ORG BEHAVIOR
Many companies have reduced merit pay in favor of annual bonuses. Why have they made that change? -Because bonuses are calculated into their retirement programs including Social Security but merit pay does not. -Because employees get federal tax credits for bonuses but not merit pay. -Because it saves them money in the long run since bonuses are not rolled into the base pay. -Because transferring pay from monthly income to annual bonuses acts like a forced saving plan which is attractive to them.
-Because it saves them money in the long run since bonuses are not rolled into the base pay.
Employee of the month, recognition plaques, and supervisor praise are all examples of: -Variable based pay plans -ESOPs -Employee recognition plans -Annual bonuses
-Employee recognition plans
Which of the following is NOT one of the drawbacks to skill-based pay? -Employees can feel like they are stagnating once they have learned all the skills in their pay area. -They do not measure or pay for performance, just an ability to do a specific skill. -That employees top out in their pay bracket and then can't qualify for additional raises. -It decreases employee flexibility.
-It decreases employee flexibility.
Job sharing occurs when: -Two or more employees split up a traditional 40 hour a week job between them with each one working part time. -We assemble teams of workers to complete a task together. -Two workers rotate responsibilities to prevent boredom and increase skill variety. -A job gets broken down into smaller tasks to create improved worker specialization.
-Two or more employees split up a traditional 40 hour a week job between them with each one working part time
What size is considered best for most work teams? 20-30 members 10-16 members 3-4 members 5-9 members
5-9 members
Which of the following situations best lends itself to using group processes? -A company is experiencing a slow decline in sales. The CEO is trying to identify the cause of the downturn. -An Army Ranger trained in wilderness survival is stranded on an island with 3 city slickers. The group is trying to figure out how to survive till they can be rescued. -A plane is experiencing mechanical failures and is about to crash. The pilot is trying to prevent the crash. -A football coach is trying to decide what play to run during a game.
A company is experiencing a slow decline in sales. The CEO is trying to identify the cause of the downturn.
You have applied for a job and were given an interview with the boss. Which of the following communication methods would be best if you like to impress the boss while saying thank you for the interview? A phone call A hand written and personally signed thank you note A well thought out e-mail A text message
A hand written and personally signed thank you note
Which of the following personality traits has been shown to have a particularly negative effect on team performance? -A person low in extraversion -A person low in agreeableness -A person high in conscientiousness -A person high in openness to experience
A person low in agreeableness
Which of the following is NOT one of the factors contributing to a person's status? -A person's appointment to a group. -The power one wields over others. -An individual's personal characteristics. -A person's ability to contribute to the group's goal.
A person's appointment to a group
Dae Su is a Korean exchange student. He is reading an assignment when he comes across the English word "brother". He is confused by the word because there is no word in Korean for "brother". Korean has a word for "older brother" and a different word for "younger brother". Dae's confusion is caused by: Not knowing if English is a high or low-context culture. Informal language barriers A cultural connotation barrier A semantic cultural barrier
A semantic cultural barrier
Which type of team is least productive? -A team low in cohesiveness but high in performance norms. -A team low in cohesiveness and low in performance norms. -A team high in cohesiveness but low in performance norms. -A team high in cohesiveness and high in performance norms.
A team high in cohesiveness but low in performance norms.
Leaders who lead based on a strong set of values that they express openly are referred to as: Authentic leaders. Transactional leaders. Transformational leaders. Servant leaders.
Authentic Leader
The amount of information that can be transmitted during a communication episode is known as: -Rate of flow. -Channel richness. -Bandwidth. -Channel speed.
Channel richness
The amount of information that can be transmitted during a communication episode is known as: Channel richness. Channel speed. Bandwidth. Rate of flow
Channel richness
Amazingly, ethics is a relatively new addition to leadership theories. Which of the following leadership theories does NOT include ethics as a central tenet? Servant leadership Charismatic leadership Authentic leadership Transformational leadership
Charismatic leadership
Which theory of leadership proposes that followers give power to people who they perceive to have vision, a willingness to take risks, and who exhibit extraordinary or heroic behaviors? Authentic leadership Transactional leadership Leader-Participation Theory Charismatic leadership
Charismatic leadership
The Chinese Ambassador is to meet with the US Ambassador to discuss some important matters. When an emergency arises, the US Ambassador sends an Assistant Ambassador. the Chinese Ambassador takes offense that he is expected to meet with someone of lower status. The US Ambassador has failed to recognize that: China is a high-context culture. China is a low-context culture. China has a low level of filtering in their communication. The Chinese are emotional communicators.
