Management

Q: ____________________ refers to a person's speaking pattern and includes elements of directness/indirectness, word choice, use of jokes, or figures of speech, and so forth.

Q: ____________________ can help employees with children better balance work and family life by allowing them to work from home.

Q: The ____________________ guarantees continuation of any paid health benefits, plus a return to the same or an equivalent job, for employees (both men and women) who take up to twelve weeks' unpaid time off so that they can care for themselves or an ailing family member such as a parent, child, or spouse.

Q: ____________________ is a form of threat by a supervisor. If the employee refuses to submit to sexual advances, that persons job or career advancement is in danger.

Q: The addition of the words salary negotiable to an advertisement for an administrative position in a male-dominated field functioned as a ________________________________ because it closed the wage gap between men and women by 45%.

Q: Unwelcome verbal or physical behavior of a sexual nature that affects a person's job performance or work environment is known as ____________________.

Q: Women in senior management positions say the real problems for most women's career advancement in organizations a. are a lack of significant management and line experience and less time on the job. b. are misconceptions of women and the exclusion of women from informal networks of communication. c. are family issues that get in the way of their ability to travel and work late. d. are women who, once in an advanced position, won't help other women advance. Enter the appropriate word(s) to complete the statement.

Q: Which of the following examples illustrates an individual holding a nontraditional job? a. Manuel is a computer systems analyst. b. Maria is director of finance. c. Carlos is an engineering manager. d. Cecilia is a bank teller.

Q: Today in America, there has been a major shift in the role of women, in that a. women are being pursued for more top leadership roles than men. b. greater numbers of women are assuming the role of breadwinner. c. fewer mid-managerial roles are being filled by women who instead pursue the "mommy track." d. most women pursuing nontraditional careers are choosing jobs in the skilled trades.

Q: Which statement about paid parental leave is true? a. Most countries do not guarantee paid parental leave, but the U.S. does. b. About 85% of U.S. firms provide some form of paid leave for new fathers. c. Germany provides 52 weeks of paid paternity leave, and Sweden offers 61 weeks. d. Men, but not women, in the U.S. tend to feel uneasy about taking parental leave.

Q: Which of the following statements is true regarding mens and women's linguistic styles? a. Female-style humor tends to focus on banter and teasing remarks. b. Men tend to speak in a steady flow, free of pauses, interrupting each other to take turns. c. Women tend to dominate discussions during meetings. d. Men are likely to downplay their certainty and are more apt to emphasize politeness.

Q: Case 16.1 Big Cars Automotive is a car manufacturer based in Asia but with plants in the United States. It has a typical mix of men and women in its work force, and its senior-level managers reflect the typical diversity of any large American company. Recognizing the changing values and goals of American society, the company allows men and women to shift to part-time work or job-sharing when desired in order to help with child rearing responsibilities at home. They then let these employees return to regular full-time jobs with career tracks when available. While Big Cars has a tough sexual harassment policy, it seems to tolerate the posting of explicit photos in public areas, lewd conversations or jokes in mixed gender groups, and sexual innuendo between first-line supervisors and workers. Their attitude is, What can you do about the way people talk? Refer to Case 16.1. Which of the following statements is most true about the female engineers at Big Cars Automotive? a. They hold nontraditional jobs. b. They hold gender-biased jobs. c. They are unlikely to be promoted to managerial positions. d. They are likely to be paid the same as their male colleagues.

Q: Linguistic style refers to a person's speaking pattern and includes such characteristics as a. directness or indirectness. b. pacing, pausing, and word choice. c. the use of such elements as jokes, figures of speech, stories, questions, and apologies. d. all of these

Q: Which of the following is true about filing a sexual harassment charge? a. It is a more likely result when organizations implement a zero-tolerance policy on harassment. b. It is best to file the charge directly with the EEOC and not press your case through company channels. c. Companies that can demonstrate employees failed to use internal procedures for reporting abusive behavior still will be unprotected in a court of law. d. It is a lengthy, expensive, and psychologically draining experience.

