MGMT 300 Midterm

Which of the following is least likely to be considered a manager? k) An administrator in charge of fund-raising activities in a non-profit organization l) A lieutenant leading an infantry platoon m) A doctor who acts as head of the physiotherapy department at a public hospital n) The mayor of a large city o) An IT technician who enables communication between all of a company's employees

o) An IT technician who enables communication between all of a company's employees

Terry is not committed to the organization and merely exerts the minimal effort needed to keep his job. Terry represents which of the following? A. a star B. a citizen C. a lone wolf D. an apathetic E. none of the above answer choices is correct

D. an apathetic

Does Mary tend to act differently in other circumstances?" is a question that answers which of these elements about attribution? A. Consistency B. Extinction C. Consensus D. Control E. Distinctiveness

E. Distinctiveness

Wasting resources is the most common form of production deviance. True/False

True

Your rating in a job interview is high in contrast to the candidate who was interviewed directly before you, who was rated extremely low. Your own high rating might be partially attributed to which of the following? a) The halo effect b) The contrast effect c) Projection d) Stereotyping e) Prototyping

b) The contrast effect

Which of these become even more vital during organizational crisis? A. Citizenship behaviors B. Counterproductive behaviors C. Personal aggression D. Property deviance E. Political deviance

A. Citizenship behaviors

_______ refers to the process of generating and choosing from a set of alternatives to solve a problem. A. Decision making B. Learning C. Intuition D. Consensus E. Heuristics

A. Decision making

________ theory suggests that people will allocate their effort in areas that show and lead to outcomes that they care about. A. Expectancy B. Reinforcement C. Goal setting D. Extrinsic E. Equity

A. Expectancy

Which of the following is FALSE about turnover: A. It primarily has a positive impact on organization productivity. B. It produces difficult to measure "hidden" costs resulting from loss of organizational knowledge and decreased morale. C. People with direct links to others who leave an organization are more likely to leave as well. D. According to research, the majority of U.S. employees are looking for a new job. E. Use of the "Vitality Curve" approach to creating turnover among low performers negatively affects productivity by creating disincentives for cooperative behavior.

A. It primarily has a positive impact on organization productivity.

A desire to remain a member of an organization because of an awareness of the costs associated with leaving it refers to A. continuance commitment B. affective commitment C. ethical commitment D. normative commitment E. social influence

A. continuance commitment

Two factors that directly contribute to team process losses are A. coordination loss and motivational loss B. staff loss and scout loss C. social loafing and teamwork processes D. staff validity loss and hierarchical sensitivity loss E. none of these

A. coordination loss and motivational loss

The primary outcomes of interest to organizational behavior researchers are: A. job performance and organizational commitment B. organizational culture and organizational structure C. team processes and team characteristics D. personality and ability E. stress and motivation

A. job performance and organization commitment

The primary outcomes of interest to organizational behavior researchers are: A. job performance and organizational commitment B. organizational culture and organizational structure C. team processes and team characteristics D. personality and ability E. stress and motivation

A. job performance and organizational commitment

The primary outcomes of interest to organizational behavior researchers are: A. job performance and organizational commitment B. organizational culture and organizational structure C. team processes and team characteristics D. personality and ability E. stress and motivation

A. job performance and organizational commitment

Decisions that become somewhat automatic because a person's knowledge allows them to recognize and identify a situation and the course of action that needs to be taken are called A. programmed decisions B. learning orientations C. communities of practice D. non-programmed decisions E. surface decisions

A. programmed decisions

Which facet of job satisfaction brings more responsibility and increased work hours? A. promotion B. Pay C. Coworker D. Competition E. None of these

A. promotion

Workplace surveys suggest that satisfied employees are becoming more and more A. rare B. widespread C. expensive D. aloof E. none of these

A. rare

________ stressors are perceived as opportunities for learning and development, where as __________ stressors are perceived as thwarting goal accomplishment or achievement. A. Actualization, hassle B. Challenge, hindrance C. Benign, overload D. Growth, barrier E. None of the above

B. Challenge, hindrance

Suzy keeps the other employees in her department informed about various issues that are relevant to them. Suzy is demonstrating which type of citizenship behavior? A. Helping B. Courtesy C. Sportsmanship D. Civic virtue E. Boosterism

B. Courtesy

Gus constantly subjected Liz to unwanted physical contact and verbal remarks. This behavior is an example of which type of counterproductive behavior? A. Substance abuse B. Harassment C. Incivility D. Productive aggression E. Gossiping

