Q&A Hero

Q: Transnational organizations usually take one particular continent as their business arena.

Q: Managers with an ethnocentric attitude are prone to stereotype foreign management practices as faulty and unreasonable.

Q: A polycentric attitude reflects the belief that multinational corporations should regard home-country management practices as superior to foreign-country management practices.

Q: The European Union is an example of an international market agreement.

Q: A license agreement is a right granted by one company to another to use its brand name and technology in the manufacture or sale of goods and services.

Q: Repatriation is the process of ensuring the adjustment of a worker to a foreign country.

Q: Host-country nationals do not need to be relocated or undergo training in the culture, language, or tax laws of the country where the organization is doing business.

Q: Third-country nationals are organization members who are citizens of the country in which the facility of a foreign-born organization is located.

Q: Expatriates are organization members who live and work in a country in which they are not citizens.

Q: The host company is the company investing in international operations.

Q: A company that exports products to a foreign country and establishes sales organizations abroad is considered to be a domestic company.

Q: A company that merely exports products to a foreign country cannot be considered a multinational corporation.

Q: A multinational corporation is a company that is primarily based in one country but has continuing transactions in other countries.

Q: An international organization has a lower level of international involvement than a multinational organization.

Q: In order to be classified as a domestic corporation, a corporation must acquire all resources and sell all products within one country.

Q: Domestic organizations essentially operate within a single country.

Q: Transnational organizations have the least international involvement of all types of organizations involved in the international arena.

Q: One form of international management is fighting competition in foreign markets.

Q: Establishing a formal partnership with a foreign company is a form of international management.

Q: International management is the performance of management activities across national borders.

Q: List some of the features of an organization that has its top management's support on issues related to diversity. How does top management support help a company take effective action to promote diversity?

Q: Explain Donaldson and Scannell's four-stage model for managers' progression in managing a diverse workforce.

Q: Define diversity training. What are the basic components of diversity training?

Q: How can managers plan, organize, influence, and control to promote diversity?

Q: Imagine that you are in charge of personnel for a large retail store. You have recently learned that organizational policies require that you hire employees from diverse cultures and ethnicities, but suspect that current employees may not accept or support this initiative. You need to conduct training sessions and implement organizational policies to help current employees understand their new colleagues and realize the value of cultural diversity in the organization. Which of the five methods of promoting pluralism will you adopt, and why?

Q: Define pluralism. Explain the five approaches that can be used to achieve effective workforce diversity.

Q: How can diversity be promoted through equal employment and affirmative action?

Q: Briefly discuss the discrimination against women in organizations.

Q: Write a short note on ethnocentrism and other negative dynamics that can interfere with workforce productivity.

Q: What is diversity and what are the advantages of a diverse workforce?

Q: A&M Global Services recently instituted an organization-wide policy aimed at increasing diversity within the organization. Though recruitment practices complied with the policy and management conducted intensive diversity training sessions, employee support of the initiative has been negligible. Which of the following will most likely encourage employee cooperation in this situation? A) ethnocentrism B) diversity training C) social rewards D) top-down support E) coping mechanisms

Q: According to Donaldson and Scannell, managers in the ________ stage are the most effective with respect to interacting in a diverse workforce. A) conscious competition B) conscious incompetence C) conscious competence D) unconscious competence E) unconscious incompetence

Q: According to Donaldson and Scannell, in which of the following stages do managers learn how to interact with diverse groups and cultures by deliberately thinking about how to behave? A) conscious competition B) controlled incompetence C) conscious competence D) unconscious competence E) unconscious incompetence

Q: Bill manages a large department with employees from diverse cultural backgrounds. A review of his management style revealed that Bill's informal way of speaking to employees is offensive to some people, who come from cultures where formality and respect are the norm between different organizational levels. This indicates that Bill is at the ________ stage of progress in managing a diverse workforce. A) unconscious incompetence B) conscious incompetence C) conscious competence D) unconscious competence E) controlled incompetence

Q: In which of the following stages do managers go through a learning process in which they become attentive of behaviors that make them clumsy in their interactions with members of diverse groups? A) unconscious incompetence B) conscious incompetence C) conscious competence D) unconscious competence E) controlled incompetence

Q: In the ________ stage, managers are unaware of behaviors they engage in that are problematic for members of other groups. A) unconscious incompetence B) conscious incompetence C) conscious competence D) unconscious competence E) controlled competence

Q: The process of raising managers' awareness and developing their competencies to deal with the issues endemic to managing a diverse workforce is known as ________. A) assimilation B) reverse discrimination C) diversity training D) affirmative action E) role overload

