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Chapter 2: Diversity

TRUE/FALSE

 

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

 

ANS: T                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 40                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: What is Diversity?                            KEY: Bloom’s: Knowledge

 

2. Diversity is mostly about demographics.

 

ANS: F                      PTS: 1                       DIF: Difficulty: Challenging

REF: p. 40                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: What is Diversity?                            KEY: Bloom’s: Knowledge

 

3. The fact that Rosa describes herself as both a doctor and a Hispanic shows how diversity reflects combinations of characteristics.

 

ANS: T                      PTS: 1                       DIF: Difficulty: Challenging

REF: p. 40          NAT: BUSPROG: Diversity      STA: DISC: Individual Dynamics TOP: What is Diversity?               KEY: Bloom’s: Application

 

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

 

ANS: T                      PTS: 1                       DIF: Difficulty: Easy

REF: p. 40                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: Types of Diversity                            KEY: Bloom’s: Knowledge

 

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

 

ANS: F                      PTS: 1                       DIF: Difficulty: Easy

REF: p. 40                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: Types of Diversity                            KEY: Bloom’s: Knowledge

 

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

 

ANS: T                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 41                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: Types of Diversity                            KEY: Bloom’s: Knowledge

 

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

 

ANS: T                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 41                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: Types of Diversity                             KEY: Bloom’s: Synthesis

 

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

 

ANS: F                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 42                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: Business Case for Diversity               KEY: Bloom’s: Knowledge

 

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

 

ANS: T                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 43                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: Business Case for Diversity               KEY: Bloom’s: Knowledge

 

10. Diversity is usually not a source of creativity and innovation.

 

ANS: F                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 43                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: Business Case for Diversity               KEY: Bloom’s: Knowledge

 

11. 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.

 

ANS: T                      PTS: 1                       DIF: Difficulty: Challenging

REF: p. 44                NAT: BUSPROG: Diversity

STA: DISC: Legal Responsibilities             TOP: Business Case for Diversity

KEY: Bloom’s: Application

 

12. The ethnic and cultural mix of the U.S. workforce is changing.

 

ANS: T                      PTS: 1                       DIF: Difficulty: Easy

REF: p. 44                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: Diversity Trends                               KEY: Bloom’s: Knowledge

 

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

 

ANS: T                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 44                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: Diversity Trends                               KEY: Bloom’s: Knowledge

 

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

 

ANS: F                      PTS: 1                       DIF: Difficulty: Challenging

REF: p. 46                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: Diversity Trends                               KEY: Bloom’s: Knowledge

 

15. There is little evidence that diversity in top management teams influences group performance.

 

ANS: T                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 47                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: Potential Downside of Diversity         KEY: Bloom’s: Knowledge

 

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

 

ANS: F                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 47                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: Potential Downside of Diversity         KEY: Bloom’s: Comprehension

 

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

 

ANS: T                      PTS: 1                       DIF: Difficulty: Easy

REF: p. 49                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: How Does Diversity Influence Individual and Organizational Outcomes?

KEY: Bloom’s: Knowledge

 

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

 

ANS: T                      PTS: 1                       DIF: Difficulty: Easy

REF: p. 49                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: How Does Diversity Influence Individual and Organizational Outcomes? KEY: Bloom’s: Knowledge

 

19. 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.

 

ANS: T                      PTS: 1                       DIF: Difficulty: Easy

REF: p. 49                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: How Does Diversity Influence Individual and Organizational Outcomes?

KEY: Bloom’s: Analysis

 

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

 

ANS: T PTS: 1 DIF: Difficulty: Easy  REF: p. 49 NAT: BUSPROG: Diversity STA: DISC: HRM

TOP: How Does Diversity Influence Individual and Organizational Outcomes? KEY: Bloom’s: Synthesis

 

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

 

ANS: F                      PTS: 1                       DIF: Difficulty: Easy

REF: p. 48                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: How Does Diversity Influence Individual and Organizational Outcomes? KEY: Bloom’s: Knowledge

 

 

 

22. Lower status group members are less likely to share their ideas or challenge the ideas of the higherstatus members.

 

ANS: T                      PTS: 1                       DIF: Difficulty: Easy

REF: p. 48                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: How Does Diversity Influence Individual and Organizational Outcomes? KEY: Bloom’s: Knowledge

 

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

 

ANS: T PTS: 1 DIF: Difficulty: Easy  REF: p. 48 NAT: BUSPROG: Diversity STA: DISC: HRM

TOP: How Does Diversity Influence Individual and Organizational Outcomes?