B. Harassment

Which of these reflects relatively permanent changes in an employee's knowledge or skill that result from experience? A. Decision making B. Learning C. Intuition D. Consensus E. Heuristics

B. Learning

______ is a field of study devoted to understanding, explaining, and ultimately improving the attitudes and behaviors of individuals and groups in organizations. A. Sociology B. Organizational behavior C. Strategic management D. Social psychology E. Economics

B. Organizational behavior

Edward is one of the four administrative assistant in the College of Business at Teach International University. Unfortunately, he accomplishes less than one-third the work as compared to the other assistants because he purposely works slowly, and he takes way too many breaks. Edward seems to be engaging in which of these counterproductive behaviors? A. Incivility B. Wasting resources C. Harassment D. Theft E. Sabotage

B. Wasting resources

Staying at a company because you want to reflects _______ commitment, whereas staying because you need to reflects _______ commitment. A. continuance; affective B. affective; continuance C. continuance; normative D. normative; continuance E. normative; affective

B. affective; continuance

If Sandy comes to the group meeting late and you feel that she is coming late because she has a low motivation for work, it could reflect a(n) A. self-serving bias B. fundamental attribution error C. anchoring error D. illusion of control error E. halo effect

B. fundamental attribution error

When an individual has a(n) _______, building competence is deemed more important than demonstrating competence. A. intuition B. learning orientation C. projection bias D. explicit knowledge E. bounded rationality

B. learning orientation

For an accountant, preparing, examining, and analyzing accounting records for accuracy and completeness is most likely an example of: A. job withdrawal B. task performance C. counterproductive behavior D. citizenship behaviors E. organizational commitment

B. task performance

When employees evaluate outcomes such as pay, rewards, and promotions to determine whether they are allocated using proper norms, they are gauging which of these? A. Informational justice B. Procedural justice C. Distributive justice D. Interpersonal justice E. None of these

C. Distributive justice

Which theory focuses most specifically on describing the cognitive process that employees go through to make choices among different voluntary responses? A. Equity B. Extrinsic C. Expectancy D. Goal setting E. Psychological empowerment

C. Expectancy

___________ is defined as the combination of stable characteristics that give the individual his or her identity. A. Motivation B. Strength C. Personality D. Intelligence E. Mentorship

C. Personality

Which of these is true about research conducted on citizenship behavior? A. The quantity but not quality of crew output was higher in crews that included more good citizens B. The quality but not quantity of crew output was higher in crews that included more good citizens C. The quantity and quality of crew output was higher in crews that included more good citizens D. Unfortunately, higher levels of citizenship behavior produced more food waste and greater customer complaints in the restaurant study E. Citizenship behaviors were not relevant to performance in the paper mills

C. The quantity and quality of crew output was higher in crews that included more good citizens

The notion that decision makers simply do not have the ability or resources to process all available information and alternatives to make an optimal decision refers to A. heuristics B. communities of practice C. bounded rationality D. projection bias E. performance-prove orientation

C. bounded rationality

29. The statement, "The firm encourages children _____ because children bring stability." in The Firm movie is an example of an organization fostering A. affective commitment B. normative commitment C. continuance commitment D. cost-based commitment E. social influence

C. continuance commitment

Sulley, the big, blue, furry lug in the movie, Monsters, Inc., attempted to covertly return Boo, a two-year-old girl, to her bedroom after she found her way into the monster world. From the company's point of view, Sulley's behavior is an example of: A. job withdrawal B. adaptive task performance C. counterproductive behavior D. citizenship behavior E. routine task performance

C. counterproductive behavior

When Jeff asked Joanna how to fix the error message he keeps getting on his computer, Joanna wrote the step-by-step instructions down for Jeff so that he can take care of the problem relatively easily. The type of knowledge described in this situation is called A. consensus-based knowledge B. tacit knowledge C. explicit knowledge D. intuition knowledge E. none of these

C. explicit knowledge

Motivation that is felt when task performance serves as its own reward is known as _________ motivation. A. instrumental B. extrinsic C. intrinsic D. expectant E. efficacious

C. intrinsic

Which of these mechanisms captures shared knowledge about the rules, norms, and values that shape employee attitudes and behaviors? A. organizational structure B. organizational ability C. organizational culture D. job performance E. organizational leadership

