business managment data bank

51. One of the most visible and wide-ranging changes in U.S. demographics over the last thirty years has been:

a) the influx of illegal immigrants taking low-paying, low-skill jobs.

b) the emergence of homosexuals as an identifiable subgroup in the workforce.

c) the rapid growth of the Asian-American population in the U.S. workforce.

d) the increase in foreign-born workers in the U.S. workforce.

e) the influx of women into the workforce.

52. Women face a number of barriers to their professional advancement, including:

a) organizations fail to be flexible enough to meet working women’s needs.

b) resentment from other protected classes due to their preferential treatment under EEO guidelines.

c) being perceived as less motivated than their male peers.

d) resisting change.

e) rarely being fired, regardless of how incompetent they might be.

53. Which of the following may be a reason that accounts for the earnings differential between women and men and women’s lack of upward mobility?

a) Sexual harassment.

b) A male-dominated corporate culture.

c) Women’s social roles.

d) Exclusionary networks.

e) All of the above

54. After work on Fridays, the male middle managers at Health Equipment, Inc. go to the golf course to play a quick nine holes, and to talk over business for the upcoming week. Sharon, who is an excellent woman golfer, has tried to join them for several weeks but is always put off. Her boss says, “We have our foursome.” Sharon is experiencing:

a) a male-dominated corporate culture.

b) sexual harassment.

c) biological constraints.

d) exclusionary networks.

e) social roles.

55. Acts that constitute sexual harassment:

a) do not include sexual remarks, according to men.

b) are more likely to be viewed as sexual harassment when perpetrated by a supervisor than by a co-worker.

c) are more likely to be viewed as sexual harassment when perpetrated by a co-worker than by a supervisor.

d) do not include suggestive looks, according to women.

e) are seen the same way by men and women.

56. When defining sexual harassment, a man:

a) tends to see sexual remarks as sexual harassment more often than a woman.

b) is just as likely to perceive an act as sexual harassment as a woman would.

c) tends to take behavior by coworkers more seriously than that by a supervisor.

d) is less likely to perceive others’ actions as sexual harassment as a woman would.

e) is more likely to see pressure for dates as sexual harassment than deliberate touching.

57. Women tend to see ____ as serious sexual harassment more than _____.

a) sexual remarks / suggestive looks

b) pressure for dates / deliberate touching

c) letters and calls / suggestive looks

d) deliberate touching / pressure for sexual favors

e) sexual remarks / deliberate touching

58. Improving diversity management must begin with:

a) top management’s commitment to valuing diversity.

b) diversity training.

c) accommodating family needs.

d) developing support groups for minorities.

e) senior mentoring.

59. Which of the following is NOT a characteristic of an organization that would show the business’ success in managing diversity?

a) The existence of corporate diversity training programs.

b) Segmented networking systems.

c) Top management’s support of and commitment to diversity.

d) Accommodation of family needs.

e) Mentoring programs.

60. The most common reason for initiating diversity training in U.S. corporations is:

a) tapping diverse customers and markets.

b) pending litigation.

c) affirmation action plans forced on them by the EEOC.

d) using workforce strengths.

e) avoiding litigation.

61. Yan is the only Japanese employee at All American, Inc. (AAI), which has a small minority of Asian employees. She wants to start a small weekly meeting for the Asian employees of AAI in order to encourage a nurturing climate for others who may feel alienated from the rest of the employees. In HR terms, Yan is hoping to organize a(n):

a) segmented communication network.

b) old boys’ network.

c) support group.

d) diversity audit.

e) retention program.

62. Diversity management can be improved by:

a) getting middle management to value diversity.

b) implementing work teams.

c) raising sensitivity of managers to the global nature of the marketplace.

d) companies actively accommodating family needs.

e) conducting human resource audits.

63. The best diversity management strategy for helping women to keep their jobs after starting a family is:

a) senior mentoring.

b) communication standards.

c) accommodating family needs.

d) diversity training.

e) support groups.

64. When viewing HRM from a global perspective, U.S. efforts to create a family-friendly workplace:

a) compare favorably to European nations.

b) are very weak in comparison to Germany, Sweden, and Denmark.

c) are actually quite advanced compared to any European country.

d) tend to focus on daycare, while European countries tend to focus on leaves and flexible work hours.

e) tend to focus on telecommuting, while European countries tend to focus on creative leave programs.

65. Flextime and telecommuting are examples of companies’ efforts to:

a) accommodate family needs.

b) value diversity.

c) recognize the global nature of HRM.

d) manage responsibility and accountability.

e) prevent “white male bashing.”

66. Which of the following is an option to accommodate family needs?

a) Extended leave.

b) Diversity training.

c) Apprenticeships.

d) A mentoring program.

e) A diversity audit.

67. Jamie has been a manager at a large firm for nearly 10 years. After a recent hiring period, he identifies a new employee named Carlos who shows potential for administration and advancement in the company. During the next three years, he coaches and encourages Carlos at his job, answers questions, and helps Carlos develop a career strategy. This is an example of:

a) stereotyping.

b) development of communication standards.

c) an apprenticeship.

d) mentoring.

e) none of the above

68. A strategy to improve diversity management in a company which can be implemented even before a given individual becomes an employee is:

a) communication standards.

b) senior mentoring.

c) diversity training.

d) apprenticeships.

e) recruiting quotas.

69. The example of Betty Ford and City Boxers in the text shows that:

a) people are likely to send racial, sexist, and homophobic comments over e-mail because it is an indirect mode of communication.

b) the anonymity of the Web can benefit small businesses.

c) running a business on the Web is more time consuming that running a traditional business.

d) people like to see from whom they are buying products and are hesitant to do so otherwise.

e) none of the above

70. With technology such as the Web and e-mail becoming so important in business, what would be the best way to monitor such communications for good business practice?

a) Companies should have clear policies prohibiting racial, sexist, or homophobic jokes and comments on e-mail.

b) Companies should leave such questions to the individual employees.

c) Companies should hold a “don’t ask, don’t tell” type of view concerning these communications.

d) Companies should prohibit anything but business-related e-mails to be accessed at work.

e) None of the above

71. When presenting non-majority groups in chapter 4, your text does so in alphabetical order. This is probably a ______ used to present each group fairly without appearing to present them in a preferential order.

a) communication standard

b) diversity presentation

c) preferential standard

d) discriminatory order

e) social order

72. Some companies experience adverse reactions when implementing affirmative action programs. One way to reduce such adverse reactions is to:

a) use accurate stereotypes in your training sessions.

b) exclude anyone who would resist implementation from any design and development discussions.

c) include more women and minorities than white males on the design and implementation team.

d) use individual training efforts that help white men get in touch with the feelings of minorities.

e) adopt an inclusive definition of diversity that addresses all differences among all employees.

73. A diversity audit can help managers:

a) determine possible sources of bias in a company.

b) review the effectiveness of a company’s diversity management program.

c) increase minority retention.

d) determine whether there will be an increase in competition for opportunities.

e) a and b

74. One way to guarantee managers’ buy-in and reinforcement of diversity efforts is to:

a) put them through diversity training.

b) hold them accountable for the programs’ success.

c) create support groups with managers leading them.

d) conduct a diversity audit.

e) avoid white male bashing.

75. While diversity programs offer companies a number of benefits, some potential pitfalls also arise, such as:

a) promoting of competition for opportunities.

b) generating reverse discrimination suits.

c) promoting stereotypes.

d) creating communication barriers.

e) segmenting communication networks.