Q: Josie, a manager for Koaha Corporation, collected data on the rate of promotions of African American men in her division to assess the effectiveness of diversity training within the division. In doing so, she was involved in the activity of ________. A) planning B) influencing C) organizing D) controlling E) leading

Q: In the area of diversity, controlling involves ________. A) establishing task forces or committees to explore issues and provide ideas B) carefully choosing work assignments to support the career development of all employees C) evaluating the extent to which diversity goals are being achieved D) the evaluation activities necessary to assess the diversity efforts E) the selection of the diversity training programs for the organization

Q: In the area of diversity, influencing organization members means that the managers must ________. A) establish task forces or committees to explore issues and provide ideas B) carefully choose the work assignments to support the career development of all the employees C) encourage and support employees to participate constructively in a diverse work environment D) set diversity goals for hiring of employees within a department E) select the diversity training programs for the organization

Q: Managerial responsibilities in the area of organizing include ________. A) setting diversity goals for hiring of employees within a department B) establishing task forces or committees to explore issues and provide ideas C) the evaluation activities necessary to assess the diversity efforts D) continuously monitoring the different units' progress with respect to the diversity goals E) overseeing compliance with the legal stipulations of EEOC and affirmative action

Q: Planning for diversity involves ________. A) setting recruitment goals for members of underrepresented groups B) establishing task forces or committees to explore issues and provide ideas C) overseeing compliance with the legal stipulations of EEOC and affirmative action D) evaluating the extent to which diversity goals are being achieved E) managers encouraging and supporting employees to participate constructively in a diverse work environment

Q: The ________ approach focuses on how interpersonal skills and attitudinal changes relate to organizational performance. A) culture-specific B) multicultural C) golden rule D) assimilation E) righting-the-wrongs

Q: The multicultural approach ________. A) gives employees the opportunity to develop an appreciation for both differences of culture and variations in personal characteristics B) advocates shaping organization members to fit the existing culture of the organization C) creates a homogeneous culture that suppresses the creativity and diversity of views that could benefit the organization D) pressures employees who do not belong to the dominant culture to conform E) addresses past injustices experienced by a particular group

Q: The culture-specific approach ________. A) creates a homogeneous culture that suppresses the creativity and diversity of views that could benefit the organization B) pressures employees who do not belong to the dominant culture to conform to the prevailing culture C) teaches employees the norms and practices of another culture to prepare them to interact with people from that culture effectively D) advocates change on the part of management, employees, and organization systems and structures E) allows individuals to follow the approach from their own particular frame of reference without knowing the cultural expectations, traditions, and preferences of the other person

Q: The ________ approach teaches employees the norms and practices of another culture to prepare them to interact with people from that culture effectively. A) culture-specific B) multicultural C) golden rule D) assimilation E) righting-the-wrongs

Q: The approach to cultural diversity that most closely parallels affirmative action policies is the ________ approach. A) multicultural B) golden rule C) assimilation D) righting-the-wrongs E) culture-specific

Q: The righting-the-wrongs approach ________. A) teaches employees the norms and practices of another culture to prepare them to interact with people from that culture effectively B) gives employees the opportunity to develop an appreciation for both differences of culture and variations in personal characteristics C) advocates shaping organization members to fit the existing culture of the organization D) relies on the maxim "Do unto others as you would have them do unto you" E) addresses past injustices experienced by a particular group by developing policies to create a more equitable set of conditions.

Q: Ruby's company based in the U.S. is not averse to recruiting people from different cultures. On the contrary, it schedules an intensive training session to help the employees from other cultures adopt and fit into American culture. What kind of an approach does the company use? A) assimilation approach B) righting-the-wrongs approach C) culture-specific approach D) multicultural approach E) golden rule approach

Q: Which of the following is true regarding the assimilation approach? A) It advocates incorporating changes into organization culture based on the cultures of new employees. B) It gathers the best from differing cultures and accepts a variety of viewpoints. C) It promotes creativity in the organization by encouraging employees to share their individual cultures and worldviews. D) It creates a homogeneous culture that suppresses the creativity and diversity of views that could benefit the organization. E) It addresses past injustices experienced by a particular group by developing policies to create a more equitable set of conditions.

Q: The assimilation approach to promoting cultural diversity ________. A) relies on the maxim "Do unto others as you would have them do unto you" B) addresses past injustices experienced by a particular group C) pressures employees who do not belong to the dominant culture to conform D) teaches employees the norms and practices of another culture E) advocates incorporating changes into organization culture based on the cultures of employees

Q: The major weakness of the ________ approach is that individuals apply the approach from their own particular frame of reference without knowing the cultural expectations, traditions, and preferences of the other person. A) culture-specific B) multicultural C) golden rule D) assimilation E) righting-the-wrongs

Q: Which of the following is true of the "golden rule" approach to promoting diversity? A) It requires that people know the culture of the other person. B) It emphasizes societal morality. C) It is applied from an individual's frame of reference. D) It addresses past injustices experienced by a particular group. E) It teaches employees the norms and practices of other cultures.

