ISU MGMT371 Exam 1

5) List FOUR potential responses to negative events & briefly describe Voice:

Voice is defined by the book as "an active, constructive response in which individuals try to improve the situation."

10) Provide an example of affective events theory. Particularly, focus on the associations among an event - emotion(s) - behavior/attitude.

When a boss or supervisor throws an employee picnic. A picnic thrown by a supervisor would trigger positive emotions, such as joy, and would show that the supervisor cares about the work the employees due. This would drive up employee satisfaction and contribute to a more productive workforce.

8) Maddie has been working as the creative head at Juno Designs for the past 25 years. Although she likes her job, she has begun to feel like she is in a creative slump and has been considering leaving to start her own company. Maddie will be eligible for retirement in five years. After discussing it with her husband, she decides that leaving now would be a mistake. After she retires, she will reconsider the idea of starting her own company. This is an example of ________ commitment.

affective

6) Distributive justice reflects the perceived fairness of (a) and procedural justice reflects the perceived fairness of (b)

decision making outcomes, decision making processes.

9) Explain forced ranking:

Forced ranking is when managers are forced to rank every employee, in order to determine who the best employees are, and who should be fired, or in general, who belongs in what category.

2) List THREE types of trust and briefly explain those:

1. Disposition based, a type where your personality includes a general trust of others 2. Cognition based, a type where the trust comes from an assessment of some type 3. Affect based, a type where you trust them, without rational

8) List TWO types of personal aggression:

1. Harassment 2. Abuse

5) List THREE types of interpersonal citizenship behavior:

1. Helping 2. Courtesy 3. Sportsmanship

9) List the FOUR components of ethical decision making:

1. Moral awareness 2. Moral judgement 3. Moral intent 4. Ethical behavior

7) List FOUR types of counterproductive behavior:

1. Production Deviance 2. Property Deviance 3. Political Deviance 4. Personal Aggression

6) List the FOUR types of work hindrance stressors:

1. Role Conflict 2. Role Ambiguity 3. Role overload 4. Daily hassles

7) List the THREE types of work challenge stressors:

1. Time pressure 2. Work complexity 3. Work responsibility

3) Trust has a ________ correlation with organizational commitment. A) strong positive B) moderate positive C) weak positive D) moderate negative E) strong negative

A

6) Which of the following is true about goal setting? A) Specific, difficult goals are best. B) Difficult goals reduce motivation. C) Equity is the greatest moderator of goal achievement. D) SNARK goals result in the highest levels of goals achievement. E) Employees work hardest and are most engaged when the goals are easy.

A

7) Lamar works for the United Bank at Madison. He feels overworked and dislikes his job, but he cannot quit because he needs the job to repay his college loans. What type of commitment does Lamar have?

A) continuance commitment

2) Motivation has a ________ correlation with job performance.

A) strong positive

1) Definition of Trust:

According to the book, trust is defined as "the willingness to be vulnerable to a trustee based on positive expectations about the trustee's actions and intentions."

1) Definition of Motivation:

According to the textbook, motivation is defined as "a set of energetic forces that originates both within and outside the employee, initiates work related effort, and determines its direction, intensity, and persistence."

3) Briefly define adaptive task performance and list SEVEN behaviors involved in adaptability:

Adaptive task performance is how well an employee adapts to a situation that may not be included in the job description or are semi-random and unpredictable. Seven behaviors tat are involved in adaptability are as follows: 1. Handling emergencies (either related to the job or medical) 2. Crisis situations 3. Handling work stress 4. Solving problems creatively 5. Dealing with unpredictable work situations 6. Learning work tasks and tasks related to work 7. Demonstrating interpersonal/cultural adaptability

2) Definition of Affective Commitment:

As defined by the book, Affective Commitment is "a desire to remain a member of an organization due to an emotional attachment." In other words, how much the employee wants to stay there.

3) Definition of Continuance Commitment:

As defined by the book, Continuance Commitment is "a desire to remain a member of the organization because of an awareness of the costs associated with leaving it." In other words, how much the employee needs to stay there because of financial reasons.

4) Definition of Normative Commitment:

As defined by the book, Normative Commitment is "a desire to remain a member of the organization due to a feeling of obligation." In other words, how much the employee feels they need to stay there because of their responsibilities.

1) Definition of Organizational Commitment:

As defined by the book, Organizational Commitment is "the desire on the part of the employee to remain a member of the organization."

6) Definition of Withdrawal Behavior:

As defined by the book, Withdrawal Behavior is "a set of actions that employees perform to avoid the work situation."

5) Definition of Challenge Stressors:

As defined by the book, challenge stressors are stressors "that people tent to perceive as opportunities for learning, growth, and achievement."

9) Definition of Emotional Contagion:

As defined by the book, emotional contagion "shows that one person can "catch" or "be infected by" the emotions of another person."

7, 8) Describe equity theory. What are the three general possibilities that can result from the comparison of the ratio of outcomes and inputs to the ratio of some comparison other? Describe a situation when you experienced a sense of inequity, and relate your response to that situation.

As defined by the book, equity theory is the theory that "motivation doesn't just depend on your own beliefs and circumstances but also on what happens to other people." Three general possibilities that can result from the comparison of ratios is that the ratios from you and your comparison are balanced. The second is that your ratio is less than your comparison's. Finally, the last is that your ratio is greater than your comparisons.

3) Briefly explain the main argument of expectancy theory (make sure you include the THREE main component of expectancy theory):

As defined by the book, expectancy theory "describes the cognitive process that employees go through to make choices among different voluntary responses." The three main components of this theory are expectancy, instrumentality, and valence.

4) Definition of Hindrance Stressors:

As defined by the book, hindrance stressors are stressors that "people perceive as hindering their progress towards personal accomplishments or goal attainment."

