MGMT 3000 Exam 1 Study Guide
What are Positive emotions:
Reactions to desired events.
What are Negative emotions
Reactions to undesired events.
The _____________ role in a team creates deadlines for the team, schedules production, and sequences tasks.: contractor contributor completer creator
contractor
Empathy is to agreeableness as sociability is to ______________.: neuroticism. conscientiousness. openness. extraversion.
extraversion.
A culture categorized by high uncertainty avoidance is: Denmark. Jamaica. Greece. China.
Greece
Which is the first step in the rational decision-making model? Establish decision criteria. Identify the problem. Weigh decision criteria. Generate alternatives.
Identify the problem.
Research conducted in an actual organization is: a field study. a survey. a lab study. a meta-analytic study.
a field study.
Workforce satisfaction is related to all the following outcomes EXCEPT greater customer loyalty. more absenteeism. higher profitability. fewer accidents in the workplace.
more absenteeism.
Which of the following is not a key factor in understanding what kind of attributions we make?: consistency distinctiveness perception consensus
perception
Research on diversity in the workplace has not substantiated which of the following benefit to firms?: -Diversity, and the presence of faultlines, increases cohesiveness at work. -Award-winning diversity management programs lead to higher stock prices for their companies. -In companies with a growth strategy, there is a positive correlation between racial diversity in the firm and company performance. -Diverse teams make higher quality decisions.
-Diversity, and the presence of faultlines, increases cohesiveness at work.
Which of the following statements about the creative decision-making model is INCORRECT?: -Creativity is the generation of new, imaginative ideas. -The dynamic nature of today's organizations, including structural changes and cost cutting, have driven creativity in the business. -Problem identification is the first step in the creative decision making model. -Innovation and creativity are the same process.
-Innovation and creativity are the same process.
When analyzing the information on work attitudes and aspects of the work environment, which of the following statements is true?: -Attitudes always predict behavior in the work environment. -People with negative work attitudes never perform well. -Personality and organizational citizenship behaviors are the two key attitudes that are the most relevant to important outcomes in the work environment. -Maintenance of the psychological contract helps develop organizational commitment.
-Maintenance of the psychological contract helps develop organizational commitment.
All of the following statements about emotional labor are TRUE except:: -Hiding negative emotions from others can lead to emotional labor. -Surface acting is related to higher levels of stress and fewer felt positive emotions -Deep acting may lead to less stress -Emotional labor is particularly common in service industries. -Taking breaks can help surface actors to cope more effectively -Research suggests that greater autonomy is related to more strain for service workers in France.
-Research suggests that greater autonomy is related to more strain for service workers in France.
Which of the following statements about emotions at work is FALSE -Emotions shape an individual's belief about the value of a job, a company, or a team. -Emotions affect behaviors at work. -Emotions inspire actions that can benefit or impede others at work. -Jobs that are high in negative emotion can lead to frustration and burnout—an ongoing negative emotional state resulting from dissatisfaction. -The effects of negative emotions at work typically do not have significant impacts on customers.
-The effects of negative emotions at work typically do not have significant impacts on customers.
Collectivistic cultures are: -cultures where people define themselves as individuals and form looser ties with their groups. -cultures that value achievement and competitiveness as well as acquisition of money and other material objects. -cultures where people have strong bonds to their groups and group membership forms a person's self-identity. -cultures that value maintaining good relationships, caring for the weak and quality of life.
-cultures where people have strong bonds to their groups and group membership forms a person's self-identity.
Programmed decisions are: -unique, nonroutine, and important, requiring conscious thinking, information gathering and careful consideration of alternatives. -decisions that are made to set the course of an organization. -a set of parameters against which all of the potential options in decision making will be evaluated. -ones which occur frequently enough that an automated response is developed for them.
-ones which occur frequently enough that an automated response is developed for them.
The creative decision-making process: -describes a series of steps that decision makers should consider if their goal is to maximize their outcome and make the best choice. -recognizes the limitations of decision making processes by having individuals knowingly limit their options to a manageable set and choose the best alternative without conducting an exhaustive search of alternatives. -refers to arriving at decisions without conscious reasoning, arguing that experts make decisions by scanning the environment for cues to recognize patterns. -refers to arriving at decisions after first gathering information about the problem and then setting the problem consciously aside until an insightful solution to the problem arises.
-refers to arriving at decisions after first gathering information about the problem and then setting the problem consciously aside until an insightful solution to the problem arises.
Self-monitoring is: -the degree to which a person has overall positive feelings about himself. -the extent to which a person is capable of monitoring his/her actions and appearance in social situations. -the belief that one can perform a specific task successfully. -a person's inclination to fix what is perceived as wrong, change the status quo, and use initiative to solve problems.
-the extent to which a person is capable of monitoring his/her actions and appearance in social situations.
Which of the following is likely to produce an effective organization? A firm that controls its labor costs by limiting training opportunities to only a few employees. A firm that maintains two separate cafeterias for employees; one for executives and managers and one for everyone else. A firm where information is shared on a "need-only" basis. A firm that employs selective hiring practices.
A firm that employs selective hiring practices.
What are Emotions
A short, intense feeling resulting from some event.
What is Deep acting?
Actively try to experience the emotion they are displaying.
Which of the following statements about the personality trait agreeableness is FALSE?: -People high in agreeableness tend to exhibit strong helping behavior. -All occupations look to hire people who are high in agreeableness. -People high in agreeableness tend to be less effective at providing constructive criticism. -People high in agreeableness are very likeable and get along well with others.
All occupations look to hire people who are high in agreeableness.
Which of the following is accurate for the relationship between attitudes and performance?: though you want to perform better, your skill set may prevent that from occurring. though you want to perform better, the equipment used at work may not be functioning properly. though you want to perform better, too much may be outside your control. All of the above.
All of the above.
Research on turnover indicates which of the following statements is FALSE?: Unhappy employees are more likely to leave than those who are satisfied with the organization. Poor work attitudes cause intentions to leave, which often causes actually leaving the company. All turnover is bad for an organization. Agreeable and conscientious people are less likely to quit their jobs.
All turnover is bad for an organization.
Which of the following statements about exit interviews is true?: A departing employee's manager should always conduct the exit interview because the immediate supervisor knew the employee best. An exit interview always indicates why an employee is departing a firm. An exit interview always indicates how management can improve so other employees will not leave. An exit interview should be conducted by a member of the human resource department for best results.
An exit interview should be conducted by a member of the human resource department for best results.
Which of the following statements is true?: There is an exceptionally strong correlation between attitudes and behavior such that attitudes will almost perfectly predict behavior. Intention to behave and actual behavior are almost always the same. Attitude provides clues to behavior, but situational factors also impact behavior. Attitude is weakly related to intention to behave and actual behavior.
Attitude provides clues to behavior, but situational factors also impact behavior.