Q: The ________ approach to diversity relies on the biblical dictate, "Do unto others as you would have them do unto you." A) multicultural B) golden rule C) assimilation D) righting-the-wrongs E) culture-specific

Q: Eli International has just begun a recruitment drive in colleges. Hoping to increase the cultural diversity within the organization, recruiters are focusing on candidates from a number of minority communities. The organization firmly believes that different cultural viewpoints can contribute to innovation and customer insights. The company must hold training sessions with existing employees to help them welcome and understand their new colleagues. Which of the following approaches will best help the company achieve all its goals? A) assimilation approach B) "golden rule" approach C) multicultural approach D) righting-the-wrongs approach E) culture-specific approach

Q: ________ refers to an environment in which cultural, group, and individual differences are acknowledged, accepted, and viewed as significant contributors to the entirety. A) Biculturalism B) Pluralism C) Xenocentrism D) Ethnocentrism E) Tokenism

Q: As an ethnic minority, Bryan sometimes faces discrimination in the workplace. He recently joined a new company, and the Human Resources personnel assured him that it adhered to EEOC policies. However, Bryan finds that though his managers are supportive and encouraging, many of his colleagues are hostile towards him and other minority employees. Which of the following scenarios mirrors that in Bryan's organization? A) A cell phone manufacturing organization that has newly entered the business is of the opinion that following the affirmative action and EEOC policy is more than enough. There is no need to educate all the employees regarding the different cultures as long as their supervisors know how to handle the various issues that may arise because of the cultural differences. B) Harry's company complies completely with affirmative action and EEOC policies. However, the diversity training sessions held at the discretion of the CEO and managers are usually unable to handle diversity issues effectively. C) An automobile manufacturing company strictly adheres to the affirmative action and EEOC policies. The company recently hired a few Japanese employees and thought it best to give its existing employees an overview of the Japanese culture so that they could interact with the new recruits. D) Carl's company has implemented affirmative action and EEOC policies that were developed after making an organization-wide assessment of all the various systems and structures that exist within the organization. The CEO of the company is the champion in bringing diversity into the organization. E) Dan's organization is of the view that adhering to affirmative action and EEOC policies is not required. After all, there are unique situations which should be dealt in unique ways rather than by trying to incorporate policies that are of no help.

Q: Effective diversity efforts within an organization will involve ________. A) tying organizational rewards to managers' commitment to diversity B) noncompliance with affirmative action and EEOC standards C) basing the diversity strategy solely on compliance with affirmative action and EEOC policies. D) enforcing affirmative action and EEOC policies, but not providing training E) complying with narrowly defined external policies with sporadic training

Q: The Baysville High girls basketball team makes it a point to include members from diverse cultures and ethnicities. As only two players of Asian origin tried out this year, they were picked for the team. This decision upset a number of other players, who felt that they were better. Which of the following policies could result in a similar situation? A) TYC encourages its employees from minority communities to apply for its management training programs. B) Cygnus Tech follows a strictly merit-based recruitment policy, with candidates selected on the basis of a comprehensive written test. C) Members of the Lakeview College basketball team must maintain a minimum B grade to play for the team. D) One third of the seats on BEC's board of directors must be occupied by women. E) Webtoons is a small firm and does not have a diversity or affirmative action policy in place.

Q: A major league basketball team has more African-American players than white players. It is about to recruit five more players and the management has specifically asked the coach to ensure that three out of the five new players are white. This is causing irritation among the African-American players who want to be part of the team. This is an example of ________. A) reverse discrimination B) pluralism C) tokenism D) monism E) dualism

Q: When a majority group member experiences inequities as a result of programs designed to help underrepresented groups, it is called ________. A) tokenism B) affirmative action C) reverse discrimination D) pluralism E) stereotyping

Q: ________ programs are designed to eliminate barriers and increase opportunities for underutilized or disadvantaged individuals. A) Reverse discrimination B) Affirmative action C) Ethnic nepotism D) Positive liberty E) Social Darwinism

Q: According to the Hudson Institute report, ________. A) benefits and policies for women workers must be increased B) the U.S. must pay more attention to its own share of world trade and less on the growth of other economies C) prosperity will depend upon how fast productivity grows in manufacturing D) minority workers must be integrated into the economy, within certain limits E) the average age of the American worker will decrease

Q: Which of the following is one of Sonnenfeld's findings concerning older workers? A) They tend to be low performers. B) They are less likely to take risks. C) They are more open to changes. D) They are low-cost workers. E) They are less cautious.

