Crosstabs: gender vs meal [DataSet1] Case Processing Summary Cases Valid Missing Total N Percent N Percent N Percent Row * Column 210 100.0% 0 0.0% 210 100.0% Row * Column Crosstabulation Column TotalMale Female Row Breakfast Count Expected Count Lunch Count Expected Count Dinner Count Expected Count Snack Count Expected Count Total Count Expected Count 12 15 27 13.1 13.9 27.0 33 46 79 38.4 40.6 79.0 45 33 78 37.9 40.1 78.0 12 14 26 12.6 13.4 26.0 102 108 210 102.0 108.0 210.0 Chi-Square Tests Value df Asymptotic Significance (2- sided) Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 4.305a 3 .230 4.319 3 .229 1.222 1 .269 210 0 cells (0.0%) have expected count less than 5. The minimum expected count is 12.63.a. Page 1 Crosstabs: gender vs dating apps [DataSet2] Case Processing Summary Cases Valid Missing Total N Percent N Percent N Percent Row * Column 209 100.0% 0 0.0% 209 100.0% Row * Column Crosstabulation Column TotalMale Female Row Acceptable Count Expected Count Not_Acceptable Count Expected Count Total Count Expected Count 39 76 115 45.1 69.9 115.0 43 51 94 36.9 57.1 94.0 82 127 209 82.0 127.0 209.0 Chi-Square Tests Value df Asymptotic Significance (2- sided) Exact Sig. (2- sided) Exact Sig. (1- sided) Pearson Chi-Square Continuity Correctionb Likelihood Ratio Fisher's Exact Test Linear-by-Linear Association N of Valid Cases 3.037a 1 .081 2.561 1 .110 3.035 1 .081 .089 .055 3.022 1 .082 209 0 cells (0.0%) have expected count less than 5. The minimum expected count is 36.88.a. Computed only for a 2x2 tableb. Page 2 CrosstabsTitleActive DatasetCase Processing SummaryRow * Column CrosstabulationChi-Square TestsCrosstabsTitleActive DatasetCase Processing SummaryRow * Column CrosstabulationChi-Square Tests Diversity in a Global Environment MGT 357 Final Exam Fall, 2018 THIS IS A TAKE HOME FINAL EXAM WORTH 100 POINTS. YOU MUST ANSWER ALL OF THE CASE AND ESSAY QUESTIONS TO COMPLETE THE EXAM. EXAMS WILL BE GRADED ON THE FOLLOWING CRITERIA. · Quality of Ideas: originality, creativity, and completeness. · Use of Course Concepts: appropriate use of key concepts and frameworks to support your analysis/discussion. · Specificity, Concreteness, and Credibility: Avoidance of generalizations and jargon; use of specific examples to support points; conclusions/recommendation are reasonable, realistic and well-supported. · Organization and writing: Overall clarity and logical organization of your thoughts. Free of errors. Exams are due by your scheduled exam time, Wednesday, December 19, 2018 by 12:30 pm.. Exams received after that date and time will be subject to a late penalty. You may turn in your exam early, but you should avoid turning in the exam late. CASE: DIVERSITY CHALLENGES AT MIDWESTERN UNIVERSITY Analyze the case below. This case is worth a total of fifty (50) points. It should consist of answers to all of the que.

1. Crosstabs: gender vs meal
[DataSet1]
Case Processing Summary
Cases
Valid Missing Total
N Percent N Percent N Percent
Row * Column 210 100.0% 0 0.0% 210 100.0%
Row * Column Crosstabulation
Column
TotalMale Female
Row Breakfast Count
Expected Count
Lunch Count
Expected Count
Dinner Count
Expected Count
Snack Count

2. Expected Count
Total Count
Expected Count
12 15 27
13.1 13.9 27.0
33 46 79
38.4 40.6 79.0
45 33 78
37.9 40.1 78.0
12 14 26
12.6 13.4 26.0
102 108 210
102.0 108.0 210.0
Chi-Square Tests
Value df
Asymptotic
Significance (2-
sided)
Pearson Chi-Square

