Chapter 13--Managing Diversity

Student: ___________________________________________________________________________

1.

Today, organizations recognize that diversity is a business imperative and perhaps the single most
important factor of the twenty-first century for organization performance.
True False

2.

The genuine efforts to accept and manage diverse people in North America are a phenomenon that
emerged in the 1800s.
True False

3.

Today's workforce is growing older with an average age of 40.8 years in 2006 and it is expected to
increase to 42.1 years in 2016.
True False

4.

In 1970, Joseph Searles became the first African American member of the New York Stock Exchange.
True False

5.

In 2010, PepsiCo appointed its first female CEO.

True False

6.

Because employees with different backgrounds bring different options and ideas to the table, a diverse
workforce may lead to increased conflict, anxiety, and misunderstanding.
True False

7.

The aging population phenomenon is a huge factor in the United States and Canada. On other
continents, the workforce is actually becoming younger.
True False

8.

The traditional dimension of diversity can be acquired or changed throughout one's lifetime.
True False

9.

Age, race, and gender are included in the primary dimension of diversity.
True False

10.

Shortly after she landed a corporate-level job at

InfoBasis, Tonya Kennel formed a womens
leadership group to help women advance within the
company. Membership within the group was
voluntary and open to women with a desire to
advance in the company. Tonyas group can best be
described as a(n):
A.
B
.
C
.
D
.
E
.

11.

focus
group
network group
self-help group
diversity team
multicultural
team

Scenario - Sarah's Sharks

As the marketing director for Sarah's Sharks, Gloria
Riviera is particularly well aware of diversity within
the firm's clients in the market place. As a successful
woman manager, she is also sensitive to the
importance of diversity among employees at Sarah's
Sharks.
Gloria has recognized that valuing diversity is good
for her organization for all of the following reasons
EXCEPT:
a.
b.
c.
d.
e.

it increases unde
it efficiently uses employee talent.
it increases the quality of team problem solving.
it is mandated by ethical responsibility.
it reduces costs associated with high turnover, absenteeism, and lawsuits.

12.

Scenario - Sarah's Sharks

As the marketing director for Sarah's Sharks, Gloria
Riviera is particularly well aware of diversity within
the firm's clients in the market place. As a successful
woman manager, she is also sensitive to the
importance of diversity among employees at Sarah's
Sharks.
Although she loves her job, Gloria is contemplating
leaving it to focus her energy on parenting her three
children. This would demonstrate which factor
affecting womens careers?
a.
b.
c.
d.
e.

Female advanta
Opt-out trend
Glass ceiling
Glass wall
Opaque ceiling

13.

Scenario - Sarah's Sharks

As the marketing director for Sarah's Sharks, Gloria
Riviera is particularly well aware of diversity within
the firm's clients in the market place. As a successful
woman manager, she is also sensitive to the
importance of diversity among employees at Sarah's
Sharks.
Gloria can enjoy higher success through diversity
by accommodating employees' special needs,
including all of the following EXCEPT:
a.
b.
c.
d.
e.

14.

reassess job sch

employees.
provide training material and information packages in foreign languages for no
provide paternity and maternity leave and flexible hours for dual income famili
provide long-term care and life benefits for elderly of disabled workers.
all of these are valid strategies.

Gloria would like to form a womens leadership

group to help other women at Sarahs Sharks
advance within the company. Membership within
the group will be voluntary and open to anyone.
This group would best be described as a(n):
a.
b.
c.
d.
e.