KEY: Bloom’s: Knowledge

 

24. Ethnocentrism often has less to do with prejudice and more to do with inexperience or ignorance.

 

ANS: T                      PTS: 1                       DIF: Difficulty: Easy

REF: p. 52          NAT: BUSPROG: Diversity      STA: DISC: Individual Dynamics TOP: Barriers to Inclusion    KEY: Bloom’s: Comprehension

 

25. Title VII effectively eliminated all bigotry in workplaces.

 

ANS: F                      PTS: 1                       DIF: Difficulty: Easy

REF: p. 51                NAT: BUSPROG: Diversity

STA: DISC: Legal Responsibilities              TOP: Barriers to Inclusion

KEY: Bloom’s: Evaluation

 

26. All organizations have formal and informal networks.

 

ANS: T                      PTS: 1                       DIF: Difficulty: Easy

REF: p. 52                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: Barriers to Inclusion                          KEY: Bloom’s: Knowledge

 

27. Organizational networks do not affect mentoring opportunities.

 

ANS: F                      PTS: 1                       DIF: Difficulty: Easy

REF: p. 52                NAT: BUSPROG: Diversity                        STA: DISC: HRM

TOP: Barriers to Inclusion                          KEY: Bloom’s: Comprehension

 

28. The “like me” bias is inconsistent with social categorization theory.

 

ANS: F                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 51                NAT: BUSPROG: Diversity                        STA: DISC: HRM

TOP: Barriers to Inclusion                          KEY: Bloom’s: Analysis

 

29. The “like me” bias can be either conscious or unconscious.

 

ANS: T                      PTS: 1                       DIF: Difficulty: Easy

REF: p. 51                NAT: BUSPROG: Diversity                          STA: DISC: Individual Dynamics

TOP: Barriers to Inclusion                          KEY: Bloom’s: Analysis

 

30. Women and minorities are never excluded from informal organizational networks.

 

ANS: F                      PTS: 1                       DIF: Difficulty: Easy

REF: p. 52                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: Barriers to Inclusion                          KEY: Bloom’s: Knowledge

 

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

 

ANS: F                      PTS: 1                       DIF: Difficulty: Easy

REF: p. 51          NAT: BUSPROG: Diversity      STA: DISC: Group Dynamics TOP: Barriers to Inclusion    KEY: Bloom’s: Knowledge

 

32. Diversity alone guarantees positive organizational outcomes.

 

ANS: F                      PTS: 1                       DIF: Difficulty: Easy

REF: p. 53                NAT: BUSPROG: Diversity                        STA: DISC: HRM

TOP: Managing Diversity                           KEY: Bloom’s: Knowledge

 

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

 

ANS: T                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 53                NAT: BUSPROG: Diversity                        STA: DISC: HRM

TOP: Managing Diversity                           KEY: Bloom’s: Analysis

 

34. 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.

 

ANS: F                      PTS: 1                       DIF: Difficulty: Easy

REF: p. 53                NAT: BUSPROG: Diversity                        STA: DISC: HRM

TOP: Managing Diversity                           KEY: Bloom’s: Knowledge

 

35. 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.

 

ANS: T                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 53                NAT: BUSPROG: Diversity                        STA: DISC: HRM

TOP: Managing Diversity                           KEY: Bloom’s: Comprehension

 

36. 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.

 

ANS: T                      PTS: 1                       DIF: Difficulty: Easy

REF: p. 53                NAT: BUSPROG: Diversity                        STA: DISC: Strategy

TOP: Managing Diversity                           KEY: Bloom’s: Comprehension

 

 

 

 

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

 

ANS: F                      PTS: 1                       DIF: Difficulty: Easy

REF: p. 54                NAT: BUSPROG: Diversity                        STA: DISC: HRM

TOP: Managing Diversity                           KEY: Bloom’s: Comprehension

 

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

 

ANS: T                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 54                NAT: BUSPROG: Diversity                          STA: DISC: Individual Dynamics

TOP: Managing Diversity                           KEY: Bloom’s: Knowledge

 

39. 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.

