business managment data bank

Question # 00005040 Posted By: spqr Updated on: 12/09/2013 12:21 PM Due on: 12/30/2013
Subject Business Topic Management Tutorials:
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Case 4.2

MGN, Inc. is a Fortune 500 company that has just come to realize its need for managing diversity. HR is facilitating meetings among middle managers to both communicate this idea and to get input from the managers about how best to carry out this goal.

Mercedes, a Latina manager, suggests that the company ought not to do more than what is already being done. She cites the company’s previous affirmative action plan. “Also,” she argues, “we’ve given African-Americans and Asian-Americans more than enough opportunity. I tried to promote a Latino to supervisor and you guys (HR dept.) told me I really needed to give Kym, an African-American, the opportunity.”

Paul, a white supervisor, feels that management is management. Managing diversity is just a gimmick, a passing fad. “I've been a supervisor for 20 years and I’ve found that if I treat people fairly and listen to them, things work out just fine.”

Ana, a relatively new middle-manager, is a bit more positive about the idea but has significant reservations. She feels, however, that the company really needs to give women and minorities access to the “old boy network.” If all the company does is conduct training and devise slogans, nothing will happen.

Finally, Rahkim, an African-American supervisor, says he doesn’t care what they do. He’s giving notice because he’s joining some other African-Americans in starting their own company. He’s been a supervisor for five years and has been passed over for promotion twice. He feels that he has experienced discrimination because he’s African-American.

83. Refer to Case 4.2. The above shows a number of challenges to implementing a managing diversity program. Mercedes’ concerns represent which of the following challenges?

a) Valuing diversity.

b) Individual vs. group fairness.

c) Segmented communication networks.

d) Focusing on performance.

e) Competition for opportunities.

84. Refer to Case 4.2. The manager(s) in this discussion who would most likely agree with the universal concept of management is(are):

a) Mercedes.

b) Paul.

c) Ana.

d) Rahkim.

e) Mercedes and Ana.

85. Refer to Case 4.2. Ana’s concerns reflect the reality of the experiences of women and minorities with:

a) individual versus group fairness.

b) the resistance to change.

c) segmented communication networks.

d) resentment.

e) retention.

86. Refer to Case 4.2. Rahkim’s lack of concern with this issue and his announcement symbolize the organization’s general problem with:

a) valuing diversity.

b) interpersonal conflict.

c) resentment.

d) retention.

e) competition for opportunities.

87. Refer to Case 4.2. As you review the comments and thoughts of these various managers, what challenge to managing diversity seems to be expressed by all?

a) Valuing diversity.

b) Individual vs. group fairness.

c) Resistance to change.

d) Segmented communication networks.

e) Competition for opportunities.

Case 4.3

Your retail company has 80% of its stores located in downtown metropolitan areas. Your biggest stores are in communities where minorities represent 60% of your customers. Your middle-management team has been changing over time so that 50% of your managers are women and about 30% are ethnic minorities. A significant number of your hourly employees, about 35%, have served over 20 years in their respective stores and many are over 40 years of age. Top management feels that African-Americans are underrepresented in the hourly workforce and in middle management. They want HR to initiate an aggressive recruitment process to address the situation.

Hispanics are the biggest minority group, besides women, in your workforce. In a discussion about where the company should target its diversity program, the CEO explains she wants to implement a training program for managers to raise their sensitivity to minorities, especially Hispanics. She also notes that there are no disabled persons in the workforce and very few Asian-Americans. Carlos, the VP of facilities, notes that he has accommodated all the Asian-American employees he can in his MIS and facility support services. He also argues that he only has about $10,000 in his budget for reorganizing display space, etc., in the stores to accommodate disabled employees and that this amount probably isn’t sufficient to adequately accommodate a disabled employee.

88. Refer to Case 4.3. Given the major problems African-Americans face in the work place, what complementary program should HR initiate at the same time as their recruiting effort?

a) Diversity training.

b) Senior mentoring.

c) Flextime or job sharing.

d) Interpersonal skills and management training.

e) Education and technical education training.

89. Refer to Case 4.3. Carlos’ comments about accommodating disabled employees:

a) show that he doesn't value diversity.

b) reveal the common misconception of accommodation costs.

c) show that he is inherently prejudiced against the disabled.

d) demonstrate that he is considering what is best for the company.

e) are an example of the competition for opportunities among the various minority groups.

90. Refer to Case 4.3. What is a key issue for the CEO in implementing diversity training that would focus on understanding Hispanic culture?

a) That some will wonder why the program focuses on this group since most people view Hispanics as advantaged because of their academic achievements.

b) That it may be expensive to provide Hispanics access to the physical plant.

c) That poverty is a key issue and consequently Hispanics tend to need additional educational assistance to be competitive.

d) That Hispanic is a misnomer, since there are actually very diverse subgroupings of Latinos.

e) That there are no special considerations or issues to worry about.

91. Refer to Case 4.3. What special issues does management need to consider with regard to older workers?

a) They tend to be less motivated as they get older and therefore need more training and supervision than younger workers.

b) Older workers should be treated as individuals. Most function as well as they did 20 years earlier.

c) They will tend to get into conflicts with younger employees and therefore should work more with their peers than younger employees.

d) Older workers tend to have poorer health.

e) They don’t learn well and resist changing processes they’ve done for years.

92. Refer to Case 4.3. Given the barriers to women’s advancement in the workplace, which of the following efforts would be most effective in helping women advance?

a) Affirmative action quotas.

b) Education programs raising their technical skills.

c) Senior mentoring.

d) Apprenticeships.

e) Communication standards.

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Tutorials for this Question
  1. Tutorial # 00004827 Posted By: spqr Posted on: 12/09/2013 12:33 PM
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    feels that he has experienced discrimination because he’s African-American. 83. ...
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