In How to Effectively and Legally Use Racial Data for DEI, using racial data of individuals is ok as long as an organization:

Uses aggregate data to inform recruitment efforts such as standardized promotions processes

Uses the data to hire individuals from underrepresented groups

Uses the data to increase the number of black employees in the organization

Uses the data to influence hiring less individuals from overrepresented groups

In the HBR article, How to Effectively and Legally Use Racial Data for DEI, which of the following is NOT a recommended strategy for using racial data for DEI purposes?

Using racial data for discriminatory hiring practices

Implementing safeguards to prevent misuse of data

Ensuring transparency and accountability in data collection and usage

Collecting data to protect individual privacy

How to Strategize Your Life: We discussed the seven step process to strategize your life, which is not one of those steps:

How do I assess my life portfolio?

What can I learn from benchmarking?

In the HBR Article “Where Does DEI Go from Here?” Why is the ‘ Freedom to Fade ’ important in the workplace?

Employees often value the ability to escape scrutiny, especially when they are overly scrutinized as a minority member of the workforce

Employees enjoy the ability to avoid work responsibilities

The ability to fade ensures stable annual raises and an adequate work-life balance

In the Where Does DEI Go From Here article which of the following are the four freedoms?

Freedom to Be, Freedom to Become, Freedom to Fade and Freedom to Fail

Freedom to be, Nondiscrimination policies, Anti-bias training and Allyship

Freedom to Be, Freedom to Become, Strengths-based development programs and allyship

Freedom to fail, Inclusion efforts, Increased diversity and freedom to become

In “The Power of Talk” Deborah Tannen explores linguistic styles. What is linguistic style?

A set of culturally learned signals by which we not only communicate what we mean but how we interpret others.

A communication style that cannot be changed and determined by inherent factors

Linguistic styles are not influenced by cultural norms and begin in childhood

Linguistic styles are learned in the workplace and influenced by your manager

In "The Power of Talk," Deborah Tannen explores the topic of Conversational Rituals. Which of the following are examples of conversational rituals?

apologies feedback, and compliments

getting credit and confidence boasting

In The Key to Inclusive Leadership, what are the 6 traits that make up the cluster of inclusive leaders?

Visible Commitment, Humility, Awareness of bias, Curiosity about others, Cultural Intelligence, Effective Collaboration

Humility, Awareness of Bias, Communication skills, Leadership, Passion, Vision

Vision, Collaboration, Cultural Awareness, Unbiased, Passion, Intelligence

Authenticity, Safety, Vision, Effective Collaboration, Communication, Unbiased

In the Scientific American article, How Diversity Makes Us Smarter, people are brought together to solve a problem in a group. What is anticipated that a socially diverse group will bring?

Different information, opinions, and perspectives

According to the article Women Score Higher Than Men In Most Leadership Skills , what are some reasons we see few women in leadership roles?

Unconscious bias, lack of opportunity, gender stereotypes, low confidence levels

lack of opportunity, lack of qualifications

overqualified, lack of opportunity, gender stereotypes

low confidence, poor management skills, poor communication skills

In GENDER EQUITY IS NOT ZERO SUM, what does the article suggest is a crucial step for companies to win the "war for talent" in the post-pandemic workforce?

Taking stands on gender and racial equality, leading on flexible work arrangements, and pursuing equal pay transparently

Offering traditional workplace norms and policies

Clinging to 20th-century gender and racial equality standards

Emphasizing remote work options predominantly for women

In GENDER EQUITY IS NOT ZERO SUM, which of the following statements best captures the essence of integrating diversity, equity, and inclusion (DEI) initiatives into core business outcomes and mission?

Emphasizing a shared identity among all employees fosters collaboration and appreciation of diverse perspectives

DEI initiatives should focus on what majority members should not do in relation to underrepresented groups

Mandatory compliance-oriented training is the most effective approach to address DEI issues

DEI metrics should only be tracked at the executive level to ensure accountability for leaders

In the HBR article, The Leader as Coach: The authors detail the importance of balancing directive and nondirective coaching styles of coaching by building a leader’s situational coaching style through the GROW model. What are the four action steps in this model?

