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

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Mor Barak, Managing Diversity, 4th Edition

SAGE Publishing, 2017
Managing Diversity Toward a

Globally Inclusive Workplace 4th
Edition Barak Test Bank
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Chapter 6: DEFINING DIVERSITY IN A GLOBAL CONTEXT

Test Bank
Multiple Choice
1. Diversity is about belonging to groups that are visibly or invisibly different from whatever is considered
a ___________ society.
a. Civil
b. Matriarchal
c. Normal
d. Socialist
Ans: C
Cognitive Domain: Knowledge
Answer Location: Defining Diversity in a Global Context
Difficulty Level: Easy
AACSB Standard: Diverse and multicultural work environments
2. Give an example of a country where significant regional differences have major implications for
employment.
a. Africa
b. United States
c. China
d. Mexico
Ans: C
Difficulty Level: Medium
AACSB Standard: Contexts of organizations in global society
3. In India which system negatively influences the workplace even in the face of diversity management
activities?
a. Nepotism
b. Caste
c. Favoritism
d. Political
Ans: B
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Difficulty Level:Easy
4. A common typology for the expanded definition of broad category-based definition provides useful
distinction between two types, _____________ and ______________ diversity.
a. Visible and Invisible
b. Inclusive and Exclusive
c. Racial and Ethnic
d. Employee and Employer
Ans: A
Answer Location: Workforce Diversity Defined
5. Which diversity definition defines diversity at the enterprise level of the organization rather than the
individual level?
a. Moore (1999)
b. International Labour Organization (2005)
c. Mitchell et al. (2015)
d. Ocholla (2002)
Ans: B
Answer Location: Workforce Diversity Defined – Table 6.1
6. A review of the business, organization and HR literature produced a definition for diversity. Which
category has been used to define diversity?
a. Ethnic category based
b. Gender category based
c. Conceptual rule
d. Cultural
Ans: C
7. Across European countries which identifying dimension of diversity is cited the most often?
a. Ethnicity
b. Gender
c. Race
d. Sex
Ans: B
8. Because of varying definitions and country specific cultural context there are different connotations to
the term 'diversity,' what is the interpretation to many Europeans?
a. They view it as a plurality leadership
b. They view it as the reverse of inclusion principles
Instructor Resource
c. They view it similarly to the US

d. They view it as ethnic differences
Ans: B
Cognitive Domain: Comprehension
9. Which type of diversity definition might include human differences such as culture, lifestyle, age, and
religion?
a. Narrow based
b. Broad-based
c. Conceptual rule
d. Cultural based
Ans: B
Answer Location: Workforce Diversity Defined - Table 6.1
10. Which type of diversity definition might include all characteristics and experiences that define each of
us as individuals
a. Cultural based
b. Conceptual rule based
c. Narrow category based
d. Broad category based
Ans: B
Answer Location: Workforce Diversity Defined - Table 6.1
11. What challenges do scholars and researchers around the world face in studying workforce diversity?
a. Generating terms that will have common meanings across national boundaries
b. Generating interest in studying the construct
c. Gathering enough meaningful data to understand the complex dynamics
d. Generating funding to allow cross national research
Ans: A
12. The narrow category-based diversity definitions are determined by:

a. Differences in identity among group members in relation to other groups
b. Differences in worldviews or subjective culture, resulting in behavioral differences among cultural
groups
c. Discrimination legislation that includes gender, racial and ethnic groups, national origin, disability and
age
d. Such variables as marital status and education, as well as skills and years in the organization
Ans: C
Answer Location: Narrow Category–Based Diversity Definitions
Instructor Resource
13. Which type of diversity definition does the US largely use?

a. Conceptual rule based
b. Broad category based
c. Narrow category based
d. It varies based on the organization context
Ans: C
Answer Location: Narrow Category–Based Diversity Definitions
14. Visible diversity refers to:

a. Characteristics that are observable; readily detectable attributes such as race, gender or physical
disability
b. Underlying attributes such as religious, education, and tenure within the organization
c. Cultural practices in the workplace
d. Work teams that have diverse composition
Ans: A
Answer Location: Broad Category–Based Diversity Definitions
15. The broad category-based diversity definition is determined by:

a. Differences in identity among group members in relation to other groups
b. Differences in worldviews or subjective culture, resulting in behavioral differences among cultural
groups
c. Discrimination legislation that includes gender, racial and ethnic groups, national origin, disability and
age
d. Such variables as marital status and education as well as skills and earnings in the organization
Ans: D
Cognitive Domain: Knolwedge
16. Broad-based category diversity definitions can be distinguished between two types, invisible and
___________.
a. Predominant
b. Visible
c. Noticeable
d. Obvious
Ans: B
17. Which category of diversity definitions provides a conceptual articulation of diversity?

