HRD 12 Assignment
HRD 12 Assignment
HRD 12 Assignment
MCQ Question
QUESTION 1:
The differences in age, religion, race etc. among employees can be understood as
a. Workforce ethics
b. Workforce responsibility
c. Workforce diversity
d. All of these
QUESTION 2:
Detailed Solution: Most "nonstandard" workers (who do not hold regular, full-time jobs) are
women.
QUESTION 3:
Detailed Solution: Companies increasingly understand the value of recruiting and retaining
diverse employees. These workers play a critical role in a company's ability to adapt, grow
and sustain a competitive advantage in the modern business landscape. However, some
companies fail to recognise the benefits of having a racially and ethnically diverse workforce.
Factors such as prejudice and stereotypes towards certain racial or ethnic groups can lead to
discriminatory practices, whether conscious or unconscious.
QUESTION 4:
a. Race
b. Sexual orientation
c. Disability
d. Age
Detailed Solution: A small proportion of the Indian workforce is lesbian, gay, or bisexual.
Many do not disclose their sexual orientation because of homophobic comments, jokes or
anti-gay rhetoric. A survey conducted in 2016 by MINGLE, an Indian LGBT advocacy
group, on the Indian LGBT Workplace climate shows the acute prevalence of harassment and
homophobia in Indian workplaces.
QUESTION 5:
According to Hofstede, the extent to which a society accepts the fact that influence and
authority in institutions and organisations are distributed unequally can be classified as
a. Uncertainty/Avoidance
b. Masculinity/Femininity
c. Individualism/Collectivism
d. Power distance
Detailed Solution: Power distance refers to how less powerful members of organisations and
institutions (including the family) accept and expect unequal power distributions. This
dimension is measured not only from the perspective of the leaders who hold power but from
the followers.
QUESTION 6:
Correct Answer: c. Qualified employees have become scarce, so employers must become
more flexible
Detailed Solution: In the past, employers could control Diversity because there were more
people than jobs. Qualified employees have become scarce, so employers must become more
flexible. They need to realise that “Different does not mean deficient”.
QUESTION 7:
a. Cross-cultural training
b. Simulation training
c. Diversity training
d. All of these
QUESTION 8:
a. Acceptance
b. Adaptation
c. Denial
d. Defence
Detailed Solution: Defense against cultural difference occurs when people perceive other
cultures in polarised, competitive, zero-sum, or us-against-them terms (e.g., immigrants are
taking our jobs, our traditional values are under assault, etc.); when they exalt their own
culture over the culture of others (e.g., white nationalism); or when they feel victimised or
attacked in discussions about bias, bigotry, or racism (e.g., they withdraw, leave the room,
break down in tears, become defensive or hostile, etc.). The defence may also manifest in
efforts to deny people from other cultures equal access or opportunities, such as opposition to
affirmative-action policies or diversity-hiring initiatives.
QUESTION 9:
In the Triple-bottom line model, which of the following is the social variable dealing with
community, education, health and well-being?
a. People
b. Planet
c. Profit
d. Principle
Detailed Solution: The triple bottom line is a sustainability framework that examines a
company's social, environmental, and economic impact. The people category considers
society, and all stakeholders (versus solely shareholders), including employees, communities
within which an organisation operates, individuals throughout the supply chain, future
generations, and customers—to name a few.
QUESTION 10:
The conceptual framework to understand the role of HRD in developing ethical behaviour
has two dimensions which relate to the idea of
a. right or wrong
b. compulsion or freewill
c. wholeness or fragmentation
d. thinking or doing
QUESTION 11:
Which of the following statements regarding HRD and business ethics is INCORRECT:
a. The HRD profession has a responsibility to create a profession that behaves in a morally
responsible manner.
b. All aspects of HRD practice have ethical implications and involve making moral choices.
c. HRD facilitates the development of more responsible cultures by developing new
competencies and mindsets among their managers and executives.
d. HRD is an instrument of corporate profit maximisation agenda.
Detailed Solution: HRD has been criticised for disengaging from its roots in humanistic
social science and its original concern for the well-being of individuals in organisations.
It is described as an instrument of corporate profit maximisation, but that is not its true
aim.
QUESTION 12:
a. communities
b. employees
c. environment
d. customers
QUESTION 13:
The CSR matrix classifies companies based on CSR spending and CSR score. Those
companies which have high spending and high score are:
a. Low-efficiency
b. Pacesetters
c. Starting out
d. Smart Utilizers
QUESTION 14:
Based on SWOT analysis of HRD, CEOs not being able to identify and use the HRD
Managers would be:
a. Threat
b. Opportunity
c. Strength
d. Weakness
Detailed Solution: It is a weakness of HRD that CEOs cannot identify and use the HRD
Managers, and HRD managers lack the courage to educate and make a difference.
QUESTION 15:
The phenomenon where customers co-create rather than consume goods and services is
known as:
a. prosumers
b. globality
c. service-oriented architecture
d. business web
Detailed Solution: Prosumer is a combination of the two words- producer and consumer. It
refers to consumers taking part in the design process of the services or products consumed.