Q: Refer to Case 16.1. What Big Cars permits men and women to do regarding child rearing is a. mandated by the Family and Medical Leave Act. b. called a Daddy or Mommy Track. c. an example of gender bias. d. an example of flextime.

Q: As we study the challenges facing men in terms of their changing roles, we find that a. men today find it more challenging to work with assertive, successful women. b. men are losing more top leadership positions to women. c. the socialization process has put men at a disadvantage for succeeding in team-based work environments. d. many young men live in an extended adolescence because the transition to adulthood is especially difficult for them.

Q: Tensions between employees with and without children can be alleviated by a. offering flexible schedule opportunities to employees with children. b. offering pay and promotional incentives based on hours worked during overtime, nights, and weekends. c. offering flexible schedule opportunities to all employees. d. assigning big projects to those without children.

Q: A stress facing men as they seek the "package deal" of marriage, fatherhood, employment, and homeownership is the realization that a. it is too expensive to "have it all." b. they secretly prefer employment to the other three options. c. they believe women should be in charge of bringing home the family's income. d. these goals often conflict.

Q: Women who desire both a career and a family a. should choose a career with greater flexibility and forgiveness of interruptions. b. are declining in number as more women choose job satisfaction over motherhood. c. typically find it easy to do it all and avoid frustration. d. must avoid the Mommy Track if they are to be successful.

Q: Which of the following is not a challenge to women in top-level positions? a. Those positions can require duties or outside activities that accommodate men with non-working or part-time-working wives. b. There is social pressure to fulfill more traditional, feminine roles. c. Husbands are beginning to compromise their ambitions to support their wifes career. d. Their balance of work and life is more difficult.

Q: When employers base employment, promotion, job-assignment, and compensation decisions on a person's gender, a. employees are set up for success. b. the work environment is more enjoyable. c. women have more freedom to pursue motherhood as a career. d. human relations and productivity suffer.

Q: Which of the following has not fueled the growth of telecommuting among workers today? a. The availability of powerful home-office computers and communication technologies b. Reduced real estate and office costs for employers of telecommuters c. The demands of workers who want to blend work and family d. The trend toward team-based projects and work structures

Q: Women who work in male-dominated workplaces can assimilate and build their chances of success by a. finding female mentors with direct experience working and achieving in similar conditions. b. demonstrating professionalism through engaging with male colleagues in only formal situations. c. conversing with everyone using a task-oriented mindset. d. avoiding the use of flex time or compressed work week scheduling.

Q: Madisons company has a flexible work schedule. She has heard that the company is not doing very well. One of the strategies she should not consider is a. attending all meetings to which she is invited. b. coming into the office, even on her off day. c. relying on the excellent performance review she received last year. d. ensuring her supervisor is aware of her achievements.

Q: Juan likes to be able to attend his children's soccer games. They typically play around 4 p.m. On the days of the games, he goes into work at 7 a.m. so that he can get off by 3:30 p.m. and go to the game. His company offers a. compressed workweeks. b. flextime. c. a results-only work environment. d. telecommuting.

Q: An example of a gender-specific language barrier is that women want men to be concise, remain on point, and speak informally and off-the-cuff, whereas men prefer to avoid restating obvious points and to put together polished presentations instead. a. True b. False Indicate the answer choice that best completes the statement or answers the question.