China is a high-context culture.
All-in-all, what does the research say about the use of variable pay plans? -We have no research evidence on the subject. -Companies using variable pay have higher profitability than those that don't. -There is no difference in the profitability of companies using variable pay and those not using it. -Companies using variable pay have lower profitability than those that don't.
Companies using variable pay have higher profitability than those that don't.
Which of the following is NOT a component of trust? Benevolence Integrity Ability Conscientiousness
Conscientiousness
Which team role would be best suited for a person high in the personality trait of openness to new experience? -Producer -Creator -Controller -Organizer
Creator
Ford Corporation has assembled 5 workers from different departments to help them redesign the interior of their cars to improve comfort and functionality. This best represents what type of work team? -Problem-solving team -Self-managed work team -Cross-functional team -Multiteam system
Cross-functional team
Which of the following is NOT one of the drawbacks associate with telecommuting? -Lack of supervision -Social isolation -Decreased pay -Disconnect with things going on in the office
Decreased pay
What conditions lead to higher motivation and performance under goal-setting theory? -Easy goals that have been accepted by the worker. -Difficult goals imposed by the manager and not accepted by the worker. -Easy goals imposed by the manager. -Difficult goals that have been accepted by the worker.
Difficult goals that have been accepted by the worker.
Rhonda and Peter have the same job and perform at a similar level. But Rhonda gets paid more. Peter attributes it to the fact that Rhonda is the owner's niece. What type of justice has been violated. -Procedural justice. -Distributive justice. -Interpersonal justice. -Informational justice.
Distributive justice.
What does the research show about diversity and group performance? -Diverse groups always outperform homogeneous groups regardless of the level of conflict. -Diverse groups and homogeneous groups perform equally well. -Homogeneous groups almost always outperform diverse groups. -Diverse groups have some initial conflict but perform better than homogeneous groups if they can get past the early conflict.
Diverse groups have some initial conflict but perform better than homogeneous groups if they can get past the early conflict.
What does the research show about team diversity and the performance of regular production oriented teams? (Note that we are not considering problem-solving teams here, just production teams.) -Diverse production teams tend to be less effective than homogenous teams early on but then they become similar in productivity after a few months. -Diverse production teams tend to be more effective than homogenous teams. -Diverse production teams tend to be more effective than homogenous teams early on but then they become similar in productivity after a few months. -Diverse production teams tend to be less effective than homogenous teams.
Diverse production teams tend to be less effective than homogenous teams early on but then they become similar in productivity after a few months.
Trust has become a central theme in leadership theories. In which of the following theories is trust NOT a fundamental component? Transactional Leadership Authentic Leadership Transformational Leadership Fiedler Contingency model
Fielder Contingency model
Which of the following is NOT one of the levels in Maslow's Hierarchy of needs? -Safety -Emotional stability -Self-actualization -Physiological
Emotional stability
Which of the following motivation theories best connects with the concept of flexible benefits? -Mclelland's needs theory -Equity theory -Goal theory -Expectancy theory
Expectancy theory
Which of the following motivation theories best connects with the concept of flexible benefits? -Mclelland's needs theory -Goal theory -Expectancy theory -Equity theory
Expectancy theory
Which of the following would be the best channel to communicate highly emotional information? Hand written letter Email Face-to-face Phone text with lots of emoticons
Face-to-face
Which form of communication has the greatest channel richness? Formally written documents. Face-to-face communication. Online group discussions. E-mail.
