Diversity And Global Cultures Test Bank Chapter 16

Exploring Management, 7e (Schermerhorn)

Chapter 16 Diversity and Global Cultures

1) ________-level diversity consists of more visible attributes such as age, race, gender, and ethnicity.

A) Deep

B) Down

C) Surface

D) Up

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Inclusion drives the business case for diversity.

AACSB: Diversity

2) ________ describes attributes such as national origin, age, race, gender, sexual orientation, and other individual differences.

A) Dichotomy

B) Detail

C) Diversity

D) Department

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Inclusion drives the business case for diversity.

AACSB: Diversity

3) ________-level diversity consists of psychological attributes such as personality and values.

A) Deep

B) Down

C) Surface

D) Up

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Inclusion drives the business case for diversity.

AACSB: Diversity

4) ________ is how open the organization is to anyone who can perform a job.

A) Exclusion

B) Discrimination

C) Diversity

D) Inclusion

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Inclusion drives the business case for diversity.

AACSB: Diversity

5) ________ refers to high turnover among minorities and women.

A) The revolving door syndrome

B) The glass ceiling effect

C) Ethnocentrism

D) An organizational subculture

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Inclusion drives the business case for diversity.

AACSB: Diversity

6) An organization is multicultural when ________.

A) its key values and policies are designed by the members of majority culture

B) minority-culture members are represented at all levels

C) the members of majority and minority cultures develop distinct groups

D) its training and task force activities enforce cultural bias

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Multicultural organizations value and support diversity.

AACSB: Diversity

7) Which of the following is NOT a characteristic of a multicultural organization?

A) Pluralism

B) Structural integration

C) Informal network integration

D) Prejudice

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Multicultural organizations value and support diversity.

AACSB: Diversity

8) Which of the following conditions occurs when glass ceilings and other obstacles cause qualified and high-performing women to drop out of upward career paths?

A) The leaky pipeline problem

B) The revolving door problem

C) The double-bond problem

D) The glass closet problem

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Diversity bias exists in many situations.

AACSB: Diversity

9) Viktoriya argues that her small group of Russian females working for the government is superior to all other groups. Her belief is called ________.

A) ethnocentrism

B) pluralism

C) self-involvement

D) self-indulgence

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Organizational subcultures create diversity challenges.

AACSB: Reflective Thinking

10) Organizational ________ are groupings of people based on shared demographic and job identities.

A) departments

B) divisions

C) subcultures

D) hierarchies

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Organizational subcultures create diversity challenges.

AACSB: Diversity

11) The four types of subcultures are ________, ethnic, generational, and gender subcultures.

A) historical

B) national

C) occupational

D) international

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Organizational subcultures create diversity challenges.

AACSB: Diversity

12) Which of the following subcultures form among people of similar age groups?

A) Occupational subcultures

B) Gender subcultures

C) Generational subcultures

D) National subcultures

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Organizational subcultures create diversity challenges.

AACSB: Diversity

13) Bill is at a business dinner meeting. When some of his associates use e-cigarettes after the meal, he feels offended as his cultural values discourage such practices. He then lectures his associates on the evils of e-cigarettes and walks out of the restaurant. In this scenario, Bill is guilty of ________.

A) proxemics

B) ethnocentrism

C) monochronic behavior

D) polychronic behavior

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Organizational subcultures create diversity challenges.

AACSB: Reflective Thinking

14) The problem with subcultures in organizations is that ________.

A) they tend to form informally

B) ethnocentric tendencies cause members to look down on outsiders

C) they are formed by individuals with similar characteristics

D) members identify more closely to them than to the larger organization

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Organizational subcultures create diversity challenges.

AACSB: Diversity

15) In the ________ dilemma, female leaders are criticized when they act consistent with both female and male subculture stereotypes.

A) ethnocentrism

B) double-bind

C) glass ceiling

D) gender subculture

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Organizational subcultures create diversity challenges.

AACSB: Diversity

16) If the leadership team commits the organization to hiring and advancing minorities and women, the organization is engaged in ________.

A) diversity exclusion

B) ethnocentrism

C) pluralism

D) affirmative action

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Managing diversity is a leadership priority.

AACSB: Diversity

17) Kris recently had surgery to establish their true gender identity. They keep this a secret at work to avoid undo and hurtful criticism from co-workers. This is a ________.

A) glass ceiling

B) glass closet

C) open ceiling

D) open closet

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Diversity bias exists in many situations.

