1.

(TCO 1) An assumption that people experience the world in the same way and have the same unearned advantages is called (Points : 5)

privilege. social class. common sense. None of the above

0 9024826 MultipleChoice 1

2. (TCO 2) One key to managing differences is (Points : 5)

treating all employees the same way. treating others as you would like to be treated. developing emotional intelligence. All of the above
0 9024829 MultipleChoice 6

3. (TCO 3) Employee differences can be positive because (Points : 5)

differences provide opportunities for more creativity. differences lead to multiple perspectives. differences provide a way to test the strength of an idea. All of the above
0 9024831 MultipleChoice 9

4. (TCO 4) When white people learn about racism, they are seldom taught (Points : 5)

much about slavery and the oppression of nonwhites. that it creates an advantage for them. that they may experience the world differently because they are white. All of the above
0 9024833 MultipleChoice 10

5. (TCO 5) Saliency is defined as (Points : 5)

a positive stereotype. a negative stereotype. all social identity groups of which you are a member. placing more importance on some aspect of your identity or social group memberships.

9024834

MultipleChoice

14

6. (TCO 6) At Coca-Cola, the diversity issues stemmed from (Points : 5)

a lack of profits. a lack of emphasis on human capital issues. a lack of emphasis on product marketing. a lack of global markets.
0 9024836 MultipleChoice 16

7. (TCO 7) Institutional racism (Points : 5)

is always intentional. is always overt. is a system of advantages for some groups within social institutions. has been solved by Equal Employment Opportunity Legislation.
0 9024837 MultipleChoice 19

8. (TCO 8) Direct methods of negotiation are more apt to include which of the following? (Points : 5)

Gestures Vague comments Definite responses to proposals Figurative forms of speech

0 9024839 MultipleChoice 22

9. (TCO 1) Over the centuries, cultures have enriched each other mainly by (Points : 5)

science. change. language. literature.

0 9024841 MultipleChoice 25

10. (TCO 2) Which of the following is an example of social capital? (Points : 5)

Getting into college because your parent is an alumni and contributes to the alumni fund Getting a job because you know someone who can put in a good word for you Knowing how to dress appropriately for a job interview

All of the above

1. (TCO 3) Which generation was influenced the most by Civil Rights, the Cuban Missile Crisis, the Vietnam War, and space exploration? (Points : 5)

Generation Z Generation Y Veterans Baby boomers

0 9024846 MultipleChoice 2

2. (TCO 4) The corporate equity index is (Points : 5)

a set of measures of return on investment. a set of measures of the total costs of diversity lawsuits. a sets of standards to measure corporate diversity programs for all types of social identity group differences. a sets of standards to evaluate and measure how well corporations treat LGBT employees.
0 9024848 MultipleChoice 6

3. (TCO 8) Phase II of a change effort requires that (Points : 5)

the organization break down subtle forms of discrimination. the organization break down overt forms of discrimination. the organization produce a plan to implement culture change. All of the above
0 9024850 MultipleChoice 9

4. (TCO 8) All of the following are categories of ethical theories, except (Points : 5)

particular and universal application of theories. applications for resources based theory of the firm. deontological category of ethical theories and their applications to diversity. caring theories and their applications to diversity.
0 9024852 MultipleChoice 12

5. (TCO 1) Womens legal rights can be attributed to all of the following legislation, except (Points : 5)

Title IX. ADA. Equal Rights Amendment. Title VII.

0 9024854 MultipleChoice 15

6. (TCO 4) Today, more LGBT workers tend to be more open about their sexual orientation because (Points : 5)

there is little prejudice against this type of diversity anymore. public opinion about gays and lesbians in the workplace has improved in some industries and geographical locations. they can sue for legal damages for workplace discrimination in all states. None of the above
0 9024857 MultipleChoice 16

7. (TCO 4) Being transgendered means that a person (Points : 5)

is homosexual but is unaware of it. does not conform to traditional gender norms. is homosexual and is aware of it. None of the above
0 9024860 MultipleChoice 21

8. (TCO 4) A troubling aspect of the Coca-Cola lawsuit was that (Points : 5)

there was a report from a vice president that detailed the problems with diversity issues. racial minorities represented a large percentage of Cokes customer base. there were attempts by outside stakeholders to warn corporate management that there was a problem. All of the above
0 9024867 MultipleChoice 22