Q: All cultures promote one set of behaviors for boys and a separate set for girls. a. True b. False

Q: In general, mens attitude about womens ambitions has changed because they worked with them in college classes. a. True b. False

Q: Stereotypes about the differences between men and women are often too strong and inflexible. It is tempting to put a label on someone and believe that label represents that person. a. True b. False

Q: In many types of occupations, women still earn less than men doing the same job. a. True b. False

Q: Choosing flexible work options could create job insecurity if you fail to exercise scheduling responsibly or fail to make your achievements visible to your boss. a. True b. False

Q: Case 15.1 Topco, Inc. is a manufacturer of electric fans and other low-tech cooling devices. Joan is the HR director. She is conducting a workshop for her managers on valuing diversity and inclusion. In an open discussion about the managers' concerns on this topic, Bob says, "I don't care what someone's race or gender, or whatever, is. I just have a tough time with the soft, fat, college-educated kids who come in here and tell me how to do my job." Jane chimes in, "The real issue here is men one who's not one of his drinking buddies." After a few more comments, Joan continues with the training program. Joan spends some time demonstrating that highly skilled and talented people will leave their company if not valued, how an inappropriate joke creates tension, and how failure to value individual employees could even lead to lower productivity. She then moves on to brainstorming what each manager can do as an individual to enhance diversity. She closes the day's session with a discussion of how diversity and inclusion management must be seen as a process, have clear business objectives that permit assessment, and be supported by managers at all levels if it is to succeed. Refer to Case 15.1. Bob's concerns are an example of a. a non-diversity related problem. b. subtle discrimination based on secondary characteristics. c. a violation of the Civil Rights Act of 1964. d. what would normally be called the primary characteristics of diversity. Enter the appropriate word(s) to complete the statement.

Q: Case 15.1 Topco, Inc. is a manufacturer of electric fans and other low-tech cooling devices. Joan is the HR director. She is conducting a workshop for her managers on valuing diversity and inclusion. In an open discussion about the managers' concerns on this topic, Bob says, "I don't care what someone's race or gender, or whatever, is. I just have a tough time with the soft, fat, college-educated kids who come in here and tell me how to do my job." Jane chimes in, "The real issue here is men one who's not one of his drinking buddies." After a few more comments, Joan continues with the training program. Joan spends some time demonstrating that highly skilled and talented people will leave their company if not valued, how an inappropriate joke creates tension, and how failure to value individual employees could even lead to lower productivity. She then moves on to brainstorming what each manager can do as an individual to enhance diversity. She closes the day's session with a discussion of how diversity and inclusion management must be seen as a process, have clear business objectives that permit assessment, and be supported by managers at all levels if it is to succeed. Refer to Case 15.1. Joan's closing is an example of what steps an organization can take to enhance diversity? a. Review employment practices. b. Create additional education programs. c. Implement an affirmative action program. d. Make a serious organizational commitment.

Q: Which of the following is a secondary dimension of diversity? a. Gender b. Religious beliefs c. Physical abilities d. Sexual orientation's inability to relate to women, each other, and minorities. I've yet to meet a male manager who can really understand some

Q: Which of the following is good example of subtle discrimination? a. Several 50- to 60-year-old employees are given early retirement packages so that the organization can grow by hiring double the number of young job applicants. b. Management neglects to respond to an African-American employee's complaints about receiving harassing e-mails. c. The department manager expects Dan, who is obese, to be slower and less accurate than other workers, and thus requires more frequent project updates from Dan. d. The rest of Janice's management team is composed of men who schedule important meetings without her and limit her access to important documents.

Q: What does it mean to value diversity? a. Recognizing that everyone has differences b. Behaving as though individual and cultural differences don't exist c. Having an ethnically diverse management team in the organization d. Anticipating that workforce diversity will provide a competitive advantage in the marketplace

Q: Which of the following is a point that supports affirmative action policies? a. Affirmative action creates preferences. b. Affirmative action does not involve employment selection tests. c. The purpose of affirmative action is to promote equal consideration. d. These policies require extensive training for interviewing prospective employees.

Q: Outline a comprehensive and effective diversity program for an organization. How will you ensure its success?

Q: Do you feel affirmative action is discriminatory? Discuss the controversy and explain how you feel affirmative action can make a positive or negative impact in the educational and business worlds.

Q: How does the state of the economy affect prejudice? In what way does wealth inequity cause tension in America?

Q: What four elements are the points of focus for a company culture that enhances retention of diverse employees?

