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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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

 

2. 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

 

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

 

4. Diversity is mostly about demographics. True    False

 

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

 

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

 

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

 

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

 

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

 

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

 

11. 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

 

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

 

13. 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

 

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

 

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

 

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

 

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

 

18. 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

 

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

 

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

 

21. 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

 

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

 

23. 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

 

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

True    False

 

25. 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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

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

 

34. Diversity alone guarantees positive organizational outcomes. True    False

 

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

 

36. 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

 

37. 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

 

38. 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

 

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

 

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

 

41. 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

 

42. 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

 

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

 

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

 

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

 

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

 

47. 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

 

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

 

49. 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

 

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

 

51. 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
52. promotion
53. evaluation
54. all of these

 

52. 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

 

53. Some of the first diversities that people think about are _____.
54. gender
55. race
56. age
57. all of these

 

54. ____ refers to the variety of observable and unobservable similarities and differences among people. A. Uniqueness
55. Race
56. Characteristics
57. Diversity

 

55. Which of the following is considered diversity?
56. life experiences
57. educational background
58. where someone is from
59. all of these

 

56. Diversity is much more than ____ and can reflect combinations of characteristics rather than a single attribute.
57. appearance
58. demographics
59. gender
60. attitudes

 

57. ______ refers to observable differences in people, including race, age, ethnicity, physical abilities, physical characteristics, and gender.
58. Surface-level diversity
59. Deep-level diversity
60. All-level diversity
61. Longitudinal diversity

 

58. ______ refers to individual differences that cannot be seen directly, including goals, values, personalities, decision-making styles, knowledge, skills, abilities, and attitudes.
59. Surface-level diversity
60. Deep-level diversity
61. All-level diversity
62. Longitudinal diversity

 

59. When you notice that someone is tall, what type of diversity are you noticing? A. attitudinal diversity
60. deep-level diversity
61. surface-level diversity
62. longitudinal diversity

 

60. ____ 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.
61. Attitudinal diversity
62. Deep-level diversity
63. Surface-level diversity
64. Longitudinal diversity

 

61. If you thought you were different from other people at work because of a lower pay rate, you would have the diversity perspective of _________.
62. attitudinal diversity
63. deep-level diversity
64. surface-level diversity
65. relational demography

 

62. ______ is a single group member’s similarities to and differences from other group members. A. Surface-level diversity
63. Relational demography
64. Attitudinal diversity
65. Deep-level diversity

 

63. 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 ____.
64. disparity
65. variety
66. token
67. separation

 

64. _____ means differences in a certain type or category, including group members’ expertise, knowledge, or functional background.
65. Disparity
66. Variety
67. Token
68. Separation

 

65. _____ reflects dissimilarity in an attitude or value, for example, especially with regards to group goals or processes. A. Disparity
66. Variety
67. Token
68. Separation

 

66. _____ 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

 

67. A team that has a CEO, vice president, and two mid-level managers on it would have which of the following types of diversity?
68. disparity
69. variety
70. token
71. separation

 

68. A team that has a marketing professional, a materials specialist, and an engineer represent what type of diversity? A. disparity
69. variety
70. token
71. separation

 

69. Research has found that firm performance _____ when employees have more ____ attitudes toward diversity.
70. increases; positive
71. decreases; negative
72. increases; negative
73. decreases; positive

 

70. At cereal giant Kellogg Company, ____ and _____ are critical to competing successfully in the global marketplace. A. sales; marketing
71. diversity; inclusion
72. engineering; low prices
73. variety; disparity

 

71. Although many managers view diversity as a benefit to their companies, researchers are more divided on the effects diversity has on _________.
72. sales
73. customer perspectives
74. workgroup performance
75. individual performance

 

72. Diversity can be a source of creativity and innovation that can create _____.
73. sales
74. a competitive advantage
75. workgroup performance
76. individual performance

 

73. Having more women in top management positively affects the performance of firms pursuing a/an _____ strategy. A. diverse
74. competitive advantage
75. winning
76. innovation

