MGMT Exam 2
E
"Women have a harder time than men in being perceived as effective leaders." This statement is a(n) A. Awareness B. Reference C. Proven fact D. Accommodation E. Stereotype
B
As a senior student representative on the ethics advisory board of your university, you feel strongly that cheating on college exam is unethical. You never cheated on any exam. However, this semester your best friend was desperate for your help, and you allowed him to take a quick "peek" at your answer sheet. Since then, you feel uncomfortable every time you think of the situation. Which of the following concepts best explains your psychological discomfort? A. Job detachment B. Cognitive dissonance C. Emotional labor D. Emotional dissonance E. Affective detachment
A
At its most basic, a person's behavior can be attributed to either ________ or _________ factors. A. Internal; external B. Motivated; accidental C. Effort; ability D. Success; failure E. Implicit; explicit
E
Chris has studied for his mathematics test and his English test. He expects to do moderately well in both subjects. He gets an "A" in English, but fails mathematics. While Chris feels that the grade he got for English was well-deserved, he blames his failure in mathematics on the fact that his teacher, Mr. Wallace, does not like him. In this situation, Chris is exhibiting A. Stereotypical behavior B. A fundamental attribution bias C. A negativity bias D. Micro-aggression E. A self-serving bias
E
Chris, a manager, knows that one of his employees values achievement and power. Chris should assign the employee to a job that includes A. High social value B. High security C. High self-direction D. High conformity E. High influence over others
B
Continuous Reinforcement schedules are particularly useful when an employee is A. Missing quotas. B. Learning a new skill. C. Frequently absent from work. D. Performing far above expectations for his or her job. E. Feeling entitles to receiving a reward.
C
Derek manages his team by promoting trust by making his words match his actions. If he promises something, he holds true to his work. He is also guided by morals and being honest. As a virtuous leader, what trait is he exhibiting? A. Greater good B. Forgiveness C. Integrity D. Compassion E. Justice
A
Dr. Riley, a professor in the economics department, finds that if he keeps his door open, people tend to stop in to say hello. This interruption is distracting. So now Dr. Riley keeps his office door open only a crack during his office hours, asking visitors to knock before entering. This small change allows him to grade exams more quickly and accurately. This is an example of his increasing his A. Mindfulness B. Optimism C. Attention delinquency D. Positive deviance E. Mindlessness
B
Flourishing represents the extent to which our lives contain PERMA- A. Positive emotions, enrichments, realism, meaning, and action. B. Positive emotions, engagement, relationships, meaning, and achievement. C. Position, equanimity, respect, money, and acceptance. D. Peace, emotions, reflection, management, and action. E. Positive emotion, enrichment, relationships, money, and acceptance.
D
Harold sells computer chips for a large corporation. This year he is not very motivated to meet his sales goal. The company has always paid his bonuses when he achieves his sales goal and Harold wants to take a big vacation this year. But, he thinks the sales goal the company has set for him may be too high and they won't budge on the amount. He isn't sure if he can sell that many chips this year. What process theory explains his lack of motivation best. A. Theory X/Y B. Equity C. Justice D. Expectancy E. Goal-setting
A
Marion, a shift supervisor, is keeping a performance diary for each of her employees. This mechanism can ______ performance appraisals. A. Reduce bias in B. Prove stereotypes for C. Increase bias in D. Eliminate E. Speed up
A
Nora wants to be a buyer for Marstons Stores. She knows that they are looking for outgoing, social people. She purposely present herself as an extrovert on the personality test that she takes even though she is shy and retiring. What is the likely result of this? A. Nora might get the job, but find she is unhappy in the role. B. Nora will not get the job. It is impossible to "fake" your personality on a test. C. Nora will get the job. The test is simply pro forma and no one looks at the results. D. The test will show that Nora is unstable. E. The test will flag Nora as someone who is not truthful and should not be hired by the company.
E
Roberto is a manager at XYZ Corporation. Every day, he eats lunch in the company cafeteria so he can learn the latest news and rumors. Roberto is exhibiting his A. Relationship management B. Self-awareness C. Self-disclosure D. Extraversion E. Social awareness
B
Sales quotas and piecework are best measured using ________ goals. A. Behavioral B. Objective C. Task D. Project E. Reinforcement
A
Self-efficacy is a component of A. Psychological capital B. Motivational structure C. Optimism D. PERMA E. Resilience
C
Strategies to increase positive experiences include all of the following except A. Cultivate kindness B. Develop distractions C. Accept negative thoughts D. Create quality connections E. Encourage others
True
T or F. Fears of reverse discrimination is a barrier to implementing successful diversity programs.
False
T or F. Maslow's need hierarchy and Herzberg's motivator-hygiene theories are both examples of process theories.
False
T or F. Our values are relatively stable across and do not vary across generations.