AACSB: Diversity

18) An organization that is mature about diversity should be able to answer a confident "yes" to all of the following questions EXCEPT: ________.

A) Do you understand diversity concepts?

B) Do you accept responsibility for improving your performance?

C) Are you willing to learn continuously?

D) Are you willing to encourage glass ceilings?

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Managing diversity is a leadership priority.

AACSB: Diversity

19) The three steps in Roosevelt Thomas' continuum of leadership approaches to diversity are affirmative action, ________, and leading diversity.

A) leadership policy

B) diversity regulations

C) valuing differences

D) equal employment

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Managing diversity is a leadership priority.

AACSB: Diversity

20) Building an inclusive work environment that allows everyone to reach his or her potential is called ________.

A) employee development

B) open management

C) management training

D) managing diversity

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Managing diversity is a leadership priority.

AACSB: Diversity

21) Chunhua, the director of human resources at Worldwide Products Inc., insists on training managers on anti-discriminatory practices and on establishing an inclusive, diverse environment in the company. In this scenario, Chunhua's is ________.

A) discriminating among her employees

B) managing diversity

C) emphasizing value management

D) biculturally engaged

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Managing diversity is a leadership priority.

AACSB: Reflective Thinking

22) According to Roosevelt Thomas, it is a mistake to assume that affirmative action ________ assimilation of minorities and women into the workforce.

A) guarantees

B) decreases

C) has no effect on

D) discourages

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Managing diversity is a leadership priority.

AACSB: Diversity

23) ________ is the most mature end of the diversity leadership continuum where diversity is a true strategic imperative and the organization is truly multicultural.

A) Ethnocentrism

B) Managing diversity

C) Affirmative action

D) Biculturalism

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Managing diversity is a leadership priority.

AACSB: Diversity

24) The confusion and discomfort that a person experiences when in an unfamiliar culture is called ________.

A) cultural diversity

B) ecological fallacy

C) proxemics

D) culture shock

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Culture shock comes from discomfort in cross-cultural situations.

AACSB: Diversity

25) Vince, a middle manager at United Imports Inc., is on a business trip to Japan to visit a major supplier. After work, his Japanese hosts take him to a Japanese barbecue restaurant. Vince is very uncomfortable with the dishes served in the restaurant and does not know what to do. Vince is experiencing ________.

A) culture shock

B) biculturalism

C) the revolving door syndrome

D) the leaky pipeline problem

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Culture shock comes from discomfort in cross-cultural situations.

AACSB: Reflective Thinking

26) The stages of adjusting to a new culture do NOT include ________.

A) irritation and anger

B) honeymoon

C) reality

D) power and distance

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Culture shock comes from discomfort in cross-cultural situations.

AACSB: Diversity

27) The first stage in adjusting to a new culture is ________.

A) irritation and anger

B) honeymoon

C) confusion

D) reality

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Culture shock comes from discomfort in cross-cultural situations.

AACSB: Diversity

28) In which of the following stages of adjusting to an unfamiliar culture does an individual engage in cultural immersion and view local ways positively?

A) Confusion

B) Reality

C) Small victories

D) Honeymoon

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Culture shock comes from discomfort in cross-cultural situations.

AACSB: Diversity

29) Which of the following is the last stage in adjusting to a new culture?

A) Irritation and anger

B) Honeymoon

C) Reality

D) Small victories

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Culture shock comes from discomfort in cross-cultural situations.

AACSB: Diversity

30) Li has just moved from China to India. He currently feels overwhelmed by the new culture, and it has become a target of his criticism. Which of the following stages of adjusting to a new culture does Li's condition illustrate?

A) Confusion

B) Irritation and anger

C) Reality

D) Small victories

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Culture shock comes from discomfort in cross-cultural situations.

AACSB: Reflective Thinking

31) Cultural ________ is the ability to adapt to new cultures.

A) shock

B) proxemics

C) training

D) intelligence

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Cultural intelligence is an ability to adapt to different cultures.

AACSB: Diversity

32) Which of the following is NOT a characteristic of people with high cultural intelligence?

A) High cultural self-awareness

B) Flexibility in dealing with cultural differences

C) Willingness to learn about the unfamiliar culture

D) Consistency in maintaining native cultural behaviors

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Cultural intelligence is an ability to adapt to different cultures.

AACSB: Diversity

33) ________ cultures rely on nonverbal and situational cues, as well as spoken or written words in communication.