focus group
diversity team
self-help group
network group
multicultural team

15 Education, religious beliefs, military experience, geographic location and income are all _____
.
dimensions.
________________________________________
16 The belief that one's own group or subculture is inherently superior to other groups or cultures is
.
known as _____.
________________________________________
17 A culture that accepts only one way of doing things and one set of values and beliefs is called a(n)
.
_____.
________________________________________
18 _____ is the belief that groups and subcultures are inherently equal.
.
________________________________________
19 _____ means that an organization accommodates several subcultures, including employees who would
.
otherwise feel isolated and ignored.
________________________________________
20 The invisible barrier that separates women and minorities from top management positions is known as
.
the _____.
________________________________________
21 _____ implies that women's commitment to their children limits their commitment to the company or
.
their ability to handle the rigors of corporate management.
________________________________________
22 _____ is designed to make people aware of their own prejudices and stereotypes.
.
________________________________________
23 A higher ranking, senior organizational member who is committed to providing upward mobility and
.
support to a protg's professional career is a(n) _____.
________________________________________
24 _____ are made up of members from diverse national, racial, ethnic, and cultural backgrounds.
.
________________________________________
25 The belief that your group and subculture is not as good as other groups and subcultures is
.
ethnocentrism.
True False

26 A culture that accepts only one way of doing things and one set of values and beliefs, produced by
.
ethnocentrism, is known as monoculture.
True False
27 The belief that ethics are not absolute but instead need to be evaluated relative to the situation refers to
.
ethnorelativism.
True False
28 Most organizations make a conscious effort to shift from a pluralism perspective to one of
.
monoculture.
True False
29 An invisible barrier that separates women and minorities from advancement to important lateral
.
movement within the organization defines the glass ceiling.
True False
30 In a recent survey, 37 percent of highly qualified women report that they voluntarily left or "opted-out"
.
of the workforce at some point in their careers.
True False
31 Research shows that companies with several senior-level women underperform financially and
.
organizationally in comparison to those without senior-level women.
True False
32 Many people believe that men make better managers because of their more collaborative, less
.
hierarchical, relationship-oriented approach that is in tune with todays global and multicultural
environment.
True False
33 The most important component of a successful diversity strategy is management commitment,
.
leadership, and support.
True False
34 A successful diversity plan leads to a workforce that demonstrates cultural competence in the long run.
.
True False
35 Workforce diversity refers to hiring people from different geographic regions of the country but of
.
same nationality.
True False

36 Uncovering diversity problems, strengthening top management commitment, choosing solutions to fit
.
a balanced strategy, and demanding results are all steps to implementing a diversity plan.
True False
37 The first step in diversity skills training is to help people learn how to communicate and work
.
effectively in a diverse environment.
True False
38 Diversity training is special training which can help people become aware of their own biases and
.
stereotypes, and is used by many organizations.
True False
39 A higher ranking, senior organizational member who is committed to providing upward mobility and
.
support to a protg's professional career is known as a sponsor.
True False
40 The mentoring relationship is an excellent way to overcome the problem of a glass ceiling.
.
True False
41 Research indicates that women and minorities are more likely than men to develop mentoring
.
relationships.
True False
42 Mentoring programs are not consistent with the Civil Rights Act of 1991 that requires the
.
diversification of middle and upper management.
True False
43 The five major steps in implementing a change for a program to develop a truly diverse workplace is
.
to: (1) change structures and policies, (2) focus on diversity recruiting, (3) establish mentor
relationships, (4) accommodate special needs, and (5) offer training and education.
True False
44 Sexual harassment in the workplace is a violation of Title VII of the 1964 Civil Rights Act
.
True False
45 Solicitation with the promise of reward is the highest level of sexual harassment.
.
True False
46 According to the U.S. Supreme Court, sexual harassment does not include harassment by the same
.
sex.
True False
7

47 Today, minorities account for about two-third of the U.S. population.

.
True False
48 Multicultural teams are made up of members from diverse national, racial, ethnic, and cultural
.
backgrounds.
True False
49 An important characteristic of network groups is that they are created informally by employees, not the
.
organization, and membership is voluntary.
True False
50.

_____ serves as invisible barriers to important

horizontal movement within the organization.
A.

Barriers
to entry
B Affirmative
. action
C Equal
. opportunity
D The glass wall
.
E The glass
. ceiling
51.

Which workforce generation category is

characterized as ambitious but lacking loyalty to the
organization?
A.
B
.
C
.
D
.
E
.

Gener
ation
X
Generation
Y
Baby
boomers
Teeny
boppers
Generation
A

52.

All of the following are changes that are reshaping

our workforce EXCEPT:
A.

aging
workforc
e.
B growth in Hispanic
and Asian workers.
C women
. outnumbering
men
D growth in foreignborn population.
E younger
. workforce.
53.