Face-to-face communication
Frank's boss wants an update on his team's progress on an important project. The team has not made much progress. But since the boss demoted the last team leader who brought him bad news, Frank tells the boss that they are progressing nicely. Frank is guilty of: Communication apprehension Selective perception Filtering Information overload
Filtering
Communication which follows the chain of command as set up by the organization is called: Informal channels Pluralistic channels Formal channels Vertical grapevine
Formal Channels
Nucor Steel has set standards of production for each plant. When a plant exceeds the set standard, Nucor gives part of the profits from the extra production to the employees. What type of pay plan is Nucor using? -Annual bonus -Merit Pay -Piece rate -Gainsharing
Gainsharing
Two or more people working together to achieve a particular objective constitutes a: -Herd -Collective -Commune -Group
Group
An investment team is considering investing a large sum of money in a risky stock. After a long discussion they finally decide to invest. They then had to decide how much to invest. They wound up investing more than any one person thought was a wise idea. The group may be experiencing: -Groupthink. -Reference group conformity. -Groupshift. -Buyers remorse.
Groupshift
In 1985 Coca-Cola executives met to determine how to help improve lagging sales. The CEO suggested changing the old recipe to better match today's tastes. The other executives quickly agreed. The result was a product called "New Coke" which was a disaster. The executive team did not provide any challenges to the CEO's idea and may have fallen victim to: -Group polarization. -Groupthink. -Groupshift. -Groupon.
Groupthink
Dave has been assigned to be the leader of a new work group. Things went very well at their first meeting but at the second meeting people started arguing about what the group should set for goals. If Dave understands groups, how should he interpret this? -He should be concerned because groups that fight among themselves early in their formation never become productive. -He should be concerned because their arguing reflects poorly on his leadership. -He should not worry because groups often disagree when they first get started. -He should not be concerned because groups that argue all the time are more productive than those that don't.
He should not worry because groups often disagree when they first get started.
Zola has a "gold" personality and is high in conscientiousness. Which of the following best describes her information processing personality? Low in controlled processing Ambivalent about information security High in need for cognition An communication interrupter
High in need for cognition
What level of trust is required for high team performance? -High levels of trust to help increase cooperation. -Moderate levels of trust. -Trust does not impact team performance. -Low levels of trust so that they hold each other accountable.
High levels of trust to help increase cooperation.
Who typically has more power to establish group norms? -Low status members of the group. -High status members of the group. -All group members are equal in setting norms. -People from outside the group like a supervisor.
High status members of the group
Tom works for a medical company assembling first responder kits. He spends 8 hours a day adding antiseptic and pain reliever bottles to the kits. While he knows his job helps save lives and his boss tells him he is the best at his job, he is thinking about quitting. Which part of the job characteristics model might explain Tom's problem? -His job lacks open access. -His job lacks task significance. -His job lacks task identity. -His job lacks feedback.
His job lacks task identity.
What are the four components of transformational leadership? Individual consideration, intellectual stimulation, inspirational motivation, and idealized influence. Leader-follower alignment, goal alignment, performance alignment, and reward alignment. Task guidance, relational development, organizational support, and empowerment. Members first, motivation, management by exception, and mastery.
Individual consideration, intellectual stimulation, inspirational motivation, and idealized influence.
One of the greatest problems in today's fast-past information world is the sheer amount of communication. This problem is manifest as: Information overload Social media Low-context communication Communication apprehension
Information overload
The two primary components of leadership as described by the Ohio State Studies are: Charisma and intelligence Initiating structure (task) and consideration (relationship) Types of power and trust Influence and position
Initiating structure (task) and consideration (relationship)
The two primary components of leadership as described by the Ohio State Studies are: Types of power and trust Charisma and intelligence Influence and position Initiating structure (task) and consideration (relationship)
Initiating structure (task) and consideration (relationship)
One of the key concerns of establishing a company's pay structure is to balance: -Internal equity and external equity -Income and taxes -Profits and pay -Employee involvement and participative management
Internal equity and external equity
What does research say about goal-setting theory? -Research evidence is mixed. Some studies show some support while other studies show goals have little impact on motivation. -It has some support in the US but is not applicable in other cultures. -It has strong research support across a wide variety of settings. -There is little research evidence to support the theory.
It has strong research support across a wide variety of settings.
Which of the following job redesign plans would best be suited to solve a problem with low autonomy? -Job enrichment -Relational job design -Job sharing -Job rotation
Job enrichment
The basic premise of Leader-member exchange theory or LMX is: Leaders have ingroups and outgroups and they give more attention and rewards to those members of the ingroup. There is a natural tension between organizational goals and followers goals. The leader's role is to help align those goals to the best extent possible. The is an exchange or trade off that occurs when leaders ask followers to pursue organizational goals. In other words, leaders have to recognize that you can't have it all. The role of the leader is to provide transactional exchanges to get followers to do what the organization wants them to do.
