MGT 345 Final Study Guide

Three steps in the process of organization socialization...

1. Anticipatory Socialization 2. Encounter 3. Change and acquisition

T/F - Under mediation, the mediator hears the views of both sides and facilitates the negotiation process.

True

________ refers to how long we focus on an activity. a. Persistence b. Direction c. Volume d. Intensity e. Integration

a. Persistence

________ is a performance review system in which all employees within a business unit are ranked against one another. a. Standard curve b. Forced ranking c. Objective appraisal d. 360-degree assessment

b. Forced ranking

Expectancy theory states that people are motivated to behave in ways that produce desired combinations of ________ outcomes. a. variable b. expected c. procedural d. similar e. unlikely

b. expected

________ appraisals are subject to validity problems due to evaluator bias. a. Behavioral b. 360-degree c. Objective d. Trait

d. Trait - Trait evaluations may be easy to create and use, but their validity is questionable because the evaluator's personal bias can affect the ratings.

Which of the following is not an example of a hygiene factor in Herzberg's motivator-hygiene model? a. supervision b. company policies c. salary d. working conditions e. advancement

e. advancement - Hygiene factors include company policy and administration, technical supervision, salary, interpersonal relations with one's supervisor, and working conditions. These cause a person to move from a state of no dissatisfaction to dissatisfaction.

T/F - The National Labor Relations Board does not have the authority to issue cease-and-desist orders to halt unfair labor practices.

False

T/F - An employee who values tradition and conformity over achievement will be more than happy to work on a holiday or to miss a child's soccer game.

False - This is a conflicting value for someone who values tradition and conformity over achievement. This employee will not want to miss an important family event.

T/F - A problem is a gap between an actual and a desired situation.

True

T/F - According to the acquired needs theory, we are not born with our needs but instead learn them as we go about living our lives.

True

T/F - In Maslow's need hierarchy, the most basic need (and the one that must be met first) is physiological.

True

T/F - Job crafting may involve changing task boundaries, the relational nature of a job, or cognitions about the job.

True

T/F - Job satisfaction is not a unitary concept; a person may be satisfied with one aspect of his or her job and dissatisfied with one or more other aspects.

True -

Different motivators are needed for employees working at small firms. These include all of the following except a. a "one style fits all" approach. b. flexible work hours. c. reward(s) for good performance. d. involve employees in decision making. e. recognition for good performance.

a. a "one style fits all" approach.

Performance feedback is most effective when it a. is focused on future performance. b. describes an employee's traits. c. is delivered twice each year. d. clarifies the employee's weaknesses.

a. is focused on future performance.

What is considered the strongest union security arrangement? a. open shop b. closed shop c. checkoff shop d. agency shop e. union shop

b. closed shop - The strongest union security arrangement is a closed shop, under which a person must be a union member before being hired.

Each year, Pedro, a sales manager for a candy company, attends the Candy Confectioners Convention where he attends workshops on techniques for selling candies and sweets. The workshops are examples of a. on-the-job L&D. b. L&D for facts. c. off-the-job L&D. d. onboarding.

c. off-the-job L&D. -

All contribution for a cash balance plan come from a. individual employees. b. the government. c. the employer. d. state and local governments. e. an employee pool.

c. the employer.

A(n) ________ culture encourages being adaptable, creative, and fast to respond to changes in the marketplace. a. clan b. market c. hierarchy d. adhocracy e. hybrid

d. adhocracy - Creation of new products and services is the strategic thrust of an adhocracy culture, which is accomplished by being adaptable, creative, and fast to respond to changes in the marketplace.

Xan-Xing, an HR manager, has been assigned the task of giving out incentives to small groups of employees in appreciation for accomplishing specific goals in reducing energy consumption. Xan-Xing should give out the incentives in the form of a. merit pay. b. gainsharing. c. Scanlon plans. d. team awards. e. commissions.

d. team awards. - Team awards use a broad range of performance measures—such as cost savings, successful completion of a project, or even meeting deadlines—to reward the members of a group for attaining a specific goal.

Contingency Approach

A contingency approach calls for using the OB concepts and tools that best suit the situation, instead of trying to rely on "one best way." What worked with one employee, may not work with another

T/F - Situations and people are both dynamic—they change.

True

T/F - The Wagner Act of 1935 is also known as the National Labor Relations Act.

True

T/F - The union steward helps investigate complaints and represents employees to supervisors.

True

In the Organizing Framework a. inputs lead to processes, which lead to outcomes. b. inputs lead directly to outcomes c. outcomes never affect inputs. d. outcomes never affect process e. inputs are unrelated to processes

a. inputs lead to processes, which lead to outcomes

________ occurs when an individual is "turned on to one's work because of the positive internal feelings that are generated by doing well." a. Extrinsic motivation b. Intrinsic motivation c. Job satisfaction d. Job dissatisfaction e. Organizational citizenship behavior

b. Intrinsic motivation

What is a disadvantage of cafeteria-style plans? a. Employees lack freedom in selecting their individual plans. b. Employees understand the true value of the benefits. c. Employees' pay will be reduced when they ask for a benefit. d. Employees have to pay less for receiving more benefits. e. Employees selecting benefits leads to increasing costs.

e. Employees selecting benefits leads to increasing costs.

T/F - According to Herzberg's motivator-hygiene theory, hygiene factors are more frequently associated with the content of the task being performed.

False - According to this theory, motivating factors are more frequently associated with factors in the work content of the task being performed.

T/F - A clan culture has an internal focus and values stability and control.

False - Companies with a clan culture have an internal focus and they value flexibility rather than stability and control.

T/F - The goal of the job characteristics model is to promote low extrinsic motivation.

False - The goal of the job characteristic model is to promote high intrinsic motivation by designing jobs that possess the five core job characteristics.

T/F - Unions are formed for the purpose of representing corporate interests before government.

False - Unions are formed for the purpose of representing their members' interests in dealing with employers.

Task vs General Environment (External stakeholders)

The general environment is composed of the nonspecific elements of the organization's surroundings that might affect its activities. ... The task environment consists of specific dimensions of the organization's surroundings that are very likely to influence the organization.

T/F - Organizations cannot easily control the macro environment, which includes sociocultural, demographic, political-legal, and international forces.