Which racial or ethnic category currently represents

the largest and fastest growing minority group?
A.
B
.
C.
D.
E
.

54.

White
African
American
Asian
Hispanic
Native
American

The average U.S. worker, today, is _____ than ever.

A.

more
likel
y to
be
marr
ied
younger

B
.
C. older
Dmore
likely to
be male
E uneducat
. ed

55.

Which of the following group is expected to grow

the most in employment from 2008 to 2018?
A.

Hi
sp
an
ic
B Asi
. an
CAfric
an
Amer
ican
D Euro
. pean
E Whi
. te
56.

_____ is defined as all the ways in which people

differ.
A.
B
.
C
.
D
.
E
.

57.

Mul
tipli
city
Diversi
ty
Seniori
ty
Cultur
e
Variati
on

Traditional model dimensions of diversity include:

A.
B.
C
.
D.
E
.

10

income
.
race.
parental
status.
education.
religious
beliefs.

58.

Inclusive dimensions of diversity include:

A.
B
.
C
.
D
.
E
.

59.

inco
me.
nationalit
y.
pay
level.
work
style.
all of
these.

All of the following are traditional model

dimensions of diversity EXCEPT:
A.
age.
B.
sexual orientation.
C.
religious beliefs.
D.
physical ability.
E all of these are primary dimensions of
. diversity.

60.

All of these are inclusive dimensions of diversity

EXCEPT:
A.
B.
C.
D
.
E
.

11

parents.
lifestyle.
income.
military
experience.
sexual
orientation.

61.

Inclusive dimensions of diversity:

A.

have a
greate
r
impac
t than
do
prima
ry
dimen
sions.
are inborn.

B
.
Ccan change
throughout
one's
lifetime.
Dinclude such
factors as
gender.
E none of
. these.
62.

Hopetech Industries has a corporate diversity plan

that limits diversity to areas that do not change
throughout a persons lifetime, such as race, gender,
age, and disability. Hopetechs diversity plan
follows which model of corporate diversity?
A.

Inclu
sive
mode
l
B Exclusive
. model
C Traditional
. model
D
.
E
.

12

Learning
model
Static
model

63.

According to MANAGER'S SHOPTALK in chapter

13, which of the following is not a characteristic
used to help foreign managers understand
Americans?
A.

Americans
are formal.
B Americans value
. punctuality.
C Americans believe in
. work.
D Americans are
independent and
individualistic.
E Americans are
. competitive.
64.

Which of the following is not a dividend of

workplace diversity?
A.

Reduced costs
associated with high
turnover,
absenteeism, and
lawsuits.
B Increased understanding of the
. marketplace.
C. Better use of employee talent.
D Increased costs associated with high
turnover, absenteeism, and lawsuits.
E Enhanced quality of team problem
. solving.
65.

Smileline Inc. has an onsite daycare facility and

provides employees fulltime daycare at a very low
cost. The company implemented this years ago
when managers realized that childcare
responsibilities were contributing to high turnover
and absenteeism. This example highlights which
dividend of workplace diversity?

A.
Better use of employee tale
B. Increased understanding of the marketplace
C. Increased quality of team problem solving
D Enhanced breadth of understanding in leadership positions
.
E Reduced costs associated with high turnover, absenteeism, an
. lawsuits

13

66.

In a family where both parents work, which of the

following may be helpful to accommodate the
parents needs?
A.

Chil
dcare
B Flexible
work
schedule
CHomebased
employme
nt
DMaternity
or
paternity
leaves
E All of
. these
67.

_____ means creating a climate in which the

potential advantages of diversity for organizational
or group performance are maximized while the
potential disadvantages are minimized.
A.

Managing
diversity
B. Maxi-Min approach
C Managing differentiation
.
D Advantageous approach
.
E Maximum benefit
. approach
68.

_____ is a rigid, exaggerated, irrational belief

associated with a particular group of people.
A.
B
.
C
.
D
.

Labe
l
Prejudic
e
Typecas
t
Discrimi
nation

E Stereoty
. pe

14

69.