What is Self-awareness: -Being able to accurately perceive, evaluate, and display appropriate emotions. -Being able to direct your emotions in a positive way when needed. -Being able to understand how others feel. -Being able to help others manage their own emotions and truly establish supportive relationships with others. -Actively trying to experience the emotion they are displaying.
Being able to accurately perceive, evaluate, and display appropriate emotions.
What is Self-management: -Being able to accurately perceive, evaluate, and display appropriate emotions. -Being able to direct your emotions in a positive way when needed. -Being able to understand how others feel. -Being able to help others manage their own emotions and truly establish supportive relationships with others. -Actively trying to experience the emotion they are displaying.
Being able to direct your emotions in a positive way when needed.
What is Relationship management: -Being able to accurately perceive, evaluate, and display appropriate emotions. -Being able to direct your emotions in a positive way when needed. -Being able to understand how others feel. -Being able to help others manage their own emotions and truly establish supportive relationships with others. -Actively trying to experience the emotion they are displaying.
Being able to help others manage their own emotions and truly establish supportive relationships with others.
What is Social awareness
Being able to understand how others feel.
Who is most responsible for making strategic decisions?: managers engineers low-level employees CEOs.
CEOs.
Which of the following statements about surveys is INCORRECT?: Either open-ended or close-ended questions can be used in surveys. Close-ended question responses are difficult to summarize. Surveys involve asking individuals to respond to questions. Many effective online survey tools are available free of charge.
Close-ended question responses are difficult to summarize.
Which of the following statements regarding job performance is INCORRECT?: Measures of job performance include the speed and accuracy with which the job is performed. One of the powerful influences on job performance is how we are treated at work. Contrary to what most people would think, stress has very little impact on job performance. Work attitudes, like job satisfaction, are moderate correlates of job performance.
Contrary to what most people would think, stress has very little impact on job performance.
Which of the following statements is a good suggestion for managing cultural diversity? -For the most effective international experiences, train individual employees thoroughly in one culture before moving on to another. -Keep in mind that local employees in the foreign country are too immersed in the culture to help you understand their culture. For a more objective viewpoint, other expatriates are more useful. -There is a very high probability that problems experienced on an expatriate assignment are due to cultural differences and misunderstandings. -Culture changes, sometimes quickly; do not assume that what was true a year ago is true today.
Culture changes, sometimes quickly; do not assume that what was true a year ago is true today.
Which of the following statements on the benefits of effective management of diversity is INCORRECT? Diverse workforces lead to higher-quality decisions. Diverse workforces create cheaper products Diverse workforces lead to lower litigation costs. Diverse workforces have led to higher stock prices for firms.
Diverse workforces create cheaper products
Research on diversity in the workplace has not substantiated which of the following benefit to firms? Diversity, and the presence of faultlines, increases cohesiveness at work. Award-winning diversity management programs lead to higher stock prices for their companies. In companies with a growth strategy, there is a positive correlation between racial diversity in the firm and company performance. Diverse teams make higher quality decisions.
Diversity, and the presence of faultlines, increases cohesiveness at work.
Which of the following statements regarding turnover is true?: The link between work attitudes and turnover is direct. Even though they are very unhappy with a job, employees may not leave an organization. Employees will quit their jobs voluntarily only when they feel they will get fired. Manager absenteeism causes employee turnover.
Even though they are very unhappy with a job, employees may not leave an organization.
Which of the following statements regarding diversity in the workplace is correct? -The wage gap between Hispanic and Caucasian workers is smaller than the wage gap between male and female workers. -While female workers face a glass ceiling, other minorities face no such issue to attainment of upper level managerial jobs. -Company policies requiring disclosure of sexual orientation lead to higher job satisfaction and organization commitment among lesbian, bisexual, gay and transgender employees. -Federal law requires reasonable accommodation be considered when an employee brings up a disability.
Federal law requires reasonable accommodation be considered when an employee brings up a disability.
Which of the following statements regarding first impressions is INCORRECT?: First impressions are fleeting impressions. First impressions are resilient even in the face of contrary evidence. First impressions become independent of the evidence that created them. First impressions are stable impressions.
First impressions are fleeting impressions.
Which of the following statements regarding group decision support systems (GDSS) is INCORRECT?: GDSS could make employees reluctant to share information. GDSS could become too complex. GDSS improves the output of group collaborative work through higher information sharing. GDSS avoids all possibilities of information overload.
GDSS avoids all possibilities of information overload.
What is the most challenging or difficult step in the rational decision-making process? Identify the problem. Establish decision criteria. Generate alternatives. Evaluate alternatives.
Generate alternatives.
Which of the following is true for group decision making?: Group decision making is faster than individual decision making. Groups often perform lower than the best individual in the group. Group decision making is more efficient than individual decision making. Groups generate fewer ideas than individuals.
Groups often perform lower than the best individual in the group.
Which of the following scenarios is likely to produce low levels of citizenship behaviors?: -Maria is an agreeable, conscientious employee of a large conglomerate. -Randall's boss is extremely family-oriented and recently allowed him to leave work early to attend his son's after-school soccer game. -Horatio is a young engineer with negative affectivity. -Jennifer is a devoted employee who is happy at her work.
Horatio is a young engineer with negative affectivity.
An example of an operational decision is: Should we consider a merger with our biggest competitor? How often do I go back to the stockroom to get additional products for display? Should we develop a new corporate structure? Which advertising firm should we choose for our fall advertising campaign?
How often do I go back to the stockroom to get additional products for display?
Which of the following questions is an example of a tactical decision? Should we takeover our competitor? How should we market the new product line? What should I say to the customers about our return policy? How will I balance my master's degree workload with my work assignments?
How should we market the new product line?
If a collectivist was told, "Tell me about yourself.", he might say I want to be a doctor when I graduate. I like playing video games. I am a black belt in karate. I am the third child of a doctor and a lawyer.
I am the third child of a doctor and a lawyer.
Which of the following statements about attribution is correct? Attributions depend only on consensus, distinctiveness and consistency. When faced with poor performance, one punishes the person more if we make an external attribution. If someone's failure is due to internal causes, we feel empathy and offer help. If we make an external attribution to someone's goal achievement, we are less likely to reward the individual.
If we make an external attribution to someone's goal achievement, we are less likely to reward the individual.
Which of the following statements regarding the management of demographic diversity is INCORRECT?: Diversity training programs are most successful in those firms where there are explicit rewards for increasing company diversity. Companies can support diversity by reviewing their employment advertising to ensure that diversity is being advocated at all job levels. In the most successful companies, diversity is viewed as human resource management department's responsibility. Many people see affirmative action programming as a controversial way to manage diversity because it provides an unfair advantage to minority members.
In the most successful companies, diversity is viewed as human resource management department's responsibility.
