1. You are the HRM manager in a company

1. You are the HRM manager in a company with a highly diverse workforce. Over lunch you are
explaining to a Caucasian, middle-class, line manager that she needs to use different training techniques
with her Hispanic employees than with her black employees because of the difference in their cognitive
structures. By “cognitive structures,” you mean:
a) their personality traits.
b) the way they perceive and respond to the world around them.
c) their social and economic grouping.
d) those individual characteristics over which they have little or no control.
e) their problem-solving abilities.
2. Fundamentally, diversity:
a) consists of those elements in our lives over which we have no control, but which make
us individuals.
b) is caused by the choices we make about our lifestyles, etc., that make us who we are.
c) is all the human characteristics that make us who we are.
d) is simply another term for affirmative action in the workplace.
e) is another term for “stereotype”.
3. 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) closed-mindedness.
e) a and b
4. An important diversity issue is understanding the distinction between diversity and the
source of diversity. Which of the following is an example of diversity?
a) Terrance believes men should lead group discussions. Cami thinks gender is irrelevant to
leadership.
b) Marshall and Patty attended parochial school as children and readily accept
authoritarian leadership.
c) Jesus enjoys hot spicy food because he is a Latino.
d) Carla does well in mathematics because she is an Asian-American.
e) All of the above are examples of the sources of diversity.
5. Diversity is a function of:
a) stereotyping.
b) an individual’s group membership.
c) individual characteristics, some of which can be changed, and some over which one has
no control.
d) segmented communication networks.
e) the current implementation of affirmative action programs and their quotas.
6. 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.
e) two groups will only have overlap if they are from the same continent.
7. The growing awareness of changing workforce demographic and the need to fully integrate and
work effectively with nontraditional and minority employees is called:
a) equal employment opportunity.
b) affirmative action.
c) diversity training.
d) diversity management.
e) valuing diversity.
8. The number of people over age 55 in the United States will grow by about ____ over the
next decade.
a) 10%
b) 26%
c) 18%
d) 46%
e) 77%
Answer: d 9. In 2005, _____ of the U.S. population was considered Hispanic.
a) 5%
b) 14%
c) about 50%
d) 85%
e) 90%
10. The number of women in the work force is expected to continue to _______; the number of
men in the workforce is expected to _______.
a) increase / increase proportionally
b) decrease / increase overall
c) decrease / decrease proportionally
d) increase / decrease overall
e) none of the above
11. Of the more than 20 million jobs projected to be created over the next decade, 75% will be filled
by minorities and _____.
a) female Americans
b) Asian-Americans
c) Hispanic-Americans
d) White Americans
e) African-Americans
12. 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) 12%.
b) 22%.
c) 36%.
d) 48%.
e) 75%.
13. Workforce diversity can enhance organizational effectiveness by:
a) reducing costs and improving quality.
b) decreasing communications and conflict.
c) simply recognizing the inevitable change in the face of the workforce in the future.
d) creating greater system stability.
e) increasing creativity, leading to better problem solving.
14. Colgate’s rise to the top spot in the oral care market is considered to be a result of:
a) marketing strategies directed toward a multigenerational population.
b) breaking away from corporate “group-think.”
c) apprenticeship programs.
d) diversity training.
e) all of the above
15. It is a challenge to convince people to value diversity because:
a) it is seen as diminishing the common ground necessary to a viable society.
b) most managers already see diversity as an asset to their companies.
c) diversity programs have created a strong backlash.
d) quotas in affirmative action programs have been eliminated.
e) it tends to decrease system flexibility.
16. A report from the EEOC shows that _____ of employers with more than 50 workers in
Washington state still intentionally discriminate against women.
a) 5%
b) 12%
c) 25%
d) 30%
e) 50%
17. A report from the EEOC shows that in Georgia, approximately ____ % of larger employers
discriminate based on race.
a) 60
b) 40
c) 30
d) 20
e) 10
18. At current the current growth rate, in approximately 25 years, white Americans will represent
_____ of the total U.S. population.
a) >50%
b) <50%
c) 50%
d) the same
e) a decrease by more than 30%
19. Long established _____ is/are often a roadblock for women and minorities in a corporate
setting.
a) boards
b) men
c) culture
d) policies
e) training programs
20. The cultural relativity concept of management displays which of the following characteristics?
a) A value placed on varying beliefs, attitudes, and patterns of behavior
b) Standardized management practices
c) A strong belief in universalism
d) Flexible management practices that can be molded to different cultures
e) a and d
21. The fact that most communication within an organization occurs between members of the same
sex and race demonstrates the diversity management challenge related to:
a) the resistance to change in organizations.
b) retention of minority and women employees.
c) group cohesiveness.
d) communication channel segmentation.
e) valuing employee diversity.
22. Of the top 25 markets, minorities now make up a majority of the population in _____.
a) 2
b) 5
c) 18
d) 20
e) 22
23. Some managers and mainstream employees feel that organizations have compromised their
standards to comply with EEO requirements. This belief exemplifies the challenge to managing diversity
of:
a) resentment.
b) the retention of men who will likely quit in frustration.
c) competition for opportunities.
d) balancing individual versus group fairness.
e) backlash.
24. The best strategy to handle the various challenges to managing diversity is to:
a) assume an individual’s behavior is based on their ethnic grouping.
b) remember that women are always more conceptual and emotional than men,
regardless of ethnic background.
c) remember that the primary determinant of behavior is one’s group membership.
d) treat employees as individuals.
e) focus on the sources of diversity, not the diversity itself.
25. Shakira, who is Latina, is concerned that Latinos seem to be receiving less assistance and
training than African-Americans in employment opportunities in local businesses. Her concern is an
example of:
a) competition for opportunities.
b) stereotyping.
c) discrimination.
d) a male-dominated social culture.
e) group-think.
26. Currently, about ___ of the U.S. workforce is African-American.
a) 5%
b) 12%
c) 21%
d) 15%
f) 3.6%
27. 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) the use of non-standard English at the worksite, isolating them from other workers.
c) that they are generally less educationally prepared for the workplace.
d) that the variety of cultures represented by the term “African-American” makes it
difficult for non-African-American managers to be appropriately sensitive.
e) their general lack of experience in higher level jobs due to past discrimination.
28. Asian-Americans make up about ____ of the U.S. workforce.
a) 11%
b) 27%
c) 4.7%
d) 2.8%
e) 9.1%
29. Generally speaking, in many organizations, Asian-Americans are:
a) considered an advantaged group and therefore not eligible for special consideration.
b) underrepresented in technical fields.
c) over-represented in academic institutions.
d) more likely to benefit from affirmative action programs because their educational
achievements have prepared them for management.
e) the only minority group appropriately represented numerically in top corporate
positions.
30. Stereotyping among minorities:
a) is not nearly as important as stereotyping between the majority and minorities.
b) only occurs during times of economic hardship.
c) does not exist.
d) exists to some degree among various groups toward other groups.
e) a and b

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