BMGT 341

Value-percept theory

Job satisfaction depends on whether you perceive that your job supplies the things that you value.

SMART

"SMART" is a good acronym for remembering the characteristics of effective goals. "SMART" goals are Specific, Measurable, Attainable, Relevant, and TimeOriented.

Trust Propensity

A general expectation that the words, promises, and statements of individuals and groups can be relied upon

The characteristics of a trustee that inspire trust are

Ability, Benevolence, and Integrity

________ defines the tendency of people to see their environment only as it affects them and as it is consistent with their expectations. A) Social identity theory B) Selective perception C) Self-serving bias D) Projection bias E) Consensus

B) Selective perception

Which of the following is a dimension of the Big Five taxonomy? A) integrity B) motivation C) extraversion D) veiled purpose E) locus of control

C) extraversion

High organizational commitment =

Stars in high task performance Citizens in low task performance

Trust

willing to be vulnerable

Normative Commitment

A desire on the part of an employee to remain a member of an organization because of a feeling of obligation You stay because you ought to. What would you feel if you left anyway?

Continuance Commitment

A desire on the part of an employee to remain a member of an organization because of an awareness of the costs associated with leaving it You stay because you need to. What would you feel if you left anyway?

________ can be beneficial to teams if it stimulates conversations that result in the development and expression of new ideas. A) Task conflict B) Relationship conflict C) Noise D) Groupthink E) Social loafing

A) Task conflict

At Pleasant Pools Inc., there is a total focus on providing care and satisfaction to each customer. In the Prominent Clients division, each manager is assigned 3 employees to supervise, whereas in the Component Assembly division, each manager supervises about 15 employees. The Prominent Clients division managers can be described as having ________ as opposed to ________ for the Component Assembly division managers. A) a narrow span of control; a wide span of control B) a wide span of control; a narrow span of control C) narrow centralization; tall centralization D) tall formalization; flat formalization E) flat formalization; tall formalization

A) a narrow span of control; a wide span of control

Diane and Tia had two conflicting ideas regarding how to relaunch their restaurant to a new market. Tia favored a flashy, after-hours club atmosphere, whereas Diane proposed a more middle-class look and feel. At one point, the tension between them seemed about to escalate, but then Diane gave in and suggested that they go with Tia's plan. Diane used the ________ style of conflict resolution. A) accommodating B) collaborating C) compromise D) competing E) avoiding

A) accommodating

Which type of network structure in communication has the lowest degree of centralization? A) all-channel network B) circle network C) Y network D) wheel network E) X network

A) all-channel network

Claire has built her company by giving special attention to details. She is highly meticulous and demanding and often imposes her decisions on subordinates. Claire makes use of the ________ style of decision making. A) autocratic B) consultative C) transformational D) participative E) delegative

A) autocratic

In Big Bluff Heirlooms, a furniture manufacturing company, the arrival and departure times to and from work are specified to the minute, with time clocks used to control deviant behavior. It can be said that the company is high in A) formalization. B) centralization. C) decentralization. D) division of labor. E) work differentiation.

A) formalization.

Rachel, Emily, and Dravos are new product development specialists at the athletic footwear company Sole Success. All three have been part of the same team for over a year, and as a team they have had tremendous success, with three of their shoe designs among the current season's best sellers. There is a healthy sense of competition among them, but they take credit as a group for their successes rather than focus on individual achievement. A team such as this is said to have A) high potency. B) high cohesion. C) good mental modelling. D) good transactive memory. E) good conflict management.

A) high potency.

Technically, Vinh's direct supervisor is Leila, but his de facto boss is his colleague Mark, who has been with the company for several years. Vinh has stopped even trying to get Leila's feedback on problems, since she always seems to be out of the office for some reason or another, and even when she is there, she avoids talking to anyone. Leila is demonstrating A) laissez-faire leadership. B) transactional leadership. C) contingent reward leadership. D) active management-by-exception. E) passive management-by-exception.

A) laissez-faire leadership.

As manager and team leader, Sandra calls her subordinates together and says, "Okay, this week I'll need each of you to work a few extra hours because we need to get out those brochures that were back-ordered." She is exercising her ________ power. A) legitimate B) coercive C) referent D) reward E) expert

A) legitimate

Many years ago, Sprint Telecommunications aired an advertisement intended to demonstrate the clarity of reception Sprint customers could expect. The ad showed a rancher, who had used a different company, complaining that he had ordered 100 oxen from his supplier and instead received 100 dachshunds. The mix-up was probably due to the presence of ________ in the communication process. A) noise B) message filtering C) signal complexity D) network confusion E) competing messages

A) noise

County Medical Center has a good track record of treating patients well and discharging them in a timely manner. Then, in the span of one week, twelve patients suffer post-surgical bacterial infections that are resistant to drug treatment. Shortly afterward, the surgical and patient recovery teams gather to discuss the problem. One cardiac surgeon, Yvette, mentions that she read in a medical journal about a simple but effective method of reducing such infections. It involves encouraging and enforcing hand washing before all new patient contact. The key is to post reminders in every patient room and nurse station. There is also a smart phone app that will beep once every five minutes as a backup reminder. The hospital staff agrees to implement the protocol, and six months later the rate of infection has dropped by more than 50 percent. The hospital is striving to create a ________ culture. A) safety B) diversity C) fragmented D) sustainability E) customer service

A) safety

Over lunch, Daniela and Hassan are discussing their managers. Daniela describes her boss as extremely motivating. Work goals are more demanding than ever, but even though the rewards of the hard work may not come soon, Daniela trusts her manager's emphasis on the future good that will come from their work. She feels that working with this new manager has led to a much stronger emotional bond with the organization, much more engagement with the work, and an overall increase in her job satisfaction. Daniela's boss can be described as a(n) ________ leader. A) transformational B) authentic C) transactional D) perceptive E) Weberian

A) transformational

Bianca has just hired five new people for her startup, Inspirex, which has been in business for a few years and recently received a large sum of money from an angel investor. Xavier and Rashad are two of the new team members. They go out for a drink at the end of their second week and discuss the atmosphere at Inspirex. Rashad really appreciates the fact that Bianca planned a fun meet-and- greet party the first week and went out of her way to integrate them into the team. Xavier agrees and adds that he appreciated Bianca's responsiveness to questions and her "open-door" policy. Based on this, what else did Rashad and Xavier most likely take note of regarding Bianca's behavior? A) She emphasized the roles of each member of the team, making sure they understood their duties and responsibilities. B) In a meeting the first week, she solicited Rashad's and Xavier's opinions, instead of just making them sit and listen. C) She checked in frequently the first week to make sure Rashad and Xavier were making progress toward daily goals. D) She went over the company rules and had Rashad and Xavier take a short quiz to demonstrate their understanding. E) She introduced Rashad and Xavier to their team leaders, who then explained to them their respective projects.

B) In a meeting the first week, she solicited Rashad's and Xavier's opinions, instead of just making them sit and listen.

________ is(are) the degree to which group members think and act alike, and ________ represent(s) how friendly employees are to one another. A) Espoused values; basic underlying assumptions B) Solidarity; sociability C) Basic underlying assumptions; observable artifacts D) Sociability; solidarity E) Observable artifacts; espoused values

B) Solidarity; sociability

Craig, the CEO of ShopRite, Inc., has noticed that one of his store locations has consistently through-the-roof sales numbers. Also, a survey completed by employees revealed that this particular location's workers showed extremely high levels of motivation and job satisfaction when compared to other locations in the region. Everyone who works there gave high praise to their manager, Jamal. What else did the survey most likely reveal about Jamal's employees? A) They reported feeling a lot of pressure to exceed sales goals every month. B) They demonstrated citizenship behaviors, such as volunteering after work. C) They reported higher levels of stress than stores with lower sales numbers. D) They loved Jamal but were not especially committed to the company overall. E) The highest achievers were doing it for themselves rather than out of commitment to the team.

B) They demonstrated citizenship behaviors, such as volunteering after work.

Talia formed a technology start-up in her garage, and it has grown more rapidly than she ever imagined. She has always kept tabs on all of her people, and her company has just passed 150 employees. What should she do now? A) send managers to large corporations to bring back a sense of largeness B) add more structure for communication and decision- making C) decrease structure for communication and decision-making D) increase the number of decisions that only she can make E) eliminate some positions to keep numbers manageable

B) add more structure for communication and decision- making

Andrea was asked to collect information on which of the following elements of the organizational structure? A) work specialization B) chain of command C) span of control D) formalization E) centralization

B) chain of command

In a conflict situation, Pat attempts to get his needs met without any concern for the needs of the other party. He utilizes ________, a conflict resolution style. A) avoiding B) competing C) compromise D) collaboration E) accommodating

B) competing

A plastic injection molding company, Flexiplast, has diversified to the point that the products it sells are very different and managing them has become overwhelming. Which of the following structures would help Flexiplast manage this situation? A) simple B) product C) functional D) geographic E) client-based

B) product

Michael Jordan is an icon in basketball. Many people buy shirts with his name on them. Jordan's iconic status gives him ________ power. A) reward B) referent C) coercive D) structural E) collaborative

B) referent

Noted for his flamboyant ties and his outspoken opinions, Billy is no ordinary vice president within the gigantic Mulray Corporation. Top management has identified him as one of the rising stars, and he has an enormously loyal following among the company's youngest and most energetic executives. Everyone, it seems, wants to be around Billy, who possesses a great deal of ________ power within the organization A) reward B) referent C) coercive D) structural E) collaborative

B) referent

As the head of overseas operations for FoodCo., an international conglomerate supplying more than 60 countries, Devon has access to resources beyond the reach of most people—even the company president—and this in turn has made him very influential within the company. Devon holds the authority that is an example of the contingency factor A) internalization. B) substitutability. C) ingratiation. D) centrality. E) visibility.