Which of the following statements regarding the Big 5 personality traits is NOT true?: -Individuals high in extraversion are model employees. -Individuals high in openness seek feedback on what they are doing and thus adjust to their jobs more quickly. -Conscientiousness is related to career success. -Individuals high in neuroticism tend to create unfair work climates if they become managers.
Individuals high in extraversion are model employees.
Which of the following statements regarding age and how long we have been at the firm and turnover is FALSE?: Programming opportunities offered to new hires, such as orientation, can reduce the turnover of this group. Younger individuals are more likely to turnover than older individuals. Individuals who have been on the job only a short period of time are unlikely to turnover because they just got the job. Younger individuals have an easier time, overall, leaving a job than older individuals.
Individuals who have been on the job only a short period of time are unlikely to turnover because they just got the job.
Which of the following statements regarding absenteeism is INCORRECT? -Instituting organizational policies that penalize absenteeism are reasonable approaches to controlling the problem. -Wellness programs are a viable way to address employee absenteeism. -Flexibility in work scheduling addresses absenteeism concerns. -There is no consistent link between personality and absenteeism.
Instituting organizational policies that penalize absenteeism are reasonable approaches to controlling the problem.
Which of the following is NOT a recommended step to take to avoid getting stuck in the storming phase of Tuckman's group development?: -Make sure to limit discussions and discussants. It is not productive to re-hash all the same points over and over. -Do not rush the group's development. It takes time to get things right. -Normalize conflict. Conflict is normal and can be cathartic. -Support all group members. Do not allow anyone to feel insecure as he or she operates in the group.
Make sure to limit discussions and discussants. It is not productive to re-hash all the same points over and over.
Which of the following statements regarding diversity in the workplace is accurate?: -Older employees are more prone workplace injury than their younger counterparts. -Women who negotiate achieve higher salaries than men who negotiate. -More than half of the Fortune 500 companies offer same sex health benefits to their employees. -While employees with physical disabilities are protected by federal law, employees with mental disabilities remain unprotected, and face routine discrimination.
More than half of the Fortune 500 companies offer same sex health benefits to their employees.
__________ is the degree to which a person is anxious, irritable, aggressive and moody.: Neuroticism Extraversion Conscientiousness Openness
Neuroticism
Which of the following statements regarding race diversity in the American workplace is correct?: Highly-paid minority managers indicate that they have experienced very few situations in the workplace where race was an issue. A majority of American employees surveyed indicate that their firms are quite effective at hiring and promoting minorities. Ethnic minorities experience a slight wage gap but no glass ceiling. Overt discrimination against ethnic minorities still occurs in many workplaces.
Overt discrimination against ethnic minorities still occurs in many workplaces.
All of the following cultures are categorized as individualistic EXCEPT USA. United Kingdom. Pakistan. Australia.
Pakistan
All of the following cultures are categorized as individualistic EXCEPT USA. United Kingdom. Pakistan. Australia.
Pakistan.
Which of the following statements regarding employee satisfaction at work is FALSE?: -Personality is related to one's happiness at work. -Developing good relationships at work improves employee satisfaction. -A fit between you and the company is important. -Pay is the most important aspect of job satisfaction.
Pay is the most important aspect of job satisfaction.
Which of the following is NOT an unrealistic assumption made in the rational decision making model?: People completely understand the decision to be made. People know all their available choices. People want to make optimal decisions. People have perceptual biases.
People have perceptual biases.
Which of the following statements regarding power distance and teams is correct?: -People in high power distance countries expect unequal power distribution in the social, political and economic areas. -Countries with high power distance tend to use participative decision making. -Countries high in power distance tend to use sports metaphors more often in training than family metaphors. -Countries with high power distance define the roles of team members very clearly.
People in high power distance countries expect unequal power distribution in the social, political and economic areas.
Which of the following statements is true?: External locus of control and introversion result in positive work attitudes. Low self-esteem results in more positive work attitudes. People who are critical of themselves experience less job satisfaction. People with positive affective dispositions are less committed to their work organizations.
People who are critical of themselves experience less job satisfaction.
Which of the following statements regarding work attitudes and job performance is accurate?: Work attitudes are more strongly related to job performance than they are to organizational citizenship behaviors. If you want to perform better, you will actually perform better. Workforce satisfaction has an impact on profitability. People who are happy at work are more satisfied in their overall life too.
People who are happy at work are more satisfied in their overall life too.
Which statement regarding citizenship behaviors is accurate? People who are older demonstrate higher levels of citizenship. People who are unhappy still perform citizenship behaviors to a very high degree. Job attitudes are weakly related to citizenship behaviors. People who are treated poorly tend to perform higher levels of citizenship behaviors.
People who are older demonstrate higher levels of citizenship.
Which of the following statements about self-efficacy is INCORRECT?: Self-efficacy is job specific. People with high self-efficacy tend to procrastinate. Self-efficacy is related to job performance. Training people to increase their self-efficacy can be effective.
People with high self-efficacy tend to procrastinate.
Which of the following statements about work attitude causes is accurate? Job satisfaction is purely environmental. Person/job fit is positively related to job satisfaction. Psychological contract breach leads to high job satisfaction. Organizational justice results in psychological contract breach.
Person/job fit is positively related to job satisfaction.
Research suggests which of the following relationships between performance and turnover? -Pay for performance systems have no impact on an employee's likelihood to turnover. -The establishment of a pay for performance system in a company guarantees that high performers will stay in the firm. -In general, good performers are more likely to leave a firm because other firms readily recognize their skills and actively seek their employment. -Poor performers are more likely to quit their jobs compared to high performers.
Poor performers are more likely to quit their jobs compared to high performers.
Which of the following is the correct order of the phases in the creative decision-making model?: -Problem identification, incubation, immersion, illumination, verification and application. -Problem identification, immersion, incubation, illumination, verification and application. -Problem identification, illumination, immersion, incubation, verification and application. -Problem identification, illumination, incubation, immersion, verification and application.
Problem identification, immersion, incubation, illumination, verification and application.
Research on absenteeism indicates which of the following statements to be accurate? -Problems in job design can result in absenteeism. -Older individuals, because they are more likely to have health problems, are more likely to be absent from work. -Employees who are permitted to manage their work schedules with regard to time at the company are more likely to be absent. -Absenteeism saves organizations money because the company does not have to pay employees who are absent from their jobs.
Problems in job design can result in absenteeism.
An example of a strategic decision is How often should I communicate with my new coworkers? How should we market the new product line? Should we downsize our organization? What should I say to customers about our new product?
Should we downsize our organization?
Which of the following is a situation where a team will NOT be needed in the organization?: Tasks to be performed are independent of one another. The organization benefits from shared goals. A variety of skills and abilities are needed. Wide cooperation is needed.
Tasks to be performed are independent of one another.
Which of the following statements regarding team size and diversity is correct?: The more diverse the team, the more likely the team is to engage in groupthink. The rule of thumb for team size is between 10 and 20 members. Teams that believe in the value of diversity perform better than those which do not. Teams whose members have complementary skills are less successful than those with specialized skills.
