Ch5 Managing Diverse Employees in a Test Bank + Answers

Contemporary Management, 11e (Jones)

Chapter 5 Managing Diverse Employees in a Multicultural Environment

1) Effectively managing diversity is an important organizational resource that can improve effectiveness, but it doesn't contribute to an organization's competitive advantage.

2) While women have substantial participation rates in the U.S. workforce, the gender wage gap and underrepresentation on company boards are continuing issues.

3) As the racial and ethnic diversity of the U.S. population continues to change, organizations are faced with the challenge of ensuring diverse employees have equal opportunities.

4) The challenges managers face in effectively managing diversity are related to the diversity of the environment.

5) Executives at an engineering firm host a quarterly diversity forum. Team members from different cultural backgrounds share information on their cultural norms and there is dialog regarding diversity challenges or opportunities. This is a poor idea because diverting firm resources away from project activities does not contribute to achieving the firm's goals.

6) As a manager, Julia believes that every member of her team should receive the same pay raise each year regardless of their individual contribution. Julia is following the distributive justice principle when managing salaries in this way.

7) Overt discrimination by a manager, such as the use of racial slurs, violates the principle of distributive justice.

8) Diversity requires organization members to suppress their personal styles.

9) Sexual harassment that creates a hostile work environment is more subtle than quid pro quo sexual harassment.

10) Lewd jokes, vulgar language, and displays of pornography are examples of quid pro quo sexual harassment.

11) What is the definition of diversity?

A) differences among people due to age, gender, race, ethnicity, religion, sexual orientation, socioeconomic background, or other characteristics

B) differences in the levels of job satisfaction and organizational commitment among managers in different countries because they face different economic, political, and sociocultural forces in their organizations' general environments

C) the extent to which an individual has a strong desire to perform challenging tasks well and to meet personal standards for excellence

D) the extent to which an individual is concerned about establishing and maintaining good interpersonal relations, being liked, and having the people around him or her get along with one another

E) the extent to which an individual desires to control or influence others

12) Which act requires that men and women be paid the same if they are performing the same work?

A) Civil Rights Act of 1991

B) Title VII of the Civil Rights Act

C) Equal Pay Act

D) Age Discrimination in Employment Act

E) Gender Equality Act

13) Title VII of the Civil Rights Act prohibits discrimination

A) against workers over the age of 40 and restricts mandatory retirement.

B) against women in employment decisions on the basis of pregnancy, childbirth, and related medical decisions.

C) against disabled individuals in employment decisions and requires that employers make accommodations for disabled workers to enable them to perform their jobs.

D) in the areas of hiring and firing only.

E) in employment decisions on the basis of race, religion, sex, color, or national origin.

14) Melissa worked hard, but she knew she would never obtain an upper-level position in her company because all managers were males. Melissa was experiencing

A) gender equity.

B) a stereotype.

C) a glass ceiling.

D) bias.

E) a pay gap.

15) In addition to prohibiting discrimination in employment, the Civil Rights Act of 1991

A) specifically protects the rights of women in matters related to pregnancy and childbirth.

B) allows for the awarding of punitive and compensatory damages in cases of intentional discrimination.

C) prohibits discrimination against disabled individuals.

D) requires that men and women be paid equally if they are performing equal work.

E) requires that employers provide 12 weeks of unpaid leave.

16) ________ refers to a grouping of people based on some shared characteristic such as national origin, language, or culture.

A) Heritage

B) Ethnicity

C) Ancestry

D) Regionality

E) Race

17) ________ diversity requires that managers be sensitive and responsive to the needs and concerns of individuals who might not be as well off as others.

A) Ethnic

B) Gender

C) Religious

D) Educational

E) Socioeconomic

18) Sanjay, the company's human resources manager, serves in a monitoring role by ensuring diversity is effectively managed by

A) conveying that the effective management of diversity is a valued goal and objective.

B) evaluating the extent to which all employees are being treated fairly.

C) serving as a role model and instituting policies and procedures to ensure that diverse members are treated fairly.

D) enabling diverse individuals to coordinate their efforts and cooperate with one another.

E) allocating resources to support and encourage the effective management of diversity.