3. Likelihood Ratio
Linear-by-Linear
Association
N of Valid Cases
4.305a 3 .230
4.319 3 .229
1.222 1 .269
210
0 cells (0.0%) have expected count less than 5. The minimum
expected count is 12.63.a.
Page 1
Crosstabs: gender vs dating apps
[DataSet2]
Case Processing Summary
Cases
Valid Missing Total
N Percent N Percent N Percent
Row * Column 209 100.0% 0 0.0% 209 100.0%
Row * Column Crosstabulation

4. Column
TotalMale Female
Row Acceptable Count
Expected Count
Not_Acceptable Count
Expected Count
Total Count
Expected Count
39 76 115
45.1 69.9 115.0
43 51 94
36.9 57.1 94.0
82 127 209
82.0 127.0 209.0
Chi-Square Tests
Value df
Asymptotic
Significance (2-
sided)

5. Exact Sig. (2-
sided)
Exact Sig. (1-
sided)
Pearson Chi-Square
Continuity Correctionb
Likelihood Ratio
Fisher's Exact Test
Linear-by-Linear
Association
N of Valid Cases
3.037a 1 .081
2.561 1 .110
3.035 1 .081
.089 .055
3.022 1 .082
209
0 cells (0.0%) have expected count less than 5. The minimum
expected count is 36.88.a.
Computed only for a 2x2 tableb.

6. Page 2
CrosstabsTitleActive DatasetCase Processing SummaryRow *
Column CrosstabulationChi-Square TestsCrosstabsTitleActive
DatasetCase Processing SummaryRow * Column
CrosstabulationChi-Square Tests
Diversity in a Global Environment
MGT 357
Final Exam
Fall, 2018
THIS IS A TAKE HOME FINAL EXAM WORTH 100 POINTS.
YOU MUST ANSWER ALL OF THE CASE AND ESSAY
QUESTIONS TO COMPLETE THE EXAM. EXAMS WILL BE
GRADED ON THE FOLLOWING CRITERIA.
· Quality of Ideas: originality, creativity, and completeness.
· Use of Course Concepts: appropriate use of key concepts and
frameworks to support your analysis/discussion.
· Specificity, Concreteness, and Credibility: Avoidance of
generalizations and jargon; use of specific examples to support
points; conclusions/recommendation are reasonable, realistic
and well-supported.
· Organization and writing: Overall clarity and logical
organization of your thoughts. Free of errors.
Exams are due by your scheduled exam time, Wednesday,
December 19, 2018 by 12:30 pm.. Exams received after that
date and time will be subject to a late penalty. You may turn in
your exam early, but you should avoid turning in the exam late.
CASE: DIVERSITY CHALLENGES AT MIDWESTERN
UNIVERSITY
Analyze the case below. This case is worth a total of fifty (50)
points. It should consist of answers to all of the questions at the
end of the case worth ten (10) points each. The answers should
be complete, thorough, and based on Diversity theory and
concepts. While there is no required length, you should provide
enough analysis to justify earning ten points for each question.

7. Ram’s Request of Dr. Lewis
Dr. Audrey Lewis, an African American professor at
Midwestern University, had just finished a conversation with
Ram Thackeray, an international student from India. Ram was
the President of the Student Senate and was currently taking
Professor Lewis’s course on Diversity in the Workplace. He
often dropped by her office to share his thoughts and
perceptions since he knew her well and had taken three of her
classes in the past. Therefore, when he told her that he felt that
Midwestern University was not serious about its diversity
efforts and only paid lip service to the issue, Dr. Lewis was not
surprised. Ram asked for Dr. Lewis’ help in changing the
culture of MU and she wondered if she should become involved
in his change efforts since she had to work there.
Ram, a graduating senior, had felt for a long time that the
University lumped the minority student population in one
category even though these groups had differing needs. As the
President of the Student Leadership Organization, he was very
influential and had talked with various administrators including
the President of the University about diversity issues on
campus. Ram had lobbied for the university to pay more
attention to the housing needs of international students by
keeping the dorms open during short breaks, offering meal
choices that would appeal to the tastes and dietary needs of
international students, providing supports for more English as a
second language classes, and giving minority students more
voice in the planning of social activities on campus. Ram even
formed a new organization, the Student Cultural Council,
comprised of students, faculty and staff, to make
recommendations about diversity issues to the administration.
Despite these repeated conversations and efforts, Ram felt that
nothing ever changed on the diversity front.
Ram felt that MU’s widely publicized strategic goal of
achieving a twenty five percent international and fifteen percent
domestic minority student body for a total of forty percent

