Exam (elaborations)
IOP1504 Exam pack 2024(Workforce Diversity)
- Course
- Workforce Diversity
- Institution
- University Of South Africa
IOP1504 Exam pack 2024(Workforce Diversity) With accurate answers and assurance that they are in the exam
[Show more]
Content preview
IOP1504 EXAM PACK2024
QUESTIONS AND
ANSWERS
FOR ASSISTANCE CONTACT
EMAIL:gabrielmusyoka940@gmail.com
, lOMoARcPSD|31863004
1. According to studies cited by Barnard (1993), why does the occupational and development of
previously disadvantaged groups based on merit sometimes only happen in theory and not in
reality?
- People judge performance of other people on the basis of their subjective normative
frame of reference, which may be influenced by subconscious stereotypes and bias
assumptions.
- Stereotypes and bias assumptions regarding previously disadvantaged groups in South
Africa are maintained despite radical changes in the demographic profile of the
management corps in the country.
- People have a particular frame of reference or paradigm based on their underlying
beliefs and values according to which they view (perceive) the potential competence of
other people.
- All of the above.
2. People from a collective culture value……….
- saving face through more indirect forms of communication.
3. Difference that people acquire, discard or modify throughout their lives are called……..
- Secondary dimensions
4. …………. Is regarded as a management approach or strategy that incorporates strategies, policies
and procedures aimed at managing workplace diversity effectively.
- Diversity management
5. Black advancement refers to ………..
- interventions and strategies based on belief that nothing is more unequal than equal
treatment of unequal’s.
6. Affirmative action is a …………….. Intervention aimed at rectifying the historic injustice inflicted on
specific groups in terms of occupational advancement, and social, political and economic
upliftment.
- temporary or short term.
7. Which of the following statements are true of the Employment Equity Act 55 of 1988?
- It distinguishes between unfair discrimination and fair discrimination.
8. International competition demands……………….
- a shift from a workforce dominated by white male employees to one that includes more
diverse employees.
9. The following is/are (an) external and internal business reason(s) for managing diversity and
benefit from it.
- Profitability
, lOMoARcPSD|31863004
10. Based on an exploration of numerous studies, which of the following is NOT a benefit of diversity
management?
- Improved competition
11. Recruitment from a wider range of talented candidates, retaining this talent, and the associated
savings from lower turnover and absenteeism are all …………… benefits of diversity management.
- direct
12. According to the …………. Paradigm, modernization focus is characterised by the acceptance of
urbanisation as a fact.
- Equal opportunity
13. Which one of the following is NOT an objective of affirmative action?
- Ensuring that all work policies, practices and facilities are equitable
14. Top-down affirmative action is characterized by ……………….
- Power primarily obtained through positional advancement
15. Management of the diversity paradigm encourages ……………….
- A culture of value tolerance among different culture groups
16. The deterministic development approach is part of the paternalistic paradigm and reflects the
following belief(s)
- black employees level of competence is determined by previous exposure to socially and
educationally deprived environments
17. In the managing diversity paradigm, employee participation is seen as………….
- a basic right, which will enhance the organisation’s effectiveness and employee
commitment.
18. Managing diversity is seen as the provision of opportunities for all employees to express their
…….
- individuality and cultural identity
19. One of the best reasons for embracing and managing heterogeneous work groups are that
they………
- bring a rich variety of ideas into the organization and improve creativity.
20. Military experience, marital status, religious beliefs and work experience are….
- secondary dimensions of diversity
21. Giving equal access to job opportunities within an organization is a principle of ………
- Valuing diversity
, lOMoARcPSD|31863004
22. …………. Is regarded as the management approach that should incorporate strategies, policies
and procedures aimed at managing workforce diversity effectively.
- Managing diversity
23. Which of the following is NOT a principle of the National Skills Development Strategy (NSDS)?
- Advance previously disadvantaged employees to senior management positions
24. What is development paradigm?
- A development paradigm refers to the mindset of an organization or a person, and
includes beliefs, values and assumptions about the development of people.
25. Which of the following policies was introduced under the equal opportunity and black
advancement paradigms to manage diversity?
- Short-term output-based policies
26. In a systematic approach, a managing diversity should involve transformation intervention at
__________.
- the individual, interpersonal and organizational levels
27. An individual’s unique set of values, norms and beliefs that determine his or her perceptions and
through which he or she constructs his or her experiential reality is called _____________
- a perceptual filter
28. One’s personal affiliation to a group of people with whom you share certain common, social or
cultural characteristics is called your _____________
- group identity
29. The following is associated with stereotyping:
- Ascribing negative traits to members of a group.
30. Which of the following can be regarded as resisting change?
- the fear of failure and the fear of the unknown
31. Group norms i.e. the shared attitudes of a group members with regard to
appropriate/acceptable and inappropriate/unacceptable behaviour, evolve because they …….
- help groups to clarify behavioural expectations, avoid embarrassing situations and clarify
the groups value’s
32. The values that management holds as a selected group in an organization will determine ……
- The way in which a diverse workforce with different sets of values, needs and
expectations is managed.
The benefits of buying summaries with Stuvia:
Guaranteed quality through customer reviews
Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.
Quick and easy check-out
You can quickly pay through EFT, credit card or Stuvia-credit for the summaries. There is no membership needed.
Focus on what matters
Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!
Frequently asked questions
What do I get when I buy this document?
You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.
Satisfaction guarantee: how does it work?
Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.
Who am I buying this summary from?
Stuvia is a marketplace, so you are not buying this document from us, but from seller gabrielmusyoka940. Stuvia facilitates payment to the seller.
Will I be stuck with a subscription?
No, you only buy this summary for R46,48. You're not tied to anything after your purchase.
Can Stuvia be trusted?
4.6 stars on Google & Trustpilot (+1000 reviews)
64438 documents were sold in the last 30 days
Founded in 2010, the go-to place to buy summaries for 14 years now