Diversity and Prejudice Quiz
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Questions and Answers

What is a characteristic of prejudice?

  • It involves making assumptions about individuals based on group membership. (correct)
  • It primarily occurs in workplace settings.
  • It is generated solely from personal experiences.
  • It is always based on factual evidence.

Which act was enacted to protect the rights of people with disabilities?

  • Age Discrimination in Employment Act
  • Americans with Disabilities Act (correct)
  • Civil Rights Act
  • Equal Pay Act

What stereotype is often associated with older workers?

  • They are more likely to adapt quickly to change.
  • They possess better technological skills than younger workers.
  • They are viewed as set in their ways and possibly accident-prone. (correct)
  • They generally have fewer health issues.

What does the term 'glass ceiling' refer to?

<p>An invisible limit on women's advancement in corporate ranks. (C)</p> Signup and view all the answers

Which type of prejudice refers to negative attitudes based on one's age?

<p>Ageism (A)</p> Signup and view all the answers

How may individuals without physical challenges feel towards disabled people?

<p>Unsure about how to treat them, leading to potential embarrassment. (D)</p> Signup and view all the answers

Which of the following stereotypes affects women's perceived success in business?

<p>Women are viewed as less aggressive and determined compared to men. (D)</p> Signup and view all the answers

Which of the following is NOT a type of prejudice mentioned?

<p>Prejudice Based on Economic Status (A)</p> Signup and view all the answers

What is a primary aim of diversity management programs?

<p>To create easier interactions between diverse groups (D)</p> Signup and view all the answers

Which group is noted as being most likely to experience religious intolerance in the United States?

<p>Hindus and Muslims (B)</p> Signup and view all the answers

What kind of training is designed to help employees recognize their underlying assumptions about others?

<p>Awareness-Based Diversity Training (D)</p> Signup and view all the answers

Which of the following is NOT one of the four main tools used in diversity training?

<p>Market Analysis Techniques (A)</p> Signup and view all the answers

What strategy involves utilizing leaders to promote diversity within an organization?

<p>Diversity Messaging (D)</p> Signup and view all the answers

What is the role of skills-based diversity training?

<p>To teach effective interpersonal skills (B)</p> Signup and view all the answers

Which of these factors is a focus in the cross-cultural understanding aspect of diversity training?

<p>Understanding cultural differences (C)</p> Signup and view all the answers

What is a common issue faced in workplace diversity today?

<p>Continued existence of discrimination (B)</p> Signup and view all the answers

What is the main premise of the Dispositional Model of Job Satisfaction?

<p>Job satisfaction is a stable characteristic of individuals. (D)</p> Signup and view all the answers

How does the Value Theory of Job Satisfaction define job satisfaction?

<p>It relies on the match between desired outcomes and perceived availability. (A)</p> Signup and view all the answers

What role does affectivity play in job satisfaction according to the Dispositional Model?

<p>It shows a strong correlation to job satisfaction. (A)</p> Signup and view all the answers

What does the Social Information Processing Model suggest about workplace attitudes?

<p>Social cues from others significantly influence attitudes and behaviors. (A)</p> Signup and view all the answers

What is voluntary turnover?

<p>Resignation of an employee without external pressure. (D)</p> Signup and view all the answers

What could be a consequence of job dissatisfaction?

<p>Chronic absenteeism. (B)</p> Signup and view all the answers

Which factor does not influence voluntary turnover according to the discussion of its complexities?

<p>Individual's job performance. (D)</p> Signup and view all the answers

How is job satisfaction affected by discrepancies according to the Value Theory?

<p>Greater discrepancies lead to increased dissatisfaction. (B)</p> Signup and view all the answers

What defines continuance commitment in an organizational context?

<p>Desire to continue working due to financial or personal necessity. (C)</p> Signup and view all the answers

Which form of commitment is based on feelings of obligation to others?

<p>Normative Commitment (A)</p> Signup and view all the answers

Why are affectively committed employees often considered advantageous for an organization?

