business managment data bank
76. Some assume that one can infer an individual’s motivations, interests, values, behavioral traits, etc., based on the individual’s group membership. This practice is called:
a) cultural determinism.
b) recognizing one’s cognitive structure.
c) seeing one’s cognitive perception.
e) cultural awareness.
77. Diversity training and cultural awareness programs, in general, tend to:
a) cause “white male bashing.”
b) improve employee and management relations in all sections of society.
c) overdramatize diversity and unintentionally help people form incorrect assumptions about members of other groups.
d) encourage diversity programs and employee interaction, but produce very few long-term results.
e) none of the above
As the Director of HR, you are leading a management discussion to plan and implement a management of diversity program.. You are concerned that management, while tolerant, tends to stereotype minorities and this will eventually lead to trouble. Your company’s top three markets are in Los Angeles, Chicago, and Miami. All three are heavily Latino in make-up. The senior management team is all male. The youngest member is 58 years of age.
Martinez, the VP of Operations, feels that people should blend together and that focusing on differences merely creates divisions. He thinks that you should have a common training program to create a unified “American” company culture. Patrick, VP of Finance, doesn’t see the need for a program. He respects that people are different but he feels that once you get to know a Hispanic, African-American, or Asian-American, you know how to work with any Hispanic, African-American, or Asian-American. Besides, Patrick doesn’t believe the company should get into affirmative action programs. They tried it ten years ago and it created all kinds of problems.
Simon, the CEO, thinks a diversity management program is important. He believes the company is missing some important talent without such a program. Simon feels that the company can create a competitive advantage by being in the lead on this issue and also believes the changing workforce is going to force such adjustments at some time in the future.
78. Refer to Case 4.1. Martinez’s approach to diversity management:
a) is based on a perspective that people can control the factors that make them diverse.
b) assumes that the company does not need to worry about diversity because demographic trends are moving away from it.
c) expresses the belief that the key to understanding diversity is understanding each individual’s group membership.
d) is based on his experience with affirmative action programs.
e) reflects the competition for opportunities among minority groups.
79. Refer to Case 4.1. John, on the other hand, seems to be directed by:
a) his belief that people can control the factors that make them diverse.
b) the fact that demographic trends are forcing the company to recognize diversity.
c) the legal responsibilities the company has to develop opportunities for minorities.
d) his own cognitive structure.
e) the competition for opportunities among minority groups.
80. Refer to Case 4.1.The HR director’s perspective is:
a) a concern for the legal issues involved.
b) an understanding of the difference between diversity and the sources of diversity.
c) that diversity management is not an issue for this company.
d) a belief that people cannot control factors that lead to diversity.
e) the influence of Martinez’s cognitive structure.
81. Refer to Case 4.1. What other management concern is Simon apparently considering when he says that the company needs to create a diversity management program?
a) That it is legally mandated.
b) Their past negative experience with affirmative action.
c) The concept of the melting pot in American culture.
d) That the company make-up should reflect their markets to gain a competitive advantage.
e) The apparent racism of his two top managers.
82. Refer to Case 4.1. The best place for this increase-in-diversity awareness and training to begin is with:
a) top management learning to value diversity.
b) support groups.
c) accommodation of family needs.
d) senior mentoring programs.
e) communication standards.