 

ANS: F                      PTS: 1                       DIF: Difficulty: Easy

REF: p. 54                NAT: BUSPROG: Diversity                        STA: DISC: HRM

TOP: Managing Diversity                           KEY: Bloom’s: Comprehension

 

40. 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.

 

ANS: T                      PTS: 1                       DIF: Difficulty: Easy

REF: p. 54                NAT: BUSPROG: Diversity                         STA: DISC: Leadership Principles

TOP: Managing Diversity                           KEY: Bloom’s: Comprehension

 

41. Diversity metrics allow companies to monitor their progress and to define their priorities for future action.

 

ANS: F                      PTS: 1                       DIF: Difficulty: Easy

REF: p. 56                NAT: BUSPROG: Diversity                        STA: DISC: Strategy

TOP: Managing Diversity                           KEY: Bloom’s: Knowledge

 

42. Societal culture is an important source of diversity.

 

ANS: T                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 56                NAT: BUSPROG: Diversity

STA: DISC: Environmental Influence          TOP: The Role of Societal Culture

KEY: Bloom’s: Knowledge

 

43. National boundaries always coincide with cultural boundaries.

 

ANS: F                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 56                NAT: BUSPROG: Diversity

STA: DISC: Environmental Influence TOP: The Role of Societal Culture KEY: Bloom’s: Knowledge

 

 

 

 

 

44. High individualism reflects loose ties with others.

 

ANS: T                      PTS: 1                       DIF: Difficulty: Easy

REF: p. 58                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: The Role of Societal Culture              KEY: Bloom’s: Knowledge

 

45. 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.

 

ANS: F                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 57                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: The Role of Societal Culture              KEY: Bloom’s: Application

 

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

 

ANS: T                      PTS: 1                       DIF: Difficulty: Easy

REF: p. 58                NAT: BUSPROG: Diversity

STA: DISC: Environmental Influence TOP: The Role of Societal Culture KEY: Bloom’s: Knowledge

 

47. 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.

 

ANS: T                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 58                NAT: BUSPROG: Diversity

STA: DISC: Environmental Influence TOP: The Role of Societal Culture KEY: Bloom’s: Application

 

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

 

ANS: F                      PTS: 1                       DIF: Difficulty: Easy

REF: p. 60                NAT: BUSPROG: Diversity

STA: DISC: Ethical Responsibilities            TOP: The Role of Societal Culture

KEY: Bloom’s: Knowledge

 

MULTIPLE CHOICE

 

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

 

 

ANS: D                     PTS: 1                       DIF: Difficulty: Moderate

REF: p. 40          NAT: BUSPROG: Diversity      STA: DISC: Individual Dynamics TOP: What is Diversity?               KEY: Bloom’s: Knowledge

 

 

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

 

 

ANS: D                     PTS: 1                       DIF: Difficulty: Moderate

REF: p. 40                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: What is Diversity?                            KEY: Bloom’s: Knowledge

 

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

 

 

ANS: D                     PTS: 1                       DIF: Difficulty: Moderate

REF: p. 40                NAT: BUSPROG: Diversity                          STA: DISC: Individual Dynamics

TOP: What is Diversity?                            KEY: Bloom’s: Knowledge

 

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

 

 

ANS: B                      PTS: 1                       DIF: Difficulty: Challenging

REF: p. 40          NAT: BUSPROG: Diversity      STA: DISC: Individual Dynamics TOP: What is Diversity?               KEY: Bloom’s: Knowledge

 

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

 

 

ANS: A                     PTS: 1                       DIF: Difficulty: Moderate

REF: p. 40                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: Types of Diversity                            KEY: Bloom’s: Knowledge

 

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

 

 

ANS: B                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 40          NAT: BUSPROG: Diversity      STA: DISC: Group Dynamics TOP: Types of Diversity    KEY: Bloom’s: Knowledge

 

 

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

 

 

ANS: C                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 40                NAT: BUSPROG: Diversity                          STA: DISC: Individual Dynamics