<p>They are willing to sacrifice for the organization. (D)</p> Signup and view all the answers

Which type of commitment is characterized by an employee's alignment with the organization's values?

<p>Affective Commitment (D)</p> Signup and view all the answers

How does high organizational commitment typically affect employee withdrawal rates?

<p>Higher commitment results in lower withdrawal rates. (B)</p> Signup and view all the answers

What is the primary focus of work-related attitudes in organizations?

<p>Attitudes toward others, the job, and the organization (D)</p> Signup and view all the answers

What differentiates prejudice from discrimination in organizations?

<p>Prejudice involves feelings, while discrimination involves actions. (A)</p> Signup and view all the answers

Which of the following is NOT considered a component of work-related attitudes?

<p>Company policy adherence (B)</p> Signup and view all the answers

What are the consequences of low levels of organizational commitment?

<p>High turnover rates (A)</p> Signup and view all the answers

Which theory addresses job satisfaction as a key construct?

<p>Herzberg's Two-Factor Theory (A)</p> Signup and view all the answers

What describes the evaluative component of attitudes?

<p>Feelings and emotional responses (B)</p> Signup and view all the answers

What is one effective practice organizations use to manage workforce diversity?

<p>Implementing diversity training programs (C)</p> Signup and view all the answers

Which of the following consequences is commonly associated with job dissatisfaction?

<p>Decline in overall job performance (A)</p> Signup and view all the answers

Which path in the Unfolding Model involves a shock that does not match any existing decision frame and lacks a specific alternative job?

<p>Path 2 (C)</p> Signup and view all the answers

What is a key characteristic of Path 1 in the Unfolding Model of Voluntary Turnover?

<p>Presence of an existing decision frame (C)</p> Signup and view all the answers

Which behavior is described as a short-term reaction to job dissatisfaction?

<p>Absenteeism (B)</p> Signup and view all the answers

In the context of job satisfaction, what does a high level of organizational commitment signify?

<p>Strong identification with the organization (B)</p> Signup and view all the answers

Which of the following paths in the Unfolding Model suggests that employees will compare their current job with a prospective job?

<p>Path 3 (D)</p> Signup and view all the answers

How has organizational commitment trended in recent decades?

<p>Decreased overall (A)</p> Signup and view all the answers

In Path 4 of the Unfolding Model, what condition might trigger an employee's decision to quit?

<p>High levels of job dissatisfaction (A)</p> Signup and view all the answers

What is the relationship between organizational commitment and job satisfaction?

<p>They are generally independent of each other (D)</p> Signup and view all the answers

Flashcards

What are attitudes?

Relatively stable, long-lasting feelings, beliefs, and behavioral intentions towards specific objects, people, or institutions.

What are work-related attitudes?

A subset of attitudes related to any aspect of work, covering feelings about colleagues, jobs, and organizations.

What is the evaluative component of attitudes?

This component refers to your overall judgment or evaluation of the target, whether it's positive, negative, or neutral.

What is the cognitive component of attitudes?

This component reflects your thoughts and beliefs about the target. It's what you think is true or not.

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What is the behavioral component of attitudes?

This component describes your intentions or likelihood to behave in a certain way towards the target.

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Stereotypes

Preconceived beliefs about individuals based solely on their group membership. These beliefs can be positive or negative, shaping perceptions and judgments.

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Discrimination

Treating someone negatively because of their belonging to a specific group. Actions stemming from prejudiced attitudes.

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Prejudice Based on Age (Older Workers)

Age-related prejudices that often target older workers. These stereotypes can hinder their opportunities, sometimes due to assumptions of their capabilities.

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Prejudice Based on Age (Younger Workers)

Prejudice based on age affecting younger workers. Older colleagues might perceive younger workers differently due to generational differences.

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Prejudice Based on Physical Condition

Prejudice based on physical ability or disability. People who are not disabled may feel uncomfortable interacting with individuals with disabilities.