Leaders have ingroups and outgroups and they give more attention and rewards to those members of the ingroup.
Tyronne has been asked by the boss to put compile a spreadsheet detailing all company transactions for the past 30 days. The boss wants the report by Friday at noon. Tyronne does not think it is possible for anyone to get that task done in such a short time. According to expectancy theory, what will Tyronne's motivation level be? -Low because he has a low performance-reward relationship. -High because he has a high performance-reward relationship. -High because he has a high rewards-personal goal relationship. -Low because he has a low effort-performance level.
Low because he has a low effort-performance level.
MBO stands for: -Management by Objectives -My Best Offer -Managers Becoming Officers -Motivation By Obedience
Management by Objectives
The process whereby a senior level employee takes a personal interest in grooming a younger employee for future leadership roles is called: Substituting Leadership Banking an employee Mentoring
Mentoring
The studies by Asch on group conformity show that: -Conformity is required for people to be allowed into a group. -People usually act in accordance with their own values and opinions rather than giving in to group norms. -Most people will conform to group norms even when the group is clearly wrong. -It is easy for one person to change the group norm.
Most people will conform to group norms even when the group is clearly wrong.
The text describes three general categories of factors that impact team effectiveness. Which of the following is NOT one of those three categories? -Nature of the work -Composition -Context -Process
Nature of the work
Which of the following is NOT one of McClelland's proposed needs in his theory of motivation. -Need for self-fullfilment -Need for achievement -Need for affiliation -Need for power
Need for self-fullfilment
After a couple or difficult meetings where most people were arguing with each other, Chaneel's work group finally started to come together today. What aspect of group behavior are they manifesting? -Adjourning -Norming -Forming -Storming
Norming
Reinforcement theory proposes that: -People are motivated by rewards and punishments that follow specific behaviors. -Intrinsic rewards are more powerful than extrinsic ones. -We cognitively think about which behaviors will reinforce our values and goals. -There is no such thing as motivation. We simply do things we enjoy and avoid things we don't.
People are motivated by rewards and punishments that follow specific behaviors.
Equity theory proposes that: -Equity is a function of balancing pay and responsibility. To motivate a person to accept more responsibility, you must balance that with more money. -People are motivate when their inputs and outcomes are similar to others. In other words, when we perceive a just environment, we are motivated to increase our performance. -People are motivated to adjust their inputs and outcomes till they are balanced with other people similar to themselves. -All people should be paid the same.
People are motivated to adjust their inputs and outcomes till they are balanced with other people similar to themselves.
Self-efficacy theory holds that: -People are motivated when they believe they can perform the task. -Self-efficacy is not related to motivation. -People are motivated to learn new tasks that other people consider impossible. -People with high self-efficacy perform best when they set easily achievable goals.
People are motivated when they believe they can perform the task.
What is the basic concept of social identity theory? -The culture of a society is defined by the culture of its groups. -Groups tend to form around socioeconomic classes. -People's self-esteem is intertwined with the groups with which they are members or associate with. -People do not associate with groups with which they do not share a social bond.
People's self-esteem is intertwined with the groups with which they are members or associate with.
Sherry is a top performer in her department. The department manager is moving and Sherry feels like she would be the best person for the job. She would love the challenge and the additional pay. But she decides not to apply for the position though because the boss's nephew works in her department and everyone knows he will get the job. What piece of expectancy theory best explains her lack of motivation to apply for the promotion? -Effort-performance relationship -Performance-reward relationship -Rewards-personal goal relationship -Employee-coworker relationship
Performance-reward relationship
Wilson makes baseballs. They pay their workers $1 for each ball they sew the cover on. Wilson uses a ___________ compensation plan. -Piece-rate plan -Skill-based plan -Merit plan -Gainsharing plan
Piece-rate plan
Acme Corporation is having problems with damaged product in their warehouse. The warehouse manager brings together 5 of his best employees to help redesign the work flow to reduce product damage. This best represents which type of team? -Self-managed team -Virtual team -Problem-solving team -Cross-functional team
Problem-solving team
Acme Corporation has a policy that employees cannot be fired without having an opportunity to appeal their termination before a ombudsman (a mediator). When Carl was fired for stealing company resources, he was not permitted a hearing. What type of justice has Acme violated? -Procedural justice -Interpersonal justice -Support justice -Distributive justice
Procedural justice
The unspoken, unwritten agreement between employers and employees on how each should treat each other and what behaviors are acceptable is called: -Role agreement. -Employment agreement. -Psychological contract. -Implicit group conformity.
