MAN 4143 Final Exam

In the context of factors affecting motivation at work, which of the following statements is true of empowerment? a. Delegating leadership and decision making down to the lowest level possible is a component of empowerment. b. An empowered worker will have fewer choices in how and when to accomplish high work demands and will suffer from more stress than will an unempowered worker. c. Leaders should select only followers who both possess the right skills and have a higher level of a personality trait called achievement orientation. d. Empowered employees lack the latitude to make decisions and are uncomfortable making these decisions.

a. Delegating leadership and decision making down to the lowest level possible is a component of empowerment.

Identify a true statement about goal setting. a. Follower participation in goal setting often leads to higher levels of commitment and performance if the leader is perceived to be incompetent. b. Worker acceptance and satisfaction tend to decrease when workers are allowed to participate in setting goals. c. General goals work better than specific goals because they provide enough information regarding which behaviors are to be changed. d. General goals lead to higher levels of effort and performance than specific goals.

a. Follower participation in goal setting often leads to higher levels of commitment and performance if the leader is perceived to be incompetent.

In the context of job satisfaction, which of the following is true of role conflict? a. It occurs when leaders and followers are given incompatible goals to accomplish. b. It occurs when leaders or followers are unclear about what they need to do and how they should do it. c. It concerns followers' perceptions of whether the level of reward or punishment is commensurate with an individual's performance or infraction. d. It pertains to followers' attitudes about the organization and their work activities.

a. It occurs when leaders and followers are given incompatible goals to accomplish.

In the context of the four types of leader behavior in the path-goal theory, which of the following is most likely a characteristic of achievement-oriented leadership? a. Leaders support follower behaviors by exhibiting a high degree of confidence so that subordinates can put forth the necessary effort. b. Leaders tend to share work problems with followers and solicit their suggestions, concerns, and recommendations. c. Leaders have courteous and friendly interactions, express genuine concern for followers' well-being and individual needs, and remain open and approachable to followers. d. Leaders tell followers what they are expected to do, how to do it, when it is to be done, and how their work fits in with the work of others.

a. Leaders support follower behaviors by exhibiting a high degree of confidence so that subordinates can put forth the necessary effort.

Which of the following is not a characteristic of an adaptive problem? a. The problem may be complex, but there is an expert solution to solve it. b. Current resources and ways of thinking may be insufficient to solve the problem. c. The problem can only be solved by changing the system itself. d. It may be difficult to reach a consensus on what the problem really is.

a. The problem may be complex, but there is an expert solution to solve it.

In the context of the Situational Leadership model, which of the following best defines follower readiness? a. a follower's ability and willingness to accomplish a particular task b. the extent to which followers engage in two-way communication c. a follower's reaction to certain leadership styles d. the extent to which followers spell out responsibilities of an individual or group

a. a follower's ability and willingness to accomplish a particular task

Which of the following is a type of culture that has roots in a phrase that means "temporary or specialized"? a. adhocracy culture b. hierarchy culture c. clan culture d. market culture

a. adhocracy culture

According to Daniel Pink, autonomy refers to a. being able to make choices. b. making an impact on others. c. doing something meaningful. d. helping others.

a. being able to make choices.

In the context of the four types of leader behavior in the path-goal theory, which leadership behavior is most likely characterized by telling followers what they are expected to do, how to do it, when it is to be done, and how their work fits in with the work of others? a. directive leadership b. supportive leadership c. achievement-oriented leadership d. participative leadership

a. directive leadership

In the context of the principles of effective delegation, which of the following is the first step of deciding what to delegate? a. identifying all the present activities b. providing a brief explanation of the task c. indicating how the task needs to be accomplished d. choosing an individual for the assignment

a. identifying all the present activities

Which of the following is seen as the biggest obstacle to improving employee engagement in an organization? a. incompetent management b. employee benefits and perks c. frequency of surveys d. employee's tenure in the organization

a. incompetent management

Which of the following reflects the degree to which people are given information about different reward procedures and are treated with dignity and respect? a. interactional justice b. decentralization c. empowerment d. distributive justice

a. interactional justice

What should a coach most likely do to help a follower stick to a development plan? a. schedule regular reflection sessions b. conduct a GAPS analysis c. establish long-term objectives d. delegate simple and challenging tasks

a. schedule regular reflection sessions

In the context of group size, which of the following is a phenomenon in which working in the presence of others increases effort or productivity? a. social facilitation b. subsystem nonoptimization c. role conflict d. process loss