8. minority student population within five years was admirable.
The University President often spoke of these goals in campus
community meetings and wrote about them in communications
to the entire campus community, but Ram felt the supports for
more diverse students were not in place to accomplish this goal.
The latest incident he shared with Dr. Lewis supported his
perceptions. Ram told Dr. Lewis that although he was
graduating, he was going to work hard to improve the diversity
climate at MU. When Professor Lewis inquired as to what
happened, Ram shared the following story.
The Last Straw
Earlier, Ram held a meeting with Midwestern students in his
capacity as President of the Student Leadership Organization.
At the end of the meeting he was walking down a corridor in the
student center, preparing to exit the building and saw the
Student Affairs Vice President, Dr. Lou Chambers, showing
some of the members of the University Board of Trustees the
Student Center building and the proposed renovations that
would take place during the summer. As Ram approached them
from behind to introduce himself as the President of the Student
Leadership Organization, he heard Dr. Chambers say to the
three Trustees, “This is the minority corner.” Dr. Chambers
chuckled and pointed to where the new Gay Pride Center,
Women’s Center, and Multicultural Center would be located.
“We like to keep them all together,” said Dr. Chambers as he
laughed and continued the tour. Ram stopped in his tracks. The
statement that appeared part of a normal innocent conversation
to Dr. Chambers was shocking to Ram. Ram was now convinced
that the highest levels of Midwestern University Administration
simply did not get the fact that their thinking about minorities
was inherently biased. Tired of working through existing
channels, Ram felt something had to be done, and had to be
done now!

9. Ram Thackeray’s Culture Change Plan
With only two weeks until graduation, Ram told Dr. Lewis that
he needed a bold plan to change the culture of Midwestern to
make it more inclusive and in a “eureka” moment he had
devised one. He decided that he would begin to change the
culture of Midwestern by writing a letter to members of the
University’s Board of Trustees, bypassing MU’s president and
other administrators, detailing his concerns about the culture of
Midwestern University. He stated that the letter would end with
a challenge to the Trustees, requesting their immediate attention
to this matter. Further, he told Dr. Lewis that he was not
concerned about the chain of command or proper protocol since
none of his previous actions had been successful.
Midwestern University Background
A private, Midwestern university in Ohio, MU had a student
population of approximately 7000 students. Until 2000, it was
known as Midwest Ohio College, a small business school,
granting undergraduate and Master’s degrees in the business
disciplines only. Because of its business only focus, Midwest
Ohio College always had a problem with diversity. Throughout
the 1990’s Midwest Ohio was a predominately white,
conservative, mostly male campus located in a rural area.
International and domestic minority students comprised less
than five percent of the total student population. Female
students were also in the minority at Midwest Ohio College.
When the new President, Jim Hedley, was hired in 1996,
Midwest Ohio College began to change its strategic direction
and undertook several initiatives that would enhance and
improve its diversity. President Hedley hired Dr. Lou
Chambers, the Vice President for Student Affairs to take the
University to a new level in supporting the students. Because of
his prior academic experience, as Vice President for Student
Affairs at a large state university in Michigan, Dr. Chambers
understood the importance of diversity in higher education.
President Hedley and Vice President Chambers immediately
implemented several programs designed to support the diversity

