Final Test Prep MGMT 452

Which of the following types of culture has roots that mean "temporary or specialized?" A. Adhocracy culture B. Hierarchy culture C. Clan culture D. Market culture

A. Adhocracy culture

Which of the following would most likely result in consistently higher effort and performance? A. Assigning goals that are both specific and difficult B. Having goals that are very difficult to achieve C. Assigning "do your best" goals D. Having multiple goals

A. Assigning goals that are both specific and difficult

Which statement best summarizes the components of empowerment as defined by the authors? A. Leaders delegate leadership and decision making down to the lowest level possible and equip followers with the resources, knowledge, and skills necessary to make good decisions. B. Leaders articulate a vision and specific goals and hold followers responsible for achieving them. C. Followers act as entrepreneurs and owners who question rules and make intelligent decisions. D. Empowerment is a bottom-up approach that focuses on intelligent risk taking, growth, change, trust, and ownership.

A. Leaders delegate leadership and decision making down to the lowest level possible and equip followers with the resources, knowledge, and skills necessary to make good decisions.

Jeff works as a self-employed consultant. He decides when, where, and how he works based on market demand and personal preference. Jeff's job most likely has a high degree of task: A. autonomy. B. interdependence. C. structure. D. feedback.

A. autonomy.

Industrial age companies prospered by offering low-cost but standardized products and services. This pertains to: A. customer segmentation. B. links to customers and suppliers. C. innovations. D. cross functions.

A. customer segmentation.

According to the GLOBE study, societies higher on future orientation tend to: A. have flexible and adaptive organizations and managers. B. assign greater weight to love in marriage decisions. C. have lower rates of economic success. D. have lower heart attack rates.

A. have flexible and adaptive organizations and managers.

Organizational climate is best described as: A. how well organizational members get along with each other. B. a system of shared beliefs among members of a group. C. highly related to task perceptions of work. D. wider in scope than job satisfaction.

A. how well organizational members get along with each other.

In terms of the underlying causes of performance problems, leaders seem to have the most difficulty recognizing and rectifying: A. motivation problems. B. unclear expectations. C. employee skill deficits. D. resource shortages.

A. motivation problems.

Workers may be able to accomplish their tasks in an autonomous fashion, but the products of their efforts must be coordinated in order for the group to be successful. This refers to: A. task interdependence. B. task autonomy. C. task structure. D. task feedback.

A. task interdependence.

Which of the following is most likely an example of a non-contingent reward? A. Performance bonus B. Annual salary C. Monthly commission D. Stock options

B. Annual salary

Which statement about empowerment and the operant approach is most likely true? A. The situation is almost always fixed, and followers are the only variables important in the performance equation. B. By changing the situation, leaders can enhance followers' motivation, performance, and satisfaction. C. Restructuring work processes and procedures generally has little effect on follower's motivational levels. D. Most followers enjoy the challenge of doing things in new ways and feel immediately empowered.

B. By changing the situation, leaders can enhance followers' motivation, performance, and satisfaction.

The information age organization operates with integrated business processes that cut across traditional business functions. This concerns which operating assumption underlying the information age? A. Links to customers and suppliers B. Cross functions C. Global scales D. Knowledge workers

B. Cross functions

What are the most powerful determinants of task behaviors according to Locke and Latham? A. Values B. Goals C. Abilities D. Needs

B. Goals

Which of the following is NOT a macro psychological component that underlies empowerment? A. Motivation B. Influence C. Learning D. Stress

B. Influence

Which of the following reflects the degree to which people are given information about different reward procedures and are treated with dignity and respect? A. Decentralization B. Interactional justice C. Empowerment D. Distributive justice

B. Interactional justice

Which of the following most likely occurs when leaders articulate high expectations for followers? A. Hawthorne effect B. Pygmalion effect C. Golem effect D. Hierarchy effect

B. Pygmalion effect

Which of the following statements about affectivity is most likely FALSE? A. Leadership experiences are affected by the positive or negative affectivity of followers. B. Research shows a strong link between negative affectivity and low productivity levels. C. A leader's own affectivity can strongly influence followers' morale or satisfaction levels. D. Leaders can most likely improve job satisfaction by hiring upbeat, optimistic followers.

B. Research shows a strong link between negative affectivity and low productivity levels.

Which of the following is one of the motivators described in Herzberg's two-factor theory? A. Working conditions B. The work itself C. Co-workers D. Job security

B. The work itself

There is a known procedure for accomplishing a task and rules governing how one goes about it. If these rules are followed, there is one result. These features most likely characterize: A. task autonomy. B. a structured task. C. an unstructured task. D. task interdependence.

