OB Quiz- Chapter 2

After some diversity training at​ work, Bob has decided that he needs to make more of an effort to understand​ surface-level diversity traits such as​ _____________.

• gender

• personality

• values

• feelings

Deep-level diversity traits might include​ ______________________.

• marital status

• personality

• ethnicity

• age

Adam is a​ 25-year old Millennial who is considered a​ super-star manager at a technology company. He has been asked to hire a team of IT specialists to launch a new product. While reviewing the stack of​ applications, he noted only one​ candidate, Jason, who has work experience of over 20 years. Adam realizes that this candidate is probably his​ dad's age and he considers his dad​ outdated, with poor IT​ skills, and slow to learn new skills. All the other candidates cite 1 to 3 years of work experience after college. Adam decides not to interview Jason. What is the likely basis for​ Adam's decision?

• 
  Intimidation

• Positive diversity climate

• Stereotyping

• Diversity similarity

Rebecca has noticed that the female attorneys at her law firm are interrupted significantly more than the male attorneys in meetings. Male attorneys also regularly cut off the female attorneys before they are able to complete their ideas.​ Rebecca's law firm is experiencing which type of​ discrimination?

• Discriminatory policies

• Mockery

• 
  Exclusion

• 
  Incivility

Attributes that cannot be readily​ seen, are​ concealable, and convey an identity that is devalued in certain social contexts refers to​ ________.

• stigma

• masking

• visual perception

• shame

If an organization is currently concerned about low commitment from employees who are demographically different than other employees within the​ organization, the employer​ can________.

• 
  limit the diversity of new employees

• 
  create a more effective bonus structure

• 
  create a positive diversity climate

• 
  limit discussions about diversity

Groups benefit from diversity when they​ _____________.

• 
  mix different types of expertise

• mix intelligence levels

• mix those interested in working on teams with those not interested in working on teams

• allow groups to​ self-manage

Vivian is the CEO of a large corporation. She has identified hidden barriers to advancement for minorities in her company and wants to improve the diversity of her managerial force. Which of the following strategies should Vivian​ use?

• Make​ advancement-selection systems less transparent.

• Make​ advancement-selection systems more transparent.

• reeze all the advancement systems until they can be revised.

• Advance minorities on a quota system.

American businesswoman Kristen Adams is meeting with her Greek counterpart Alexander Monopoulos regarding her​ company's new hotel location near Athens. Alexander wants Kristen to provide more details regarding the planned opening of the​ hotel, but with construction behind​ schedule, Kristen​ doesn't have much to share. Alexander is frustrated by the lack of clarity on the schedule and demands to know how he is expected to work in such an uncertain and ambiguous situation.​ Alexander's frustration reflects​ ________ in​ Hofstede's cultural framework.

• the United​ States' low ranking on collectivism

• 
  Greece's high ranking on uncertainty avoidance

• Greece's high ranking on femininity

• ​Greece's high ranking on masculinity

Michael​ Wang, an American man of Chinese​ descent, has been sent by his company to lead a new initiative in Beijing. Because Michael is fluent in​ Mandarin, his boss felt that he would be the perfect person for the position. Michael is excited about the chance to lead the team and wants to make a good impression on his boss. He decides to implement a reward structure for people on his team who perform especially well relative to other team members. Based on this​ information, we can conclude that Michael ranks​ ________ on​ ________ in​ Hofstede's cultural framework.

• high; power distance

• ​high; femininity

• low; masculinity

• ​high; individualism