OB EXAM 2

Lines of supply

Leaders bring in the things that their group needs, such as materials, money, and resources like rewards and even prestige.

saying you're sorry for a mistake

Which of the following is a strategy for "minimizing bad?" hanging sales awards on your door using flattery to make others like you saying you're sorry for a mistake encouraging others to work hard

self-promotion

Which of the following is an impression management technique whereby individuals point out their abilities or accomplishments in order to be seen as competent by observers? ingratiation supplication self-promotion exemplification

Feedback

Which of the following is information provided about the effectiveness of an employee's work? task significance feedback task identity skill variety

Agreeing with powerful others is the best alternative in this organization.

Which of the following statements is in keeping with perceptions of organizational politics? Working with customers is not the best fit for my personality. Agreeing with powerful others is the best alternative in this organization. I should work hard if I want my efforts to be noticed. There are a lot of talented people in my office.

Supplication

Which of the following techniques will only be successful if others have sympathy for your lack of ability? exemplification ingratiation supplication self-promotion

promotion-focused

a need for achievement, focus on advancement, and set learning goals

management by objectives (MBO)

a performance appraisal program where leaders meet with their direct reports and set specific performance objectives jointly

prevention-focused

a tendency to aim for getting to an end because of a fear of an undesirable alternative

networking ability

ability to create a diverse constellation of contacts both inside and outside of the organization

Political skills

ability to effectively understand others at work and to use such knowledge to influence others to act in ways that enhance one's personal or organizational objectives

social astuteness

A diplomat is known for being able to read others and respond appropriately during negotiations. Which of the following political skills does she have? interpersonal influence social astuteness networking ability apparent sincerity

Organizational Influence

A lack of clarity in procedures and ambiguity in what occurs when policies are violated falls into which type of influence related to perceptions of organizational politics? work/job influence societal influence personal influence organizational influence

Lines of support

A leader needs to be able to innovate to have an impact on the organization. They need support that allows for risk-taking beyond typical organizational routines. Leaders also often need the backing of other influential managers in the organization to get things done.

coercive power

A manager frequently uses threats of punishment in order to gain compliance from his workers. Which of the following types of power is he using? legitimate power reward power coercive power personal power

Apprising

A manager informs an employee that carrying out a request will help advance the employee's career. This describes which of the following influence strategies? apprising collaboration ingratiation consultation

Ingratitation

A manager praises an employee's strong work ethic before expressing confidence that the employee will have the ability to carry out a difficult request. Which of the following influence strategies is the manager using? consultation ingratiation collaboration apprising

Reward Power

A manager uses raises and bonuses to encourage her team to improve performance. Which of the power types is she using? reward power legitimate power personal power coercive power

True

Adding additional tasks at the same level is called horizontal job loading. True False

task significance

An automobile plant worker is proud that he is able to make a reliable, environmentally-friendly car for a good price. His positive viewpoint on how the product he helps create and its impact exemplifies which of the following? task significance autonomy task identity skill variety

False

Commitment is being willing to complete a request, but giving minimal effort. Only the behavior changes. True False

autonomy

Employees at a company frequently complain that they are being micromanaged and have no control over the work. Giving employees more of which of the following would help alleviate those concerns? skill variety task significance feedback autonomy

True

Energizing behavior is the first step of the motivation process. True False

Relevant

How important a goal is to your overall vision for an organization is which aspect of SMART goals? time-based specific relevant measurable

measurable

Including criteria that can be recorded and tracked is the defining feature of which aspect of SMART goals? relevant measurable attainable time-based

Which of the following best describes the relationship between power and influence?

Influence is power in use.

Lines of information

Leaders need to know what is happening in the organization that may affect their group's goals. Having access to information from all areas of the organization is an important source of power. Also, knowing whom to share information with (and not share it with) is an essential skill that leaders need to develop.

False

Motivation tends to be lower when an employee is committed to challenging goals compared with easy goals. True False

True

People who are pessimistic and negative are more likely to have perceptions of organizational politics. True False

False

Personal appeal is when the agent uses praise and flattery before or during an influence attempt or expresses confidence in the target's ability to carry out a difficult request. True False

True

Politically skilled employees have higher LMX relative to their peers. True False

True

Resistance is opposition to a request and refusal to do it. (T/F)

True

Supplication is when individuals advertise their weaknesses or shortcomings in order to elicit an attribution of being needy from observers. True False

Personal Appeals

The agent asks the target to carry out a request or support a proposal out of friendship or asks for a personal favor before saying what it is.

Consultation

The agent encourages the target to suggest improvements in a proposal or to help plan an activity or change for which the target person's support and assistance are desired.

Apprising

The agent explains how carrying out a request or supporting a proposal will benefit the target personally or help advance the target person's career.

Inspirational appeals

The agent makes an appeal to values and ideals or seeks to arouse the target person's emotions to gain commitment for a request or proposal.

Exchange

The agent offers an incentive, suggests an exchange of favors, or indicates willingness to reciprocate later if the target will do what the agent requests.

collaboration

The agent offers to provide relevant resources and assistance if the target will carry out a request or approves a proposed change.

Coalition tactics

The agent seeks the aid of others to persuade the target to do something or uses the support of others as a reason for the target to agree.

Legitimating tactics

The agent seeks to establish the legitimacy of a request or to verify authority to make it by referring to rules, policies, contracts, or precedent.

