MGT 305 Midterm

_____ refers to any set of activities that involve the alteration of specific jobs or interdependent systems of jobs with the intent of improving the quality of employee job experience and their on-the-job productivity. A. Job design B. Job satisfaction C. Task performance D. Job enlargement E. Job rotation

A. Job design

_____ reflects a feeling of obligation to continue employment. A. Normative commitment B. Affective commitment C. Continuance commitment D. Emotional dissonance E. Cognitive dissonance

A. Normative commitment

_____ is an organization wide system whereby managers integrate the activities of goal setting, monitoring and evaluating, providing feedback and coaching, and rewarding employees on a continuous basis. A. Performance management B. Recruitment process C. Staffing D. Selection process E. Annual performance appraisal

A. Performance management

_____ represents the specific capacity to physically manipulate objects. A. Skill B. Ability C. Self-efficacy D. Self-esteem E. Effort

A. Skill

Which of the following is defined as, "continuous, customer-centered, employee-driven improvement?" A. Total quality management B. Contingency approach C. Open-systems perspective D. Refreezing process E. Organizational subculture

A. Total quality management

In Maslow's need hierarchy, the _____ need is the desire for reputation, prestige, and recognition from others. A. esteem B. safety C. physiological D. self-actualization E. love

A. esteem

Fulfilling one's needs, attaining important values, and being treated fairly at work are causes of _____. A. job satisfaction B. met expectations C. absenteeism D. employee turnover E. emotional intelligence

A. job satisfaction

_____, that tend to be self-serving and often invalid, are suspected or inferred causes of behavior. A. Schema B. Causal attributions C. Stereotypes D. Salient stimuli E. Implicit cognitions

B. Causal attributions

According to Schwartz's value theory, _____ is associated with restraint of actions, inclinations, and impulses likely to upset or harm others and violate social expectations or norms. A. Achievement B. Conformity C. Hedonism D. Universalism E. Security

B. Conformity

____ holds that people are motivated to behave in ways that produce desired combinations of expected outcomes. A. Equity theory B. Expectancy theory C. Management by objective D. Goal setting theory E. Cognitive dissonance theory

B. Expectancy theory

____ is defined as the extent to which a person observes his or her own self-expressive behavior and adapts it to the demands of the situation. A. Cognition B. Self-monitoring C. Self-efficacy D. Self-esteem E. Personality

B. Self-monitoring

The boss of a Preamble Systems announced the employees would be going on a trip to San Francisco. A few employees liked the idea and a few of them disliked the idea. According to the nature of attitudes, these evaluations reflect the _____ component of the employees. A. behavioral B. affective C. cognitive D. normative E. intellectual

B. affective

According to Ajzen's theory of planned behavior, _____ refers to the degree to which a person has a favorable or unfavorable evaluation or appraisal of the behavior in question. A. intention B. attitude toward the behavior C. subjective norm D. perceived behavioral control E. predictor

B. attitude toward the behavior

According to Alderfer's ERG theory, the _____ needs reflect the desire for physiological and materialistic well-being. A. safety B. existence C. self-actualization D. growth E. relatedness

B. existence

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, these extrinsic factors that create job dissatisfaction are called: A. motivators. B. hygiene factors. C. affiliation factors. D. wellness factors. E. achievement factors.

B. hygiene factors.

What is the primary managerial implication of Maslow's theory? A. Job-security pledges have no motivational impact. B. Safety needs can be satisfied using status symbols. C. A satisfied need may lose its motivational potential. D. Greater job autonomy satisfies the esteem need. E. Greater job responsibility satisfies the love need.

