Chapter 19Promoting diversity

All of the following are business-related reasons for managing diversity except:
1. better utilization of talent.
2. enhanced creativity.
3. increased quality of team problem solving.
4. lower turnover and absenteeism.
Managing diversity means:
1. recruiting and hiring more minorities.
2. being aware of employee characteristics and managing them as individuals.
3. tolerating differences.
4. accommodating differences.
The process of identifying, developing, and tracking key individuals so that they may eventually assume top-level positions is:
1. target forecasting.
2. predicted change.
3. succession planning.
4. replacement selection.
The employment of individuals in a fair and nonbiased manner is called:
1. affirmative action.
2. equal employment opportunity.
3. civil rights policy.
4. uniform guidelines.
The level of opportunity that allows a relaxation of recruitment criteria such as qualifications is known as:
1. equal access.
2. equal share.
3. equal chance.
4. equal opportunity.
The level of opportunity that removes institutional barriers to the entry of disadvantaged groups is known as:
1. equal access.
2. equal share.
3. equal chance.
4. equal opportunity.
The level of opportunity that gives everyone the right to apply for a position is known as:
1. equal access.
2. equal share.
3. equal chance.
4. equal opportunity.
A factor that appears to have influenced the growth of equality legislation is:
1. the changing attitudes of society at large.
2. the postwar baby boom.
3. shortage of qualified labour.
4. an influx of illegal immigrants.
Which of the following factors does not appear to have influenced the growth of equality legislation?
1. the changing attitudes of society at large.
2. published reports highlighting the economics problems of women, minorities, and older workers.
3. a growing body of disparate laws and government regulations concerning discrimination.
4. the postwar baby boom.
An important step in avoiding discriminatory practices during selection is to:
1. base selection decisions solely on interviews.
2. use multiple interviewers for each applicant.
3. use validation studies to demonstrate the job-relatedness of a selection instrument.
4. require all applicants to complete an application form.