversity is much more than ____ and can reflect combinations of characteristics rather than a single attribute.
  2. appearance
  3. demographics
  4. gender
  5. attitudes

 

  1. ______ refers to observable differences in people, including race, age, ethnicity, physical abilities, physical characteristics, and gender.
  2. Surface-level diversity
  3. Deep-level diversity
  4. All-level diversity
  5. Longitudinal diversity

 

  1. ______ refers to individual differences that cannot be seen directly, including goals, values, personalities, decision-making styles, knowledge, skills, abilities, and attitudes.
  2. Surface-level diversity
  3. Deep-level diversity
  4. All-level diversity
  5. Longitudinal diversity

 

  1. When you notice that someone is tall, what type of diversity are you noticing? A. attitudinal diversity
  2. deep-level diversity
  3. surface-level diversity
  4. longitudinal diversity

 

  1. ____ refers to the “invisible” characteristics in others that take more time to learn about, but can have a strong effect on group and organizational performance.
  2. Attitudinal diversity
  3. Deep-level diversity
  4. Surface-level diversity
  5. Longitudinal diversity

 

  1. If you thought you were different from other people at work because of a lower pay rate, you would have the diversity perspective of _________.
  2. attitudinal diversity
  3. deep-level diversity
  4. surface-level diversity
  5. relational demography

 

  1. ______ is a single group member’s similarities to and differences from other group members. A. Surface-level diversity
  2. Relational demography
  3. Attitudinal diversity
  4. Deep-level diversity

 

  1. Being in the numerical minority in a group based on some unique characteristic and being assumed to fully represent that minority group is called a ____.
  2. disparity
  3. variety
  4. token
  5. separation

 

  1. _____ means differences in a certain type or category, including group members’ expertise, knowledge, or functional background.
  2. Disparity
  3. Variety
  4. Token
  5. Separation

 

  1. _____ reflects dissimilarity in an attitude or value, for example, especially with regards to group goals or processes. A. Disparity
  2. Variety
  3. Token
  4. Separation

 

  1. _____ means differences in the concentration of valuable social assets or resources—dissimilarity in rank, pay, decision-making authority, or status, for example.

 

  1. Disparity
  2. Variety
  3. Token
  4. Separation

 

  1. A team that has a CEO, vice president, and two mid-level managers on it would have which of the following types of diversity?
  2. disparity
  3. variety
  4. token
  5. separation

 

  1. A team that has a marketing professional, a materials specialist, and an engineer represent what type of diversity? A. disparity
  2. variety
  3. token
  4. separation

 

  1. Research has found that firm performance _____ when employees have more ____ attitudes toward diversity.
  2. increases; positive
  3. decreases; negative
  4. increases; negative
  5. decreases; positive

 

  1. At cereal giant Kellogg Company, ____ and _____ are critical to competing successfully in the global marketplace. A. sales; marketing
  2. diversity; inclusion
  3. engineering; low prices
  4. variety; disparity

 

  1. Although many managers view diversity as a benefit to their companies, researchers are more divided on the effects diversity has on _________.
  2. sales
  3. customer perspectives
  4. workgroup performance
  5. individual performance

 

  1. Diversity can be a source of creativity and innovation that can create _____.
  2. sales
  3. a competitive advantage
  4. workgroup performance
  5. individual performance

 

  1. Having more women in top management positively affects the performance of firms pursuing a/an _____ strategy. A. diverse
  2. competitive advantage
  3. winning
  4. innovation

 

  1. What is one of the more recent reasons that is important to have diversity in today’s business world? A. there are tax advantages
  2. minorities will not shop at your store
  3. lawsuits will happen more often if you don’t have a diverse workforce
  4. barriers that once separated the world’s people are no longer there (for example, time, distance, or politics)

 

  1. Although many other anti-discrimination laws exist, one of the most important is _____.
  2. Title VII of the Civil Rights Act of 1964
  3. Title V of the Civil Rights Act of 1954
  4. The Civil Rights Act of 1991
  5. The Emancipation Proclamation

 

  1. Title VII prohibits employee discrimination based on a variety of characteristics. Which of the following is NOT included?
  2. race
  3. sex
  4. sexual orientation
  5. religion

 

  1. _______ allows monetary damages in cases of intentional employment discrimination.
  2. Title VII of the Civil Rights Act of 1964
  3. Title V of the Civil Rights Act of 1954
  4. The Civil Rights Act of 1991
  5. The Emancipation Proclamation

 

  1. One of the largest employment discrimination lawsuits was settled for more than $11.7 million against Walmart and Sam’s Club. What was the main group that was discriminated in this case? A. blacks
  2. women
  3. Hispanics
  4. whites