B) substitutability.

Robin, a former sales manager, has been out of the workforce for more than a decade and is thrilled when she lands a job at Yoyodyne Technology Systems. For her first day at work, she dresses in a conservative business suit and digs her old briefcase out of the closet. When she arrives at the office, she is shocked to see people dressed in jeans and sweatshirts, with some not even wearing shoes. Instead of working in a cubicle as she had for years, she is seated at a long, open table with numerous other employees where everyone wears headphones as they work. She finds that she has trouble keeping up with department communications because she still relies on e-mail instead of inter-office social networks. The casual office atmosphere is distracting and the level of familiarity her co-workers demonstrate with each other is foreign to her. After a few weeks, Robin gives her notice because she realizes she will never fit in at such an organization. This situation is indicative of A) bullying. B) a weak culture. C) a strong culture. D) a counterculture. E) a lack of self-confidence.

C) a strong culture.

Orrin, the manager of Nordic Kitchen and Bath, has always been supportive toward the employees and understands their feelings. On most occasions, he overlooks their mistakes and gives them opportunities to develop a friendly atmosphere in the office. He often takes on some of their work in order to reduce their burden. Orrin would score high on A) initiating structure. B) intermediation. C) consideration. D) directive behavior. E) transactional leadership.

C) consideration.

The up-and-coming presidential candidate has an ability to make voters feel that they are helping decide the future. One of his slogans is "Come shape tomorrow with me," a message he has driven home at town hall meetings across the country. Often he invites "ordinary Americans" from the audience to come down front and share their concerns with him—concerns which he then fits into his platform. The candidate is adept at using the influence tactic known as A) rational persuasion. B) collaboration. C) consultation. D) ingratiation. E) exchange.

C) consultation.

Which of the following is the style of decision making whereby the leader plays no role in deliberations unless asked? A) directive B) autocratic C) delegative D) facilitative E) consultative

C) delegative

During her stay at the Renaissance Hotel, Ginny noticed that all the staff wore the same color and style of clothes. Which of the following layers of organizational culture would such a dress code represent? A) espoused values B) enacted values C) observable artifacts D) mnemonics E) basic underlying assumptions

C) observable artifacts

Dana is the CEO of a large technology company. She has some very talented employees, but the company keeps falling behind its competitors. When Dana observes what is going on, she finds some cases where managers are micromanaging good employees, while other managers cannot address all the needs of their employees. Dana needs to address how her talent is A) recruited. B) identified. C) organized. D) disciplined. E) compensated.

C) organized.

Corinne is looking forward to starting her new job at Flash Forward, a social- networking platform. Everything she has read suggests the company promotes a healthy work/life balance and supports causes that are important to her, such as sustainability and combating climate change. Walking to her desk on her first day, she sees posters in the hallway outlining the company values of "people over profit" and "work to live, not live to work." She smiles because that is how she feels about things, too. After a week on the job she finds herself eager to get to work each day and tackle new challenges, something she has never felt about a job before. Her co-workers are friendly and supportive, the management team seems genuinely concerned about morale and job satisfaction, and she learns the company gives all employees one week off per year with pay to perform charitable work of their choosing. All this makes Corinne proud to be a Flash Forward employee. Corinne is experiencing a high degree of A) subculture. B) reality shock. C) person-organization fit. D) anticipatory socialization. E) basic underlying assumptions.

C) person-organization fit.

Francine is looking into information on which element of organizational structure? A) centralization B) formalization C) span of control D) chain of command E) work specialization

C) span of control

Eco-Adventure Gear is a well-respected apparel company. For over 50 years it has produced high-quality, durable products at a relatively high price point. Customers are willing to pay a premium for its wares because of the company's commitment to quality and its history of providing effective customer service. The company's headquarters are located at the base of a mountain range, and once a month the CEO closes the office for two days and leads the staff on a rock climbing trip. Since the company attracts outdoorsy types, nearly all the employees join in on these voluntary trips. Employees are proud to say they work at Eco-Adventure and rarely quit. Eco-Adventure Gear is demonstrating the advantages associated with which type of culture? A) weak B) ritual C) strong D) physical E) observable

C) strong

Leslie, a marketing manager at the Sunshine Spa, is consulting with Tess, a dermatologist at the spa, to explore the possibility of incorporating certain treatments as part of the spa's package schemes. Leslie is engaging in a(n) ________ activity of the boundary-spanning process. A) action learning B) ambassador C) task coordinator D) scout E) staff validity

C) task coordinator

In a project team at Kaizen International, everyone focuses on his or her specialty and what they do best. Members know exactly where they can go to get information when there are gaps in their knowledge, and this team produces synergistic results. This shows that the project team at Kaizen has an effective A) staff validity. B) mental model. C) transactive memory. D) potency. E) hierarchical sensitivity.

C) transactive memory.

At the annual holiday party, ABC Airlines gives awards to employees to recognize examples of "going above and beyond" to serve customers. Almost all the employees attend. This is an example of A) a story. B) a ritual. C) a symbol. D) a ceremony. E) an unobservable artifact.

D) a ceremony.

Rose works in the human resources department of Spartan, makers of athletic clothing, shoes, and accessories. Celebrity athletes are regularly spotted wearing Spartan gear, but the company's slogan—"For the Athlete in All of Us"—is designed to appeal to the ordinary buyers who account for a large portion of revenues. Rose has been assigned to train a group of new employees, and she intends to begin with an information talk that includes a story about the company. Given this information, the best choice for Rose would be an account of A) Spartan's emerging understanding of its market and the corporate values it needs to uphold in order to maintain its position—knowledge it has gained by interviewing hundreds of ordinary people and athletes of all kinds. B) the challenges one of the company's leading executives overcame in order to live up to the company slogan, training relentlessly for weeks and months and going on to compete in the Boston Marathon. C) the time when a local store manager had a problem keeping up with inventory and, after attempting to solve it on his own, took the issue to company headquarters and got the help he needed. D) a wounded Iraq War veteran who got a job as a cashier at a local Spartan store and who, despite having a prosthetic arm, competed in the company's annual Spartan Games. E) how the company's founder and CEO turned a struggling, unprofitable firm into one of the most prominent competitors in the athletic-wear market.

D) a wounded Iraq War veteran who got a job as a cashier at a local Spartan store and who, despite having a prosthetic arm, competed in the company's annual Spartan Games.

In the mid-1800s, Senator Henry Clay was known as "The Great Compromiser" for his ability to strike compromises on the hot- button issues of the day, most notably slavery. In reaching such agreements as the Missouri Compromise, Clay and others of like mind most likely believed that A) the potential for disruption outweighed the benefits of resolution. B) the issue was not as important as others from a timing perspective. C) different perspectives or learning might help arrive at a better alternative. D) arriving at an interim solution would allow more time to study the problem. E) others cared substantially more about the outcome, and the ongoing relationship mattered most.

D) arriving at an interim solution would allow more time to study the problem.

Julio has been newly appointed as the CEO of SmartSystems, Inc. He is still learning how various departments function in the organization. Until he is able to gain sufficient knowledge and can suggest some changes, he relies on the suggestions and opinions of his team members and lets them do things the way they are used to. He does not generally interfere in the decisions made by the employees but, at times, shares his past experiences with the employees. It can be said that Julio has adopted a(n) ________ style of decision making. A) autocratic B) participative C) consultative D) delegative E) negotiative

D) delegative

In an organic organization, A) employees know exactly whom they report to. B) employees are not encouraged to make decisions without their manager's consent. C) there are very clear lines of authority from the employee to the president of the company. D) employees are encouraged to develop knowledge and expertise outside of their specialization. E) information is passed through vertical communication between an employee and his or her supervisor.

D) employees are encouraged to develop knowledge and expertise outside of their specialization.

As one of the most experienced medical doctors in the world when it comes to a particular rare but serious rheumatological condition, Serena possesses enormous ________ power within the medical community. A) structural B) reward C) formal D) expert E) legal

D) expert

A special surveillance and rescue team is being deployed to counter the menace of pirates in the Indian Ocean. Nick, Sid, and Kevin are the core members of the team. Nick was elected as the leader of the team. Sid is responsible for monitoring the team's progress toward its goals. Kevin took on the role of motivator and confidence builder for the team. This team has worked together before and has developed a high level of common understanding regarding the team and its mission. Members also strongly believe that the team can be effective across a variety of situations and tasks. As a standard practice, before deployment, the team members observe how other members perform their roles by shadowing and going through simulations. The team's high level of common understanding refers to which of the following? A) potency B) cohesion C) transactive memory D) mental models E) boundary spanning

D) mental models

The physical layout of workspaces, dress codes, and the level of technology used are all examples of ________ that are represented by the organization's culture. A) core values B) cultural diversity C) personal dynamics D) observable artifacts E) operational capacity

D) observable artifacts

Rigby has gotten his dream job working with one of the most prominent tech companies in Silicon Valley, and he is determined to make a good showing from the first day. The best way for him to do that is to A) learn as much as possible about his own specialty, as well as the particular technical needs of the company, and take extra classes if he discovers anything lacking in his skill set. B) conduct extensive online research using a wide variety of business sources, such as Standard & Poor's, and social media, to get a detailed portrait of the company. C) make a point of staying late and going in to the office on weekends, both to get noticed by management and to talk with other people who work extra hours. D) observe his coworkers from the start, figure out who is most successful and plugged in, get to know them, and not be shy about asking questions. E) talk to people who have left the company and find out how their work experience was, including whatever negatives views they might have.