19) Jared, a regional manager for a pet supply chain, is responsible for keeping his employees updated on changes in diversity policies. Jared plays the role of a ________ in managing diversity.

A) disseminator

B) leader

C) liaison

D) figurehead

E) communicator

20) Selena facilitates a monthly forum that provides team members across various functions and locations throughout her company an opportunity to share ideas, concerns, and solutions related to the work environment. She is acting in the role of a ________ by enabling diverse individuals to coordinate their efforts.

A) spokesperson

B) disseminator

C) liaison

D) monitor

E) negotiator

21) As a human resource manager, Janese commits 5% of the annual budget toward instituting new programs that reward employees for effectively handling diversity. Janese is playing the role of a(n)

A) monitor.

B) entrepreneur.

C) disseminator.

D) negotiator.

E) disturbance handler.

22) Bill's company's CEO recently held a companywide meeting where he shared specific diversity goals and expectations for how individuals should support his goals. The CEO was performing a(n) ________ role in managing diversity.

A) figurehead

B) leader

C) liaison

D) entrepreneur

E) spokesperson

23) To achieve distributive justice within an organization, managers should ensure that

A) all members of an organization receive identical or similar outcomes.

B) women consistently earn more than men.

C) outcomes are distributed privately to avoid comparison across individuals or groups.

D) traditionally oppressed groups receive the most favorable outcomes.

E) outcomes are not distributed based on a person's personal characteristics like race or age.

24) TechSmart employees receive annual pay raises and stock allocations on the basis of performance evaluations that assess individual achievement of goals. TechSmart managers are implementing ________ justice.

A) restorative

B) reparative

C) distributive

D) frontier

E) spatial

25) Rashad consistently went above and beyond to meet his personal deadlines and to help other team members to ensure a recent product launch was completed on time. His manager was impressed and offered Rashad the opportunity for a coveted leadership position on the next generation product team. The manager's action is consistent with ________ justice.

A) distributive

B) restorative

C) customary

D) reparative

E) frontier

26) ________ justice is basing employees' promotions on their meaningful contributions, independent of ethnicity, age, or gender.

A) Reparative

B) Frontier

C) Distributive

D) Restorative

E) Environmental

27) The supervisor of medical billing at a physician's office documents employees' job performance throughout the year to help her make objective decisions when evaluating and promoting employees. The supervisor is practicing the principle of ________ justice.

A) restorative

B) procedural

C) customary

D) social

E) environmental

28) One result of effectively managing diversity is the

A) decrease in distributive justice.

B) increase in gender schemas.

C) increase in the cost of managing employees.

D) narrowing of approaches to problems and opportunities.

E) reduction in employee turnover rates.

29) Blake is starting his own business and is defining goals and resource investment related to managing diversity. What outcome of effective diversity management should Blake consider?

A) Effective management of diversity does not impact competitiveness but is an ethical necessity.

B) Effective management of diversity presents business owners with few challenges.

C) Effective management of diversity can improve future contributions of diverse employees after they quit.

D) Effective management of diversity may increase employee turnover.

E) Effective management of diversity can increase profitability and employee retention.

30) An appliance company is planning to open another manufacturing facility. Top executives, practicing ________, have ensured that the design team for the new site includes women to address any unique needs female employees may have.

A) reverse discrimination

B) overt discrimination

C) diversity management

D) procedural justice

E) distributive justice

31) Lucy, a supply chain manager for an electronics manufacturer, created a policy that required all supplier bids to include information regarding the diversity polices and profiles of the supplier. This is an example of

A) managing diversity.

B) quid pro quo.

C) affirmative action.

D) overt discrimination.

E) stereotyping.

32) José is a small business owner who wants to ensure that he effectively manages diversity as his business grows. What approach could José take to help realize this goal?

A) José could entrust his employees with the responsibility of managing diversity on their own.

B) José could focus internally and minimize diversity issues, by reducing the use of minority suppliers.

C) José could reduce the number of religious holidays to avoid differences in schedules across employees.

D) José could avoid inconsistencies by training managers to rely on gender schemas to guide their perceptions of employees.

E) José could insist that his suppliers also support diversity to demonstrate his commitment.