Q: Which of the following is true regarding older workers? A) They avoid working nontraditional schedules. B) They do not make good mentors. C) They increase benefits cost to the organization. D) They are more open to change. E) They have adequate technology experience.

Q: Ayesha is an Israeli immigrant to the U.S. She works for a pharmaceutical company and is not only a gender, but also an ethnic minority in the company. Her peers, colleagues, and subordinates expect a lot from her. She is having a tough time fulfilling all these expectations. Ayesha is said to be facing ________. A) role ambiguity B) role conflict C) role insufficiency D) role interference E) role overload

Q: Having too many expectations to comfortably fulfill is termed as ________. A) role overload B) role conflict C) pluralism D) tokenism E) role ambiguity

Q: Having to fill competing roles because of membership in two cultures causes ________. A) pluralism B) role conflict C) role overload D) ethnocentrism E) tokenism

Q: Which of the following is a characteristic of bicultural stress? A) role conflict B) balanced growth C) improved skills D) reverse discrimination E) pluralism

Q: When Alan went to Japan on a business assignment, he realized that the country has a long-standing tradition for people to exchange gifts during a business deal. For him, this practice was as bad as taking a bribe. What kind of a situation is Alan facing? A) role conflict B) bicultural stress C) discrimination D) the glass ceiling E) role overload

Q: Sexual harassment is a form of ________. A) relativism B) acculturation C) pluralism D) discrimination E) ethnocentrism

Q: Sally has been in the Finance department of Towsend's for the past eight years and is the longest-serving employee in the department. Though she has the experience and the qualifications to become a manager, a male colleague who was not as qualified was promoted over her. Sally notices that all the management positions in the company are occupied by males, even though there are many well-qualified women in the organization. This phenomenon is referred to as the ________. A) double burden B) white privilege C) gray ceiling D) levelling mechanism E) glass ceiling

Q: Perceptions about the sexes based on what society believes are appropriate behaviors for men and women are ________. A) instances of sexual harassment B) gender-role stereotypes C) sources of pluralism D) indications of ethnocentrism E) a result of bicultural stress

Q: As the only female copywriters in a team of twenty-three, Shania and Taylor are always a part of client meetings and public company occasions. This is an instance of ________. A) tokenism B) stereotyping C) prejudicing D) ethnocentrism E) polycentrism

Q: Which of the following is true for tokenism? A) It refers to the situation in which a person is one of few members of his or her group in an organization. B) It refers to an environment in which differences are acknowledged and seen as significant contributors to the entirety. C) It is the belief that one's own group, culture, country, or customs are superior to those of others. D) It discriminates against members of the majority group in order to help groups that are underrepresented in the organization. E) It is a positive or negative assessment of members of a group or their perceived attributes.

Q: Being one of a very few members of a group in an organization is known as ________. A) discrimination B) prejudicing C) ethnocentrism D) tokenism E) stereotyping

Q: Treating an issue, person, or behavior unjustly or inequitably on the basis of prejudices is known as ________. A) tokenism B) discrimination C) ethnocentrism D) stereotyping E) xenocentrism

Q: Alice is an American student of Chinese origin. Her grades fell significantly during the last semester, and as a result, her teacher was very disappointed, telling Alice that she should be more hardworking and dedicated to her studies as a result of her Chinese heritage. The teacher's attitude can be described as ________. A) bicultural conflict B) tokenism C) stereotyping D) ethnocentrism E) feminism

Q: Which of the following statements is an instance of stereotyping? A) Jerry's Garage has an unwritten policy not to hire Hispanic workers as the management believes that they are unreliable. B) PBJ Inc. only hires candidates with a high-school diploma as the company processes require a certain level of literacy. C) Sunshine Sales hires a majority of Spanish-speaking salespeople, as it has a large market among the Hispanic population. D) The U.S. branch of Golden Dragon Productions prefers to hire Chinese workers as the management feels that they best reflect the organization values. E) Divya's Designs is a bridal boutique that focuses on Indian outfits and caters mainly to Indian clientele.

Q: Which of the following statements is an instance of ethnocentrism? A) Jerry's Garage has an unwritten policy not to hire Hispanic workers as the management believes that they are unreliable. B) PBJ Inc. only hires candidates with a high-school diploma as the company processes require a certain level of literacy. C) Sunshine Sales hires a majority of Spanish-speaking salespeople, as it has a large market among the Hispanic population. D) The U.S. branch of Golden Dragon Ltd., a Chinese company, hires Chinese workers as the management feels that they best reflect the organization values. E) Divya's Designs is a bridal boutique that focuses on Indian outfits and caters mainly to Indian clientele.