D) observe his coworkers from the start, figure out who is most successful and plugged in, get to know them, and not be shy about asking questions.

Stately Crafters is a custom manufacturer of hand-crafted furniture. The company has 101 locations throughout the country and relies on decentralized decision making to meet the needs of the dynamic environment and customer needs. Which of the following approaches to organizational design is likely to be appropriate for Stately Crafters? A) matrix B) global C) simple D) organic E) mechanistic

D) organic

Ron works for Advanced Family Medical Systems, often known simply as AdFaMS, and has earned the nickname "Mr. AdFaMS" because of his dedication to the company. Ron says it is not hard to be dedicated to a company he believes in as much as AdFaMS. However, Ron is not perfect. Based on research, which of the following is most likely the problem with Ron? A) He lacks a general willingness to help others. B) He places a low level of trust in his managers. C) He has problems with excessive work-related stress. D) His emotional attachment to the company is minimal. E) His job performance is lower than that of most other employees.

E) His job performance is lower than that of most other employees.

Which of the following is an example of the anticipatory stage of socialization? A) Participating in Friday afternoon karaoke sessions at BuzzwebNews cures Max of his fear of singing in public. B) After three months at Al's Auto Repair, Benjamin is no longer confused by the technical jargon his co-workers use. C) On her first day at Cakewalk Corporation, Jezebel is introduced to her new co-workers, and they take her out to lunch. D) During orientation training at Green Grocery Goods, Simone asks her fellow new hires about where they used to work. E) Miranda is unhappy at her current job and asks her friend Saul about the culture at Streaming Music Solutions, where he works.

E) Miranda is unhappy at her current job and asks her friend Saul about the culture at Streaming Music Solutions, where he works.

Matt, a training coordinator at ARC Technologies, and his team are organizing a workshop for the employees. Matt is meeting the vice president of finance to get support for an increase in the budget to accommodate a session by a well-known motivational speaker. Matt, in this case, is performing a(n) ________ activity of the boundary-spanning process. A) groupthink B) social loafing C) scout D) action learning E) ambassador

E) ambassador

Walker International recently published its vision statement, which is an example of A) observable artifacts. B) stories. C) basic underlying assumptions. D) rituals. E) espoused values.

E) espoused values.

A few minutes before the grand opening of the newest store in the chain, Chanel from the corporate office gave the whole team a rousing speech in which she told them that they had the power to make things better for the entire community. This is an example of A) consultation. B) collaboration. C) legitimate power. D) rational persuasion. E) inspirational appeal.

E) inspirational appeal.

A small outdoor athletic footwear company, Choose-to-Reuse Shoes, prides itself on its "green" image. Twice a year, the company puts out a call to its customers, telling them that if they send in a used pair of shoes in workable condition, they will receive a coupon good for 50 percent off a new pair. The company then simply repackages the shoes and ships them to three different international charities. This year Jenna, the VP of marketing, has been asked to take charge of the project. If she were to use the principles of network structure, which approach would Jenna take to maximize the efficiency of the charitable effort? A) set up a competition between departments to see who can collect the most shoes B) ask the department heads to oversee their employees' contributions to the overall effort C) make employees responsible for collecting, packaging, and shipping their own charity packages D) outsource the work to a logistics company that will handle the collection and distribution at another location E) name one employee to coordinate the effort and have the group channel all its communications through that person

E) name one employee to coordinate the effort and have the group channel all its communications through that person

Eileen is the leader of a small compost facility that caters to organic farmers. She has to decide how many employees each supervisor will oversee, and how closely they will watch over them. This is an example of Eileen shaping her company's A) supply chain. B) profit margin. C) cultural values. D) mission statement. E) organizational structure.

E) organizational structure.

Nike's "swoosh" is an example of a A) language. B) belief. C) value. D) ritual. E) symbol.

E) symbol.

Which of the following is an example of the observable artifacts category of espoused values? A) the apocryphal story told by the founder of Delicious Delicacies about how she was fired from her first three catering jobs B) the open floor plan of DailyScoop.com's office that seats employees across from one another at long tables with no dividers C) the weekly bagel breakfast Integrated Robotics hosts in its conference room that encourages employees from different departments to mingle D) the annual field trip Island Surf Products takes to a nearby beach where all employees are required to spend the day picking up trash and beautifying the area E) the sustainability message that Outdoor Footwear prints on each of its shoe boxes that celebrates the amount of post- consumer recycled content in its products

E) the sustainability message that Outdoor Footwear prints on each of its shoe boxes that celebrates the amount of post- consumer recycled content in its products

Organic organizations are typified by a structure that relies on A) a rigid and hierarchical chain of command. B) high degree of work specialization. C) centralization of decision making. D) high levels of formalization. E) weak chains of command.

E) weak chains of command.

Risk

actually becoming vulnerable

Job Characteristics Theory

Jobs are more enjoyable when work tasks are challenging and fulfilling. Characteristics that make some jobs more rewarding than others: Variety, Identity, Significance, Autonomy, Feedback

Low organizational commitment =

Lone wolves in high ask performance Apathetic in low task performance

Goal Setting Theory

Motivation is fostered when employees are given specific and difficult goals rather than no goals, easy goals, or "do your best" goals. Research shows that challenging and specific goals are more effective than general "do your best" goals.

Equity Theory

Motivation is maximized when an employee's ratio of "outcomes" to "inputs" matches those of some "comparison other." Thus motivation also depends on the outcomes received by other employees.

Motivation is fostered when the employee believes three things

That effort will result in performance That performance will result in outcomes That those outcomes will be valuable

Transactional Theory of Stress

The transactional theory of stress explains how stressors are perceived and appraised, as well as how people respond to those perceptions and appraisals.

Organizational behavior

_______ is a field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations.

Affective Commitment

A desire on the part of an employee to remain a member of an organization because of an emotional attachment to, and involvement with, that organization. You stay because you want to. What would you feel if you left anyway?

Job Satisfaction

A pleasurable emotional state resulting from the appraisal of one's job or job experiences. Based on how you think about your job and how you feel about your job.

As the manager of the local Express Package Services, a retail shipping facility, DeAnna is evaluating the employees who work at the counter. She looks at such factors as positive or negative customer comments about each employee, their sales relative to those of their coworkers, the amount of time they spend with each customer, and so forth. DeAnna is evaluating each of these employees in terms of their A) task performance. B) job performance. C) citizenship behavior. D) counterproductive behavior. E) courtesy.

A) task performance

Motivation

A set of energetic forces that originate within and outside an employee that initiates work-related effort and determines its direction, intensity, and persistence • What do you do? direction • How hard do you do it? intensity • How long do you do it? Persistence

________ are stressful demands that are perceived as opportunities for learning, growth, and achievement. A) Challenge stressors B) Daily hassles C) Role conflicts D) Hindrance stressors E) Work-family conflicts

A) Challenge stressors

________ reflects the degree to which the behaviors of an authority are in accordance with generally accepted moral norms. A) Ethics B) Justice C) Competence D) Trust E) Morality

A) Ethics

Saki, Jake, and Tamar have different ideas about what makes a job satisfying. They all work for a nonprofit relief agency and travel to areas where disasters have occurred to render assistance to victims. The pay is not high, and there can be extreme health risks because contagious diseases often break out in disaster zones due to the resulting poor sanitation. Their coworkers are friendly, intelligent, and generally nice. Saki feels strongly that she wants to be able to make a difference and help people when they are in trouble. Jake worries deeply about expenses. He has a large load of student debt to pay off, and his wife is expecting their second child. Tamar tolerates teamwork but isn't thrilled by it, and she also has mild anxiety about germs Which of the following statements is most likely true? A) Jake most likely has the lowest job satisfaction. B) Saki most likely has the lowest job satisfaction. C) Jake most likely has the highest job satisfaction. D) Tamar most likely has the highest job satisfaction. E) Tamar most likely has the lowest job satisfaction.

A) Jake most likely has the lowest job satisfaction.

