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blogger.com: Organizational Behavior eBook: Stephen Robbins, Timothy A. Judge: Kindle Store
Study Organizational Behavior (16th Edition) discussion and chapter questions and find Organizational Behavior (16th Edition) study guide questions and answers. Get started today for free. All Documents from Organizational Behavior (16th Edition) Download our app to study better. Anytime, anywhere. Dec 28, · Download [PDF] Organizational Behavior (16th Edition) - Book Library book pdf free download link or read online here in PDF. Read online [PDF] Organizational Behavior (16th Edition) - Book Library book pdf free download link book now. All books are in clear copy here, and all files are secure so don't worry about it. Organizational Behavior (16th Edition) Organizational Behavior in Health Care, Second Edition Essentials of Organizational Behavior (13th Edition) Organizational Behavior, 13th Edition Understanding and Managing Organizational Behavior (6th Edition) Organizational Behavior (17th.
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She believes that such organizations are respectful of differences and allow employees more exposure. She recently attended an interview where she was told that the company follows policies that focus on organizational diversity.
However, when she finally joined the company, she had a strong feeling that the company's claim was not true. Which of the following, if true, weakens Kimberly's belief that the company does not encourage diversity? A Eighty-five percent of the top management positions in the company are held by men.
B She is the only African-American member in the entire workforce. C The workforce is not dominated by any specific ethnic or racial group. D The previous company she worked for made a conscious effort to employ an equal number of men and women. E Her team members believe that they are treated equally in spite of differences in performance. Answer: C Explanation: C The fact that the workforce is not dominated by any one ethnic or racial group indicates that the workplace has a mix of all ethnicities and races and does not discriminate.
The fact that 85 percent of the top management positions of the company are held by men works against the argument because it shows that the company is biased toward men. In addition, if Kimberly is the only African-American member in the entire workforce, it shows that the company is biased toward other racial groups. Kimberly's previously working for a company that believes in gender equality is irrelevant to this argument.
Her team members being treated equally in spite of differences in performance represents unfair discrimination. It works against the argument. LO: 2. Category: Critical Thinking 2 diversity refers to diversity in observable attributes such as race, ethnicity, sex, and age. Category: Concept 3. A It refers to psychographic characteristics of the members of a group.
B People with surface-level diversity will also share deep-level diversity. C It indicates differences of values, emotions and personality traits between people.
D It refers to differences in easily perceived characteristics, such as gender and race. E It represents a person's or group's thought processes and feelings. Answer: D Explanation: D Surface-level diversity refers to differences in easily perceived characteristics, such as gender, race, ethnicity, age, and disability, that do not necessarily reflect the ways people think or feel but that may activate certain stereotypes.
Explanation: D Surface-level diversity refers to differences in easily perceived characteristics, such as gender, race, ethnicity, age, and disability, that do not necessarily reflect the ways people think or feel but that may activate certain stereotypes.
Category: Concept 5 Which of the following most likely indicates surface-level similarity? A Tim and Jake are colleagues who take risks and are quick decision makers. B The employees at GenSys prefer teamwork over individual assignments. C Nina and Chuck are colleagues who share similar views on corporate social responsibility.
D Jane and Sara grew up in the same town and went to school together. E Hannah and Nate are both introspective and tend to be slow to reach decisions. Category: Application 4. A Surface-level B Additive C Demographic D Deep-level E Conjunctive Answer: D Explanation: D As people get to know one another, they become less concerned about demographic differences if they see themselves as sharing more important characteristics, such as personality and values, that represent deep-level diversity.
Category: Concept 7 Which of the following best represents deep-level similarity? A colleagues who both come from the same neighborhood in Alabama B employees who are college graduates with a degree in business management C employees who speak Spanish and share similar religious values D employees who seek challenges in assignments and like to work collaboratively E employees in their mid-thirties with 10 years' work experience in the publishing industry Answer: D Explanation: D Demographics mostly reflect surface-level diversity, not thoughts and feelings, and can lead employees to perceive one another through stereotypes and assumptions.
However, evidence has shown that as people get to know one another, they become less concerned about demographic differences if they see themselves as sharing more important characteristics, such as personality and values, that represent deep-level diversity.
Category: Concept 5. During the hiring process, the management made a clear effort to recruit physically strong individuals because the work at the factory involves manual labor. The jobs need to be performed by individuals who have the energy and physical stamina to work for long hours. Which of the following surface-level characteristics did the company most likely concentrate on when selecting the new workers? A age B values C beliefs D religion E personality Answer: A Explanation: A Surface-level diversity refers to differences in easily perceived characteristics, such as gender, race, ethnicity, age, and disability, that do not necessarily reflect the ways people think or feel but that may activate certain stereotypes.
Explanation: E Deep-level diversity comprises differences in values, personality, and work preferences that become progressively more important for determining similarity as people get to know one another better. Category: Concept 6. A Race B Age C Ethnicity D Gender E Personality Answer: E Explanation: E Deep-level diversity comprises differences in values, personality, and work preferences that become progressively more important for determining similarity as people get to know one another better.
They are looking for candidates who are assertive, extroverted, and who can tackle challenges head-on. Which of the following deep-level characteristics should they focus on to best help them recruit the right candidate for the job? A race B age C ethnicity D values E personality Answer: E Explanation: E Deep-level diversity comprises differences in values, personality, and work preferences that become progressively more important for determining similarity as people get to know one another better.
Category: Application 12 Sincethe percentage of females in the U. Category: Concept 7. Answer: FALSE Explanation: Demographics mostly reflect surface-level diversity, not thoughts and feelings, and can lead employees to perceive one another through stereotypes and assumptions. Category: Concept 14 Two colleagues who bond over similarities of growing up in a French-speaking locality can be said to have deep-level similarities rather than surface-level similarities, organizational behavior 16th edition pdf free download.
Answer: FALSE Explanation: Differences in easily perceived characteristics, such as gender, race, ethnicity, age, and disability, that do not necessarily reflect the ways people think or feel but that may activate certain stereotypes are known as surface-level diversity. Category: Application 15 Differences in easily perceived characteristics, organizational behavior 16th edition pdf free download, such as gender, race, ethnicity, age, and disability, give rise to surface-level diversity.
The Atalissa scandal serves as a reminder that true fairness is not just a warm feeling toward the disabled, organizational behavior 16th edition pdf free download, but the ethical responsibility of us all.
Answer: TRUE Explanation: Organizational behavior 16th edition pdf free download in easily perceived characteristics, such as gender, race, ethnicity, age, organizational behavior 16th edition pdf free download, and disability, that do not necessarily reflect the ways people think or feel but that may activate organizational behavior 16th edition pdf free download stereotypes are known as surface-level diversity, organizational behavior 16th edition pdf free download.
The exploitation of the disabled men in the opening story is a tragic example of mistreating people for the ways in which they are different. Organizational behavior 16th edition pdf free download only were the men abused by their supposed caretakers, but they also suffered workplace discrimination that kept them in debilitating roles without regard to their abilities and needs, organizational behavior 16th edition pdf free download. In this chapter, we look at how organizations should work to maximize the potential contributions of a diverse workforce.
Category: Application 8. Answer: Workers over the age of 55 are an increasingly large portion of the workforce as well, both in the United States and globally.
Organizational Behavior Definition and Meaning in Hindi
, time: 35:15Organizational behavior 16th edition pdf free download
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