Teams that believe in the value of diversity perform better than those which do not.
Which of the following statements regarding the rational decision-making model is INCORRECT?: -The decision maker should generate alternatives before establishing criteria. -The decision maker should make certain to clearly identify the problem before undertaking any other step. -Successful managers tend to be clear on what they want at the outset of the decision making process. -One research study indicated that no alternative generation occurred in 85% of the decisions examined.
The decision maker should generate alternatives before establishing criteria.
What is Emotional Intelligence?
The degree of awareness of one's own and others' emotions.
Which of the following statements regarding the explanations for the glass ceiling is INCORRECT? -The glass ceiling may exist for women because they lack the education levels necessary to assume high-level managerial positions. -The glass ceiling may be based on the stereotype that the male characteristic of assertiveness is necessary to manage, but women tend to be passive. -The glass ceiling may exist for women because their accomplishments are often not valued as highly as are those of their male counterparts. -The glass ceiling may exist for women because they are viewed as displaying submissive characteristics in contrast to their male counterparts who are viewed as possessing more confidence.
The glass ceiling may exist for women because they lack the education levels necessary to assume high-level managerial positions.
Which of the following statements regarding the explanations for the glass ceiling is INCORRECT? The glass ceiling may exist for women because they lack the education levels necessary to assume high-level managerial positions. The glass ceiling may be based on the stereotype that the male characteristic of assertiveness is necessary to manage, but women tend to be passive. The glass ceiling may exist for women because their accomplishments are often not valued as highly as are those of their male counterparts. The glass ceiling may exist for women because they are viewed as displaying submissive characteristics in contrast to their male counterparts who are viewed as possessing more confidence.
The glass ceiling may exist for women because they lack the education levels necessary to assume high-level managerial positions.
Which of the following statements is INCORRECT with regard to the concept of social loafing?: -The incidence of social loafing declines as group size increases. -A tendency for social loafing develops when a perception of inequity in regard to rewards and/or blame arises in a group. -Social loafing is a consistent effect across groups. -Social loafing is a consistent effect across cultures.
The incidence of social loafing declines as group size increases.
Which of the following statements regarding the predictors of organizational citizenship behaviors is FALSE? -The link between ability and citizenship behavior is stronger than the link between motivation and citizenship behavior. -The most important factor in determining employee citizenship behavior is how employees are treated by those around them. -People with positive affectivity tend to exhibit stronger citizenship behaviors. -Older people tend to exhibit stronger citizenship behaviors than younger people.
The link between ability and citizenship behavior is stronger than the link between motivation and citizenship behavior.
Which of the following statements regarding Gersick's punctuated equilibrium model is INCORRECT?: -The model views group development as a linear process. -Generally groups are static in their development. -For most periods of time in groups, change is incremental. -While disruption, chaos and conflict are seen as inevitable in a group, those events can represent opportunities for innovation.
The model views group development as a linear process.
Which of the following statements related to fundamental factors affecting a group's cohesion is correct? The larger a group, the more cohesive it is likely to be. The more similar group members are, the more cohesive the group is likely to be. The more coaching group members receive, the less cohesive the group is likely to be. The less time a group has stayed together, the more cohesive a group is likely to be.
The more similar group members are, the more cohesive the group is likely to be.
Which of the following statements regarding techniques for making better decisions is INCORRECT?: The nominal group technique is a technique used routinely at most meetings. Consensus requires more time to carry out, but it works well when support is needed for a plan. The Delphi technique is a group process using written responses to a series of questionnaires so individuals are not physically brought together to make a decision. Majority rule is simple, speedy and easy to use.
The nominal group technique is a technique used routinely at most meetings.
What is emotional labor?
The regulation of feelings and expressions for organizational purposes.
Which of the following statements about case studies is true?: -They involve a study conducted under controlled conditions. -They offer the researcher a very simple and effective way to generalize what worked in a single situation to many other situations. -They are a technique employed by researchers to summarize what other researchers found on a topic. -They are a way to gather data and explain an event or situation in detail.
They are a way to gather data and explain an event or situation in detail.
Which of the following statements regarding work attitude and performance is FALSE?: Those with the most positive work attitudes are always strong performers. In engineering, there tends to be a stronger link between work attitude and performance than one finds in an assembly line job. The correlation between commitment and performance is not strong. Your skill level in performing a job matters.
Those with the most positive work attitudes are always strong performers.
Gender discrimination is prohibited by which of the following laws?: Age Discrimination Act Americans with Disabilities Act Title VII of the Civil Rights Act Occupational Safety and Health Act
Title VII of the Civil Rights Act
Which of the following laws prohibits discrimination based on race, color, sex or national origin? Age Discrimination Act Americans with Disabilities Act Family and Medical Leave Act Title VII of the Civil Rights Act
Title VII of the Civil Rights Act
All of the following statements are correct about top management teams EXCEPT Top teams are most effective when there is limited diversity in their composition. Top management teams generally function without formal rules for team design or structure. Top management teams are important for their symbolic roles. Top management teams make decisions on new products, markets and expansions and divestitures.
Top teams are most effective when there is limited diversity in their composition.
All of the following are true EXCEPT:: Both positive and negative emotions can be contagious. The social impact of negative emotions last longer than positive emotions. Some people are more susceptible to emotional contagion than others. Typically, everyone reacts emotionally to the same situation in the same way.
Typically, everyone reacts emotionally to the same situation in the same way.
Which of the following statements about values is true? Values impact the individual, but not how they work. Values are not very stable; they change over short periods of time. Values affect the decisions people make, but have little impact on their behavior. Values are the result of accumulation of life experiences.
Values are the result of accumulation of life experiences.
What is Surface acting?
When an individual exhibits physical signs, such as smiling, that reflect emotions others want to experience.
What is Genuine acting?
When individuals are asked to display emotions that are aligned with their own.
Which of the following is not an explanation that has been offered to account for the earnings gap of 21% between the pay of females and males?: Women lack the high-level skill sets that men possess. Women have résumé gaps due to time off for childcare. Women pursue lower-paying occupations than men pursue. Women tend to negotiate less than men and when they do negotiate, women attain lower levels of pay than men do.
Women lack the high-level skill sets that men possess.
Indicate which of the following statements is true. A happy worker is always a productive worker. Work attitude is related to organizational citizenship behaviors. Attitude is the most important factor in performance. Work attitude has no impact on customer satisfaction.
Work attitude is related to organizational citizenship behaviors.
A group is: -a collection of individuals who interact with each other such that one person's actions have an impact on the others. -made up of managers, subordinates, or both with close associations among group members that influence the behavior of individuals in the group. -made up of two or more individuals who are associated with one another in ways not prescribed by the formal organization. -a cohesive coalition of people working together to achieve happiness.
a collection of individuals who interact with each other such that one person's actions have an impact on the others.