________ is an intentional desire on the part of employees to appear like they are working, even when they are not performing work tasks. A) Looking busy B) Moonlighting C) Daydreaming D) Socializing E) Cyberloafing

A) Looking busy

Saki, Jake, and Tamar have different ideas about what makes a job satisfying. They all work for a nonprofit relief agency and travel to areas where disasters have occurred to render assistance to victims. The pay is not high, and there can be extreme health risks because contagious diseases often break out in disaster zones due to the resulting poor sanitation. Their coworkers are friendly, intelligent, and generally nice. Saki feels strongly that she wants to be able to make a difference and help people when they are in trouble. Jake worries deeply about expenses. He has a large load of student debt to pay off, and his wife is expecting their second child. Tamar tolerates teamwork but isn't thrilled by it, and she also has mild anxiety about germs Which of the following statements is most likely true? A) Saki has the highest level of job satisfaction. B) They all have essentially equal levels of job satisfaction. C) None of them are likely to have high job satisfaction. D) Jake has the highest job satisfaction. E) Tamar has the lowest job satisfaction.

A) Saki has the highest level of job satisfaction.

The highest level of interaction and coordination among members is required in ________ interdependence. A) comprehensive B) sequential C) pooled D) reciprocal E) linear

A) comprehensive

According to the value in diversity problem-solving approach A) diversity in teams is beneficial because it provides for a larger pool of knowledge from which a team can draw as it carries out its work. B) diversity in teams is not beneficial if the problems to be solved are unfamiliar to the team members. C) surface-level diversity is less likely to lead to team cohesion than deep-level diversity is. D) deep-level diversity in teams is less likely to lead to productive outcomes than surface-level diversity is. E) diversity in teams is beneficial because it allows the individual team members to accept differences between people and work together.

A) diversity in teams is beneficial because it provides for a larger pool of knowledge from which a team can draw as it carries out its work.

Evander has been asked to lead a team of educators. He is afraid his employees will not take him seriously because he is a nice guy, and he is nervous that his supervisors will see him as weak and ineffective. He is also excited by some great ideas he has for how to improve educational delivery methods that he knows will work. Evander's efficacy is moderated by his fears and anxieties, as well as his pride and enthusiasm, which are all examples of A) emotional cues. B) instrumentality. C) verbal persuasion. D) vicarious experiences. E) past accomplishments.

A) emotional cues.

Volkwear Ltd., a German clothing manufacturer, is known as a company that focuses on improving its customers' quality of life. In the context of Hofstede's dimensions, the cultural values dimension of ________ best describes Volkwear Ltd A) femininity B) individualism C) high power distance D) short-term orientation E) uncertainty avoidance

A) femininity

Which of the following are the strongest determinants of one's abilities? A) genes and the environment B) training and skills C) values and attitudes D) knowledge and beliefs E) experience and attitude

A) genes and the environment

Milo has assembled a diverse team of leaders to carry out major initiatives within his company. Milo has quickly noticed that the wide variety of viewpoints shared by team members has made it hard for the team to reach any goals. How can Milo address this problem? A) instruct the team to reflect on its goals and progress B) encourage freedom of expression within the team setting C) eliminate introverted and disagreeable members from the team D) try to avoid overemphasizing the importance of tasks and procedures E) make sure every team member participates and has input in each discussion

A) instruct the team to reflect on its goals and progress

A group of friends decided to start their own custom clothing firm with the resources and abilities they have. Steven is really good at applying formulas to solve complex problems that involve numbers. Bobby excels at combining specific data into general conclusions. Richie is able to study stock market data and predict how the market fluctuations will affect an industry. These people believe that they can build a great future, and they are working hard toward their goals. From the information given, it can be concluded that Steven has high ability in the area of ? A) mathematical reasoning. B) response orientation. C) inductive reasoning. D) problem sensitivity. E) number facility.

A) mathematical reasoning.

The concept of bounded rationality suggests that we are likely to A) not have the ability or resources to process all available information and alternatives to make an optimal decision. B) evaluate all alternatives simultaneously. C) pick the alternative that minimizes value. D) use accurate information to evaluate alternatives. E) develop an exhaustive list of alternatives to consider as solutions.

A) not have the ability or resources to process all available

Noticing her reduced performance at work, Sabrina enrolled herself for training sessions offered by the company and saw her productivity improve. This helped restore her balance of comparison ratios. Prior to enrolling in the training session, Sabrina was most likely experiencing A) overreward inequity. B) self-efficacy. C) cognitive distortion. D) expectancy. E) underreward inequity.

A) overreward inequity.

Coping strategies can be viewed as either ________ focused. A) problem or emotion B) behavior or cognition C) positively or negatively D) work or nonwork E) personally or organizationally

A) problem or emotion

Alvin is the leader of a team of counselors at a camp for recovering addicts. He and his team have been asked to implement a new program, which on the surface looks much more difficult than what they have been doing. Before the program begins, Alvin feels he needs to give his team a speech to help motivate them for the upcoming challenge. What is the first thing Alvin should do in his speech? A) remind the team of how they worked hard to successfully overcome challenges in the past B) admit that he is not completely sure the project can be done with existing staff numbers C) tell them that he will be watching them carefully for any failure to follow procedure D) express that he has a great deal of anxiety about taking on such a huge endeavor E) tell the team they may get a raise if everything goes well for a few weeks

A) remind the team of how they worked hard to successfully overcome challenges in the past

Shane is the project manager of the organizational development team at Solid Hardwoods. Shane's team has been assigned the task of studying and evaluating Solid Hardwoods' organizational structure. Shane divided the tasks among the team members to collect preliminary information on different elements of Solid Hardwoods' structure. Meg was asked to collect information on the degree to which tasks are divided into separate jobs. Andrea was asked to collect information on formal authority relationships. Francine started looking into how many employees each manager has responsibility for, and Carol was asked to collect evidence on the degree to which rules and procedures are used to standardize behaviors at Solid Hardwoods. Shane decided to personally collect information and evidence on where exactly decisions are formally made at Solid Hardwoods. The team decided to meet with information in two weeks. Meg was given the job of collecting information on which of the following elements of the organizational structure? A) work specialization B) chain of command C) span of control D) formalization E) centralization

A) work specialization

When employees observe the actions of others, learn from what they observe, and then repeat what they have observed, they are engaging in A) learning orientation. B) behavioral modeling. C) positive reinforcement. D) communities of practice. E) performance-prove orientation.

B) behavioral modeling.

To encourage innovation at the organization, MicroTrac allows its engineers to spend 20 percent of their working time pursuing projects that they are passionate about. This describes a(n) ________ culture. A) service B) creativity C) disruptive D) fragmented E) individualized

B) creativity

Which of the following is true of teams? A) A team consists of two or more people who work independently, with distinct goals and strategies. B) A team works interdependently over some time period to accomplish common goals related to some task-oriented purpose. C) Groups are formed with a specific purpose in mind, while teams do not have a specific goal. D) The members of a team operate relatively independently of each other, and other members are not essential to their completion of goals. E) Interactions among members within teams are more personal and informal than interactions between people in groups.

B) A team works interdependently over some time period to accomplish common goals related to some task-oriented purpose.

Which of the following people described below has a high degree of reasoning ability? A) Wanda is an accountant who can make mathematical calculations rapidly. B) Barry is a judge who uses laws and rules to guide him in making decisions. C) Roe is a backhoe operator who can shave a thin layer of dirt that is perfectly level. D) Steve is a carpenter who can imagine what a room will look like before he builds it. E) Drake is a language arts teacher who writes very descriptive poetry with vivid imagery.

B) Barry is a judge who uses laws and rules to guide him in making decisions.

Employees at Carpet Lot were given a survey about the workplace. One of the questions asked them about their wages. Which of the following respondents gave a response that shows a belief in a high level of instrumentality at Carpet Lot? A) Leah, who said most people get raises because they are related to someone B) Irvin, who said wages are determined by employee job performance C) LaShawn, who said that the highest wages go to dishonest people D) Skylar, who said that most people are paid based on seniority E) Marti, who said that wages should be the same for everyone

B) Irvin, who said wages are determined by employee job performance

Bill lays out a goal for Larry, the head of his printing department. He wants Larry to print exactly 500,000 books, which will be tracked by the counter on the book binding machine. Bill knows Larry can do this because they have printed that many books before. What does Bill need to add to make this a S.M.A.R.T. goal? A) a list of suggested ways to improve efficiency B) a deadline for when the books should be printed C) the promise of a monetary bonus for making the goal D) the contact information for the authors whose books will be printed E) a sample book so Larry can see what the finished product looks like

B) a deadline for when the books should be printed

Which of the following examples best exemplifies the concept of process gain? A) Ginny, Spenser, and Tobias frequently propose valuable ideas about improving employee morale to their boss, the human resources supervisor. B) Tim, Eloise, and Mia, through their combined efforts to improve efficiency as shipping and receiving clerks, achieve a higher on-time delivery rate than their co-workers working individually. C) Jaime and Wallace collaborate on devising new ways to reduce absenteeism by tossing around as many ideas as they can without criticizing or impeding each other's thought processes. D) The accounting supervisor Clementine relies on the advice of one of her account managers, Celeste, more than others because of Celeste's track record with providing valuable insights. E) Horatio, a warehouse manager divides his workers into groups of five and assigns each group a leader to oversee the group's progress and submit a weekly report detailing any problems.

B) Tim, Eloise, and Mia, through their combined efforts to improve efficiency as shipping and receiving clerks, achieve a higher on-time delivery rate than their co-workers working individually.

