MGT 3320 Exam 3 Questions with
Complete Solutions
What is a major conflict when it comes to offering accommodations to employees
with disabilities? - ANSWER-- other employees without disabilities become jealous
and want the same accommodations
- other employees see the accommodation as an unfair advantage
Explain the key issue when managing accommodations for differences: - ANSWER-
**ensure that the acknowledgement and accommodation are equitable
**ensure that EVERYONE has an EQUAL opportunity to contribute to and advance
within the organization
List the different dimensions of diversity: - ANSWER-1.) Age Distribution
2.) Gender
3.) Ethnicity
4.) Disability
5.) Other dimensions
True or False: the average age of U.S. workers is gradually INCREASING and will
continue to increase - ANSWER-TRUE
List some of the reasons for the age distribution: - ANSWER-1.) Baby Boom
generation continue to age and remain in workforce
2.) Declining birth rates of generations following baby boomers
3.) Improved health and medical care enabling people to remain productive and
active for longer periods
4.) Higher legal limits for mandatory retirement; more people working beyond the age
it used to be
Define the Glass Ceiling: - ANSWER-a nonphysical barrier that keeps females from
advancing to top management positions
Describe why the glass ceiling still exists even though females make up half of all
managers: - ANSWER-- some male managers are reluctant to promote female
managers
- talented women choose to leave their jobs in larger organizations and start their
own businesses
-some women choose to have children and suspend/slow down their career
progression
,Define Ethnicity: - ANSWER-- the ethic composition of a group or organization
Explain the disability dimension: - ANSWER-- perception about an employee with
disabilities depends on the origin and nature of the disability and its aesthetics
aspects
Describe the "origin"/nature dimension: - ANSWER-- if the disability is perceived as
being avoidable, co-workers are more likely to react negatively to the disability than
when a person with a disability that is unavoidable
Describe the aesthetic aspect: - ANSWER-- disabilities that are more disfiguring
being perceived more negatively
Explain other dimensions of diversity - ANSWER-- sexual orientation, religious
diversity, single parents, dietary preferences, and political differences
-
Describe the Employment Non-Discrimination Act (ENDA): - ANSWER-ruled that
discrimination against transgendered persons was prohibited by the Civil Rights Act
- also rules that existing federal laws regarding sex discrimination should be covered
for lesbos, gays, and bisexuals
List the impacts of diversity on organizations: - ANSWER-1.) Diversity & Social
change
2.) Diversity and competitiveness
3.) Diversity & Conflict
Explain diversity & social change: - ANSWER-- the force for social change generally
occurs as the composition of an organization's workforce gradually begins to mirror
the composition of the surrounding labor market
- diversity in organizations facilitates and is facilitated by social change in the
environment
What is a major way that companies affect social change? - ANSWER-- the images
they use to promote themselves and their products
List the six arguments for the impact of diversity on competitiveness: - ANSWER-1.)
Cost Argument: suggests that organizations which learn to cope with diversity will
have HIGHER levels of productivity and LOWER levels of turnover and absenteeism
2.) Resource Acquisition Argument: suggests that organizations which manage
diversity effectively will become known among women and minorities as good places
to work; organizations will be in a better position to attract qualified employees from
among these groups; **organizations that are able to attract talented individuals from
all segments of society are most likely to be more competitive
, 3.) Marketing Argument: organizations with diverse workforce's will be able to
understand different market segments better than will less diverse organizations
4.) Creativity Argument: organizations with diverse work forces will generally be
more creative and innovative; facilitates more perspectives and ways of thinking and
is more likely to generate new ideas and ways of doing things
5.) Problem-solving arguments: suggests that diversity carries an increased pool of
information; UNIQUE INFORMATION pool will be larger in a more diverse
organization and offers a higher probability that better solutions will be identified
6.) Systems flexibility argument: organizations must become more flexible as a way
of managing a diverse workforce; overall organizational system becomes more
flexible; enables the organization to respond better to changes in its environment;
diversity enables a company to be better equipped to address its environment and
react to conflict
Explain diversity and conflict: - ANSWER-**Conflict sparks with diversity when
individuals think that someone has been hired, promoted, or fired b.c of their
diversity status
Causes: --Misunderstood, misinterpreted, or inappropriate interactions b/w or among
people of different groups
- indirect impact of poorly conceived employment practices (EX: Pepsi)
- differences in cultural values & norms
- fear, distrust, or individual prejudice
List the four strategies for managing diversity: - ANSWER-1.) Understanding nature
& meaning of diversity: must understand to accept peoples differences and not treat
everyone the same, but equitably
2.) Empathy: try to understand the perspective of others;
3.) Tolerance: learn to tolerate different cultures & behaviors
4.) Communication: it must be two-way; inform people when offended
Explain the organizational policies for handling diversity: - ANSWER-- policies can
either directly or indirectly affect how employees are treated
- policies can affect how a firm addresses and responds to diversity issues
- organizations are able to provide a stance on diversity through their mission
statement
Explain organizational practices: - ANSWER-- organizations can manage diversity
more effectively by following practices and procedures based on flexibility rather than