33) An accounting firm conducts periodic reviews of the distribution of pay and other rewards granted to employees, such as promotions and increased office space. The goal of the reviews is to confirm that employees who received greater pay increases or other favorable outcomes have made significant contributions to the organization. This ensures the company uses ________ when rewarding its employees.

A) distributive equality

B) distributive fairness

C) procedural justice

D) compensation justice

E) distributive justice

34) What characteristic of perception explains why two different managers in a diverse environment may view an employee's potential very differently?

A) Perceptions are based on objective facts about diversity characteristics.

B) Perceptions change quickly depending on the mood of the manager.

C) Perceptions are influenced by schemas rather than stereotypes.

D) Perceptions are rarely accurate so they vary widely.

E) Perceptions are subjective and lead to different interpretations.

35) ________ is the process through which people select, organize, and interpret sensory input to give meaning and order to the world around them.

A) Abstraction

B) Preconception

C) Perception

D) Stereotyping

E) Internalization

36) As mentioned in the text, McDonald's success in various countries can be attributed to its managers

A) utilizing their schema knowledge for each market.

B) implementing a ban on quid pro quo behavior.

C) having biases toward the country they worked in.

D) having relatively accurate perceptions about what customers want.

E) using stereotypes in their hiring practices.

37) All decisions and actions of managers are based on their

A) subjective perceptions.

B) objective determination.

C) schemas.

D) gender schemas.

E) overt discrimination.

38) A schema is

A) the invisible barrier that prevents minorities and women from being promoted to top corporate positions.

B) a person's preconceived notions about the nature of men and women and their traits.

C) an abstract knowledge structure stored in memory, making possible the interpretation and organization of information about people, events, or situations.

D) a collection of simplistic and often inaccurate beliefs about the typical characteristics of particular groups of people.

E) a systematic tendency to use information about others in ways that result in biases.

39) Blake's mother and sisters were quiet individuals who did not like to speak up in group settings. During his recent performance evaluation, his manager provided feedback that Blake seemed to interrupt his female peers frequently in meetings or speak for them even when not asked to do so. Blake's tendency to assume women are not comfortable speaking up based on his past experience shows his own personal

A) schema.

B) blind spot.

C) manifesto.

D) objective.

E) stereotype.

40) Brad wanted Jamal to play on the company's basketball team because he is African American. Brad is exhibiting ________ when recruiting Jamal for the team.

A) a bias

B) a gender schema

C) a stereotype

D) reverse discrimination

E) distributive justice

41) ________ are composed of simplistic and often inaccurate beliefs about the typical characteristics of particular groups of people.

A) Ideals

B) Stereotypes

C) Values

D) Concepts

E) Perceptions

42) Ricky, a sales manager, can select either Greta or Bob as his new assistant sales manager. Both are equally qualified. He selects Greta because he believes that women are soft-spoken and polite, making better managers. Ricky is influenced by

A) overt discrimination.

B) the salience effect.

C) social status.

D) stereotypes.

E) biases.

43) Margaret was tasked with filling the position of accountant for her company. She interviewed 15 people, but of the 7 she called back for second interviews, 6 were men. Margaret realized she was acting out of her thoughts about ________, thinking men were better with numbers than women.

A) social status

B) stereotypes

C) the glass ceiling

D) covert discrimination

E) the salience effect

44) ________ are the attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner.

A) Conceptions

B) Implicit biases

C) Gender schemas

D) Assumptions

E) Perceptions

45) Lee is reviewing the credentials of job applicants and notices that Juan shares his interest in watching and playing golf. Lee is demonstrating a form of ________ when deciding to offer Juan the position based in part on this common interest.

A) implicit bias

B) reverse discrimination

C) gender schema

D) stereotyping

E) salience effect

46) When interviewing job candidates, Anka's first impression was more favorable to Louisa, who dressed in designer clothes and attended an expensive college, over Jill, who dressed more conservatively and graduated from a local college. Anka's implicit bias toward Louisa was influenced by

A) the salience effect.

B) perception of social status.

C) the glass ceiling.

D) stereotyping.

E) gender schema.

47) Janice is hiring an assistant marketing manager. Janice recruits Sandra because she comes from a local, wealthy family. Janice's behavior reflects the effect of bias with respect to

A) a gender schema.