True
T or F. People with high levels of positive psychological capital have high levels of hope, efficacy, resilience, and optimism.
False
T or F. To achieve a climate encouraging positive OB, an organization must foster a specific set of organizational values, organizational practices, and transformational leadership.
True
T or F. Typically, managers overemphasize performance goals and underemphasize learning goals.
B
Ted was dissatisfied with his job. He said that the company policy, supervision, and working conditions were responsible for his dissatisfaction. According to Frederick Herzberg's theory, __________ are the extrinsic factors that create job dissatisfaction. A. Motivators B. Hygiene factors C. Affiliation factors D. Wellness factors E. Achievement factors
C
The term _____________ identifies an invisible but absolute barrier that prevents women from advancing to higher-level positions. A Diversity management B. Affirmative action C. Glass ceiling D. Causal attribution E. Self-serving bias
E
The two basic types of goals are A. Learning and behavioral B. Behavioral and performance C. Performance and objective D. Project and objective E. Performance and learning
C
The two general categories of motivation theories are A. Extrinsic and intrinsic B. Reward and punishment C. Content and process D. Job satisfaction and job dissatisfaction E. Internal and External
B
Trevor is an overachiever. His brother alls him ambitious and power hungry. Trevor exemplifies the _________ dimension. A. Self-transcendence B. Self-enhancement C. Self-awareness D. Self-management E. Self-leadership
A
Values represent beliefs that influence behaviors ___________; attitudes relate to behavior _______________. A. Across all situations; toward specific targets B. Toward specific targets; across all situations C. Across all situations; toward people D. Toward specific objects; toward specific people E. Toward specific people; toward specific objects
E
Wayne is on the production line for Medical Services Inc. He has been there for five years and has won Employee of the Month more than anyone else. Zander, his coworker, who has only been at Medical Services three years and hasn't even been nominated for Employee of the Month, just received a promotion. Wayne perceives a A. Negative expectancy B. Negative output C. Positive inequity D. Positive output E. Negative inequity
C
What form of diversity management is an organization adopting when it acknowledges differences but does not value not accept them? A. Mutual adaptation B. Building relationships C. Toleration D. Isolation E. Suppression
A
When positive practices reduce the impact of negative events or stressors, a(n) ____________ effect has occurred. A. Buffering B. Attentional C. Positivity D. Amplifying E. Deviant
C
Which forms of consequence strengthen a desired behavior? A. Positive reinforcement and extinction B. Positive reinforcement and punishment C. Positive and negative reinforcement D. Extinction and punishment E. Extinction and negative reinforcement
A
Which of the following is not a process theory of motivation? A. Acquired needs B. Equity C. Justice D. Expectancy E. Goal-setting
D
Which of the following is not an element of emotional intelligence? A. Self-awareness B. Social awareness C. Relationship management D. Emotional stability E. Self-management
E
Which of the following is the least fixed of a person's individual differences? A. Attitudes B. Intelligence C. Cognitive abilities D. Self-esteem E. Emotions
C
_________ is information about performance shared with those in a position to improve the situation. A. Coaching B. Instruction C. Feedback D. Monitoring E. Measurement
C
_________ is the set of processes and managerial behaviors that involve defining, monitoring, measuring, evaluation, and providing consequences for performance expectations. A. Performance appraisal B. Performance review C. Performance management D. Goal setting E. Coaching
C
Angela works for a company that does not provide good health benefits or career opportunities. Her ____________ is most likely to be negative. A. OCB B. CWB C. POS D. TPB E. OB
C
Elaine often volunteers to help others when they run into problems with their projects. She is very positive, always on time, and never calls in sick. Exhibiting ____________ is likely to create positive impressions among Elaine's colleagues and manager. A. TPB B. CWB C. OCB D. POS E. OB
C
Halim, one of your employees, always seems to be "taking it easy," often ignores problems that arise, and rarely takes action on his own. It is likely that Halim is? A. Low on practical intelligence B. An introvert C. Not a proactive personality D. Emotionally unstable E. Highly agreeable
C
Inez was content with her job at Pieces Packaging until the company added two levels of supervision, lowered bonuses, and decreased breaks. Her current dissatisfaction reflects _________ factors. A. Relatedness B. Motivation C. Hygiene D. Achievement E. Affiliation
B
Kim lives and works in a small town, even though she prefers life in a bigger city. She is quite dissatisfied with her current job and is thinking of leaving the organization. She is worried, however, about her ability to find other employment that pays as well as her current job. Additionally, she is concerned about finding another organization that offers college tuition reimbursement. Based on this information, Kim is experiencing A. Inequity B. Withdrawal cognitions C. Emotional detachment D. Affective dissonance E. Unmet expectations
B
Low job satisfaction and low employee engagement can lead to A. Lower employee turnover B. Low task performance C. Increased task performance D. Increased commitment E. Improved communication
A
Owen leads a team tasked with developing a client tracking system. He is nervous and worried, afraid that if this assignment doesn't go well, he won't be promoted. Jack, a team member, is relaxed, unworried, and secure in the feeling that they have all the necessary resources and talents to make this work. Jack is likely to score high on A. Emotional stability B Introversion C. Conscientiousness D. Internal locus of control E. Agreeableness
A
Papa Bill's, a local pizza chain, institutes a new compensation policy to increase the on-time delivery of its pizzas. Drivers are paid an extra $1.00 for each on-time delivery, payable at the next pay period. However, a review of the policy showed that traffic tickets for reckless driving amount delivery drivers increased by 50 percent since the new policy was introduced. Which of the following best explains why this reward system did not perform as expected? A. The organization was unintentionally rewarding counterproductive behavior. B. Employees viewed the $1.00 incentive as an entitlement. C. The delay was too long between the performance and the reward. D. The organization placed too much emphasis on monetary rewards. E. The reward lacked an "appreciation effect."