Pressure

The agent uses demands, threats, frequent checking, or persistent reminders to influence the target to carry out a request.

rational persuasion

The agent uses logical arguments and factual evidence to show a proposal or request is feasible and relevant for attaining important task objectives.

Ingratitation

The agent uses praise and flattery before or during an influence attempt or expresses confidence in the target's ability to carry out a difficult request.

zone of indifference

The latitude in each individual within which orders are acceptable without conscious questioning of their authority is known as which of the following? zone of indifference commitment resistance compliance

False

The need for affiliation (nAff) is the need to influence others to do what you want. True False

False

The relationship between impression management tactics and task-related outcomes is stronger in North America than Asia. True False

motivator-hygiene theory

Which of the following addresses issues that make workers satisfied or dissatisfied with their workplace? motivator-hygiene theory need for achievement grit self-actualization

Directing

Which of the following aspects of motivation is related to actions taken? directing energizing sustaining critiquing

Time based

Which of the following creates a feeling of importance and priority for a task? relevant specific measurable time-based

autonomy

ability to work alone without supervision

Vertical

adding decision-making responsibility

horizontal

adding different tasks at the same level

Commitment

also known as internalization; a strong effort made and enthusiastically carries out the request. Both attitudes and behaviors change.

Regulatory focus theory (RFT)

an alternative approach to understanding how individuals strive to meet their goals

Perceptions of organizational politics (POP)

an individual's subjective appraisal of the extent to which the work environment is characterized as self-serving of various individuals and groups to the detriment or at the cost of other individuals or groups

motivator-hygiene theory

another name for Herzberg's two-factor theory

apparent sincerity

appearing to others as genuine and honest.

Organizational politics

as unsanctioned influence attempts that seek to promote self-interest at the expense of organizational goals

Position Power

authority and influence bestowed by a position or office on whoever is occupying it

social astuteness

being able to accurately interpret the behavior of others through attentive observation

Combining Tasks

creating natural work units by putting tasks together to create a more challenging and complex work assignment

job crafting

extent to which individuals can demonstrate initiative in designing their own work

Motivators

factors that satisfy workers when they think about their job, such as advancement, recognition, and achievement

Maximizing good tactics

goal is to generate respect and liking from other people

minimizing bad tactics

goal is to use them defensively to avoid blame for poor performance or ask for forgiveness

interpersonal influence

having the ability to adapt influence strategies to different situations

Power

having the discretion and the means to asymmetrically enforce one's will over others.

Need for affiliation (nAff)

he need for close personal relationships

Self promotion

individuals point out their abilities or accomplishments in order to be seen as competent by observers

Personal Power

influence over others, the source of which resides in the person instead of being vested by the position he or she holds

Influence

the exercise of power to change the behavior, attitudes, or values of an individual or group

law of reciprocity

the nearly universal belief that if someone does something for you, they should be paid back.

Need for power (nPow

the need to influence others to do what you want

job rotation

involves cross-training or allowing workers to do different jobs

Impression management

is a set of behaviors that people use to protect their self-image or change the way they are seen by others (or both).

feedback

knowledge of results of a person's efforts

Three lines of power

lines of supply, information, and support

work redesign

loading of jobs with more of the core characteristics that have been shown to motivate

two-factor theory

lower- and higher-order needs and relates them to job satisfaction

Prosocial Motivation

new concept of motivation that assesses the degree to which employees behave in a way that benefits society as a whole

Resistance

opposed to the request and refuses to do it. They may explain why they can't complete it, try to change it, get superiors to change it, delay it, or even sabotage the task by doing it wrong; no change in attitude or behavior toward the request.

organizational justice

overall perception of what is fair in an organization

Exemplification

people self-sacrifice or go above and beyond the call of duty in order to gain the attribution of dedication from observers

proactive influence tactics

positive and negative ways of influencing others

job enrichment

redesigning jobs so that they are more challenging to the employee and have less repetitive work

Growth need strength

refers to a person's need to learn new things, grow, and develop from working

Referent Power

the ability to influence based upon others' identification with the individual and followers' desire to emulate them; it is based on liking, respect, and admiration. For example, volunteers work hard for a political candidate that they admire.

Expert Power

the ability to influence others due to knowledge or a special skill set or expertise. For example, the information technology department has special skills to troubleshoot computer problems for a manager.

legitimate power

the ability to make a request and get a response due to the nature of the roles between two people (e.g., boss and direct report, a favor-doer and a favor-recipient); it is based upon structural level in the organization or a feeling of obligation. For example, an employee completes a sales report for his boss.

Reward power

the ability to provide incentives or other things valued, such as pay raises, bonuses, and promotions.15 For example, an employee receives a merit pay increase.

coercive power

the ability to punish, and this can include threats. For example, a supervisor threatens to write a memorandum to an employee's file for being late all the time.

Need for achievement (nAch)

the drive to succeed at high levels

zone of indifference

the range in which attempts to influence a person will be perceived as legitimate and will be acted on without a great deal of thought

learning goal orientation (LGO)

they want to learn new things at work and see themselves as adaptable.

hygeines

things like supervision, pay, company policies, and the working conditions

supplication

where individuals advertise their weaknesses or shortcomings in order to elicit an attribution of being needy from observers

intimidation

where people signal their power or potential to punish in order to be seen as dangerous by observers

self-actualization

which is the drive to meet our fullest capacity

Compliance

willing to complete the request but does so in an apathetic manner giving minimal effort; only behavior changes.