Chapter 4 Managing Diversity: Managing Human Resources, 8e, Global Edition (Gomez-Mejia Et Al.)

Managing Human Resources, 8e, Global Edition (Gomez-Mejia et al.
)
Chapter 4 Managing Diversity
1) Diversity is best defined as:

A) biological elements over which individuals have little or no physical control.
B) the personal choices individuals make regarding their lifestyles and goals.
C) all the human characteristics that make people different from each other.
D) affirmative action practices required in the workplace.
Answer: C
Diff: 2
AACSB: Diverse and multicultural work environments
Skill: Concept
LO: 4.1: Understand the meaning of diversity
2) Jorge is from Guatemala. Amanda, an American co-worker, assumes that Jorge, (and all
Guatemalans) are just like her two Latina friends, and that the three share the same abilities,
likes, and dislikes. Amanda is guilty of:
A) discrimination.
B) stereotyping.
C) harassment.
D) inclusiveness.
Answer: B
Diff: 2
Skill: Application
3) Diversity is primarily a function of:

A) stereotyping.
B) group membership.
C) individual characteristics.
D) segmented communication networks.
Answer: C
Diff: 1
Skill: Concept
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4) When identifying individual characteristics in groups of people, it is very likely that:
A) two groups will have substantial overlap with regard to any given characteristic.
B) two groups will have very little overlap with regard to any given characteristic.
C) the overlap that occurs between two groups is affected by the groups' interactions with one
another.
D) overlap is a function of two groups' geographical closeness.
Answer: A
Diff: 2
Skill: Concept
5) Which term is synonymous with diversity management and involves making all employees
feel like an integrated part of an organization and its success regardless of race, gender, or age?
A) Multicultural training
B) Affirmative action
C) Cultural orientation
D) Inclusiveness
Answer: D
Diff: 1
Skill: Concept
6) The number of people over age 55 in the United States will grow by approximately ________
over the next decade.
A) 5%
B) 25%
C) 45%
D) 65%
Answer: C
Diff: 1
Skill: Concept
7) ________ and ________ are two groups that have experienced workforce participation
increases in recent years, and they are expected to continue that trend in the future.
A) African-Americans / White Americans
B) Asian-Americans / Hispanic Americans
C) White Americans / Asian-Americans
D) Hispanic Americans / African-Americans
Answer: B
Diff: 2
Skill: Concept
2
8) Changing workforce demographics is exemplified by the fact that, of the 20 million jobs
created over the next ten years, women and minorities will fill:
A) 22%.
B) 34%.
C) 48%.
D) 75%.
Answer: D
Diff: 1
Skill: Concept
9) Workforce diversity can most likely enhance organizational effectiveness by:

A) reducing training costs and improving quality.
B) decreasing communications problems and conflicts.
C) creating greater human resource system stability.
D) increasing creativity and improving problem solving.
Answer: D
Diff: 2
Skill: Concept
10) Colgate's rise to the top spot in the oral care market is primarily considered a result of:
A) product development teams focusing on aging populations.
B) female managers rising to executive positions.
C) creating minority apprenticeship programs.
D) implementing diversity training.
Answer: A
Diff: 2
Skill: Concept
3
Additional Case 4.1
As the Director of HR, David is leading a management discussion to plan and implement a
diversity management program. David is concerned that management, while tolerant, tends to
stereotype minorities and this will eventually lead to difficulties for the firm. The company's top
three markets are in Los Angeles, Chicago, and Miami. All three markets are heavily Latino in
make-up. The senior management team is all male. The youngest member is 58 years of age.
Martinez, the VP of Operations, feels that people should blend together and that focusing on
differences merely creates divisions. He thinks that you should have a common training program
to create a unified "American" company culture. Patrick, VP of Finance, doesn't see the need for
a program. He respects that people are different, but he feels that once you get to know a
Hispanic, African-American, or Asian-American, you know how to work with any Hispanic,
African-American, or Asian-American. Moreover, Patrick doesn't believe the company should
get into affirmative action programs. The firm tried it ten years ago, and it created many
problems.
Simon, the CEO, thinks a diversity management program is important. He believes the company
is missing some important talent without such a program. Simon feels that the company can
create a competitive advantage by being in the lead on this issue and also believes the changing
workforce is going to require adjustments in the future.
11) Refer to Additional Case 4.1. Martinez's approach to diversity management:

A) is most likely based on a perspective that people can control the factors that make them
diverse.
B) assumes that the company does not need to worry about diversity because demographic trends
are moving away from it.
C) expresses the belief that the key to understanding diversity is understanding each individual's
group membership.
D) reflects the growing competition for opportunities among minority groups.
Answer: A
Diff: 3
Skill: Synthesis
12) Refer to Additional Case 4.1. Patrick is most likely directed by:
A) his belief that people can control the factors that make them diverse.
B) shifts in the demographic make-up of the workforce.
C) the firm's legal responsibilities.
D) his own cognitive structure.
Answer: D
Diff: 3
Skill: Application
4
13) Refer to Additional Case 4.1. David most likely believes that:
A) affirmative action programs have improved communication and retention rates within the
firm.
B) a diverse workforce would improve the firm's ability to compete in multicultural markets.
C) diversity management is not a long-term issue for the company.
D) minority shareholders are disappointed with the firm's direction.
Answer: B
Diff: 3
Skill: Critical Thinking
14) Refer to Additional Case 4.1. Which of the following can most likely be inferred from
Simon's attitude?
A) The needs of minority markets are difficult to assess.
B) The firm's previous attempts at affirmative action were costly.
C) The concept of the melting pot in American culture is no longer achievable.
D) The company make-up should reflect its market to gain a competitive advantage.
Answer: D
Diff: 3
15) When seeking to understand diversity, it is important to distinguish between diversity and the
sources of diversity because they are not the same thing.
Answer: TRUE
Diff: 1
Skill: Concept
16) Diversity, the human characteristics that make people different from one another, consists
solely of characteristics that cannot be controlled by the individual.
Answer: FALSE
Diff: 2
Skill: Concept
17) The concept of diversity management is simply a new label for affirmative action.
Answer: FALSE
Diff: 2
Skill: Concept
5
18) The percentage of minorities in the workforce has declined 20% over the last ten years
because of immigration laws, while the number of women in the workforce has doubled.
Answer: FALSE
Diff: 2
Skill: Concept
19) The percentage of women in the workforce is increasing, while the number of men in the
workforce is decreasing.
Answer: TRUE
Diff: 2
Skill: Concept
20) Heterogeneity in organizations tends to lead to communication confusion and groupthink.

Answer: FALSE
Diff: 1
Skill: Concept
21) ________ is human characteristics that make people different from one another.
Answer: Diversity
Diff: 2
Skill: Concept
22) The set of activities involved in integrating nontraditional employees into the workforce and
using their diversity to the firm's competitive advantage is referred to as ________.
Answer: management of diversity
Diff: 1
Skill: Concept
6
23) According to the universal concept of management, management practices should be
________.
A) culturally-based
B) standardized
C) flexible
D) diverse
Answer: B
Diff: 1
Skill: Concept
LO: 4.2: Develop familiarity with major challenges in managing employee diversity
24) The ________ concept of management asserts that management practices should be molded
to the different sets of values, beliefs, attitudes, and behaviors exhibited by a diverse workforce.
A) universal
B) affirmative action
C) segmented
D) cultural relativity
Answer: D
Diff: 2
Skill: Concept
25) The fact that most interactions within an organization occur between members of the same
sex and race demonstrates the diversity management challenge of:
A) group cohesiveness.
B) minority employee retention.
C) affirmative action resentment.
D) communication channel segmentation.
Answer: D
Diff: 2
Skill: Concept
26) It is most likely a challenge to convince people to value diversity because:

A) it is seen as diminishing the common ground necessary to a viable society.
B) diversity programs have created a violent employee backlash.
C) affirmative action programs have been eliminated.
D) it tends to decrease organizational flexibility.
Answer: A
Diff: 2
Skill: Concept
7
27) Which of the following is LEAST likely to occur in a firm with segmented communication
channels?
A) An inability to capitalize on diverse perspectives
B) Increasing deterioration of groupthink mentality
C) Unintentional penalties against minorities
D) A lack of common ground across groups
Answer: B
Diff: 3
Skill: Concept
28) Which of the following is LEAST likely to occur in a firm with a glass ceiling?
A) Low job satisfaction among minorities
B) Low retention rates among women
C) High group cohesiveness
D) High training costs
Answer: C
Diff: 2
Skill: Concept
29) According to the text, what is the best strategy to handle the various challenges of managing
a diverse workforce?
A) Assume an individual's behavior is based on an ethnic grouping.
B) Realize that group membership determines individual behaviors.
C) Treat employees as individuals rather than as members of a group.
D) Focus on the sources of diversity rather than affirmative action guidelines.
Answer: C
Diff: 2
Skill: Concept
30) Shakira, who is Latina, is concerned that Latinos seem to be receiving less employment
assistance and training than African-Americans at local businesses. Her concern is most likely
the result of:
A) rising competition for job opportunities.
B) segmented communication networks.
C) a male-dominated social culture.
D) stereotyping.
Answer: A
Diff: 2
Skill: Application
8
Additional Case 4.2
MGN, Inc. is a Fortune 500 company that wants to manage its diverse workforce more
effectively. HR is facilitating meetings among middle managers to communicate this idea and to
gather input from the managers about the best way to accomplish this goal.
Mercedes, a Latina manager, suggests that the company does not need to do more than what is
already being done. She cites the company's previous affirmative action plan. "Also," she argues,
"we've given African-Americans and Asian-Americans more than enough opportunity. I tried to
promote a Latino to supervisor position, and you guys (HR dept.) told me I really needed to give
Kym, an African-American, the opportunity."
Paul, a white supervisor, feels that management is management. Managing diversity is just a
gimmick or a passing fad. "I've been a supervisor for 20 years, and I've found that if I treat
people fairly and listen to them, things work out just fine."
Ana, a relatively new middle-manager, is a bit more positive about the idea but has significant
reservations. She feels, however, that the company really needs to give women and minorities
access to the "old boys' network." If all the company does is conduct training and devise slogans,
nothing will happen.
Finally, Rahkim, an African-American supervisor, says he doesn't care what they do. He's giving
notice because he's joining some other African-Americans in starting their own company. He's
been a supervisor for five years and has been passed over for promotion twice. He feels that he
has experienced discrimination because he's African-American.
31) Refer to Additional Case 4.2. The case study shows a number of challenges to implementing
a diversity management program. Mercedes' concerns represent which of the following
challenges?
A) Glass ceiling hindrances
B) Lack of adequate support groups
C) Segmented communication networks
D) Increasing competition for opportunities
Answer: D
Diff: 2
Skill: Application
9
32) Refer to Additional Case 4.2. Which manager would most likely agree with the universal
concept of management?
A) Mercedes
B) Paul
C) Ana
D) Rahkim
Answer: B
Diff: 3
Skill: Application
33) Refer to Additional Case 4.2. Ana's concerns most likely reflect the experiences of women
and minorities with:
A) corporate cultural relativity.
B) resistance to organizational change.
C) segmented communication networks.
D) resentment between competing minorities.
Answer: C
Diff: 3
Skill: Application
34) Refer to Additional Case 4.2. Rahkim's statements indicate the firm's general problem with:
A) interpersonal communication conflicts.
B) resentment towards affirmative action.
C) inadequate career growth opportunities.
D) job competition between minority groups.
Answer: C
Diff: 3
35) Refer to Additional Case 4.2. As you review the comments and thoughts of these various
managers, what challenge to managing diversity seems to be expressed by all?
A) Valuing diversity
B) Individual vs. group fairness
C) Resistance to change
D) Segmented communication networks
Answer: C
Diff: 3
10
Additional Case 4.4
Xavier has just become the head of HR at Hot Rods, Inc. He notices that the company is very
homogenous, especially in light of the very diverse community in which it is located. He is
surprised to find that the number of women and other minorities is quite low in all positions. As
one of his first responsibilities, Xavier wants to implement a diversity program at Hot Rods.
36) Refer to Additional Case 4.4. Xavier most likely finds that there is relatively little interaction
between men and women and between minorities and non-protected class members at Hot Rods.
These are clear examples of:
A) segmented communication networks.
B) the effects of the glass ceiling.
C) resistance to change.
D) competition for opportunities.
Answer: A
Diff: 2
Skill: Application
37) Refer to Additional Case 4.4. Xavier institutes a diversity program at Hot Rods and, despite
his best efforts, people make critical comments about it. Some men are complaining that more
women have been hired simply because of their gender and that they lack the necessary skills to
perform their jobs. This is most likely a manifestation of:
A) inclusiveness.
B) high turnover.
C) resentment.
D) cultural determinism.
Answer: C
Diff: 2
Skill: Application
38) The cultural relativity concept of management encourages flexibility in management

