Essentials of Organizational Behavior, 12e (Robbins/Judge)
Chapter 2 Diversity in Organizations
1) The two major forms of workforce diversity are ________ and ________.
A) surface-level diversity; deep-level diversity
B) surface-level diversity; lateral-level diversity
C) organizational-level diversity; individual-level diversity
D) lateral-level diversity; deep-level diversity
E) physical-level diversity; intellectual-level diversity
Answer: A
Explanation: A) 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 and
values, that represent deep-level diversity.
2) Differences in characteristics like education, ethnicity, regional background, and gender form part of
________.
A) individual-level diversity
B) organizational-level diversity
C) lateral-level diversity
D) surface-level diversity
E) deep-level diversity
Answer: D
Explanation: D) Surface-level diversity refers to the differences in characteristics like education,
upbringing, work-status, regional background, and gender. Deep-level diversity, on the other hand, refers
to differences in individual characteristics like personality, values, belief-system, and interests.
3) Differences in characteristics like personality, values, and beliefs form part of ________.
A) surface-level diversity
B) deep-level diversity
C) lateral-level diversity
D) organizational-level diversity
E) individual-level diversity
Answer: B
Explanation: B) Surface-level diversity refers to the differences in characteristics like education,
upbringing, work-status, regional background, and gender. Deep-level diversity, on the other hand, refers
to differences in individual characteristics like personality, values, belief-system, and interests.
4) Which of the following issues was consistently the most significant concern of HR managers in a
survey by the Society for Human Resources Management?
A) providing work-life benefits for dual-career couples
B) developing multilingual training materials
C) the aging of the workforce
D) increasing wages
E) increasing training costs
Answer: C
Explanation: C) A survey by the Society for Human Resources Management shows some major
employer concerns and opportunities resulting from the demographic makeup of the United States
workforce. The aging of the workforce was consistently the most significant concern of HR managers. The
loss of skills resulting from the retirement of many baby boomers, increased medical costs due to an
aging workforce, and many employees' needs to care for elderly relatives topped the list of issues.
, 5) Which of the following phenomena has not contributed to the change in demographic characteristics of
the United States workforce?
A) decreased costs in training existing employees
B) increased presence of full-time employed women
C) decreased gap of earnings between Whites and other ethnic groups
D) increased presence of workers over the age of 55
E) decreased or reversed differences between Whites and Asians
Answer: A
Explanation: A) Compared to 1976, women today are much more likely to be employed full-time, have
more education, and earn wages comparable to those of men. In addition, over the past 50 years, the
earnings gap between Whites and other racial and ethnic groups has decreased significantly; past
differences between Whites and Asians have disappeared or been reversed. Workers over the age of 55
are an increasingly large portion of the workforce as well.
6) Which of the following statements is true regarding surface-level diversity?
A) Surface-level diversity will overcome fundamental differences and promote harmony.
B) Surface-level diversity can co-exist with deep-level diversity within an organization.
C) Surface-level diversity does not affect employees' perceptions.
D) Surface-level diversity, not thoughts and feelings, is mostly reflected in Demographics.
E) Surface-level diversity in the workforce can be eliminated by effective diversity management.
Answer: D
Explanation: 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 and
values, that represent deep-level diversity.
7) Although diversity does present many opportunities for organizations, effective diversity management
means also working to eliminate ________.
A) surface-level diversity
B) unfair discrimination
C) ethnic diversity
D) irrelevant biographical characteristics
E) discrepancies in employee performance
Answer: B
Explanation: B) Although diversity does present many opportunities for organizations, effective diversity
management also means working to eliminate unfair discrimination. To discriminate is to note a difference
between things, which in itself isn't necessarily bad. Noticing one employee is more qualified is necessary
for making hiring decisions; noticing another is taking on leadership responsibilities exceptionally well is
necessary for making promotion decisions.
8) Carol is over 55 years of age and is targeted for layoff because she is highly paid and has lucrative
benefits. Which of the following terms explains what she has been subjected to?
A) recessionary practice
B) mockery and insult
C) discriminatory practice
D) exclusion
E) incivility
Answer: C
Explanation: C) Discriminatory policies or practices are actions taken by representatives of the
organization that deny equal opportunity to perform or unequal rewards for performance. Example: older
workers may be targeted for layoffs because they are highly paid and have lucrative benefits.