A) Individualistic

B) High-context

C) Collectivistic

D) Low-context

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: The "silent" languages of cultures include context, time, and space.

AACSB: Diversity

34) Which of the following cultures relies mainly on the written and spoken word?

A) An individualistic culture

B) A high-context culture

C) An ethnocentric culture

D) A low-context culture

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: The "silent" languages of cultures include context, time, and space.

AACSB: Diversity

35) In ________ cultures, people tend to do one thing at a time.

A) monolinguistic

B) high-context

C) low-context

D) monochronic

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: The "silent" languages of cultures include context, time, and space.

AACSB: Diversity

36) In which of the following cultures do people accomplish many different things at once?

A) Group cultures

B) Polychronic cultures

C) Diverse cultures

D) High-context cultures

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: The "silent" languages of cultures include context, time, and space.

AACSB: Diversity

37) In a high-context culture, such as in Vietnam, one would expect to find ________.

A) high uncertainty avoidance

B) monochronic behavior

C) a high degree of nonverbal communication

D) a low power distance rating

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: The "silent" languages of cultures include context, time, and space.

AACSB: Diversity

38) ________ is the study of how people use and value space.

A) Ethnocentrism

B) Inter-space

C) Proxemics

D) Ecology

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: The "silent" languages of cultures include context, time, and space.

AACSB: Diversity

39) Tight cultures are best defined as cultures in which ________.

A) social norms are rigid and clear and members try to conform

B) people tend to do one thing at a time

C) members emphasize communication via spoken or written words

D) social norms are mixed and ambiguous, and conformity varies

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Cultural tightness and looseness varies around the world.

AACSB: Diversity

40) Which of the following statements is true of loose cultures?

A) Their members let prevailing norms guide their behavior.

B) Deviations are noticed, discouraged, and sanctioned.

C) Their members express themselves independent from the masses.

D) Social norms are strong, clear, and well-defined.

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Cultural tightness and looseness varies around the world.

AACSB: Diversity

41) In organizations, members from loose cultures are more likely to ________.

A) look to authority for direction

B) be well-prepared and punctual for assignments

C) voice opinions and display emotions

D) be slow in volunteering and criticizing

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Cultural tightness and looseness varies around the world.

AACSB: Diversity

42) Which of the following is NOT one of Hofstede's dimensions of national cultures?

A) Power distance

B) Uncertainty avoidance

C) Time orientation

D) Educational background

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Hofstede's model identifies five value differences among national cultures.

AACSB: Diversity

43) According to Hofstede's dimensions of national cultures, which of the following terms refers to the degree to which a society accepts unequal distribution of status and titles?

A) Uncertainty avoidance

B) Individualism-collectivism

C) Power distance

D) Time orientation

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Hofstede's model identifies five value differences among national cultures.

AACSB: Diversity

44) According to Hofstede's dimensions of national cultures, ________ is the degree to which a society tolerates risk.

A) uncertainty avoidance

B) individualism-collectivism

C) power distance

D) time orientation

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Hofstede's model identifies five value differences among national cultures.

AACSB: Diversity

45) According to Hofstede's dimensions of national cultures, ________ is the degree to which a society emphasizes self-interests or group interests.

A) uncertainty avoidance

B) individualism-collectivism

C) power distance

D) masculinity-femininity

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Hofstede's model identifies five value differences among national cultures.

AACSB: Diversity

46) Akari, an employee in an insurance firm, comes from a collectivistic culture. If she is assigned to a team project, which of the following steps is she most likely to take?

A) Step forward to be the team leader

B) Offer to lead the team presentation

C) Confront a fellow member who is not making a "fair-share" contribution

D) Work diligently on her part of the project with little fanfare

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Hofstede's model identifies five value differences among national cultures.

AACSB: Reflective Thinking

47) The most individualistic country, according to Hofstede's sample, is ________.

A) Japan

B) Germany

C) China

D) the United States

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Hofstede's model identifies five value differences among national cultures.

AACSB: Diversity

48) According to Hofstede's dimensions of national cultures, which of the following terms refers to the degree to which a society values assertiveness and materialism?

A) Uncertainty avoidance

B) Individualism-collectivism

C) Power distance

D) Masculinity-femininity

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Hofstede's model identifies five value differences among national cultures.

AACSB: Diversity

49) According to Hofstede's dimensions of national cultures, the degree to which a society emphasizes short-term or long-term goals is called ________.

A) uncertainty avoidance

B) individualism-collectivism

C) power distance

D) time orientation

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Hofstede's model identifies five value differences among national cultures.