A culture that values maintaining good relationships, caring for the weak and quality of life is: a low power distance culture. a masculine culture. a high power distance culture. a feminine culture.
a feminine culture.
A stereotype is: an attribute along which a group is split into subgroups. a generalization about a particular group of people. a way in which people are similar or different from each other. a difference in values, attitudes or beliefs.
a generalization about a particular group of people.
Collective efficacy is: the tendency of individuals to put in less effort when working in a group context. the degree of camaraderie within the group. any aspect of group interaction that inhibits group functioning. a group's perception of its ability to successfully perform well.
a group's perception of its ability to successfully perform well.
Research that is performed under very controlled conditions and can include observation, interviews, or experiments is called: a case study. a survey. a field study. a lab study.
a lab study.
Low distinctiveness is characterized by: -a person in a situation, acting the same way he always does in that situation. -a person behaving differently than he usually does in different situations. -a person behaving this way in different situations. -everyone else behaving in the same way.
a person behaving this way in different situations.
Datum is: multiple observations. the consistency of a measure. the truth of a measure. a single observation.
a single observation.
An entity that takes on different values is: a hypothesis. a variable. a survey. a field study.
a variable
To satisfice is to: generate new ideas that are original, fluent and flexible. set parameters against which all of the potential options can be evaluated. accept the first alternative that meets your general criteria. be influenced by the way in which problems are framed.
accept the first alternative that meets your general criteria.
Which of the following is a deep-level diversity trait?: middle-aged Caucasian aggressiveness amputee
aggressiveness
People who exhibit the Big 5 personality characteristic of openness would be most likely to work in which of the following firms?: an entrepreneurial start-up in the high tech industry a large discount retailer like Wal-Mart a large fast food franchise a small business that makes cardboard boxes
an entrepreneurial start-up in the high tech industry
Analyses of companies that utilize teams indicate some impressive results. Team-based organizations tend to show all the following results but: an increase in productivity. a reduction in costs. an increase in revenue. an increase in marketing.
an increase in marketing.
All of the following are challenges of managing age diversity in the workplace EXCEPT: -an age-diverse team has differing opinions on fairness than one not age-diverse. -an age-diverse team has different learning styles that vary by generation. -differences in generational values required different management approaches. -an-age diverse team offers fewer alternatives to a problem than a team where there is limited age diversity.
an-age diverse team offers fewer alternatives to a problem than a team where there is limited age diversity.
The availability of too much information leading to more and more time being spent on gathering information and thinking about it, resulting in no decisions being made is: satisficing. analysis paralysis. wildstorming. anchoring.
analysis paralysis.
Studies on decision making have been carried out in all of these disciplines EXCEPT: anthropology political science economics psychology
anthropology
Reasonable accommodations for employees with disabilities may include all of the following EXCEPT: -modifications in employee schedules. -providing auxiliary equipment like telephone amplifiers. -physical changes to the company facilities (e.g. wheelchair ramp). -assignment of their essential job functions to other employees.
assignment of their essential job functions to other employees.
Companies track employee work attitudes through: performance evaluation interviews. attitude surveys. employee suggestions. overhearing workplace conversations.
attitude surveys.
Deep-level diversity traits include: gender. age. attitudes. race.
attitudes.
Which of the following is a surface-level diversity trait?: aggressiveness Type A personality being smart being Asian
being Asian
Among the limitations associated with using personality tests in employee selection is -candidate inability to understand the purpose of the personality test. -candidates faking their answers. -candidates refusing to take personality tests. -finding that performance cannot be predicted by personality testing.
candidates faking their answers.
Among the limitations associated with using personality tests in employee selection is: candidate inability to understand the purpose of the personality test. candidates faking their answers. candidates refusing to take personality tests. finding that performance cannot be predicted by personality testing.
candidates faking their answers.
Experts make decisions in the intuitive decision-making models based on all the following but: climate. training. experience. knowledge.
climate
A group where there is a great deal of camaraderie is a group experiencing: group action. cohesion. social loafing. collective efficacy
cohesion
Task roles include contractor, creator, and: cooperator consul. coordinator. completer
completer
Across a variety of occupations and jobs, what is the one personality trait that most uniformly predicts how high a person's performance will be? conscientiousness extraversion agreeableness openness
conscientiousness
Boundary spanning roles include coordinator and: consul. cooperator. contributor. critic.
consul
The values, beliefs, and customs that exist in a society is: culture. diversity. power distance. affirmative action.
culture.
Idea generation tasks -include actually making something such as a building, product or marketing plan. -deal with creative tasks such as brainstorming a new direction or creating a new process. -refer to coming up with plans for actions and making decisions. -involve team members working on each task simultaneously.
deal with creative tasks such as brainstorming a new direction or creating a new process.
Escalation of commitment occurs because: decision makers do not want to admit they were wrong. strict "turn back" points have been established. persistence pays off. decision makers lack personal pride.
decision makers do not want to admit they were wrong.
Making choices among alternative courses of action, including inaction, is: decision making. programmed decisions. satisficing. consensus
decision making.
A recent National Association of Colleges and Employers survey indicated all of the following are important skills for evaluating job candidates EXCEPT: communication skills. demographics. honesty/integrity. strong work ethic.
demographics
Research on the relationship between personality and job performance indicates -people who are extraverted perform slightly less well than those who are intraverted. -dependable people are better performers than those less dependable. -there is little relationship between reliability and job performance. -achievement-oriented people are so goal-oriented that they often fall short in their performance.
dependable people are better performers than those less dependable.
Teams differ by all of the following task classes EXCEPT production tasks. idea generation tasks. development tasks. problem-solving tasks.
development tasks.
The ways in which people are similar or different from one another is: culture. diversity. stereotypes. faultlines
diversity
Operational decisions are made by: managers. top management teams. employees throughout the organization. CEOs.
employees throughout the organization.
The belief that one's own culture is superior to other cultures is geocentrism. ethnocentrism. monocentrism. polycentrism.
ethnocentrism.
Negative affective people see "the glass as half full." experience anxiety. are tolerant of others' opinions. help their teams have lower rates of absenteeism.
experience anxiety.
When an incomplete figure appears on a sheet of paper, we are able to discern the entire figure because we: have selective perception. extrapolate from the information available to us. visualize items in isolation. perceive our environment objectively.
extrapolate from the information available to us.
Which personality characteristic tends to lead to effectiveness in jobs with a lot of opportunities to interact with others?: openness conscientiousness. extraversion agreeableness
extraversion
Symptoms of too much cohesion include: failures are blamed on external factors. internal pressures to question the status quo. greater questioning of external constraints. tolerance for deviants.
failures are blamed on external factors.
Group members in the norming stage: not only get the work done, but they also pay greater attention to how they are doing it. begin to explore their power and influence. find it easy to establish their own ground rules. try to figure out who likes whom.
find it easy to establish their own ground rules.