practices related to the diversity of the given workforce.
Answer: TRUE
Diff: 1
Skill: Concept
11
39) Segmented communication channels exist only in high-level business positions because of
the increased political nature of such jobs.
Answer: FALSE
Diff: 2
Skill: Concept
40) One side effect of EEO law enforcement is the belief among managers and mainstream
employees that organizations have had to compromise their standards to comply.
Answer: TRUE
Diff: 1
Skill: Concept
41) The "glass ceiling" is an intangible barrier within an organization that prevents members of
non-protected classes from filling positions above a certain level.
Answer: FALSE
Diff: 2
Skill: Concept
42) The management concept holding that all management practices should be standardized is
called the ________.
Answer: universal concept of management
Diff: 2
Skill: Concept
43) ________ is the management concept holding that management practices should be molded
to the different sets of values, beliefs, attitudes, and behaviors exhibited by a diverse workforce.
Answer: Cultural relativity concept of management
Diff: 2
Skill: Concept
44) A(n) ________ is the intangible barrier in an organization that prevents female and minority
employees from rising to positions above a certain level.
Answer: glass ceiling
Diff: 1
Skill: Concept
12
45) What are the challenges a company typically faces in managing employee diversity? What
are some methods that can help firms reduce conflicts caused by diversity?
Answer: Summary of suggested answer - Students' elaboration will vary, but the challenges are:
• Valuing diversity
• Striving for individual vs. group fairness
• Resistance to change by existing organizational cultures
• Group cohesiveness vs. interpersonal conflict
• Segmenting of communication channels, resentment by the existing majority
• Backlash by the same majority, retention of talented minorities and women
• Competition for opportunities among minority groups.
Diversity training programs, support groups, accommodations for family needs, and mentoring
programs can help minimize conflicts.
Diff: 3
Skill: Synthesis
46) Which term refers to the activities involved in integrating nontraditional employees into the
workforce and using their diversity as a competitive advantage?
A) Equal employment opportunity
B) Affirmative action
C) Diversity training
D) Diversity management
Answer: D
Diff: 1
Skill: Concept
47) African-Americans, as a group, tend to face two major problems in organizations. The first is
intentional racism. The second is:
A) resentment due to preferential treatment.
B) inadequate educational preparation for the workplace.
C) failure of civil rights laws to improve employment opportunities.
D) a general lack of experience in higher level jobs due to past discrimination.
Answer: B
Diff: 2
Skill: Concept
LO: 4.3: Become aware of major elements of diversity in organizations
13
48) Generally speaking, in many organizations, Asian-Americans are:
A) underrepresented in technical fields.
B) over-represented in academic institutions.
C) considered an advantaged group and therefore not eligible for special consideration.
D) the only minority group appropriately represented numerically in top corporate positions.
Answer: C
Diff: 3
Skill: Concept
49) Approximately 43 million people in the United States today are disabled. Of that number,
about ________ are actively employed.
A) 2 million
B) 6 million
C) 15 million
D) 25 million
Answer: C
Diff: 1
Skill: Concept
50) Shakil is a computer programmer confined to a wheelchair due to a spinal injury. He's been
on the job for about six weeks. None of his co-workers have invited him to lunch, offered to car
pool, or stopped by to visit. Shakil is facing a problem common among the disabled, which is:
A) being viewed as less competent than his able-bodied co-workers.
B) being educationally disadvantaged because of his disability.
C) experiencing a lack of social acceptance for his disability.
D) competing for job opportunities with disabled minorities.
Answer: C
Diff: 2
Skill: Application
51) Some employers' experience with the disabled is similar to Pizza Hut's, which found the
turnover rate of the disabled:
A) slightly less than the turnover of non-disabled employees.
B) about 10 times less than the turnover of non-disabled employees.
C) approximately the same as the turnover of non-disabled employees.
D) about 10 times higher than the turnover of non-disabled employees.
Answer: B
Diff: 2
Skill: Concept
14
52) According to the ADA, the estimated costs of accommodating disabled employees:
A) are usually between $200 and $500.
B) are usually between $750 and $1,000.
C) have been grossly underestimated.
D) increase the cost of doing business by 15%.
Answer: A
Diff: 2
Skill: Concept
53) According to the U.S. Supreme Court, individuals are designated as disabled if they have:
A) repetitive motion injuries.
B) any type of physical impairment.
C) difficulties performing everyday tasks.
D) injuries for which they receive workers' compensation.
Answer: C
Diff: 2
Skill: Concept
54) Foreign-born individuals make up ________ of the U.S. population.

