Organizational Management Final

A 360-degree appraisal compiles evaluations from 360 discrete appraisers.

False

A devil's advocate should NOT raise problems when decisions are made unless he believes that he is making valid points.

False

A person's credibility has little to do with his or her ability to persuade others.

False

An individual's performance of difficult, complex, or novel tasks is not affected by the presence of other group members.

False

Because psychological contracts are formed by the perceptions of all parties, written documentation does not affect them.

False

Because they are open to new experiences, entrepreneurial types do not experience the stress of starting their own companies and being innovative.

False

Bottom-up change is harder to implement than top-down change because it provokes more reistance.

False

Charismatic power is an intense form of expert power.

False

Conformity to group norms is good in all situations.

False

Decision making in response to problems occurs when organizations take advantage of opportunities to increase efficiency and effectiveness.

False

Employees are not affected by stressors that stem from uncertainty in the wider environment, such as terrorism, pollution, and corporate scandals.

False

Employees with "Type A" personalities always experience high stress levels.

False

Good feedback focuses on the sender's personality, attitudes, and capabilities.

False

In general, face-to-face communication and telephone conversations offer the greatest facility for conveying detailed, factual information.

False

In general, people tend to have more control over their nonverbal communication than over their verbal communication.

False

Individuals in an organization are not able to control the behavior of other individuals or groups.

False

Individuals seldom make decisions as quickly as groups can.

False

Individuals within an organization know that any action that harms others is not acceptable.

False

Informal performance appraisals are NOT beneficial since they are not formal and employees learn little about their behaviors.

False

Large groups tend to be more cohesive than small groups.

False

Many things can be stressful for an employee, even events that the employee does not perceive as important or significant.

False

Motivation, effort, and performance tend to be highest when outcomes such as pay and praise are administered to employees based on a system of seniority.

False

Pondy's model of the conflict process has limited applicability within organizations and provides guidance only for a limited range of situations.

False

Research suggests that people who believe they have little at stake are the ones most likely to act unethically.

False

Role ambiguity occurs when one behavior or task a person is expected to perform interferes with the performance of another expected behavior or task.

False

Since telephone conversations do not provide the receiver with nonverbal cues, their information richness is very low.

False

Smaller organizations do not have to worry about the effects of global, economic, and political forces on their activities.

False

Social support and clinical counseling are examples of nonfunctional ways of dealing with stress.

False

Stories about organizational heroes must be true because they provide important clues about cultural values and norms.

False

The classical model of decision making is based on realistic assumptions.

False

The culture of an organization usually expedites the changes brought on by global forces.

False

The feedback loop in the communication process is less important than the initial transmission of the message.

False

The goal of group conformity is to eliminate any deviance from group norms.

False

The organization's culture does little to control the way employees perceive and respond to their environment.

False

The potential performance of a group is easy to identify and does not change.

False

The principle of comparable worth is easy to put into practice in the workplace.

False

The term "verbal communication" does not encompass written messages.

False

Types of change can be classified as either incremental or drastic.

False

When a crisis arises, managers have time to consider how they will respond to it.

False

When group members A, B, and C make independent contributions to group performance, and their contributions are added together to measure the group's performance, it is referred to as reciprocal task interdependence.

False

When the Delphi technique is used experts meet face-to-face to make decisions.

False

Work groups may not pass through all development stages in order. Yet, all work groups will pass through the adjourning stage.

False

True

Goal-setting theory explains what types of goals are most effective in producing high levels of motivation and performance, as well as why goals have these effects.

False

Heightened awareness has eliminated all forms of discrimination.

They are used to counteract the negative affects of the theory

How are job enlargement and specialization related to the scientific management theory?

would like more variety in his work

If an employee has an MPS score of 1, he MOST LIKELY __________.

True

If creativity is desired and employees are given specific, difficult goals, they will MOST LIKELY focus on achieving the goals rather than being creative.

What BEST describes the relationship between life responsibilities and job performance?

If there is stress in one's personal life, one's job performance may be affected

True

Impression management is a two-way street engaged in by people at all organizational levels.

decrease the level of job satisfaction because of the negative social environment

In the classic movie Twelve O'Clock High, the misfits and poor performers in a bomber squadron during World War II are put into one crew and forced to fly a plane named The Leper Colony as a form of punishment. Salancik and Pfeffer would predict that having this group of disgruntled men working together in one social unit would MOST LIKELY __________.

Which of the following is NOT a benefit of maintaining small groups, as opposed to larger groups?

Individuals are more likely to hear better ideas in small groups

False

Intrinsically motivated work behavior is performed for its consequences.

Why does problem-focused coping reduce stress levels?