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Prejudice Against Women

The 'glass ceiling' refers to barriers that women face in their career advancement, often due to perceived gender-role stereotypes.

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Prejudice Based on Race and National Origin

Prejudice based on an individual's race or national origin. This can manifest in various forms, including racial profiling or discrimination in employment.

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Prejudice Based on Religion

Prejudice based on an individual's religious beliefs. It can involve discrimination based on their faith, leading to prejudice and exclusion.

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Normative Commitment

Employees feel obligated to stay due to social or moral pressures, like wanting to avoid disappointing colleagues or bosses.

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Continuance Commitment

Employees stay because of the costs associated with leaving outweigh the benefits of staying, such as losing benefits or financial security.

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Affective Commitment

Employees are driven by a genuine desire to work for the organization, aligned with their values and beliefs.

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Why strive for affectively committed employees?

Committed employees are less likely to leave the organization. They feel a strong bond and connection.

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Why strive for affectively committed employees?

Committed employees are more likely to go the extra mile and perform beyond their job duties.

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Workplace Discrimination (Race/Origin)

Prejudice based on a person's race or origin, impacting their chances for a job.

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Religious Intolerance

Unfair treatment of individuals or groups due to their religious beliefs, often expressed through hateful actions.

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Diversity Management Programs

Programs designed to promote understanding and skills for effective interaction between diverse groups in the workplace.

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Diversity Training: Awareness-Based

Training that raises awareness of unconscious biases and helps employees develop stronger communication skills.

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Diversity Training: Skills-Based

Training that equips employees with practical skills to communicate effectively and work collaboratively with diverse teams.

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Leadership Role in Diversity

Using strong messages about diversity from leaders to set a clear expectation of inclusivity for all employees.

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Diversity in Supply Chain

Encouraging suppliers to promote diversity within their own operations, extending the company's commitment to inclusivity.

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Diversity as Top Priority

Prioritizing diversity as a core company value, ensuring it's woven into all aspects of the organization.

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Dispositional Model of Job Satisfaction

A person's general disposition towards work; it is stable, present across situations, and may have a genetic component.

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Value Theory of Job Satisfaction

Job satisfaction is determined by how well your valued outcomes align with what you perceive the job offers; differences create dissatisfaction.

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Social Information Processing Model

People's job satisfaction is influenced by the attitudes and behaviors of those around them. What you hear at work impacts how you feel about your job.

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Voluntary Turnover

Leaving a job voluntarily due to dissatisfaction with the work environment. It's the ultimate sign of job dissatisfaction, but economic factors can influence the decision.

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Unfolding Model of Voluntary Turnover

A model that explains how job dissatisfaction gradually leads to leaving a job. It's a process involving stages, not just one event.

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Employee Withdrawal

Actions that allow employees to avoid negative work situations. This includes being absent from work or quitting.

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Chronic Absenteeism

Frequent absence from work, usually due to dissatisfaction with the job or work environment.

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Employee Turnover

One of the possible consequences of employee withdrawal, where an employee actively seeks out a new job, often because of job dissatisfaction.

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Decision frame

A specific event or situation that triggers a decision to stay or quit, often linked to pre-existing biases and preferences.

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Shock

A sudden event or change that triggers an employee's decision to stay or quit their job.

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Absenteeism

Short-term absence from work as a response to job dissatisfaction.

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Organizational commitment

The degree to which an individual identifies with, is involved in, and is unwilling to leave their organization.

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Study Notes

Course Content

  • The course covers behavior in organizations
  • Chapter 1: Introduction to Organizations Behaviors
  • Chapter 2: Organizational Justice, Ethics, and CSR
  • Chapter 3: Perception and Learning
  • Chapter 4: Individual Differences: Personality, Skills, and Abilities
  • Chapter 6: Work-related Attitudes: Prejudice, Job Satisfaction, and Organizational Commitment
  • Chapter 8: Group Dynamics and Work Teams
  • Chapter 11: Interpersonal Behavior at Work: Conflict, Cooperation, Trust, and Deviance
  • Chapter 12: Power and its Uses and Abuses in Organizations
  • Chapter 6 focuses on work-related attitudes
  • Learning Objectives: define attitudes, distinguish prejudice and discrimination, and describe steps in managing diversity.
  • Learning objectives also discuss job satisfaction and organizational commitment
  • The chapter explores feelings about people and things on the job, work-related attitudes concerning performance and quality of work.