True - The general environment, or macro environment, of an organization includes six forces: economic, technological, sociocultural, demographic, political-legal, and international. Companies may be able to control some forces in the task environment, but they can't control those in the general (macro) environment.

Molly is assessing the performance of Ricardo, one of her employees. The company's performance appraisal form asks her to rate Ricardo's performance on various items like "Submits reports on time with minimal errors" on a scale from 1 to 5. Molly is using a ________ appraisal system. a. BARS b. 360-degree c. MBO d. results

a. BARS - The behaviorally anchored rating scale (BARS) rates employee gradations in performance according to scales of specific behaviors. For example, a five-point BARS rating scale about attendance might go from "Always early for work" to "Frequently late," with gradations in between.

The need for belonging is part of the need for a. love. b. esteem. c. self-actualization. d. safety. e. physiological

a. love.

An organization's external stakeholders include a. employees, owners, suppliers, and the board of directors. b. customers, suppliers, strategic allies, and financial institutions. c. top managers, strategic allies, workplace investigators, and nonmanagement employees d. local communities, distributors, employees, and the board of regents

b. customers, suppliers, strategic allies, and financial institutions. - External stakeholders are people or groups in the organization's external environment that are affected by it. This includes customers, competitors, suppliers, distributors, strategic allies, employee organizations, local communities, financial institutions, government regulators, and special-interest groups.

What is a similarity between group bonuses and team awards? a. They both provide incentives to members based on terms of physical output. b. They are both more likely to use a broad range of performance measures. c. They both encourage members to cooperate so that they can achieve their goals. d. They both require heavy investment from the employer's side. e. They both work best for the highest-performing team members.

c. They both encourage members to cooperate so that they can achieve their goals.

The question "What was the best idea you ever sold to a boss or coworker?" would be used in a(n) a.unstructured interview. b. situational interview. c. behavioral-description interview. d. employment test.

c. behavioral-description interview. - Behavioral-description interviews are structured interviews during which raters explore applicants' job-related past behaviors

A person will experience ________ when his or her outcome to input ratio is less than that of a relevant comparison person. a. equity b. positive inequity c. negative inequity d. positive equity e. negative equity

c. negative inequity

Which of the following methods is most appropriate when people just need to learn facts such as work rules or legal matters? a. coaching b. role-plays c. online courses d. virtual reality

c. online courses

A performance appraisal consists of a. developing skills and managing labor. b. setting standards and monitoring performance. c. motivating improvement and onboarding. d. assessing performance and providing feedback.

d. assessing performance and providing feedback.

Hannah, an HR manager for Accurate Steel Cutters, had a meeting with the vice president of safety to determine if the new safety training program appears to be effective in preventing and reducing the number of accidents on the shop floor. In which step of the learning and development process is Hannah engaged? a. assessment b. objectives c. selection d. implementation e. evaluation

e. evaluatoin

Which employee benefit provides for employees to set aside a portion of pretax earnings to pay for eligible medical expenses? a. preferred provider organization (PPO) b. cafeteria-style plan c. health maintenance organization (HMO) d. managed care e. flexible spending account

e. flexible spending account

Self-determination theory focuses on the needs that drive ________ motivation. a. autonomous b. affiliation c. hygiene d. extrinsic e. intrinsic

e. intrinsic

T/F - Content theories of motivation focus on how internal factors and environmental characteristics influence employee motivation.

False - PROCESS theories of motivation focus on explaining the process by which internal factors and environmental characteristics influence employee motivation.

T/F - Ethnocentrism is based on the feeling that our cultural rules and norms are superior to or more appropriate than the rules and norms of another culture.

True - Ethnocentrism is one of the common barriers to implementing successful diversity programs

T/F - Assimilation and denial are options for action to address diversity issues in an organization; however, they are not among the preferred options.

True - Exclusion, denial, assimilation, suppression, isolation, and toleration are among the least preferred options for effective diversity management.

T/F - An "Employee of the Month" parking space by the front door of a business would be considered a corporate artifact.

True - Organizational examples of artifacts include: acronyms, manner of dress, awards, myths and stories told about the organization, published lists of values, observable rituals and ceremonies, special parking spaces, and decorations.

In 2005, several unions broke away from the American Federation of Labor and Congress of Industrial Organizations (AFL-CIO) to form an alliance called __________, which is focused on innovative organizing campaigns. a. Change to Win b. Challenge to Learn c. Empower Thyself d. Take Charge e. Live Free

a. Change to Win - In 2005, several unions broke away from the AFL-CIO to form an alliance called Change to Win, which is focused on innovative organizing campaigns. This group includes four unions representing a membership of more than 5.5 million workers.

What is a disadvantage of using an output-based, production-oriented incentive scheme? a. It does not encourage employees to learn new skills or cooperate with others. b. It is a poor incentive in an organization that wants to promote individual performance. c. It may not be helpful in an organization with routine, standardized jobs. d. It provides no incentive to the employee to concentrate on quality or quantity. e. It is hard to develop an appropriate performance measure because of the absence of a physical output.

a. It does not encourage employees to learn new skills or cooperate with others.

________ is the set of processes and managerial behaviors that involve defining, monitoring, measuring, evaluating, and providing consequences for performance expectations. a. Performance management b. Socialization c. Learning and development d. Performance appraisal

a. Performance management

An online questionnaire that counts employees sorted by job category, sex, ethnicity, and race is the... a. Employer Information Report. b. Office of Federal Contract Compliance form. c. bona fide occupational qualification report. d. employees' safety data form. e. Occupational Safety and Health Administration's information sheet.

a. employer information report - the Employer Information Report (EEO-1) is an online questionnaire requesting the number of employees in each job category (such as managers, professionals, and laborers), broken down by their status as male or female, Hispanic or non-Hispanic, and members of various racial groups.