C. A satisfied need may lose its motivational potential.

The _____ reflects a loss in performance resulting from low leader expectations. A. leniency perceptual error B. halo perceptual error C. Golem effect D. fundamental attribution bias E. self-serving bias

C. Golem effect

_____ is a belief about one's own self-worth based on an overall self-evaluation. A. Self-confidence B. Self-efficacy C. Self-esteem D. Cognition E. Personality

C. Self-esteem

____ is based on pessimistic and negative assumptions about human nature. A. Theory A B. Theory W C. Theory X D. Theory Y E. Theory Z

C. Theory X

The _____ component of an attitude reflects the beliefs or ideas one has about an object or situation. A. behavioral B. objective C. cognitive D. normative E. affective

C. cognitive

Social rewards are a type of _____ reward. A. intrinsic B. self-granted C. extrinsic D. psychic E. integral

C. extrinsic

Feedback serves two functions for those who receive it: to instruct and to ____. A. assess B. evaluate C. motivate D. clarify E. punish

C. motivate

Equity theory predicts that a student will experience _____ if a friend of equal scholarly ability studies the same amount for a test but receives a higher grade. A. equity B. an expectancy of zero C. negative inequity D. an instrumentality of zero E. positive inequity

C. negative inequity

According to Schwartz's value theory, _____ includes pleasure and sensuous gratification for oneself? A. Achievement B. Benevolence C. Universalism D. Hedonism E. Security

D. Hedonism

_____ is defined as the perceived fairness of the process used to make decisions regarding the allocation of rewards and resources. A. Interactional justice B. Positive inequity C. Negative inequity D. Procedural justice E. Distributive justice

D. Procedural justice

_____ occurs when an employee reports a perceived unethical and/or illegal activity to a third party such as government agencies, news media, or public interest groups. A. Blind trust B. Collusion C. Embezzlement D. Whistle-blowing E. Lapping

D. Whistle-blowing

According to Kelley's attribution model, consensus involves _____. A. judging if the individual's performance on a given task is constant over time B. looking at all the available information and weighing each piece according to its importance C. discussing the individual's behavior with others and coming to a group decision D. comparing an individual's behavior with that of his or her peers E. contrasting a person's behavior on one task with his or her behavior on other tasks

D. comparing an individual's behavior with that of his or her peers

Self-awareness, self-management, social awareness, and relationship management are all components of _____. A. self-monitoring B. locus of control C. self-efficacy D. emotional intelligence E. self-esteem

D. emotional intelligence

According to the Big Five personality dimensions, a person scoring high on _____ is relaxed, secure, and unworried. A. extraversion B. agreeableness C. conscientiousness D. emotional stability E. openness to experience

D. emotional stability

quity theory is a motivation model that explains how people strive for _____ in social exchanges or give-and-take relationships. A. equality B. cognitive consistency C. leadership D. fairness E. pleasure

D. fairness

Pam is attempting to reduce her inequity at work by attending night school for further job training. In other words, she is trying to ____. A. find a new comparison other B. decrease her inputs C. increase her outcomes D. increase her inputs E. decrease her outcomes

D. increase her inputs

The three basic levels of analysis in organizational behavior are: A. psychological, sociological, and statistical. B. emotional, physical, and cognitive. C. functional, business, and strategic. D. individual, group, and organizational. E. group, business, and environmental.

D. individual, group, and organizational.

According to Ajzen's theory of planned behavior, _____ is assumed to reflect past experience as well as anticipated impediments and obstacles. A. intention B. attitude toward the behavior C. subjective norm D. perceived behavioral control E. predictor

D. perceived behavioral control

A(n) _____ goal targets specific end result. A. procedural B. learning C. justice D. performance outcome E. equity

D. performance outcome

Another name for the Pygmalion effect is _____. A. self-serving bias B. selective attention C. fundamental attribution bias D. self-fulfilling prophecy E. stereotyping

D. self-fulfilling prophecy

Heavier workloads for employees combined with an increase in dual-income families, single working parents, and elder care responsibilities serve to increase _____. A. work/family integration B. job involvement C. job satisfaction D. work/family conflict E. organizational commitment

D. work/family conflict

_____ represent(s) an individual's capacity for constructive thinking, reasoning, and problem solving. A. Effort B. Values C. Skill D. Attitudes E. Intelligence

E. Intelligence

According to the Big Five personality dimensions, a person scoring high on _____ is intellectual, imaginative, curious, and broad-minded. A. extraversion B. agreeableness C. conscientiousness D. emotional stability E. openness to experience

E. openness to experience

A person's needs remain unchanged over his or her lifetime.

