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SHRM-CP Certification Exam Questions 2023 - Day 16
1. Effective global organizations recognize the value of travel in developing cultural awareness and appreciation. Why might short-term travel assignments be less effective in achieving these goals?
A) The shorter the travel assignment, the shorter the time its positive effects remain.
B) Up-front costs of any travel make shorter assignments less cost-effective than long-term assignments.
C) Short-term assignments tend to be on teams, which can remain insular.
D) Coping with cultural differences and overcoming culture shock takes time and multiple exposures.
2. Culture How is culture generally characterized?
A) Factors that change significantly with each new generation
B) Ethical behaviors determined by local laws and business practices
C) Multidimensional perspective that is inclusive of others' views
D) Shared system of values, beliefs, and attitudes
3. Which attribute would be considered part of implicit culture?
A) Views toward power
B) Languages spoken
C) Food and drink
D) Pace of life
4. Due diligence calls for an intensive investigation of an organization being considered for a merger or acquisition in order to understand the risks that could be associated with the deal. Which is an example of a cultural factor that poses potential risk?
A) Significant percentage of employees approaching retirement age
B) Creation of a workforce with a large number of workers who speak different languages
C) Use of multiple information technology systems in both organizations
D) Large number of claims alleging racial discrimination
5. What is the term for a set of beliefs, attitudes, values, and behaviors shared by members of a large group and passed down from one generation to the next?
A) Global mindset
B) Culture
C) Globalization
D) Assimilation
6. Refer to the following scenario for the next 4 questions. A manager at a large company e-mails the HR director asking for assistance. An employee on the manager's team will soon undergo a gender transition, and the employee plans to continue working during the transition. The employee is highly valued in the information technology department and is co-leading a project with a specialized consultant. The consultant is one of only two in the country who specialize in the area of the project. In the e-mail to the HR director, the manager indicates that other members of the team are aware of the employee's upcoming gender transition. In private discussions with the manager, some team members, including the consultant, have expressed a high level of discomfort regarding the situation. The manager would like the HR director's advice on how to handle the situation. What action should the HR director recommend to the manager regarding the employees who have expressed discomfort about the situation?
A) A. Schedule a team meeting so that the transitioning employee can answer the questions of the other team members.
B) B. Meet with each employee who expressed discomfort individually to review the company's policy on diversity and inclusion.
C) C. Encourage the transitioning employee to set up private meetings with each team member to talk about their concerns.
D) D. Provide training to the team members who have expressed discomfort on how to interact with the employee during the transition.
7. Several employees approach the HR director to express concerns about which bathroom the transitioning employee should use. Which action should the HR director take?
A) A. Assign the transitioning employee to a gender-neutral bathroom during and after the transition.
B) B. Identify a private bathroom on site that the transitioning employee can use during the transition.
C) C. Tell all employees that they are able to use any available bathroom regardless of posted signage.
D) D. Tell the transitioning employee to use whichever bathroom is preferable to the employee.
8. Citing religious reasons, the consultant refuses to acknowledge the employee's new gender and continues to reference the employee's previous gender. This has offended the employee and impacted the progress of the project. What action should the HR director take?
A) A. Meet with the employee and the consultant to help them work out their differences of opinion.
B) B. Inform all team members that they have the right to practice their religion as they see fit.
C) C. Meet with the consultant to discuss ways to observe religious beliefs without impacting the project.
D) D. Assign an employee to serve as a liaison between the consultant and the transitioning employee.
9. A group of employees approaches the HR director to present a detailed plan for a company-wide campaign focused on supporting employees who have undergone or would like to undergo a gender transition. What should the HR director do next?
A) A. Conduct focus groups with a random sample of employees to discuss the details of the campaign.
B) B. Conduct an anonymous survey to learn how other employees feel about such a campaign.
C) C. Meet with senior executives to find out if they would be supportive of such a campaign.
D) D. Contact HR directors at other companies to learn if they have ever engaged in such a campaign.
10. What term has been coined for the process of charting a course to address cultural differences?
A) Parochialism
B) Determinism
C) Cultural relativism
D) Dilemma reconciliation
A) The shorter the travel assignment, the shorter the time its positive effects remain.
B) Up-front costs of any travel make shorter assignments less cost-effective than long-term assignments.
C) Short-term assignments tend to be on teams, which can remain insular.
D) Coping with cultural differences and overcoming culture shock takes time and multiple exposures.
2. Culture How is culture generally characterized?
A) Factors that change significantly with each new generation
B) Ethical behaviors determined by local laws and business practices
C) Multidimensional perspective that is inclusive of others' views
D) Shared system of values, beliefs, and attitudes
3. Which attribute would be considered part of implicit culture?
A) Views toward power
B) Languages spoken
C) Food and drink
D) Pace of life
4. Due diligence calls for an intensive investigation of an organization being considered for a merger or acquisition in order to understand the risks that could be associated with the deal. Which is an example of a cultural factor that poses potential risk?