Eva quit her job because she felt it was boring. This would be diagnosed as a(n) ________ level problem. a. individual b. group c. organizational d. interactional e. situation

a. individual

__________ refers to when the employer pools personal days, sick days, and vacation days for employees to use as the need or desire arises. .a A floating holiday b. Paid time off c. A paid personal day d. Unpaid leave e. Sick leave

b. Paid time off

Why has the number of work stoppages in the United States plunged since the 1950s? a. A law passed in 1961 makes striking more difficult. b. Strikes and work stoppages are costly to workers and employers. c. Workers today are less concerned about wages and working conditions. d. The experience of a strike can establish friendly labor-management relations. e. The rate of lockouts has been rising as the rate of strikes has been falling.

b. Strikes and work stoppages are costly to workers and employers. - Because work stoppages are so costly and risky, unions and employers generally prefer other methods for resolving conflicts. Three common alternatives that rely on a neutral third party, usually provided by the Federal Mediation and Conciliation Service, are mediation, fact finding, and arbitration

Valentino is proud to work for a company with a strong ________ because he knows the organization supports ethical behavior. Multiple Choice a. ethical dilemma b. ethical climate c. triple bottom line d. general environment

b. ethical climate - An ethical climate represents employees' perceptions about the extent to which work environments support ethical behavior.

Management goals are to increase the organization's __________ and raise output. a. input b. value c. profits d. work force e. resources

c. profits - Management goals are to increase the organization's profits. Managers tend to prefer options that lower costs and raise output.

Which of the following is not a content theory of motivation? a. acquired needs theory b. Maslow's hierarchy of needs theory c. self-determination theory d. equity theory e. Theory X and Theory Y

d. equity theory

T/F - Since the 1950s, the share of employees who belong to unions in the United States has increased dramatically.

False - Union membership in the U.S. peaked in the 1950s. Since then, the share of employees who belong to unions has fallen.

T/F - The statement "A world in which all people's basic needs—such as shelter, clean water, sanitation, food and reliable power—are fulfilled in an environmentally sustainable way and a company that improves the quality of the environment and the communities where we live and work" is an example of a company vision.

True - This is an example of a formal statement of organizational philosophy, mission, vision, values, and materials. This vision is from the equipment manufacturer Caterpillar.

What form of diversity management is an organization adopting when it assumes that all diverse people will learn to fit in or become like the dominant group? Multiple Choice a. assimilation b. building relationships c. toleration d. isolation e. suppression

a. assimilation - The basic premise behind assimilation is that all diverse people will learn to fit in or become like the dominant group.

The National Labor Relations Board (NLRB) is responsible for determining the appropriate __________ and the employees who are eligible to participate in organizing activities. a. bargaining unit b. number of employees c. type of organization d. business unit e. industrial unit

a. bargaining unit

Before setting the objectives of L&D, managers should a. identify learning goals that will reduce skill gaps. b. determine the needs or skill gaps that need to be improved. c. develop L&D materials to be used in achieving learning goals. d. evaluate the implemented programs.

b. determine the needs or skill gaps that need to be improved.

__________ is a gainsharing program in which employees receive a bonus if the ratio of labor costs to the sales value of production is below a set standard. a. Profit sharing b. Merit pay c. A team award d. A Scanlon plan e. A group bonus

d. A Scanlon plan - A popular form of gainsharing is the Scanlon plan. This plan gives employees a bonus if the ratio of labor costs to the sales value of production is below a set standard. To keep this ratio low enough to earn the bonus, workers have to keep labor costs to a minimum and produce as much as possible with that amount of labor.

T/F - Job enlargement is the process of modifying a job to increase the opportunities to experience achievement, recognition, stimulating work, responsibility, and advancement.

False - Job enlargement involves putting more variety into a worker's job by combining specialized tasks of comparable difficulty. Job enrichment is the process of modifying a job to increase the opportunities to experience achievement, recognition, stimulating work, responsibility, and advancement.

T/F - Theory X employees find self-engaging activities within the company and are committed to their jobs.

False - Theory X views employees as disgruntled, unwilling to work without motivation. Theory Y's perspective is to see employees as engaged and committed.

What is a disadvantage for an organization with a high-paying incentive scheme? a. Employees will believe that the incentive scheme is fair in its entirety. b. Employees may focus on only the performance measures that are rewarded. c. Employees won't value the rewards and incentives given to them. d. Employees will focus exclusively on organization goals and ignore their personal goals. e. Employees will feel that they cannot meet performance standards.

b. Employees may focus on only the performance measures that are rewarded. - If incentive pay is extremely rewarding, employees might focus only on the performance measures rewarded under the plan and ignore measures that are not rewarded.

Susan is the human resource manager at Harvest Grain. The company's executives want to give employees an ownership stake in the company, so employees will think more like owners, focusing on how they contribute to the organization's success. Which pay system could Susan suggest that would most likely lead to the desired attitude at all levels of the organization? a. stock options for executives b. an employee stock ownership plan c. a profit-sharing plan d. the Scanlon plan e. balanced scorecards

b. an employee stock ownership plan

The union for school district 87 is in negotiations with the school board on behalf of the district's social workers who seek a provision in their contract that would allow job-sharing. What process does this represent? a. filibuster b. collective bargaining c. mediation d. decertification e. arbitration

b. collective bargaining

If a person views a situation as having high consensus, high distinctiveness, and low consistency, he or she is likely to make an attribution of a. internal causes. b. external causes. c. self-serving bias. d. fundamental bias. e. nothing; there is not enough information.

b. external causes. - External attributions result from situations believed to have high consensus, high distinctiveness, and low consistency.

Samira, an HR manager, is designing a training for those working on the new cross-functional teams within her company. This class is aimed at improving group decision making and interpersonal relations skills. What method of delivery should Samira choose? a. online courses b. role-playing c. shared documents d. e-learning

b. role-playing - If people are learning skills—such as the career readiness competencies of networking or decision making—then interactive techniques such as role-playing, case analysis, virtual reality (VR), and artificial intelligence (AI) work best.

Foster Inc. has a workforce between the ages of 40 and 55. Most of the employees' children are teenagers who are about to enter college or already are in college. Which family-friendly benefit will be the most beneficial to the employees? a. tuition reimbursement programs b. child care c. 529 savings plans d. elder care e. retirement plans

c. 529 savings plans

Trevor is considering taking a job as a mechanic at WestTown Auto Group. He knows the company pays using a standard hour plan. What is a characteristic of this type of plan? a. It will pay Trevor for extra for work done in a standard hour. b. The standard time taken to complete a task is determined by the employees. c. If Trevor completes work in less than the standard time, he receives payment for the full standard time. d. It encourages employees to work at a pace that they feel comfortable with and encourages them to focus on quality and customer satisfaction. e. This plan will only succeed if employees want to work at a pace that feels comfortable more than the extra money they could earn.

c. If Trevor completes work in less than the standard time, he receives payment for the full standard time.