Chapter 2 Diversity in Organizations
1) The two major forms of workforce diversity are ________ and ________.
A) surface-level diversity; deep-level diversity
B) surface-level diversity; lateral-level diversity
C) organizational-level diversity; individual-level diversity
D) lateral-level diversity; deep-level diversity
E) physical-level diversity; intellectual-level diversity
Answer: A
Explanation: A) 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 and
values, that represent deep-level diversity.
2) Differences in characteristics like education, ethnicity, regional background, and gender form part of
________.
A) individual-level diversity
B) organizational-level diversity
C) lateral-level diversity
D) surface-level diversity
E) deep-level diversity
Answer: D
Explanation: D) Surface-level diversity refers to the differences in characteristics like education,
upbringing, work-status, regional background, and gender. Deep-level diversity, on the other hand, refers
to differences in individual characteristics like personality, values, belief-system, and interests.
3) Differences in characteristics like personality, values, and beliefs form part of ________.
A) surface-level diversity
B) deep-level diversity
C) lateral-level diversity
D) organizational-level diversity
E) individual-level diversity
Answer: B
Explanation: B) Surface-level diversity refers to the differences in characteristics like education,
upbringing, work-status, regional background, and gender. Deep-level diversity, on the other hand, refers
to differences in individual characteristics like personality, values, belief-system, and interests.
4) Which of the following issues was consistently the most significant concern of HR managers in a
survey by the Society for Human Resources Management?
A) providing work-life benefits for dual-career couples
B) developing multilingual training materials
C) the aging of the workforce
D) increasing wages
E) increasing training costs
Answer: C
Explanation: C) A survey by the Society for Human Resources Management shows some major
employer concerns and opportunities resulting from the demographic makeup of the United States
workforce. The aging of the workforce was consistently the most significant concern of HR managers. The
loss of skills resulting from the retirement of many baby boomers, increased medical costs due to an
aging workforce, and many employees' needs to care for elderly relatives topped the list of issues.
, 5) Which of the following phenomena has not contributed to the change in demographic characteristics of
the United States workforce?
A) decreased costs in training existing employees
B) increased presence of full-time employed women
C) decreased gap of earnings between Whites and other ethnic groups
D) increased presence of workers over the age of 55
E) decreased or reversed differences between Whites and Asians
Answer: A
Explanation: A) Compared to 1976, women today are much more likely to be employed full-time, have
more education, and earn wages comparable to those of men. In addition, over the past 50 years, the
earnings gap between Whites and other racial and ethnic groups has decreased significantly; past
differences between Whites and Asians have disappeared or been reversed. Workers over the age of 55
are an increasingly large portion of the workforce as well.
6) Which of the following statements is true regarding surface-level diversity?
A) Surface-level diversity will overcome fundamental differences and promote harmony.
B) Surface-level diversity can co-exist with deep-level diversity within an organization.
C) Surface-level diversity does not affect employees' perceptions.
D) Surface-level diversity, not thoughts and feelings, is mostly reflected in Demographics.
E) Surface-level diversity in the workforce can be eliminated by effective diversity management.
Answer: D
Explanation: 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 and
values, that represent deep-level diversity.
7) Although diversity does present many opportunities for organizations, effective diversity management
means also working to eliminate ________.
A) surface-level diversity
B) unfair discrimination
C) ethnic diversity
D) irrelevant biographical characteristics
E) discrepancies in employee performance
Answer: B
Explanation: B) Although diversity does present many opportunities for organizations, effective diversity
management also means working to eliminate unfair discrimination. To discriminate is to note a difference
between things, which in itself isn't necessarily bad. Noticing one employee is more qualified is necessary
for making hiring decisions; noticing another is taking on leadership responsibilities exceptionally well is
necessary for making promotion decisions.
8) Carol is over 55 years of age and is targeted for layoff because she is highly paid and has lucrative
benefits. Which of the following terms explains what she has been subjected to?
A) recessionary practice
B) mockery and insult
C) discriminatory practice
D) exclusion
E) incivility
Answer: C
Explanation: C) Discriminatory policies or practices are actions taken by representatives of the
organization that deny equal opportunity to perform or unequal rewards for performance. Example: older
workers may be targeted for layoffs because they are highly paid and have lucrative benefits.