 

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

 

75. Although many other anti-discrimination laws exist, one of the most important is _____.
76. Title VII of the Civil Rights Act of 1964
77. Title V of the Civil Rights Act of 1954
78. The Civil Rights Act of 1991
79. The Emancipation Proclamation

 

76. Title VII prohibits employee discrimination based on a variety of characteristics. Which of the following is NOT included?
77. race
78. sex
79. sexual orientation
80. religion

 

77. _______ allows monetary damages in cases of intentional employment discrimination.
78. Title VII of the Civil Rights Act of 1964
79. Title V of the Civil Rights Act of 1954
80. The Civil Rights Act of 1991
81. The Emancipation Proclamation

 

78. 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
79. women
80. Hispanics
81. whites

 

79. The ethnic and cultural mix of the U.S. workforce is _____.
80. decreasing
81. becoming more homogeneous
82. changing
83. constant

 

80. What level of the corporate ladder is least diverse?
81. lowest level
82. assembly line worker
83. mid management
84. uppermost leadership (i.e. CEO)

 

81. What group is eBay placing in key decision-making roles the most to increase their diversity? A. women
82. men
83. people experienced with the internet
84. Asians

 

82. The U.S. Bureau of Labor Statistics projects a dramatic increase in workers ____ during the next decade.
83. age 20-30
84. age 30-40
85. age 40-50
86. age 65 and older

 

83. Work teams are often age diverse and it is increasingly likely that _____.
84. an older employee will report to a younger supervisor
85. a younger employee will report to a older supervisor
86. a minority will be the supervisor of a non-minority
87. there will be conflicts because of age differences

 

84. Mismanaging diversity is likely to result in which of the following?
85. costly lawsuits
86. reduced motivation
87. absenteeism among disenfranchised groups
88. all of these

 

85. Being of the same race as other workgroup members is associated with which of the following?
86. lower work group productivity
87. lower commitment to the work group
88. better perceptions of advancement opportunities
89. all of these

 

86. 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
87. party lines
88. lines of prejudice
89. barrier lines

 

87. Which of the following terms refers to members feeling that they are a core part of the group? A. groupthink
88. social integration
89. enmeshment
90. partnership

 

88. 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
89. more, less
90. less, less
91. more, more

 

89. 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
90. curvilinear
91. positive
92. negative

 

90. Which of the following terms refers to interpersonal conflict including personality clashes? A. task conflict
91. managerial conflict
92. relationship conflict
93. organizational conflict

 

91. Which of the following terms refers to a change in the way groups integrate information and reconcile different perspectives? A. information processing
92. perspective shifting
93. strategy evaluation
94. goal orientation

 

92. Diverse team members who feel included and respected are more likely to ________.
93. share ideas
94. be committed to group goals
95. feel engaged
96. all of these

 

93. Cooperative group norms in diverse groups tend to _______ over time particularly when members communicate with and see each other more often.
94. decrease
95. remain stable
96. increase
97. fluctuate randomly

 

94. Time and group member contact can ______ the positive effects of diversity. A. increase
95. decrease
96. never affect
97. none of these

 

95. Which of the following terms refers to the sense of being safe, valued, and engaged in a group? A. inclusion
96. comfort
97. equity
98. friendship

 

96. The perception of age discrimination, regardless of one’s age, is related to which of the following? A. lower employee self-esteem
97. burnout
98. stress
99. all of these

 

97. __________ can reduce the negative effects of task conflict and help teams better translate their diversity into greater innovation.
98. Collaborative problem solving
99. Competitive problem solving
100. Computerized problem solving
101. Critical problem solving

 

98. Race and gender are to relationship conflict as tenure and education level are to ______. A. role conflict
99. task conflict
100. social conflict
101. executive conflict

 

99. Greater diversity is related to _____ social integration in work groups, which _____ turnover. A. more, decreases
100. less, increases
101. more, increases
102. less, decreases

 

