Reinforcing Culture - LDR-202S questions and answers
Rated A+
The decision-making our brains make about what is safe or not, appropriate or not, and
so on. An automatic process often countered consciously afterwards with facts,
experiences, and knowledge we have gained - -Unconscious bias
According to the Special Case Study, Proven Strategies for Addressing Unconscious
Bias in the Workplace, what is the first step in tackling workplace bias? - -Provide
an open channel of communication for employees
According to the Proven Strategies for Addressing Unconscious Bias in the Workplace,
which of the following should be used since different departments might have different
issues? - -Ensure anonymous employee surveys are conducted company-wide
Which of the following best identifies attitudes and biases beyond our regular perception
of ourselves and others? - -Hidden beliefs
Words like discrimination, oppression, dominance, subordination, heterosexism, racism,
or male privilege are defined as which of the following? - -Language of diversity
According to the Unconscious Bias lesson, what is the most effective tool available for
testing one's own Unconscious Bias? - -Implicit Association Test
What is one of the problems with the "good person/bad person" paradigm of diversity? -
-Human being need bias to survive
,Having a sense of familiarity or a background of comfort of one person during a job
interview is an example of which of the following? - -Affinity bias
Which of the following best identifies Micro-Affirmations? - -Apparently small acts
that are ephemeral and hard-to-see
One example of how the Organizational Unconscious can have a negative impact on
the workplace is: - -Flexible work arrangements
What determines whether something or someone is safe before we can even begin to
consciously decide? - -Danger detector
Also called like-likes-like, this bias refers to our tendency to gravitate toward people
similar to ourselves. That might mean hiring or promoting someone who shares the
same race, gender, age, or educational background. - -Affinity Bias
Discriminating against someone on the basis of their age; tends to affect women more
than men, and starts at younger ages. - -Ageism
Because some people see women as less competent than men, they may undervalue
their accomplishments and overvalue their mistakes. - -Attribution Bias
Judging people, especially women, based on how attractive you think they are. People
perceived as attractive can be viewed more positively and treated more favorably -
-Beauty Bias
The tendency to look for or favor information that confirms beliefs we already hold. -
-Confirmation Bias
, Evaluating the performance of one person in contrast to another because you
experienced the individuals either simultaneously or in close succession. - -The
Contrast Effect
Preferring one gender over another or assuming that one gender is better for the job. -
-Gender Bias
The tendency to put someone on a pedestal or think more highly of them after learning
something impressive about them, or conversely, perceiving someone negatively after
learning something unfavorable about them. - -The Halo/Horns Effect
When you judge a person based on their name and perceived background. This is
especially important when reviewing resumes. - -Name Bias
Judging a person negatively because they are larger or heavier than average. - -
Weight Bias
Trust Triangle - -- Personal Trust (Commitment)
- Truth over Time (Confidence)
- Institutional Trust and Respect (Respect)
The belief that others act in the interest of fairness and social welfare rather than their
own self-interest; the willingness to accept vulnerability based upon positive
expectations about another's behavior; an expectancy held by an individual or group
that the word, promise, verbal or written statement of another individual or group can be
relied upon - -Trust
Rated A+
The decision-making our brains make about what is safe or not, appropriate or not, and
so on. An automatic process often countered consciously afterwards with facts,
experiences, and knowledge we have gained - -Unconscious bias
According to the Special Case Study, Proven Strategies for Addressing Unconscious
Bias in the Workplace, what is the first step in tackling workplace bias? - -Provide
an open channel of communication for employees
According to the Proven Strategies for Addressing Unconscious Bias in the Workplace,
which of the following should be used since different departments might have different
issues? - -Ensure anonymous employee surveys are conducted company-wide
Which of the following best identifies attitudes and biases beyond our regular perception
of ourselves and others? - -Hidden beliefs
Words like discrimination, oppression, dominance, subordination, heterosexism, racism,
or male privilege are defined as which of the following? - -Language of diversity
According to the Unconscious Bias lesson, what is the most effective tool available for
testing one's own Unconscious Bias? - -Implicit Association Test
What is one of the problems with the "good person/bad person" paradigm of diversity? -
-Human being need bias to survive
,Having a sense of familiarity or a background of comfort of one person during a job
interview is an example of which of the following? - -Affinity bias
Which of the following best identifies Micro-Affirmations? - -Apparently small acts
that are ephemeral and hard-to-see
One example of how the Organizational Unconscious can have a negative impact on
the workplace is: - -Flexible work arrangements
What determines whether something or someone is safe before we can even begin to
consciously decide? - -Danger detector
Also called like-likes-like, this bias refers to our tendency to gravitate toward people
similar to ourselves. That might mean hiring or promoting someone who shares the
same race, gender, age, or educational background. - -Affinity Bias
Discriminating against someone on the basis of their age; tends to affect women more
than men, and starts at younger ages. - -Ageism
Because some people see women as less competent than men, they may undervalue
their accomplishments and overvalue their mistakes. - -Attribution Bias
Judging people, especially women, based on how attractive you think they are. People
perceived as attractive can be viewed more positively and treated more favorably -
-Beauty Bias
The tendency to look for or favor information that confirms beliefs we already hold. -
-Confirmation Bias
, Evaluating the performance of one person in contrast to another because you
experienced the individuals either simultaneously or in close succession. - -The
Contrast Effect
Preferring one gender over another or assuming that one gender is better for the job. -
-Gender Bias
The tendency to put someone on a pedestal or think more highly of them after learning
something impressive about them, or conversely, perceiving someone negatively after
learning something unfavorable about them. - -The Halo/Horns Effect
When you judge a person based on their name and perceived background. This is
especially important when reviewing resumes. - -Name Bias
Judging a person negatively because they are larger or heavier than average. - -
Weight Bias
Trust Triangle - -- Personal Trust (Commitment)
- Truth over Time (Confidence)
- Institutional Trust and Respect (Respect)
The belief that others act in the interest of fairness and social welfare rather than their
own self-interest; the willingness to accept vulnerability based upon positive
expectations about another's behavior; an expectancy held by an individual or group
that the word, promise, verbal or written statement of another individual or group can be
relied upon - -Trust
