MGMT 380 - Exam 3 - Patricia Lanier

In the context of understanding follower potential, which of the following is used to evaluate the performance and potential of followers? A. hygiene factors B. 9-box matrices C. 360-degree feedback D. coalition tactics

B. 9-box matrices

Which of the following is most likely an example of a non-contingent reward? A. performance bonus B. annual salary C. monthly commission D. stock options

B. annual salary

Which statement about empowerment and the operant approach is most likely TRUE? A. the situation is almost always fixed, and followers are the only variables important in the performance equation B. by changing the situation, leaders can enhance followers' motivation, performance, and satisfaction C. restructuring work processes and procedures generally has little effect on follower's motivational levels D. most followers enjoy the challenge of doing things in new ways and feel immediately

B. by changing the situation, leaders can enhance followers' motivation, performance, and satisfaction

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

B. it pertains to followers' attitudes about the organization and their work activities

______ are the informal rules that groups adopt to regulate and regularize group members' behaviors. A. values B. norms C. ethics D. outputs

B. norms

Which of the following statements about affectivity is most likely FALSE? A. leadership experiences are affected by the positive or negative affectivity of followers B. research shows a strong link between negative affectivity and low productivity levels C. a leader's own affectivity can strongly influence followers' morale or satisfaction levels D. leaders can most likely improve job satisfaction by hiring upbeat, optimistic followers

B. research shows a strong link between negative affectivity and low productivity levels

The phenomenon of reduced effort by people when they are not individually accountable for their work is referred to as: A. process loss B. social loafing C. group polarization D. group storming

B. social loafing

In the context of team and organizational effectiveness, which of the following refers to people systematically overestimating their own performance in areas where they lack competence and readily dismissing any information to the contrary? A. the Pygmalion Effect B. the Dunning-Kruger Effect C. the Golem Effect D. the Autler-Townes Effect

B. the Dunning-Kruger Effect

Which of the following is one of the motivators described in Herzberg's Two-Factor Theory? A. working conditions B. the work itself C. co-workers D. job security

B. the work itself

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. on-boarding B. facet satisfaction C. presenteeism D. dysfunctional turnover

C. presenteeism

In the context of organizational justice, perceptions of ______ involve the process by which rewards or punishments are administered. A. interactional justice B. work facilitation C. procedural justice D. interaction facilitation

C. procedural justice

The inefficiencies created by more and more people working together is called: A. groupthink B. social loafing C. process losses D. deindividuation

C. process losses

At the organizational level, the Team Leadership Model (TLM) suggests that leaders examine the ______ that may be impacting the team. A. motivations B. creative skills C. reward systems D. interpersonal behaviors

C. reward systems

According to Herzberg's Two-Factor Theory, which of the following is a hygiene factor? A. recognition B. responsibility C. supervision D. advancement

C. supervision

An individual's tendency to exert effort toward task accomplishment depends partly on the strength of his/her motive to achieve success. This concept is called: A. problem solving B. customer orientation C. relationship building D. achievement orientation

D. achievement orientation

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

D. changing rewards and punishments to change behavior

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

Which of the following statements about goals is most likely FALSE? A. determining just how challenging to make goals creates a dilemma for many leaders B. goal commitment is likely to increase with follower participation in goal setting C. followers exert the greatest effort when goals are accompanied by feedback 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 involves making judgments about the adequacy of behavior with respect to certain criteria such as work-group or organizational goals? A. reliability B. responsiveness C. performance D. effectiveness

D. effectiveness

Which term refers to interactions among team members, such as how they communicate with each other? A. punctuated equilibrium B. organizational shells C. group polarization D. group dynamics

D. group dynamics

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 as to how individuals will satisfy their needs

D. make specific predictions as to how individuals will satisfy their needs

TRUE / FALSE A firm with a "pay for performance" culture that distributes bonuses and commissions for results obtained is most likely using the empowerment approach to motivate employees.

