Managing Diversity Toward A Globally Inclusive Workplace 4th Edition by Barak – Test Bank

Managing Diversity Toward A Globally Inclusive Workplace 4th Edition by Barak – Test Bank

Chapter 7: VIVE LA DIFFÉRENCE?: Theoretical Perspectives on Diversity and Exclusion in the Workplace
Test Bank

Multiple Choice

1. The concept of inclusion-exclusion in the workplace refers to ______.
a. assumptions that people act in self-interest and that conflict is based on people’s drive to maximize their own or their group’s rewards to the detriment of other groups’ interest
*b. the individual’s sense of being a part of the organizational system in both the formal process and the informal process
c. perceptions of inequality between one’s own access to resources and that of others in the society, resulting in intergroup conflict and emphasizing the emotional aspects of relationships
d. an indicator for monitoring reactions among individuals within their work environment
Cognitive Domain: Knowledge
Answer Location: Diversity and Exclusion: A Critical Workforce Problem
Difficulty Level: Easy
AACSB Standard: Diverse and multicultural work environments

2. What is the distinction between inclusion-exclusion and organizational involvement?
a. Organizational involvement focuses on employee engagement and volunteerism.
b. Organizational involvement focuses on management’s response when conflict arises in a diverse workplace.
*c. Organizational involvement focuses on creating an environment where individuals have access to company knowledge.
d. Organizational involvement focuses on the measurement of the organization’s involvement in the community and the world.
Cognitive Domain: Comprehension
Answer Location: Diversity and Exclusion: A Critical Workforce Problem
Difficulty Level: Easy
AACSB Standard: Diverse and multicultural work environments

3. In which political tradition does the high-involvement approach work better?
a. Republican
b. autocratic
c. Libertarian
*d. Democratic
Cognitive Domain: Knowledge
Answer Location: Diversity and Exclusion: A Critical Workforce Problem
Difficulty Level: Easy
AACSB Standard: Diverse and multicultural work environments

4. In the high-involvement approach to management where is the power pushed to?
*a. lower levels of employees
b. higher levels of employees
c. higher levels of senior management
d. lower levels of senior management
Cognitive Domain: Knowledge
Answer Location: Diversity and Exclusion: A Critical Workforce Problem
Difficulty Level: Easy
AACSB Standard: Diverse and multicultural work environments

5. More often, the experience of exclusion is ______?
a. blatant
b. embarrassing
*c. subtle
d. easily forgotten
Cognitive Domain: Knowledge
Answer Location: Diversity and Exclusion: A Critical Workforce Problem
Difficulty Level: Easy
AACSB Standard: Diverse and multicultural work environments

6. Employees who experience inclusion are also likely to ______.
a. have a positive attitude about their life
*b. stay with the company
c. already be in a senior management position
d. be creative and good at problem-solving
Cognitive Domain: Knowledge
Answer Location: Diversity and Exclusion: A Critical Workforce Problem
Difficulty Level: Medium
AACSB Standard: Diverse and multicultural work environments

7. The intersectionality of diversity distinction categories leads to individuals with these characteristics having more experiences of exclusion. How has that impacted ethnic minority women?
a. They have become determined to excel despite the status of being in a disfavored group.
*b. They have had the least access to organizational resources.
c. Many suffer from depression on a continuous basis.
d. They have created effective backdoor methods to get the resources anyway.
Cognitive Domain: Comprehension
Answer Location: Diversity and Exclusion: A Critical Workforce Problem
Difficulty Level: Medium
AACSB Standard: Diverse and multicultural work environments