Basic Definitions

  • Attitudes: relatively stable feelings, beliefs, and behavioral intentions toward specific objects, people, or institutions.
  • Work-related Attitudes: a subset of attitudes relating to work or work settings. These include prejudice, job satisfaction, and organizational commitment.

Three Essential Components of Attitudes

  • Evaluative: Liking or disliking a person, item, or event.
  • Cognitive: Beliefs about the attitude object (not necessarily factual).
  • Behavioral: Predisposition to behave in ways consistent with beliefs and feelings. This is a tendency, not guaranteed action.

Prejudice and Discrimination: Negative Attitudes Toward Others

  • Prejudice: Negative attitudes toward specific groups based solely on group membership (e.g., race, creed, color, age, or sexual orientation).
  • Organizational Demography: The nature of a workforce regarding various characteristics like age, gender, and ethnic makeup.
  • Factors influencing changing workplaces include birthrates, immigration, and gender parity.

Prejudice and Discrimination: Anatomy

  • Stereotypes: Beliefs that individuals possess characteristics based on group membership (positive or negative).
  • Discrimination: Acting negatively toward someone based on membership in a specific group.

Prejudice and Discrimination: Victims

  • Everyone can be a victim or prejudice and discrimination.
  • Prejudice based on age, physical conditions, gender, race, and national origin, and religion.

Strategies for Overcoming Workplace Prejudice: Managing a Diverse Workforce

  • Diversity Management Programs: Awareness programs and skill-based training to promote effective interactions between diverse groups.
    • Techniques for diversity training include cross-cultural understanding, intercultural communication, facilitation skills, and flexibility.
  • Companies can also improve diversity by having leaders send strong messages and requiring suppliers to promote diversity

Job Satisfaction: Its Nature and Major Theories

  • Job Satisfaction: The level of satisfaction with a job.
  • Major Theories:
    • Dispositional Model: Job satisfaction is a relatively stable characteristic of the individual.
      • Genetic Component: Appears to be hereditary.
      • Affectivity: A strong correlation exists between affectivity and job satisfaction.
    • Value Theory: Match between what people value in their job (outcomes) and how readily available those outcomes are.
    • Social Information Processing Model: People adopt attitudes based on cues from others in the work environment.

Consequences of Job Dissatisfaction

  • Employee Withdrawal: Actions (voluntary turnover, absenteeism) to escape negative situations.
  • Voluntary Turnover: Employees freely resigning from their job.
  • Unfolding Model of Voluntary Turnover: Explains cognitive processes of employees deciding to quit or stay. The model outlines four possible pathways: surprise and conformity; shock followed by reflection; alternative job available; no shock, but feelings arise
  • Absenteeism: Staying away from work when scheduled.

Organizational Commitment: Attitudes Toward Companies

  • Organizational Commitment: The extent to which an individual identifies with and is involved in his/her organization or is unwilling to leave it.
  • Types of organizational commitment:
    • Continuance: Staying due to cost or inability to leave
    • Affective: Staying due to agreement and desire to remain
    • Normative: Staying due to obligations or pressure from others.
  • High levels of affective commitment correlate with improved financial performance. Companies can promote commitment through various management practices.

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Chapter 6 Work-related Attitudes PDF

Description

Test your knowledge on key concepts related to diversity, prejudice, and discrimination. This quiz covers various questions about stereotypes, the glass ceiling, and the impact of diversity management programs. Perfect for understanding the complexities surrounding these important social issues.

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