BUSM 2011 - MindTap Questions With
Solutions
Deep-level diversity vs Separation diversity Functional backgrounds and work experience
are not observable. They contribute to variety diversity. Deep-level diversity is also
unobservable, but it is not related to functional backgrounds and work e...
Deep-level diversity vs Separation diversity Functional backgrounds and work experience
are not observable. They contribute to variety diversity. Deep-level diversity is also
unobservable, but it is not related to functional backgrounds and work experiences. Separation
diversity involves differences in opinions among group members, while disparity refers to
differences in social assets such as rank or pay.
relationships, diversity, globalization, technology, and ethics and corporate governance
The five central environmental forces for change faced by today's organizations are new
employment
Reverse mentoring (*) pairs a senior employee with a junior employee, but unlike the top-
down focus of traditional mentoring, the focus is on transferring the skills of the junior employee
to the senior employee. Socializing and on-boarding have to do with getting new employees up
to speed and proficient at their jobs. (*)
A) Surface-level diversity As Laura looks around the room, she realizes that although all
of her teammates are white females, they have many differences of opinion about the goals of the
group and the way those goals should be achieved.
A) Surface-level diversity
, BUSM 2011 - MindTap Questions With
Solutions
B) Personality diversity
C) Deep-level diversity
D) Separation diversity
The Millennial Generation (*) the largest generation since the baby boomers (*)
Separation diversity is related to differences of opinion among team members. can be seen
directly. Surface-level diversity is observable, and includes differences in race, age, and gender.
Deep-level diversity refers to individual differences that cannot be seen directly, including goals,
values, personalities, decision-making styles, knowledge, skills, abilities, and attitudes.
The Millennial Generation is the largest generation since the baby boomers. Most experts
characterize today's workforce as comprising four generations. According to date of birth, they
are: seniors (1922-1943); baby boomers (1943-1963); Generation X (1964-1980); and the
Millennial Generation (1980-2000).
Talent shortages are forecast to rise globally
, BUSM 2011 - MindTap Questions With
Solutions
C) Surface-level diversity Michael's new work team has people of a variety of races and
ages.
A) Personalities
B) Disparity diversity
C) Surface-level diversity
D) Deep-level diversity
aging Increasing conscientiousness and knowledge counteract some of the negative effects
of _________ that result from reductions in information processing speed and motivation to
learn.
Surface-level diversity refers to observable differences in people, including race, age,
ethnicity, physical abilities, physical characteristics, and gender. Race and age are observable
characteristics. Race and age are not personality constructs. Deep-level diversity refers to
individual differences that cannot be seen directly, including goals, values, personalities,
decision-making styles, knowledge, skills, abilities, and attitudes. Disparity diversity refers to
differences in social assets such as rank or pay.
, BUSM 2011 - MindTap Questions With
Solutions
B) Top management support for diversity and for diversity initiatives Which of the
following is the most important element in effectively leveraging the positive potential of
diversity?
A) Having a minority in the role of CEO
B) Top management support for diversity and for diversity initiatives
C) Spending a lot of money on diversity initiatives
top management support for diversity and for diversity initiatives The most important
element in effectively leveraging the positive potential of diversity is
person group fit Amara is very happy with her work team. Everyone supports each other
and is responsible about meeting both individual and team goals, making Rachel want to work
hard to live up to their expectations of her.
A. person job fit
B. person group fit
C. person organization fit
D. person vocation fit
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