B) social status.

C) salience.

D) the glass ceiling.

E) stereotyping.

48) Ming believes that Lucas is more responsible and capable than Clive because Lucas is from the management team while Clive is the company's maintenance supervisor. This is an example of implicit bias based on

A) gender schema.

B) salience.

C) stereotyping.

D) perceptions.

E) social status.

49) What might make it especially difficult for women or minorities to receive promotions when the company's managers, especially those in top positions are white men?

A) Implicit bias can lead to unfair treatment of diverse employees simply because they are different from the managers who are making decisions that affect their future.

B) The salience effect causes people to focus attention on individuals who are conspicuously different from themselves.

C) Higher social status can cause people to be perceived more positively than those with a lower position in the social hierarchy.

D) People tend to perceive individuals with disabilities as noncontributors to society.

E) Implicit bias can cause people to see themselves more positively than others around them.

50) What contributes to implicit bias as it relates to social status?

A) People tend to focus on individuals who are socially different from themselves.

B) People tend to perceive others similar to themselves more positively.

C) People in a higher position in the social hierarchy tend to be viewed more positively than those with a lower position.

D) People often perceive those with disabilities as noncontributors to society with no social status.

E) People tend to view themselves more positively than others around them.

51) The salience effect is the tendency to

A) perceive others who are like ourselves more positively than we perceive people who are different.

B) focus attention on individuals who are conspicuously different from others in a group.

C) perceive individuals with a higher position in the social hierarchy more positively than we perceive those with a lower position in the social hierarchy.

D) perceive individuals with disabilities as noncontributors to society.

E) focus attention on individuals who see themselves more positively than others around them.

52) Judy is the only woman in her work group and Justin frequently consults her on how women might respond to new product ideas. She appreciates having her inputs deemed important but also feels Justin expects that her inputs alone will ensure the product fully satisfies the needs of female customers. Justin is influenced by ________ in his interactions with Judy.

A) gender schemas

B) procedural justice

C) the salience effect

D) overt discrimination

E) distributive justice

53) When hiring new employees, a manager reviews numerous résumés and interviews several applicants. If the manager denies employment opportunities to diverse individuals, the manager is engaging in overt discrimination that is

A) intentional and deliberate.

B) unintentional and well-meaning.

C) unethical but not illegal.

D) consistent with the principle of distributive justice.

E) unconscious discrimination against others.

54) A hiring manager can be described as exhibiting overt discrimination if she is

A) knowingly and willingly denying diverse individuals access to opportunities and outcomes in the organization.

B) focusing attention on individuals who are conspicuously different from herself.

C) perceiving individuals with high social status more positively than those with low social status.

D) perceiving others who are similar to herself more positively than those who are different.

E) using information about others in ways that result in inaccurate perceptions.

55) One strategy to ensure that diversity is managed effectively in an organization is to

A) focus attention on individuals who are conspicuously different so all perspectives are considered.

B) evaluate individuals in extremes of positivity or negativity to avoid gray areas.

C) discourage the sharing of differing perspectives to avoid conflict.

D) cover up biases and stereotypes to keep the environment positive.

E) secure top management commitment to align human resources.

56) Marta realizes that her values differ significantly from some of her younger subordinates. What should Marta do to understand them better?

A) put others' knowledge and beliefs to a reality test

B) base decisions on hunches and stereotypes

C) seek out others' points of view and perspectives

D) look for evidence that confirms her point of view

E) focus on operating according to her values as that is more important than what others are doing

57) What message could Yong communicate to his team to effectively manage diversity?

A) The needs of the team come before individual needs.

B) Management's perspectives should not be challenged.

C) Diversity is important but company results come first.

D) Differing perspectives are allowed, but conflict should be avoided.

E) Employees are empowered to challenge discriminatory behaviors.

58) To increase diversity awareness within his new team of subordinates, Franco should

A) suppress the personal styles of team members in favor of group identity.

B) stick with one consistent approach rather than trying different ways to do things.

C) let problems grow until they are visible enough to be countered.

D) reduce the time spent in socializing and concentrate on work.

E) improve team members' understanding of others' experiences and perspectives.