A) 6%
B) 14%
C) 19%
D) 25%
Answer: B
Diff: 1
Skill: Concept
55) Which of the following is a true statement regarding foreign workers?

A) Immigration issues are limited to the U.S.
B) The U.S. has eased visa restrictions for highly skilled immigrants.
C) Nearly 40% of all science and engineering jobs in the U.S. are held by immigrants.
D) Approximately 35% of all undocumented immigrants in the U.S. are Mexican citizens.
Answer: C
Diff: 3
Skill: Concept
15
56) Currently, the employment environment for homosexuals can best be described as:
A) one in which no federal or state legal protections exist.
B) rapidly changing due to the extension of legal protections in most states.
C) one with limited legal protection and more firms with gay-friendly policies.
D) comparable to other diverse groups with legal protections but mixed compliance.
Answer: C
Diff: 3
Skill: Concept
57) The percentage of homosexuals in the U.S. population is best described as:
A) unknown.
B) nearly 15%.
C) less than 2%.
D) declining slowly.
Answer: A
Diff: 1
Skill: Concept
58) The label "Hispanic" is best described as a:

A) category used by HR managers to implement affirmative action programs.
B) term for categorizing individuals from Southern Europe.
C) term for administrative and research purposes.
D) subcategory of native Spanish speakers.
Answer: C
Diff: 2
Skill: Concept
59) Generally, Hispanics:

A) come from a variety of racial heritages.
B) share a common cultural heritage.
C) are almost entirely from Latin America.
D) speak Spanish as their first language.
Answer: A
Diff: 2
Skill: Concept
16
60) There are at least ________ Latinos in the United States.
A) 22 million
B) 31 million
C) 50 million
D) 63 million
Answer: C
Diff: 1
Skill: Concept
61) Latinos are expected to account for about ________% of the growth of the U.S. labor force
between now and 2030.
A) 65
B) 50
C) 35
D) 20
Answer: B
Diff: 1
Skill: Concept
62) Which of the following is a true statement about Latinos in the U.S. workplace?
A) Most second-generation Latinos live in highly homogenous neighborhoods.
B) Few Latinos have earned senior executive positions in major corporations.
C) Most second-generation Latinos use English as their primary language.
D) Few Latinos have developed their own small businesses.
Answer: C
Diff: 3
Skill: Concept
63) The average age of American workers is:

A) 26.
B) 30.
C) 39.
D) 42.
Answer: C
Diff: 1
Skill: Concept
17
64) Thelma is an older worker who has been employed at Hair Stylist, Inc. for over 25 years.
Recently, Tracy, a 23-year old college graduate, has been hired as her assistant. Thelma feels
slightly threatened by Tracy, who seems to be their immediate supervisor's favorite. Thelma
believes that her job may be in danger despite her excellent job performance appraisals. Tracy
likes Thelma but believes that her work methods need to change to keep up with the times. This
situation is an example of:
A) stereotyping.
B) discrimination.
C) generational conflict.
D) a segmented communication network.
Answer: C
Diff: 2
Skill: Application
65) The projected participation rate for women in the workforce is expected to reach ________%
by 2015.
A) 25
B) 40
C) 50
D) 65
Answer: C
Diff: 2
Skill: Concept
66) Which of the following best explains why women frequently quit corporations in their late
20s and mid-30s?
A) Organizations fail to be flexible enough to meet the family needs of working women.
B) Other protected classes resent working women because of preferential EEOC laws.
C) Female executives are perceived as less motivated than their male co-workers.
D) Sexual harassment in the workplace is a rising problem in high-tech firms.
Answer: A
Diff: 3
Skill: Concept
18
67) Which of the following is the LEAST likely reason for the earnings differential between
women and men?
A) Male-dominated corporate culture
B) Federal employment laws
C) Biological constraints
D) Exclusionary networks
Answer: B
Diff: 2
Skill: Concept
68) After work on Fridays, the male middle managers at Health Equipment, Inc. go to the golf
course to play a quick nine holes and to discuss business for the upcoming week. Sharon, who is
an excellent golfer, has tried to join them several times but is always put off. Her boss says, "We
have our foursome." Sharon is most likely experiencing the effects of:
A) sexual harassment.
B) biological constraints.
C) exclusionary networks.
D) societal norms.
Answer: C
Diff: 2
Skill: Application
69) Approximately one in ________ civil suits is based on harassment or discrimination