B. a structured task.

Typically, greater horizontal complexity is associated with: A. the number of hierarchical levels appearing on an organization chart. B. the increased likelihood for communication breakdowns between subunits. C. the degree of standardization in an organization. D. the diffusion of decision making throughout an organization.

B. the increased likelihood for communication breakdowns between subunits.

According to GLOBE, which of the following behaviors is culturally contingent? A. Asocial B. Dynamic C. Ambitious D. Insensitive

C. Ambitious

Which of the following assesses the overall degree to which employees are satisfied with their organization and their job? A. Hygiene factors B. Facet satisfaction item C. Global satisfaction item D. Motivators

C. Global satisfaction item

Which of the following is an advantage of decentralized organizations? A. Uniform policies and procedures that are strictly enforced B. Minimal participation in the decision process C. Greater acceptance of decision outcomes D. Clearer coordination procedures

C. Greater acceptance of decision outcomes

Which of the following statements is most likely true about affectivity? A. People with positive affectivity tend to avoid new situations. B. Researchers have found that negative affectivity is not related to job dissatisfaction. C. People with a disposition for positive affectivity tend to react optimistically to changes. D. People with negative affectivity tend to be unhappy with their lives but enjoy their jobs.

C. People with a disposition for positive affectivity tend to react optimistically to changes.

According to Herzberg's two-factor theory, which of the following is a hygiene factor? A. Recognition B. Responsibility C. Supervision D. Advancement

C. Supervision

Which of the following is NOT a characteristic of an adaptive problem? A. The problem can only be solved by changing the system itself. B. It may be difficult to reach a consensus on what the problem really is. C. The problem may be complex, but there is an expert solution to solve it. D. Current resources and ways of thinking may be insufficient to solve the problem.

C. The problem may be complex, but there is an expert solution to solve it.

Which of the following statements concerning societal culture is most likely FALSE? A. Societal culture is comprised of the learned behaviors characterizing the total way of life of members within any given society. B. The beliefs and myths of a culture that provide context to manifest behaviors are generally hidden from view. C. To most outsiders, the most salient and visible aspect of any culture is the values. D. Becoming aware of cultural perspectives is critical for leaders in the global context.

C. To most outsiders, the most salient and visible aspect of any culture is the values.

Which of the following statements about unstructured tasks is most likely FALSE? A. Unstructured tasks are by nature somewhat ill defined. B. Reducing the ambiguity of an unstructured situation is a leadership behavior appreciated by followers. C. While it is easier for a leader to give instruction in unstructured tasks, it is not necessarily the most helpful thing to do. D. Subordinates need help when a task is unstructured.

C. While it is easier for a leader to give instruction in unstructured tasks, it is not necessarily the most helpful thing to do.

Performance is best described as: A. the likelihood that behaviors will be repeated without reward. B. judgments about the adequacy or inadequacy of behavior. C. behaviors directed toward the organization's mission. D. how much an individual enjoys a work activity.

C. behaviors directed toward the organization's mission.

Organizations with a _____ culture tend to have formalized rules and procedures. A. clan B. adhocracy C. hierarchy D. market

C. hierarchy

A leader trying to solve a morale problem in the workplace is most likely facing a task that is: A. structured. B. synchronized. C. unstructured. D. technical.

C. unstructured.

GLOBE researchers identified six cultural dimensions that were determined to be applicable across all global cultures for assessing culturally endorsed implicit theories of leadership(CLTs). Which of the following is NOT one of those dimensions? A. Team-oriented leadership B. Self-protective leadership C. Autonomous leadership D. Democratic leadership

D. Democratic leadership

Which of the following statements about goals is most likely FALSE? A. Determining just how challenging to make goals creates a dilemma for many leaders. B. Goal commitment is likely to increase with follower participation in goal setting. C. Followers exert the greatest effort when goals are accompanied by feedback. D. Easily attainable goals result in higher levels of effort and performance.

D. Easily attainable goals result in higher levels of effort and performance.

Which of the following involves making judgments about the adequacy of behavior with respect to certain criteria such as work-group or organizational goals? A. Reliability B. Responsiveness C. Performance D. Effectiveness

D. Effectiveness

According to GLOBE, which of the following is universally viewed as a negative leader attribute? A. Formal B. Domineering C. Foresighted D. Egocentric

D. Egocentric

What is the main reason for people staying with organizations? A. Job evaluations based on 360-feedback B. Frequent development opportunities C. Use of pay-for- performance systems D. Promises of long-term employment

D. Promises of long-term employment

The organizational structure is best described as: A. a tangible reality. B. an end in itself. C. sacrosanct and permanent. D. a tool for getting things done.