59) Which approach would best help a manager respond to the differing needs of diverse employees while still enabling those employees to be effective contributors to an organization?

A) suppressing personal styles in favor of group norms

B) sticking with a consistent approach rather than trying different ways to do things

C) relying on subjective performance indicators

D) maintaining performance standards open to interpretation

E) being open to different approaches and perspectives

60) Yoko is defining her company's performance evaluation process. Which process requirement would help her organization most effectively evaluate employees?

A) Ensure that subjective performance indicators are used.

B) Ensure that minimal time is spent on evaluation.

C) Ensure that distributive justice does not apply.

D) Ensure that evaluators are not burdened with accountability for the evaluations.

E) Ensure that performance standards are not vague.

61) ________ is the process by which experienced members of the organization provide guidance and advice to newer members.

A) Quid pro quo

B) Networking

C) Mentoring

D) Performance appraisal

E) Career planning

62) The promotion that Angela was told she would be getting was given to another employee after she declined her boss's sexual advances. Her boss was using ________ harassment.

A) hostile work environment

B) quid pro quo

C) accommodative

D) equal opportunity

E) covert

63) A sales manager suggested to her male subordinate that it would be good for his career if he spent an intimate night with her. This is an example of

A) hostile work environment sexual harassment.

B) gender discrimination.

C) the salience effect.

D) the glass ceiling.

E) quid pro quo sexual harassment.

64) Jolene's office cubicle is next to a colleague who has a provocative calendar hanging on the wall and can be frequently overheard telling vulgar jokes. The colleague's behavior is an example of

A) hostile work environment sexual harassment.

B) low gender egalitarianism.

C) quid pro quo sexual harassment.

D) reverse discrimination harassment.

E) the glass ceiling effect.

65) Whenever Nalini goes to the warehouse to pick up time sheets, she is confronted with whistles and lewd comments from male coworkers, making her uncomfortable. What type of environment is this?

A) whistle-blowing environment

B) diverse environment

C) quid pro quo environment

D) hostile work environment

E) accommodative environment

66) Two female managers suggest to a male colleague that he should model swimwear and the women then make comments about his physique, making him uncomfortable This is an example of

A) disruptive justice.

B) a hostile work environment.

C) quid pro quo sexual harassment.

D) the salience effect.

E) reverse discrimination.

67) Jada is establishing a fair complaint procedure for her organization, so allegations of sexual harassment are given proper attention. To be effective, Jada's procedure should ensure

A) all organization members are aware of the complaint.

B) the alleged harassers are fairly treated.

C) the alleged harassers and victims deal with the problem on their own.

D) complaints are dealt with at a leisurely pace.

E) the alleged harassers are let off with a warning if it is their first offence.

68) To avoid sexual harassment, organizations should

A) institute a cooling-off period before investigating charges so only the most chronic problems get attention.

B) make all allegations of sexual harassment public.

C) focus training and enforcement on individual contributors rather than managers.

D) encourage employees to only file complaints for the most serious offenses.

E) develop and clearly communicate a sexual harassment policy.

69) Every day Isaiah is finding it difficult to focus on his job due to insulting remarks regarding his gender identity and derogatory slurs from his coworkers. He is considering quitting his job. Isaiah is experiencing

A) hostile work environment harassment.

B) reverse discrimination.

C) quid pro quo harassment.

D) procedural justice.

E) distributive justice.

70) Natalia went to the general manager to file a complaint regarding something her supervisor said that implied she would be demoted or fired if she did not submit to a sexual request. Which step should the general manager take when investigating this complaint?

A) talk to Natalia's supervisor

B) get a neutral third party to investigate the claim

C) take disciplinary action against the supervisor immediately

D) check Natalia's background and history of complaints

E) inform all supervisors about the complaint

71) Jacob, a regional sales manager for a pharmaceutical company, scheduled a critical meeting for all the sales reps in the region. After setting the date and time for the meeting, Jacob learned the date was a religious holiday for members of a certain faith. Jacob should change the meeting date in order to

A) comply with Title VII of the Civil Rights Act.

B) avoid a hostile work environment complaint.

C) effectively manage diversity.

D) apply procedural justice.

E) apply distributive justice.