False

Self-efficacy is functionally the same thing as self-esteem.

False

The halo effect leads a rater to consistently evaluate other people or objects in an extremely positive fashion.

False

The purpose of a learning goal is to accomplish a specific end-result.

False

The recency effect is the tendency to remember old contacts, and then evaluate them by comparing them with characteristics of recently observed people or objects.

False

We truly appreciate your hard work!" is an example of objective feedback.

False

Based on research on the Big Five personality dimensions, which of the following is true? A. The Big Five personality structure is valid across different cultures. B. Openness to experience had the strongest positive correlation with training performance. C. Agreeableness was a stronger predictor of job performance across all professions than was extraversion. D. Conscientiousness was a weak predictor of job performance. E. For managers and salespeople, emotional stability was associated with job success.

The Big Five personality structure is valid across different cultures.

According to Ajzen's theory of planned behavior, behavioral intentions are influenced by attitude toward the behavior, subjective norms, and perceived behavioral control.

True

According to Alderfer's ERG theory, frustration of higher-order needs can influence the desire for lower-order needs.

True

According to Herzberg, motivators are job characteristics associated with job satisfaction.

True

According to Kelley, people make causal attributions after gathering information about three dimensions of behavior: consensus, distinctiveness, and consistency.

True

According to Maslow, having enough food, air, and water to survive is the most basic need.

True

Schwartz believes that values are motivational in that they "represent broad goals that apply across contexts and time."

True

Sex-role stereotypes are related to gender-based expectations that people use without any conscious awareness.

True

Social capital is productive potential resulting from strong relationships, goodwill, trust, and cooperative effort.

True

Stereotypes are useful because they help us process the large amount of information that we receive daily.

True

The concept of psychological capital focuses on human strengths and potential as a way to possibly prevent mental and behavioral problems and improve the general quality of life.

True

People with an external locus of control tend to ____. A. be more agreeable than internals B. prefer pay-for-performance compensation plans C. attribute outcomes to environmental causes D. believe they are in control of the events that affect their lives E. credit positive events to their own abilities

C. attribute outcomes to environmental causes

Samantha has been asked to rate the two students who have joined her class recently. One of them is extremely diligent, submits her assignments on time and makes very clear presentations, while the other one puts in just enough efforts to get a passing grade, and is often not prepared for the presentations. Samantha, who avoids extreme judgments, rates both of them as near-average students. Which of the following perceptual errors is Samantha making in her rating? A. Contrast effect B. Recency effect C. Halo D. Leniency E. Central tendency

E. Central tendency

The final step in establishing a goal-setting program is to: A. foster goal commitment. B. set goals. C. promote goal commitment. D. assign goals. E. provide employees with support and feedback.

E. provide employees with support and feedback.

An ability represents the specific capacity to physically manipulate objects.

False

Emotional intelligence scores are a better predictor of job performance than the Big Five personality dimensions.

False

In Schwartz's value theory, adjacent values like self-direction and universalism are negatively related.

False

Low managerial expectations will lead to enhanced employee performance.

False

Older workers are more accident prone than younger workers.

False

People who are low self-monitors are sometimes called chameleons because they can readily adapt their self-presentation to their surroundings.

False

People with an internal locus of control tend to attribute key outcomes in their lives to environmental causes, such as luck or fate.

False

According to McGregor's Theory X, people tend to procrastinate and loaf whenever they can.

True

People with a high need for affiliation prefer to spend more time maintaining social relationships, joining groups, and wanting to be loved.

