Organizational Behavior, 16e (Robbins/Judge)Chapter 2 Diversity in Organizations1) Kimberly Ortiz strongly believes in working for a company which promotes diversity. She believes that such organizations are respectful of differences and allow employees more exposure. She recently attended an interview where she was told that the company follows policies which focus on organizational diversity. However, when she finally joined the company, she had a strong feeling that the company's claim was not true. Which of the following, if true, weakens Kimberly's belief that the company does not encourage diversity?A) Eighty-five percent of the top management positions in the company are held by men.B) She is the only African-American member in the entire workforce.C) The workforce is not dominated by any specific ethnic or racial group.D) The previous company she worked for made a conscious effort to employ an equal number of men and women.E) Her team members believe that they are treated equally in spite of differences in performance.Answer: CExplanation: C) The fact that the workforce is not dominated by any one ethnic or racial group indicates that the workplace has a mix of all ethnicities and races and does not discriminate. The fact that 85 percent of the top management positions of the company are held by men works against the argument because it shows that the company is biased toward men. In addition, if Kimberly is the only African-American member in the entire workforce, it shows that the company is biased toward other racial groups. Kimberly's previously working for a company which believes in gender equality is irrelevant to this argument. Her team members being treated equally in spite of differences in performance represents unfair discrimination. It works against the argument.LO: 1AACSB: Reflective ThinkingDifficulty: HardQuest. Category: Critical ThinkingLearning Outcome: Define diversity and describe the effects of diversity in the workforce2) ________ diversity refers to diversity in observable attributes such as race, ethnicity, sex, and age.A) PsychographicB) AdditiveC) Surface-levelD) DisjunctiveE) ConjunctiveAnswer: CExplanation: C) Surface-level diversity refers to differences in easily perceived characteristics, such as gender, race, ethnicity, age, and disability, that do not necessarily reflect the ways people think or feel but that may activate certain stereotypes.LO: 1AACSB: Multicultural and DiversityDifficulty: EasyQuest. Category: ConceptLearning Outcome: Define diversity and describe the effects of diversity in the workforce13) Which of the following is true with respect to surface-level diversity?A) It refers to psychographic characteristics of the members of a group.B) People with surface-level diversity will also share deep-level diversity.C) It indicates differences of values, emotions and personality traits between people.D) It refers to differences in easily perceived characteristics, such as gender and race.E) It represents a person's or group's thought processes and feelings.Answer: DExplanation: D) Surface-level diversity refers to differences in easily perceived characteristics, such as gender, race, ethnicity, age, and disability, that do not necessarily reflect the ways people think or feel but that may activate certain stereotypes.LO: 1AACSB: Multicultural and DiversityDifficulty: EasyQuest. Category: ConceptLearning Outcome: Define diversity and describe the effects of diversity in the workforce4) Differences in ________ indicate surface-level diversity.A) personalityB) valuesC) style of workD) ethnicityE) attitudesAnswer: DExplanation: D) Surface-level diversity refers to differences in easily perceived characteristics, such as gender, race, ethnicity, age, and disability, that do not necessarily reflect the ways people think or feel but that may activate certain stereotypes.LO: 1AACSB: Multicultural and DiversityDifficulty: EasyQuest. Category: ConceptLearning Outcome: Define diversity and describe the effects of diversity in the workforce5) Which of the following most likely indicates surface-level similarity?A) Tim and Jake are colleagues who take risks and are quick decision makers.B) The employees at GenSys prefer teamwork over individual assignments.C) Nina and Chuck are colleagues who share similar views on corporate social responsibility.D) Jane and Sara grew up in the same town and went to school together.E) Hannah and Nate are both introspective and tend to be slow to reach decisions.Answer: DExplanation: D) Surface-level diversity refers to differences in easily perceived characteristics, such as gender, race, ethnicity, age, and disability, that do not necessarily reflect the ways people think or feel but that may activate certain stereotypes.LO: 1AACSB: Multicultural and DiversityDifficulty: ModerateQuest. Category: ApplicationLearning Outcome: Define diversity and describe the effects of diversity in the workforce26) ________ diversity refers to diversity with respect to attributes that are less easy to observe initially but that can be inferred after more direct experience.A) Surface-levelB) AdditiveC) DemographicD) Deep-levelE) ConjunctiveAnswer: DExplanation: D) As people get to know one another, they become less concerned about demographic differences if they see themselves as sharing more important characteristics, such as personality and values, that represent deep-level diversity.LO: 1AACSB: Multicultural and DiversityDifficulty: ModerateQuest. Category: ConceptLearning Outcome: Define diversity and describe the effects of diversity in the workforce7) Which of the following best represents deep-level similarity?A) colleagues who both hail from the same neighborhood in AlabamaB) employees who are college graduates with a degree in business managementC) employees who speak Spanish and share similar religious valuesD) employees who seek challenges in assignments and like to work collaborativelyE) employees in their mid-thirties with 10 years' work experience in the publishing industryAnswer: DExplanation: D) Demographics mostly reflect surface-level diversity, not thoughts and feelings, and can lead employees to perceive one another through stereotypes and assumptions. However, evidence has shown that as people get to know one another, they become less concerned about demographic differences if they see themselves as sharing more important characteristics, such as personality
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