AACSB: Diversity

50) The ________ assumes that a generalized cultural value applies equally well to all members of the culture.

A) general approach

B) ecological fallacy

C) equal distribution

D) unreasonable expectation

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Hofstede's model identifies five value differences among national cultures.

AACSB: Diversity

51) Subcultures are necessary to achieve organizational diversity.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Organizational subcultures create diversity challenges.

AACSB: Diversity

52) Harris and Conference Board polls report that younger workers tend to be more satisfied with their jobs than older workers.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Organizational subcultures create diversity challenges.

AACSB: Diversity

53) Affirmative action is the most mature type of diversity possible for an organization.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Managing diversity is a leadership priority.

AACSB: Diversity

54) Managing diversity is building an inclusive work environment that allows everyone to reach his or her potential.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Managing diversity is a leadership priority.

AACSB: Diversity

55) The stages of adjustment to an unfamiliar culture are a series of steady improvements after the initial honeymoon stage.

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Culture shock comes from discomfort in cross-cultural situations.

AACSB: Diversity

56) Social intelligence is the ability to adapt to new cultures and work well in situations of cultural diversity.

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Cultural intelligence is an ability to adapt to different cultures.

AACSB: Diversity

57) One way to view monochronic cultures is as a group of flexible multi-taskers.

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: The "silent" languages of cultures include context, time, and space.

AACSB: Diversity

58) A culture that is high in uncertainty avoidance would be known for its entrepreneurial spirit.

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Hofstede's model identifies five value differences among national cultures.

AACSB: Diversity

59) The revolving door syndrome is a challenge for organizations that seek to maintain ________ in workforce.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Inclusion drives the business case for diversity.

AACSB: Diversity

60) The ________ is where lesbians, gays, bisexual, and transgender workers hide their sexual orientation and gender identity.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Diversity bias exists in many situations.

AACSB: Diversity

61) Individuals caught up in organizational subcultures develop tendencies toward ________ which is the belief that one's subculture is better than all others.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Organizational subcultures create diversity challenges.

AACSB: Diversity

62) ________ form among people from the same races, language groupings, regions, and nations.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Organizational subcultures create diversity challenges.

AACSB: Diversity

63) The ________ is where female leaders are criticized when they act consistent with female subculture stereotypes and when they act consistent with male subculture stereotypes.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Organizational subcultures create diversity challenges.

AACSB: Diversity

64) ________ are groupings of people based on shared demographic and job identities.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Organizational subcultures create diversity challenges.

AACSB: Diversity

65) ________ form among people doing the same kinds of work.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Organizational subcultures create diversity challenges.

AACSB: Diversity

66) ________ is when minority members adopt characteristics displayed by the majority to succeed.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Diversity bias exists in many situations.

AACSB: Diversity

67) The barrier to the advancement of women and minorities that manifests itself in the lack of diversity in the upper ranks of organizational management is known as the ________.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Diversity bias exists in many situations.

AACSB: Diversity

68) The final step in the continuum of leadership approaches to diversity is ________.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Managing diversity is a leadership priority.

AACSB: Diversity

69) Confusion, small victories, honeymoon, irritation and anger, and reality are different stages of dealing with ________.

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Culture shock comes from discomfort in cross-cultural situations.

AACSB: Diversity

70) People high in ________ view cultural differences not as threats but as learning opportunities.

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Cultural intelligence is an ability to adapt to different cultures.

AACSB: Diversity

71) ________ is the study of how people use and value space.

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: The "silent" languages of cultures include context, time, and space.

AACSB: Diversity

72) Members of a(n) ________ are flexible about time and who uses it.

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: The "silent" languages of cultures include context, time, and space.

AACSB: Diversity

73) In ________, social norms are mixed and ambiguous, and conformity varies.

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Cultural tightness and looseness varies around the world.

AACSB: Diversity

74) Regarding diversity, the concept of the ________ assumes that a generalized cultural value applies equally to all members of the culture; this is like stereotyping.

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Hofstede's model identifies five value differences among national cultures.

AACSB: Diversity

75) ________ are skills and personal characteristics that help us to be successful in cross-cultural situations.

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Intercultural competencies are essential career skills.

AACSB: Diversity

76) Beyond the legal issues, make a business case for diversity.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Inclusion drives the business case for diversity.; Managing diversity is a top leadership priority.

