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A job candidate is rejected on the pretext that he is hearing impaired. Which of the following types of discrimination does this exemplify?
A job candidate is rejected on the pretext that he is hearing impaired. Which of the following types of discrimination does this exemplify?
a.
Racial discrimination
b.
Ethnicity discrimination
c.
Disability discrimination
d.
Age discrimination
Rohit, an Indian, is a marketing executive in an American company. He graduated from a top Ivy League university in the United States and is known for his outstanding performance, positive attitude, and innovative ideas. Despite his educational qualifications and skills, Rohit is not promoted as the marketing manager. Instead, Ryan, a white male with lesser experience and average performance, is promoted as the marketing manager. Which of the following is most likely the reason that Rohit is not promoted?
a.
Rohit’s educational qualifications do not match the educational qualifications of white Americans.
b.
The company prefers to have white Americans at top positions.
c.
Rohit’s performance does not meet the industry standards.
d.
The company does not consider Rohit’s experience adequate for a promotion.
Which of the following best describes organizational plurality?
a.
All members are empowered to contribute in a way that maximizes the benefits to an organization, customers, and themselves.
b.
The individuality of each member is respected by segmenting or polarizing people on the basis of their membership in a particular group.
c.
Female employees are denied managerial positions and other promotions.
d.
Some members are treated as superior to others based on their ethnicity.
A popular cell phone company is known for its diverse work force. When the company had to make a decision on product positioning in a new market, managers of different ethnic groups had different views due to cultural differences. Such conflicts were common in several decision making situations, which has become a critical issue in the company. In this scenario, _____ should be employed to minimize these differences among the managers.
a.
a glass ceiling
b.
emotional intelligence
c.
an affirmative action program
d.
social integration
Which of the following is a difference between the access and legitimacy paradigm and the learning and effectiveness paradigm?
a.
The access and legitimacy paradigm focuses on the surface-level diversity dimensions of sex, race, and ethnicity, whereas the learning and effectiveness paradigm focuses on integrating deep-level diversity differences, such as personality, attitudes, beliefs, and values, into the actual work of an organization.
b.
The access and legitimacy paradigm focuses on equal opportunity, fair treatment, and recruitment of minorities, whereas learning and effectiveness paradigm focuses on the acceptance and celebration of differences to ensure that the diversity within a company matches the diversity found among primary stakeholders.
c.
The access and legitimacy paradigm focuses on strict compliance with the equal employment opportunity laws, whereas the learning and effectiveness paradigm focuses on creating a demographically diverse work force that attracts a broader customer base.
d.
The access and legitimacy paradigm focuses on having a demographically representative work force, whereas the learning and effectiveness paradigm focuses on having demographic differences inside a company match those of key customers and stakeholders.
The access and legitimacy paradigm focuses on:
a.
integrating deep-level diversity differences, such as personality, attitudes, beliefs, and values, into the actual work of an organization.
b.
bringing different talents and perspectives together to make the best organizational decisions and to produce innovative, competitive products and services.
c.
equal opportunity, fair treatment, recruitment of minorities, and strict compliance with the equal employment opportunity laws.
d.
the acceptance and celebration of differences to ensure that the diversity within a company matches the diversity found among primary stakeholders.
Unlike affirmative action, diversity:
a.
is basically a punitive approach.
b.
can exist even if organizations do not take purposeful steps to create it.
c.
has a narrow focus on demographic, cultural, and personal differences.
d.
is required by law for private employers with fifty or more employees.
Recognizing deep-level diversity is important because it can:
a.
enable managers to focus on differences based on age, ethnicity, and physical capabilities.
b.
result in less prejudice, discrimination, and conflict in the workplace.
c.
help in reinforcing dimensions of surface-level diversity.
d.
help in overcoming differences that are unchangeable and unmeasurable.