complaints.
A) 5
B) 10
C) 15
D) 20
Answer: A
Diff: 1
Skill: Concept
19
70) Men tend to emerge in leadership positions in U.S. culture because they are more likely than
women to have a(n) ________ orientation.
A) social
B) non-verbal
C) task
D) entrepreneurial
Answer: C
Diff: 2
Skill: Concept
71) Businesses are more frequently trying to control sexual harassment through:
A) diversity seminars.
B) employee training.
C) job descriptions.
D) performance evaluations.
Answer: B
Diff: 1
Skill: Concept
20
Additional Case 4.3
Your retail company has 80% of its stores located in downtown metropolitan areas. Your biggest
stores are in communities where minorities represent 60% of your customers. Your middle-
management team has been changing over time so that 50% of your managers are women and
about 30% are ethnic minorities. A significant number of your hourly employees, about 35%,
have served over 20 years in their respective stores and many are over 40 years of age. Top
management feels that African-Americans are under-represented in the hourly workforce and in
middle management. They want HR to initiate an aggressive recruitment process to address the
situation.
Hispanics are the biggest minority group, besides women, in your workforce. In a discussion
about where the company should target its diversity program, the CEO explains she wants to
implement a training program for managers to raise their sensitivity to minorities, especially
Hispanics. She also notes that there are no disabled persons in the workforce and very few
Asian-Americans. Carlos, the VP of facilities, notes that he has accommodated all the Asian-
American employees he can in his MIS and facility support services. He also argues that he only
has about $10,000 in his budget for reorganizing display space in the stores to accommodate
disabled employees and that this amount probably isn't sufficient to accommodate a disabled
employee.
72) Refer to Additional Case 4.3. Which of the following should HR establish to complement its
recruiting efforts and most likely improve retention rates for hourly African-American workers?
A) Mentoring
B) Job sharing
C) Management training
D) Technical education training
Answer: D
Diff: 3
Skill: Synthesis
73) Refer to Additional Case 4.3. Carlos' comments about hiring disabled employees:
A) indicate that he understands the costs associated with ADA compliance.
B) reveal a common misconception about accommodation costs.
C) show that he is inherently prejudiced against the disabled.
D) demonstrate that he is concerned about turnover rates.
Answer: B
Diff: 3
Skill: Application
21
74) Refer to Additional Case 4.3. What is a key issue for the CEO in implementing diversity
training that would focus on understanding Hispanic culture?
A) Some will wonder why the program focuses on Hispanics, since this group is typically at a
significant advantage due to high academic success rates.
B) Hispanics account for a small percentage of the U.S. workforce, and the group's numbers are
decreasing rapidly because of immigration reform.
C) Hispanics tend to need additional educational assistance to be competitive due to
impoverished backgrounds.
D) The term "Hispanic" is a misnomer, since there are actually very diverse subgroupings of
Latinos.
Answer: D
Diff: 3
Skill: Synthesis
75) Refer to Additional Case 4.3. Which of the following is a true statement about older workers
that management should consider?
A) Older workers tend to be less motivated as they age, so they require more training and
supervision than younger workers.
B) Older workers have knowledge that can benefit younger workers, so mentoring programs can
improve the firm's success.
C) Older workers have similar communication styles and work habits as younger workers, so the
two groups have few conflicts.
D) Older workers are absent from work more often than younger workers because of illness,
which can be costly for the firm.
Answer: B
Diff: 3
Skill: Synthesis
22
Additional Case 4.4
76) Refer to Additional Case 4.4. Xavier most likely realizes that more men than women hold
leadership positions at Hot Rods, Inc. because:
A) men are more likely to exhibit aggressive behaviors and tendencies in the workplace.
B) women lack the desire to gain executive positions because of family stress.
C) men are more technologically skilled than women.
D) women focus too much on output issues.
Answer: A
Diff: 3
Skill: Application
77) African-Americans constitute about 12% of the U.S. workforce, but approximately 15% of
the chronically unemployed in America are African-Americans.
Answer: TRUE
Diff: 2
Skill: Concept
78) In general, African-Americans and Asian-Americans have less educational preparation for
the workplace than members of other ethnic groups.
Answer: FALSE
Diff: 1
Skill: Concept
79) Asian-Americans have largely overcome stereotypes and are highly represented in top
corporate positions to the degree that in some technical industries they are overrepresented.
Answer: FALSE
Diff: 2
Skill: Concept
23
80) Most managers accurately estimate the cost of making accommodations for disabled
workers.
Answer: FALSE
Diff: 1
Skill: Concept
81) Research indicates that during the 2008-2011 recession, the percentage of unemployed
disabled people actively seeking work was equal to the percentage of unemployed non-disabled
people seeking work.
Answer: FALSE
Diff: 2
Skill: Concept
82) During the recession of 2008-2011, the rate of illegal immigrants increased significantly.
Answer: FALSE
Diff: 2
Skill: Concept
83) In many states, employers can lose their business license for knowingly hiring illegal
immigrants.
Answer: TRUE
Diff: 1
Skill: Concept
84) Homosexuals are extended the same employment discrimination rights as other protected-
class groups under the Civil Rights Act of 1991.
Answer: FALSE
Diff: 3
Skill: Concept
85) Latinos are always individuals who are from Latin American descent.
Answer: FALSE
Diff: 1
Skill: Concept
24
86) One place where diversity has grown with little difficulty is in the aging of the workforce,
since managers do not hold negative assumptions about older workers as they do with other
protected classes.
Answer: FALSE
Diff: 2
Skill: Concept
87) According to the U.S. Supreme Court, workers over 40 years old who file age bias lawsuits
must prove that the employer intentionally discriminated against them.
Answer: FALSE
Diff: 2
Skill: Concept
88) Approximately 55% of employed women earn at least half of their total household income.
Answer: TRUE
Diff: 2
Skill: Concept
89) With the rising number of women in the workforce, the majority of large U.S. firms have
responded by offering day care, flexible schedules, and telecommuting options to retain female
employees.
Answer: FALSE
Diff: 2
Skill: Concept
90) Studies have shown that the old boys' network no longer exists since most high-level
positions are filled by women.
Answer: FALSE
Diff: 2
Skill: Concept
91) Diversity, Inc. publishes an annual list of the best companies for minorities and women.
Answer: TRUE
Diff: 1
Skill: Concept
25
92) An informal social and business network of high-level male executives that typically
excludes women and minorities is called a(n) ________.
Answer: old boys' network
Diff: 1
Skill: Concept
93) Discuss the major issues for African-Americans in the workplace and identify two major
problems they face.
Answer: Summary of suggested answer - African-Americans constitute 12% of the workforce.
There are significant barriers to their advancement. Their representation in management has
tripled, and in professional clerical positions it has quadrupled. Yet 15% remain among the hard
core unemployed. Their two major problems are intentional racism and lack of educational
preparation.
Diff: 3
94) What are some of the problems faced by disabled employees?