All of the following factors contribute to job satisfaction and organizational commitment EXCEPT: personality. job characteristics. work/life balance. firm competitiveness in the market.
firm competitiveness in the market.
Individuals are influenced in their decision making by all of the following EXCEPT: escalation of commitment. foresight bias. anchoring. framing bias.
foresight bias.
The tendency for decision makers to be influenced by the way that a situation or problem is presented is escalation of commitment. anchoring. overconfidence bias. framing bias.
framing bias.
Surface diversity traits include: values. gender. attitudes. beliefs.
gender.
Research indicates which of the following factor is the strongest predictor of job performance?: general mental ability work attitudes stress positive work attitudes
general mental ability
The tendency to avoid a critical evaluation of ideas that the group favors is called anchoring. groupthink. analysis paralysis. wildstorming.
groupthink
Characteristics of cohesive groups include all of the following EXCEPT: having a collective identity. working together on a meaningful task. having a random pattern of communication. having a desire to remain as a member of the group.
having a random pattern of communication.
Empowerment means: having the responsibility to reach goals. having the authority to reach goals. having the ability to make decisions. having the responsibility and authority to reach goals.
having the responsibility and authority to reach goals.
Which of the following is NOT a fundamental factor impacting a group's cohesion?: size height support stability
height
The norming stage in Tuckman's model of group evolution features: -uncertainty, with observant, conflict avoidant group members who are trying to achieve several goals at once. -competent group members who work interdependently as part of a greater entity. -chaos with group members exploring power and influence roles. -high energy with group members committed to each other and the overall goal.
high energy with group members committed to each other and the overall goal.
All of the following stressors lead to lower job satisfaction and organizational commitment EXCEPT: role conflict. high responsibility at work. organizational politics. job insecurity.
high responsibility at work.
Which of the following is NOT a benefit of effective management of diversity?: -greater creativity in decision making -better service to customers -higher productivity of operations -more satisfied workers
higher productivity of operations
Which of the following factors is a major predictor of job performance?: work/life balance issues employee age employee personality how we are treated at work
how we are treated at work
Which of the following is NOT a symptom of groupthink?: collective rationalizations illusion of vulnerability direct pressure illusions of unanimity
illusion of vulnerability
Self-managed teams typically have all the following goals EXCEPT: increased conflict. improved quality. cost reduction. meeting deadlines.
increased conflict.
Which of the following is a key level of analysis investigated in Organizational Behavior: industry. individual. meta. society.
individual
Which decision-making model would you use when your goals are unclear, there is time pressure, and you have experience with the problem? the rational decision making model bounded rational model intuitive decision making model creative decision making model
intuitive decision making model
If you do not have relevant expertise in the issues to make a decision, you should NOT use which decision making model?: bounded rationality decision-making rational decision-making model operational decision-making intuitive decision-making
intuitive decision-making
Internal attribution: -is the belief that a behavior is caused by the internal characteristics of a person. -is the causal explanation given for an observed behavior. -explains someone's behavior by referring to the situation. -is the tendency to attribute failures to the situation while attributing successes to internal causes.
is the belief that a behavior is caused by the internal characteristics of a person.
The glass ceiling -is based on a faultline in the employee workgroup. -is the underrepresentation of women in executive and upper level management positions of companies. -is an issue that was a problem until a decade ago. -is the result of the less effective leadership styles practiced by women.
is the underrepresentation of women in executive and upper level management positions of companies.
Outcome interdependence: -exists when team members may work independently and simply combine their efforts to create the team's output. -involves team members working on each task simultaneously. -refers to the degree that team members are dependent upon one another to get information, support or materials from other team members to be effective. -is when the rewards that an individual receives depend on the performance of others.
is when the rewards that an individual receives depend on the performance of others.
According to the authors of Organizational Behavior, a company's greatest asset is: its product. its financial resources. its people. its location.
its people.
If one looks at the number of studies conducted on attitude, which of the following seems to be the most important?: organizational commitment job satisfaction satisfaction with supervisors cognitive ability
job satisfaction
Research on team size suggests: -groups larger than 20 members are highly effective. -teams with fewer members are less effective at working through differences. -larger groups are generally required for very complex tasks. -there is little relationship between team size and performance.
larger groups are generally required for very complex tasks.
Research indicates that all of the following characteristics produce healthy organizations EXCEPT: role clarity. participative decision making. information sharing. limited feedback.
limited feedback.
Internal attribution occurs with: low consensus, high distinctiveness, and high consistency. high consensus, high distinctiveness, and high consistency. low consensus, low distinctiveness, and high consistency. high consensus, low distinctiveness, and high consistency.
low consensus, low distinctiveness, and high consistency.
Cultures that are comfortable in unpredictable situations and have high tolerance for ambiguity are -low uncertainty avoidance cultures. -collectivistic cultures. -high uncertainty avoidance cultures. -individualistic cultures.
low uncertainty avoidance cultures.
Tactical decisions are generally made by CEOs. engineers. managers. Boards of Directors.
managers.
The special challenges that virtual teams pose for a manager include all of the following EXCEPT: building trust with virtual team. not being physically seen by managers. nature of decision making by virtual team. nature of communication used with virtual team.
nature of decision making by virtual team.
Which of the following is related to lower levels of organizational commitment? negative affective disposition maintenance of the psychological contract between worker and firm perceived fairness of company policies manager consideration of our opinions and suggestions
negative affective disposition
A unique, nonroutine, important decision requiring conscious thinking, information gathering, and careful consideration of alternatives is a(n) programmed decision. operational decision. nonprogrammed decision. decision rule.
nonprogrammed decision.
Which stage in Tuckman's forming-storming-norming-performing model is characterized by the establishment of ground rules and operating procedures and goals by group participants?: forming storming norming performing
norming
Which stage of Tuckman's group development model is characterized by increased respect and openness? storming norming performing forming
norming
Overconfidence bias: -is the tendency of decision makers to be influenced by the way that problems are framed. -occurs when looking backward in time where mistakes seem obvious after they have already occurred. -refers to the tendency for individuals to rely too heavily on a single piece of information. -occurs when individuals overestimate their ability to predict future events.
occurs when individuals overestimate their ability to predict future events.
Stereotypes: often lead to unfair decisions being made. are never accurate descriptions of particular groups. are assumptions held by only one individual. are often verified prior to making decisions based upon them.
often lead to unfair decisions being made.
The systematic study and application of knowledge about how individuals and groups act within the organizations where they work is clinical psychology. organizational behavior. sociology. economics.
organizational behavior.
An attitude is: -our opinions, beliefs and feelings about our environment. -an outcome of our efforts. -the drive that energizes an individual. -the degree to which people have freedom to decide how to act.
our opinions, beliefs and feelings about our environment.
All of the following are barriers to effective teams EXCEPT: overly helpful team members. challenges of knowing where to begin. poorly managed team conflict. poor performance of team members.
overly helpful team members.
