Question

Which statement is true about Hofstede's masculine cultures? Women are allowed to work in male-dominant industry. Complying with the supervisor is expected. Material success is strongly valued. It is important to fit in with one's group. Question 11 2 pts Which Hofstede's cultural dimension relates to the degree to which people feel anxiety and discomfort when working or living in unfamiliar situations? Decision-making difficulty Uncertainty avoidance Social anxiety disorder Masculinity Neuroticism Paul, the VP of Human Resources for Widget Company, is developing Widget's diversity management program. Based on the class concept of "managing diversity", which of the following would not be considered an appropriate element of the diversity management program? Diversity training programs for managers Pre-set quotas for the percentage of workers in the organization who are minorities and women Programs that ensure employees have mentors Ensuring that recruiting sources provide a diverse pipeline of job candidates Programs like flextime that promote work/family balance for nontraditional workers

Answer 1

Step-by-step explanation:

According to Hofstede’s cultural dimensions theory, in masculine cultures, material success is strongly valued (option C). Masculine cultures are characterized by a focus on achievement, competition, and success. In these cultures, people are expected to strive for material wealth and status, and success is often measured by one’s possessions and achievements.

Hofstede’s cultural dimension that relates to the degree to which people feel anxiety and discomfort when working or living in unfamiliar situations is uncertainty avoidance (option B). Uncertainty avoidance refers to the extent to which a culture feels threatened by ambiguous or unknown situations and tries to avoid them through strict rules and regulations.

Based on the class concept of “managing diversity,” pre-set quotas for the percentage of workers in the organization who are minorities and women (option B) would not be considered an appropriate element of a diversity management program. While diversity management programs may include initiatives to increase representation of underrepresented groups, pre-set quotas can be seen as discriminatory and may not be legally permissible in some jurisdictions. Instead, effective diversity management programs focus on creating an inclusive workplace culture that values and leverages diversity through initiatives such as diversity training, mentoring programs, diverse recruiting sources, and work-life balance programs.