C. organizational culture

American Drinks International is a soft drink manufacturer in the carbonated soda industry. The firm is commissioning a study to explore how the company's expansion into the new product segment of tropical fruit flavored soda would affect its profitability. Such a study is addressed in which of these areas? A. industrial and organizational psychology B. human resource management C. strategic management D. social psychology E. organizational behavior

C. strategic behavior

Concepts like difficulty and specificity are key aspects of which of the following theories? A. Equity B. Extrinsic C. Expectancy D. Goal setting E. Psychological empowerment

D. Goal setting

Utilizing ability and experiencing freedom, independence, intellectual stimulation, creative expression, and a sense of achievement are examples of which of the following work value categories? A. Environment B. Status C. Supervision D. Work itself E. Altruism

D. Work itself

Sally likes Fitness Central, her new employer. She identifies with Fitness Central, has accepted Fitness Central's goals, and values and is more willing to exert extra effort on behalf of Fitness Central. Sally is experiencing _______ commitment. A. normative B. continuance C. comprehensive D. affective E. skill-based

D. affective

Relatively discretionary activities that contribute to the organization by improving the overall quality of the setting in which work takes place, is known as: A. job withdrawal B. adaptive task performance C. counterproductive behavior D. citizenship behavior E. routine task performance

D. citizenship behavior

Relatively discretionary activities that contribute to the organization by improving the overall quality of the setting in which work takes place, is known as: A. job withdrawal B. adaptive task performance C. counterproductive behavior D. citizenship behavior E. routine task performance

D. citizenship behavior

Relatively discretionary activities that contribute to the organization by improving the overall quality of the setting in which work takes place, is known as: A. job withdrawal B. adaptive task performance C. counterproductive behavior D. citizenship behavior E. routine task performance

D. citizenship behavior

The value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment is known as: A. job commitment B. motivation C. job satisfaction D. job performance E. organizational commitment

D. job performance

The set of energetic forces that originates both within and outside an employee is known as A. organizational commitment B. job satisfaction C. job performance D. motivation E. leadership

D. motivation

40. Job performance is largely a function of: A. motivation and emotions B. emotions and ability C. ability and expectations D. motivation and ability E. expectations and emotions

D. motivation and ability

Job performance is largely a function of: A. motivation and emotions B. emotions and ability C. ability and expectations D. motivation and ability E. expectations and emotions

D. motivation and ability

Job performance is largely a function of: A. motivation and emotions B. emotions and ability C. ability and expectations D. motivation and ability E. expectations and emotions

D. motivation and ability

Which of these mechanisms dictates how the units within the firm link to other units? A. organizational culture B. organizational ability C. job performance D. organizational structure E. organizational leadership

D. organizational structure

The belief that others think, feel, and act the same way as you do refers to A. availability bias B. anchoring C. bandwagon effect D. projection bias E. halo effect

D. projection bias

Well-known responses to normal job demands that occur in a predictable way are known as: A. job withdrawal B. adaptive task performance C. counterproductive behavior D. routine task performance E. citizenship behavior

D. routine task performance

The explicit obligations that an employee must fulfill to receive compensation and continued employment is known as: A. job withdrawal B. citizenship behavior C. organizational commitment D. task performance E. counterproductive behavior

D. task performance

The set of actions that employees perform to avoid the work situation that may eventually culminate in quitting the organization refers to A. productivity behaviors B. commitment behaviors C. performance behaviors D. withdrawal behaviors E. citizenship behaviors

D. withdrawal behaviors

56. According to Herzberg's motivator-hygiene model, _____ is (are) a hygiene factor. A. characteristics of the work B. responsibility C. achievement D. working conditions E. recognition

D. working conditions

Wegmans Food Market has achieved a six percent employee turnover rate compared to the nineteen percent industry average employee turnover rate by using which of the following management tactics? A. Higher hourly wages and annual salaries B. Profit sharing C. Medical coverage D. College scholarships E. All of the above answer choices are correct

E. All of the above answer choices are correct

Elizabeth seems like a cheerleader for Villa Italiano as she represents the organization in a positive way when she's away from work. Elizabeth could be viewed as demonstrating which type of citizenship behavior? A. Helping B. Voice C. Sportsmanship D. Civic virtue E. Boosterism

E. Boosterism

Of the five facets of value-percept theory, which single facet has the strongest influence on overall job satisfaction? A. Pay satisfaction B. Promotion satisfaction C. Supervision satisfaction D. Coworker satisfaction E. Satisfaction with the work itself