10. efforts at Midwestern.
One of the most notable changes in the coming years was MU’s
transition from a college to a university. Two separate colleges,
including The College of Business and the College of Arts and
Sciences, were established within Midwestern. This led to
increased enrollments and a more diverse student body. As a
result, more student athletes were recruited in both male and
female sports at Midwestern. Due to the infusion of a
significant number of minority athletes on the sports teams, the
University student body increased significantly in diversity. In
addition, the University started to invest heavily in recruiting
students from abroad with a big push to get more students from
India, China, and South America. Hence the number of
international students increased as well.
Eventually, President Hedley and his wife also inaugurated
several new buildings and expanded the construction of new
buildings to include a new chapel to emphasize inclusion and
acceptance of all faiths represented in the diverse student and
faculty body at MU. Integrating diversity as part of the
University’s strategy moving into the future was clearly part of
President Hedley’s general orientation.
Diversity at Midwestern University
These changes helped change the demographic mix of MU’s
student population to its current levels of 10% domestic
minority and 16% international representing 40 countries. The
conservative culture of MU did not readily embrace the newly
diverse student body. GLBT students were often targets of
harassment and threats. Minority students were sometimes
called derogatory names outside of the classroom and
international students complained of isolation and stereotyping.
Thus, Midwestern experienced severe growing pains in its
diversity efforts. Further, the university did little to improve the
conditions diverse students experienced beyond creating a
Women’s Center, a Multicultural Center and a Gay Pride
Center. Thus, students had a place to meet, but there was no
real change to the University’s structure where minority

11. students were concerned.
The major diversity efforts at Midwestern consisted of a slogan
contest held each spring, the establishment of a Faculty/Staff
Diversity discussion group which met to discuss diversity
concerns. A one week summer orientation program was held
each year to help international students and domestic minority
students adjust to the new campus environment, and a policy for
reporting hate incidents which was included in the University’s
student handbook. Ram felt that while these efforts were a good
beginning, they were far from complete and much more needed
to be done. Ram constantly met with the President of the
University and the Vice President for Student Affairs about his
concerns. Ram’s demands, lack of patience around diversity
issues, and outspoken nature became so intense that he was seen
as a hot head and loose cannon by faculty and administrators
alike.
Ram’s Action
The day before commencement, Dr. Lewis ran into Ram in a
separate, chance encounter. Ram stopped her in the hall and
told her that he sent the letter to the members of the
University’s Board of Trustees. Ram handed Dr. Lewis a sealed
envelope which contained a copy of his letter and asked if she
would meet with him on Monday, following graduation, and
continue to assist him in his culture change efforts. As Dr.
Lewis took the letter, she wondered what Ram had written and
if he had thoroughly developed the “next steps” in his
organization change plan. While Dr. Lewis admired Ram’s
passion and commitment for this cause, she had to live in this
system. As a result, she asked herself if she should even get
involved.
Questions: Worth 10 points each.
1. Midwestern University is undergoing a change in the
diversity composition of its current and future student body.
What should Midwestern do to assure that it has a culture which
supports an increasingly diverse student population?
2. Explain why Ram saw Dr. Chambers’ comment as offensive,

12. while Dr. Chambers saw his comment as funny.
3. Suppose that you are Ram Thackery, an international student
at Midwestern University. You feel that the culture of the
university does not support a more diverse student population.
Compose a letter to the University’s Board of Trustees which
will bring this matter to their attention and create a need for
action on their part.
4. Explain how you will react to a negative reaction from the
President of Midwestern University for stepping outside of the
chain of command and approaching the Board of Trustees
directly. Will you continue with your culture change plan since
you will be an alumnus and no longer an active student? Will a
negative reaction from the President even matter at this point in
time?
5. Should Dr. Lewis get involved? If yes, what will her
involvement contribute to the change process?
ESSAY QUESTIONS
Discuss and answer each of the questions below. You must
answer all questions completely, including multiple part
questions. Each question is worth 10 points.
1. Provide five detailed reasons why it is important to study
current and emerging workforce diversity issues today.
2. As demographics continue to shift in the United States and
globally, what impact will this growing trend have in the
workplace and in the future? Provide four examples.
3. Discuss how an organization’s culture can convey a message
of exclusion or inclusion. Explain leadership and management’s
role in ensuring whether a culture is inclusive or exclusive.
4. Comment on the following statement: “Legislation alone is
not adequate for ensuring that workplaces are fair and
equitable.” Included in your discussion relevant diversity

13. concepts, facts, and research to support your answer.
5. Explain institutional racism and ways it can exist in the
workplace.