Kent, the CEO of a marketing firm, is very concerned about the performance of his company. He has noticed that productivity is decreasing every day as his company continues to grow. To counter this, Kent decided to implement an incentive scheme to motivate his employees to work toward building a better-performing company. Which statement weakens his decision? a. Since the goals of the incentive plan cannot be linked to particular outcomes or behaviors, the organization cannot encourage employees to demonstrate those chosen outcomes and behaviors. b. An incentive plan cannot be used to promote group and organizational performance. c. In addition to incentives, employees also want interesting work, flexibility, and a sense of belonging to the work group. d. Incentive plans are not very effective for jobs other than sales. e. Incentive plans cause dissatisfaction among the nonperforming employees.

c. In addition to incentives, employees also want interesting work, flexibility, and a sense of belonging to the work group.

________ is the extent to which a job enables an individual to experience freedom, independence, and discretion. a. Task variety b. Task identity c. Task management d. Autonomy e. Experienced responsibility

d. Autonomy

What is one characteristic of the National Labor Relations Board? a. It does not cover companies that have an impact on interstate commerce, since it is a federal agency. b. It assigns punitive damages to violators. c. Its enforcement actions are limited to local businesses. d. It can order the employer to reinstate workers, with or without back pay. e. It initiates the actions of conducting and certifying representation elections and preventing unfair labor practices.

d. It can order the employer to reinstate workers, with or without back pay.

What is a characteristic of a differential piece rate system?' a. This type of incentive is most suited for complex jobs or jobs with hard-to-measure outputs. b. If the worker produces more than the standard output, the piece rate is lower. c. The amount paid per piece is the same irrespective of whether the worker produces at or below the standard. d. There is a direct link between how much work employees do and the amount they earn. e. This type of pay is difficult to understand and seems unfair to many people.

d. There is a direct link between how much work employees do and the amount they earn.

Which statement expresses why companies are moving away from offering defined-benefit plans and toward defined-contribution plans? a. Employees generally appreciate the importance of saving early in their careers. b. With defined-benefit plans, the employer need not make payments to the PBGC. c. Defined-benefit plans are easier for the employer to administer. d. Defined-contribution plans give the employer more control over the funds. e. Defined-contribution plans shift investment risk from employers to employees.

e. Defined-contribution plans shift investment risk from employers to employees.

Mattie is about to take a 10-week vacation, and she states her reason for the long leave to her manager. According to the Family and Medical Leave Act of 1993, which reason will justify the organization's decision to grant unpaid family leave to Mattie? a. Mattie was injured during work at the workplace. b. Mattie is attending her school friend's wedding. c. Mattie has been working in the organization only for three months. d. Mattie is the highest paid employee in the organization. e. Mattie has to look after her child who is seriously ill.

e. Mattie has to look after her child who is seriously ill.

Which statement is an accurate depiction of unions? a. In an industrial union, changing employers is more common than it is among craft workers. b. An industrial union tends to restrict the number of workers to maintain higher wages. c. When a union deals with several employers, as in the case of a craft union, a business representative works in partnership with a union steward. d. When a local union is engaged in bargaining, the international union provides help. e. Membership in an industrial union is the result of working for an employer in a particular industry.

e. Membership in an industrial union is the result of working for an employer in a particular industry.

A business employs many young workers who like to use their time off to travel to visit family or go on adventures. The human resource manager observes that when holidays do not fall on a Friday or Monday, workers are disappointed that having just one day off prevents them from traveling. What would be the most effective way for the company to add to the value of the holiday schedule? a. Establish policies for unpaid leave. b. Establish policies for other situations that require time off. c. Create a more generous sick leave policy. d. Use floating holidays to let employees take a day off on their birthday. e. Use floating holidays to create long weekends of time off.

e. Use floating holidays to create long weekends of time off.

Profit sharing can be described as a. a gainsharing program in which employees receive a bonus if the ratio of labor costs to the sales value of production is below a set standard. b. a group incentive program that measures improvements in productivity and effectiveness and distributes a portion of profit to employees. c. a combination of performance measures directed toward the company's profit and is used as the basis for awarding incentive pay. d. an incentive plan where a percentage of the previous year's profits are provided to employees as a part of their salary. e. incentive pay in which payments are a percentage of the organization's profits and do not become part of the employees' base salary.

e. incentive pay in which payments are a percentage of the organization's profits and do not become part of the employees' base salary.

Decisions about which benefits an organization will include should take into account a. how much the organization values its employees. b. popular trends. c. how the organization's stocks are performing. d. the benefits the government recommends employers offer. e. the expectations of the organization's current employees.

e. the expectations of the organization's current employees.

NearShore Consultants, a business consulting firm, wants to attract and keep highly ambitious employees who work hard and want to advance in their careers. Which benefit would especially appeal to this type of employee? a. a 529 savings plan b. a defined-benefit pension plan c. a generous vacation policy d. a health maintenance organization e. tuition reimbursement

e. tuition reimbursement

T/F - Organizational climate is defined as the 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.

False - Organizational CULTURE is defined as the 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.

T/F - Organizational commitment exists to the degree that the person is satisfied with his or her job.

False - Organizational commitment exists to the degree that personal values generally match the values that support a company's organizational culture.

T/F - Paloma's firm is beginning operations in a foreign host country that requires at least 5% of managerial roles to be filled by workers from the host country. When Paloma hires 50% of managers from the host country, she is fulfilling the "make a profit" practice of corporate social responsibility.

False - Some people might hold that a company's first and only duty is to make a profit. However, University of Georgia scholar Carroll suggests the responsibilities of an organization in the global economy should take the following priorities, with profit being the most fundamental (base of the pyramid) and corporate citizenship at the top: (1) Be a good global corporate citizen; (2) Be ethical in its practices; (3) Obey the law; and (4) Make a profit.

T/F - When individuals or groups are in the process of purchasing a company, this action is known as being a stakeholder.

False - Stakeholders are the people whose interests are affected by an organization's activities.

T/F - The four stages of stereotype formation, in order, are categorization, expectations, inferences, and maintenance.

False - Stereotyping is based on the following four-step process: categorization, inferences, expectations, and maintenance.

T/F - Though Title VII of the Civil Rights Act of 1964 provides that an employer cannot use race as a basis for not hiring a candidate, classifying job applicants on a racial basis is allowed.