Stephanie is nervous about giving a presentation at

the marketing firm where she works. One of her
male coworkers told her, Dont be such a girl,
attack that presentation! Now Stephanie is so
concerned about appearing tough that she can barely
concentrate on the content of the presentation.
Stephanies anxiety stems from:
A.

stereotyp
e
B. ethnocentrism
C.
plurality
D glass ceiling threat
.
E the female
. advantage
70.

Which of the following refers to special training to

help people identify their own cultural boundaries,
prejudices, and stereotypes and to develop the skills
for managing and working in a diverse workplace?
A.

Globali
zation
training

B Human
. resource
training
C Cultural
. training
D Diversity
. training
E Empathy
. training
71.

_____ is a psychological experience of a person

who, usually engaged in a task, is aware of a
stereotype about his or her identity group suggesting
he or she will not perform well on that task.
A.

Typeca
st
threat
B Discriminatory
. threat
C.
D
.
E
.
15

Labeling
Stereotype
threat
Classified
threat

72.

_____ reflects the belief that one's own group is

superior to other groups.
A.
B
.
C.
D
.
E
.

73.

Ethnor
elativi
sm
Ethnocentri
sm
Pluralism
Geocentrici
sm
Regiocentris
m

An ethnocentric perspective leads to:

A.

a
monocult
ure.
B diversity in the
. workplace.
C.
pluralism.
D ethnorelativism.
.
E a global
. perspective.
74.

Phlex Plastic has a very strong set of corporate

values. In fact, Phlex has been known to discourage
the emergence of alternative values. Phlex is most
likely:
A.

a diverse
organization.
B an organization that
. encourages pluralism.
C.
a monoculture.
D.
geocentric.
E minority-owned
. organization.

16

75.

_____ is the belief that groups are inherently equal.

A.

Ethno
relati
vism
B Ethnocentr
. ism
C Pluralism
.
D Geocentric
. ism
E Monocultu
. re
76.

Which of the following means that an organization

accommodates several subcultures?
A.
B.
C
.
D
.
E
.

77.

Mono
cultur
alism
Pluralism
Ethnorelativ
ism
Geocentrici
sm
Ethnocentris
m

A culture that accepts only one way of doing things

and one set of values and beliefs is referred to as
a(n) _____.
A.

pri
mar
y
cult
ure
B preferre
. d culture
C dominati
ng
culture
D monocu
. lture
E pluralis
. m

17

78.

Most organizations _____ shift from a monoculture

perspective to one of pluralism.
A.

can
never
naturally

B
.
Cmust make
a conscious
effort to
D can
. easily
E are
. against a
79.

Which of the following is an invisible barrier that

separates women and minorities from top
management positions?
A.

B
.
C
.
D
.
E
.
80.

The
barrier
to
entry
Affirmative
action
Equal
opportunity
The glass
ceiling
The glass
wall

Women make up less than 16 percent of all Fortune

500 executives. This could be due to:
A.

barriers
to
entry.
B affirmative
. action.
C equal
. opportunity.
D the glass wall.
.
E the glass
. ceiling.

18

81.

Trouser's Inc. top management is exclusively made

up of older white males. Trouser's promotes from
within and top management is most comfortable
with individuals who are similar to them. Women
and minorities at this company who wish to be
promoted are likely to experience _____.
A.

cultu
ral
diver
sity
B the glass
ceiling
effect
Crapid
promotion
and
advancem
ent
D ethnorela
. tivism
E all of
. these
82.

_____ implies that women's commitment to their

children limits their commitment to the company or
their ability to handle the rigors of corporate
management.
A.

Balanci
ng
family
prioriti
es
B Invisible
. minorities
C Opt-out trend
.
D Family
. commitment
E Cost of
. diversity

19

83.

Josephine would like to become part of an elite

manager network at her company so she can get
access to general and line management experience to
help her succeed within the company. However, she
learns that the manager network is made up
exclusively of men. This demonstrates which factor
affecting womens careers?
A.

Femal
e
advant
age
B Opt-out
. trend
C Glass
. ceiling
D Glass wall
.
E Opaque
. ceiling
84.