a. social facilitation

According to Herzberg's two-factor theory, which of the following is a hygiene factor? a. supervision b. advancement c. responsibility d. recognition

a. supervision

In the context of the Situational Leadership model, which of the following was defined as the extent to which a leader spells out the responsibilities of an individual or group? a. task behaviors b. developmental interventions c. relationship behaviors d. rhetorical skills

a. task behaviors

According to the situational leadership model, which of the following behaviors is a task behavior? a. telling b. listening c. clarifying d. facilitating

a. telling

Which of the following instruments does Fiedler's contingency theory use to determine the relevant characteristics of a leader? a. the least preferred co-worker scale b. the Five-Factor Personality Inventory c. the California Psychological Inventory d. the Myers-Briggs Type Indicator

a. the least preferred co-worker scale

What should leaders first assess in order to apply the Situational Leadership model? a. the readiness level of a follower relative to the task to be accomplished b. a leader's behavior that best suits the current situation and task c. the level of task and relationship behavior that will likely produce successful outcomes d. the historical behavior patterns of a leader and follower

a. the readiness level of a follower relative to the task to be accomplished

In terms of the path-goal theory, which of the following is considered a situational factor? a. the task b. position power c. leader-member relations d. the decision quality

a. the task

In the context of the seven theories of job satisfaction, which of the following is the underlying principle of the theory of organizational justice? a. treating people fairly b. giving people meaningful work c. giving people decision-making authority d. securing needed resources

a. treating people fairly

Which of the following statements best exemplifies effective delegation? a. A leader always assigns all assignments to the best worker in the team. b. A leader must give subordinates the freedom to make certain kinds of mistakes. c. A leader always provides a brief explanation of the task to be delegated. d. A leader delegates the most time-consuming recurring activities to one person.

b. A leader must give subordinates the freedom to make certain kinds of mistakes.

Which statement about delegation is most likely false? a. Delegation is a simple way for leaders to free themselves of time-consuming chores. b. Delegation is an overused management option that frustrates most followers. c. Delegation gives followers developmental opportunities. d. Delegation increases the number of tasks accomplished by work groups.

b. Delegation is an overused management option that frustrates most followers.

In the context of organizational tasks, which of the following best describes task interdependence? a. It refers to the degree to which a person accomplishing a task receives information about performance from performing the task itself. b. It concerns the degree to which tasks require coordination and synchronization for work groups or teams to accomplish desired goals. c. It concerns the degree to which a job provides an individual with some control over what he does and how he does it. d. It refers to the degree to which an unstructured task differs from a structured task.

b. It concerns the degree to which tasks require coordination and synchronization for work groups or teams to accomplish desired goals.

In the context of job satisfaction, which of the following best defines the term "employee engagement"? a. It is the notion of being at work while one's brain is not fully engaged. b. It pertains to followers' attitudes about the organization and their work activities. c. It is a follower's capacity to advance one or more levels within the organization. d. It is an evaluation of a follower's immediate promotability.

b. It pertains to followers' attitudes about the organization and their work activities.

Which statement best summarizes the components of empowerment as defined by the authors? a. Leaders articulate a vision and specific goals and hold followers responsible for achieving them. b. Leaders delegate leadership and decision making down to the lowest level possible and equip followers with the resources, knowledge, and skills necessary to make good decisions. c. Empowerment is a bottom-up approach that focuses on intelligent risk taking, growth, change, trust, and ownership. d. Followers act as entrepreneurs and owners who question rules and make intelligent decisions.

b. Leaders delegate leadership and decision making down to the lowest level possible and equip followers with the resources, knowledge, and skills necessary to make good decisions.

_____ are internal states of tension or arousal, or uncomfortable states of deficiency that people are motivated to change. a. Motives b. Needs c. Punishments d. Goals

b. Needs

(ch 12) In comparing teams and group members, which statement is most likely true? a. Group members often have more differentiated and specialized roles than do team members. b. Team members can readily identify who is and who is not on the team; identifying members of a group may be more difficult. c. Task interdependence typically is greater with groups than with teams. d. Group members have common goals; teams may not have the same degree of consensus about goals.

b. Team members can readily identify who is and who is not on the team; identifying members of a group may be more difficult.

Which of the following statements about unstructured tasks is most likely false? a. Subordinates need help when a task is unstructured. b. While it is easier for a leader to give instruction in unstructured tasks, it is not necessarily the most helpful thing to do. c. Reducing the ambiguity of an unstructured situation is a leadership behavior appreciated by followers. d. Unstructured tasks are by nature somewhat ill defined.

b. While it is easier for a leader to give instruction in unstructured tasks, it is not necessarily the most helpful thing to do.