false

TRUE / FALSE According to McClelland, differences in achievement orientation are a key reason why people differ in the levels of effort they exert to accomplish assignments, objectives, and goals.

true

TRUE / FALSE An outsider to a group often is able to learn more about norms than an insider.

true

TRUE / FALSE Using instruments such as the Campbell Interest and Skills Survey to select personnel may help a team's effort level from an individual perspective.

true

TRUE / FALSE Volunteering to help another employee with a task or project is an example of organizational citizenship behavior.

true

TRUE / FALSE With role ambiguity, the problem is lack of clarity about just what the expectations are.

true

TRUE / FALSE Worker productivity and job dissatisfaction in the United States are at an all-time high.

true

In the context of the factors affecting motivation at work, which of the following statements is TRUE of the operant approach? A. a shortcoming of the operant technique is that situational factors can overwhelm the effectiveness of a reward program B. in the operant technique, non contingent rewards and punishments are associated with particular behaviors C. leadership practitioners should create perceptions of inequity when administering individually tailored rewards D. leadership practitioners should limit themselves to administering organizationally sanctioned rewards and punishments

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

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

A. assigning goals that are both specific and difficult

In the context of team and organizational effectiveness, which of the following occurs when effectiveness measures are affected by factors unrelated to follower performance? A. criterion contamination B. confirmation bias C. pay dispersion D. talent hoarding

A. criterion contamination

Which term refers to the set of expected behaviors associated with a particular job or position? A. group role B. groupthink C. social facilitation D. punctuated equilibrium

A. group role

Receiving conflicting information from two or more people about their expectations for your work behavior reflects: A. intersender role conflict B. intrasender role conflict C. interrole conflict D. person-role conflict

A. intersender role conflict

Which statement best summarizes the components of empowerment as defined by the authors? A. 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 B. leaders articulate a vision and specific goals and hold followers responsible for achieving them C. followers act as entrepreneurs and owners who question rules and make intelligent decisions D. empowerment is a bottom-up approach that focuses on intelligent risk taking, growth, change, trust, and ownership

A. 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

In terms of the underlying causes of performance problems, leaders seem to have the most difficulty recognizing and rectifying: A. motivation problems B. unclear expectations C. employee skill deficits D. resource shortages

A. motivation problems

The clear emergence of a leader and the development of group norms and cohesiveness are the key indicators of the ______ stage of group development. A. norming B. performing C. forming D. storming

A. norming

What is the LEAST likely way that a leader could improve team effectiveness? A. putting subtle pressure on dissenting members of the team to ensure concept cohesiveness 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. providing coaching while the team is performing its task

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

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. role ambiguity B. rater bias C. role conflict D. the contagion effect

A. 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 ambiguity B. role conflict C. role overload D. role insufficiency

A. role ambiguity

______ refers to any time people increase their level of work due to the presence of others. A. social facilitation B. additive tasking C. social loafing D. overbounding

A. social facilitation

For a team to do well, the individuals composing the team must sometimes not maximize their individual effort. This is referred to as: A. subsystem non-optimization B. limited span of control C. organizational process loss D. intersender role conflict

A. subsystem non-optimization

In the context of understanding follower potential, which of the following is the process most organizations use to make leadership potential and readiness decisions about followers? A. succession planning B. 360-degree feedback C. job satisfaction surveys D. talent hoarding

A. succession planning

In comparing teams and group members, which statement is most likely TRUE? A. team members can readily identify who is and who is not on the team; identifying members of a group may be more difficult B. group members have common goals; teams may not have the same degree of consensus about goals C. group members often have more differentiated and specialized roles than team members D. task interdependence typically is greater with groups than with teams

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

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. securing needed resources D. giving people decision-making authority

A. treating people fairly

In the context of factors affecting motivation at work, which of the following statements is TRUE of empowerment? A. 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 B. delegating leadership and decision making down to the lowest level possible is a component of empowerment 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