a. Narrow category based
b. Conceptual rule based
c. Broad category based
d. Theoretical category based
Ans: B
Answer Location: Definitions Based on a Conceptual Rule
Instructor Resource

18. The basic assumption of diversity definitions based on a conceptual rule is that members of a given
culture:
a. Share common world views and behaviors
b. Share the same experiences
c. Share the same perceptions
d. Share the same characteristics
Ans: A
19. What is the main criticism of expanded diversity definitions which include all differences?
a. By being so broad they do not provide specific detail
b. The definitional meaning continuously changes
c. Even expanded definitions can not include all categories of distinction
d. They reduce diversity to benign differences diluting the serious consequences of discrimination
Ans: D
20. The conceptual rule diversity definition is determined by:

a. Differences in worldviews or subjective culture, resulting in behavioral differences among cultural
groups and differences in identity among group members in relation to other groups
b. Discrimination legislation and includes gender, racial and ethnic groups, national origin, disability and
age
c. Such variables as marital status and education, as well as skills and years in the organization
d. The underlying theories that explain an individual’s role in workplace diversity
Ans: A
21. There are general definition distinction categories that do seem to cut across many (though not all)
national and local cultures. These include:
a. Color
b. Sex
c. Ethnicity
d. Religion
Ans: C
Answer Location: Toward a Global Definition of Diversity
22. Which statement is true about workforce diversity?

a. Is a relatively new phenomenon
b. Impacts potentially harmful or beneficial employment outcomes such as job opportunities, treatment in
the workplace, and promotion prospects
c. Segments the workforce by their salient characteristics
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d. Is only relevant in the national context of developed countries

Ans: B
23. What term is used to describe attitudes and behaviors that often affect the distribution of resources
and privileges in society that are based on group membership rather than on employment-related
characteristics?
a. Characterization
b. Stigmatization
c. Pollyanna
d. Oppression
Ans: D
24. The logical solution to the problem of finding a global definition for diversity that can be relevant in
different cultural and national contexts is to define diversity by process and _____________.
a. Category
b. Consequences
c. Relevancy
d. Impact
Ans: B
25. As recent as 2015 the debate around diversity and inclusion definitions still continues. What did
Farndale et al (2015) identify as currently still a challenge related to the study of diversity and inclusion?
a. The need for more distinction categories
b. The need to include globally relevant dimensions in the definitions
c. The need for less distinction categories
d. The need to include more impact statements
Ans: B
Cognitive Domain: Knowldege
26. The stereotype concept was originally developed with respect to ethnic groups and has been
perceived as morally _______.
a. Wrong
b. Right
c. Neutral
d. Transparent
Ans: A
Answer Location: Stereotypes and Prejudice
Instructor Resource
27. When negative attributes are associated with members of others groups, these groups are called:
a. Out-groups
b. In-groups
c. Sub-groups
d. Hate-groups
Ans: A
28. The concept of prejudice refers to people’s ________ toward members of other groups.
a. Generosity
b. Attitudes
c. Feelings
d. Behavior
Ans: B
29. Prejudice is defined as:

a. A preconceived judgment or opinion held by members of a group
b. A standardized, oversimplified mental picture that is held in common by members of a group
c. A preconceived opinion, not based on reason or experience
d. A statement of being subject to specific treatment or control
Ans: A
30. Geert Hofstede makes a distinction between two kinds of stereotypes. What perception is about
members of the other group?
a. Heterostereotypes
b. Individual stereotypes
c. Cultural stereotypes
d. Autostereotypes
Ans: A
31. Gender stereotypes affect perceptions of leaders and __________.

a. Followers
b. Managers
c. Consumers
d. Investors
Ans: B
Instructor Resource
32. A systematic review of the literature reveals that the prevailing stereotypes of older workers are that
they are __________.
a. Less motivated
b. More motivated
c. Inflexible
d. Forgetfu
Ans: A
AACSB Standard: Diverse and multicultural work environments Contexts of organizations in global
society
33. A stereotype is defined as:

a. A preconceived judgment or opinion held by members of a group
b. A standardized, oversimplified mental picture that is held in common by members of a group
c. A preconceived opinion, not based on reason or experience
d. A statement of being subject to specific treatment or control
Ans: B
34. What type of characteristics do most age-related stereotypes ascribe to older workers
a. Positive
b. Benign
c. Negative
d. Demeaning
Ans: C
35. Employee age is _________to job performance than individual skill.