72) Liam has been working for a manufacturing company for the last ten years as a general maintenance worker. His job often requires heavy-duty work. Liam recently told his supervisor that he has back problems, and shortly thereafter his supervisor moved him to a light-duty maintenance job. This is an example of steps taken in support of the

A) Family and Medical Leave Act.

B) Americans with Disability Act of 1990.

C) Title VII of the Civil Rights Acts.

D) Civil Rights Act of 1964.

E) Equal Employment Opportunity Commission.

73) Glenda wants to ensure that her employees not only support diversity among themselves but also among all their customers. For effective management of diversity, Glenda schedules her employees so that diverse individuals regularly work together. The employees build relationships, learn from each other, and support each other. Glenda's management approach fits the ________ managerial role.

A) monitor

B) entrepreneur

C) liaison

D) leader

E) disseminator

74) Alaina, a sales representative for a marketing firm was laid-off after working for the company for ten years. Jalen, who had worked for the company for only two years was not laid-off by his uncle who made the lay-off decisions. Alaina has data to prove that her experience, sales, and accomplishments were much greater than Jalen's. She believes that the selection process was

A) a violation of the principle of procedural justice.

B) a violation of the principle of distributive justice.

C) a violation of Title VII of the Civil Rights Act.

D) an example of gender discrimination.

E) an example of age discrimination.

75) A nursing home administrator is reviewing résumés for some open RN positions. He is looking primarily for female RNs as he believes women are more oriented toward caring for other people. Which factor most likely influenced the administrator's perceptions about female RNs?

A) overt discrimination

B) Civil Rights Act

C) procedural justice

D) gender schemas

E) the glass ceiling

76) James was just hired as a regional director and is just getting to know the sales reps in his region. He wants to increase awareness of diversity among his sales reps. James should

A) encourage the sales reps to adopt his personal beliefs, attitudes, and views.

B) discourage the sales reps from sharing their personal points of view.

C) ignore personal biases and stereotypes.

D) adopt the personal beliefs, attitudes, and views of top executives and encourage his team to do the same.

E) become aware of his own attitudes, biases, and stereotypes and the differing perspectives of the sales reps.

77) At her new job, Nicole developed a supportive relationship with Sheila, who worked with the same real estate agency for several years. Nicole talked with Sheila about a problem she was facing in the workplace. Sheila suggested possible solutions and they discussed the strengths and weaknesses of each. This is an example of

A) a schema.

B) shared perception.

C) mentoring.

D) suppressing personal style.

E) coaching.

78) Sunny who is a manager at a fabric manufacturing is going to complete a four-week community-based internship to improve her diversity awareness and management skills. The company also offers periodic diversity training. What is the unique advantage of Sunny completing the internship?

A) Sunny will learn how to communicate with other people.

B) Sunny will learn about several aspects of diversity.

C) Sunny will learn about different cultures.

D) Sunny will experience and learn to address the diversities first hand.

E) Sunny will learn about social challenges.

79) Gail is responsible for overseeing her company's anonymous tip line used by employees to share concerns regarding discriminatory behavior in the workplace. Being a(n) ________, she ensures that all calls are recorded and timely action is taken to correct the behaviors.

A) negotiator

B) disturbance handler

C) spokesperson

D) leader

E) entrepreneur

80) What is considered a central factor in the success of diversity management initiatives?

A) clear policies that standardize nonmanagement staff behavior

B) encouragement of employees to solve problems independently without management involvement

C) an environment that is not overly diverse

D) top management's commitment to diversity

E) ensuring every employee receives the same positive outcomes

81) Manuel has been asked to identify one sales rep from his team for an upcoming layoff. Data shows that Jamie's latest sales numbers are lowest within the team; however, further analysis reveals that Jamie's numbers only recently fell due to a manufacturing delay that hit his product line the hardest. Manuel takes this into account and based on other factors determines Jamie should not be laid-off. Manuel is exhibiting ________ in approaching the decision in this way.

A) a fair compliance procedure

B) distributive justice

C) a manager's perception

D) operational bias

E) procedural justice

82) Maurice and Barry work in an electronics store and are the only two African-American employees. The store manager is authorized to randomly inspect employee lockers as part of store security protocols; however, he routinely chooses Maurice and Barry's lockers to search. The manager also frequently spot checks Maurice and Barry's timecards while not doing so for other employees. The manager's behavior exhibits

A) procedural justice.