1) Definition of Job Satisfaction:

As defined by the book, job satisfaction is "a pleasurable emotional state resulting from the appraisal of one's job or job experiences."

5) Definition of Justice:

As defined by the book, justice is "the perceived fairness of the authority's decision making."

10) Briefly define psychological empowerment and list FOUR dimensions of it.

As defined by the book, psychological empowerment is "an energy rooted in the belief that work tasks contribute to a larger purpose." There are four dimensions of this empowerment. They are: meaningfulness, self-determination, competence, and impact

8) Definition of Role Overload:

As defined by the book, role overload is "when the number of demanding roles a person holds is so high that the person simply cannot perform some or all of the roles effectively."

4) Definition of self-efficacy:

As defined by the book, self-efficacy is a "belief that a person has the capabilities needed to execute the behaviors required for task success."

3) Definition of Strains:

As defined by the book, strains are "the negative consequences that occur when demands tax or exceed a person's capacity or resources."

2) Definition of Stress:

As defined by the book, stress is a "psychological response to demands that possess certain stakes for the person and that ta zot exceed the person's capacity or resources."

1) Definition of Stressors:

As defined by the book, stressors are "the demands that cause people to experience stress."

4) Define trustworthiness and list THREE characteristics/attributes of a trustee that increase trustworthiness:

As defined by the book, trustworthiness is "the characteristics or attributes of a trustee that inspire trust." 1. Ability 2. Benevolence 3. Integrity

5) Definition of valence:

As defined by the book, valence "reflects the anticipated value of the outcomes associated with performance."

4) Definition of Value:

As defined by the book, vales are "those things that people consciously or subconsciously want to seek or attain."

3) Briefly explain value-percept theory and state the equation of dissatisfaction:

As defined by the book, value-percept theory argues "that job satisfaction depends on whether or not you perceive that your job supplies things that you value." The equation of dissatisfaction is (Vwant - Vhave)*Vimportance.

2) Job satisfaction has a ________ correlation with affective commitment.

B) strong positive

10) Which of the following is an example of a Type A Behavior Pattern? A) Enrique keeps to himself at office parties, preferring to read a book or wear earbuds rather than talk to anyone. B) Natalia comes in late and leaves early, often without asking for permission or notifying her supervisor in advance. C) During weekly meetings, Sharona talks over other people and is always in a hurry to get back to her desk and get back to work. D) Frederica is an excellent team player, and she never takes credit for her efforts, preferring to see the outcome as the product of a group effort. E) Kristoffer is a slow and methodical worker, and he can always be counted on to get his work done with a high degree of accuracy, if not always on time.

C

9) In equity theory, ________ is the internal tension that is caused by an imbalance in the ratios. A) cognitive distortion B) expectancy C) equity distress D) goal commitment E) cognitive dissonance

C) equity distress

4) Briefly define citizenship behavior and list TWO main categories of citizenship behavior:

Citizenship behavior is a behavior trait/activities that employees posses who go above and beyond the line of duty, doing things that will help the company that may go unrecognized. The two main categories are interpersonal citizenship behavior and organizational citizenship behavior.

6) Definition of counterproductive behavior:

Counterproductive behavior is any activity/behavior that keeps the company from achieving their goal.

8) Lethabo is the marketing manager at BlueSky Concepts, an management consulting firm. His calendar is filled with meetings with heads of the companies, interviewing new employees, giving interviews to business magazines, attending presentations and seminars in different countries, and the like. Lethabo feels that every workday he has something different to do, and he is rarely bored with his job. According to the job characteristics theory, which of the following is true about Jon's job?

D) It has high variety.

9-10) Provide examples of daydreaming, cyberloafing, socializing, and moonlighting of a student taking MGMT 371.

Daydreaming: when a student appears to be paying attention to the lecture, but is actually thinking about what they are going to have for lunch Cyberloafing: when a student appears to be taking notes on their computer, but is actually on Amazon Socializing: when a student appears to be working with group members, but is actually talking about football Moonlighting: when a student appears to be taking notes in class, but is actually working on a paper for another class

8) Definition of Ethics:

Ethics are moral principles that govern a person's behavior

1) Definition of Job Performance:

Job performance is defined by the book as "the value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment." In other words, how well the employee helps the company.

5) First, list FIVE facets of value-percept theory. Then, answer which facet should be given high priority for improvement if job satisfaction had to increase to a large extent.

Pay satisfaction, promotion satisfaction, supervisor satisfaction, coworker satisfaction, and satisfaction within the work itself. Satisfaction within the work itself would have the largest impact in improving the overall satisfaction. You could have a great boss, but if you hate the work, you still won't be satisfied.

2) Definition of Task Performance:

Per the textbook, task performance "refers to employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces."

10) Explain routine, adaptive, and creative task performance of a student taking MGMT 371.

Routine: always happens Adaptive: sometimes happens Creative: happens once

6-7) Briefly explain variety, identity, significance, autonomy, and feedback (five core job characteristics) from job characteristic theory.

Variety is how many different tasks are involved with the job. Identity is how much of the work involves completing something, from start to finish, with a visible outcome. Significance is how much the job impacts others. Autonomy is how much freedom the job entails. Feedback is how much the job provides information about how they are doing.

9) Nobuko is a customer service representative at Call Center Central. She thought a job answering phones all day would be easy, and at first it seemed to be. But over time, the large daily call volume and number of angry or aggressive callers made her edgy, and she found herself being short with customers for no reason. She started having muscle spasms and began to get headaches while at work. Nobuko's physical symptoms are examples of

strains

7) Interpersonal justice reflects the perceived fairness of the (a) whereas informational justice reflects the perceived fairness of the (b)

treatment by employees from authorities, communication to employees from authorities.