Psychological contract
Temporary groups with a deadline to complete a project often follow a different path than regular groups. This path is known as the: -5 stages of group development. -Punctuated-Equilibrium Model -Ad-hoc group evaluation process. -Delayed Group Completion Model.
Punctuated-Equilibrium Model
The team characteristic that allows teams to adjust their plans and goals as circumstances change is called: -Efficacy -Social loafing -Reflexivity -Pluralism
Reflexivity
The team characteristic that allows teams to adjust their plans and goals as circumstances change is called: -Reflexivity -Efficacy -Pluralism -Social loafing
Reflexivity
What happened in the Zimbardo Prison Experiments? -Guards were secretly mixed in with prisoners to change the culture of the prisoners. -Guards and prisoners in a real prison were asked to exchange roles to see if they could understand how the other group feels. It didn't work. -The researchers studied the behaviors of real prisoners and guards to understand the role conflict that exists in prisons. -Regular people quickly assumed their roles as prisoners and guards with the prisoners becoming passive and the guards becoming overly authoritative.
Regular people quickly assumed their roles as prisoners and guards with the prisoners becoming passive and the guards becoming overly authoritative.
Some types of conflict are more productive than others. Which type of conflict is most dysfunctional on teams? -Relationship conflict -Informational conflict -Role conflict -Task conflict
Relationship conflict
Some types of conflict are more productive than others. Which type of conflict is most dysfunctional on teams? -Task conflict -Relationship conflict -Informational conflict -Role conflict
Relationship conflict
Cognitive evaluation theory proposes that: -Extrinsic rewards are more influential than values in determining job choice. -People will work at jobs that they are not good at if the extrinsic rewards are sufficient. -Extrinsic rewards are more powerful than intrinsic rewards. -Replacing intrinsic rewards with extrinsic ones reduces motivation.
Replacing intrinsic rewards with extrinsic ones reduces motivation.
Barbara's boss wants her to work this weekend to help complete an important project. But her daughter is playing in a volleyball match and Barbara feels like she would not be a good mother if she doesn't support her daughter by going to the game. Barbara is experiencing: -A psychological contract conflict. -Decreasing time utility. -Role suppression -Role conflict
Role conflict
Which of the following best summarizes Fredrick Herzberg's two-factor theory of motivation? -Motivation depends on people's ability to understand two factors: cause and effects. Unless they can see how the two relate to each other, they will not be motivated. -People can be motivated by two sets of factors: money and relationships. Of these two, people who favor money as a motivator tend to be more productive. People motivated by relationships tend to be better coworkers. -There are two kinds of managers, The first kind uses power to either reward or punish workers. The second kind relies on developing relationships. -Satisfaction and dissatisfaction at work are not opposite ends of the same continuum. Intrinsic factors cause satisfaction and extrinsic factors cause dissatisfaction.
Satisfaction and dissatisfaction at work are not opposite ends of the same continuum. Intrinsic factors cause satisfaction and extrinsic factors cause dissatisfaction.
Which of the following is NOT a form of variable pay? -Merit pay -Piece-rate plans -Seniority. -ESOP plans
Seniority
Which theory of leadership is based on the concept of the leader putting aside their self-interest to help help followers reach their goals? Charismatic leadership Authentic leadership Transformational leadership Servant leadership
Servant leadership
As part of a plan to increase sales, the sales manager offers free theater tickets to the sales person with the most sales this week. Michelle doesn't like the theater. How would expectancy theory describe Michelle's level of motivation? -She is not motivated because of a high performance-reward relationship -She is not motivated because of a perceived low rewards-personal goals relationship. -She is not motivated because of a low effort-performance relationship -She is not motivated because of a low performance-reward relationship.