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

Which question is most relevant to the task variable of team design? A. are there too few or too many team members B. does the team have a meaningful piece of work C. has the team leader established a flexible climate D. does the team have an appropriate amount of diversity

B. does the team have a meaningful piece of work

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. facet satisfaction items C. motivators D. hygiene factors

B. facet satisfaction items

What are the most powerful determinants of task behaviors according to Locke and Latham? A. values B. goals C. abilities D. needs

B. goals

Which of the following is NOT a macro psychological component that underlies empowerment? A. motivation B. influence C. learning D. stress

B. influence

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. decentralization B. interactional justice C. empowerment D. distributive justice

B. interactional justice

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. decentralization B. interactional justice C. empowerment D. distributive justice

B. interactional justice

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

B. intrasender role conflict

Which of the following most likely occurs when leaders articulate high expectations for followers? A. the Hawthorne Effect B. the Pygmalion Effect C. the Golem Effect D. the Hierarchy Effect

B. the Pygmalion Effect

In the context of the fundamental needs that affect motivation, which of the following statements is TRUE of the work of Daniel Pink? A. Pink believed that followers need to be paid lower than market rates B. 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 D. one critical aspect of autonomy is providing followers with feedback on skill development or task progress

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

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

C. behaviors directed toward the organization's mission

Which of the following is a possible solution for groupthink? A. increasing group cohesiveness and engaging in more overbounding techniques B. isolating the group from outside sources which might bias decision making C. establishing an independent subgroup to make recommendations D. using mind guards to screen negative input from the group

C. establishing an independent subgroup to make recommendations

The ______ stage of development of groups is characterized by polite conversation, the gathering of superficial information about fellow members, and low trust. A. norming B. storming C. forming D. performing

C. forming

Which of the following assesses the overall degree to which employees are satisfied with their organization and their job? A. hygiene factors B. facet satisfaction item C. global satisfaction item D. motivators

C. global satisfaction item

Which of the following assesses the overall degree to which employees are satisfied with their organization and their job? A. hygiene factors B. facet satisfaction item C. global satisfaction item D. motivators

C. global satisfaction item

The sum of forces that attract members to a group, provide resistance to leaving it, and motivate them to be active in it is called: A. group polarization B. social facilitation C. group cohesion D. punctuated equilibrium

C. group cohesion

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

C. it occurs when leaders and followers are given incompatible goals to accomplish

Which of the following statements is most likely TRUE about affectivity? A. people with positive affectivity tend to avoid new situations B. researchers have found that negative affectivity is not related to job dissatisfaction C. people with a disposition for positive affectivity tend to react optimistically to changes D. people with negative affectivity tend to be unhappy with their lives but enjoy their jobs

C. people with a disposition for positive affectivity tend to react optimistically to changes

In the context of understanding follower potential, which of the following best defines leadership potential? A. it refers to the potential of leaders to engage followers who ultimately generate high shareholder returns B. it pertains to followers' attitudes about the organization and their work activities C. it is an evaluation of a follower's immediate promotability D. it is defined as a follower's capacity to advance one or more levels within the organization

D. it is defined as a follower's capacity to advance one or more levels within the organization

Functional, interdependent roles are characteristics of which stage of group development? A. forming B. storming C. norming D. performing

D. performing

What type of conflict most likely occurs when a store manager encourages a salesperson to mislead customers about the quality of the store's products if deception is inconsistent with the salesperson's values and beliefs? A. interrole conflict B. intrasender role conflict C. intersender role conflict D. person-role conflict

D. person-role conflict

What is the main reason for people staying with organizations? A. job evaluations based on 360-feedback B. frequent development opportunities C. use of pay-for-performance systems D. promises of long-term employment

D. promises of long-term employment

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. the Pygmalion Effect B. the Contagion Effect C. the Glass Ceiling Effect D. the Hierarchy Effect

