MGMT 320 - Exam 2

_______ is the arrangement of having discrete parts of a task done by different people.

A division of labor

________ is a control mechanism for making sure the right people do the right things at the right time.

A hierarchy of authority

Which of the following are not parts of compensation? A) annual performance reviews B) wages C) salaries D) incentive payments E) benefits

A) annual performance reviews

________ is the final stage of group and team development.

Adjourning

Espoused values are . . . A) a narrative based on true events, which emphasize a particular value. B) physical manifestations of an organization's core beliefs. C) the values and norms actually exhibited in the community. D) explicitly stated values and norms preferred by an organization. E) profit and cost expectations stated in the business plan.

D) explicitly stated values and norms preferred by an organization.

______ proposed people were driven by the three innate needs of competence, autonomy, and relatedness.

Deci and Ryan's self-determination theory

Workers who face discrimination in their jobs in the United States are best protected by ______ legislation.

EEO

True/False: A person's emotional stability refers to how intellectual, imaginative, curious, and broad-minded he or she is.

False

True/False: According to Chester I. Barnard, an organization is made up of at least one person who strives daily to achieve the organization's goals.

False

True/False: After 20 years on the job, Elvira retired. For several different reasons, the company decided not to replace Elvira with someone else. This is an example of turnover for a company.

False

True/False: Arbitration is the process in which a neutral third party, a mediator, listens to both sides in a dispute, makes suggestions, and encourages them to agree on a solution.

False

True/False: Authority is the extent to which a person is able to influence others so they respond to orders.

False

True/False: Before applying for a job as a contracts analyst, Carlos read the job analysis for the available position. This document indicated that the responsible employee reviews contracts for technical accuracy and completeness, and tracks invoices against the executed contracts.

False

True/False: Carlos is a manager who has poor leader-member relations with his employees who perform unambiguous, easily understood tasks. He should use a task-motivated leadership style.

False

True/False: Employees who play the role of initiator, coordinator, energizer, or orienter are playing a maintenance role in the organization.

False

True/False: Fiedler's contingency leadership model argues that leadership behaviors should be determined by position power only.

False

True/False: For Megan's end-of-year performance appraisal, her supervisor solicited feedback from three of Megan's coworkers, the manager of the customer-service department, several of Megan's clients, and even a few employees in other departments with whom she worked recently. Megan's performance appraisal is an example of an employee survey.

False

True/False: In adjourning, conflicts are resolved, close relationships develop, and unity and harmony emerge.

False

True/False: In an organic organization, tasks and rules are clearly specified.

False

True/False: In two-tier wage contracts, veteran employees are paid less or receive fewer benefits than new employees.

False

True/False: Job enlargement enables workers to focus on doing more of the same task to increase productivity.

False

True/False: Leadership is the ability to marshal human, informational, and other resources to get something done.

False

True/False: Marla, an employee for a government defense contractor, likes the strict culture that she finds with AeroDyno Industries, which supplies equipment parts to several military bases. There is very little focus on the external environment and little company flexibility due to the type of customers that AeroDyno serves. Because the product it sells needs little improvement and there is virtually no competition, AeroDyno Industries takes few risks. AeroDyno Industries is an example of an adhocracy culture.

False

True/False: Members of a group that are asking "What's next?" are in the performing stage of team development.

False

True/False: Most workers rate monetary benefits higher than they rate having a caring boss.

False

True/False: Narcissism is a key positive leadership trait.

False

True/False: Organizational culture appears as five layers: observable artifacts, espoused values, basic assumptions, informal groups, and management groups.

False

True/False: Reinforcement theory attempts to explain behavior change by suggesting that behavior with negative consequences tends to be repeated, whereas behavior with positive consequences tends not to be repeated.

False

True/False: Research reveals that reactive people tend to be more satisfied with their jobs, committed to their employer, and produce more work than proactive individuals.

False

True/False: The IT network that allows for the movement of organizational information within that company is known as the organizational structure.

False

True/False: The metaphor for an invisible barrier preventing women and minorities from being promoted to top executive jobs is the steel curtain.

False

True/False: The primary purpose of relationship-oriented leadership behavior is to ensure that people, equipment, and other resources are used in an efficient way to accomplish the mission of a group or organization.

False

True/False: The result of too much conflict in the workplace is usually indolence.

False

True/False: Thought is the process of interpreting and understanding one's environment.

False

True/False: Trust in the workplace is based on authority and control.

False

True/False: Two advantages of decentralization are that (1) managers are encouraged to not solve their own problems, but rather to ask for assistance as soon as possible, and (2) decisions are made more slowly, because they are discussed at a higher level of management.

False

True/False: Undocumented immigrants make up about 20 percent of the U.S. workforce.

False

______ consists of the activities that managers perform to plan for, attract, develop, and retain an effective workforce.

Human resource management

________ is not included in the four major perspectives on motivation.

Job satisfaction

Which negative trait of some leaders is marked by a cynical view of human nature that condones opportunistic and unethical ways of manipulating people, putting results over principles?