D. a tool for getting things done.

An individual's tendency to exert effort toward task accomplishment depends partly on the strength of his/her motive to achieve success. This concept is called: A. problem solving. B. customer orientation. C. relationship building. D. achievement orientation.

D. achievement orientation.

One limitation of Maslow's Hierarchy of Needs is that it fails to: A. consider an individual's higher order needs. B. place enough emphasis on an individual's lower order needs. C. address the general nature of the various types of basic human needs. D. make specific predictions as to how individuals will satisfy their needs.

D. make specific predictions as to how individuals will satisfy their needs.

Role theory clarifies how situational demands and constraints cause: A. vertical complexity. B. horizontal complexity. C. role overload. D. role conflict.

D. role conflict.

A firm with a "pay for performance" culture that distributes bonuses and commissions for results obtained is most likely using the empowerment approach to motivate employees.

False

According to Brockner, fairness in the workplace makes intuitive sense and is present in most organizations.

False

According to Heifetz, technical problems can only be solved by changing the system itself, while adaptive problems do not require changes to the social system.

False

According to Herzberg's theory, followers will exert additional effort if leaders improve working conditions and pay.

False

Dysfunctional turnover occurs when experienced executives retire or substandard performers are fired.

False

In general, job satisfaction has more to do with non-task perceptions of work, such as feelings about co-workers, while organizational climate relates to perceptions of workload and the nature of the tasks involved.

False

In the information age, companies primarily succeed according to how well they can capture the benefits from "economies of scale and scope".

False

Independent leadership cultures are characterized by widespread beliefs and practices that leadership is a collective activity requiring mutual inquiry and learning.

False

Leaders at higher organizational levels spend most of their time and effort implementing policies and procedures.

False

Leaders that use operant principles to motivate workers should limit themselves to administering organizationally sanctioned rewards and punishments, which are most effective at motivating followers.

False

Market cultures are characterized by a high degree of flexibility and discretion and a focus on the internal environment.

False

Most leaders prefer appealing to their employees' personal values or giving them something meaningful to do.

False

Role conflict occurs whenever leaders or followers are unclear about what they need to do and how they should do it.

False

Solving a morale problem exemplifies a structured task.

False

Spatial complexity makes it easier for leaders to have face-to- face communication with subordinates and to provide personal support and encouragement.

False

With the Myers-Briggs Type Indicator, judgers prefer activities that are unstructured.

False

According to research, a strong correlation exists between the amount of money an organization spends on motivational programs and motivational speakers and the firm' s revenues, profitability, and market share.

Flase

Job satisfaction surveys are most useful when compared to a dissimilar reference group, such as an organization of a different size or one in another industry.

Flase

According to Kerr and Jermier, a cohesive work group may provide a substitute for the leader's task and relationship behavior.

True

According to McClelland, differences in achievement orientation are a key reason why people differ in the levels of effort they exert to accomplish assignments, objectives, and goals.

True

Companies that spend more time and effort attracting, developing, and retaining the best people often report superior financial results.

True

Competitive advantage in one generation of a product's life is no guarantee of success for future generations of that product.

True

Greater horizontal complexity is associated with an increased likelihood for communication breakdowns between subunits.

True

In Maslow's hierarchy, physiological and security needs must be satisfied before belongingness or esteem needs are pursued.

True

In surveys of job satisfaction, a facet satisfaction item asks about particular aspects of the job such as pay or working conditions.

True

Leaders and followers often overlook how changing the situation can help them to change their behavior.

True

Leaders are more likely to be successful when introducing change if they address and capitalize on followers' emotions.

True

Leaders can change an organization's culture by attending to or ignoring problems.

True

Organizational climate is partly a function of organizational culture.

True

Organizational culture can be better understood by considering an organization's symbols, rituals, and language.

True

Procedural justice involves the process in which rewards or punishments are administered.

True

Researchers advocating the situational viewpoint believed leaders were made, not born.

True

Studies suggest that if firms could get almost 4% more work out of each employee, the GDP in the U.S. would increase by $355 billion.

True

Task autonomy is the degree to which a job provides individuals with some control over what they do and how they do it.

True

Tasks with high levels of interdependence require leaders to use their organizing, planning, directing, and communication skills.

True

The concept of motivation helps explain differences seen among people in terms of the energy and direction of their behavior.

True

The degree of formalization in an organization tends to vary with its size.

True

The hierarchy effect occurs when upper-level employees have higher global and facet satisfaction ratings than lower-level employees in the organization.

True

Volunteering to help another employee with a task or project is an example of organizational citizenship behavior.

True

Worker productivity and job dissatisfaction in the United States are at an all-time high.

True