False - The Title VII of the Civil Rights Act of 1964 provides that an employer cannot use race as a basis for not hiring a candidate or any other discriminatory practice. Classifying job applicants on the basis of their race is also not permitted under this Act.

T/F - External stakeholders include employees, owners, and the board of directors.

False - The internal stakeholders consist of employees, owners, and the board of directors, if any. External stakeholders can be suppliers, customers, distributors, and the community.

T/F - A bar owner employs a staff of 350 people in locations across three states. He is reluctant to employ women because he believes that female employees tend to take more time off to look after children or other dependents. Under Title VII of the Civil Rights Act of 1964, the owner cannot refuse to hire women, but he can place them in part-time positions, reserving full-time positions for male employees.

False - Title VII prohibits employers from discriminating against individuals because of their race, color, religion, sex, or national origin. Discrimination includes not hiring an individual, but also constitutes discrimination in terms of pay, conditions of employment, or privileges of employment. Since the women would be classified in such a way that they are denied employment opportunities, as well as having their employee status adversely affected by their sex, the restaurant owner's actions would be considered illegal.

T/F - Under the Uniformed Services Employment and Reemployment Rights Act of 1994, the stipulated time limit to apply for reemployment of service members ranges from 10 to 30 days.

False - Under the Uniformed Services Employment and Reemployment Rights Act of 1994, the stipulated time limit to apply for reemployment of service members ranges from 2 to 90 days.

T/F - In the change and acquisition phase of organizational socialization, the newcomer's values, skills, and attitudes start to shift as the new recruit discovers what the organization is truly like.

False - in the encounter phase of organizational socialization, the newcomer's values, skills, and attitudes start to shift as the new recruit discovers what the organization is truly like. In the change and acquisition phase, the recruit masters skills and roles and adjusts to the work group's values and norms.

T/F - A social audit is a systematic assessment of employee happiness within a company.

False - A social audit is a systematic assessment of a company's performance in implementing socially responsible programs, often based on predefined goals.

T/F - Jamila, the top manager of a large bank, relayed to her staff that the bank's goal was to create higher profits and greater efficiency. This will fulfill their corporate social responsibility (CSR).

False - Corporate social responsibility (CSR) is the notion that corporations are expected to go above and beyond following the law and making a profit to be a good corporate citizen and benefit interests of society.

T/F - Diversity refers to age, gender, and religion, but does not include personality.

False - Diversity pertains to the host of individual differences that make all of us unique and different from others. In fact, personality is at the center of the diversity wheel because it represents a stable set of characteristics responsible for a person's identity

T/F - Organizational culture is not statistically related to any measures of organizational effectiveness.

False - Organizational culture is related to measures of organizational effectiveness

T/F - The four skills most desired by employers for workforce 2020 are critical thinking, technical expertise, problem solving, and financial management.

False - The four skills most desired by employers are critical thinking, problem solving, creativity, and people management.

T/F - The interactional perspective states that behavior is a function of individual, group, and organizational factors.

False - the interactional perspective states that behavior is a function of interdependent person and environmental factors

________ is the notion that corporations are expected to go above and beyond following the law and making a profit to help society. a. corporate morality b. societal responsibility c. corporate sustainability d. corporate social responsibility

d. corporate social responsibility - Corporate social responsibility (CSR) is the notion that corporations are expected to go above and beyond following the law and making a profit to help society.

T/F - According to the contingency approach there is always a single way to manage people, teams, or organizations.

False

The ________ model suggests that managers should monitor employees' perceptions of fairness. a. met expectations b. need fulfillment c. equity d. value attainment e. dispositional components

c. equity - Equity theory builds on the notion that satisfaction is tied to how "fairly" an individual is treated at work. Managers are encouraged to monitor employees' fairness perceptions and to interact with employees in such a way that they feel equitably treated.

T/F - An employee is threatened with punishment if he rejects the sexual advances of his employer. This is an example of the employer engaging in quid pro quo harassment.

True - Quid pro quo harassment indicates that a person makes a benefit (or punishment) contingent on an employee's submitting to (or rejecting) sexual advances. For example, a manager who promises a raise to an employee who will participate in sexual activities is engaging in quid pro quo harassment.

T/F - The term glass ceiling identifies an invisible but absolute barrier that prevents women from advancing to higher-level positions

True - This term was coined in 1986 and various statistics support the existence of the glass ceiling.

T/F - Most people have the technical skills to succeed at higher-level jobs. However, as you rise through the hierarchy, your job generally will require a more developed set of soft skills, such as communication, emotional intelligence, ethics, and stress management.

True - Even if some new technical knowledge is needed, it generally is easy to learn. However, as you rise through the hierarchy, your job generally will require a more developed set of soft skills, such as communication, emotional intelligence, ethics, and stress management.

A hotel has to hire employees to fill 20 positions as part of its expansion plan. Out of 60 total applicants, 40 are Black and 20 are white. The hotel hires 8 of the Black applicants and 12 of the white applicants. In this context, which is the most accurate?' a. 0.33 < 0.8; there is evidence of potential discrimination. b. 0.2 < 0.4; there is evidence of potential discrimination. c. 0.9 > 0.8; there is no evidence of potential discrimination. d. 0.6 > 0.4; there is no evidence of potential discrimination. e. 0.66 < 0.8; there is evidence of potential discrimination.

a. 0.33 < 0.8; there is evidence of potential discrimination - This scenario requires use of the four-fifths rule, which finds evidence of potential discrimination if the hiring rate for a minority group is less than four-fifths the hiring rate for the majority group. 0.2 (or 20 percent) of the Black applicants are hired, compared to the hiring of 0.6 (or 60 percent) of the white applicants. This leads to a 0.33 hiring rate, which is less than the required 0.8 four-fifths hiring rate. Thus, there is evidence of potential discrimination.

The provision for protection against reverse discrimination toward the majority is implied under... a. the Thirteenth Amendment. b. the Fourteenth Amendment. c. the Occupational Safety and Health Act. d. the Genetic Information Nondiscrimination Act of 2008. e. the Age Discrimination in Employment Act of 1967.

b. the fourteenth amendment - The Fourteenth Amendment forbids the states from taking life, liberty, or property without due process of law and prevents the states from denying equal protection of the laws. Recently it has been applied to the protection of whites in charges of reverse discrimination.