It deals directly with and acts on the source of stress

True

Job design approaches, which stress intrinsic motivation, suggest designing jobs to make them interesting and enjoyable.

horizontal job loading

Job enlargement is often referred to as __________.

True

Jobs that were designed under scientific management principles tended to be monotonous and dehumanizing.

time and motion studies

Josh Bishoff is an industrial engineer who measures exactly how long a task takes and works on developing ways to complete the job in minimal time, including specifying the exact body movements workers should use to do the job most effectively. The process he uses to develop the optimal way to perform a task is known as __________.

Laura has been given the chance to work as a reporter in a major city. She has worked at several other small newspapers as a reporter and has no doubts that she can handle this new opportunity and do a wonderful job. She accepts the new position only because it is a higher-paying job. She isn't very excited about it because she secretly wants to be a novelist. How much stress is Laura MOST LIKELY to experience when starting this new job?

Laura has no stress as she begins her new job

True

Leaving the organization is a common response to underpayment inequity.

__________ is the power to control and use organizational resources to accomplish organizational goals.

Legitimate power

False

Locke and Latham suggest that the goals employees try to attain at work have little to no effect on their levels of motivation and performance.

True

MBO is a goal-setting processing in which a manager meets periodically with his or her supervisor to set new goals and evaluae how well previously set goals have been met.

self-actualization needs

Maslow asserted that _________ pertain to realizing one's full potential as a human being.

by not lying about one's capabilities, achievements, and experiences.

Most impression management is an attempt to convey as positive an impression as possible __________.

True

Motivation is only one of several factors that can affect performance.

True

Motivational problems may occur because highly valiant outcomes are unavailable to employees.

complementary perspectives

Need theory, expectancy theory, equity theory, and organizational justice theory are __________.

__________ are standards or styles of behavior that are considered acceptable or typical for a group of people.

Norms

__________ is the movement of an organization away from its present state and toward some desired future state to increase its effectiveness.

Organizational change

What is organizational culture?

Organizational culture is shared values, norms, and beliefs that influence the way employees behave inside and outside of the organization.

created a situation where Barry may resent her and reduce his efforts

Pam Harris, a manager with Tye & Hull Co., decides that Barry Boar has not done a good job as employee counselor because Pam perceives all males as uncaring. As a result, Pam gives Barry a lower-than-average pay raise, even though he is truly excellent in his job. Pam has __________.

True

Perception is the process by which individuals select, organize, and interpret the input from their senses to give meaning and order to the world around them.

__________ relates to the steps people take to deal directly with and act on the source of stress.

Problem-focused coping

True

Procedural justice theory asserts that employees will be more motivated if they think their performance will be accurately assessed.

__________ are the moral values that a group of similarly trained people develops to control their behavior.

Professional ethics

__________ involves making decisions in response to recurring opportunities or problems.

Programmed decision making

False

Telling a sexual joke is an example of quid pro quo sexual harassment.

True

The similar-to-me bias can be a problem today, given the increasing diversity in organizational membership.

A high school has many different extracurricular organizations. Of the four listed, which one is MOST LIKELY to have the most cohesiveness?

The student council: members are voted in and come from similar backgrounds

False

The target of perception is the context in which perception takes place.

situation, perceiver, and target of perception

The three components of perception are _________.

False

The three key elements of work motivation are direction of behavior, level of effort, and goal achievement.

Identify and review three major sources of interpersonal and intergroup conflict.

The three major sources of interpersonal and intergroup conflict are differentiation, task relationships, and scarcity of resources. Differentiation is when groups are formed to accomplish tasks in an organization and conflict can occur if there are status inconsistencies where one group feels it is more important than the other groups. Task relationships can cause conflict if there are issues with overlapping authority, task interdependencies, and incompatible evaluation systems. Scarcity of resources can cause conflict if groups start fighting over limited resources.

Which of the following is NOT an advantage that rules can offer for controlling and managing the behavior and performance of group members?

They eliminate the impact of group norms.

True

To combat the sexual harassment problem, one of the key steps that an organization can take is to develop a sexual harassment policy supported by top management.

__________ is implemented by managers at a high level in the organization.

Top-down change

_________ is an ongoing and constant effort by all of an organization's functions to find new ways to improve the quality of its goods and services.

Total quality management

A "product champion" is an expert manager who heads a new product team working on an innovative product from the beginning of its development to when it is commercially introduced.

True

A friendship group is a collection of organizational members who enjoy each other's company and socialize with each other (often both on and off the job).

True

A group goal is one upon which all or most of a group can agree.

True

A manager who controls the agenda can limit alternatives considered in the decision-making process.

True

A mechanistic structure develops as an organization grows and is a principal source of inertia, especially in large organizations.

True

A realistic job preview (RJP) is a sales pitch designed to attract highly qualified employees.