100. Women tend to perceive more competition in organizations that are ____________. A. male-dominated
101. female-dominated
102. gender-integrated
103. none of these

 

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

 

102. Which of the following is an example of relationship conflict?
103. a disagreement about how to delegate tasks to a work group
104. a disagreement about the ultimate goal of a project
105. a verbal attack on one employee’s personal motives
106. a dispute regarding the interpretation of the policy manual

 

103. Relationship conflict is strongly related to _______.
104. lower team performance
105. lower member satisfaction
106. gender diversity
107. all of these

 

104. Men in groups made up mostly of women are ____________.
105. less attached to the group
106. absent less often
107. more likely to stay with the company
108. none of these

 

105. Diverse groups are _____ able to provide for all of their members’ needs and tend to have _____ integration and communication than do homogenous groups.
106. more, more
107. more, less
108. less, more
109. less, less

 

106. Social categorization theory states that we sort ourselves and others into which of the following categories?
107. powerful group members and powerless group members
108. similar in-group members and dissimilar out-group members
109. allies and enemies
110. compatible co-workers and non-compatible co-workers

 

107. The belief that one’s own language, native country, and cultural rules and norms are superior to all others is called __________.
108. egocentrism
109. polycentrism
110. ethnocentrism
111. anthropocentrism

 

108. Which of the following is/are influenced by organizational networks?
109. knowledge sharing
110. resource accessibility
111. work opportunities
112. all of these

 

109. Steve Larson, Senior Diversity Consultant for Wachovia, points out that successful diversity programs must engage __________.
110. Black women
111. White men
112. young men
113. young women

 

110. Research has found that group _______ is better than ________ in terms of affecting positive work-related behavior and attitudes.
111. competitiveness, cooperativeness
112. cooperativeness, competitiveness
113. heterogeneity, homogeneity
114. homogeneity, heterogeneity

 

111. 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?
112. perceived threat of loss
113. ethnocentrism
114. prejudice
115. the “like me” bias

 

112. Stereotypes can be based on which of the following characteristics? A. race
113. religion
114. disability
115. all of these

 

113. According to Steve Larson, Senior Diversity Consultant for Wachovia, excluding White men from diversity programs can contribute to their __________.
114. happiness
115. resistance to ongoing diversity efforts
116. company loyalty
117. ignorance

 

114. 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
115. be very helpful to minority employees
116. be very supportive of diversity initiatives
117. help recruit diverse candidates for new positions

 

115. The barriers to inclusion stem from which of the following?
116. psychological factors
117. employee unawareness
118. all of these
119. decision making factors

 

116. Access to organizational networks is important for ________.
117. job performance
118. mentoring opportunities
119. being seen as a candidate for promotion
120. all of these

 

117. What is the most important element in effectively leveraging the positive potential of diversity? A. support from lower level managers
118. affirmative action
119. a clearly written policy manual
120. top management support

 

118. Which of the following creates a more inclusive environment?
119. enhancing all employees’ cultural awareness and empathy through diversity training
120. creating training, development, and advancement opportunities
121. creating fair company policies and practices that give all employees equal access to performance feedback
122. all of these

 

119. Reciprocal mentoring: matches _______ with __________ to allow both people to learn more about a different group
120. senior employees, diverse junior employees
121. secretaries, janitors
122. men, women
123. managers, trustees

 

120. 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
121. top manager, the CEO
122. CEO, diverse associates
123. oldest employee, youngest employee

 

121. Diversity initiatives at PNC Financial Services include which of the following? A. an employee referral program
122. an assigned mentor
123. mentoring programs for all employees
124. all of these

 

122. To more effectively hire and retain diverse employees, it is important to be vigilant about first making sure that highly qualified job candidates are ______.
123. enthusiastic
124. diverse
125. homogenous
126. intelligent

 

123. 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

 

124. Everyone has biases whether they are aware of them or not—diversity training should enable employees to do which of the following?
125. become aware of them and learn to control them
126. none of these
127. hide them
128. eliminate them

 

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