T/F - Hard skills are the technical expertise and knowledge required to do a particular task or job function, such as financial analysis, accounting, or operations.

True

T/F - In the self-serving bias, employees attribute their success to controllable internal factors and their failures to uncontrollable external factors.

True

T/F - Intentions are influenced by the three general motives in Ajzen's model: attitude toward the behavior, subjective norm, and perceived behavioral control.

True

T/F - The "organizing framework" for understanding and applying OB is based on the systems approach.

True

T/F - When making attributions about a worker's performance, people can assign responsibility to either internal or external factors.

True

T/F - Clan and market cultures are more likely to deliver higher customer satisfaction and market share.

True - A conclusion from a closer examination of Figure 14.6 shows that this statement is true because the positive employee attitudes associated with clan cultures motivate employees to provide better customer service.

T/F - A distributor is a person or an organization that helps another company sell its goods and services to customers. Distributors are considered external stakeholders.

True - A distributor is a person or an organization that helps another organization sell its goods and services to customers. External stakeholders are people or groups in the organization's external environment that are affected by it, including distributors.

T/F - A software firm providing paid time off for a religious holiday to accommodate employees of certain religious faiths is an example of reasonable accommodation.

True - An accommodation is considered "reasonable" if it does not impose an undue hardship on the employer, such as an expense that is large in relation to a company's resources. In this case, providing paid time off for a religious holiday is a reasonable accommodation of the employee's religion.

T/F - Kenji manages a company that collects fresh produce from farmers and distributes it to restaurants. His business is struggling, so he considers mixing some of the older or riper items into the boxes of newer produce. This will allow him to meet cost targets and keep the business going. Kenji is faced with an ethical dilemma.

True - An ethical dilemma is a situation in which you have to decide whether to pursue a course of action that may benefit you or your organization but that is unethical or even illegal.

T/F - One of the important functions of organizational culture is to facilitate collective commitment.

True - Culture shapes behaviors by facilitating collective commitment

With only five years left until his planned retirement, Edward was quite upset when he was removed from a project team comprised mostly of Millennials. It is quite possible that the Millennials were reacting to a __________ of older workers. a. negativity bias b. stereotype c. self-serving bias d. semantic memory e. fundamental attribution bias

b. stereotype - A stereotype is an individual's set of beliefs about the characteristics or attributes of a group. This would be classified as an age stereotype formed by the inaccurate belief that older workers are less motivated, more resistant to change, less trusting, less healthy, and more likely to have problems with work-life balance.

Carzz Manufacturers has a policy that makes it clear that sexual harassment will not be tolerated in the workplace, and it has a hotline for reporting inappropriate behavior. Lately, it has received some complaints that gay men are being teased about their sexual orientation. What would be the most effective action for Carzz Manufacturers to take to address this situation? a. Train employees that inappropriate behavior includes targeting employees based on sexual orientation. b. Train employees not to tie up the hotline with complaints that are outside the scope of the sexual harassment policy. c. Coach the targeted employees to have more of a sense of humor about the teasing, since it is not considered illegal harassment. d. Discipline the employees who are using the hotline to report the conduct. e. Remind employees that sexual harassment, by definition, only involves men harassing women.

a. Train employees that inappropriate behavior includes targeting employees based on sexual orientation. - Although a large majority of sexual harassment complaints received by the EEOC involve women being harassed by men, same-sex harassment also occurs and is illegal. The EEOC has recently treated harassment based on sexual orientation as sexual harassment, a sign of broadening protections based on sexual orientation and identity. In addition, more than 20 states forbid discrimination on the basis of sexual orientation, and almost as many forbid discrimination against transgender workers.

Harold Kelley hypothesized that people make causal attributions by observing a. consensus, distinctiveness, and consistency. b. stereotypes. c. implicit cognitions. d. surface-level factors. e. deep-level factors.

a. consensus, distinctiveness, and consistency. - Kelley hypothesized that people make causal attributions by observing three dimensions of behavior: consensus, distinctiveness, and consistency.

An ethical dilemma is a situation in which you must a. decide whether to pursue a course of action that may benefit you or your organization but is unethical or even illegal. b. emphasize economic performance. c. emphasize social performance. d. review standards of right and wrong that influence behavior.

a. decide whether to pursue a course of action that may benefit you or your organization but is unethical or even illegal. - An ethical dilemma is a situation in which you must decide whether to pursue a course of action that may benefit you or your organization but that is unethical or even illegal.

_______ are the statistical measurements of populations and their qualities (such as age, race, gender, or income) over time. a. demographics b. personal habits c. deep-level characteristics d. affirmative actions e. functional classifications

a. demographics - Demographics are the statistical measurements of populations and their qualities (such as age, race, gender, or income) over time.

Younger workers (those born after 1980) will make up more than half of the U.S. workforce by the end of this decade. Which of these recruiting strategies would be least effective in attracting younger workers? a. Focus on how much the job pays. b. Offer meaningful work that aligns with the younger workers' personal values c. Demonstrate that current employees have work-life balance. d. Emphasize the company's socially responsible mission.

a. focus on how much the job pays - Younger workers want things like meaningful work and products that represent their personal values. Younger workers also are more concerned with having experiences than with owning material possessions. They also want work-life balance.

The _________ perspective states that behavior is a function of interdependent person and situation factors. a. interactional b. ethical c. problem-solving d. contingency e. individualistic

a. interactional

"Different people may perceive similar situations in different ways and similar people may perceive different situations in the same way." This represents the ________ perspective. a. interactional b. ethical c. problem-solving d. contingency e. individualistic

a. interactional - The interactional perspective states that behavior is a function of interdependent person and environmental factors.

People bring their abilities, goals, and experiences to each and every situation, which often changes the situation. Conversely, because situations have unique characteristics, such as opportunities and rewards, they change people. This dynamic reflects the interactional perspective, which explains that behavior is a function of... a. interdependent person and situation factors. b. interdependent ethical and unethical factors. c. interdependent human and social factors d. independent person and situation factors. e. independent human and social factors.

a. interdependent person and situation factors - The interactional perspective states that behavior is a function of interdependent person and situation factors.

In a(n) ___________ culture, improving profitability and meeting strategic goals are often prioritized over employee satisfaction. a. market b. adhocracy c. clan d. hierarchy

a. market - Companies with a market culture have a strong external focus and value stability and control. They have a strong desire to deliver results and accomplish goals, such that customers and profits take precedence over employee development and satisfaction.