D. the Hierarchy Effect

TRUE / FALSE According to Brockner, fairness in the workplace makes intuitive sense and is present in most organizations.

false

TRUE / FALSE According to Herzberg's Theory, followers will exert additional effort if leaders improve working conditions and pay.

false

TRUE / FALSE According to Terence Brake's Guidelines for the Leadership of Virtual Teams, leaders should focus on completing tasks before developing relationships in order to enhance the team's sense of accomplishment.

false

TRUE / FALSE According to research, a strong correlation exists between the amount of money an organization spends on motivational programs and motivational speakers and the firm's revenues, profitability, and market share.

false

TRUE / FALSE Due to the multidimensional distance that exists with virtual teams, less leadership is required than with in-place teams.

false

TRUE / FALSE Dysfunctional turnover occurs when experienced executives retire or substandard performers are fired.

false

TRUE / FALSE In the Team Leadership Model (TLM), the four process measures of effectiveness are good leverage points for fixing a problem.

false

TRUE / FALSE Job satisfaction surveys are most useful when compared to a dissimilar reference group, such as an organization of a different size or one in another industry.

false

TRUE / FALSE Leaders that use operant principles to motivate workers should limit themselves to administering organizationally sanctioned rewards and punishments, which are most effective at motivating followers.

false

TRUE / FALSE Leaders with a large span of control tend to display more consideration and use more personal approaches when influencing followers.

false

TRUE / FALSE Most leaders prefer appealing to their employees' personal values or giving them something meaningful to do.

false

TRUE / FALSE Ollieism occurs when people in a highly cohesive group become more concerned with striving for unanimity than in objectively appraising different courses of action.

false

TRUE / FALSE Research suggests that e-mail and video conferencing are the best forms of communication for virtual teams.

false

TRUE / FALSE Role conflict occurs whenever leaders or followers are unclear about what they need to do and how they should do it.

false

TRUE / FALSE Social contact is better satisfied by organizations than by groups.

false

TRUE / FALSE Task-oriented behavior is adequate for accomplishing long-term objectives.

false

TRUE / FALSE Teams operate most effectively under one fixed type of authority over time.

false

TRUE / FALSE With virtual teams, the ability to communicate electronically ensures that effective teamwork will occur.

false

TRUE / FALSE Clusters are intact, self-managed teams that strive to achieve the organization's goals.

true

TRUE / FALSE Companies that spend more time and effort attracting, developing, and retaining the best people often report superior financial results.

true

TRUE / FALSE Design is often the most frequently omitted step in teamwork that occurs in traditional organizations.

true

TRUE / FALSE Groups are characterized by mutual interaction and reciprocal influence.

true

TRUE / FALSE Highly cohesive groups are likely to be characterized by low absenteeism and low turnover.

true

TRUE / FALSE In Maslow's Hierarchy, physiological and security needs must be satisfied before belongingness or esteem needs are pursued.

true

TRUE / FALSE In surveys of job satisfaction, a facet satisfaction item asks about particular aspects of the job such as pay or working conditions.

true

TRUE / FALSE Leaders are more likely to be successful when introducing change if they address and capitalize on followers' emotions.

true

TRUE / FALSE Leaders can influence team effectiveness by providing frequent coaching while the team is performing its task.

true

TRUE / FALSE Norms can be imported from the organization existing outside the team.

true

TRUE / FALSE Procedural justice involves the process in which rewards or punishments are administered.

true

TRUE / FALSE Research indicates that the distance between virtual teams is geographical, organizational, temporal, and cultural.

true

TRUE / FALSE Studies suggest that if firms could get almost 4% more work out of each employee, the GDP in the U.S. would increase by $355 billion.

true

TRUE / FALSE The Hierarchy Effect occurs when upper-level employees have higher global and facet satisfaction ratings than lower-level employees in the organization.

true

TRUE / FALSE The concept of motivation helps explain differences seen among people in terms of the energy and direction of their behavior.

true