a. More important
b. Less important
c. More obvious
d. Less obvious
Ans: B
36. The term Asian has been used to refer to individuals from various communities and to group them into
one braid category. What is seen as a consequence of lumping the diverse communities into one?
a. Stereotypical behavior is easier to see
b. The individual communities become invisible
c. Research is easier to conduct
d. The diverse groups benefit as one large multicultural entity
Ans: B
Instructor Resource
37. Individuals who are in an identity group associated with widely known negative stereotypes may
experience:
a. Lack of willingness to go for the hard job
b. A shared belief that the stereotype is true
c. Stereotype threat
d. Lower engagement in organizational activities
Ans: C
38. What construct helps explain how stereotypes outside of the workplace couple with conditions inside
the workplace can influence employee performance?
a. Exclusion
b. Identity threat
c. Inferiority complex
d. Stereotype threat
Ans: D
39. Studies of positive and negative stereotyping indicate racist stereotypes are found in all racial groups
with a strong _________ bias toward participants' own racial groups and a ________ bias toward other
racial groups.
a. Positive; negative
b. Negative; negative
c. Positive; positive
d. Negative; positive
Ans: A
40. What type of statements are the following? “But you don’t look Jewish!"; “Oh, that’s why you don’t
have an accent. You’re part White.”; “Sometimes I forget that you’re Black.”; “Oh, you are so exotic."
a. Racial
b. Micro aggressions
c. Prejudicial
d. Stereotypical
Ans: B
41. What is an important element in understanding prejudice?

a. It assumes a position of superiority by the one doing the judging
b. It involves negative feelings
c. It is a psychological process
d. It's effects are pervasive
Instructor Resource
Ans: B
Answer Location:Stereotypes and Prejudice
42. What is considered the most extreme psychological mechanism in viewing members of other groups
as inferior?
a. Dehumanization
b. Oppression
c. Stereotyping
d. Dominating
Ans: A
Answer Location: Dehumanization and Oppression
43. Why is understanding the historical roots of slavery in the world important in understanding
discrimination today?
a. In order to avoid the mistakes of the past
b. In order to understand the underlying psychological processes
c. Because the same derogatory attitudes remain ingrained today
d. In order to understand the systematic process of dehumanization of a target people
Ans: C
Answer Location: Dehumanization and Oppression
44. Though originally morally neutral in its meaning, the word discrimination has acquired a _______
value.
a. Passé
b. Meaningless
c. Positive
d. Negative
Ans: D
Answer Location: Employment-Related Discrimination
45. Members of ethnic and national minorities have also been frequently victims of _________.
a. White collar crime
b. Discrimination
c. Workplace violence
d. Immigration raids
Ans: B
46. In what way has the initial limited legal principle of understanding diversity been expanded?
a. By including group based patterns of inequality at work
Instructor Resource
b. By including greater distinction categories

c. By including group based patterns of inequality in society
d. By including a greater understanding of national and global diversity terminology
Ans: A
47. Discrimination in employment occurs when individuals are treated differently because of
___________, and these actions have a negative impact
a. Behavioral tendencies
b. Personal characteristics
c. An individual's worldview
d. Prejudicial beliefs
Ans: C
48. In a multinational study conducted by the UN's ILO, discrimination against migrant and ethnic minority
job applicants was found to be on average around 35%. During what stage of the application process did
the most flagrant discrimination occur?
a. Throughout each stage
b. First stage
c. During the interview
d. Final stage
Ans: B
49. According to a recent Catalyst report using a European sample what percent of individuals who
identify as LGB reported discrimination and harassment based on their sexual orientation
a. 47%
b. 15%
c. 26%
d. 53%
Ans: A
50. Stereotyping and prejudice are distinct concepts with different definitions. Prejudice refers to a
preconceived judgment, how does that differ from stereotype?
a. Prejudice is perceived as an irrational attitude of hostility
b. Prejudice is more pervasive than stereotyping
c. Prejudice leads to greater oppression of the prejudged
d. Prejudicial beliefs are easily changed
Ans: A
Answer Location: Summary and Conclusion
Instructor Resource
True/False
1. Being a man in Japan is associated with fewer job opportunities than being a women in Japan.
Ans: False
2. Workforce diversity is not about the anthropological difference between people that “make them
special.”
Ans: True
3. There is a fundamental difference between attributes that make a person a unique human being and
those that – based on a group membership rather than individual characteristics – yield negative or
positive consequences.
Ans: True
4. Regional differences may be benign in some areas but consequential in others

Ans: True
5. In recent years, research and scholarly work on diversity has been generated in parts of the world
other than the United States.
Ans: True
6.The concept of workforce diversity travels well across cultural and national boundaries
Ans: False
7. Individuals who are different from the organizational mainstream based on invisible characteristics
generally do not experience discrimination.
Ans: False
Instructor Resource