What kind of a response is a manager completing when he or she eliminates the situation in which the problem occurs? a. resolving b. solving c. dissolving d. ignoring e. avoiding

c. dissolving - Dissolving problems requires changing or eliminating the situation in which the problem occurs.

Baran wants to begin drug testing applicants before he hires them to work for his hotel. Which of the following is true and sound advice for Baran? a. Baran should begin drug testing because an increasing number of employers are drug testing applicants. b. Baran should test every applicant in the pool or none at all. c. Drug testing is prohibited by federal law, but it is permitted in most states. d. Drug testing is prohibited by law, but alcohol testing is permitted.

b. Baran should test every applicant in the pool or none at all. - Employers have a right to maintain drug-free and alcohol-free work environments. Employers should not engage in selective testing. Either every candidate in the pool gets tested or no one gets tested.

Which action could a company take to effectively defend against discrimination claims regarding involuntary layoffs of older employees? a. Implement forced retirement plans. b. Establish performance-related criteria for layoffs. c. Refrain from hiring people above the age of 40. d. Bring down the retirement age limit to 45. e. Offer less salary to older employees.

b. Establish performance-related criteria for layoffs. - One practical way to defend against claims of discrimination is to establish performance-related criteria for layoffs, rather than age- or salary-related criteria. Of course, those criteria must be genuinely related to performance

Which legal measure requires all federal contractors and subcontractors to engage in affirmative-action programs designed to hire and promote women and minorities? a. Twenty-Second Amendment to the Constitution b. Executive Order 11246 c. Occupational Safety and Health Act d. Thirteenth Amendment to the Constitution e. Rehabilitation Act of 197

b. Executive Order 11246 - President Lyndon Johnson signed Executive Order 11246, which requires all federal contractors and subcontractors to engage in affirmative-action programs designed to hire and promote women and minorities.

Which reason is the most accurate for the controversy surrounding affirmative action in the United States? a. It contradicts the idea of a bona fide occupational qualification. b. It may lead to reverse discrimination against a majority. c. It often leads to quid pro quo harassment at a workplace. d. It promotes the misuse of right-to-know laws by employers. e. It causes quality-control issues.

b. It may lead to reverse discrimination against a majority. - By increasing the proportion of minority or female candidates hired or promoted, they necessarily reduce the proportion of white or male candidates hired or promoted. In many cases, white and/or male individuals have fought against affirmative action and quotas, alleging what is called reverse discrimination

________ is the extent to which an individual identifies with an organization and commits to its goals. a. Perceived organizational support b. Organizational commitment c. Organizational satisfaction d. Job involvement e. Job satisfaction

b. Organizational commitment

In the encounter phase of organizational socialization, a. recruits anticipate realities about the organization and the new job. b. employees' values, skills, and attitudes start to shift as the new recruit discovers what the organization is truly like. c. individuals resolve competing role demands. d. people master critical tasks. e. individuals anticipate the organization's need for someone with their skills and abilities.

b. employees' values, skills, and attitudes start to shift as the new recruit discovers what the organization is truly like. - During the encounter phase employees come to learn what the organization is really like.

The person-situation distinction allows you to consider unique individual factors as well as situation factors that might be the source of the problem. If an employee leaves because his or her job has become boring and less meaningful, this reflects a(n) ________ factor. a. person b. individual c. situation d. group/team level

b. individual

Which of the following is not a soft skill? a. Active listening b. operations c. problem solving d. decision making e. critical thinking

b. operations

Downsizing at a company where everyone laid off had the same job and qualifications is a type of ________ factor. a. person b. situation c. job d. performance e. team

b. situation - Because the downsizing event was the same for all of the employees, it was a situation factor.

Ethics are a. a type of norm b. standards of right and wrong that influence behavior. c. always synergy driven. d. company policies that are prominently posted on office bulletin boards.

b. standards of right and wrong that influence behavior.

The final step of the three-step approach of the organizing framework is a. identify the OB concepts b. define the problem c. make recommendations d. build a consensus e. delegate the problem

c. make recommendations - Our applied approach to problem solving proposes three activities: Step 1: Define the problem. Step 2: Identify the OB concepts or theories to use to solve the problem. Step 3. Make recommendations and (if appropriate) take action.

The levels of organizational culture are a. strategy, mission, and values. b. stability and flexibility c. observable artifacts, espoused values, and basic underlying assumptions. d. clan, hierarchy, market, and adhocracy. e. identity, commitment, and stability.

c. observable artifacts, espoused values, and basic underlying assumptions.

P-O fit stands for _________ fit. a. party-office b. person-optimization c. person-organizatopn d. peer-organization e. peer-obedient

c. person-organization - Person-organization fit (P-O), reflects the extent to which your personality and values match the climate and culture in an organization.

Manuel works for ABC Corporation. He feels quite comfortable expressing his opinions about a wide variety of issues facing the company without fear of reprisal. This reflects ABC's a. diversity climate. b. affirmative action programs. c. psychological safety. d. organizational citizenship. e. glass ceiling.

c. psychological safety - Psychological safety reflects the extent to which people feel safe to express their ideas and beliefs without fear of negative consequences.

In the Organizing Framework, inputs (in part) consist of a. individual-level processes b. group/team outcomes c. situation characteristics d. individual outcomes e. organizational outcomes

c. situation factors - Figure 1.3 identifies personal factors and situation characteristics as inputs. This framework implies that person factors and situation characteristics are the initial drivers of all outcomes that managers want to achieve.

As the manager of Cut-Off Salon, LaVonne ensures the prices she charges exceed the cost of providing the services. She also switched the entire salon to carbon-neutral styling products. Which additional element of the triple bottom line should LaVonne consider? a. environmental b. financial c. social d. commercial

c. social - The triple bottom line—representing people, planet, and profit (the 3 Ps)—measures an organization's social, environmental, and financial performance.

Loukas is the CEO of a company that makes laundry detergent. Even in this very competitive market, Loukas acts with ________ to take actions that benefit the interests of society as well as the organization. a. individual responsibility b. sustainable development c. social responsibility d. philanthropy

c. social responsibility - social responsibility is a manager's duty to take actions that will benefit society's interests as well as the company's interests.