 

  1. The ethnic and cultural mix of the U.S. workforce is _____.
  2. decreasing
  3. becoming more homogeneous
  4. changing
  5. constant

 

  1. What level of the corporate ladder is least diverse?
  2. lowest level
  3. assembly line worker
  4. mid management
  5. uppermost leadership (i.e. CEO)

 

  1. What group is eBay placing in key decision-making roles the most to increase their diversity? A. women
  2. men
  3. people experienced with the internet
  4. Asians

 

  1. The U.S. Bureau of Labor Statistics projects a dramatic increase in workers ____ during the next decade.
  2. age 20-30
  3. age 30-40
  4. age 40-50
  5. age 65 and older

 

  1. Work teams are often age diverse and it is increasingly likely that _____.
  2. an older employee will report to a younger supervisor
  3. a younger employee will report to a older supervisor
  4. a minority will be the supervisor of a non-minority
  5. there will be conflicts because of age differences

 

  1. Mismanaging diversity is likely to result in which of the following?
  2. costly lawsuits
  3. reduced motivation
  4. absenteeism among disenfranchised groups
  5. all of these

 

  1. Being of the same race as other workgroup members is associated with which of the following?
  2. lower work group productivity
  3. lower commitment to the work group
  4. better perceptions of advancement opportunities
  5. all of these

 

  1. Which of the following terms is used to refer to separation based on the existence and strength of subgroups due to the composition and alignments of different group member characteristics? A. faultlines
  2. party lines
  3. lines of prejudice
  4. barrier lines

 

  1. Which of the following terms refers to members feeling that they are a core part of the group? A. groupthink
  2. social integration
  3. enmeshment
  4. partnership

 

  1. Lower-status organization members are often ____ self-conscious in the presence of higher-ranking members and are ____ likely to share their ideas or challenge the ideas of the higher-status members. A. less, more
  2. more, less
  3. less, less
  4. more, more

 

  1. Task conflict probably has a ________ relationship with team performance and member satisfaction in that work teams do best under moderate levels of task conflict–too much or too little can hurt performance. A. linear
  2. curvilinear
  3. positive
  4. negative

 

  1. Which of the following terms refers to interpersonal conflict including personality clashes? A. task conflict
  2. managerial conflict
  3. relationship conflict
  4. organizational conflict

 

  1. Which of the following terms refers to a change in the way groups integrate information and reconcile different perspectives? A. information processing
  2. perspective shifting
  3. strategy evaluation
  4. goal orientation

 

  1. Diverse team members who feel included and respected are more likely to ________.
  2. share ideas
  3. be committed to group goals
  4. feel engaged
  5. all of these

 

  1. Cooperative group norms in diverse groups tend to _______ over time particularly when members communicate with and see each other more often.
  2. decrease
  3. remain stable
  4. increase
  5. fluctuate randomly

 

  1. Time and group member contact can ______ the positive effects of diversity. A. increase
  2. decrease
  3. never affect
  4. none of these

 

  1. Which of the following terms refers to the sense of being safe, valued, and engaged in a group? A. inclusion
  2. comfort
  3. equity
  4. friendship

 

  1. The perception of age discrimination, regardless of one’s age, is related to which of the following? A. lower employee self-esteem
  2. burnout
  3. stress
  4. all of these

 

  1. __________ can reduce the negative effects of task conflict and help teams better translate their diversity into greater innovation.
  2. Collaborative problem solving
  3. Competitive problem solving
  4. Computerized problem solving
  5. Critical problem solving

 

  1. Race and gender are to relationship conflict as tenure and education level are to ______. A. role conflict
  2. task conflict
  3. social conflict
  4. executive conflict

 

  1. Greater diversity is related to _____ social integration in work groups, which _____ turnover. A. more, decreases
  2. less, increases
  3. more, increases
  4. less, decreases

 

  1. Women tend to perceive more competition in organizations that are ____________. A. male-dominated
  2. female-dominated
  3. gender-integrated
  4. none of these

 

  1. Which of the following is an example of task conflict?
  2. two co-workers arguing about an appropriate deadline for a project
  3. two co-workers arguing about a political issue
  4. a group of co-workers gossiping about the personal life of their boss D. a group of co-workers discussing the weather

 

  1. Which of the following is an example of relationship conflict?
  2. a disagreement about how to delegate tasks to a work group
  3. a disagreement about the ultimate goal of a project
  4. a verbal attack on one employee’s personal motives
  5. a dispute regarding the interpretation of the policy manual

 

  1. Relationship conflict is strongly related to _______.
  2. lower team performance
  3. lower member satisfaction
  4. gender diversity
  5. all of these