AACSB: Reflective Thinking

77) While the value of diversity is obvious, what makes it so difficult to manage diversity in global companies?

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: The "silent" languages of cultures include context, time, and space.; Hofstede's model identifies five value differences among national cultures.

AACSB: Reflective Thinking

78) Edward T. Hall, an anthropologist, believes that cultures have "silent" languages that are found in their approach to communications in terms of context, time, and space. What are these cultural languages? Describe each.

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: The "silent" languages of cultures include context, time, and space.

AACSB: Diversity

79) Hofstede identified five value differences among national cultures. What are they? Define each of them.

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Hofstede's model identifies five value differences among national cultures.

AACSB: Diversity

80) What is culture shock? What are the five stages experienced by an individual facing culture shock?

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Culture shock comes from discomfort in cross-cultural situations.

AACSB: Diversity

81) Social Media Magnets Inc. makes sure employees are from a wide range of age groups, races, and countries. They also make sure they have about 50% male employees and about 50% female employees. The company is focusing on ________-level diversity.

A) deep

B) down

C) surface

D) up

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Inclusion drives the business case for diversity.

AACSB: Diversity

82) Awesome Search Engine Company interviews all potential employees in depth with a specific emphasis on evaluating a candidate's personality and values. The company is hiring for ________-level diversity.

A) deep

B) down

C) surface

D) up

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Inclusion drives the business case for diversity.

AACSB: Diversity

83) ________ organizations are based on pluralism and operate with inclusivity and respect for diversity.

A) Multinational

B) Multicultural

C) Business franchise

D) Government subsidized

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Multicultural organizations value and support diversity.

AACSB: Diversity

84) The ________ is a hidden barrier to the advancement of women and minorities.

A) invisible wall

B) glass ceiling

C) double-bind

D) leaky pipeline

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Diversity bias exists in many situations.

AACSB: Diversity

85) Which of the following statements points to the existence of glass ceilings in organizations?

A) In most organizations, power is distributed equally across management functions.

B) Women have finally erased all social barriers while minorities still face them.

C) Most organizations encourage women and minorities to stay with them for a long term.

D) Most top executives in large organizations are older, white males and there is little opportunity for others.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Diversity bias exists in many situations.

AACSB: Diversity

86) ________ occurs when minority members adopt characteristics of majority cultures to succeed.

A) Ecological fallacy

B) Transformation

C) Cultural diversity

D) Biculturalism

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Diversity bias exists in many situations.

AACSB: Diversity

87) ________ are disrespectful, demeaning, and hurtful sexism and racism behaviors.

A) Macroaggressions

B) Microaggressions

C) Glass closets

D) Glass ceilings

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Diversity bias exists in many situations.

AACSB: Diversity

88) ________ is an embedded and unconscious prejudice that results in discriminatory treatment of others.

A) Explicit bias

B) Implicit bias

C) Ethnocentrism

D) Biculturalism

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Diversity bias exists in many situations.

AACSB: Diversity

89) The ________ is when lesbians, gays, bisexuals, and transgender workers hide their sexual orientation and gender identity.

A) glass ceiling

B) glass closet

C) open ceiling

D) open closet

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Diversity bias exists in many situations.

AACSB: Diversity

90) ________ competencies are skills and personal characteristics that help us to be successful in cross-cultural situations.

A) Social

B) Proxemic

C) Intercultural

D) Ethnocentric

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Intercultural competencies are essential career skills.

AACSB: Diversity

91) In terms of ________ management, a person must be inquisitive and curious about cultural differences and flexible and nonjudgemental when interpreting and dealing with situations in which differences are at play.

A) perception

B) self-

C) ethical

D) relationship

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Intercultural competencies are essential career skills.

AACSB: Diversity

92) In terms of ________ management, a person must be genuinely interested in others, sensitive to their emotions and feelings, and able to make personal adjustments during cross-cultural interactions.

A) perception

B) self-

C) ethical

D) relationship

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Intercultural competencies are essential career skills.

AACSB: Diversity

93) In terms of ________ management, a person must have a strong sense of personal identity, understand their own emotions and values, and be able to stay self-confident even in situations that call for personal adaptations because of cultural differences.

A) perception

B) self-

C) ethical

D) relationship

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Intercultural competencies are essential career skills.

AACSB: Diversity

94) Surface-level diversity consists of psychological attributes such as personality and values.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Inclusion drives the business case for diversity.

AACSB: Diversity

95) The revolving door syndrome is high turnover for the entry-level positions of an organization.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Inclusion drives the business case for diversity.

