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Management
Q:
Overt discrimination by a manager violates the principle of distributive justice.
A. True
B. False
Q:
Stereotypes are usually based on a visible characteristic such as a person's age, gender, or race.
A. True
B. False
Q:
Schemas are abstract knowledge structures stored in memory that allow people to organize and interpret information about a person, an event, or a situation.
A. True
B. False
Q:
An abstract knowledge structure stored in memory that helps interpret and organize information is called a bias.
A. True
B. False
Q:
Managers' perceptions are affected by their personality, and not by their experiences.
A. True
B. False
Q:
Personal characteristics do not to affect perceptions.
A. True
B. False
Q:
The process through which people select, organize, and interpret sensory input is called stereotyping.
A. True
B. False
Q:
Perception is a highly objective, rational process.
A. True
B. False
Q:
Increasingly, organizations are insisting that their suppliers demonstrate diversity in their own workforce.
A. True
B. False
Q:
A diverse workforce improves managerial decision making.
A. True
B. False
Q:
Following the distributive justice principle means that all members of an organization receive identical or similar outcomes.
A. True
B. False
Q:
The concept of procedural justice requires managers to be fair to subordinates in deciding who should be promoted within the organization.
A. True
B. False
Q:
It is not necessary for top management to give rewards in order to have successful diversity management initiatives.
A. True
B. False
Q:
The increasing diversity of the environment increases the challenges managers face in effectively managing diversity.
A. True
B. False
Q:
From a management perspective, it is of little importance for managers to be sensitive and responsive to the needs and concerns of workers who may be less fortunate than themselves in terms of income and financial resources.
A. True
B. False
Q:
Federal law prohibits discrimination based on sexual orientation.
A. True
B. False
Q:
The passage of the ADA has increased employment rates significantly for those with disabilities.
A. True
B. False
Q:
Some employees abuse the ADA by seeking unnecessary accommodations for disabilities that may or may not exist.
A. True
B. False
Q:
The White House Guidelines on Religious Exercise say nothing about accommodating religious holidays.
A. True
B. False
Q:
The White House Guidelines on Religious Exercise and Expression in the Federal Workplace are technically applicable only in federal offices.
A. True
B. False
Q:
Title VII of the Civil Rights Act does not prohibit discrimination based on religion.
A. True
B. False
Q:
The increasing racial and ethnic diversity of the workforce and the population as a whole underscores the importance of effectively managing diversity.
A. True
B. False
Q:
The racial and ethnic diversity of the U.S. population is on the decline.
A. True
B. False
Q:
Women either control or influence nearly all consumer purchases, so it's important to have their perspective represented on boards.
A. True
B. False
Q:
The disparity between the representation of women and that of men in the workforce is extremely high.
A. True
B. False
Q:
Title VII of the Civil Rights Act requires that men and women be paid equally if they are performing equal work.
A. True
B. False
Q:
According to data from the U.S. Census Bureau and the CIAs World Fact Book, the median age of a person in the United States is the lowest it has ever been, 37.6 years.
A. True
B. False
Q:
The Age Discrimination in Employment Act of 1967 prohibits age discrimination.
A. True
B. False
Q:
The term glass ceiling alludes to the invisible barriers that prevent minorities and women from being promoted to top corporate positions.
A. True
B. False
Q:
There is substantial evidence that diverse individuals continue to experience unfair treatment in the workplace as a result of biases, stereotypes, and overt discrimination.
A. True
B. False
Q:
Diversity is an important organizational resource that doesn't contribute to an organization's competitive advantage.
A. True
B. False
Q:
Unfair treatment of diverse people is legal if it is socially acceptable.
A. True
B. False
Q:
The term diversity refers to differences in gender, age, socioeconomic background, and any other characteristic that is used to distinguish between people.
A. True
B. False
Q:
Under what circumstances should one use a fair complaint procedure?
Q:
What are the four initial steps that managers can take to eradicate sexual harassment in their organizations?
Q:
Distinguish between the two types of sexual harassment that can occur in the workplace.
Q:
Mention a few specific objectives that a diversity awareness program should contain.
Q:
Discuss five steps managers can take to change attitudes and values and promote the effective management of diversity.
Q:
Describe the three types of biases that managers can exhibit either toward subordinates or toward other managers.
Q:
Explain the importance of managers in managing diversity.
Q:
Discuss the two moral principles that guide managers in their efforts to meet their ethical imperative.
Q:
Describe the three different types of interpersonal managerial roles.
Q:
Describe the major provisions of Title VII of the Civil Rights Act, the Equal Pay Act, and the Americans with Disabilities Act.
