final

work simplification pros and cons

+ Allows diverse groups to work together + Leads to production efficiency and higher profits - Undervalues the capacity for thought and ingenuity

The person-environment fit approach to stress emphasizes the: a. fit between external and internal role expectations b. belief that effort will lead to performance c. notion that perception and cognitive evaluations of situations differ and accordingly stress is mostly determined by perception d. idea that the fit between a person's self-image or concept and their ideal generates large stress when there is lack of fit

A

job enlargement

A method of job design that increases the number of activities in a job to overcome the boredom of over specialized work

A barrier to effective communication is: a. redundancy b. feedback c. status difference d. common language

C

An effective method to reduce or overcome barriers to communication due to gender differences is to: a. frequently use metaphors b. attempt to use more technical terms with precise meanings c. seek clarification meaning d. use face-to-face communication

C

Which of the following statements is an example of nondefensive communication? a. "Mary is always late to meetings." b. "I sent the memo through intra-company mail. They must have lost it." c. "I received the report from Dan yesterday and have briefly reviewed it. It looks good but I need to talk to him about one recommendation before I approve it." d. "The check is in the mail. Don't call me again."

C

***The use of new information technologies reduces status differences as a barrier to communication because: a. of its impersonal nature b. it increases polyphasic behavior c. of the opportunity for immediate feedback d. it encourages the formation of nonhierarchical working relationships

D

A main method to overcome physical separation as a barrier to communication is: a. the formation of nonhierarchical working relationships through new information technologies b. to develop an awareness of gender specific differences in conversational style c. to eliminate the use of acronyms in technical terminology d. to increase the use of face-to-face communication

D

A secondary prevention method of organizational stress is: a. job redesign b. role negotiation c. goal setting d. team building

D

All of the following except _____ can be used by a supervisor to reduce communication barriers. a. minimizing jargon and technical language b. encouraging formation of nonhierarchical working relationships c. providing cross-cultural training d. encouraging men and women to interact the same way

D

The two sets of social benefits available to team or group members includes: a. recognition and integrated involvement b. integrated involvement and achievement c. psychological intimacy and recognition d. psychological intimacy and integrated involvement

D

Which of the following is NOT a characteristic of nondefensive communication and behavior? a. informative b. realistic c. controlled d. evasive

D

integration

Process of connecting jobs and departments into a coordinated, cohesive whole

According to the contingency theory developed by Fiedler, what is the most appropriate action where it is found there is a misfit between the leader and the situation?

Reengineer the leader's situation to fit the leader's basic predisposition.

work simplification

The standardization and the narrow, explicit specification of task activities for workers

According to Taylor management is...

To calibrate and define each task carefully

The adverse psychological, physical, behavioral, and organizational consequence that may occur as a result of stressful events is known as: a. distress b. the stressor c. the stress response d. anxiety disorder

a

group think

a deterioration of mental efficiency, reality testing and moral judgement resulting from pressures within the group

A method for countering social loafing includes: a. motivational training b. formal evaluation of member contributions c. emphasizing task functions d. setting clear group goals

b

Job redesign, goal setting, and career management would be organizational stress prevention strategies applied at which stage of prevention? a. escalating stage b. primary stage c. reduction stage d. secondary stage

b

Strain is the same as: a. stress b. distress c. eustress d. tension

b

***Integrated involvement as a social benefit of group or team membership includes: a. emotional support b. affection and warmth c. opportunity for influence d. interpersonal openness

c

1. The demand, person, activity, or event that triggers an uncomfortable encounter is known as: a. stress b. distress c. the stressor d. strain

c

Social loafing is usually: a. a norm of behavior within a group b. supportive of the development of group cohesion c. detrimental to the group and may cause interpersonal conflict within the group d. a stimulant to increased group performance

c

The stage in preventive stress management designed to heal individual or organizational symptoms of distress and strain is called: a. primary prevention b. secondary prevention c. tertiary prevention d. job redesign

c

***Role conflict results from: a. lack of control b. role ambiguity c. work overload d. inconsistent expectations

d

A positive consequence of organizational distress may take the form of: a. performance decrements b. absenteeism c. employee work stoppage d. functional turnover

d

The person-environment fit approach to studying and understanding stress emphasizes: a. homeostasis b. cognitive appraisal of the stress situation c. ego involvement d. social and organizational role stress

d

The unconscious preparation to fight or flee that a person experiences when faced with any demand is known as: a. avoidance b. instinct c. arousal d. stress

d

escalation of commitment

decision makers unwillingness to abandon a bad idea

group polarization

is the phenomenon that when placed in group situations, people will make decisions and form opinions to more of an extreme than when they are in individual situations

refers to the quality of interpersonal relationships among a leader and the group members Leader-member relations

leader member relations

Three direct costs of organizational distress include:

participation problems, performance decrements, and compensation awards

refers to the authority associated with the leaders formal position in the organization position power

position power

decision making process

recongnize the problem and need for a decision identify the objective of decision gather and evaluate the data/situation list & evaluate alternatives select the best course of action implement the decision gather feedback follow up

refers to the degree of clarity or ambiguity in the work activities assigned task structure

task structure

three dimensions of the leaders situation that characterize the situation as favorable or not

task structure position power leader-member relations