Q: Diversity consists of primary and secondary dimensions. Define these two terms, and offer three examples of each. Which dimensions and characteristics do you believe contribute most strongly to stereotypes?

Q: Discuss the three major factors that contribute to the development of prejudice.

Q: Imagine you or your friend or coworker is being discriminated against at work. What comprehensive advice would you offer him or her?

Q: What is unconscious bias, and how does it affect the workplace?

Q: Compare and contrast overt discrimination with subtle discrimination.

Q: What are the economic costs of not appropriately valuing diversity?

Q: Upon arriving in a foreign country on a business trip, Maria thinks to herself "Wow. These people should take a lesson on hospitality from our people." Maria seems to be guilty of ____________________.

Q: ____________________ is the part of a persons identity that reflects the racial, religious, or cultural group to which the person belongs.

Q: __________________ within an organization is a state of being valued, respected, and supported so that one can achieve ones full potential.

Q: The law known as the ____________________ (ADA) bans discrimination against workers with disabilities and requires employers to make reasonable accommodations for the workers' disabilities.

Q: ____________________ are premature opinions or judgments of people based solely on their primary or secondary traits.

Q: To develop a culture that values and enhances diversity, organizations need ____________________ that give managers and employees the tools they need to work more effectively with one another regardless of their backgrounds.

Q: The 1964 Civil Rights Act established guidelines for the implementation of ____________________ in order to remedy the effects of past discrimination against groups protected under this law.

Q: The term "Asian" is a label for the ____________________ category that includes a wide range of groups, such as Vietnamese, Filipino, Chinese, and Korean, with distinct histories and languages.

Q: In many cases, a(n) ____________________ involves the false assumption that all members of a group share the same characteristics.

Q: Health habits, religious beliefs, education and training, and family status are all known as ____________________ of diversity.

Q: Refer to Case 15.1. Bob's concerns are an example of a. a non-diversity related problem. b. subtle discrimination based on secondary characteristics. c. a violation of the Civil Rights Act of 1964. d. what would normally be called the primary characteristics of diversity. Enter the appropriate word(s) to complete the statement.

Q: Refer to Case 15.1. Joan's closing is an example of what steps an organization can take to enhance diversity? a. Review employment practices. b. Create additional education programs. c. Implement an affirmative action program. d. Make a serious organizational commitment.

Q: Affirmative action guidelines a. were established to remedy the effects of past discrimination. b. have limited access to jobs to certain protected groups of people. c. require employers to strive for an imbalance in their work force. d. celebrate the differences in the various groups protected by them.

Q: Which of the following pieces of advice would be least helpful to an organization whose diversity training efforts are ineffective? a. Offer incentives to middle managers who incorporate diversity initiatives into hiring, development, and promotion decisions. b. Offer voluntary training that advances organizational goals. c. Hold leadership responsible for modeling behaviors that support diversity. d. Make training mandatory, primarily to avoid liability in diversity lawsuits.

Q: Jeremy is 28 years old, white, single, well spoken, and well educated. He was laid off from his job 8 months ago, despite his history of excellent performance reviews during the 6 years he had worked for the organization, and has been unable to find another job. He is most likely being screened out by potential employers because a. he is male. b. he is unemployed. c. he is white. d. he is unmarried.

Q: As organizations enhance diversity, which employment practice should they adopt? a. Limit the race and gender of employees. b. Recognize that subtle biases will always exist and not much can be done about them. c. Develop a plan for actively recruiting employees from groups that are underrepresented in the organization. d. All of these

Q: Based on the Americans with Disabilities Act, organizations may be deemed discriminatory to those with disabilities if they a. make special accommodations for accessing the workplace. b. reject disabled applicants who, with or without accommodations, cannot perform essential job duties. c. draw attention to various disabilities in a diversity training session. d. terminate high-performing alcoholic employees.