An individual's tendency to exert effort toward task accomplishment depends partly on the strength of his or her motivation to achieve success. This concept is called a. problem solving. b. achievement orientation. c. customer orientation. d. relationship building.

b. achievement orientation.

Which of the following would most likely result in consistently higher effort and performance? a. having multiple goals b. assigning goals that are both specific and difficult c. assigning "do your best" goals d. having goals that are very difficult to achieve

b. assigning goals that are both specific and difficult

In the context of group size, which of the following defines subgroups of individuals who often share the same goals, values, and expectations? a. clusters b. cliques c. social facilitators d. social loafers

b. cliques

Which of the following factors causes an employee to leave an organization? a. collegial relationships b. compensation c. scope for long-term employment d. challenging work

b. compensation

The normative decision model is limited only to a. goal accomplishment. b. decision making. c. goal expectancy. d. task behaviors.

b. decision making.

In the context of group roles, which of the following is an example of a dysfunctional role? a. information seeking b. dominating c. gatekeeping d. routinization

b. dominating

In the context of a job satisfaction survey, which of the following assesses the overall degree to which employees are satisfied with their organization and their job? a. hygiene factors b. global satisfaction item c. motivators d. facet satisfaction item

b. global satisfaction item

Which of the following is an advantage of decentralized organizations over centralized organizations? a. minimal participation in the decision process b. greater acceptance of decision outcomes c. clearer coordination procedures d. uniform policies and procedures that are strictly enforced

b. greater acceptance of decision outcomes

Which term refers to interactions among team members, such as how they communicate with each other, express feelings toward each other, and deal with conflict with each other? a. organizational shells b. group dynamics c. punctuated equilibrium d. group polarization

b. group dynamics

In the context of the Situational Leadership model, which of the following depicts selling as a leadership behavior? a. low task behavior, low relationship behavior b. high task behavior, high relationship behavior c. low task behavior, high relationship behavior d. high task behavior, low relationship behavior

b. high task behavior, high relationship behavior

(ch 15) Which two broad categories of leader behaviors did the Situational Leadership model originally identify? a. transformational and transactional b. initiating structure and consideration c. behavior-oriented and cognitively-oriented d. directive and supportive

b. initiating structure and consideration

Which of the following components of feedback concerns knowing what kind of feedback is to be given? a. cognition b. knowledge c. behavior d. evaluation

b. knowledge

The highest levels of situational favorability most likely occur when a. leader-member relations are good, the task is unstructured, and position power is low. b. leader-member relations are good, the task is structured, and position power is high. c. there are high levels of leader-member conflict, the task is unstructured, and the leader uses reward power. d. there are high levels of leader-member conflict, the task is structured, and the leader uses coercive power.

b. leader-member relations are good, the task is structured, and position power is high.

In the context of factors that affect worker motivation, which of the following is a macro psychological component that underlies empowerment? a. influence b. learning c. meaning d. competence

b. learning

In terms of the underlying causes of performance problems, leaders seem to have the most difficulty in recognizing and rectifying a. unclear expectations. b. motivation problems. c. employee skill deficits. d. resource shortages.

b. motivation problems.

In the context of the nature of groups, _____ are the informal rules groups adopt to regulate and regularize group members' behaviors. a. process measures b. norms c. task roles d. clusters

b. norms

In the context of group cohesion, which of the following occurs when illegal actions are taken by overly zealous and loyal subordinates who believe that what they are doing will please their leaders? a. role conflict b. ollieism c. overbounding d. social loafing

b. ollieism

In the context of job satisfaction, which of the following occurs when leaders or followers are unclear about what they need to do and how they should do it? a. rater bias b. role ambiguity c. role conflict d. the contagion effect

b. role ambiguity

Molly, a member of a product development team, is most likely experiencing _____ if she wonders, "Just what am I supposed to be doing?" a. role conflict b. role ambiguity c. role overload d. role insufficiency

b. role ambiguity

Role theory clarifies how situational demands and constraints cause a. role overload. b. role conflict. c. vertical complexity. d. horizontal complexity.

b. role conflict.

