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MGMT$3106$

Assessment #$3$

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There are five dimensions of organizational culture.

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Cultural changes can happen without leadership.

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Workplace diversity has an impact on human resources functions such as recruitment and selection, training and development, performance management and employee welfare.

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Diversity training removes barriers and stereotypes that managers have about members of represented groups.

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All countries are receptive to diversity programmes that encourage acceptance of all diversity dimensions.

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Corporate social responsibility is the responsibility of an organization for the impacts of its decisions and activities on society and the environment, through transparent and ethical behavior.

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If an organization is people$-$oriented there is no need for them to have a diverse workforce.

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Limited exposure to a particular culture, race or ethnic group will prevent resistance to diversity in the workplace.

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One of the best practices of diversity training is to assess the organization's position on diversity.

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The culture of an organization has no effect on attitudes toward diversity and inclusion.

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Diversity management training may increase interpersonal conflict among employees.

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Two methods of implementing organizational changes are meetings and projects.

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It is inappropriate to discuss or acknowledge differences in culture, religion, gender or sexual orientation.

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Inclusion refers to circumstances in which a group consists of members of several different sub$-$groups.

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A diverse workforce will not contribute to an organisations success and competitiveness.

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Diversity in the workforce will not break down all walls of resistance.

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Diversifying the workforce will sufficiently break down the wall of resistance.

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Innovation and risk$-$taking is a dimension of organizational culture.

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Diversity has a positive impact on innovation.

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The International Labour Organisation $($ILO$)$ is a United Nations agency that addresses labour related issues

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Understanding the causes of diversity resistance in the workplace enables managers to develop methods for mitigating and managing such diversity.

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Having a diverse workforce automatically translates into organisational success.

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The Universal Declaration of Human Rights is legally binding for countries.

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Resistance to diversity is limited to employees and employers.

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A lack of diversity poses a threat to productivity.

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