Research on job characteristics indicate that: -people with a minimal variety of skills are always less satisfied with their job. -people with autonomy on their job are always more satisfied with their job. -all people want feedback on their jobs. -people who have high growth need tend to expect their jobs to help them build new skills.
people who have high growth need tend to expect their jobs to help them build new skills.
Organizational citizenship behaviors include all of the following EXCEPT: working voluntary overtime. assisting new employees. speaking positively about the organization. performing the duties in one's job description.
performing the duties in one's job description.
Job satisfaction can be enhanced by: pay at all times; pay is always the key aspect to job satisfaction. reaction to organizational life. Work is stressful, just "suck it up." pulling yourself away from your co-workers and concentrating on the job. person-job fit and person-organization fit.
person-job fit and person-organization fit.
The relatively stable feelings, thoughts, and behavioral patterns a person has is: values. personality. self-esteem. conscientiousness.
personality.
Which of the following factors is not a cause of high levels of absenteeism in a firm? positive work attitudes health problems age of the worker work/life balance issues
positive work attitudes
The Americans with Disabilities Act: -requires a firm to hire individuals with disabilities. -requires a firm to interview individuals with disabilities. -prohibits discrimination in employment against individuals with physical disabilities. -prohibits discrimination in employment against individuals with physical or mental disabilities if these employees are otherwise qualified to do their jobs with or without reasonable accommodation.
prohibits discrimination in employment against individuals with physical or mental disabilities if these employees are otherwise qualified to do their jobs with or without reasonable accommodation.
Research indicates that effective organizations tend to: centralize their entire decision making. have a very large differential in pay between the lowest paid employee and the CEO. hire the first person available for any job opening. provide as much employment security as possible to their employees.
provide as much employment security as possible to their employees.
Organizational behavior draws heavily on personality and motivation studies from what other discipline?: psychology physiology economics political science
psychology
All of the following are factors that researchers focus on to evaluate the level of creativity in the decision making process EXCEPT: fluency. flexibility. rationality. originality
rationality
A control group: receives experimental manipulation. is an entity that can take on different values. receives no experimental manipulation. is a tentative guess on an observation that can be tested.
receives no experimental manipulation.
The bounded rationality decision-making model: -describes a series of steps that decision makers should consider if their goal is to maximize their outcome and make the best choice. -recognizes the limitations of decision making processes by having individuals knowingly limit their options to a manageable set and choose the best alternative without conducting an exhaustive search of alternatives. -refers to arriving at decisions without conscious reasoning, arguing that experts make decisions by scanning the environment for cues to recognize patterns. -refers to arriving at decisions after first gathering information about the problem and then setting the problem consciously aside until an insightful solution to the problem arises.
recognizes the limitations of decision making processes by having individuals knowingly limit their options to a manageable set and choose the best alternative without conducting an exhaustive search of alternatives.
Problem solving tasks: include actually making something such as a building, product or marketing plan. deal with creative tasks such as brainstorming a new direction or creating a new process. refer to coming up with plans for actions and making decisions. involve team members working on each task simultaneously.
refer to coming up with plans for actions and making decisions.
Values -encompass the relatively stable feelings, thoughts, and behavioral patterns a person has. -are initial thoughts and perceptions we form about people, which tend to be stable and resilient to contrary information. -are generalizations based upon a perceived group characteristic. -refer to stable life goals people have, reflecting what is most important to them.
refer to stable life goals people have, reflecting what is most important to them.
Strategic decisions: refer to those that make the organization run on a daily basis. refer to how things get done. refer to those setting the course of the organization. refer to those that occur frequently enough to have an automated response to them.
refer to those setting the course of the organization.
Operational decisions refer to those things that employees do each day to make the organization run. refer to things that might happen in the future. refer to those that set the course of the organization. refer to those that occur frequently enough to develop an automated response to them.
refer to those things that employees do each day to make the organization run.
Task interdependence: -exists when team members work independently and simply combine their efforts to create a team's outputs. -refers to one individual's output becoming another's input. -involves team members working on each task simultaneously. -refers to the degree that team members are dependent upon one another to get information, support or materials from other team members to be effective.
refers to the degree that team members are dependent upon one another to get information, support or materials from other team members to be effective.
The likelihood that findings in a given study would be found in another setting or study is: reliability. validity. meta-analysis. generalizability.
reliability.
Which of the following statements about work attitude causes is true?: -role ambiguity can lead to job dissatisfaction. -negative affective disposition leads to higher organizational commitment. -stress always leads to job dissatisfaction. -using too many skills on the job usually leads to job satisfaction because it increases stress.
role ambiguity can lead to job dissatisfaction.
Experts propose that creativity occurs as a result of the interaction between all of the following factors EXCEPT situational context (like physical structure). personality traits (like risk-taking). serendipity or luck. attributes (like expertise).
serendipity or luck.
Norms are: -agreements on established ground rules, goals and roles. -shared expectations about how things operate within a group or team. -formal approaches to decision making in the group or team. -measures of camaraderie in the group or team.
shared expectations about how things operate within a group or team.
Work on team processes has been carried out in what area?: sociology finance economics physics
sociology
What is the second stage in Tuckman's four-stage map of group evolution?: norming storming forming performing
storming
According to Gersick's punctuated equilibrium model, groups repeatedly cycle through which two stages?: storming and norming. forming and performing. forming and norming. storming and performing.
storming and performing.
Which of the following is accurate according to organizational behavior research? successful companies are more centralized. successful companies emphasize the status differences between their employees. successful companies have very simple and informal hiring systems. successful companies treat their employees well.
successful companies treat their employees well.
Demographic traits make up deep-level diversity. cultural diversity. collective diversity. surface diversity.
surface diversity.
Our first interaction with individuals makes us aware of: surface diversity. collective diversity. deep-level diversity. value-based diversity.
surface diversity.
A decision which centers on how things get done is a(n) tactical decision. strategic decision. operational decision. programmed decision.
tactical decision.
High social monitors tend to be more successful in their careers. tend to experience lower levels of stress. are very accurate at conducting performance evaluations. are more committed to their companies.
tend to be more successful in their careers.
Companies in cultures high in uncertainty avoidance -have a very short, simple recruiting and selection process for new employees. -tend to have written employment contracts for employees. -have limited numbers of policies and procedures in employee handbooks and other manuals. -tend to enter a large number of foreign markets.
tend to have written employment contracts for employees.
Hypotheses are entities that take on different values. research tools that elicit respondents' reactions to specific questions. the process of writing out thoughts and emotions on a regular basis. tentative guesses for expected observations that can be tested.
tentative guesses for expected observations that can be tested.
Hypotheses are: entities that take on different values. research tools that elicit respondents' reactions to specific questions. the process of writing out thoughts and emotions on a regular basis. tentative guesses for expected observations that can be tested.
tentative guesses for expected observations that can be tested.