Silas, Jerome, and Sasha are members of the marketing team at Widget Innovations, Inc. (WII), and are responsible for generating ideas for new marketing strategies. Silas has done a phenomenal job in gathering information necessary to help the team understand the desires and needs of the client. All things being equal, Sasha has the best record of making good recommendations to Alvaro, the vice president of marketing. Jerome can make some good recommendations, but sometimes his recommendations are completely off base. Usually, Alvaro pays careful attention to what Sasha has to say, but he generally does not pay much attention to what Jerome proposes. In addition to Alvaro, Sasha has been meeting with the vice president of operations and other members of the executive team to gain support for their request to increase the marketing budget. Silas's action would contribute to which factor in effective decision making at WII? A) staff validity B) decision informity C) production blocking D) transactive memory E) hierarchical sensitivity

B) decision informity

Quest, Inc., has a sign hanging in every employee's cubicle that reads: "Together we are greater than any one of us." This is an example of a(n) A) ritual. B) espoused value. C) enacted value. D) basic underlying assumption. E) physical structure.

B) espoused value.

In her job as a research analyst for a stock brokerage, Caroline spends a lot of time at her computer. Today her boss told her, "Find out everything you can about the textile industry in the Philippines," and she immediately sat down and typed a few words into a search engine. Soon she had a dossier on the subject, gleaned from her research on the Internet. The information Caroline acquired in this way is an example of ________ knowledge. A) tacit B) explicit C) intuitive D) heuristic E) distinctive

B) explicit

John F. Kennedy's decision to go forward with the Bay of Pigs invasion of Cuba, NASA's decision to launch the space shuttle Challenger in unusually cold weather, and Enron's board of directors' decisions to ignore illegal accounting practices are famous examples of A) noise. B) groupthink. C) team process. D) network structure. E) communication complexity.

B) groupthink.

Manuela and Noor were incensed when their company decided to get rid of its onsite childcare center and expand its gym and sports facilities instead. They find it outrageous that the company did not factor its employees' wants and needs into its decision, especially given the fact that 47 percent of its employees have children still living at home. Manuela and Noor feel that ________ justice was not served. A) distributive B) procedural C) interpersonal D) informational E) adaptive

B) procedural

Angela is working as the head of sales at Blue Mountain Cola. Her work requires her to travel extensively and meet customers in various countries. However, Angela's role also requires her to mentor several sales representatives who work under her and keep track of their progress. Because Angela stays away from her office most of the time, she finds it difficult to manage both types of work responsibilities. Angela faces which of the following challenges? A) role complexities B) role conflict C) role penetration D) role ambiguity E) role enrichment

B) role conflict.

On the third day teaching at a public school, Tiffany, who is used to teaching at a small private school, has become very frustrated with the larger class size and louder behavior than she is accustomed to. When Kathy, the principal, comes into the room and asks how she is doing, despite wanting to pretend everything is under control, Tiffany admits that she is feeling a bit frustrated and overwhelmed because she is not used to this environment. Tiffany has just displayed A) spatial ability. B) self-awareness. C) other awareness. D) perceptual ability. E) emotion awareness.

B) self-awareness.

Compton and Lula are successful stockbrokers working with the Market Beat Brokerage firm. Before buying a company's stock, Compton reviews the company's reports and past data. Lula, on the other hand, buys stock based on speculation. According to the Myers-Briggs Type Indicator, the ________ type best describes Compton, and the ________ type best describes Lula. A) feeling; thinking B) sensing; intuition C) perceiving; judging D) short-term; long-term E) extraversion; introversion

B) sensing; intuition

Teresa works in a chemical factory where her job involves inspecting containers of kerosene as they pass down the assembly line. • She goes through a five-step process compliant with safety regulations laid down in the company manual, and she seldom has to think about her work. • One day, however, a fire broke out on the line, and Teresa, who saw it before anyone else, grabbed an extinguisher just in time. Had she not acted quickly, the fire would have quickly spread, potentially resulting in widespread injuries and even death. • In terms of organizational behavior, what is the best way to describe this situation? A) Teresa's job is usually very routine, but on this occasion it became exciting. B) Teresa's job demands that she remain vigilant, but this time she needed to be extra-vigilant. C) Normally, Teresa's job involves routine task performance, but this situation required adaptability. D) Usually, Teresa's job calls for routine task performance, but in this situation she had to be creative. E) On a typical day, Teresa's job requires adaptability, but this situation called for creative task performance.

C) Normally, Teresa's job involves routine task performance, but this situation required adaptability.

Which of the following is true regarding value-percept theory? A) Value-percept theory describes the central characteristics of intrinsically satisfying jobs. B) Value-percept theory implies that perceptions of the work environment are unrelated to job satisfaction. C) Value-percept theory suggests that people evaluate job satisfaction according to specific "facets" of the job. D) Value-percept theory suggests that satisfied employees are becoming more and more rare. E) Value-percept theory implies that moral causes and gaining fame and prestige are relevant in all jobs.

C) Value-percept theory suggests that people evaluate job satisfaction according to specific "facets" of the job.

The "A" in the S.M.A.R.T. goals acronym stands for A) affordable. B) ability. C) achievable. D) aspire. E) assess.

C) achievable.

When trust is rooted in a rational assessment of the authority's trustworthiness, it is called ________ trust. A) disposition-based B) affect-based C) cognition-based D) power-based E) feeling-based

C) cognition-based

Lynette is the new head of operations for ShurWay, a nationwide corporation with offices in several major cities. Promoted to headquarters from an office in another city, she will be overseeing people who have long worked together and may feel some resistance to an "outsider." Therefore, it is important for her to establish herself as a leader in their eyes. She will have an opportunity to do just that tomorrow, when she will be invited to make some remarks at a departmental get-together organized in her honor. The best way for Lynette to set the right tone is to let everyone know that she is ready to A) take charge of the department, which means that she will not tolerate dissent and will deal as severely as possible with anyone who makes trouble for her. B) create a fully open, non-hierarchical environment in which she is simply the first among equals, dedicated to ensuring a nurturing work situation for all employees. C) do everything she can, both in terms of her position and her knowledge and other abilities, to help each employee do what they need to do to help the company meet its objectives. D) work tirelessly on behalf of each employee, learning from them as she goes, in order to help them meet their personal objectives, which will most likely help the company in the end. E) use every element of authority she has to ensure that all employees are doing their jobs as well as possible, and thus to create a department that will be the envy of all other departments.

C) do everything she can, both in terms of her position and her knowledge and other abilities, to help each employee do what they need to do to help the company meet its objectives.

Alisha and Carolina work at the Flash-Frozen Vegetables factory. The company is short-staffed, and the employees are finding it difficult to meet the daily production requirements. Both Alisha and Carolina are facing time pressures in their respective departments. Alisha decides to work longer hours to meet the deadline, whereas Carolina tries to distance herself from her problems at work by thinking about the positive things in her life. Which of these coping strategies is Carolina utilizing? A) social support B) problem-focused behavior coping C) emotion-focused cognitive coping D) instrumental support E) behavior coping

C) emotion-focused cognitive coping

Personality traits are a function of both your A) values and beliefs. B) beliefs and environment. C) environment and genes. D) genes and perceptions. E) culture and beliefs.

C) environment and genes

Chang is the art director at Idlewild Graphic Design. The firm recently acquired a new client, Palomino Film Productions. They are designing a logo, ad campaign, posters, and other materials for the client. Chang meets with his entire design team, and together they hash out ideas for the visual approach they should take on the project. Designers bring prototypes and everyone votes on them. Chang's leadership style is A) consultative. B) democratic. C) facilitative. D) autocratic. E) delegative.

C) facilitative.

At LMNO Creating, employees are grouped according to their expertise in an area. All marketing employees are in one department, all finance employees are grouped in another department, and similarly, all human resources and manufacturing employees are in their respective departments. Which of the following structures does LMNO Creating use? A) client-based B) geographic C) functional D) product E) simple

C) functional

In a mechanistic organization, employees are A) encouraged to engage in lateral communication. B) required to make their own decisions when appropriate. C) given a very narrow view of the tasks they are to perform. D) urged to develop knowledge outside of their specialization. E) asked to think more broadly in terms of where their responsibilities lie.

C) given a very narrow view of the tasks they are to perform.

Brady looks up to his boss, Malik, who has a business degree from Yale and, like Brady, is ambitious, successful, and extroverted. In addition, Brady and Malik share a similar, warped sense of humor. Malik often tells Brady "you remind me of me ten years ago." Brady is likely to be a member of Malik's A) triad. B) dyad. C) ingroup. D) outgroup. E) support team.

C) ingroup.

Jackson's boss, Samira, is excited about a new project management system she learned about at a weekend seminar, which purports to increase accountability and efficiency by 30 percent. She bought it for the office and hired a trainer to teach everyone in the office how to use it. What dimension of day-to- day leadership is Samira demonstrating? A) innovation B) consideration C) initiating structure D) test-marketing E) group consensus

C) initiating structure

An example of a management team would be a A) band traveling around the country for six months, playing shows at different venues. (Action Team) B) group of four workers making a specific part on the production line of an automobile factory. (Work Team) C) team that oversees the functioning of all the teams in an organization and coordinates activities among teams. D) team composed of interior designers, architects, and builders involved in designing and creating the layout of a new hotel. (Project Team) E) quality control team at a factory that oversees the quality of the goods produced and recommends changes in production techniques. (Parallel Team)

C) team that oversees the functioning of all the teams in an organization and coordinates activities among teams.

