BUSM 2011 - MindTap Verified Exam Questions and Answers Latest
update 2026/2027
Question:
1. A) Separation diversity
Answer:
After working with his team for a while, Patrick realizes that his team is more diverse than he initially
thought. The members come from a variety of functional backgrounds and have a wide variety of
work experiences.
A) Separation diversity
B) Deep-level diversity
C) Disparity diversity
D) Variety diversity
Question:
2. Reverse mentoring
Answer:
GE's Jack Welch paired younger employees with older and higher-ranking executives to transfer
technology knowledge to higher organizational levels. This is an example of
Question:
3. more positive attitudes toward diversity
Answer:
Research has found that firm performance increases when employees have
Question:
4. Deep-level diversity vs Separation to variety diversity. Deep-level diversity is also unobservable,
but it is not related diversity
Answer:
Functional backgrounds and work experience are not observable. They contribute to functional
backgrounds and work experiences. Separation diversity involves differences in opinions among
group members, while disparity refers to differences in social assets such as rank or pay.
Question:
5. relationships, diversity, globaliza- are new employment tion, technology, and ethics and corporate
governance
Answer:
The five central environmental forces for change faced by today's organizations
,Question:
6. Reverse mentoring (*)
A) Surface-level
Answer:
pairs a senior employee with a junior employee, but unlike the top-down focus of traditional
mentoring, the focus is on transferring the skills of the junior employee to the senior employee.
Socializing and on-boarding have to do with getting new employees up to speed and proficient at their
jobs. (*)
Question:
7. A) Surface-level
diversity
Answer:
As Laura looks around the room, she realizes that although all of her teammates are white females,
they have many differences of opinion about the goals of the group and the way those goals should be
achieved.
A) Surface-level diversity
B) Personality diversity
C) Deep-level diversity
D) Separation diversity
Question:
8. The Millennial Generation (*)
Answer:
the largest generation since the baby boomers (*)
Question:
9. Separation diversity
Answer:
is related to differences of opinion among team members. can be seen directly. Surface-level diversity
is observable, and includes differences in race, age, and gender. Deep-level diversity refers to
individual differences that cannot be seen directly, including goals, values, personalities,
decision-making styles, knowledge, skills, abilities, and attitudes.
Question:
10. The Millennial Generation
Answer:
is the largest generation since the baby boomers. Most experts characterize today's workforce as
comprising four generations. According to date of birth, they are: seniors (1922-1943); baby boomers
(1943-1963); Generation X (1964-1980); and the Millennial Generation (1980-2000).
, Question:
11. Talent shortages are forecast to rise globally
Answer:
Question:
12. C) Surface-level
diversity
Answer:
Michael's new work team has people of a variety of races and ages.
A) Personalities
B) Disparity diversity
C) Surface-level diversity
D) Deep-level diversity
Question:
13. aging
Surface-level di-
Answer:
Increasing conscientiousness and knowledge counteract some of the negative effects of that result
from reductions in information processing speed and motivation to learn.
Question:
14. Surface-level diversity
Answer:
refers to observable differences in people, including race, age, ethnicity, physical abilities, physical
characteristics, and gender. Race and age are observable characteristics. Race and age are not
personality constructs. Deep-level diversity refers to individual differences that cannot be seen
directly, including goals, values, personalities, decision-making styles, knowledge, skills, abilities, and
attitudes. Disparity diversity refers to differences in social assets such as rank or pay.
Question:
15. B) Top management support positive potential of diversity?
for diversity and for diversity initiatives
Answer:
Which of the following is the most important element in effectively leveraging the
A) Having a minority in the role of CEO
B) Top management support for diversity and for diversity initiatives
C) Spending a lot of money on diversity initiatives
update 2026/2027
Question:
1. A) Separation diversity
Answer:
After working with his team for a while, Patrick realizes that his team is more diverse than he initially
thought. The members come from a variety of functional backgrounds and have a wide variety of
work experiences.
A) Separation diversity
B) Deep-level diversity
C) Disparity diversity
D) Variety diversity
Question:
2. Reverse mentoring
Answer:
GE's Jack Welch paired younger employees with older and higher-ranking executives to transfer
technology knowledge to higher organizational levels. This is an example of
Question:
3. more positive attitudes toward diversity
Answer:
Research has found that firm performance increases when employees have
Question:
4. Deep-level diversity vs Separation to variety diversity. Deep-level diversity is also unobservable,
but it is not related diversity
Answer:
Functional backgrounds and work experience are not observable. They contribute to functional
backgrounds and work experiences. Separation diversity involves differences in opinions among
group members, while disparity refers to differences in social assets such as rank or pay.
Question:
5. relationships, diversity, globaliza- are new employment tion, technology, and ethics and corporate
governance
Answer:
The five central environmental forces for change faced by today's organizations
,Question:
6. Reverse mentoring (*)
A) Surface-level
Answer:
pairs a senior employee with a junior employee, but unlike the top-down focus of traditional
mentoring, the focus is on transferring the skills of the junior employee to the senior employee.
Socializing and on-boarding have to do with getting new employees up to speed and proficient at their
jobs. (*)
Question:
7. A) Surface-level
diversity
Answer:
As Laura looks around the room, she realizes that although all of her teammates are white females,
they have many differences of opinion about the goals of the group and the way those goals should be
achieved.
A) Surface-level diversity
B) Personality diversity
C) Deep-level diversity
D) Separation diversity
Question:
8. The Millennial Generation (*)
Answer:
the largest generation since the baby boomers (*)
Question:
9. Separation diversity
Answer:
is related to differences of opinion among team members. can be seen directly. Surface-level diversity
is observable, and includes differences in race, age, and gender. Deep-level diversity refers to
individual differences that cannot be seen directly, including goals, values, personalities,
decision-making styles, knowledge, skills, abilities, and attitudes.
Question:
10. The Millennial Generation
Answer:
is the largest generation since the baby boomers. Most experts characterize today's workforce as
comprising four generations. According to date of birth, they are: seniors (1922-1943); baby boomers
(1943-1963); Generation X (1964-1980); and the Millennial Generation (1980-2000).
, Question:
11. Talent shortages are forecast to rise globally
Answer:
Question:
12. C) Surface-level
diversity
Answer:
Michael's new work team has people of a variety of races and ages.
A) Personalities
B) Disparity diversity
C) Surface-level diversity
D) Deep-level diversity
Question:
13. aging
Surface-level di-
Answer:
Increasing conscientiousness and knowledge counteract some of the negative effects of that result
from reductions in information processing speed and motivation to learn.
Question:
14. Surface-level diversity
Answer:
refers to observable differences in people, including race, age, ethnicity, physical abilities, physical
characteristics, and gender. Race and age are observable characteristics. Race and age are not
personality constructs. Deep-level diversity refers to individual differences that cannot be seen
directly, including goals, values, personalities, decision-making styles, knowledge, skills, abilities, and
attitudes. Disparity diversity refers to differences in social assets such as rank or pay.
Question:
15. B) Top management support positive potential of diversity?
for diversity and for diversity initiatives
Answer:
Which of the following is the most important element in effectively leveraging the
A) Having a minority in the role of CEO
B) Top management support for diversity and for diversity initiatives
C) Spending a lot of money on diversity initiatives