Machiavellianism

_____ is the set of processes and managerial behaviors that involve defining, monitoring, measuring, evaluating, and providing consequences for performance expectations.

Performance management

____________ is(are) defined as those stable psychological and behavioral attributes that give you your identity.

Personality

_______ is not a relationship-oriented behavior.

Political maneuvering

__________, which all managers have, is power that results from a manager's authority to reward his or her subordinates. Rewards can range from praise to pay raises, from recognition to promotions.

Reward power

______ leaders focus on providing increased service to others—meeting the goals of both followers and the organization—rather than to themselves.

Servant

Which of the following is incorrect about the leader-member exchange (LMX) model of leadership? A) The LMX model looks at the quality of relationships between managers and subordinates. B) The LMX model emphasizes that leaders have different sorts of relationships with different subordinates. C) The LMX model assumes each manager-subordinate relationship is unique. D) The quality of the relationship between managers and subordinates is related to turnover. E) The LMX focuses only on the behaviors or traits of leaders.

The LMX focuses only on the behaviors or traits of leaders.

Which of the following is not a common reason why incentives may fail to motivate employees?

The incentive plan is based on clear and realistic goals.

Which of the following statements is not a practical implication of the behavioral approaches to leadership? A) A leader's behavior is more important than his or her traits. B) How effective a particular leadership behavior is depends on the situation at hand. C) There is one best style of leadership. D) It is important to train managers on the various forms of relationship leadership. E) It is important to train managers on the various forms of task leadership.

There is one best style of leadership.

______ focuses on clarifying employees' roles and task requirements and providing rewards and punishments contingent on performance.

Transactional leadership

______ leadership helps employees pursue organizational goals over self-interests.

Transformational

True/False: A corporate culture is a defined set of shared, taken-for-granted implicit assumptions that a group holds and that determines how it perceives, thinks about, and reacts to its various environments.

True

True/False: A person who scores high on the conscientiousness dimension is typically dependable, persistent, and oriented toward achievement.

True

True/False: According to Maslow's hierarchy of needs, taking a sabbatical leave to further personal growth is an example of the self-actualization need.

True

True/False: According to the acquired needs theory, those who tend to seek social approval and satisfying personal relationships may have a high need for affiliation.

True

True/False: Assuming they have choices, people will make the choice that promises them the greatest reward if they think they can get it.

True

True/False: Autonomy describes the extent to which a job allows an employee to make choices about scheduling different tasks and deciding how to perform them.

True

True/False: Because internals seem to have a greater belief that their actions have a direct effect on the consequences of that action, they likely would prefer and respond more productively to incentives such as merit pay or sales commissions.

True

True/False: Benefits account for about one-third of compensation costs.

True

True/False: Conflict is a perfectly normal state of affairs.

True

True/False: Devil's advocacy and the dialectic method are forms of programmed conflict designed to elicit different opinions without inciting people's personal feelings.

True

True/False: Gestures such as constructive statements about the department, expression of personal interest in the work of others, suggestions for improvement, training of new people, the caring for organizational property, and punctuality and attendance well beyond standard or enforceable levels are examples of organizational citizenship behaviors.

True

True/False: Hannah, the youngest owner of a family-owned grocery, wants to make sure her company's culture is embedded in their organization. In a recent tradeshow workshop, she learned that she can do this by having company rites and rituals, continuing to tell stories about company legends, and being a role model to her employees.

True

True/False: If you start a new job and find the job description and criteria for promotion to be vague, role ambiguity has occurred.

True

True/False: In general, job satisfaction today is higher than it was in the aftermath of the Great Recession of 2007-2009.

True

True/False: In sexual harassment, the harasser may be a(n) outsider, coworker, supervisor, or someone of the same sex.

True

True/False: Low self-efficacy is associated with learned helplessness, the debilitating lack of faith in one's ability to control one's environment.

True

True/False: Mutual-benefit organizations are voluntary collectives whose purpose is to advance members' interests, while nonprofit organizations are formed to offer services to some clients, not to make a profit.

True

True/False: Onboarding programs help employees to integrate and transition to new jobs by making them familiar with corporate policies, procedures, cultures, and politics by clarifying work-role expectations and responsibilities.

True

True/False: Personality conflict is defined as interpersonal opposition based on personal dislike or disagreement.

True

True/False: Studies have shown that about 70 percent of workplace learning is informal.

True

True/False: Team composition reflects the collection of jobs, personalities, values, knowledge, experience, and skills of team members.

True

True/False: The best leaders display both transactional and transformational leadership styles.

True

True/False: The goal-setting theory suggests that employees can be motivated by goals that are specific and challenging, but achievable.

True

True/False: There are two different approaches to job design. The traditional approach to job design is to fit people to the jobs; the modern way is to fit the jobs to the people.

True

True/False: Today, teamwork is considered the cornerstone of progressive management.

True

True/False: When managers and employees within the same department are brought together in cross-functional teams to solve particular problems, their company is using a team-based design.