True

Performance management is an organization-wide system whereby managers integrate the activities of goal setting, monitoring and evaluating, providing feedback and coaching, and rewarding employees on a continuous basis.

True

Personal values essentially represent the things that have meaning to us in our lives.

True

Research has found a significant positive correlation between self-efficacy and job performance.

True

The proactive personality dimension is the most frequently studied of the Big Five personality dimensions.

True

Total quality management (TQM) is defined as continuous, customercentered, employee- driven improvement.

True

When employees are free of any fears associated with trying new, innovative ideas or behaviors at work, they are said to have psychological safety.

True

Women are more emotionally expressive than men.

True

According to Kelley's attribution model, consistency involves _____. A. judging if the individual's performance on a given task is constant over time B. looking at all the available information and weighing each piece according to its importance C. judging whether an individual's behavior has improved over time D. comparing an individual's behavior with that of his or her peers E. contrasting a person's behavior on one task with his or her behavior on other tasks

A. judging if the individual's performance on a given task is constant over time

_____ consists of employee behaviors that are beyond the call of duty and exceed work-role expectations. A. Fulfilled needs B. Met expectations C. Withdrawal cognitions D. Continuance commitment E. Organizational citizenship behaviors

E. Organizational citizenship behaviors

_____ is a cognitive process that enables us to interpret and understand our surroundings. A. The self-fulfilling prophecy B. A salient stimulus C. The fundamental attribution error D. Stereotypes E. Perception

E. Perception

_____ is defined as the combination of stable physical and mental characteristics that give the individual his or her identity. A. Cognition B. Self-monitoring C. Self-efficacy D. Self-esteem E. Personality

E. Personality

Chris has studied for his math test and his English test. He expects to do moderately well in both subjects. He gets an "A" in English but fails in math. 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. a self-serving bias

Oliver stole three laptops from his workplace and sold them through an online buying and selling website. Oliver's stealing action is classified as a(n): A. normative commitment behavior. B. instrumental work behavior. C. affective commitment behavior. D. continuance commitment behavior. E. counterproductive behavior.

E. counterproductive behavior.

According to psychologists there is a distinction between felt and displayed emotions.

True

An attitude is a learned predisposition to respond in a consistently favorable or unfavorable manner with respect to a given object.

True

Attitudes have affective, cognitive, and behavioral components.

True

Cognitive dissonance represents the psychological discomfort a person experiences when his or her attitudes or beliefs are incompatible with his or her behavior.

True

Content theories of motivation focus on identifying internal factors influencing motivation.

True

Continuance commitment would be high if an individual has no job alternatives.

True

Counterproductive work behaviors are types of behavior that harm employees, the organization as a whole, or organizational stakeholders such as customers and shareholder.

True

Galatea effect occurs when an individual's high self-expectations lead to high performance.

True

Goal-setting directs attention, regulates effort, increases persistence, and fosters strategies and action plans.

True

Human capital is the productive potential of an individual's knowledge and actions.

True

Individual differences influence our values, attitudes, job satisfaction, and tendency to exhibit counterproductive workplace behaviors.

True

Individuals with high self-esteem see themselves as worthwhile, capable, and acceptable.

True

Intelligence is influenced by biological as well as environmental factors.

True

Job satisfaction is an affective or emotional response toward various facets of one's job.

True

Management by objectives is a management system that incorporates participation into decision making, goal setting, and objective feedback.

True

Organizational commitment is composed of three separate but related components: affective commitment, normative commitment, and continuance commitment.

True

Organizational commitment reflects the extent to which an individual identifies with an organization and is committed to its goals.

True

Organizations are a social invention helping us to achieve things collectively that we could not achieve alone.

True

People who believe they control the events that affect their lives are said to possess an internal locus of control.

True

People with a high learning goal orientation make efforts to achieve current tasks and to develop the ability to accomplish future tasks.

True