A) Significant percentage of employees approaching retirement age
B) Creation of a workforce with a large number of workers who speak different languages
C) Use of multiple information technology systems in both organizations
D) Large number of claims alleging racial discrimination
5. What is the term for a set of beliefs, attitudes, values, and behaviors shared by members of a large group and passed down from one generation to the next?
A) Global mindset
B) Culture
C) Globalization
D) Assimilation
6. Refer to the following scenario for the next 4 questions. A manager at a large company e-mails the HR director asking for assistance. An employee on the manager's team will soon undergo a gender transition, and the employee plans to continue working during the transition. The employee is highly valued in the information technology department and is co-leading a project with a specialized consultant. The consultant is one of only two in the country who specialize in the area of the project. In the e-mail to the HR director, the manager indicates that other members of the team are aware of the employee's upcoming gender transition. In private discussions with the manager, some team members, including the consultant, have expressed a high level of discomfort regarding the situation. The manager would like the HR director's advice on how to handle the situation. What action should the HR director recommend to the manager regarding the employees who have expressed discomfort about the situation?
A) A. Schedule a team meeting so that the transitioning employee can answer the questions of the other team members.
B) B. Meet with each employee who expressed discomfort individually to review the company's policy on diversity and inclusion.
C) C. Encourage the transitioning employee to set up private meetings with each team member to talk about their concerns.
D) D. Provide training to the team members who have expressed discomfort on how to interact with the employee during the transition.
7. Several employees approach the HR director to express concerns about which bathroom the transitioning employee should use. Which action should the HR director take?
A) A. Assign the transitioning employee to a gender-neutral bathroom during and after the transition.
B) B. Identify a private bathroom on site that the transitioning employee can use during the transition.
C) C. Tell all employees that they are able to use any available bathroom regardless of posted signage.
D) D. Tell the transitioning employee to use whichever bathroom is preferable to the employee.
8. Citing religious reasons, the consultant refuses to acknowledge the employee's new gender and continues to reference the employee's previous gender. This has offended the employee and impacted the progress of the project. What action should the HR director take?
A) A. Meet with the employee and the consultant to help them work out their differences of opinion.
B) B. Inform all team members that they have the right to practice their religion as they see fit.
C) C. Meet with the consultant to discuss ways to observe religious beliefs without impacting the project.
D) D. Assign an employee to serve as a liaison between the consultant and the transitioning employee.
9. A group of employees approaches the HR director to present a detailed plan for a company-wide campaign focused on supporting employees who have undergone or would like to undergo a gender transition. What should the HR director do next?
A) A. Conduct focus groups with a random sample of employees to discuss the details of the campaign.
B) B. Conduct an anonymous survey to learn how other employees feel about such a campaign.
C) C. Meet with senior executives to find out if they would be supportive of such a campaign.
D) D. Contact HR directors at other companies to learn if they have ever engaged in such a campaign.
10. What term has been coined for the process of charting a course to address cultural differences?
A) Parochialism
B) Determinism
C) Cultural relativism
D) Dilemma reconciliation
1. Right Answer: D
Explanation: The experience of culture shock and the opportunity to learn to cope with cultural differences takes time and multiple experiences in different cultures. One must learn how to live in another culture and enjoy it.
2. Right Answer: D
Explanation: Culture is a shared system of values, beliefs, and attitudes that shape a specific group of people. Examples include organizational, national, linguistic, generational, and professional cultures.
3. Right Answer: A
Explanation: Implicit culture deals with attitudes and beliefs, not tangible things like language, dress, rituals, life styles, and food. The view toward power is an example of implicit culture.
4. Right Answer: B
Explanation: Integrating a large number of employees who speak a different language is a cultural factor that HR should include in its due diligence investigation. Such a cultural factor will require special planning for a successful acquisition or merger. Discrimination claims represent a legal risk factor. A large number of key employees approaching retirement age represents a structural risk factor.
5. Right Answer: B
Explanation: The term culture refers to basic assumptions, norms, and values shared by members of a group. These elements of culture are expressed in artifacts such as clothing and in speech and behaviors. The elements are learned by new members of the group (whether newborn children or new employees in a workplace) and in this way are passed down over time. Globalization refers to the trend toward interconnectedness among countries. A global mindset is developed through understanding multiple cultures. Assimilation is the process of acquiring the elements of a new culture.
6. Right Answer: B
Explanation: B is correct. Reinforcing the organization's stance on diversity and inclusion is an important first step in making the transitioning employee feel comfortable in the workplace. A, C, and D are incorrect, as they would not be first steps. They may be subsequent steps in helping the transitioning employee and other employees become more comfortable with each other in the workplace.