Riya was a highly successful manager at Optics

International. After ten years with the company, she
decided to leave and become a fulltime mother and
caregiver to her ailing father. This example
demonstrates which factor affecting womens
careers?
A.

Femal
e
advant
age
B Opt-out
. trend
C Glass
. ceiling
D Glass wall
.
E Opaque
. ceiling

20

85.

Pattie's Pancakes recently held a series of focus

groups to gather information on employee
perceptions of women and minorities in the
workplace. In particular, Pattie's was interested in
learning about the myths, values, and beliefs that
currently exist in their organization. This is an
example of:
A.

sensiti
vity
trainin
g.
Bbuilding a
corporate
culture that
values
diversity.
Cchanging the
current
organizationa
l design.
Dchanging the
current
organizationa
l structure.
E none of
. these.
86.

During the first step of the diversity development

process, managers may conduct a ___________ to
uncover diversity problems in the organization.
A.
B
.
C.
D
.
E
.

21

reports
audit
financial audit
cultural audit
diversity audit
special needs
audit

87.

The ability to interact effectively with people of

different cultures refers to _____.
A.

ethnocent
rism
ethnorelativism

B
.
C.
pluralism
D. stereotyping
E cultural
. competence
88.

_____ involves exposing traditional managers to

nontraditional peers to help break down
stereotypical beliefs.
A.
Revelation
B.
Exposure
C.
Publicity
D Innovative breakdown
.
E Cultural barrier
. breakdown

89.

Rebecca, a human resource manager at WorldPlus

Corp., regularly establishes numerical goals tied to
diversity, such as tracking salaries, rates of
promotion, and managerial positions for women and
minorities. This involves which step for developing
diversity and cultural competence?
A.
B
.
C
.
D
.
E
.

22

Demanding results
and revisiting goals
Maintaining momentum to change the
culture
Choosing solutions to fit a balanced
strategy
Uncovering diversity problems in an
organization
Strengthening top management
commitment

90.

Paying a woman less than a man for the same work

is an example of::
A.

gen
der
disc
rimi
nati
on
Bethnic
discrimi
nation
C stereoty
. ping
D sexual
harassm
ent
E prejudi
. ce
91.

Which of the following is the most common

diversity initiative, according to Fortune 1000
respondents?
A.

Community
outreach
B. Mentor relationships
C Accommodating special
. needs
D Training and education
.
E Diversity-focused
. recruiting
92.

With most new employees in the late twenties or

early thirties, Albertson & Sons Inc. has learned that
helping new employees secure home loans has been
a valuable service that pays off in the long term.
This is an example of what type of diversity
initiative or program?
A.
B
.
C.
D
.
E
.
23

Expanding
recruitment efforts
Establishing mentor relationships
Accommodating special needs
Providing diversity skills training
Increasing awareness of sexual
harassment

93.

TickTock Clock Corporation is attempting to

develop a truly diverse workplace. TickTock's
president assigned the human resources department
the task of determining the demographics of the
local area labor market. This is an attempt to change
existing _____ within the organization.
A.

cul
tur
es
Bstructur
es and
policies
C develo
. pment
s
D bureau
. cracies
E traini
. ng
94.

The major steps involved in building a truly diverse

workplace include:
A.

buildi
ng a
corpor
ate
cultur
e that
values
divers
ity.
changing
structures and
policies so
that they
support
diversity.
C diversity
. training.
D
.
E
.

24

all of
these.
none of
these.

95.

Organizations must find ways to eliminate the glass

ceiling effect. One effective way to do this has
been:
A.

96.

B
.
C
.

through
targeted
recruitment
.
through affirmative
action.
to develop mentoring
relationships.

D
.
E
.

top management
speeches.
to hire only white
males.

Which of the following refers to a higher ranking,

senior organizational member who is committed to
providing upward mobility and support to a
protg's professional career?
A.
B
.
C
.
D
.
E
.

25

Sp
ons
or
Ment
or
Expatr
iate
Deleg
ate
Advis
or

97.