Q: Rafael distrusts people with a New England accent because when he was a child, a person with that type of accent swindled his father in a car deal. This is an example of prejudice formed by a. ethnocentrism. b. cultural myopia. c. childhood experience. d. economic factors.

Q: Refer to Case 15.1. Jane's comments are an example of ____ prejudice. a. gender b. race c. age d. sexual orientation

Q: Over recent years, the American economy has slipped into a recession. During an economic slump, peoples prejudices a. tend to decrease as they work together to try to restore the economy. b. may be rooted in their basic survival needs and therefore hard to eliminate. c. surface only when heightened by an election or other significant political event. d. are directed at those of a different socioeconomic class and do not involve race or ethnicity.

Q: Refer to Case 15.1. What might be an economic cost for the company due to Bob's comment regarding "soft, fat, college-educated kids" who might be participating in the workshop? a. Comments received as an insult will create tension among these workers. b. These employees will attempt to refute his statement by excelling in their work. c. A possible loss of highly skilled workers from the company could occur. d. There will be no economic cost as a result of his statement.

Q: Which of the following statements is true regarding age in the workplace? a. Older workers are unable to adapt to the changing workplace. b. Older workers have a more difficult time understanding the latest technology. c. Older workers are productive, cost-effective employees. d. Older workers cost companies more in health benefits.

Q: People can easily be discriminated against based on race because a. race is a primary dimension of diversity that can't be changed. b. racism is a conscious bias for most people. c. genetic science supports the concept that racial differences exist. d. people have direct experiences with people from different racial groups.

Q: An individual demonstrates prejudice when he/she a. monitors and analyzes his/her stereotypical views. b. takes a critical and honest look at myths about peoples. c. is able to manage his/her ethnocentrism. d. makes judgments without examining the facts.

Q: Research suggests that as many as 50% of _____ working in science, engineering, and technology will eventually leave because of hostile work environments. a. women b. non-white males c. homosexuals d. low-income people

Q: Which of the following is true regarding discrimination on the basis of sexual orientation? a. Because same-sex marriage is not legally recognized, high-profile companies do not provide medical benefits to same-sex partners. b. It is becoming a larger issue as individuals are less willing to hide their orientation at work. c. It is not an issue as it only affects a small portion of the working population. d. Very few large companies are dealing with the issue; it is mostly addressed in small to medium-sized businesses where working relationships are closer.

Q: The process of creating an organizational culture where understanding is promoted (and tensions are defused) among employees who differ in age, race, gender, and religious beliefs is known as a. affirmative action. b. the economics of valuing diversity. c. managing diversity. d. ethnocentrism.

Q: Kenneth's girlfriend accuses him of ethnocentrism. This means that Kenneth tends to a. regard his own culture as better or more "correct" than other cultures. b. believe that other cultures are better than his own. c. display an attitude in favor of or against people based solely on primary or secondary dimensions. d. make generalizations about all members of a particular group of people.

Q: Which religious group faces unique challenges in the workplace due to their faiths requirements such as scheduled prayer, wearing of head scarves for women, and maintenance of facial hair for men? a. Jews b. Muslims c. Christians d. Buddhists

Q: Refer to Case 15.1. Joan's presentation on the possibility of people leaving, tension, and reduced productivity can all be grouped under the heading of a. diversity conflict resolution and teambuilding. b. subtle forms of discrimination and their consequences. c. the economics of valuing diversity and inclusion. d. the need for affirmative action.

Q: Companies that seek a quick fix for their lack of employee diversity a. often create greater, not less, divisiveness among workers. b. can achieve this through a one-day workshop that promotes the advantages of a diverse workforce. c. can expect a long-term increase in their customer base as a result. d. are most successful at embedding diversity within their business objectives.

Q: Affirmative action initiatives have helped increase the number of minority students enrolled at top U.S. universities. a. True b. False Indicate the answer choice that best completes the statement or answers the question.

Q: The most common and powerful stereotypes focus on observable personal attributes. a. True b. False

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