7. Right Answer: D
Explanation: D is correct. Support for transitioning employees is best demonstrated by normalizing the gender they are presenting as. A simple way to do this is to encourage the use of the bathroom that matches their gender expression. A and B are incorrect, as not all organizations have a gender-neutral or private bathroom. C is incorrect, as it would not be reasonable to encourage employees to use the restrooms of an opposite gender.
8. Right Answer: C
Explanation: C is correct. Meeting with the consultant to provide feedback and promoting a working relationship between the consultant and the transitioning employee demonstrates respect for the beliefs of both individuals. A is incorrect, as the differences of opinion between the consultant and the transitioning employee are not likely to change. B is incorrect, as this would be an inappropriate statement to make broadly. D is incorrect, as adding an intermediary is not an effective use of resources.
9. Right Answer: C
Explanation: C is correct. The HR director has a great opportunity to work with the leadership team to support this employee-led initiative to create an inclusionary environment. This not only demonstrates support for the employees considering and/or undergoing transition; it also sends a clear message welcoming diversity in the organization. A and B are incorrect. Employees are already supportive of the transitioning employees. Including additional employee perspectives to support an inclusionary environment would not be useful, as it is an organizational decision to take this stance. D is incorrect, as it is inconsequential what other organizations do. The choice is the organizations to make to support an inclusionary environment.
10. Right Answer: D
Explanation: Trompenaars refers to the process of resolving cultural differences as dilemma reconciliation, noting that solutions to dilemmas need not be either-or propositions. Dilemma reconciliation refers to the process of creating a 'third way' as an alternative to opposing cultural demands. The other terms relate to cultural perspectives.
Explanation: The experience of culture shock and the opportunity to learn to cope with cultural differences takes time and multiple experiences in different cultures. One must learn how to live in another culture and enjoy it.
2. Right Answer: D
Explanation: Culture is a shared system of values, beliefs, and attitudes that shape a specific group of people. Examples include organizational, national, linguistic, generational, and professional cultures.
3. Right Answer: A
Explanation: Implicit culture deals with attitudes and beliefs, not tangible things like language, dress, rituals, life styles, and food. The view toward power is an example of implicit culture.
4. Right Answer: B
Explanation: Integrating a large number of employees who speak a different language is a cultural factor that HR should include in its due diligence investigation. Such a cultural factor will require special planning for a successful acquisition or merger. Discrimination claims represent a legal risk factor. A large number of key employees approaching retirement age represents a structural risk factor.
5. Right Answer: B
Explanation: The term culture refers to basic assumptions, norms, and values shared by members of a group. These elements of culture are expressed in artifacts such as clothing and in speech and behaviors. The elements are learned by new members of the group (whether newborn children or new employees in a workplace) and in this way are passed down over time. Globalization refers to the trend toward interconnectedness among countries. A global mindset is developed through understanding multiple cultures. Assimilation is the process of acquiring the elements of a new culture.
6. Right Answer: B
Explanation: B is correct. Reinforcing the organization's stance on diversity and inclusion is an important first step in making the transitioning employee feel comfortable in the workplace. A, C, and D are incorrect, as they would not be first steps. They may be subsequent steps in helping the transitioning employee and other employees become more comfortable with each other in the workplace.
7. Right Answer: D
Explanation: D is correct. Support for transitioning employees is best demonstrated by normalizing the gender they are presenting as. A simple way to do this is to encourage the use of the bathroom that matches their gender expression. A and B are incorrect, as not all organizations have a gender-neutral or private bathroom. C is incorrect, as it would not be reasonable to encourage employees to use the restrooms of an opposite gender.
8. Right Answer: C
Explanation: C is correct. Meeting with the consultant to provide feedback and promoting a working relationship between the consultant and the transitioning employee demonstrates respect for the beliefs of both individuals. A is incorrect, as the differences of opinion between the consultant and the transitioning employee are not likely to change. B is incorrect, as this would be an inappropriate statement to make broadly. D is incorrect, as adding an intermediary is not an effective use of resources.
9. Right Answer: C
Explanation: C is correct. The HR director has a great opportunity to work with the leadership team to support this employee-led initiative to create an inclusionary environment. This not only demonstrates support for the employees considering and/or undergoing transition; it also sends a clear message welcoming diversity in the organization. A and B are incorrect. Employees are already supportive of the transitioning employees. Including additional employee perspectives to support an inclusionary environment would not be useful, as it is an organizational decision to take this stance. D is incorrect, as it is inconsequential what other organizations do. The choice is the organizations to make to support an inclusionary environment.
10. Right Answer: D
Explanation: Trompenaars refers to the process of resolving cultural differences as dilemma reconciliation, noting that solutions to dilemmas need not be either-or propositions. Dilemma reconciliation refers to the process of creating a 'third way' as an alternative to opposing cultural demands. The other terms relate to cultural perspectives.
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