Erin has just concluded another case in which she lived up to the slogan posted on billboards all over the city: "The number-one choice for women facing divorce!" She followed textbook negotiation strategies and came fully prepared to the meeting with her client's soon-to-be ex- husband and his lawyer. At the meeting, Erin asked a number of questions, maintained a friendly atmosphere, and presented her client's list of demands. In the end, she got everything she wanted for her client—the house, one of the cars, custody of the children—and did so without acceding to a single one of the opposing side's demands. They finished off with a formalized agreement and then Erin and her client went out to celebrate their victory. However, Erin may have missed one thing, which is that she should have A) sought to win over the other side, not simply in legal terms but also in personal terms, so as to maintain a friendly atmosphere. B) taken a different tone from the beginning, dispensing with niceties and letting the other side know that she intended to win. C) let the other side win on some small point, so they would walk away feeling they had won at least something. D) spent more time researching the husband's net worth to see if she could extract more money for her client. E) asked her client if there were any point at which she would rather walk away than give up anything more.

C) let the other side win on some small point, so they would walk away feeling they had won at least something.

A team of highly skilled and qualified members of an organization failed to perform the team objective assigned to them. When the reason for this lack of performance was investigated, it was clear that, although the team members worked hard, they had to wait for their teammates to complete a particular task before they could start their own. Which of the following explains the reason for process loss in this case? A) motivational loss B) social facilitation C) production blocking D) groupthink E) cognitive dissonance

C) production blocking

Kwame, Rosalinda, and Sven work at Security First Trust and National Reserve, a medium-sized bank with 240 branches in eight states. Kwame works as a teller. Rosalinda works as one of five regional supervisors, each of whom is expected to supervise a team of tellers. Kwame recently received instructions from his supervisor that all tellers will be evaluated on the number of people they assist at their window per day. Serving more customers means higher performance effectiveness. However, Kwame is also expected to follow the bank's number-one goal of customer satisfaction. Rosalinda is facing her own challenges. Two of the regional supervisors suddenly left the bank for other opportunities, resulting in a significant increase in work responsibility and time pressure for Rosalinda and the remaining two supervisors. Just two days before the two regional supervisors quit, the bank hired Sven as a supervisor trainee. With the bank suddenly short-handed, Sven was asked to take up all the responsibilities of a regional supervisor. He has been given very few instructions or guidelines about how things are supposed to be done. Instead, the bank expects him to learn on the job. Sven is encountering stress resulting from A) work complexity. B) role conflict. C) role ambiguity. D) negative life events. E) daily hassles.

C) role ambiguity.

Parkdale Windows utilizes a classic assembly line in manufacturing its window components. Which type of interdependence is depicted? A) pooled B) response C) sequential D) reciprocal E) comprehensive

C) sequential

Mohammed, who managed an IT department at the corporate headquarters of the retail clothing chain Real Cheap Shirts, noticed one of his best technicians, Mia, was often coming in late, and when she was on time, she was distracted and harried. She occasionally ran diagnostic tests on the wrong systems or lost focus when presenting her weekly recap reports to the team. Mohammed asked if something was going on, and Mia admitted that her grandfather, whom she lived with, was showing signs of dementia, and she was trying her best to care for him alone, but it was hard to do that and commit 100 percent to her work duties. Mohammed proposed to alter Mia's work requirements such that she could work whatever hours she wanted to, including some telecommuting from home, as long as she completed her assigned tasks by the end of each week. Mia smiled when she heard this and was grateful that her boss was so understanding. In allowing Mia to have altered work hours, Mohammed was utilizing A) cognitive coping. B) personal instruction. C) supportive practices. D) training interventions. E) organizational flexibility.

C) supportive practices.

When Mathilda first walked into the glass-enclosed lobby of Data Mining Solutions' headquarters, she observed an enormous three-dimensional recreation of the company's logo—a bright red question mark—hanging from the ceiling. As she was taken on a tour of the building, the same red question mark appeared painted along the hallways, in decals placed on all street-facing windows, and as a screen saver on the company computers. Such corporate branding is an example of which type of observable artifact? A) rituals B) stories C) symbols D) language E) physical structures

C) symbols

Which of the following scenarios depicts someone using other awareness? A) Gabby scores higher than anyone in her class on the SAT exam. B) Hannah pretends to be angry to motivate her team to work faster. C) Forest feels himself losing his temper and walks outside to take a deep breath. D) Angie can tell that Lewis is overwhelmed and lets him switch places with another worker. E) Edmund gets fired from a job he loves, but he immediately goes out and finds a new one by the end of the day.

D) Angie can tell that Lewis is overwhelmed and lets him switch places with another worker.

Which of the following scenarios demonstrates how workers determine efficacy levels through vicarious experiences? A) Sal looks at his diploma from a prestigious university and realizes he is very smart. B) Reno pats Ed on the back and tells him he is making great progress on his design project. C) Butch compares the salary he has just been offered to the salary he made at his previous job. D) Bill, just named sales manager, asks Fred what his job was like when he was the sales manager. E) Linda, who has a tight deadline to meet, ranks her tasks by urgency in the hopes that this will keep her on track.

D) Bill, just named sales manager, asks Fred what his job was like when he was the sales manager.

Daylen and Daven had totally different childhoods. Daylen was raised in a supportive environment, and Daven was raised in an abusive, neglectful environment. Daylen always scored about fifty points higher than Daven on cognitive ability tests when they were in school. After graduation, they both were hired by the same company for the same occupation. Now, five years later, what would be the most likely result if they both took a cognitive ability test? A) Daven would outscore Daylen because adult cognitive ability is inverse to childhood cognitive ability. B) Daylen would still score about fifty points higher than Daven because ability remains relatively stable over time. C) Daylen would score less than Daven because cognitive ability test scores are based on improvement over previous scores. D) Daven would narrow the scoring gap with Daylen because environmental influences on cognitive ability tend to decrease as people age. E) Daven would score more than fifty points less than Daylen because the test would remind him of the last time he took the test and his abusive childhood.

D) Daven would narrow the scoring gap with Daylen because environmental influences on cognitive ability tend to decrease as people age.

According to the value-percept theory, the relation between dissatisfaction, value (importance), and value (want) is given by the following: A) Dissatisfaction = (Vwant - Vperceive) × (Vimportance) B) Dissatisfaction = (Vwant - Vhave)/(Vimportance) C) Dissatisfaction = (Vwant - Vhave)^(Vimportance) D) Dissatisfaction = (Vwant - Vhave) × (Vimportance) E) Dissatisfaction = (Vwant - Vperceive)/(Vimportance)

D) Dissatisfaction = (Vwant - Vhave) × (Vimportance)

________ are stressful demands that are perceived as hindering progress toward personal accomplishments or goal attainment. A) Role stressors B) Time pressures C) Psychological stressors D) Hindrance stressors E) Work complexities

D) Hindrance stressors

Just a week into their new jobs in the marketing and advertising division of a cell phone company, Alexa, Nigel, and Laraine were given the task of creating an advertising campaign for the company's new phone. Alexa and Nigel are having a lot of trouble coming up with anything creative, so when Laraine volunteers to take over, they readily agree. Although they know little about Laraine's skills in this area, they believe she will do a good job. Which of the following is true with regard to Alexa and Nigel? A) They use a rational assessment to arrive at the conclusion that Laraine will do a good job. B) They exhibit a high degree of trustworthiness in executing the job they were given. C) Nigel presently shares a mentor-protégé relationship with Laraine. D) They have a high degree of disposition-based trust. E) They have a high level of cognition-based trust.

D) They have a high degree of disposition-based trust.

According to the job characteristics theory, the degree to which the job provides freedom, independence, and discretion to the individual performing the work is known as A) feedback. B) significance. C) meaningfulness of work. D) autonomy. E) identity.

D) autonomy.

Wes's employer has established a course of learning for him. From the standpoint of organizational behavior, this is particularly important because learning will help him to A) find other employment. B) make more money at his job. C) move up the corporate ladder. D) become a better decision maker. E) take greater authority in group situations.

D) become a better decision maker.

Aaron leads a sales team. Ralph is the only team member who has not yet reached his quarterly sales quota. How can Aaron best help Ralph in this situation? A) by saying nothing until after the month is over and then taking appropriate action to deal with Ralph B) by telling Ralph that he may want to rethink being in sales if meeting a simple quarterly goal is this hard C) by calling some trusted clients and asking them to buy from Ralph but not mention his phone call to them D) by reminding Ralph to keep working on his goal because it will get harder to reach if he wastes time worrying about it E) by informing Ralph that he is currently the worst salesperson on the team and that his sales ability seems to be really slipping

D) by reminding Ralph to keep working on his goal because it will get harder to reach if he wastes time worrying about it

True learning only occurs when A) negative behaviors are unlearned over time. B) novices distinguish themselves from experts. C) employees are assigned larger responsibilities. D) changes in behavior become relatively permanent. E) employees avoid mimicking the behaviors of experts.

D) changes in behavior become relatively permanent.

Herb's office is impeccably organized. Herb always shows up on time and can be counted to volunteer when someone is needed to go above and beyond usual duties. Herb says he will run the company someday, and he is willing to put in as many hours and as much suffering as it takes to get there. Herb exemplifies the personality trait of A) neuroticism. B) extraversion. C) agreeableness. D) conscientiousness. E) openness to experience.

