Targeting recruiting messages to specific demographic groups underrepresented in the workforce is an ...

Answer to #1

FALSE
Explanation: One method of enhancing workforce diversity is to target recruiting messages to specific demographic groups underrepresented in the workforce. This means placing advertisements in publications geared toward specific demographic groups; recruiting at colleges, universities, and other institutions with significant numbers of underrepresented minorities; and forming partnerships with associations like the Society for Women Engineers or the Graduate Minority Business Association.

Answer to #2

C
Explanation: C) The loyalty response means passively but optimistically waiting for conditions to improve, including speaking up for the organization in the face of external criticism and trusting the organization and its management to do the right thing.

Answer to #3

A person with a proactive personality identifies opportunities, shows initiative, takes action, and perseveres until meaningful change occurs. He/she creates changes in the environment irrespective of obstacles or constraints. In addition, an investigative type of person according to Holland's typology prefers activities that involve thinking, organizing, and understanding. The person is analytical, original, curious, and independent in nature.

Answer to #4

People with a proactive personality identify opportunities, show initiative, take action, and persevere until meaningful change occurs, compared to others who passively react to situations. Proactives create positive change in their environment, regardless of, or even in spite of, constraints or obstacles. Not surprisingly, they have many desirable behaviors that organizations covet. They are more likely than others to be seen as leaders and to act as change agents. Proactive individuals are more likely to be satisfied with work and help others more with their tasks, largely because they build more relationships with others. Proactives are also more likely to challenge the status quo or voice their displeasure when situations aren't to their liking. If an organization requires people with entrepreneurial initiative, proactives make good candidates; however, they're also more likely to leave an organization to start their own business. As individuals, proactives are more likely than others to achieve career success. They select, create, and influence work situations in their favor. They seek out job and organizational information, develop contacts in high places, engage in career planning, and demonstrate persistence in the face of career obstacles.

Answer to #5

TRUE
Explanation: One method of enhancing workforce diversity is to target recruiting messages to specific demographic groups underrepresented in the workforce. This means placing advertisements in publications geared toward specific demographic groups; recruiting at colleges, universities, and other institutions with significant numbers of underrepresented minorities; and forming partnerships with associations like the Society for Women Engineers or the Graduate Minority Business Association.

Answer to #6

B
Explanation: B) The voice response includes actively and constructively attempting to improve conditions, including suggesting improvements, discussing problems with superiors, and undertaking some forms of union activity.

Answer to #7

D

Answer to #8

The personality characteristic of Machiavellianism is named after Niccolo Machiavelli, who wrote in the sixteenth century on how to gain and use power. An individual high in Machiavellianism is pragmatic, maintains emotional distance, and believes ends can justify means. A considerable amount of research has related high- and low-Mach personalities to behavioral outcomes. High Machs manipulate more, win more, are persuaded less, and persuade others more than do low Machs. Yet high-Mach outcomes are moderated by situational factors. High Machs flourish (1 ) when they interact face-to-face with others rather than indirectly; (2 ) when the situation has a minimal number of rules and regulations, allowing latitude for improvisation; and (3 ) when emotional involvement with details irrelevant to winning distracts low Machs. Thus, whether high Machs make good employees depends on the type of job. In jobs that require bargaining skills or that offer substantial rewards for winning, high Machs will be productive.

Answer to #9

FALSE
Explanation: Diversity management makes everyone more aware of and sensitive to the needs and differences of others.

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