Reference no: EM13819693

Question 1: The primary benefit of the ____ paradigm is that it generally brings about fairer treatment of employees and increases demographic diversity.

Question 2: Which of the following might account for the disparities between the percentages of African, Hispanic, and Asian Americans among the general population and their smaller representation in management positions?

Question 3: Which of the following is NOT one of the Big Five personality dimensions?

Question 4: Which of the following is one of the Big Five personality dimensions?

Question 5: The fastest-growing population group in the United States is ____.

Question 6: Companies in several industries are now waking up to the market needs of gays and lesbians. Through diversity programs, organizations are actively recruiting and hiring gays and lesbians to ____.

Question 7: The glass ceiling is most closely associated with ____.

Question 8: ____ helps companies grow by improving the quality of problem solving and improving marketplace understanding.

Question 9: Unlike ____, which punishes companies for not achieving specific gender and race differences in their work forces, ____ programs seek to benefit both organizations and their employees by encouraging organizations to value all kinds of differences.

Question 10: ____ is the relatively stable set of behaviors, attitudes, and emotions displayed over time that makes people different from each other.

Question 11: ____ consists of differences such as personality and attitudes that are learned only through extended interaction with others and are communicated through verbal and nonverbal behaviors.

Question 12: When AT&T hired a female as its president, it was evidence that AT&T does not have a(n) ____ to prevent women from rising to leadership positions.

Question 13: To make sure that people of all racial and ethnic backgrounds have the same opportunities, companies should ____.

Question 14: The term ____ refers to the degree to which someone is organized, hard-working, responsible, persevering, thorough, and achievement-oriented.

Question 15: A(n) ____ is a formal assessment that measures employee and management attitudes, investigates the extent to which people are advantaged or disadvantaged with respect to hiring and promotions, and reviews companies' diversity-related policies and procedures.

Question 16: Which of the following is an example of an intrinsic reward?

Question 17: Which of the following is NOT a type of reinforcement contingency?

Question 18: In equity theory, ____ are others with whom people compare themselves to determine if they have been treated fairly.

Question 19: ____ are the rewards associated with performing a task or activity for its own sake.

Question 20: Reinforcement theory says behavior is a function of ____.

Question 21: According to Don Vlcek, a former Domino's Pizza vice president, "To achieve results, you've got to properly define the goal-and that's not always easy. Vague goals are worthless. But 'increase productivity by 12 percent within three weeks'-that is a clear, useful goal." Vlcek is discussing ____.

Question 22: According to the expectancy theory, ____ affect the conscious choices that people make about their motivation.

Question 23: France has 14 million smokers. More importantly, smokers in France are closely associated with the French culture. So when the French government waged a war against smoking, it set as its ____ to reduce smoking by 30 percent by the end of the decade.

Question 24: According to ____, people will be motivated when they perceive they are being treated fairly.

Question 25: ____ is the perceived degree to which outcomes and rewards are fairly distributed or allocated.

Question 26: The two basic kinds of inequity are ____.

Question 27: The two parts of reinforcement are ____.

Question 28: According to expectancy theory, in order for people to be highly motivated, ____ must be high.

Question 29: According to Alderfer's ERG theory, the lowest-order need is ____.

Question 30: ____ is a reinforcement strategy which weakens a behavior over time because the behavior has no consequences, positive or negative.