D) conscientiousness.

Priya is sitting at her desk. On her computer screen are several documents for a project that she is supposed to have finished by 2:00 p.m. She is staring at the screen and has her hand on her mouse, but she is thinking about the after-work party she has been invited to. Her colleague Damien walks by and snaps his fingers. "Earth to Priya!" he says. Priya is engaged in A) exit. B) satisficing. C) looking busy. D) daydreaming. E) moonlighting.

D) daydreaming

Petunia, Daisy, Constance, and Anna are four friends working at four different organizations. In Petunia's firm, Social Network Development, employees are both distant and disconnected from one another, whereas in Daisy's company, Solar Singularity, it is quite the opposite— employees are friendly, and they all think alike. Constance works for Credit Protection Services, where employees think alike but are not friendly to one another. Finally, Anna is employed at Living Trust Wealth Management, where employees are friendly, but they think differently and do their own thing. Petunia's firm, Social Network Development, can be described as having which of the following culture types? A) communal B) mercenary C) networked D) fragmented E) collective

D) fragmented

Katarina is the East Coast manager of Boots for You. Other managers are in charge of the West Coast, South, and Great Lakes divisions. Her brother, Jordan is a marketing manager at a different firm who enjoys watching sports with the finance and operations managers from his company. Katarina likely works in a company with a ________ structure, while Jordan most likely works in a company with a ________ structure. A) product; functional B) geographic; product C) product; client-based D) geographic; functional E) client-based; geographic

D) geographic; functional

Silas, Jerome, and Sasha are members of the marketing team at Widget Innovations, Inc. (WII), and are responsible for generating ideas for new marketing strategies. Silas has done a phenomenal job in gathering information necessary to help the team understand the desires and needs of the client. All things being equal, Sasha has the best record of making good recommendations to Alvaro, the vice president of marketing. Jerome can make some good recommendations, but sometimes his recommendations are completely off base. Usually, Alvaro pays careful attention to what Sasha has to say, but he generally does not pay much attention to what Jerome proposes. In addition to Alvaro, Sasha has been meeting with the vice president of operations and other members of the executive team to gain support for their request to increase the marketing budget. Alvaro's tendency to listen to Sasha and ignore Jerome reflects which factor in effective decision making? A) staff validity B) decision informity C) production blocking D) hierarchical sensitivity E) transition process gain

D) hierarchical sensitivity

Charene is a product development manager for Unique Automotive Accessories. When she was first hired, she proved herself to be one of the most productive new employees. Lately, Charene's supervisor, Ivan, has noticed that her productivity is slipping from its previous high point. Whenever Ivan stays late at the office, he sees that Charene is always at her desk, eating take-out, and she is always the first to arrive in the morning. He also observes that her e-mail replies are often time-stamped on the weekend. Ivan decides to hire Charene an assistant to ease her workload and improve her work-life balance. Ivan's approach to alleviating Charene's stressors is an example of A) burnout. B) cognitive coping. C) emotional support. D) instrumental support. E) organizational cohesion.

D) instrumental support.

Paolo calls in his sales team and says "Okay, everybody, listen up: We're going to increase our sales across the board 30 percent next quarter. Here's how we're going to do it, and here's what I'm going to do to help us get there." Paolo is demonstrating A) visibility. B) centrality. C) influence. D) leadership. E) ingratiation.

D) leadership.

Cooper, a trainer at D&J Inc., preaches the company's policy of prudence to all his new trainees. In the context of Hofstede's dimensions, this cultural value followed at D&J Inc. is an example of A) masculinity. B) collectivism. C) low power distance. D) long-term orientation. E) high uncertainty avoidance

D) long-term orientation.

Hector works as an assistant coach for the Boise Geysers in the U.S. Basketball Association. Recently, he was offered the position of head coaching duties with the Boulder Mountain Goats. Though their offer was very attractive, and it would have been a huge career move for Hector, he declined the offer. He felt it was with Geysers that he had learned and developed as a coach and that staying with the team was the right thing to do. This is an example of ________ commitment. A) continuance B) intuitive C) evaluative D) normative E) affective

D) normative

Mohammed's company recently began offering a series of free leadership seminars aimed at helping lower-level employees enter a management track. It has been very successful, and Mohammed's department manager remarks to his colleague that he has seen a marked increase in ________ among the employees who have taken it. A) employee retention B) affective commitment C) perceptions of support D) normative commitment E) continuance commitment

D) normative commitment

One of the biggest environmental factors affecting organizational structure is whether the A) competitor's structure matches industry needs. B) external culture clashes with intrinsic values. C) suppliers' cultures match the company's. D) outside environment is stable or dynamic. E) internal environment is stable or dynamic.

D) outside environment is stable or dynamic.

Wallace just got a new batch of articles to edit. He is enthused about starting something new. He decides to put all other distractions aside and focus on this task. He gets a great deal done, but after three hours, he is ready for something else. Deciding to quit after a few hours demonstrates the effect of Wallace's motivation on his ________ of effort. A) sincerity B) direction C) intensity D) persistence E) expectancy

D) persistence

As head of the sales team, Kevin has the power to dispense sales leads to the members of the team. He gives the best leads to the personnel who impress him the most at any given moment, and therefore the members of the team are always trying to impress Kevin. He possesses ________ power. A) legitimate B) coercive C) referent D) reward E) expert

D) reward

A psychology class has been assigned an individual case study project as well as a group project. The members of the group will receive the same grade for the group project, but they will be graded separately for their individual projects. Drew, Ben, Donna, and Julia are members of one such group. Drew and Donna worked very hard on the group project. Ben and Julia, however, did not contribute much to the group project because they felt that Drew and Donna would manage to get good grades for it. Instead, they focused their efforts on their individual projects. Ben and Julia's behavior is an example of A) groupthink. B) staff validity. C) self-serving bias. D) social loafing. E) attribution error.

D) social loafing.

Raheem recently hired a new assistant, Cathy. At his office, he often receives confidential letters and documents regarding work, as well as some personal mail, including financial statements. As Raheem often spends much of his day in meetings, he has asked Cathy to collect his mail and leave it on his desk to sort through later. When Cathy gives him the mail, Raheem trusts that she has not stolen or opened any of it. Raheem has a high degree of A) cognition-based trust. B) power-based trust. C) moral awareness. D) trust propensity. E) gullibility.

D) trust propensity.

With a lineup that includes some of the most well-known brands in the laundry, home care, and related departments, RWB Home Products is among the largest and most well-known companies in its industry. Founded in the late 1800s, it is a venerable and distinguished organization. RWB is often described as being almost synonymous with America itself (the initials stand for "Red, White, and Blue"), yet unlike America, it is noted for a lack of diversity among its workforce. Certainly there is diversity in terms of ethnicity and background, but diversity of opinion is lacking. "You can always spot the RWB employees in a crowd," one industry journal commented, "because they dress, talk, and even walk the same way." Most likely RWB Home Products is a company A) that is likely to experience a great deal of change in the near future. B) whose identity is hard to distinguish from that of its competitors. C) in which employees feel a sense of rootlessness and alienation. D) where new employees might find it difficult to adapt. E) that would be a good candidate for a merger.

D) where new employees might find it difficult to adapt.

Stress

Definition: A psychological response to demands where there is something at stake and where coping with the demands taxes or exceeds a person's capacity or resources. Stressors = Demands Strain = Negative outcomes

Value Fulfillment Formula

Dissatisfaction = (Vwant - Vhave) x (Vimportance)

Alisha is the manager of Fresh Marketplace, an organic café, juice bar, and supermarket. The company has recently been faced with competition from Oriole Organic Supermarket. Alisha meets with her team to get their thoughts on how Fresh Marketplace can become more competitive. They have a limited budget, so she needs to figure out where to best spend the money they have. After the meeting, she weighs their ideas before making a decision. Alisha's leadership style is A) autocratic. B) facilitative. C) democratic. D) team-based. E) consultative.

E) consultative.

________ is the third step in the four-component model of ethical decision making and reflects an authority's degree of commitment to the moral course of action. A) Moral attentiveness B) Moral awareness C) Moral intensity D) Moral judgment E) Moral intent

E) Moral intent

Ji-Eun is in charge of selecting an intern for the HR department at her company. She is especially interested in identifying the candidate with the strongest possibility for leadership. After interviewing five candidates, who do you think she chooses? A) Kaelynn, who was late to the interview and not very well- prepared but was funny and smart B) Dennis, who was introverted but reacted well when the interview was interrupted by an important phone call C) Carlotta, who bragged about having gone to an Ivy League school and ended up sort of taking over the interview D) Rosemary, who was smart and sharp but was self-deprecating and shy when asked to talk about herself E) Qasim, who did not have quite as much experience but was sharp and outgoing and showed an extreme willingness to learn

E) Qasim, who did not have quite as much experience but was sharp and outgoing and showed an extreme willingness to learn

Alyssa works for an engineering firm that has been hired to design and supervise the construction of a highway bridge over a major river. The bridge will be a unique design, incorporating complex designs that will likely never be duplicated. How should Alyssa deal with designing and overseeing the building of the bridge? A) She should build a team of reliable workers who work well together and like being around each other. B) She should create a permanent team of management executives to monitor this and all projects her firm accepts. C) She should reward employees who have been with the company the longest with the opportunity to join the team. D) She should assemble a permanent, full-time group of production workers to produce the parts needed for the bridge. E) She should gather a group of people with a wide range of specialized talents to work on the bridge until it is completed.