Birmingham Boardwalk, Inc. uses a(n) _____

program to provide minorities and women with
direct training and inside information on the norms
and expectations of the organization.
A.

B
.
C
.
D
.
E
.
98.

spo
nso
rin
g
mentor
ing
expatri
ate
delega
te
adviso
ry

_____ are less likely than _____ to develop

mentoring relationships.
A.

Women;
minoriti
es
B Minorities;
. women
C. Men; women
D Women; men
.
E Whites;
. minorities
99.

Which of the following prohibits discrimination on

the basis of race, color, religion, national origin, and
sex?
A.
B.
C.
D.
E
.

26

Age Discrimination in
Employment Act
Title VII of the Civil Rights Act of 1964
Equal Pay Act of 1963
Americans with Disabilities Act
Title VIII of the Civil Rights Act Amendment of
1972

100.

Which of the following groups has the largest wage

gap between genders?
A.
White
B African
. American
C. Hispanic
D. European
E Middle
. Eastern

101.

_____ mentoring relationships sometimes leave both

parties uncomfortable.
A.
B
.
C
.
D
.

Cros
srace
Femalemale
Malemale
Femalefemale

E Same
. race
102.

_____ is(are) categories of sexual harassment.

A.

Inap
propr
iate/
offen
sive
BCoercion
with threat
of
punishment
CSolicitation
with
promise of
reward
D Generaliz
. ed
E All of
. these

27

103.

Which is the highest level of sexual harassment?

A.
B.
C.
D
.
E
.

104.

Generalized
Inappropriate/offensive
Sexual crimes
Solicitation with promise of
reward
Coercion with threat of
punishment

Matthew is Mandy's supervisor. He promises to fire

her if she does not engage in sexual activity with
him. This type of sexual harassment would be
categorized as:
A.

coercion
with
threat of
punishme
nt.
B solicitation with
promise of reward.
C. appropriate.
D. generalized.
E positional
. authority.

28

105.

Which of these actions did the U.S. Supreme Court

take?
A.

Restri
cted
the
definit
ion of
sexual
harass
ment
to
exclud
e
office
roman
ce.
Broadened the
definition of
sexual
harassment to
include same
sex
harassment.
Broadened the
definition of
sexual
harassment to
include
harassment of
men by female
coworkers.
Broadened the
definition of
sexual
harassment to
include same
sex harassment
and
harassment of
men by female
coworkers.
E None of
. these.

29

106.

Research has shown that:

A.

homo
geneo
us
group
s are
more
creati
ve
than
divers
e
group
s.
homogeneous
groups are
less satisfied
than diverse
groups.
diverse
groups are
more creative
than
homogeneous
groups.
creativity has
nothing to do
with group
composition.
E none of
. these.
107.

Which of the following is a basic aim of diversity

awareness training?
A.

Teaching people the

differences between women
and men
B Helping individuals become aware of their own prejudices
.
C. Complying with federal employment law
D. Reinforcing stereotypes employees may hold
E Helping individuals become aware of management's
. prejudices

30

108.

Research has shown that network groups:

A.

create
divisi
ons in
the
workp
lace.

Bare bad
experiences
for minority
employees.
Chelp retain
minority
employees.
Dreduce
creativity by
being
homogeneous
.
E none of
. these.
109.

All of the following are true about employee

network groups EXCEPT:
A.

the groups are based

on social identity.
B the groups pursue a variety of activities.
.
C the groups are formally created by the
. organization.
D the mechanism of the groups work well
. with multicultural teams.
E the groups help retain minority
. employees.
11 Groups that are based on social identity, such as gender or race, and organized by employees to focus
0. on concerns of employees from that group are called _____.
________________________________________

31

11 Name at least three factors that negatively affect womens career advancement?
1.

11 Name five dividends of workplace diversity.

2.

11 What are the five steps to developing diversity and cultural competence?
3.

11 List the five categories or forms of sexual harassment.

4.

11 Define workforce diversity. Identify the traditional and inclusive dimensions of diversity.
5.

32

11 What is the difference between ethnocentrism and ethnorelativism?

6.

11 Briefly explain the concepts of a glass wall and a glass ceiling.

7.