AACSB: Diversity

96) Inclusion is how open the organization is to anyone who can perform a job.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Inclusion drives the business case for diversity.

AACSB: Diversity

97) A multicultural organization is based on pluralism and operates with inclusivity and respect for diversity.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Multicultural organizations value and support diversity.

AACSB: Diversity

98) Xerox is the first Fortune 500 firm to have an African-American woman as CEO.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Multicultural organizations value and support diversity.

AACSB: Diversity

99) The glass ceiling facilitates career advancement for women.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Diversity bias exists in many situations.

AACSB: Diversity

100) The leaky pipeline problem is where glass ceilings and other obstacles cause qualified and high-performing women to drop out of upward career paths.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Diversity bias exists in many situations.

AACSB: Diversity

101) Macroaggressions are disrespectful, demeaning, and hurtful sexism and racism behaviors.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Diversity bias exists in many situations.

AACSB: Diversity

102) Implicit bias is an embedded, conscious prejudice that results in discriminatory treatment of others.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Diversity bias exists in many situations.

AACSB: Diversity

103) Biculturalism is a response to bad treatment and discrimination at work.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Diversity bias exists in many situations.

AACSB: Diversity

104) The glass closet is when people in the LGBTQ+ community hide their sexual orientation and gender identity.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Diversity bias exists in many situations.

AACSB: Diversity

105) Ethnocentrism is the belief that one's membership group or subculture is superior to all others.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Organizational subcultures create diversity challenges.

AACSB: Diversity

106) In the double-bind dilemma, male leaders are criticized when they act consistent with both male and female subculture stereotypes.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Organizational subcultures create diversity challenges.

AACSB: Diversity

107) Culture shock refers to the ability to adapt to new cultures.

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Culture shock comes from discomfort in cross-cultural situations.

AACSB: Diversity

108) Cultural intelligence is probably a good indicator of someone's capacity for success in international assignments, in cross-cultural teamwork, and in everyday relationships with people of different cultures.

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Cultural intelligence is an ability to adapt to different cultures.

AACSB: Diversity

109) High-context cultures rely on nonverbal and situational cues, as well as spoken or written words, in communication.

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: The "silent" languages of cultures include context, time, and space.

AACSB: Diversity

110) In tight cultures, social norms are rigid and clear, and members try to conform.

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Cultural tightness and looseness varies around the world.

AACSB: Diversity

111) Members from tight cultures may be quick to voice opinions, criticize others, display emotions, and look for recognition.

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Cultural tightness and looseness varies around the world.

AACSB: Diversity

112) According to Hofstede, India's culture is rated high on power distance.

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Hofstede's model identifies five value differences among national cultures.

AACSB: Diversity

113) According to Hofstede, Sweden's culture is rated low on uncertainty avoidance; this means they are not willing to take risks.

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Hofstede's model identifies five value differences among national cultures.

AACSB: Diversity

114) According to Hofstede, Mexico's culture is more collective than individualistic.

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Hofstede's model identifies five value differences among national cultures.

AACSB: Diversity

115) According to Hofstede, Japan's culture tends to focus on short-term thinking; this means they are a consumer-drive culture.

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Hofstede's model identifies five value differences among national cultures.

AACSB: Diversity

116) According to Hofstede, Thailand is more interested in feelings, relationships, and quality of life than assertiveness and materialism.

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Hofstede's model identifies five value differences among national cultures.

AACSB: Diversity

117) The economic fallacy assumes that a generalized cultural value applies equally to all members of the culture.

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Hofstede's model identifies five value differences among national cultures.

AACSB: Diversity

118) Intercultural competencies are skills and personal characteristics that help us to be successful in cross-cultural situations.

Learning Objective: 16.2: Explain What We Know About Diversity in Global Cultures.

Section Reference: Intercultural competencies are essential career skills.

AACSB: Diversity

119) A(n) ________ is based on pluralism and operates with inclusivity and respect for diversity.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Inclusion drives the business case for diversity.

AACSB: Diversity

120) The ________ is where glass ceilings and other obstacles cause qualified and high-performing women to drop out of upward career paths.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Diversity bias exists in many situations.

AACSB: Diversity

121) ________ is an embedded and unconscious prejudice that results in discriminatory treatment of others.

Learning Objective: 16.1: Discuss What We Need to Know About Diversity in the Workplace.

Section Reference: Diversity bias exists in many situations.

AACSB: Diversity

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