MGMT 3310 EXAM 6

A human condition that becomes energized when people feel deficient in some respect is: the physiological set of needs the safety set of needs a need defensiveness emotional intelligence

A need

Achievement needs become manifest when individuals experience all of the following types of situations EXCEPT: when they feel that they are personally responsible for completion of the task where the probability of success is moderate where there is feedback where there are high group goals Achievement needs become manifest when individuals experience all of these.

Achievement needs become manifest when individuals experience all of these.

Responses such as perspective taking, creating solutions, expressing emotions, and reaching out are considered ______ responses to conflict. destructive and passive constructive and passive destructive and active active and constructive active and passive

Active and Constructive

In a conflict situation, which of the following is a constructive and passive response? Reaching out Winning Adapting Self-criticizing Yielding

Adapting

Managerial implications for the SDT theory include: to motivate high performance for uninteresting jobs make performance contingent on extrinsic rewards . to motivate high performance for uninteresting jobs make performance contingent on intrinsic rewards. to enhance intrinsic motivation for interesting jobs be sure individuals receive large pay bonuses for high achievement focus on the hygiene factors in order to reduce dissatisfaction and increase intrinsic motivation All of these.

All of these

According to research, which of the following is true about the relationship between diversity in managers and innovation? The positive relationship between management diversity and innovation is statistically not significant. At companies with diverse management teams, openness to contributions from lower-level workers and an environment in which employees feel free to speak their minds are crucial for fostering innovation. The innovation boost is limited to a single type of diversity, gender based. Management diversity seems to have a particularly negative effect on innovation at complex companies. To reach its potential, gender diversity needs to stay as tokenism.

At companies with diverse management teams, openness to contributions from lower-level workers and an environment in which employees feel free to speak their minds are crucial for fostering innovation.

Leaders who stem from the dynamics and processes that unfold within and amongst a group of individuals as they work on the achievement of a collective goal are called: formal leaders designated leaders emergent leaders evolving leaders the initiating structure leader

Emergent Leaders

Which of the following is known as the "polite stage"? Storming Performing Forming Adjourning Norming

Forming

According to SDT, performing an activity for the inherent satisfaction of the activity itself refers to: intrinsic motivation intrinsic reward extrinsic motivation extrinsic reward None of these

Intrinsic Motivation

The need for achievement is: necessary for survival in today's competitive environment instinctual hereditary learned emotion-driven

Learned

All of the following are determinants of individual performance in organizations EXCEPT: motivation ability market competition constraints accurate role perceptions

Market Competition

A force within or outside of the body that energizes, directs, and sustains behavior is known as: ability effort intensity motivation emotion

Motivation

Which of the following statements regarding needs is most true? Needs provide intensity in the motivation process. A manifest need is a need that motivates across time and situations. Hedonism was an early motivation theory assuming people seek pain and avoid pleasure. Needs provide direction in the motivation process. None of these.

Needs provide direction in the motivation process.

A leader who operates from a base of power where others want to associate with or be accepted by him or her is called: referent power reward power expert power legitimate power coercive power

Referent Power

When followers' form of compliance is one of "how much am I getting," or "how much should I give," the base of power is probably: legitimate power reward power referent power coercive power expert power

Reward Power

According to Katzenbach and Smith, all of the following practices makes a team effective EXCEPT: Establishing urgency, demanding performance standards, and direction Setting some clear rules of behavior Setting and seizing upon a few immediate performance-oriented tasks and goals Selecting members for their personality, not for their skill and skill potential Challenging the group regularly with fresh facts and information

Selecting members for their personality, not for their skill and skill potential

In a conflict situation, which of the following is a destructive and passive response? Reaching out Winning Adapting Self-criticizing Reflective thinking

Self-criticizing

According to the ERG theory, all of the following would be opportunities for growth EXCEPT: autonomy interesting work achievement social recognition creativity

Social Recognition

In which stage the members clash for control of the group and people begin to choose sides? Storming Performing Forming Adjourning Norming

Storming

According to the path-goal leadership model, when a task is seen as boring, stressful, or unpleasant, the most appropriate dimension of leader behavior is: directive leadership participative leadership achievement-oriented leadership supportive leadership transformational leadership

Supportive Leadership

The leader that members of a group acknowledge as their leader is: the formal leader the task leader the group maintenance leader the informal leader the initiating structure leader

The Informal Leader

As a manager of a diverse work group, which of the following general statements or principles would you use to guide you in attempting to be an effective leaders? There is little evidence to suggest there is a meaningful distinction between task and relationship-oriented behavior across world cultures. It is clear that a more democratic, participative, directive, contingent-based reward/punishment system produces similar results across cultures. The effective practice of leadership necessitates a careful look at and understanding of the individual differences brought to the leader-follower relationship by the cross-cultural context. A leader whose behavior reflects support, kindness, and concern for his/her followers is valued and impactful in most cultures. None of these.

The effective practice of leadership necessitates a careful look at and understanding of the individual differences brought to the leader-follower relationship by the cross-cultural context.

According to personality psychologists, leader traits will play a stronger role shaping leader behavior in what type of situations? weak strong structured bureaucratic All of these.

Weak

Content theories tend to: emphasize the direction component of motivation focus on the intensity portion of motivation provide a reasonable balance of direction and intensity emphasize whether persistence will prevail None of these

emphasize the direction component of motivation

In Self Determination Theory (SDT), performing an activity in order to attain a valued outcome refers to: intrinsic motivation intrinsic reward extrinsic motivation extrinsic reward None of these

extrinsic motivation

SDT researchers have found that as the level of: intrinsic rewards increase, extrinsic motivation decreases extrinsic rewards increase, intrinsic motivation decreases extrinsic rewards increases, intrinsic motivation increases competence, autonomy, and relatedness increase, intrinsic motivation will decrease None of these

extrinsic rewards increase, intrinsic motivation decreases

We really could not talk about motivation without the: inherent drive of unfilled needs hedonistic tendencies of individuals interaction of individuals and their situations to satisfy unmet needs and resolve dissonance notion of cognitive dissonance individual's desire for pain avoidance and organizational intentions

inherent drive of unfilled needs

When a behavior causes something undesirable to be taken away and the behavior is therefore more likely to be repeated in the future, the type of consequence used is called: positive reinforcement punishment negative reinforcement avoidance learning extinction

negative reinforcement

According to Linda A. Hill, managing a team means managing ______. knowledge workers paradox structural interventions cognitive complexity cultural divergences

paradox

The question, "What are the distinguishing characteristics of effective leaders?" sparked what approach to the study of leadership? great man theory contingency theory of leadership trait approach to leadership behavioral approach to leadership charismatic approach to leadership

trait approach to leadership

The relationship between leader behavior and follower behavior can best be characterized as: leader behavior has little effect on follower behavior follower behavior has no effect on leader behavior while the effectiveness of leader behavior is determined by follower characteristics or expectations it has also been found that follower behavior determines leader behavior leader expectations of follower behavior determine leader behavior and follower expectations of leader behavior determine follower effectiveness. None of these.

while the effectiveness of leader behavior is determined by follower characteristics or expectations it has also been found that follower behavior determines leader behavior