Answer: Summary of suggested answer - Nearly 43 million Americans have disabilities, and 15
million are actively employed. They tend to face four problems: 1) Social acceptance of
disabilities, 2) Perception that they are less capable because of the disability, 3) Employers fear
they will quit more often when under pressure, 4) Employers tend to overestimate the costs of
accommodation of the disabled in the workplace.
Diff: 3
95) As with any other minority, Hispanic-Americans face a number of misperceptions and
problems in the workplace. Discuss.
Answer: Summary of suggested answer - "Hispanic" is the official government label, but they
prefer "Latino" because their backgrounds are so diverse. Unlike some minority groups, race
doesn't fit as a descriptor, as Latinos are of European, African, Indian, Asian, and Caribbean
descent. There are 35 million Latinos in the United States. There is a wide divergence of
economic and educational levels. Their number one problem is the language barrier. They also
face a cultural clash and racial discrimination for those of Indian descent. They have made
significant progress as there are 181 board seats occupied by Latinos and 70 more serving as
executive officer.
Diff: 3
26
96) What types of challenges and problems are faced by women in the workplace? In what ways
are employers trying to make their workplaces more "friendly" to women?
Answer: Summary of suggested answer - Women face sexual harassment in the workplace, as
well as special challenges due to pregnancy and family responsibilities. Re: sexual harassment -
Some companies are encouraged to develop no-tolerance policies in regard to sexual harassment,
they are protected from sexual harassment by Title VII of the Civil Rights Act of 1964. Some
companies have internal complaint resolution where the sexual harassment can be reported.
Regarding pregnancy and family responsibilities, U.S. companies have been slow to institute
family-friendly policies, though more companies are beginning to do so. Six percent of U.S.
companies have day-care centers at the workplace. Some companies offer extended leave,
flexible scheduling, job sharing, telecommuting, and other alternative work patterns.
Diff: 3
Skill: Synthesis
97) Improving diversity management must begin with:

A) top management's commitment to diversity.
B) multicultural hiring policies and procedures.
C) support groups for minorities.
D) senior mentoring programs.
Answer: A
Diff: 2
Skill: Concept
LO: 4.4: Learn how to improve the management of diversity in organizations
98) Which of the following is most likely NOT a characteristic of an organization that effectively
manages diversity?
A) Diversity audits
B) Senior mentoring programs
C) Accommodations for family needs
D) Segmented communication systems
Answer: D
Diff: 2
Skill: Concept
27
99) Which of the following would most likely improve the effectiveness of a diversity training
program?
A) Scheduling diversity programs when work levels are heavy and deadlines are tight.
B) Forming a diversity council that represents a cross-section of employees.
C) Waiting for a court order to mandate employee participation.
D) Focusing on the main victims of cultural discrimination.
Answer: B
Diff: 3
Skill: Concept
100) Yan is the only Japanese employee at All American, Inc. (AAI), which has a small minority
of Asian employees. She wants to start a small weekly meeting for the Asian employees of AAI
in order to encourage a nurturing climate for others who may feel alienated from the rest of the
employees. In HR terms, Yan is hoping to organize a:
A) social network.
B) support group.
C) diversity audit.
D) retention program.
Answer: B
Diff: 2
Skill: Application
101) Dixon Enterprises has a high turnover rate among its female employees. Which of the
following would most likely help the firm retain more female employees?
A) Creating work teams
B) Establishing support groups
C) Offering flexible work hours
D) Conducting regular HR audits
Answer: C
Diff: 2
Skill: Application
28
102) The best diversity management strategy for helping women balance careers and children is:
A) providing the help of mentors.
B) accommodating family needs.
C) establishing diversity training.
D) developing support groups.
Answer: B
Diff: 2
Skill: Concept
103) Which of the following is a true statement regarding family-related benefits?