D
Polly works as a bartender. A few people way money at her so that she will serve them first. She finds this to be rude and, so, either ignores them or serves them last. People realize that Polly services the people who wait politely first, and much of the rude behavior stops. Polly used the model of A. Positive reinforcement B. Negative reinforcement C. Variable ratio reinforcement D. Extinction E. Shaping
C
Randall wants to put more variety into his assistant's job by combining specialized tasks of about the same level of difficulty. This is A. Job rotation B. Job enrichment C. Job enlargement D. Scientific management E. Vertical loading
True
T or F. Cross-cultural research evidence shows personality models are not unique to the culture in which they were developed. The Big Five personality structure held up very well in a study of women and men from Russia, Canada, Hong Kong, Poland, Germany, and Finland. A comprehensive analysis of Big Five studies revealed: "To date, there is no compelling evidence that culture affects personality structure."
False
T or F. Justine, a manager, has decided that Harrison is performing poorly because he is lazy. This is an example of a negativity bias.
C
The _________ effect is the attraction of all living systems toward that which is life-giving and away from that which is life-depleting. A. Buffering B. Attentional C. Positivity D. Amplifying E. Deviant
B
The goal of the job characteristics model is to A. Apply scientific methods to job design B. Increase intrinsic motivation in jobs C. Increase extrinsic motivation in jobs D. Guide the goal-setting process E. Guide managers in applying job-swapping techniques
C
The idea underlying the ____________ model is that satisfaction is tied to how faulty an individual is treated at work. A. Met expectations B. Need fulfillment C. Equity D. Value attainment E. Dispositional components
B
The law of effect states that A. Whatever can go wrong, will go wrong. B. Behavior with favorable consequences tends to be repeated. C. Behavior with unfavorable consequences tends to be repeated. D. Garbage in, garbage out. E. Leadership affects how people perform.
D
The millennial generation is described as A. Patriotic, loyal, and disciplines B. Multitasking, communicate fast, and online. C. Workaholic, idealistic, competitive D. Entitled, civic-minded, closely involved with parents. E. Self-reliant, adaptable, cynical.
E
Which of the following is true about balancing positive and negative emotions? A. We should try to eliminate all our negative emotions. B. We should have one negative emotion for each positive emotion we experience. C. Our brains actually look more for positive information over negative during daily activity. D. Positive experiences activate a survival orientation. E. Ideally, we should try to have more positive experiences than negative.
C
Which of the following statements about self-efficacy is true? A. Self-efficacy is the same as self-esteem. B. A person with high self-efficacy is likely to work less hard than a person with low self- efficacy because he or she is already confident of good results. C. Self-efficacy can be developed. D. The biggest predictor of a person's self-efficacy is his or her emotional state. E. Self-efficacy is not related to prior experience.
B
___________ is the combination of stable physical, behavioral, and mental characteristics that gives individuals their unique identity. A. Intelligence B. Personality C. A person's value profile D. Self-efficacy E. Self-esteem
C
____________ theory focuses on the needs that drive intrinsic motivation, which is longer lasting and has a more positive impact on task performance than extrinsic motivation. A. Need hierarchy B. Acquired needs C. Self-determination D. Motivator-hygiene E. Equity/justice
B
_____________ is an artificial intervention aimed at giving management a chance to correct an imbalance, injustice, mistake, or outright discrimination that occurred in the past. A. Discrimination rectification B. Affirmative action C. Managing diversity D. A legitimacy program E. The glass ceiling
B
______________ provides broad and useful ways to describe personality in terms of our individual differences in self-efficacy, self-esteem, locus of control, and emotional stability. A. Interpersonal intelligence B. Core self-evaluation C. Conscientiousness D. Personality E. Practical intelligence