In the context of job satisfaction, which of the following methods are most commonly used to assess followers' engagement levels? a. case studies b. surveys c. interviews d. introspection

b. surveys

(ch 14) Jeff is a self-employed consultant. He has complete control over his job. He schedules his work and decides what procedures to adopt to meet deadlines at work. In this scenario, Jeff's job provides him with a high degree of a. task interdependence. b. task autonomy. c. task feedback. d. task structure.

b. task autonomy.

Which of the following terms is defined as the degree to which a person accomplishing a task receives information about performance from performing the task itself? a. task autonomy b. task feedback c. horizontal complexity d. vertical complexity

b. task feedback

In the context of delegation, a common reason why a leader avoids delegating a task is that the a. subordinates are too unskilled. b. task is a source of power or prestige. c. leader is indecisive about whom to delegate the task to. d. task requires significant effort.

b. task is a source of power or prestige.

Which of the following is one of the motivators described in Herzberg's two-factor theory? a. co-workers b. the work itself c. job security d. working conditions

b. the work itself

In the context of the factors affecting motivation at work, which of the following statements is true of the operant approach? a. Leadership practitioners should create perceptions of inequity when administering individually tailored rewards. b. Leadership practitioners should limit themselves to administering organizationally sanctioned rewards and punishments. c. A shortcoming of the operant technique is that situational factors can overwhelm the effectiveness of a reward program. d. In the operant technique, noncontingent rewards and punishments are associated with particular behaviors.

c. A shortcoming of the operant technique is that situational factors can overwhelm the effectiveness of a reward program.

Which of the following statements about the path-goal theory is most likely false? a. Redundant leader behaviors might be interpreted by followers as a lack of understanding. b. It maintains that follower and situational variables can impact each other. c. If a task is very structured, informal authority decreases follower motivation levels. d. The three sub-elements in situation favorability are the task, the formal authority system, and the primary work group.

c. If a task is very structured, informal authority decreases follower motivation levels.

(ch 10) In the context of employee turnover, identify a true statement about functional turnover. a. It is not healthy for an organization to have functional turnover. b. It increases when the economy of the area is good and there are plenty of jobs available. c. It occurs when followers retire or leave because they do not fit into an organization. d. It occurs when the best followers leave an organization.

c. It occurs when followers retire or leave because they do not fit into an organization.

In the context of the fundamental needs that affect motivation, which of the following statements is true of the work of Daniel Pink? a. One critical aspect of autonomy is providing followers with feedback on skill development or task progress. b. Pink believed that followers need to be paid lower than market rates. c. Pink maintained that rewards and punishment work well for motivating employees doing routine and assembly line work. d. Millennials, Gen Yers, Gen Xers, and Baby Boomers have nothing in common when it comes to autonomy, mastery, and meaning.

c. Pink maintained that rewards and punishment work well for motivating employees doing routine and assembly line work.

Which of the following statements about feedback is most likely false? a. Followers will most likely perform at a higher level if they are given accurate, frequent feedback. b. Sometimes supervisors hesitate to use positive feedback because they believe subordinates will view it as insincere. c. Research shows that subordinates believe their leaders give more feedback than their leaders think they do. d. Leaders may give positive feedback infrequently if they believe good performance is expected.

c. Research shows that subordinates believe their leaders give more feedback than their leaders think they do.

A store manager asks his employee to keep the outdated stocks of a product at the front of the shelf so that they can be sold. However, the employee is unwilling to mislead customers as this deception is inconsistent with the employee's values and beliefs. In this scenario, the employee is most likely to experience a. role ambiguity. b. an intrasender role conflict. c. a person-role conflict. d. role overload.

c. a person-role conflict.

Which of the following is most likely an example of a noncontingent reward? a. monthly commission b. stock options c. annual salary d. performance bonus

c. annual salary

Which of the following would least likely improve a leader's feedback skills? a. being descriptive b. being flexible c. being critical d. being specific

c. being critical

Which of the following is the major theme of characteristics of the operant approach? a. satisfying needs to change behavior b. setting goals to change behavior c. changing rewards and punishments to change behavior d. giving people autonomy and latitude to increase their motivation for work

c. changing rewards and punishments to change behavior

(ch 9) Which of the following involves making judgments about the adequacy of behavior with respect to certain criteria such as work group or organizational goals? a. performance b. responsiveness c. effectiveness d. reliability

c. effectiveness

Which of the following is a possible solution for groupthink? a. using mindguards to screen negative input from the group b. isolating the group from outside sources that might bias decision making c. establishing an independent subgroup to make recommendations d. increasing group cohesiveness and engaging in more overbounding techniques