When the goal of the decision making exercise is to make a satisfactory decision because you are limited in some way such as effort, you should utilize the rational decision-making model. the intuitive decision-making model. the bounded rationality decision-making model. the creative decision-making model.
the bounded rationality decision-making model.
The advantages of group decision making over individual decision making include all of the following EXCEPT: the decision is more creative. the decision-making process is more efficient. the implementation of the decision is easier.
the decision-making process is more efficient.
Organizational commitment is: the feelings people have toward their jobs. the emotional attachment people have toward the company they work for. an unwritten understanding about what the employee will bring to the work environment. also known as emotional intelligence.
the emotional attachment people have toward the company they work for.
Job satisfaction is the feelings people have toward their jobs. the emotional attachment people have toward the company they work for. an unwritten understanding about what the employee will bring to the work environment. also known as emotional intelligence.
the feelings people have toward their jobs.
Research shows that all of the following impact the employee's satisfaction with the job and commitment to the organization EXCEPT: how he or she is treated in the firm. the actual work the employee performs. the firm's competitiveness. the relationships formed with colleagues and managers.
the firm's competitiveness.
All of the following statements characterize a group at the storming stage EXCEPT: the group is competent, autonomous, and insightful. the group's members are forming cliques the group members are argumentative. group discussions may be heated.
the group is competent, autonomous, and insightful.
The decision-making process where decisions are arrived at without conscious reasoning, arguing that experts make decisions by scanning the environment for cues to recognize patterns is -the creative decision-making model. -the bounded rationality model. -the intuitive decision-making model. -the rational decision-making model.
the intuitive decision-making model.
Attitude surveys conducted by companies produce more useful information if: surveys are completed electronically. the management is perceived as credible by employees. past surveys were conducted but no action has resulted from them. individual survey responses are made public.
the management is perceived as credible by employees.
The bounded rationality model should be used to make decisions when: the minimum criteria are clear. you must identify the best option. there is no time pressure. many new solutions need to be generated.
the minimum criteria are clear.
The decision-making technique designed to help with group decision making by ensuring that all members participate fully is: majority rule. consensus. the Delphi technique. the nominal group technique.
the nominal group technique.
The creativity level evaluation factor of fluency is: how different the ideas are from one another. the number of ideas a person is able to generate. how unique a person's ideas are. the set number of ideas a group must reach.
the number of ideas a person is able to generate.
Meta-analysis is: -a study with a group that receives a treatment and a comparison group that receives no treatment. -a study conducted in an actual organization. -the process of summarizing research findings from studies on related topics. -an in-depth analysis of a single industry or company.
the process of summarizing research findings from studies on related topics.
A series of steps that decision makers should consider if their goal is to maximize their outcome and make the best choice describes: -the bounded rationality model. -the rational decision-making model. -the intuitive decision-making model. -the creative decision-making model.
the rational decision-making model.
Psychology is the scientific study of mental processes and behaviors of the individual. the systematic study of individual behavior in society. the systematic study of the processes by which groups of people make decisions. the systematic study of how to improve the performance and well being of individuals in the workplace.
the scientific study of mental processes and behaviors of the individual.
The incubation step in the creative decision-making process is: -the step where the decision maker consciously thinks about the problem. -the step where the decision maker sets the problem aside and does not consciously think of it. -the step where the decision maker gains insight into the problem and has a "eureka" moment. -the step where the decision maker verifies the feasibility of the solution and implements the decision
the step where the decision maker sets the problem aside and does not consciously think of it.
Sociology is: the systematic study of group and team processes. the systematic study of the production, distribution and consumption of goods and services. the systematic study of the processes by which groups of people make decisions. the systematic study of the processes in the organization and workplace that improve the performance and well being of people.
the systematic study of group and team processes.
Self-enhancement bias is -the tendency for people to underestimate their performance, undervalue capabilities, and see events in a way that puts them in a more negative light. -the tendency to overestimate our performance and capabilities and see ourselves in a more positive light than others see us. -the overestimation of how similar we are to other people. -the process with which individuals detect and interpret environmental stimuli.
the tendency to overestimate our performance and capabilities and see ourselves in a more positive light than others see us.
Validity is -an entity that can take on different values. -the consistency in measurement. -the strength of the relationship between two variables. -the truth of a measurement.
the truth of a measurement.
In analyzing the data, the researcher notes that as employee absences increase, scores on performance evaluations decrease. This suggests: there is a correlation between employee absenteeism and employee performance. employee absence causes poor performance. employee absence is a reliable measure. employee performance is a valid measure.
there is a correlation between employee absenteeism and employee performance.
All of the following are accurate about those with a proactive personality EXCEPT: they have higher levels of performance in their firms. they adjust to new jobs quickly. they may try to change things others are not willing to let go. they often have difficulty making friends.
they often have difficulty making friends.
Which of the following employees is more likely to turnover? those who have been in the company for a long time. those who have negative work attitudes those who have a low deal of stress those who are high performers.
those who have negative work attitudes
Employees with which of the following personality traits would experience high job satisfaction? those with positive affective dispositions those with neurotic personalities those with low self-esteem those who are introverted
those with positive affective dispositions
Tuckman's forming stage is characterized by: -uncertainty, with observant, conflict avoidant group members who are trying to achieve several goals at once. -competent group members who work interdependently as part of a greater entity. -chaos with group members exploring power and influence roles. -high energy with group members committed to each other and the overall goal.
uncertainty, with observant, conflict avoidant group members who are trying to achieve several goals at once.
High power distance cultures -view an unequal distribution of power as relatively acceptable. -prefer predictable situations and have low tolerance for ambiguity. -emphasize caring for the weak and quality of life. -are comfortable in unpredictable situations and have high tolerance for ambiguity.
view an unequal distribution of power as relatively acceptable.
Study findings on personality indicate: we are more emotionally stable and more organized between the ages of 20 and 40. personality is the primary predictor of work behavior. although personality impacts us during our youth it has no lasting consequences for us. although it is interesting information, employee personality has relatively little impact on placing individuals in jobs.
we are more emotionally stable and more organized between the ages of 20 and 40.
Research on work attitudes and performance indicates -work attitudes are strong correlates of job performance. -work attitudes are a weaker correlate of performance in complex jobs than in simpler jobs. -dissatisfied employees always reduce performance level. -work attitudes are a moderate correlate of performance
work attitudes are a moderate correlate of performance
Research on work attitudes and performance indicates: -work attitudes are strong correlates of job performance. -work attitudes are a weaker correlate of performance in complex jobs than in simpler jobs. -dissatisfied employees always reduce performance level. -work attitudes are a moderate correlate of performance
work attitudes are a moderate correlate of performance
Age is positively correlated with all of the following behaviors EXCEPT: citizenship behaviors. compliance with safety rules. performance. work injuries.
work injuries.