9. (TCO 1) An example of repression of differences would be which of the following? (Points : 5)

A manager refusing to allow disagreements to emerge A manager not hiring people of color A manager separating employees who disagree

A male manager who always has lunch with the other male managers and never invites the female managers to join them
0 9024871 MultipleChoice 26

10. (TCO 1) The emotional experience of differences comes from (Points : 5)

heredity. global business. how people make meaning out of their interactions with others. how people look.
2. (TCO 3) You have just been hired as vice president of human resources by a U.S.-based soft-drink

company with international operations. You are hearing mixed messages from the employees regarding their opinions of whether or not the company truly values diversity. Therefore, you have decided to hire an outside consultant to evaluate whether or not the companys diversity initiatives and policies are effective. How will you know if the consultant has engaged in a thorough and unbiased job of assessing the effectiveness of the organizations diversity initiatives? What steps should the consultant follow in the process? (Points : 30)

From a business perspective, organizations implement diversity initiatives for a variety of reasons. Sometimes they implement these changes to avoid costly lawsuits and negative publicity; or to attract and retain a wider pool of employees, especially in a tight labor market; or to improve customer and supplier relationships; or to improve workplace performance (Allard 260).

Today, many organizations conduct audits for various reasons, such as determining the effectiveness of diversity recruiting and retention efforts, measuring the value of diversity training, and surveying workers about the success of diversity initiatives, such as supplier programs and diversity councils. These audits reveal whether a gap exists between what is being done and what the organization should do in terms of diversity, and are used as a basis for action planning (Allard 328).

To ensure that the consultant group is unbias they must work alongside of the employees, using questionnaires, focus groups, one-to-one interviews, and reviews of documentation, websites, communications and other materials. And then apply their experience and knowledge to all of this, to assess and evaluate the organizational culture, values, policies and practices. During this process the consultant must audit, assess/diagnose and implement a smooth transformation.

Communication is key for managers in this situation. The firm should let it be known how important diversity is to the entire operation and sucess of the organization. Having an evaluation is step one in proving so, giving feedback to the results is equally important as well.

Allard, Carol Harvey and M. June. Understanding and Managing Diversity, 4th Edition. Pearson Learning Solutions.

4. (TCO 7) An employee hears that the company is preparing a diversity initiative. He complains to you

that he thinks setting employment and promotion quotas for certain groups is not good for the organization. What would you tell him about the difference between diversity management and affirmative action? (Points : 30)

Managing diversity can be defined as a planned, systematic and comprehensive managerial process for developing an organizational environment in which all employees, with their similarities and differences, can contribute to the strategic and competitive advantage of the organization, and where no one is excluded on the basis of factors unrelated to production.

Diversity is a more inclusive concept and includes people of various religions, marital status, sexual orientation, economic status and a variety of other different states of being. Diversity is also considered a strategic business practice which continues to increase as distinctions among people in the workplace become more prevalent.

The term affirmative action was initially used in Executive Order No. 10925 signed by President John F. Kennedy in 1961, regarding the treatment of employees without regard to their race, creed, color, or national origin. The Executive Order was superseded by Executive Order 11246 in 1965. The Order was also expanded by President Lyndon Johnson in 1967 to also include women. The most current version of affirmative action compliance for federal / federally assisted construction contractors is referenced under Executive Order 11246. Affirmative action is based on legal directives requiring federal contractors to measure employment practices and to develop a workforce that is reflective of the community in which they work.

Affirmative action refers to several federal laws that require Federal contractors and subcontractors to take affirmative action to ensure that all individuals have an equal opportunity for employment, without regard to race, color, religion, sex, national origin, disability or status as a covered veteran (Vietnam era veteran, recently separated veteran, special disabled veteran, or any other veteran who served on active duty in the U.S. military, ground, naval, or air service during a war or in a campaign or expedition for which a campaign badge has been authorized).

Diversity, on the other hand, refers to the broader community value of appreciating the contributions of all employees. Managing diversity enables an optimum benefit from its diverse workforce. Affirmative action assures that there is diversity to manage.