At the annual shareholders’ meeting of Garfield, Inc., one shareholder turned to the other and whispered, “Our CEO, Mike Perez, has done an outstanding job of leading his division presidents to set aside their personal interests for the betterment of Garfield. And Mike is just such an exciting and passionate man. He has done wonders in turning around this organization.” The other shareholder replied, “Indeed, Mike truly stands out as a ________. I’m so glad that I’ve invested heavily in Garfield!”

Samuel’s boss makes no managerial decisions but asks his employees to take the necessary steps in all aspects of work. Samuel’s boss follows a(n) ________ decision-making style.

________ refers to the degree to which a test actually predicts or correlates with job performance.

A leader with ________ power has the right, or the authority, to tell others what to do.

Affirmative action is not to be confused with ________, which means moving beyond legislated mandates to embrace a proactive business philosophy that values differences positively.

________ is a tendency to judge foreign people or groups by the standards of one’s own culture or group, and to see one’s own standards as superior.

At a restaurant, employees who perform poorly during a particular shift are scheduled for the unpopular weekend shifts by the manager. In this case, the manager exercises his ________ power.

In the context of starting an entrepreneurial venture, the first formal step is to

The ________ highlights the importance of leader behaviors not just toward the group as a whole but toward individuals on a personal basis.

During the first day, with the presentation on the myths, stereotypes, and other cultural differences that act as barriers, the trainer was implement the component of diversity training known as ________ building.