Q:
Define diversity. Explain the reasons why diversity is such a pressing concern and issue for managers and organizations.
Q:
Which of the following is the right approach to eradicating sexual harassment?
A. Investigations of sexual harassment charges must be proceeded with hurriedly.
B. Allegations of sexual harassment should be made public.
C. Looking into third-party sexual harassment allegations is not the responsibility of managers.
D. Employees should wait sometimes before they file complaints of sexual harassment.
E. Organizations should develop and clearly communicate a sexual harassment policy.
Q:
A fair complaint procedure to investigate charges of sexual harassment should ensure that:
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. alleged harassers are let off with a warning if it is their first offence.
Q:
Two male managers exchange a lewd sexual joke in the presence of a female manager. This is an example of:
A. the similar-to-me effect.
B. a hostile work environment.
C. quid pro quo sexual harassment.
D. the salience effect.
E. reverse discrimination.
Q:
Which of the following would be considered quid pro quo sexual harassment?
A. Display of pornography
B. Request for sexual favors
C. Display of sexually oriented objects
D. Comment of a sexual nature
E. Remark about appearance
Q:
Whenever Lisa goes to the warehouse to pick up time sheets, she is confronted with whistles and lewd comments from male co-workers, both of which make her uncomfortable. What type of environment is this?
A. Whistle-blowing environment
B. Salience environment
C. Quid pro quo environment
D. Hostile work environment
E. Accommodative environment
Q:
Making sexually oriented remarks about ones physical appearance is an example of:
A. hostile work environment sexual harassment.
B. low gender egalitarianism.
C. quid pro quo sexual harassment.
D. reverse discrimination.
E. the glass ceiling effect.
Q:
While on a business trip, Eva, the planning manager, suggested to a 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 similar-to-me effect.
E. quid pro quo sexual harassment.
Q:
When a manager asks a subordinate for sexual favors in return for a promotion, what type of sexual harassment has occurred?
A. Hostile work environment
B. Quid pro quo
C. Accommodative
D. Equal
E. Covert
Q:
The process by which experienced members of the organization provide guidance and advice to newer members is called _____.
A. quid pro quo
B. networking
C. mentoring
D. performance appraisal
E. career planning
Q:
Which of the following is a guideline for managers to evaluate employees?
A. Ensure that subjective performance indicators are used
B. Ensure that minimal time is spent on evaluation
C. Ensure that minimal attention is given to the evaluation
D. Ensure that the evaluators are not burdened with accountability for the evaluation
E. Ensure that performance standards are not vague
Q:
Which of the following helps managers respond to the differing needs of diverse employees while enabling those employees to be effective contributors to an organization?
A. Suppressing their own personal styles
B. Sticking with one particular approach rather than trying different ways to do things
C. Relying on subjective performance indicators
D. Maintaining vague performance standards
E. Not feeling threatened by different approaches and perspectives
Q:
Which of the following helps managers increase diversity awareness in an organization?
A. Suppressing personal styles of organization members
B. Sticking with one particular approach rather than trying different ways to do things
C. Letting problems grow until they are visible enough to be countered
D. Reducing the time spent in socializing and instead concentrating on work
E. Improving understanding of others who are different from oneself
Q:
Which of the following is a step to manage diversity effectively?
A. Put others' knowledge and beliefs to a reality test
B. Base decisions on hunches and stereotypes
C. Increase salaries and wages for everyone
D. Discourage sharing of differing perspectives
E. Empower employees to challenge discriminatory behaviors
Q:
Jeanie realizes that her values differ significantly from some of her younger subordinates. What should Jeanie 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. Help others to modify or change their beliefs
Q:
Which of the following helps ensure that diversity is managed effectively in an organization?
A. Focusing attention on individuals who are conspicuously different from us
B. Evaluating subordinates in extremes of positivity or negativity
C. Discouraging sharing of differing perspectives
D. Covering up biases and stereotypes
E. Securing top management commitment
Q:
What is overt discrimination?
A. Knowingly and willingly denying diverse individuals access to opportunities and outcomes in an organization
B. Focusing attention on individuals who are conspicuously different from us
C. Perceiving individuals with high social status more positively than we perceive those with low social status
D. Perceiving others who are similar to ourselves more positively than we perceive people who are different
E. Using information about others in ways that result in inaccurate perceptions
Q:
Overt discrimination is:
A. intentional and deliberate.
B. unintentional and well-meaning.
C. unethical but not illegal.
D. not in violation of the principle of distributive justice.
E. unintentional discrimination against others.
Q:
Which of the following is true of the salience effect?