8. One of the major reasons why diversity of any type creates difficulty for groups is attributable to
complex and often implicit differences in perspective, assumptions, and causal beliefs with which the
observable differences are assumed to be correlated.
Ans: True
9. Generating terminology that will be applicable across cultural and national boundaries is nonessential.
Ans: False
10. Research findings indicate that employee age is more important to job performance than individual
skill and health.
Ans: False
11. Stereotype threat can disrupt performance even if the individual does not believe the stereotype to be
true
Ans: True
12. Discrimination against migrant and ethnic minority job applicants is wide spread.
Ans: True
Answer Location: Employment- Related Discrimination
Essay
1. The definition of workforce diversity in the global context used in this text divides the workforce into
distinction categories that have a perceived commonality within a given context and that impact
employment outcomes. What are the advantages and limitations of this definition?
Ans: This definition addresses the limitations encountered in applying some of the previous definitions to
the global context. First, it provides a broad umbrella that includes any distinction categories that may be
relevant to specific cultural or national environments without prespecifying the categories and without
limiting the content of the domain. This approach does not list the distinction categories and therefore
does not limit them to specific categories (e.g., to only gender, race, and ethnicity), thus allowing the
inclusion of categories that may be relevant in some cultural contexts and not in others (e.g., regional
differences or HIV status). It therefore overcomes the limitations of the narrow definitions of diversity
Instructor Resource
because it is sufficiently broad to be relevant in various cultural and national contexts. Second, this
definition emphasizes the importance of the consequences of the distinction categories and thereby
overcomes the limitation of the broad definitions that include benign and inconsequential characteristics in
their diversity categories. This second advantage is also a limitation because the use of consequences of
diversity as part of the definition makes it difficult to use them as outcome variables in diversity research.
Cognitive Domain: Analysis
2. What are the problems in utilizing some general distinction categories (e.g. gender, race, ethnicity, age,
sexual orientation, and disability) to define diversity?
Ans: 1) Some of the distinction categories may have either a positive or negative impact on employment
and job prospects in different countries. 2) These distinction categories are not exhaustive of the domain.
Many countries utilize diversity categories that are not included on the list.
3. What are the adverse consequences of the diversity distinction categories?

Ans: Varies
4. According to the broad based category of diversity definitions, diversity can either be visible or invisible.
Given that invisible diversity is associated with invisible differences why is this a problem?
Ans: This distinction is important and has practical relevance. It is easier to form or harbor prejudices,
biases, and stereotypes and to discriminate against people whose diversity characteristics belong to the
first category of visible and readily detectable attributes. Invisible differences should not, however, be
omitted from discussions of diversity. Individuals who are different from the organizational mainstream on
those invisible characteristics can also experience discrimination and, as a result, have their work
potential compromised. A case in point is sexual orientation, which can be invisible if a person chooses to
keep it confidential but which can trigger prejudice and discrimination if the information gets out. Although
the first category refers only to observable characteristics, one of the major reasons why diversity of any
type creates difficulty for groups is attributable to complex and often implicit differences in perspective,
assumptions, and causal beliefs with which the observable differences are assumed to be correlated
(Milliken & Martins, 1996). These categories, therefore, are not necessarily mutually exclusive (Chatman
& Flynn, 2001) because often a visible characteristic such as ethnicity may be associated with a less
visible one such as socioeconomic status. Diversity, then, often becomes the interaction of visible and
invisible dimensions, the former leading to unproven assumptions about internal qualities.
5. Researchers utilizing “situation testing” found discrimination in the hiring process of four European
countries. How might the concept of stereotyping explain the migrant cadidates experience during the job
interview?
Ans: Varies

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Instructor Resource

Mor Barak, Managing Diversity, 4th Edition

Managing Diversity Toward a

Chapter 6: DEFINING DIVERSITY IN A GLOBAL CONTEXT

Answer Location: Defining Diversity in a Global Context

c. They view it similarly to the US

12. The narrow category-based diversity definitions are determined by:

13. Which type of diversity definition does the US largely use?

14. Visible diversity refers to:

15. The broad category-based diversity definition is determined by:

17. Which category of diversity definitions provides a conceptual articulation of diversity?

Difficulty Level: Medium

20. The conceptual rule diversity definition is determined by:

22. Which statement is true about workforce diversity?

d. Is only relevant in the national context of developed countries

29. Prejudice is defined as:

31. Gender stereotypes affect perceptions of leaders and __________.

33. A stereotype is defined as:

35. Employee age is _________to job performance than individual skill.

AACSB Standard: Diverse and multicultural work environments

41. What is an important element in understanding prejudice?

b. By including greater distinction categories

AACSB Standard: Diverse and multicultural work environments

4. Regional differences may be benign in some areas but consequential in others

Difficulty Level: Easy

3. What are the adverse consequences of the diversity distinction categories?

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