Reference no: EM131063407

Question 1. The goal of a diverse organization is for:

-minority group members to be promoted more frequently than others.
-the employee mix to match the census data mix.
-persons of all cultural backgrounds to achieve their full potential.
-all employees to receive training in cultural sensitivity.

Question 2. The method of identifying the true source of conflict and resolving it systematically is called:

3. framing the outcome in positive terms.
4. 5. disarming the opposition.
6. 7. confrontation and problem solving.
8. 9. beginning with a plausible offer, but allow room for negotiation.

Question 3. Linda Yang, a labor relations specialist, wants each side to leave the negotiating table well satisfied. Yang is best advised to use which style of conflict management?

-competitive
-collaborative
-accommodative
-sharing

Question 4. 1. A basic strategy for achieving cross-cultural understanding is to:

-  ignore differences in cultural customs.
- establish a ranking of preferred cultures.
- hire people from different cultures.
- respect others in the workplace.

Question 5. Manager Reggie comes from a culture with a high performance orientation so he is likely to reward group members who:

-have well-developed outside interests.
-share credit for their accomplishments with the work group.
-improve their performance and are excellent performers.
-know how to make him feel like an important manager.

Question 6. Conflict occurs whenever:

- you are experiencing stress.
- two sets of demands are incompatible.
- you deal with coworkers.
- your job is demanding.

Question 7. An example of a cultural blooper would be for an American to:

-pressure an Asian job applicant to brag about personal accomplishments.
-deemphasize organizational rank when conducting business in Scandinavia.
-upon first contact, address a French executive by title and last name.
-give a small gift to a Japanese business associate.

Question 8. In quid pro quo sexual harassment, the harassed person:

-is intimidated with sexually-toned language.
-loses out because of refusal to grant a sexual favor.
-receives favorable treatment because of refusal to grant a sexual favor.
-gets even with harasser by harassing him or her.

Question 9. A key part of cultural intelligence training is to:

-learn a second language the way the natives speak it.
-understand the history and culture of another culture.
-learn how to size up the environment to determine which course of action is best.
-forgive people from other cultures for their mistakes.

Question 10. Larry wants to be politically correct, so when introducing Janis Stewart, the vice president of marketing in his company to friends at a party, he says, "I would like you to meet Janis Stewart:

-our woman vice president of marketing."
-the highest placed girl in our company."
-one of the best female minds in marketing."
-our vice president of marketing."

Question 11. Imagine yourself as a human resources professional who wants to alert top-level management to the importance of a policy against sexual harassment. What are some methods you could use to emphasize the importance of such a policy? What would your policy include?

Your response should be at least 200 words in length. Please use one reference source. APA style.

Question 12. Many people speak loudly to deaf people, blind people, and to those who speak another native tongue. Based on the information presented in this unit, what mistakes are these people making? Give examples how you would communicate and have a greater appreciation for cultural differences with any of these groups.

Your response should be at least 200 words in length. Please use one reference source. APA style.