True

For a manager, building an effective team requires work, but the payoff is

a stronger, better-performing work unit.

Because Franco believes that external forces control him, he may do best in a highly structured job that requires greater compliance. Franco has . . .

an external locus of control

"I'm going to buy a Ford to support the U.S. auto industry" is an example of which component of attitude?

behavioral

The question "What was the best idea you ever sold to a supervisor, teacher, peer, or subordinate?" would be used in which type of interview situation?

behavioral-description interview

According to the integrated model, motivation is affected by both personal factors and ________ ones.

contextual

All of the following are contextual factors in the integrated model of motivation except A) organizational culture. B) rewards and reinforcement. C) group norms. D) core self-evaluations. E) leader behavior.

core self-evaluations

Which type of justice reflects the perceived fairness of how resources and rewards are distributed or allocated, according to equity theory?

distributive

Greg, the CEO of Organic Market, wants managers and employees to instruct each other about the organization's chosen values and beliefs. Greg has encouraged the seasoned employees to retell stories about the company legends, and he plans on bringing back the monthly rewards. Greg is endeavoring to . . .

embed company culture.

According to expectancy theory, the three primary elements that determine how willing an employee is to work hard at tasks important to an organization are

expectancy, instrumentality, and valence.

Medical knowledge possessed by doctors results in their ______ power.

expert

A committee investigating the impacts of health care reform on the organization is an example of a(n)

formal group

When physically attractive people are also assumed to be smarter and nicer, which perception distortion has occurred?

halo effect

All of the following are informal aspects of the workplace except . . . hierarchy, values, personalities, conflict, and culture.

hierarchy

Which of the following is considered a "soft" tactic used to influence others?

ingratiating tactics

People often do volunteer work for the ______ rewards.

intrinsic

When one department store authorized thousands of its sales clerks to handle functions normally reserved for store managers, such as handling merchandise-return problems and approving customers' checks, they gave them more responsibility, a _________ technique.

job enrichment

Which of the following is not a key quality displayed by humble leaders?

low self-awareness

Ana is a teacher who became interested in helping adults in some of the poorer neighborhoods learn how to read. She plans to start a reading center in a low-income area to help residents with reading skills at no cost. Ana's center is an example of a(n) _____.

nonprofit organization.

Although ______ are typically unwritten and seldom discussed openly, they have a powerful influence on group and organizational behavior.

norms

A company dress code and award ceremonies would be part of . . .

observable artifacts.

Computer-assisted instruction is usually a form of

off-the-job training

A(n) ______ is a system of consciously coordinated activities or forces of two or more people.

organization

Salaried executive, administrative, and professional employees are exempt from ______ rules.

overtime

In the ______ leadership model, a leader makes desirable rewards available in the workplace and clarifies how followers can obtain them.

path-goal

Jason is more apt to take initiative and persevere to influence the environment; he has a(n) ______ personality.

proactive

What is the last stage of the perceptual process?

retrieval from memory

Applications, résumés, interviews, and employment tests are all ______ tools.

selection

According to ______, competence, autonomy, and relatedness are the primary motivations for behavior.

self-determination theory

When much of her work was automated with a new computerized system, Brittany became unsure of her ability to do her job. Sara, her boss, has been mentoring her to improve her

self-efficacy

In ______ teams, the traditional clear-cut distinction between manager and managed is blurred as nonmanagerial employees are delegated greater authority and granted increased autonomy.

self-managed

Which of the following is not one of the eight leadership styles proposed by the revised path-goal theory?

servant leadeship

Empathy and organizational intuition are a part of which emotional intelligence (EI) trait?

social awareness

Philip, a shift manager in a factory, has 40 employees on his shift that he directly supervises. The 40 workers who report directly to Philip represent his . . .

span of control

A hierarchy culture has an internal focus; it values ____ over flexibility.

stability and control

According to Tuckman's five-stage model of group and team development, what is the second stage in the process?

storming

Marcie frequently requests meetings between her team and counterparts in Portland. She often spots issues that will affect both groups and wants to work openly on coordination so there are no surprises for anyone. Marcie plays a ______ role for her team.

task

A collection of five employees who are studying industry pay scales, with the goal of making recommendations for adjusting pay grades within their company, is known as a(n)

team

Which of the following is a motivating factor according to Herzberg's two-factor theory?

the work itself

______ refers to educating technical and operational employees in how to better do their current jobs.

training

When the two newly hired analysts compared notes, they found that their interviews had been quite different. Each was long and involved, but the content of the questions varied based on previous employment and education. They confirmed that the company that hired them used ______ interviews.

unstructured

According to expectancy theory, your ______ is low if you don't think a bonus or raise is going to be big enough to justify working evenings and weekends.

valence

Employers must consider an employment test's ______—that is, whether or not it measures what it purports to measure and is free of bias.

validity

The chain of command is also known as the ____.

vertical hierarchy

Which of the following is most important for the team leader to encourage during the storming stage of group and team development?

voicing of disagreements