E. Satisfaction with the work itself

Helping others and working on moral causes are examples of which of the following work value categories? A. supervision B. coworkers C. pay D. promotions E. altruism

E. altruism

Organizational commitment influences whether an employee A. stays a member of the organization B. engages in withdrawal behavior C. leaves to pursue another job D. none of the above answer choices are correct E. answer choices a, b, and c are all correct

E. answer choices a, b, and c are all correct

Organizational commitment influences whether an employee A. stays a member of the organization B. engages in withdrawal behavior C. leaves to pursue another job D. none of the above answer choices are correct E. answer choices a, b, and c are all correct

E. answer choices a, b, and c are all correct

Nikki appears to be working, but is actually distracted by random thoughts or concerns. Nikki is experiencing A. moonlighting B. cyber loafing C. socializing D. tardiness E. daydreaming

E. daydreaming

Kelly believes that if she successfully earns her MBA, she'll be promoted to a midlevel executive manager position. She is therefore motivated to earn an MBA because of A. past accomplishments B. vicarious experiences C. verbal persuasion D. emotional cues E. instrumentality

E. instrumentality

The belief that a person has the capabilities needed to execute the behaviors required for task success is known as A. instrumentality B. valence C. equity D. complexity E. self-efficacy

E. self-efficacy

According to the definition, a common goal takes place when each team member has the same goal. True/False

False

Affective commitment is a desire to remain a member of an organization because of an awareness of the costs associated with leaving it. True/False

False

By setting a Common goal for a team, a manager uses extrinsic motivation for employees. True/ False

False

Decision making reflects relatively permanent change in an employees' knowledge or skills that result from experience. True/False

False

Examples of psychological withdrawal include missing meetings, socializing, and tardiness. True/False

False

Fortunately, people who engage in one form of counterproductive behavior do not usually engage in other forms. True/False

False

In the job characteristics model, researchers proposed three moderators: growth need strength, skill variety, and job satisfaction. True/False

False

Managers acquire explicit knowledge by having considerable experience at the same task or job True/False

False

OB researchers cannot offer reasonably accurate explanations of human behavior since people act very differently in similar situations. True/False

False

Research reveals that job satisfaction is correlated strongly with citizenship behavior. True/False

False

Research shows that employees with low job satisfaction experience strong positive feelings when they think about their duties or take part in their task activities. True/False

False

Stars possess high commitment and high performance and are held up as role models for other employees; this is the reason why in case of negative event they demonstrate LOYALTY True/False

False

Tacit knowledge is information that can easily be put into words. True/False

False

The need for achievement reflects an individual's desire to influence, coach, teach, or encourage others to achieve. True/False

False

The primary response to negative events at work that is a passive, negative response in which interest and effort in the job declines is termed exit. True/False

False

When you are judging someone based upon your perception of a group to which he belongs, you are guilty of projection. True/False

False

"Performance" can be defined as any outcome that is deemed valuable by either an external or internal customer. True/False

True

Abraham Maslow believed that human needs generally emerge in a predictable stair-step fashion. True/False

True

According to the textbook, the single biggest reason for the failure of managers is a lack of interpersonal skills True/False

True

Because of their tacit knowledge, experts sometimes cannot put into words why they know that a problem exists, why a solution will work, or how they accomplished a task. True/False

True

Employees who feel a sense of equity are more emotionally attached to their firms and feel a stronger sense of obligation to remain. True/False

True

Herzberg found job dissatisfaction to be associated primarily with factors in the work context or environment. True/False

True

It looks like that main purpose why a company needs to have managers is to orchestrate high performance of all employees. True/False

True

Job design focuses on increasing employee motivation by changing the type of tasks we complete in the course of doing our jobs. True/False

True

One factor that increases continuance commitment is a lack of employment alternatives. True/False

True

Organizational commitment is the desire on the part of an employee to remain a member of the organization. True/False

True

People create history - a collective pool of experience, wisdom, and knowledge that benefits the organization. T/F?

True

Personality and cultural values reflect the various traits and tendencies that describe how people act. T/F?

True

Value-percept theory suggests that people evaluate job satisfaction according to specific "facets" of the job. True/False

True

Which of the following is not an assumption of the rational decision-making model? a) The decision maker is constrained by time and costs. b) The decision criteria are constant and the weights assigned to them are stable over time c) The decision maker can identify all the relevant criteria and can list all the viable alternatives. d) The decision maker is aware of all the possible consequences of each alternative. e) The decision maker is assumed to have complete information regarding the decision situation

a) The decision maker is constrained by time and costs.