A) The U.S. government requires that most firms provide day-care support.
B) In Germany, women must return to work after 4 weeks of maternity leave.
C) In Sweden, parents are guaranteed a one-year leave of absence after childbirth.
D) The British government operates state-run day-care centers for minimal fees.
Answer: C
Diff: 3
Skill: Concept
104) Flextime and telecommuting are most likely examples of corporate efforts to:
A) reduce female employee turnover rates.
B) recognize the global nature of HRM.
C) show that diversity is valued.
D) maintain accountability.
Answer: A
Diff: 2
Skill: Concept
105) Extended leave is LEAST likely to include:

A) a job guarantee upon return.
B) insurance benefits.
C) regular paychecks.
D) occasional work.
Answer: C
Diff: 2
Skill: Concept
29
106) Jamie has been a manager at a large firm for nearly 10 years. After a recent hiring period,
he identifies a new employee named Carlos who shows potential for administration and
advancement in the company. During the next three years, he coaches and encourages Carlos at
his job, answers questions, and helps Carlos develop a career strategy. This is most likely an
example of:
A) developing communication standards.
B) dismantling stereotypes.
C) training an apprentice.
D) mentoring.
Answer: D
Diff: 2
Skill: Application
107) A strategy to improve diversity management in a company which can be implemented

before an individual becomes a permanent employee is:
A) senior mentoring.
B) diversity training.
C) apprenticeships.
D) recruiting quotas.
Answer: C
Diff: 1
Skill: Concept
108) Which of the following would most likely help minimize offenses to female and minority
employees?
A) Structured organization charts
B) Clear communication standards
C) Flexible dress codes
D) Voluntary HR audits
Answer: B
Diff: 1
Skill: Concept
30
109) Firms are most likely hesitant to perform official diversity audits because they:
A) worry about offending minority employees.
B) develop HR policies based on EEOC guidelines.
C) fear the information could be used in a lawsuit.
D) doubt the soundness and relevancy of any data.
Answer: C
Diff: 3
Skill: Application
110) A diversity audit can most likely help managers to:

A) analyze a firm's internal competencies and external competition.
B) review the effectiveness of a diversity management program.
C) maintain minority and female employee retention rates.
D) develop new diversity-oriented recruiting strategies.
Answer: B
Diff: 2
Skill: Concept
111) One way to guarantee managers' buy-in and reinforcement of diversity efforts is to:
A) require managers to participate in annual diversity seminars.
B) hold mangers accountable for fulfilling diversity objectives.
C) create manager-led minority support groups.
D) conduct an official diversity audit.
Answer: B
Diff: 2
Skill: Concept
31
Additional Case 4.1
As the Director of HR, David is leading a management discussion to plan and implement a
diversity management program. David is concerned that management, while tolerant, tends to
stereotype minorities and this will eventually lead to difficulties for the firm. The company's top
three markets are in Los Angeles, Chicago, and Miami. All three markets are heavily Latino in
make-up. The senior management team is all male. The youngest member is 58 years of age.
Martinez, the VP of Operations, feels that people should blend together and that focusing on
differences merely creates divisions. He thinks that you should have a common training program
to create a unified "American" company culture. Patrick, VP of Finance, doesn't see the need for
a program. He respects that people are different, but he feels that once you get to know a
Hispanic, African-American, or Asian-American, you know how to work with any Hispanic,
African-American, or Asian-American. Moreover, Patrick doesn't believe the company should
get into affirmative action programs. The firm tried it ten years ago, and it created many
problems.
Simon, the CEO, thinks a diversity management program is important. He believes the company
is missing some important talent without such a program. Simon feels that the company can
create a competitive advantage by being in the lead on this issue and also believes the changing
workforce is going to require adjustments in the future.
112) Refer to Additional Case 4.1. What should be the firm's first step in improving diversity
management?
A) Forming a commitment from top management to value diversity
B) Implementing flextime and job share programs
C) Initiating senior mentoring programs
D) Developing communication standards
Answer: A
Diff: 3
Skill: Application
32
Additional Case 4.3
Your retail company has 80% of its stores located in downtown metropolitan areas. Your biggest
stores are in communities where minorities represent 60% of your customers. Your middle-
management team has been changing over time so that 50% of your managers are women and
about 30% are ethnic minorities. A significant number of your hourly employees, about 35%,
have served over 20 years in their respective stores and many are over 40 years of age. Top
management feels that African-Americans are under-represented in the hourly workforce and in
middle management. They want HR to initiate an aggressive recruitment process to address the
situation.
Hispanics are the biggest minority group, besides women, in your workforce. In a discussion
about where the company should target its diversity program, the CEO explains she wants to
implement a training program for managers to raise their sensitivity to minorities, especially
Hispanics. She also notes that there are no disabled persons in the workforce and very few
Asian-Americans. Carlos, the VP of facilities, notes that he has accommodated all the Asian-
American employees he can in his MIS and facility support services. He also argues that he only
has about $10,000 in his budget for reorganizing display space in the stores to accommodate
disabled employees and that this amount probably isn't sufficient to accommodate a disabled
employee.
113) Refer to Additional Case 4.3. Which of the following would most likely help women at the
firm advance their careers?
A) Affirmative action quotas to increase available positions
B) Education programs to raise their technical skills
C) Senior mentors to provide strategic guidance
D) Communication policies to minimize offenses
Answer: C
Diff: 3
Skill: Application
33
Additional Case 4.4
114) Refer to Additional Case 4.4. In order to determine where biases are coming from, Xavier
should consider which of the following?
A) Having all new employees attend a diversity seminar
B) Developing an affirmative action strategy
C) Instituting an old boys' network
D) Performing a diversity audit
Answer: D
Diff: 2
Skill: Application
115) Refer to Additional Case 4.4. Which of the following is the most important step for Xavier
as he institutes a diversity program at Hot Rods?
A) Adopting a narrow definition of diversity in order to not let the term become overly-inclusive
B) Creating a two-day training program and requiring all employees to attend
C) Involving a cross-section of employees in designing the program
D) Focusing the program solely on top management
Answer: C
Diff: 3
116) Diversity training programs are intended to raise diversity awareness and help managers
and employees respond appropriately to cultural and sex differences.
Answer: TRUE
Diff: 2
Skill: Concept
117) Senior mentoring and apprenticeships are two tools used by corporations to improve
diversity and the understanding of diversity.
Answer: TRUE
Diff: 1
Skill: Concept
34
118) A diversity audit is similar to a utilization analysis conducted by the EEOC.
Answer: FALSE
Diff: 3
Skill: Concept
119) Effective implementation of a diversity management program requires that managers be