The HR department at an e-commerce company with 450 employees files an annual EEO-1 report telling the EEOC the numbers of employees it has in each job category, broken down by status as male or female, Hispanic or non-Hispanic, and members of various racial groups. How does the EEOC use this information? a, It files the reports for at least six months or until a complaint is received. b. It attempts to reach a settlement with the e-commerce company. c. It enters into a consent agreement with the e-commerce company. d. It analyzes the report to identify any patterns of discrimination. e. It uses the information as the basis for writing guidelines on employee selection.

d. It analyzes the report to identify any patterns of discrimination.' - The EEOC analyzes the EEO-1 reports to identify patterns of discrimination, which the agency can then attack through class-action lawsuits.

Which of the following is Step 1 in the three steps of the applied approach to problem solving? a. identify potential causes using OB concepts and theories b. make recommendations and (if appropriate) take action c. find a systematic process for closing a gap in knowledge d. define the problem e. determine whether the issue is a lack of hard versus soft skills

d. define the problem - Step 1 of the three-step problem-solving approach is to define the problem

David, the vice president of operations for a publicly traded beverage company, learns that his company is in talks to be acquired by a very popular candy company. Although the deal is not public yet, David expects the post-merger value to increase dramatically, so he trades for a large number of shares of the candy company. In which illegal activity has David engaged? a. a Ponzi scheme b. short selling c. abusive supervision d. insider trading

d. insider trading - Insider trading is the illegal trading of a company's stock by people using confidential company information.

Dominique and Isidora Wilson are wealthy entrepreneurs who are very interested in helping people who have been wrongly convicted of crimes. What philosophy would they choose to implement? a. corporate sustainability b. mentoring c. corporate ethics d. philanthropy

d. philanthropy - Philanthropy is defined as making charitable donations to benefit humankind.

Applications, résumés, interviews, and employment tests are all ________ tools. a, investigation b. sorting c. recruiting d. selection

d. selection - The selection process is the screening of job applicants to hire the best candidate. Three types of selection tools are background information (including applications, resumes, and background checks), interviewing, and employment tests.

The Berkshire Hathaway annual meeting, a famous yearly event, can be attended by any ________, which is someone who owns at least one share. a. supplier b. trustee c. employee d. stockholder

d. stockholder - Stockholders are individuals who own one or more shares of a publicly-traded company.

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. This means the hiring manager used ________ interviews. a. structured b. situational c. behavioral-description d. unstructured

d. unstructured - Unstructured interviews gather information about job candidates without the use of a fixed set of questions or a systematic scoring procedure.

Which employee's condition must be accommodated under the Americans with Disabilities Act of 1990? a. Vai requires contact lenses to read and write reports. b. Perry meets the clinical definition of obesity. c. Asia is occasionally late for work as a result of her alcoholism. d. Mohammed's co-workers complain that he is careless and irritable. e. Chrystal has been hearing impaired since birth.

e. Chrystal has been hearing impaired since birth. - The ADA defines disability as a physical or mental impairment that substantially limits one or more major life activities, a record of having such an impairment, or being regarded as having such an impairment. The first part of the definition refers to individuals who have serious disabilities—such as epilepsy, blindness, deafness, or paralysis—that affect their ability to perform major bodily functions and major life activities. Conditions not covered include obesity, substance abuse, irritability, and poor judgment. Also, if a person needs ordinary eyeglasses or contact lenses to perform each major life activity with little or no difficulty, the person is not considered disabled under the ADA.

________ are the generation that currently makes up the largest number of individuals in America. a. Traditionalists b. Baby boomers c. Gen Xers d. Millennials e. Gen Zers

e. Gen Zers

What cultural types represent competing values? a. market and hierarchy b. hierarchy and clan c. clan and adhocracy d. adhocracy and market e. adhocracy and hierarchy

e. adhocracy and hierarchy - Certain cultural types reflect opposing core values. These contradicting cultures are found along the two diagonals in Figure 14.5. For example, you can see the conflict between the adhocracy culture that values flexibility and an external focus and a hierarchy culture that endorses stability and control along with an internal focus.

The organizational dimensions of diversity include all of the following except a. management status b. union affiliation c. work location d. seniority e. income

e. income - income is classified under external dimensions of diversity.

Peg and Joe execute the same roles and responsibilities at their organization. However, Peg earns more than Joe. According to the Equal Pay Act of 1963, what might justify that the organization's decision to pay Peg more than Joe is a legal decision? a. Peg is younger than Joe. b. Joe is not an American citizen. c. Joe is disabled. d. Peg is pregnant and hence she has more financial needs. e. Peg's quality of work is higher than Joe's.

e. peg quality of work is higher than Joe's. - Under the Equal Pay Act of 1963, if men and women in an organization are doing equal work, the employer must pay them equally. However, the act allows for reasons why men and women performing the same job might be paid differently. If the pay differences result from differences in seniority, merit, quantity or quality of production, or any factor other than sex (such as participating in a training program or working the night shift), then the differences are legal.

Marie works as a project manager for a major consumer products firm. She works with beliefs, perceptions, and informal obligations about what she is entitled to receive in return for what she provides to the organization. Marie's beliefs represent a(n) a. high level of emotional labor. b. employment contract. c. high normative commitment. d. high affective commitment. e. psychological contract.

e. psychological contract. - Psychological contracts represent an individual's perception about the terms and conditions of a reciprocal exchange between himself or herself and another party.

Devon enjoys the job that he's been at since graduating from college three years ago. He has a friend who just took a similar position at another firm and the company has an opening that would fit Devon's experience. The company is offering a 20 percent wage increase, as well a leadership role after a three-month training program. When considering this offer, Devon is thinking about ________ factors. a. individual b. group c. organizational d. interactional e. situation

e. situation - Situation factors refer to elements outside of a person, like salaries and leadership roles.

Which of the following mechanisms for changing organizational culture addresses all three levels of culture? a. formal statements b. slogans, language, acronyms, and sayings c. organizational activities, processes, or outcomes d. workflow and organizational structure e. stories, legends, or myths about key people and events

e. stories, legends, or myths about key people and events

Interpersonal skills involve all of the following except... a. Active listening b. positive attitudes c. effective communications d. respectful interactions e. teamwork

e. teamwork - teamwork is not an interpersonal skill, but is considered a personal attribute.