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Test Bank for Managing Diversity in Organizations, 1st Edition Triana (All Chapters included)

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Complete Test Bank for Managing Diversity in Organizations: A Global Perspective, 1st Edition by María Triana ; ISBN13: 9781138917026. (Full Chapters included Chapter 1 to 16).... 1. Introduction to Diversity. 2. Diversity Theories. 3. Employment Legislation. 4. Race and Ethnic Origin. 5. Sex...

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Publié le 19 décembre 2023
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Écrit en 2017/2018
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testbank
managing
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1st edition
triana
9781138917026
test bank
managing diversity in organizations
1e

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TEST BANK

Managing Diversity in Organizations
1st Edition by María Triana

Complete Chapter Test Bank are
included (Ch 1 to 16)

** Immediate Download
** Swift Response
** All Chapters included

, Chapter 1: Introduction to Diversity

1. For the San Antonio Spurs, a faultline on ___________ has proven to be an advantage on the
basketball court.

A. gender
B. national origin
C. religion
D. age

Answer: B.

2. From the list provided, identify one way in which the New Zealand government and Coach
Gregg Popovich approach diversity management?

A. Both demonstrate highly developed problem-solving skills.
B. Both demonstrate that they believe in the value of diversity.
C. Both exemplify the importance of relational democracy.
D. Both are firm proponents of the creativity argument.

Answer: B. Both global views in this chapter depict the government of New Zealand and the
coach of the San Antonio Spurs initiating and participating in activities that promote diversity.
While New Zealand demonstrates this via the public and in-company ethnic programs for
businesses and organizations, Coach Popovich does it via group visits to museums with the team
as well as through conversations with his players in their own languages.
Answer choice (A) is eliminated because the San Antonio Spurs article does not make reference
to any problems. Answer choices (C) and (D) do not apply.

3. Attributes such as education and experience are considered…

A. surface level and highly job-related
B. surface level and less job-related
C. deep-level and highly job-related
D. deep-level and less job-related

Answer: C. Answer is found in the section “Different Types of Diversity.”

4. A newly formed team of White women ranging in age from 25–30 and 55–59 would have a
faultline on…

A. income
B. gender
C. age
D. race

, Answer: C. Answer is found in the section “Different Types of Diversity.” The focus of the
question is on the women’s age.

5. Apply what you know about diversity to determine which of the following statements best
describes the concept.

A. Diversity is an organization’s investment strategy.
B. Diversity is the study of faultlines.
C. Diversity is the study of gender and race differences in a group.
D. Diversity is the differences between members of a group.

Answer: D. Answer is found in the section “What Is Diversity?” Diversity is not an
organization’s investment strategy. Faultlines explain how the alignment of attributes within the
group can create sub-group level dynamics, but this is only part of what diversity is. Similarly,
diversity is more than the study of gender and race differences in a group.

6. Relational demography explains…

A. why people form relationships
B. how surface level diversity influences team communication, team processes, and team
dynamics
C. the existence of in-groups and out-groups within a team or an organization
D. that we derive part of our self-esteem from our identity groups

Answer: B. Answer is found in the section “Why Is Diversity Obvious to People?”

7. Which of the following theories or hypothesis explains how individuals classify themselves
and others into in-groups and out-groups?

A. the similarity-attraction hypothesis
B. social identity theory
C. self-categorization theory
D. relational demography theory

Answer: C. Answer is found in the section “Why Is Diversity Obvious to People?” The
similarity-attraction theory explains how homogeneous teams are predicted to work better and be
more productive because they are not diverse. The social identity theory explains that individuals
derive part of their self-esteem from their group identity. Organizational demography theory
studies how surface level differences affect team processes, performance, etc.

8. The value in diversity hypothesis proposes that diversity can benefit organizations in which
of the following ways?

A. Cost advantages, creativity, resource acquisition, marketing, problem-solving, and system
flexibility.

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