11 What are the 5 steps in implementing a change to develop a truly diverse workplace?
8.

11 List and describe the five forms of sexual harassment.

9.

33

Chapter 13--Managing Diversity Key

1. TRUE
2. FALSE
3. TRUE
4. TRUE
5. FALSE
6. TRUE
7. FALSE
8. FALSE
9. TRUE
10. B
11. d
12. b
13. e
14. d
15. inclusive
16. ethnocentrism
17. monoculture
18. Ethnorelativism
19. Pluralism
20. glass ceiling
21. Opt-out trend
22. Diversity awareness training
23. mentor
24. Multicultural teams
25. FALSE
26. TRUE
27. FALSE
28. FALSE
29. FALSE
30. TRUE

34

31. FALSE
32. FALSE
33. TRUE
34. TRUE
35. FALSE
36. TRUE
37. FALSE
38. TRUE
39. FALSE
40. TRUE
41. FALSE
42. FALSE
43. TRUE
44. TRUE
45. FALSE
46. FALSE
47. FALSE
48. TRUE
49. TRUE
50. D
51. B
52. E
53. D
54. C
55. A
56. B
57. B
58. E
59. C
60. E
61. C
62. C
63. A
64. D

35

65. E
66. E
67. A
68. E
69. A
70. D
71. D
72. B
73. A
74. C
75. A
76. B
77. D
78. C
79. D
80. E
81. B
82. C
83. C
84. B
85. B
86. C
87. E
88. B
89. A
90. A
91. E
92. C
93. A
94. D
95. C
96. B
97. B
98. D

36

99. B
100. A
101. A
102. E
103. C
104. A
105. D
106. C
107. B
108. C
109. C
110. employee network groups
111. Glass ceiling

Glass wall
Wage gap

Opt-out trend
112. Better use of employee talent

Increased understanding of the marketplace

Enhanced breadth of understanding in leadership positions

Increased quality of team problem solving

Reduced costs associated with high turnover, absenteeism, and lawsuits

113. Step 1: Uncover diversity problems in the organization
Step 2: Strengthen top management commitment
Step 3: Choose solutions to fit a balanced strategy
Step 4: Demand results and revisit goals
Step 5: Maintain momentum to change the culture
114. Generalized, inappropriate/offensive, solicitation with promise of reward, coercion with threat of punishment, and sexual crimes/misdemeanors.
115. Workforce diversity means the hiring and inclusion of people with different human qualities or who belong to various cultural groups. Please
refer to exhibit 13.4 in the text for the different dimensions of diversity.
116. Ethnocentrism is the belief that your own group or subculture is inherently superior to other groups or subcultures. In contrast, the belief that
different groups and subcultures are inherently equal and that none are inherently better or worse is ethnorelativism.
117. The concept of a glass wall is that invisible barriers (or glass walls) prevent women and minorities from taking important lateral movement
within organizations. These results in preventing significant experience in areas such as line supervisor positions that would enable women and
minorities to advance vertically. The glass ceiling is an invisible barrier that separates women and minorities from top management positions.
Prevailing attitudes and subtle biases combine to prevent significant vertical movement to these groups.
118. The five steps include: (1) changing structures and policies; (2) focusing on diversity recruiting; (3) establishing mentor relationships, (4)
accommodating special needs, and (5) offering training and education.

37

119. Generalized. This form involves sexual remarks and actions that are not intended to lead to sexual activity but that are directed toward a
coworker based solely on gender and reflect on the entire group.
Inappropriate/offensive. Though not sexually threatening, it causes discomfort in a coworker, whose reaction in avoiding the harasser may limit his or
her freedom and ability to function in the workplace.
Solicitation with promise of reward. This action treads a fine line as an attempt to "purchase" sex, with the potential for criminal prosecution.
Coercion with threat of punishment. The harasser coerces a coworker into sexual activity by using the threat of power (through recommendations,
grades, promotions, and so on) to jeopardize the victim's career.
Sexual crimes and misdemeanors. The highest level of sexual harassment, these acts would, if reported to the police, be considered felony crimes and
misdemeanors.

38