She is not motivated because of a perceived low rewards-personal goals relationship.
Using the text's definitions of groups and teams, which of the following best represents a work team? -Five assembly line workers tasked with redesigning their individual work stations to improve efficiency -Six construction workers whose tasks are interdependent working to construct a house. -Five people who get on an elevator who are all getting off on the same floor. -The 200 members of the marketing department for Kraft Foods.
Six construction workers whose tasks are interdependent working to construct a house.
What is the likely outcome when a team member has low cohesion with the team and does not agree with team goals? -Reflexivity -Social loafing -Mental modeling -Engagement
Social Loafing
The concept of relational job design best connects with which component of the job characteristics model? -Task significance -Task identity -Skill variety -Autonomy
Task significance
Which of the following statements is true? -The value of teams is highly overstated. They should be avoided in most circumstances. -Teams are almost always a useful tool to increase productivity. They should be used whenever possible. -Teams are simply a fad. Their use will disappear shortly. -Teams can be an effective tool in some cases but should not be used unless their benefits outweigh their drawbacks for that situation.
Teams can be an effective tool in some cases but should not be used unless their benefits outweigh their drawbacks for that situation.
What type of leadership arrangement is best for ensuring high team performance? -There is no relationship between the presence of a leader and team performance. -Teams should have an identified leader selected either by management or the team members. -There should be no designated leader so that all team members consider themselves to be equal. -Leadership should be rotated amongst the team members to ensure equal contributions
Teams should have an identified leader selected either by management or the team members
The basic premise behind all contingency leadership theories is that: Each person is a leader contingent on their ability to capture the trust of their followers. The best style of leadership to use in a given situation varies based on situational factors. All leadership is dependent upon the ability of the leader to express their vision. Leadership is transient and rotates from person to person based on the current conditions.
The best style of leadership to use in a given situation varies based on situational factors.
What is one of the problems often encountered with upward communication? It is often disrespectful and critical of management. The communication is often filtered to only include good information. It is often inaccurate since managers have more information than lower level workers. It violates the principles of good communication which says that the best communication is lateral.
The communication is often filtered to only include good information
What is one of the problems often encountered with upward communication? It violates the principles of good communication which says that the best communication is lateral. It is often disrespectful and critical of management. The communication is often filtered to only include good information. It is often inaccurate since managers have more information than lower level workers.
The communication is often filtered to only include good information.
Situational Leadership Theory proposes that the best leadership style is dependent upon certain contingency factors. Which of the following factors is NOT one of the contingency factors identified by the theory? The follower's readiness The follower's personality The follower's willingness The follower's abilities
The follower's personality
Which of the following best describes the role of a leader under the Path-Goal Theory of Leadership? The leader is to provide resources and remove obstacles for followers so that they can achieve the goals. The leader has two responsibilities. First they must define the goal. Second, they must lead the organization down the path to the goal. The leader is to provide the goal and the followers should be allowed to determine the path required to get there. The leader should allow the followers to determine the goal so that there is buy in from all members. Then the leader determines the path to get them to the goal.
The leader is to provide resources and remove obstacles for followers so that they can achieve the goals.
Carlos called his work group together to work on solving a difficult production problem. To get ideas, he had them all write their individual ideas down on a piece of paper. They then took turns sharing their ideas with each other before discussing them as a group. Carlos was using: -The nominal group technique. -Brainstorming. -Group polarization. -The idea roll out technique.
The nominal group technique.
What does the research show on the productivity and operation of self-managed teams? -The research indicates that they actually decrease productivity because they require too much coordination time. -The research shows that they increase productivity by putting more pressure on workers to increase the number of hours they work. -The research shows that they increase productivity because they increase organizational commitment. -The research evidence is mixed but overall it indicates that they do not increase productivity unless a number of situational factors are in place.
The research evidence is mixed but overall it indicates that they do not increase productivity unless a number of situational factors are in place.
What does the research show on the productivity and operation of self-managed teams? -The research shows that they increase productivity by putting more pressure on workers to increase the number of hours they work. -The research shows that they increase productivity because they increase organizational commitment. -The research evidence is mixed but overall it indicates that they do not increase productivity unless a number of situational factors are in place. -The research indicates that they actually decrease productivity because they require too much coordination time.