c. establishing an independent subgroup to make recommendations

In the context of the Situational Leadership model, which of the following is a relationship behavior? a. telling who is to do a task b. spelling out how to do a task c. explaining why a task is important d. telling people what to do

c. explaining why a task is important

Which of the following is the most powerful determinant of task behavior according to Locke and Latham? a. needs b. values c. goals d. abilities

c. goals

According to the seven theories of satisfaction, which of the following theories or approaches focuses on giving employees work that they find meaningful? a. empowerment b. organizational justice c. herzberg's two-factor theory d. achievement orientation

c. herzberg's two-factor theory

Which of the following is not a macro psychological component that underlies empowerment? a. learning b. stress c. influence d. motivation

c. influence

A manager makes the following statement to a subordinate: "I need this report back in five minutes, and it better be perfect." Which term best describes this type of role conflict? a. intersender role conflict b. interrole conflict c. intrasender role conflict d. person-role conflict

c. intrasender role conflict

In the context of the contingency model, which of the following is the most powerful element of situational favorability? a. position power b. task structure c. lader-member relation d. effort-to-performance expectancy

c. lader-member relation

An organization that has all its people in one location is typically _____ than an organization that is dispersed around the country or around the world. a. more vertically complex b. more horizontally complex c. less spatially complex d. less vertically complex

c. less spatially complex

(ch 13) It is most likely important to have specific goals for the purpose of a. encouraging teamwork. b. delegating tasks. c. measuring progress. d. eliminating competition.

c. measuring progress.

Functional, interdependent roles that are focused on the performance of group tasks are characteristic of which stage of group development? a. storming b. forming c. performing d. norming

c. performing

When giving performance feedback privately to a subordinate, what should a leader most likely emphasize? a. inadequacies and misbehaviors b. necessary changes for the future c. positive behaviors and results d. developmental opportunities

c. positive behaviors and results

In the context of job satisfaction, the notion of being at work while one's brain is not fully engaged is referred to as a. dysfunctional turnover. b. facet satisfaction. c. presenteeism. d. on-boarding.

c. presenteeism.

In the context of organizational justice, perceptions of _____ involve the process by which rewards or punishments are administered. a. work facilitation b. interaction facilitation c. procedural justice d. interactional justice

c. procedural justice

The inefficiencies created by more and more people working together are called a. deindividuation. b. social loafing. c. process losses. d. groupthink.

c. process losses.

What is the main reason for people staying with organizations? a. job evaluations based on 360-degree feedback b. frequent development opportunities c. promises of long-term employment d. use of pay-for-performance systems

c. promises of long-term employment

At the organizational level, the Team Leadership Model (TLM) suggests that leaders examine the _____ that may be impacting their team. a. creative skills b. motivations c. reward systems d. interpersonal behaviors

c. reward systems

In the context of the developmental stages of groups, which of the following stages is characterized by intragroup conflict, heightened emotional levels, and status differentiation? a. forming b. performing c. storming d. norming

c. storming

Identify a true statement about providing constructive feedback. a. A common mistake in giving feedback is addressing it to specific individuals rather than to large groups. b. Leaders should avoid being assertive and critical when providing constructive feedback. c. Constructive feedback should focus more on inferences and less on facts. d. An issue related to impressions and evaluative feedback concerns the distinction between job-related feedback and more discretionary feedback.

d. An issue related to impressions and evaluative feedback concerns the distinction between job-related feedback and more discretionary feedback.

Which statement about empowerment and the operant approach is most likely true? a. Most followers enjoy the challenge of doing things in new ways and feel immediately empowered. b. Restructuring work processes and procedures generally has little effect on follower's motivational levels. c. A concerning situation can almost always be fixed, and followers are the only variable important in the performance equation. d. By changing a particular situation, leaders can enhance followers' motivation, performance, and satisfaction.

d. By changing a particular situation, leaders can enhance followers' motivation, performance, and satisfaction.

Which of the following statements about goals is most likely false? a. Followers exert the greatest effort when goals are accompanied by feedback. b. Goal commitment is likely to increase with follower participation in goal setting. c. Determining just how challenging to make goals creates a dilemma for many leaders. d. Easily attainable goals result in higher levels of effort and performance.

d. Easily attainable goals result in higher levels of effort and performance.

Which of the following statements about job satisfaction is true? a. Employees tend to stay in organizations when they have limited authority. b. Employees tend to leave organizations when their managers are too supportive. c. Employees tend to leave an organization when their work is challenging. d. Employees tend to stay in companies that encourage collegial relationships.

d. Employees tend to stay in companies that encourage collegial relationships.