Goal. Revision. Opportunity. Will.

Growth. Reality. Opinion. Worth.

Goal. Readiness. Operations. Work.

"How Women Can Get What They Want in a Negotiation?" What does BATNA stand for in Negotiation?

Best Alternative to a Negotiated Agreement

Behavioral Analysis Through Numerical Assessments

Balanced Art and Technology in New Age

Bridging Academic Theories with Nonprofit Advocacies

In the HBR article, Unconscious Bias Training That Works, in a survey of 500 employees, participants reported taking UB training more seriously when which of the following supports are provided?

When the training are very entertaining

In the HBR article, Unconscious Bias Training That Works, they referenced a study at a pharmaceutical company that identified 3 flaws of traditional UB training. Which is not one of them?

UB training didn’t collect metrics on race and gender

UB training didn’t explain the science

In Why Diversity Programs Fail, What are the approaches companies should adopt to increase diversity?

Engagement, Contact, Social Accountability

Mandatory training, Performance ratings, Grievance reports

Social identification, Awareness, Reeducation

In Women Rising: The Unseen Barriers, What is “second-generation gender bias” ?

When a women wants to make career progress, but is prevented from reaching higher ranks

When people born in the second generation of a family are more likely to receive the promotion

When a man wants to make career progress, but is prevented from reaching higher ranks

When advancements in technology have rendered gender discrimination trends

In Women Rising: The Unseen Barriers, What kind of environment is needed for people to connect effectively?

By creating a safe space to grow like a coaching relationships or leadership mentorship program

Randomly pairing with staff members and giving conversation questions

Feedback from an employee of the environment of the workplace

Online setting is accessible way of communication and email or zooms for information

In the HBR article, Empathy and burnout in male and female helping professionals , What are the three types of empathy?

Emotional, cognitive, and compassionate

Intrinsic, extrinsic, and fundamental

Promote work life balance, improve the well-being of the team, and active listen to peers

Basic, intermediate, and advanced

In the HBR article, Beating Burnout , What are the three types of exhaustion associated with Burnout?

Physical, Cognitive, and Emotional

In the HBR article, A Guide to Becoming a Better Ally , which of the following can be categorized as invisible marginalized identities?

A colleague chooses not to disclose her disability to avoid stigma and discrimination

A man changes his style of speech to be accepted in the workplace

A woman removing her wig in the workplace to look professional

A leader uses body language to create closer work relationships

In the HBR article, Be a Better Ally , one of the ways to become an “Allyship” is by?

Sponsor similar groups to the Allyship

Play a passive role in helping marginalized groups

Seeking ONLY Feedback from marginalized groups.

MGMT 624 Final Exam Prep

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English

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5th - 7th Grade

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Practice Problem

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Easy

Veronica Salvador

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MGMT 624 Final Exam Prep

46 questions

What are Wendy Kopp's (Teach for America) Top 5 Clifton Strengths?

What are Simon Cooper's (Ritz-Carlton) Top 5 Clifton Strengths?

What are Mervyn Davies' (Standard Chartered Bank) Top 5 Clifton Strengths?

What are Brad Anderson's (Best Buy) Top 5 Clifton Strengths?

In which domain do the following strengths belong to? (Achiever, Arranger, Belief, Consistency, Deliberative, Discipline, Focus, Responsibility, Restorative)

In which domain do the following strengths belong to? (Activator, Command, Communication, Competition, Maximizer, Self-Assurance, Significance, Woo)

In which domain do the following strengths belong to? (Adaptability, Connectedness, Developer, Empathy, Harmony, Includer, Individualization, Positivity, Relator)

In which domain do the following strengths belong to? (Analytical, Context, Futuristic, Ideation, Input, Intellection, Learner, Strategic)

What domain does Wendy Kopp lead with?

What domain does Simon Cooper lead with?

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