Question : 61. Managing cultural diversity involves: A. enforcing EEO rules.B. creating separate career tracks for : 1250880

61. Managing cultural diversity involves: 
A. enforcing EEO rules.
B. creating separate career tracks for employees with families.
C. establishing a strong affirmative action policy.
D. creating a workplace that makes it comfortable for employees of all backgrounds to be creative and innovative.

How diversity issues are managed has implications for creativity, problem solving, retaining good employees, and developing markets for the firm’s products and services.

62. How diversity issues are managed in companies has implications for all the following EXCEPT: 
A. knowing how to learn.
B. creativity.
C. retaining good employees.
D. problem solving.

How diversity issues are managed has implications for creativity, problem solving, retaining good employees, and developing markets for the firm’s products and services.

63. Managing cultural diversity can provide a competitive advantage by: 
A. decreasing the number of available women and minorities in the company’s labor pool.
B. helping women and minorities understand they must conform to organizational norms and expectations.
C. helping companies produce better decisions by including all employees’ perspectives and analysis.
D. identifying product markets on which the company should focus.

Managing cultural diversity can provide a competitive advantage by cost argument, employee attraction and retention argument, marketing argument, creativity argument, problem-solving argument and system flexibility argument.

64. In managing cultural diversity, which of the following would improve the level of creativity thereby providing competitive advantage to an organization? 
A. Diversity of perspectives and less emphasis on conformity to norms of the past.
B. Those with the best reputations for managing diversity will win the competition for the best personnel.
C. An implication of the multicultural model for managing diversity is that the system will become less determinate, less standardized, and therefore more fluid.
D. Heterogeneity in decisions and problem-solving groups potentially produces better decisions.

Diversity of perspectives and less emphasis on conformity to norms of the past (which characterize the modern approach to management of diversity) should improve the level of creativity in managing cultural diversity. This is called creative argument.

65. Which of the following cultural diversity arguments states that companies with the best reputations for managing diversity will win the competition for the best personnel? 
A. System flexibility argument
B. Marketing argument
C. Employee attraction and retention argument
D. Problem-solving argument

Employee attraction and retention argument states that companies develop reputations on favorability as prospective employers for women and ethnic minorities. Those with the best reputations for managing diversity will win the competition for the best personnel.

66. Diversity is important for tapping all of the following skills of employees EXCEPT: 
A. cultural skills.
B. communication skills.
C. creativity.
D. homogeneous thinking.

Diversity is important for tapping all employees’ creative, cultural, and communication skills and using those skills to provide competitive advantage.

67. What areas of the legal environment have influenced HRM practices over the past 25 years? 
A. Equal employment opportunity, safety and health, pay and benefits, privacy, and job security.
B. Executive compensation, pay and benefits, workers’ compensation, safety and health, and job security.
C. Product liability, workers’ compensation, equal employment opportunity, safety and health, and labor relations.
D. Equal employment opportunity, patent infringement, workers’ compensation, safety and health, and job security.

Attention is likely to continue to be paid to age, race, and religious discrimination, and discrimination against physically challenged employees.

68. There will likely be continued discussion, debate, and possible legislation in all but one of the following areas in companies. Name the exception. 
A. Genetic testing
B. Glass ceiling
C. Employment-at-will
D. Design of physical work environment

There is also likely to be continued discussion about legislation to prohibit discrimination by employers and health insurers against employees based on their genetic makeup.

69. Litigation involving job security will have a major influence on human resource management practices because: 
A. work rules, recruitment practices, and performance evaluation systems might falsely communicate lifetime employment agreements that the company does not intend to honor during layoffs.
B. adjustments of test scores to meet affirmative action requirements are now illegal.
C. employees now bear the burden of proof in discrimination cases.
D. compensation awards for discrimination claims have increased.

As companies are forced to close plants and lay off employees because of restructuring, technology changes, or financial crisis, cases dealing with the illegal discharge of employees have increased.

70. Which of the following is one of the four ethical principles of a successful company? 
A. Managers assume all responsibility for the actions of the company.
B. It has a strong profit orientation.
C. Customer, client, and vendor relationships emphasize mutual benefits.
D. It does not produce products that can be used for violent purposes.

Ethical, successful companies can be characterized by four principles. First, in their relationships with customers, vendors, and clients, these companies emphasize mutual benefits. Second, employees assume responsibility for the actions of the company. Third, such companies have a sense of purpose or vision the employees value and use in their day-to-day work. Finally, they emphasize fairness; that is, another person’s interests count as much as their own.