B) best in class security protocols.

C) distributive justice.

D) overt discrimination.

E) race schema.

83) While approaching a group of colleagues, Patrice overheard what she believed were inappropriate comments about another team member's physical attributes. Patrice mentioned the comments to her manager and indicated she was uncomfortable with colleagues speaking in that way in the workplace. As her manager, how should you respond?

A) Suggest to Patrice that spreading negative information learned from eavesdropping is not healthy for the workplace.

B) Thank Patrice for speaking up and forward the item to a neutral third party for handling.

C) Immediately fire the team members who made the comments.

D) Contact the team member who was the subject of the comments to see if he or she was offended.

E) Thank Patrice for her input, but based on the harmlessness of the situation, take no further action.

84) Since becoming pregnant, Alice has not been given any long-term, cutting-edge projects; rather she has been given short-term assignments that don't allow for learning new areas. Her manager says he believes short-term is better due to her starting a family. This situation demonstrates

A) the inevitable trade-offs that working mothers face.

B) effective diversity management.

C) necessary prioritization of business goals over employee needs.

D) discrimination in violation of the Pregnancy Discrimination Act.

E) fairly distributing the workload.

85) The Americans with Disabilities Act (ADA) of 1990 requires that

A) positions must be found for any job candidate with a disability.

B) job candidates with a disability must be interviewed by at least one person with a similar disability to ensure fair evaluation.

C) employers focus on the needs of the disabled more than the needs of position.

D) reasonable accommodations must be made to enable disabled employees to do their job effectively.

E) organization's must fill at least 10% of their positions with disabled employees.

86) Define diversity. What information would you use to support the view that diversity is a pressing concern and issue for managers and organizations?

87) Jaleel works for a company that consistently reviews diversity data and actively manages goals for attracting employees who represent diverse races, genders, religions, and other characteristics. Is this approach sufficient to ensure Jaleel and other minorities will be satisfied with the company? Explain your answer.

88) You have just been promoted to a managerial role within your company, increasing your responsibility to manage diversity. Identify three distinct roles related to managing diversity and give examples of specific actions you would take to perform each role effectively. Explain how each action contributes to effective diversity management.

89) Discuss the two moral principles that guide managers in their efforts to meet their ethical imperative and provide an example of how these principles can help companies avoid costly lawsuits.

90) Explain why the managers' actions are critical to achieving the ethical and business imperatives associated with effective diversity management.

91) Define the concepts of implicit bias, social status bias, and salience effect. Provide an example of how each may manifest in a workplace.

92) If you were a manager of a department store, what are the five steps that you might take to change the organization's attitudes and values to promote the effective management of diversity?

93) You have just been hired to create a diversity awareness program. Identify three elements the program should include, and explain why each element is important.

94) Describe the difference between quid pro quo and hostile work environment harassment and provide an example for each. Explain how these types of environments create problems in the workplace, both legally and in terms of performance on the job.

95) Why is providing all employees with diversity training important and what is the value of a multipronged ongoing approach to training?

96) Describe the benefits of hiring outside consultants to develop and execute a company's diversity training program.

97) Su Lin has been tasked with defining a fair complaint procedure for her company's diversity initiative. Explain the four primary requirements such a procedure must address in order to be effective.

98) Vijay submitted a request to take a day off work for an upcoming religious holiday that does not conform with his employer's holiday schedule. Vijay made sure to submit his request many weeks prior to the holiday and has identified other employees who are willing to trade shifts with him to ensure sufficient coverage. How would you recommend Vijay's manager respond to the request?

99) Describe how data can play a role in effectively managing diversity. Describe the role that data can play in helping companies create and manage a diverse workforce.

100) Karen's male coworkers at her first job were very controlling and difficult. How might this schema affect her relationship with male coworkers in her new job?

101) Phoebe has been a manager at a production company for several years. She is a strict manager and often pressures her subordinates to attain high performance. Some of her subordinates perceive her as an aggressive and insensitive person who only cares about results and not people. How can Phoebe overcome this perception and create a more collaborative relationship with her team?