The research evidence is mixed but overall it indicates that they do not increase productivity unless a number of situational factors are in place.
According to McGregor's theory on motivation, a manager who views employees as inherently disliking work and having to be forced to work would be referred to as a __________ manager. -High need for power -Hygiene -Theory X -Micro
Theory X
According to McGregor's theory on motivation, a manager who views employees as inherently disliking work and having to be forced to work would be referred to as a __________ manager. -High need for power -Theory X -Hygiene -Micro
Theory X
What does the research show about Maslow's Hierarchy of Needs theory? -It has received some partial support from the research but the order of the needs in the original theory is incorrect. -There is no evidence to support it, particularly outside of the US culture. -It has received substantial support from research and applies to all cultures. -It has received substantial support from research but it only applies to the US culture.
There is no evidence to support it, particularly outside of the US culture.
Which of the following is NOT one of the contingency factors used in the Fiedler Contingency Model of Leadership? Leader-member relations Time constraints Position power Task structure
Time constraints
Which of the following is NOT one of the drawbacks to e-mail? They are not efficient when sending basic information to lots of people. There is a substantial risk of the message being misinterpreted. They do not convey emotions well. They are not a good channel to use when conveying negative information.
They are not efficient when sending basic information to lots of people.
Which of the following factors would NOT help a person develop a social identity with a specific group? -The group has high-status. -The groups helps them to understand who they are and how they fit with the world. -They perceive themselves to be similar to other people in the group. -They perceive their group to be similar to other groups.
They perceive their group to be similar to other groups.
Why do grapevines exist in virtually all organizations? They are a subtle attempt by management to control the information disseminated. They fulfill employees social needs. They provide a low-cost source of wine for the organization. They seek to fill information voids.
They seek to fill information voids
Some people believe that leaders are created based a mix of personal characteristics such as personality and intellectual abilities. Theories that focus on this are called: Trait theories of leadership Behavioral theories of leadership Contingency theories of leadership Charismatic theories of leadership
Trait theories of leadership
What does the research show about trust and performance? Trust increases employee satisfaction and loyalty but does not influence performance over the long term. Trust increases performance by increasing helping behaviors and information sharing. There is no relationship between trust and performance. Trust actually has a negative effect on trust since it allows people to engage in deviant behaviors since they are not being monitored.
Trust increases performance by increasing helping behaviors and information sharing.
The Jobs Characteristics Model proposes that: -We can select the right applicant for a job based on 5 core job dimensions. -We can analyze how motivating a job is based on 5 core job dimensions. -There are 5 core dimensions to each job and that those dimensions cannot be changed. -We can determine the right pay scale for a job based on its 5 core dimensions.
We can analyze how motivating a job is based on 5 core job dimensions.
The attribution theory of leadership proposes that: What we call leadership is really our own way of making sense of successful organizations. In reality, leadership doesn't exist. Successful leadership is dependent on the attributes of the leader. The attributes of the leader must fit with situational factors for the leader to be successful. The success of the leader is based primarily on the attributes of the followers.
What we call leadership is really our own way of making sense of successful organizations. In reality, leadership doesn't exist.
Cleo has been appointed to lead a team with 5 other people. The team is set up with him as the central communicator. Everyone is supposed to pass messages to him and he will relay them to the other team members. What type of network structure is Cleo utilizing? All channel Wheel Chain Iterative
Wheel
Cleo has been appointed to lead a team with 5 other people. The team is set up with him as the central communicator. Everyone is supposed to pass messages to him and he will relay them to the other team members. What type of network structure is Cleo utilizing? Chain Iterative Wheel All channel
Wheel
What does research indicate about McClelland's Theory of Needs? -While there is some support for it, it is not conclusive. Besides, since the theory holds that the needs are subconscious, the theory does not provide managers with a tool that they can use. -There is no support for any part of the theory. -While there is research supporting the needs identified in the theory, the order of the needs is culturally dependent. -There is considerable support for the theory. To date, it is one of the most practical and usable motivation theories.
While there is some support for it, it is not conclusive. Besides, since the theory holds that the needs are subconscious, the theory does not provide managers with a tool that they can use.