rigidity
Complete Solutions
What is a major conflict when it comes to offering accommodations to employees
with disabilities? - ANSWER-- other employees without disabilities become jealous
and want the same accommodations
- other employees see the accommodation as an unfair advantage
Explain the key issue when managing accommodations for differences: - ANSWER-
**ensure that the acknowledgement and accommodation are equitable
**ensure that EVERYONE has an EQUAL opportunity to contribute to and advance
within the organization
List the different dimensions of diversity: - ANSWER-1.) Age Distribution
2.) Gender
3.) Ethnicity
4.) Disability
5.) Other dimensions
True or False: the average age of U.S. workers is gradually INCREASING and will
continue to increase - ANSWER-TRUE
List some of the reasons for the age distribution: - ANSWER-1.) Baby Boom
generation continue to age and remain in workforce
2.) Declining birth rates of generations following baby boomers
3.) Improved health and medical care enabling people to remain productive and
active for longer periods
4.) Higher legal limits for mandatory retirement; more people working beyond the age
it used to be
Define the Glass Ceiling: - ANSWER-a nonphysical barrier that keeps females from
advancing to top management positions
Describe why the glass ceiling still exists even though females make up half of all
managers: - ANSWER-- some male managers are reluctant to promote female
managers
- talented women choose to leave their jobs in larger organizations and start their
own businesses
-some women choose to have children and suspend/slow down their career
progression
,Define Ethnicity: - ANSWER-- the ethic composition of a group or organization
Explain the disability dimension: - ANSWER-- perception about an employee with
disabilities depends on the origin and nature of the disability and its aesthetics
aspects
Describe the "origin"/nature dimension: - ANSWER-- if the disability is perceived as
being avoidable, co-workers are more likely to react negatively to the disability than
when a person with a disability that is unavoidable
Describe the aesthetic aspect: - ANSWER-- disabilities that are more disfiguring
being perceived more negatively
Explain other dimensions of diversity - ANSWER-- sexual orientation, religious
diversity, single parents, dietary preferences, and political differences
-
Describe the Employment Non-Discrimination Act (ENDA): - ANSWER-ruled that
discrimination against transgendered persons was prohibited by the Civil Rights Act
- also rules that existing federal laws regarding sex discrimination should be covered
for lesbos, gays, and bisexuals
List the impacts of diversity on organizations: - ANSWER-1.) Diversity & Social
change
2.) Diversity and competitiveness
3.) Diversity & Conflict
Explain diversity & social change: - ANSWER-- the force for social change generally
occurs as the composition of an organization's workforce gradually begins to mirror
the composition of the surrounding labor market
- diversity in organizations facilitates and is facilitated by social change in the
environment
What is a major way that companies affect social change? - ANSWER-- the images
they use to promote themselves and their products
List the six arguments for the impact of diversity on competitiveness: - ANSWER-1.)
Cost Argument: suggests that organizations which learn to cope with diversity will
have HIGHER levels of productivity and LOWER levels of turnover and absenteeism
2.) Resource Acquisition Argument: suggests that organizations which manage
diversity effectively will become known among women and minorities as good places
to work; organizations will be in a better position to attract qualified employees from
among these groups; **organizations that are able to attract talented individuals from
all segments of society are most likely to be more competitive
, 3.) Marketing Argument: organizations with diverse workforce's will be able to
understand different market segments better than will less diverse organizations
4.) Creativity Argument: organizations with diverse work forces will generally be
more creative and innovative; facilitates more perspectives and ways of thinking and
is more likely to generate new ideas and ways of doing things
5.) Problem-solving arguments: suggests that diversity carries an increased pool of
information; UNIQUE INFORMATION pool will be larger in a more diverse
organization and offers a higher probability that better solutions will be identified
6.) Systems flexibility argument: organizations must become more flexible as a way
of managing a diverse workforce; overall organizational system becomes more
flexible; enables the organization to respond better to changes in its environment;
diversity enables a company to be better equipped to address its environment and
react to conflict
Explain diversity and conflict: - ANSWER-**Conflict sparks with diversity when
individuals think that someone has been hired, promoted, or fired b.c of their
diversity status
Causes: --Misunderstood, misinterpreted, or inappropriate interactions b/w or among
people of different groups
- indirect impact of poorly conceived employment practices (EX: Pepsi)
- differences in cultural values & norms
- fear, distrust, or individual prejudice
List the four strategies for managing diversity: - ANSWER-1.) Understanding nature
& meaning of diversity: must understand to accept peoples differences and not treat
everyone the same, but equitably
2.) Empathy: try to understand the perspective of others;
3.) Tolerance: learn to tolerate different cultures & behaviors
4.) Communication: it must be two-way; inform people when offended
Explain the organizational policies for handling diversity: - ANSWER-- policies can
either directly or indirectly affect how employees are treated
- policies can affect how a firm addresses and responds to diversity issues
- organizations are able to provide a stance on diversity through their mission
statement
Explain organizational practices: - ANSWER-- organizations can manage diversity
more effectively by following practices and procedures based on flexibility rather than
rigidity