A. The salience effect leads some people to perceive women less positively than they perceive white men.
B. Salient individuals are less often the object of attention than are other members of a work group.
C. Individuals who are salient are often perceived to be primarily responsible for outcomes.
D. Salient individuals are evaluated in a more balanced manner unlike other individuals who are evaluated more extremely in either a positive or a negative direction.
E. While social status is related to bias, salience is related to stereotyping.
Q:
What is the salience effect?
A. It is the tendency to perceive others who are like ourselves more positively than we perceive people who are different.
B. It is the tendency to focus attention on individuals who are conspicuously different from us.
C. It is the tendency to 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. It is the tendency to perceive individuals with disabilities as noncontributors to society.
E. It is the tendency for individuals to see themselves more positively than others around them.
Q:
What is the social-status effect?
A. It is the tendency to perceive others who are like ourselves more positively than we perceive people who are different.
B. It is the tendency to focus attention on individuals who are conspicuously different from us.
C. It is the tendency to 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. It is the tendency to perceive individuals with disabilities as noncontributors to society.
E. It is the tendency for individuals to see themselves more positively than others around them.
Q:
What is the similar-to-me effect?
A. It is the tendency to perceive others who are like ourselves more positively than we perceive people who are different.
B. It is the tendency to focus attention on individuals who are conspicuously different from us.
C. It is the tendency to 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. It is the tendency to perceive individuals with disabilities as noncontributors to society.
E. It is the tendency of individuals to see themselves more positively than others around them.
Q:
Steve believes that Bill is more responsible and capable than Gus because Bill is from the management team while Gus is the maintenance supervisor. This type of bias known as:
A. the glass ceiling effect.
B. the salience effect.
C. the stereotyping effect.
D. the similar-to-me effect.
E. the social-status effect.
Q:
Janice is hiring an assistant marketing manager for Fall Inc. Janice recruits Sandra because she comes from a well-known and well-reputed family. Janice is influenced by:
A. the similar-to-me effect.
B. the social-status effect.
C. the salience effect.
D. the glass ceiling effect.
E. the stereotyping effect.
Q:
If white male managers perceive other white male managers more positively than managers from minority groups, this is called:
A. the salience effect.
B. the similar-to-me effect.
C. the glass ceiling effect.
D. the stereotyping effect.
E. the social-status effect.
Q:
Tucker is hiring a manager for his clothing store. When he reviews the credentials of applicants, he pays special attention to individuals who share his hobbies and interests. Jose's passion for music and interest in the stock market gets him the job. Tucker is influenced by:
A. the similar-to-me effect.
B. the reverse discrimination effect.
C. the gender schema effect.
D. the stereotyping effect.
E. the salience effect.
Q:
_____ are systematic tendencies to use information about others in ways that result in inaccurate perceptions.
A. Conceptions
B. Biases
C. Abstractions
D. Stereotypes
E. Conflicts
Q:
The management of St. Richard's, a school in Texas, receives Martin's application for a teacher's job. A background check reveals that Martin is gay. Martin's application is rejected on this account. The management at St. Richard's is influenced by:
A. the social-status effect.
B. stereotypes.
C. diversity.
D. the similar-to-me effect.
E. the salience effect.
Q:
The sales manager at STU Inc., Riley, has to promote either Mark or Kate to the position of assistant sales manager. Mark and Kate are equally good resources. Riley promotes Kate because he believes that all women are soft-spoken and polite. Riley is influenced by:
A. the similar-to-me effect.
B. the salience effect.
C. the social-status effect.
D. stereotypes.
E. biases.
Q:
_____ 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
Q:
When Michael signs on Stanley for the company basketball team, he assumes that Stanley is a good player because he is African-American. Which of the following is Michael exhibiting in signing Stanley?
A. A bias
B. A gender schema
C. A stereotype
D. Reverse discrimination
E. Overt discrimination
Q:
Identify and describe the approaches to how to be socially responsible, from the lowest to the highest. Author: I took this change from the questions section above and corrected it. However, I think the sentence was better before the change. Give an example of a real company to illustrate each.
Q:
Describe the four rules of ethical decision making and discuss their managerial implications.
Q:
Suppose you are an accountant for a large publicly traded company. You have discovered an error in the financial records that makes the company look more profitable. Explain how the practical rule discussed in the text would be applied to this situation.
Q:
106. Discuss how Whole Foods Market's emphasis on the employee stakeholder leads to overall stakeholder well-being.
Q:
In today's business world, top executives are receiving large salaries and unbelievable stock options. Is it ethical for managers to receive these amounts? Argue both sides of this question.
Q:
Give specific examples of stakeholders of each major type that exist in your college or high school.