TOP: Types of Diversity                            KEY: Bloom’s: Application

 

8. ____ 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. a. Attitudinal diversity
   1. Deep-level diversity
   2. Surface-level diversity
   3. Longitudinal diversity

 

 

ANS: B                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 40          NAT: BUSPROG: Diversity      STA: DISC: Group Dynamics TOP: Types of Diversity    KEY: Bloom’s: Knowledge

 

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

 

 

ANS: D                     PTS: 1                       DIF: Difficulty: Challenging

REF: p. 40          NAT: BUSPROG: Diversity      STA: DISC: Group Dynamics TOP: Types of Diversity    KEY: Bloom’s: Application

 

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

 

 

ANS: B                      PTS: 1                       DIF: Difficulty: Easy

REF: p. 41                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: Types of Diversity                            KEY: Bloom’s: Knowledge

 

11. 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 ____. a. disparity
    1. variety
    2. token
    3. separation

 

 

ANS: C                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 41                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: Types of Diversity                            KEY: Bloom’s: Knowledge

 

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

 

 

ANS: B                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 41                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: Types of Diversity                            KEY: Bloom’s: Knowledge

 

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

 

 

ANS: D                     PTS: 1                       DIF: Difficulty: Moderate

REF: p. 41                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: Types of Diversity                            KEY: Bloom’s: Knowledge

 

14. _____ 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

 

 

ANS: A                     PTS: 1                       DIF: Difficulty: Moderate

REF: p. 41                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: Types of Diversity                            KEY: Bloom’s: Knowledge

 

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

 

 

ANS: A                     PTS: 1                       DIF: Difficulty: Moderate

REF: p. 41          NAT: BUSPROG: Diversity      STA: DISC: Group Dynamics TOP: Types of Diversity    KEY: Bloom’s: Application

 

 

 

 

 

 

 

 

 

 

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

 

 

ANS: B                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 42          NAT: BUSPROG: Diversity      STA: DISC: Group Dynamics TOP: Types of Diversity    KEY: Bloom’s: Application

 

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

 

 

ANS: A                     PTS: 1                       DIF: Difficulty: Moderate

REF: p. 42                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: Business Case for Diversity               KEY: Bloom’s: Knowledge

 

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

 

 

ANS: B                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 43                NAT: BUSPROG: Diversity                        STA: DISC: Strategy

TOP: Business Case for Diversity               KEY: Bloom’s: Application

 

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

 

 

ANS: C                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 43                NAT: BUSPROG: Diversity                       STA: DISC: Group Dynamics

TOP: Business Case for Diversity               KEY: Bloom’s: Knowledge

 

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

 

 

ANS: B                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 43                NAT: BUSPROG: Diversity                        STA: DISC: Strategy

TOP: Business Case for Diversity               KEY: Bloom’s: Knowledge

 

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

 

 

ANS: D                     PTS: 1                       DIF: Difficulty: Moderate

REF: p. 43                NAT: BUSPROG: Diversity                        STA: DISC: Strategy

TOP: Business Case for Diversity               KEY: Bloom’s: Knowledge

 

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

 

 

ANS: D                     PTS: 1                       DIF: Difficulty: Challenging

REF: p. 43                NAT: BUSPROG: Diversity

STA: DISC: Environmental Influence TOP: Business Case for Diversity KEY: Bloom’s: Knowledge

 

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

 

 

ANS: A                     PTS: 1                       DIF: Difficulty: Moderate

REF: p. 44                NAT: BUSPROG: Diversity

STA: DISC: Legal Responsibilities TOP: Business Case for Diversity KEY: Bloom’s: Knowledge

 

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

 

 

ANS: C                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 44                NAT: BUSPROG: Diversity

STA: DISC: Legal Responsibilities TOP: Business Case for Diversity KEY: Bloom’s: Knowledge

 

 

 

 

 

 

 

 

 

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

 

 

ANS: C                      PTS: 1                       DIF: Difficulty: Moderate

REF: p. 44                NAT: BUSPROG: Diversity

STA: DISC: Legal Responsibilities TOP: Business Case for Diversity KEY: Bloom’s: Knowledge