Which of the following statements is true of the Situational Leadership model? a. It believes that leader effectiveness depends on selecting the right kind of leader for a certain situation. b. It considers situational favorability, which is the amount of control a leader has over his or her followers, an important variable. c. It states that leader effectiveness depends on changing a situation to fit a particular leader's style. d. It maintains that leaders who correctly base their behaviors on follower maturity will be highly effective.

d. It maintains that leaders who correctly base their behaviors on follower maturity will be highly effective.

Which of the following statements is most likely true of delegation. a. Delegation costs time for a leader in the long run, but it saves the leader time in the short run. b. Delegation gives the responsibility for decisions to those individuals least likely to implement the decision. c. Leaders who delegate authority more frequently often have low-performing businesses. d. Leaders may feel threatened when delegating an important task because it reduces direct personal control over the work.

d. Leaders may feel threatened when delegating an important task because it reduces direct personal control over the work.

Which of the following statements about high-LPC leaders is most likely true? a. They primarily gain satisfaction from task accomplishment. b. If tasks are being accomplished in an acceptable manner, they will move to their secondary level of motivation, which is forming and maintaining relationships with followers. c. They focus on improving their relationships with followers after they are assured that assigned tasks are being satisfactorily accomplished. d. They are primarily satisfied by establishing and maintaining close interpersonal relationships.

d. They are primarily satisfied by establishing and maintaining close interpersonal relationships.

Performance is best described as a. judgments about the adequacy or inadequacy of behavior. b. how much an individual enjoys a work activity. c. the likelihood that behaviors will be repeated without reward. d. behaviors directed toward an organization's mission.

d. behaviors directed toward an organization's mission.

In the context of the developmental stages of groups, which of the following is a characteristic of the norming stage? a. status differentiation b. polite conversation c. heightened emotional level d. clear emergence of a leader

d. clear emergence of a leader

In the context of organizational justice, which of the following is concerned with followers' perceptions of whether the level of reward or punishment is commensurate with an individual's performance or infraction? a. interactional justice b. role ambiguity c. role conflict d. distributive justice

d. distributive justice

According to Peterson and Hicks, which of the following is the first step in informal coaching? a. building a coaching plan and providing feedback b. helping followers in remaining persistent c. identifying a coachee's development needs d. establishing a relationship based on trust

d. establishing a relationship based on trust

In the context of job satisfaction surveys, _____ assess the degree to which employees are satisfied with different aspects of work, such as pay, benefits, promotion policies, working hours and conditions, and the like. a. global satisfaction items b. hygiene factors c. motivators d. facet satisfaction items

d. facet satisfaction items

The sum of the forces that attract members to a group, provide resistance to leaving it, and motivate them to be active in it is called a. punctuated equilibrium. b. social facilitation. c. group polarization. d. group cohesion.

d. group cohesion.

In the context of understanding follower satisfaction, the tendency for people with longer tenure or in higher positions to have higher global and facet satisfaction ratings than those newer to or lower in the organization is known as the a. contagion effect. b. glass ceiling effect. c. Pygmalion effect. d. hierarchy effect.

d. hierarchy effect.

In the context of group roles, which of the following occurs when someone receives inconsistent signals from several others about expected behavior? a. role overload b. role ambiguity c. intrasender role conflict d. intersender role conflict

d. intersender role conflict

One limitation of Maslow's hierarchy of needs is that it fails to a. consider an individual's higher-order needs. b. place enough emphasis on an individual's lower-order needs. c. address the general nature of the various types of basic human needs. d. make specific predictions on what an individual will do to satisfy a particular need.

d. make specific predictions on what an individual will do to satisfy a particular need.

What is the least likely way that a leader could improve team effectiveness? a. providing coaching while the team is performing its task b. designing input-stage variables at the individual, organizational, and team design levels c. ensuring that the team has a clear sense of purpose and performance expectations d. putting subtle pressure on dissenting members of the team to ensure concept cohesiveness

d. putting subtle pressure on dissenting members of the team to ensure concept cohesiveness

Which of the following is a term that refers to the phenomenon of reduced effort by people when they are not individually accountable for their work? a. ollieism b. punctuated equilibrium c. overbounding d. social loafing

d. social loafing

Which of the following most likely occurs when leaders articulate high expectations for followers? a. the Hierarchy effect b. the Golem effect c. the Hawthorne effect d. the Pygmalion effect

d. the Pygmalion effect