held accountable for failures and rewarded for successes.
Answer: TRUE
Diff: 2
Skill: Concept
120) A support program in which senior managers identify promising women and minority
employees and play an important role in nurturing their career progress is referred to as a(n)
________.
Answer: senior mentoring program
Diff: 1
Skill: Concept
121) Programs that provide diversity awareness training and educate employees on specific
cultural and sex differences, and how to respond to these in the workplace are referred to as
________.
Answer: diversity training programs
Diff: 2
Skill: Concept
122) A(n) ________ is a group established by an employer to provide a nurturing climate for
employees who would otherwise feel isolated or alienated.
Answer: support group
Diff: 1
Skill: Concept
35
123) A(n) ________ is a program in which promising prospective employees are groomed before
they are actually hired on a permanent basis.
Answer: apprenticeship
Diff: 1
Skill: Concept
124) A(n) ________ is a review of the effectiveness of an organization's diversity management

program.
Answer: diversity audit
Diff: 1
Skill: Concept
125) Improving diversity management is an important challenge for companies. Explain at least
five strategies for improving the management of diversity.
Answer: Summary of suggested answer - Students should choose from the following: 1) Top
management's commitment to valuing diversity, 2) Diversity training programs, 3) Support
groups, 4) Accommodation of family needs, 5) Senior mentoring programs, 6) Apprenticeships,
7) Communication standards, 8) Diversity audits, 9) Management responsibility and
accountability.
Diff: 3
Skill: Synthesis
126) While diversity programs offer companies a number of benefits, some potential pitfalls also
arise, such as:
A) promoting job competition.
B) generating reverse discrimination suits.
C) promoting stereotypes.
D) creating communication barriers.
Answer: C
Diff: 2
Skill: Concept
LO: 4.5: Learn how to avoid potential pitfalls in diversity management programs
36
127) Which term refers to the idea that one can infer an individual's motivations, interests,
values, and behavioral traits based on the individual's group membership?
A) Cultural determinism
B) Cognitive perception
C) Discrimination
D) Cultural awareness
Answer: A
Diff: 1
Skill: Concept
128) Inclusiveness training is a term used by firms hoping to unify employees rather than divide
them by their group membership.
Answer: TRUE
Diff: 1
Skill: Concept
129) The idea that one can successfully infer an individual's motivations, interests, values, and
behavioral traits based on that individual's group membership is referred to as ________.
Answer: cultural determinism
Diff: 2
Skill: Concept
37

Chapter 4 Managing Diversity: Managing Human Resources, 8e, Global Edition (Gomez-Mejia Et Al.)

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Chapter 4 Managing Diversity: Managing Human Resources, 8e, Global Edition (Gomez-Mejia Et Al.)

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Managing Human Resources, 8e, Global Edition (Gomez-Mejia et al.

1) Diversity is best defined as:

3) Diversity is primarily a function of:

9) Workforce diversity can most likely enhance organizational effectiveness by:

11) Refer to Additional Case 4.1. Martinez's approach to diversity management:

20) Heterogeneity in organizations tends to lead to communication confusion and groupthink.

26) It is most likely a challenge to convince people to value diversity because:

38) The cultural relativity concept of management encourages flexibility in management

54) Foreign-born individuals make up ________ of the U.S. population.

55) Which of the following is a true statement regarding foreign workers?

58) The label "Hispanic" is best described as a:

59) Generally, Hispanics:

63) The average age of American workers is:

69) Approximately one in ________ civil suits is based on harassment or discrimination

94) What are some of the problems faced by disabled employees?

97) Improving diversity management must begin with:

103) Which of the following is a true statement regarding family-related benefits?

105) Extended leave is LEAST likely to include:

107) A strategy to improve diversity management in a company which can be implemented

110) A diversity audit can most likely help managers to:

119) Effective implementation of a diversity management program requires that managers be

124) A(n) ________ is a review of the effectiveness of an organization's diversity management

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