Question : 61) While diversity programs offer companies a number of benefits, : 1346214

 

 

61) While diversity programs offer companies a number of benefits, some potential pitfalls also arise, such as:

A) promoting job competition.

B) generating reverse discrimination suits.

C) promoting stereotypes.

D) creating communication barriers.

 

62) Which term refers to the idea that one can infer an individual’s motivations, interests, values, and behavioral traits based on the individual’s group membership?

A) cultural determinism

B) cognitive perception

C) discrimination

D) cultural awareness

Case 4.1

As the Director of HR, David is leading a management discussion to plan and implement a diversity management program. David is concerned that management, while tolerant, tends to stereotype minorities and this will eventually lead to difficulties for the firm. The company’s top three markets are in Los Angeles, Chicago, and Miami. All three markets are heavily Latino in make-up. The senior management team is all male. The youngest member is 58 years of age.

 

Martinez, the VP of Operations, feels that people should blend together and that focusing on differences merely creates divisions. He thinks that you should have a common training program to create a unified “American” company culture. Patrick, VP of Finance, doesn’t see the need for a program. He respects that people are different, but he feels that once you get to know a Hispanic, African-American, or Asian-American, you know how to work with any Hispanic, African-American, or Asian-American. Moreover, Patrick doesn’t believe the company should get into affirmative action programs. The firm tried it ten years ago, and it created many problems.

 

Simon, the CEO, thinks a diversity management program is important. He believes the company is missing some important talent without such a program. Simon feels that the company can create a competitive advantage by being in the lead on this issue and also believes the changing workforce is going to require adjustments in the future.

 

63) Refer to Case 4.1. Martinez’s approach to diversity management:

A) is most likely based on a perspective that people can control the factors that make them diverse.

B) assumes that the company does not need to worry about diversity because demographic trends are moving away from it.

C) expresses the belief that the key to understanding diversity is understanding each individual’s group membership.

D) reflects the growing competition for opportunities among minority groups.

64) Refer to Case 4.1. Patrick is most likely directed by:

A) his belief that people can control the factors that make them diverse.

B) shifts in the demographic make-up of the workforce.

C) the firm’s legal responsibilities.

D) his own cognitive structure.

65) Refer to Case 4.1. David most likely believes that:

A) affirmative action programs have improved communication and retention rates within the firm.

B) a diverse workforce would improve the firm’s ability to compete in multicultural markets.

C) diversity management is not a long-term issue for the company.

D) minority shareholders are disappointed with the firm’s direction.

 

66) Refer to Case 4.1. Which of the following can most likely be inferred from Simon’s attitude?

A) The needs of minority markets are difficult to assess.

B) The firm’s previous attempts at affirmative action were costly.

C) The concept of the melting pot in American culture is no longer achievable.

D) The company make-up should reflect its market to gain a competitive advantage.

 

67) Refer to Case 4.1. What should be the firm’s first step in improving diversity management?

A) forming a commitment from top management to value diversity

B) implementing flextime and job share programs

C) initiating senior mentoring programs

D) developing communication standards

Case 4.2

MGN, Inc. is a Fortune 500 company that wants to manage its diverse workforce more effectively. HR is facilitating meetings among middle managers to communicate this idea and to gather input from the managers about the best way to accomplish this goal.

 

Mercedes, a Latina manager, suggests that the company does not need to do more than what is already being done. She cites the company’s previous affirmative action plan. “Also,” she argues, “we’ve given African-Americans and Asian-Americans more than enough opportunity. I tried to promote a Latino to supervisor position, and you guys (HR dept.) told me I really needed to give Kym, an African-American, the opportunity.”

 

Paul, a white supervisor, feels that management is management. Managing diversity is just a gimmick or a passing fad. “I’ve been a supervisor for 20 years, and I’ve found that if I treat people fairly and listen to them, things work out just fine.”

 

Ana, a relatively new middle-manager, is a bit more positive about the idea but has significant reservations. She feels, however, that the company really needs to give women and minorities access to the “old boys’ network.” If all the company does is conduct training and devise slogans, nothing will happen.

 

Finally, Rahkim, an African-American supervisor, says he doesn’t care what they do. He’s giving notice because he’s joining some other African-Americans in starting their own company. He’s been a supervisor for five years and has been passed over for promotion twice. He feels that he has experienced discrimination because he’s African-American.

 

68) Refer to Case 4.2. The case study shows a number of challenges to implementing a diversity managment program. Mercedes’ concerns represent which of the following challenges?

A) glass ceiling hindrances

B) lack of adequate support groups

C) segmented communication networks

D) increasing competition for opportunities

 

69) Refer to Case 4.2. Which manager would most likely agree with the universal concept of management?

A) Mercedes

B) Paul

C) Ana

D) Rahkim

70) Refer to Case 4.2. Ana’s concerns most likely reflect the experiences of women and minorities with:

A) corporate cultural relativity.

B) resistance to organizational change.

C) segmented communication networks.

D) resentment between competing minorities.

 

 

Place your order
(550 words)

Approximate price: $22

Calculate the price of your order

550 words
We'll send you the first draft for approval by September 11, 2018 at 10:52 AM
Total price:
$26
The price is based on these factors:
Academic level
Number of pages
Urgency
Basic features
  • Free title page and bibliography
  • Unlimited revisions
  • Plagiarism-free guarantee
  • Money-back guarantee
  • 24/7 support
On-demand options
  • Writer’s samples
  • Part-by-part delivery
  • Overnight delivery
  • Copies of used sources
  • Expert Proofreading
Paper format
  • 275 words per page
  • 12 pt Arial/Times New Roman
  • Double line spacing
  • Any citation style (APA, MLA, Chicago/Turabian, Harvard)

Our guarantees

Delivering a high-quality product at a reasonable price is not enough anymore.
That’s why we have developed 5 beneficial guarantees that will make your experience with our service enjoyable, easy, and safe.

Money-back guarantee

You have to be 100% sure of the quality of your product to give a money-back guarantee. This describes us perfectly. Make sure that this guarantee is totally transparent.

Read more

Zero-plagiarism guarantee

Each paper is composed from scratch, according to your instructions. It is then checked by our plagiarism-detection software. There is no gap where plagiarism could squeeze in.

Read more

Free-revision policy

Thanks to our free revisions, there is no way for you to be unsatisfied. We will work on your paper until you are completely happy with the result.

Read more

Privacy policy

Your email is safe, as we store it according to international data protection rules. Your bank details are secure, as we use only reliable payment systems.

Read more

Fair-cooperation guarantee

By sending us your money, you buy the service we provide. Check out our terms and conditions if you prefer business talks to be laid out in official language.

Read more