E) She should gather a group of people with a wide range of specialized talents to work on the bridge until it is completed.

Which of the following scenarios represents the most appropriate use of the Myers-Briggs Type Indicator? A) Patrick suspects Gary is neurotic and uses it to find out. B) Amberly administers it to screen applicants for employment. C) Jonna uses it to see if she might be interested in being a welder. D) Mack thinks he is smarter than everyone else and uses it to prove his point. E) Stu applies it to build understanding of the different approaches used on his team

E) Stu applies it to build understanding of the different approaches used on his team

The board was split over a fundamental question of the company's future direction, but Mr. Gillespie declared himself neutral in the conflict. As the oldest member of the board, he said, he should not take sides. His behavior exemplifies an approach to conflict resolution known as A) accommodating. B) collaboration. C) compromise. D) competing. E) avoiding.

E) avoiding.

Every year, 7 Days, a large retail chain, organizes a large annual function in which it gives an "Employee of the Year" award to a deserving employee, along with a $5,000 cash prize and an opportunity to launch the retail chain's new product. This is an example of which of the following components of organizational culture? A) stories B) symbols C) espoused values D) basic underlying assumptions E) ceremonies

E) ceremonies

When Matt was driving to work, a car sped past him, and its passengers began throwing trash out of the car window. Although Matt was taken aback by this behavior, he was able to forget the incident and had soon regained his focus on his plan for the day. From the scenario, it can be concluded that Matt has a high degree of A) originality. B) other awareness. C) personal distress. D) emotional arousal. E) emotion regulation.

E) emotion regulation.

Eagle is a human resources coordinator for a large firm dealing with a range of products. She needs to immediately hire an employee high in reasoning ability, but the only tests she has available test for quantitative and verbal abilities. What can she do when she administers the test to Pablo, and he scores very well on both of them? A) ignore the results because all three areas are completely unrelated B) pass up Pablo because verbal ability is inverse to reasoning ability C) calculate Pablo's likely reasoning ability score as 60 percent of his verbal score D) repeat the test because it is impossible to score high on both math and verbal ability E) hire Pablo because people tend to score similarly across all types of cognitive ability

E) hire Pablo because people tend to score similarly across all types of cognitive ability

Paul, Brian, and Jeff work in different teams at Lake Mattresses. Paul's team ensures that all the raw materials, machinery, tools, and other production equipment are available to employees around the clock. Any procurement needs have to be addressed to Paul, who also takes part in high-level decisions regarding the number of units to be produced, exported, and so on. Brian works as part of a team of eight members who concentrate on the day-to-day production; they also ensure that quality checks are done and inspect each other's work. Jeff is the operations manager, who works for five hours in the production department and spends the rest of his time assisting management as an internal consultant on manufacturing issues. His input is crucial in improving the production process. Paul is part of a(n) ________ team. A) work B) action C) project D) parallel E) management

E) management

The Source, an engineering company, introduced a 360-degree feedback system. Lou, who was being considered for a promotion, was described as eager to learn and innovate. Isaac was appreciated for his meticulous and organized work and was the one the team could depend on during crunch time. Gloria's ability to be cooperative, accommodating, and sociable to customers who had grievances was well acknowledged in the feedback. In the context of the Big Five taxonomy, the personality dimension ________ best describes Lou. A) intuition B) agreeableness C) neuroticism D) conscientiousness E) openness to experience

E) openness to experience

Jasmine is promoted to a position in marketing after two years in customer service at the upscale clothiers Blanston Brothers. She is excited about the opportunity and tries hard to fit in with her new team. Things go well at first, and the team works effectively to come up with new approaches to promote a new line of silk ties and handkerchiefs. One day at lunch, her co-workers are talking about their children, and Jasmine mentions she does not plan on having kids. Two of her teammates, Misty and Marco, are shocked. Since both come from large families and have multiple siblings, they cannot understand Jasmine's decision, and they become distant towards her. As a result, the team begins to lose the productivity gains it once had. This team is demonstrating ________ conflict. A) task B) goal C) mission D) strategy E) relationship

E) relationship

Which of these is a work hindrance stressor? A) family time demands B) work-family conflict C) benign job demands D) financial uncertainty E) role overload

E) role overload

Every day at Coat Tech, Bill sands down cars and then Brian removes the dust. Next, Loni sprays primer on them, and Katie sprays paint and a topcoat on them. Finally, Lyle dries the cars and polishes them. Each person is the best team member at performing the job he or she does. Coat Tech's workers have ________ interdependence. A) task B) goal C) virtual D) outcome E) sequential

E) sequential

Everyone at the St. Louis offices of Dominique Marceau Cosmetics, from the president to the lowest salesperson, came to the company holiday party—all except for Melanie, who told her coworkers that going to the party was "a waste of time." When her supervisor told her she had been missed, she claimed that her mother was sick, but she later laughed about this behind her supervisor's back and said that she spent the evening out partying with friends. Her behavior shows a lack of A) voice. B) helping. C) civic virtue. D) boosterism. E) sportsmanship.

E) sportsmanship.

Everyone at the St. Louis offices of Dominique Marceau Cosmetics, from the president to the lowest salesperson, came to the company holiday party—all except for Melanie, who told her coworkers that going to the party was "a waste of time." When her supervisor told her she had been missed, she claimed that her mother was sick, but she later laughed about this behind her supervisor's back and said that she spent the evening out partying with friends. Her behavior shows a lack of A) voice. B) helping. C) civic virtue. D) boosterism. E) sportsmanship.

E) sportsmanship.

Nobuko is a customer service representative at Call Center Central. She thought a job answering phones all day would be easy, and at first it seemed to be. But over time, the large daily call volume and number of angry or aggressive callers made her edgy, and she found herself being short with customers for no reason. She started having muscle spasms and began to get headaches while at work. Nobuko's physical symptoms are examples of A) poor decision-making. B) personality quirks. C) stress reduction. D) stressors. E) strains.

E) strains.

Expectancy theory focuses on describing A) How goals are the primary drivers of the intensity and persistence of effort. B) the type of rewards people get from outside forces, such as wages and vacations. C) a form of intrinsic motivation in which merely performing the work tasks serves as its own reward. D) how employees create a "mental ledger" of the outcomes (or rewards) they get from their job duties. E) the cognitive process that employees go through to make choices among different voluntary responses.

E) the cognitive process that employees go through to make choices among different voluntary responses.

Tracy and Tonya's business has enjoyed enormous growth, and they are not sure how to handle the growing list of back orders, so they sit down together to figure out what they should do. First they list the important criteria involved, then they write down all possible solutions. Having done so, they evaluate these alternatives against the criteria they have established, and after a great deal of discussion, they choose an alternative that they believe will yield the best results. Lastly, having made a decision, they set out to implement it. This is an example of A) intuition. B) bounded rationality. C) communities of practice. D) performance-prove orientation. E) the rational decision-making model.

E) the rational decision-making model.

Judy has just started a new job as a checker at Farmer's Grocery. It is her first job after graduating from high school, and she hopes to save enough money in the first year to be able to move in with her boyfriend. In her first week, she befriends two other new checkers, Silvio and Natasha, and she finds the majority of customers to be polite and sociable. At the end of her first week on the job, she checks the upcoming week's work schedule only to discover that she is scheduled to have Tuesday and Friday off instead of Wednesday and Thursday as she requested. She is disappointed because her boyfriend has Wednesdays and Thursdays off from his job as a waiter, and their conflicting schedules means she will not be able to see him much. The next week, she finds that she has Tuesday and Saturday off, despite once again requesting Wednesday and Thursday off. The week after that, she finds herself feeling anxious about going into the break room because she is reluctant to find out if her days off are again different from what she requested. According to what you know about the transactional theory of stress, what will be the next step Judy takes? A) to ignore the problem and see if her boyfriend can get his work schedule changed to match hers B) to call in sick on the days she wants to have off and try to pick up extra shifts to make up the difference C) to confront her manager and demand that her schedule match the schedule she has requested, or else she will quit D) to decide that no job is worth that kind of hassle and immediately look for a new job that offers a more desirable, fixed schedule E) to realize the importance of spending time with her boyfriend and understand that a variable work schedule will negatively impact her personal life

E) to realize the importance of spending time with her boyfriend and understand that a variable work schedule will negatively impact her personal life

While ________ teams focus on the accomplishment of core operational-level production and service tasks, ________ teams focus on integrating the activities of subunits across business functions. A) management; work B) action; work C) parallel; project D) project; work E) work; management

E) work; management

Expectancy Theory

Expectancy theory describes the cognitive process that employees go through to make choices among different voluntary responses Employee behavior is directed toward pleasure and away from pain or, more generally, toward certain outcomes and away from others.

Employees learn two types of knowledge:

Explicit - easy to communicate and teach Tacit - more difficult to communicate; gained with experience

Goal Interdependence

_________ exists when team members have a shared vision of the team's goal and align their individual goals with that vision as a result.