 

  1. Men in groups made up mostly of women are ____________.
  2. less attached to the group
  3. absent less often
  4. more likely to stay with the company
  5. none of these

 

  1. Diverse groups are _____ able to provide for all of their members’ needs and tend to have _____ integration and communication than do homogenous groups.
  2. more, more
  3. more, less
  4. less, more
  5. less, less

 

  1. Social categorization theory states that we sort ourselves and others into which of the following categories?
  2. powerful group members and powerless group members
  3. similar in-group members and dissimilar out-group members
  4. allies and enemies
  5. compatible co-workers and non-compatible co-workers

 

  1. The belief that one’s own language, native country, and cultural rules and norms are superior to all others is called __________.
  2. egocentrism
  3. polycentrism
  4. ethnocentrism
  5. anthropocentrism

 

  1. Which of the following is/are influenced by organizational networks?
  2. knowledge sharing
  3. resource accessibility
  4. work opportunities
  5. all of these

 

  1. Steve Larson, Senior Diversity Consultant for Wachovia, points out that successful diversity programs must engage __________.
  2. Black women
  3. White men
  4. young men
  5. young women

 

  1. Research has found that group _______ is better than ________ in terms of affecting positive work-related behavior and attitudes.
  2. competitiveness, cooperativeness
  3. cooperativeness, competitiveness
  4. heterogeneity, homogeneity
  5. homogeneity, heterogeneity

 

  1. As voluntary efforts are made by companies to promote inclusion, members of groups who traditionally have been the predominant employees of a particular workforce or occupation may grow anxious or angry. This phenomenon demonstrates which of the following barriers to inclusion?
  2. perceived threat of loss
  3. ethnocentrism
  4. prejudice
  5. the “like me” bias

 

  1. Stereotypes can be based on which of the following characteristics? A. race
  2. religion
  3. disability
  4. all of these

 

  1. According to Steve Larson, Senior Diversity Consultant for Wachovia, excluding White men from diversity programs can contribute to their __________.
  2. happiness
  3. resistance to ongoing diversity efforts
  4. company loyalty
  5. ignorance

 

  1. If employees perceive a direct threat to their career opportunities, they are likely to ___________. A. feel the need to protect their own prospects by impeding the prospects of others
  2. be very helpful to minority employees
  3. be very supportive of diversity initiatives
  4. help recruit diverse candidates for new positions

 

  1. The barriers to inclusion stem from which of the following?
  2. psychological factors
  3. employee unawareness
  4. all of these
  5. decision making factors

 

  1. Access to organizational networks is important for ________.
  2. job performance
  3. mentoring opportunities
  4. being seen as a candidate for promotion
  5. all of these

 

  1. What is the most important element in effectively leveraging the positive potential of diversity? A. support from lower level managers
  2. affirmative action
  3. a clearly written policy manual
  4. top management support

 

  1. Which of the following creates a more inclusive environment?
  2. enhancing all employees’ cultural awareness and empathy through diversity training
  3. creating training, development, and advancement opportunities
  4. creating fair company policies and practices that give all employees equal access to performance feedback
  5. all of these

 

  1. Reciprocal mentoring: matches _______ with __________ to allow both people to learn more about a different group
  2. senior employees, diverse junior employees
  3. secretaries, janitors
  4. men, women
  5. managers, trustees

 

  1. Human resource outsourcing firm Hewitt Associates’ Cross-Cultural Learning Partners Program paired the _______ and each of his direct reports with _______ in order to better learn about reciprocal mentoring. A. janitor, secretaries
  2. top manager, the CEO
  3. CEO, diverse associates
  4. oldest employee, youngest employee

 

  1. Diversity initiatives at PNC Financial Services include which of the following? A. an employee referral program
  2. an assigned mentor
  3. mentoring programs for all employees
  4. all of these

 

  1. To more effectively hire and retain diverse employees, it is important to be vigilant about first making sure that highly qualified job candidates are ______.
  2. enthusiastic
  3. diverse
  4. homogenous
  5. intelligent

 

  1. Ensuring that the promotion process proactively identifies diverse candidates in the pipeline helps to prevent inadvertently_______________.

 

  1. promoting them
  2. secluding them
  3. overlooking them
  4. demoting them

 

  1. Everyone has biases whether they are aware of them or not—diversity training should enable employees to do which of the following?
  2. become aware of them and learn to control them
  3. none of these
  4. hide them
  5. eliminate them

 

  1. To promote awareness and empathy, MetLife implemented which type of program?
  2. a round table event where employees engaged in open discussion
  3. a company retreat to build better relationships
  4. a “diversity live” series using professional actors
  5. a company picnic where employees played games
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