Job performance is largely a function of: a) motivation and ability b) motivation and emotions c) ability and training d) expectations and motivation e) motivation and training

a) motivation and ability

Motivation is a critical consideration because effective job performance is largely a function of a. motivation and ability. b. emotions and ability. c. expectations and emotions. d. motivation and emotions. e. ability and expectations.

a. motivation and ability.

What sorts of actions are most likely to be attributed to external causes? a) Actions that have high distinctiveness, high consensus and high consistency. b) Actions that have high distinctiveness, high consensus and low consistency. c) Actions that have high distinctiveness, low consensus and low consistency. d) Actions that have low distinctiveness, low consistency and high consensus e) Actions that have low distinctiveness, low consensus and low consistency

b) Actions that have high distinctiveness, high consensus and low consistency.

Which of the following is an example of externally caused behavior? a) An employee is late because he was partying late and then overslept. b) An employee is late because of a flat tire c) An employee was fired because he slept of the job d) An employee was promoted because he was hard working e) An employee died from lung cancer after excessive tobacco use

b) An employee is late because of a flat tire

What name is used for the tendency of an individual to attribute his own successes to internal factors while putting the blame for failures on external factors? a) Fundamental attribution error b) Self-serving bias c) Consistency d) Selective perception e) Stereotyping

b) Self-serving bias

The primary outcomes of interest to organizational behavior researchers are organizational commitment and ________: a) personality b) job performance c) stress d) ability e) emotions

b) job performance

David is a commercial financial analyst but wants to become a commercial lender, so he engages in self-directed learning, seeks out feedback from his managers, and manages his own workload. David is attempting to build his own _____ at his job. a. meaningfulness b. competence c. instrumentality d. impact e. valence

b. competence

Allan, the new Business School dean, has done a good job moving the Business School forward toward accreditation of its program. For Allan, this achievement translates as _____ in his position as the dean of the school. a. self dignity b. impact c. competence d. self-determination e. meaningfulness

b. impact

Of the five facets of value-percept theory, which single facet has the strongest influence on overall job satisfaction? a) Pay satisfaction b) Promotion satisfaction c) Satisfaction with the work itself d) Supervision satisfaction e) Coworker satisfaction

c) Satisfaction with the work itself

How would you define heuristics? a) Ethical codes of conduct that organizations release to guide employee behavior. b) Solving problems by producing the best possible solution. c) Simple, efficient rules of thumb that allow us to make decisions more easily. These shortcuts might lead to biases. d) The study of words e) The give and take process where two parties resolve their differences.

c) Simple, efficient rules of thumb that allow us to make decisions more easily. These shortcuts might lead to biases.

Which of the following is most likely to be a belief held by a successful manager? a) Technical knowledge is all that is needed for success. b) It is not essential to have sound interpersonal skills. c) Technical skills are necessary, but insufficient alone for success. d) Effectiveness is not impacted by human behavior. e) Technical skills do not influence efficiency.

c) Technical skills are necessary, but insufficient alone for success.

Kathleen is not committed to her organization, but is motivated to achieve work goals for herself, not for the organization. Kathleen represents which of the following? a) a star b) a citizen c) a lone wolf d) an apathetic e) none of the above answer choices is correct

c) a lone wolf

The process by which employees learn an organization's values, norms, and required behaviors is known as: a) radicalization. b) separation. c) socialization. d) dispensation. e) solicitation.

c) socialization.

A Theory "Y" manager would assume that employees would __________. a. attempt to avoid work b. need to be controlled. c. exercise self direction. d. dislike work. e. avoid responsibility

c. exercise self direction.

Kendra is more motivated when successful performance helps her attain attractive outcomes, such as bonuses, while helping her avoid unattractive outcomes such as terminations. Kendra's level of motivation is dependent on which of the following? a. Emotional cues b. Valence c. Past accomplishments d. Instrumentality e. Expectancy

d. Instrumentality

Why might turnover have a negative effect on organizations? a) It can be very expensive for organizations. b) It produces difficult to measure "hidden" costs resulting from loss of social capital. c) People with direct links to others who leave an organization are more likely to leave as well. d) Losing a good employee is bad because the organization loses valuable human and social capital. e) All of the above.

e) All of the above.

Which of the following would NOT be considered an organization? f) A church g) A university h) A military unit i) All adults in a given community j) An elementary school

i) All adults in a given community