One of the things concluded from the Hawthorn Studies was: -Workers will not stay in groups that they do not like. -Work groups set unofficial performance norms and most members will comply with those norms. -Worker productivity increases when they like the other members of their work group. -Groups always outperform individuals.
Work groups set unofficial performance norms and most members will comply with those norms.
Reflect on our class activity identifying the "color" of your personality. Combine that with what we know about roles on teams. Combined, these two concepts would suggest that which of the following statements is true? -You would want all members to have gold personalities since they are high in conscientiousness and would be loyal to their assigned roles. -You would want people with different personalities since that would allow them to fill roles best suited to their personalities. -You would want all blue personalities since they get along with other people and better adapt to different roles. -You would want all the members to have the same personality since that would reduce role conflict. But the color of the personality would not really matter.
You would want people with different personalities since that would allow them to fill roles best suited to their personalities.
Reflect on our class activity identifying the "color" of your personality. Combine that with what we know about roles on teams. Combined, these two concepts would suggest that which of the following statements is true? -You would want people with different personalities since that would allow them to fill roles best suited to their personalities. -You would want all the members to have the same personality since that would reduce role conflict. But the color of the personality would not really matter. -You would want all members to have gold personalities since they are high in conscientiousness and would be loyal to their assigned roles. -You would want all blue personalities since they get along with other people and better adapt to different roles.
You would want people with different personalities since that would allow them to fill roles best suited to their personalities.
Dae Su is a Korean exchange student. He is reading an assignment when he comes across the English word "brother". He is confused by the word because there is no word in Korean for "brother". Korean has a word for "older brother" and a different word for "younger brother". Dae's confusion is caused by: A semantic cultural barrier Informal language barriers Not knowing if English is a high or low-context culture. A cultural connotation barrier
a semantic cultural barrier
Tom is going through his email. He sees a message about a new program in another department. He has already spoken about the program with his friend who works in that department. What type of information processing is Tom likely to use in this situation? -Controlled processing -Automatic processing -Linear processing -Formal processing
automatic processing
We call it micromanagement when a manager is always looking over your shoulder telling you how to do a job. Which aspect of the jobs characteristics model does this violate? -Skill variety -Autonomy -Task identity -Feedback
autonomy
Clarissa has been asked to do a sales presentation before the top management team. She is not sure she can do it. But her boss continually reassures her that she is more than capable of making a great presentation and offers to help her prepare. Based on her boss's confidence, Clarissa becomes highly motivated to deliver a dynamite presentation. Which of the following motivation theories CAN'T explain Clarissa's new found motivation. - self-efficacy theory -goal-setting theory -equity theory -expectancy theory
equity theory
Communication which follows the chain of command as set up by the organization is called: Vertical grapevine Formal channels Informal channels Pluralistic channels
formal channels
In general, what has research shown about transformational leadership? There is little to no evidence supporting the theory. It has been shown to be the most effective leadership theory to date. It appears to apply to almost all situations. It has been supported by research evidence to be effective in most situations. The results are mixed primarily because transformational leaders are so rare that we have not been able to study them.
it has been supported by research evidence to be effective in most situations.
Target holds performance reviews every 6 months and gives employees a raise based on that review. This represents a ________ pay plan. -piece-rate -gainsharing -merit-based -skill-based
merit-based
Volvo revolutionized the auto assembly line by rotating works among different tasks on the line. It reduced absenteeism and turnover significantly. Which part of the jobs characteristics model did they alter? -Skill variety -Task significance -Task identity -Autonomy
skill variety
Mike, Terrance, Claudia, and Victoria are working on a class project. Claudia has consistently been late with her portion of the project. Finally, to meet the submission deadline, the other group members do Claudia's work for her. OB researchers would consider Claudia to be: -Group phobic. -A social loafer. -An anti-contributor. -A faultline.
social loafer
The Fielder Contingency Model of Leadership proposes that you can identify the leadership style of an individual by measuring: their general intelligence. their emotional intelligence. their level of conscientiousness. their opinions about their least preferred coworker.
their opinions about their least preferred coworker.
What is the key element required for participative management to work? -trust between workers and managers -small organizational size, typically less than 250 employees -a collectivist culture -well defined jobs
trust between workers and managers
