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Questions and Answers
Intimidation can include overt threats or bullying directed at members of specific groups of employees.
True
Nooses hanging over workstations were never reported as a form of intimidation against African-American employees.
False
Exclusion refers to including certain people in job opportunities and social events.
False
Many women in finance claim they are often assigned to marginal job roles or given light workloads.
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Incivility can include aggressive behavior such as interrupting or ignoring a person's opinions.
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Mockery and insults are never the result of jokes taken too far.
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Arab-Americans have sometimes been asked if they were carrying bombs as a stereotype.
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Female lawyers frequently experience respectful treatment from male attorneys.
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Workplace diversity primarily refers to two major forms of diversity.
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Discrimination is a positive action that promotes equal opportunities.
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Stereotype threat is related to the acceptance of negative perceptions of one's group.
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Older workers may face biased treatment due to discriminatory policies in organizations.
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Sexual harassment includes unwanted physical conduct of a sexual nature.
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Treating employees as individuals can help combat stereotype threat.
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Unequal rewards for performance are an example of acceptable organizational practices.
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Pervasive sexual rumors do not contribute to a hostile work environment.
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Number aptitude involves the ability to do speedy and accurate arithmetic.
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Verbal comprehension is the ability to perform physical tasks requiring stamina.
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Perceptual speed is the ability to identify verbal similarities and differences quickly and accurately.
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Inductive reasoning is necessary for identifying a logical sequence in a problem.
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Deductive reasoning is the ability to use emotions to assess the implications of an argument.
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Spatial visualization allows one to imagine how an object would appear if its position were altered.
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Memory is described as the ability to forget past experiences.
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Dynamic strength is the ability to exert muscular force repeatedly over time.
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Static strength refers to the ability to exert force against external objects.
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Explosive strength is defined as the ability to exert force gradually over time.
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Dynamic flexibility involves making rapid, repeated flexing movements.
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Balance is the ability to maintain movement without falling.
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Stamina is the ability to continue high effort requiring prolonged effort over time.
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Older workers tend to have higher turnover rates compared to younger workers.
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Diversity management involves only making selected groups aware of their differences.
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There are consistent differences in problem-solving ability between men and women.
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Organizations should select expatriates who can adjust quickly and provide them with support.
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Targeted recruiting messages are aimed at broad demographic groups.
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Laws against race and ethnic discrimination are effective in all countries.
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Employees may favor colleagues of their own race in employment decisions.
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A person with a disability is defined as someone with any physical or mental impairment that limits major life activities.
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Workers with disabilities usually have higher performance expectations than their colleagues.
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Sensory disabilities and chronic illnesses are classified as hidden disabilities.
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Women generally have the same professional opportunities as men for the same positions.
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Study Notes
Workplace Diversity
- Workplace diversity encompasses differences between individuals based on age, gender, race, ethnicity, sexual orientation, gender identity, religion, and disability.
- Two major forms of workplace diversity: surface-level diversity (easily perceived differences, such as age or race) and deep-level diversity (differences in values, beliefs, and work styles).
- Companies that promote diversity are more likely to have a competitive advantage.
Workplace Discrimination and Organizational Effectiveness
- Discrimination means to note a difference between things, but unfair discrimination is based on stereotypes about a group.
- Discrimination can manifest in different forms, like discriminatory policies, sexual harassment, intimidation, mockery, exclusion, and incivility.
- Discrimination negatively affects organizational effectiveness by undermining employee motivation, increasing absenteeism and turnover, and reducing productivity.
- Stereotype threat makes people more likely to agree with negative stereotypes, leading to anxiety and stress.
Biographical Characteristics and Organizational Behavior
- Biographical characteristics are personal characteristics easily obtained from personnel records and may be the basis for discrimination.
- Age: Older workers generally have lower turnover and absenteeism rates, and age is not associated with lower productivity.
- Sex: There are no consistent male-female differences in problem-solving ability, analytical skills, or motivation.
- Race and ethnicity: Although laws protect against racial and ethnic discrimination, there is evidence of bias in performance evaluations, promotion decisions, and pay raises.
- Disabilities: U.S. Equal Employment Opportunity Commission (EEOC) classifies a person as disabled who has a physical or mental impairment that limits major life activities. Workers with disabilities may receive higher performance evaluations but have lower performance expectations.
Intellectual and Physical Abilities and OB
- Intellectual abilities are the mental capabilities required to perform tasks.
- Nine basic physical abilities: dynamic strength, trunk strength, static strength, explosive strength, extent flexibility, dynamic flexibility, body coordination, balance, and stamina.
Describe How Organizations Manage Diversity Effectively
- Diversity management includes programs and processes that promote understanding and sensitivity to individual needs and differences.
- Effective diversity management involves attracting, selecting, developing, and retaining diverse employees, fostering a culture of inclusion, and creating supportive work environments.
- Organizations can effectively recruit diverse candidates by actively targeting messages to specific demographic groups, participating in outreach programs, and ensuring that recruitment processes are fair.
- Training can be used to educate employees about diversity and inclusion, address unconscious bias, and develop skills for working effectively with diverse teams.
- Companies can create employee resource groups (ERGs) to foster a sense of belonging and provide support for specific employee groups based on shared interests.
- Expatriate adjustment supports employees on international assignments by selecting those who are capable of adjusting quickly and providing them with training and support.
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Description
This quiz explores the concepts of workplace diversity and discrimination, highlighting their impact on organizational effectiveness. It covers surface-level and deep-level diversity, as well as the various forms of discrimination in the workplace. Understanding these concepts is crucial for fostering an inclusive work environment.
