Question

Which of the following are examples of ways that people differ in characteristic? (Select all that apply.)


Educational background


Physical ability


Race and ethnicity


Socioeconomic background

Question at position 2
2

True or False
1 point



Question at position 2

Cultural competency is critical to working and building relationships with people from different cultures; it is so critical, in fact, that it is now one of the most highly desired skills in the modern workforce. True or false?


True

False
Question at position 3
3

True or False
1 point



Question at position 3

It is often best to resolve conflicts in person. True or false?


True

False
Question at position 4
4

Matching
1 point



Question at position 4
Match the conflict resolution strategy to when it is the most appropriate to use.

Prompt 1Competing
Answer for prompt 1 Competing
Prompt 2Avoiding
Answer for prompt 2 Avoiding
Prompt 3Accommodating
Answer for prompt 3 Accommodating
Prompt 4Compromising
Answer for prompt 4 Compromising
Prompt 5Collaborating
Answer for prompt 5 Collaborating
Question at position 5
5

Fill in the Blank
1 point



Question at position 5
Question Blank 1 of 2
choose your answer...
-level diversity refers to differences you can generally observe in others, like ethnicity, race, gender, age, culture, language, disability; whereas,



Question Blank 2 of 2
choose your answer...
-level diversity reflects differences that are less visible, like personality, attitude, beliefs, and values.

Answer 1

Here are the answers:

1) Which are examples of ways people differ in characteristic? (Select all that apply)
- Educational background — Yes
- Physical ability — Yes
- Race and ethnicity — Yes
- Socioeconomic background — Yes

2) Cultural competency is one of the most highly desired skills in the modern workforce.
- True

3) It is often best to resolve conflicts in person.
- True

4) Match conflict resolution strategy to when it’s most appropriate:
- Competing — When quick, decisive action is required or to protect vital interests (e.g., emergencies, enforcing rules).
- Avoiding — When the issue is trivial, emotions need to cool, or you have no chance/want to delay.
- Accommodating — When maintaining the relationship is more important than the issue or you’re willing to yield.
- Compromising — When a temporary or expedient middle-ground solution is needed and both parties give up something.
- Collaborating — When the issue is important to both parties and you want a win–win, integrative solution.

5) Fill in the blanks:
- Blank 1: surface-level diversity
- Blank 2: deep-level diversity