True

All-channel networks are prevalent when there is reciprocal task interdependence.

True

An employment situation with an initial probationary period during which either party can terminate the relationship is a transaction contract.

True

As interdependence between group members increases, the need for communication to coordinate their efforts to achieve group goals also increases.

True

As more women have entered the work force, companies have had to accommodate the needs of dual-career and single-parent families.

True

As the size of a group increases, so does the potential for coordination and conflict problems.

True

Because personal ethics influence how a person will act in an organization, the culture of an organization is strongly affected by the people who are in a position to establish its ethical values.

True

Behaviorally anchored rating scales (BARS) can be used to assess traits, behaviors, or results.

True

Brainstorming is a spontaneous, participative, decision-making technique that groups use to generate a wide range of alternatives from which to make a decision.

True

By rewarding employees for good attendance and punctuality, managers can minimize coordination difficulties involved with sequentially interdependent tasks.

True

Clearly specified rules and procedures that govern how coercive power and reward power are used prevent superiors from arbitrarily using their legitimate power to hurt people they dislike or disagree with.

True

Command groups are built on the basic reporting relationships in organizations and are frequently represented on organizational charts as departments.

True

Competition is a force for change because unless an organization matches or surpasses its competitors in at least one competitive area, it will not survive.

True

Conflicting parties must remember to discuss the problem at hand and not the shortcomings of one another.

True

Expert power is informal power that stems from superior ability or expertise in performing a task.

True

Gain-sharing plans are likely to encourage camaraderie and a team spirit among employees.

True

Heterogeneous management teams can minimize groupthink, a pattern of faulty decision making that occurs when like-minded people tend to interpret events and information in similar ways.

True

Homogeneous groups MOST OFTEN have fewer communication and coordination problems than heterogeneous groups.

True

Homogeneous groups tend to be the most cohesive.

True

If Sarah believes that Joe is an honest, trustworthy person, she is more likely to believe that the information she is receiving is true.

True

In a TQM program, the "command and control" model of management must give way to an "advise and support" model.

True

In a linear career, a person progresses through a sequence of jobs, and each job entails progress over the prior one in terms of responsibility, skills needed, and so on.

True

In adaptive cultures, employees often receive rewards linked directly to their performance and to the performance of the company as a whole.

True

In order to create a learning organization, managers need to promote learning at the individual and group levels.

True

Individual ethics are the personal moral values that people use to structure their interactions with other people.

True

Just as self-efficacy is an important determinant of individual accomplishments, group efficacy is an important determinant of group accomplishments.

True

Legal risks and productivity losses have led more organizations to monitor their employees' Internet activities and email messages.

True

Major life events such as the death of a loved one, divorce, serious illness, or getting arrested, involve emotional or physical "threats" and are negative.

True

Managers and work groups need to strive to ensure that a group's actual performance comes as close as possible to its potential performance.

True

Managers can use negotiation in ways that lead to cooperative, functional outcomes rather than competitive, dysfunctional outcomes.

True

Managing conflict is a way to improve organizational decision making and resource allocation, thereby making the organization more effective.

True

One of the advantages of group decision making is the availability and diversity of members' skills, knowledge, and expertise.

True

One way to summarize the relationship between stress and performance is in terms of a letter "U" that has been inverted. Up to a certain point, increases in stress enhance performance. Beyond that point, further increases in stress impair performance.

True

Organizational culture is the set of shared values, beliefs, and norms that influence the way employees think, feel, and behave towards each other and towards people outside of the orgganization.

True

Performance appraisals provide employees and supervisors with career planning information.

True

Periodic face-to-face meetings and scheduled recreational and social activities can improve the cohesiveness of virtual teams.

True

Peter Senge argues that team learning is as, or even more, important than individual-level learning in promoting organizational learning.

True

Politically astute managers cultivate both people and information.

True

Power is the principal means of directing and controlling organizational goals and activities.

True

Process losses on tasks with pooled task interdependence can occur because of the duplication of effort.

True

Psychological contracts can be subject to errors and biases.

True

Re-engineering and TQM are highly interrelated and complementary, although one is evolutionary and the other revolutionary.

True

Role orientation is the characteristic way in which members of a group respond to various situations.

True

Shared cultural values provide a common reference point and smooth interactions among organizational members.

True

Standard operating procedures specify in writing the best way to perform particular tasks.

True

Superiors sometimes limit subordinates' access to information to maintain their power to control and shape the subordinates' behavior.

True

The cultural values of an organization are often evident in the stories, ceremonies, and language found in the organization.

True

The legitimate power of a CEO is granted by an organization's board of directors.

True

The main benefit of an institutionalized orientation is also its main danger: the homogeneity it produces among group members.

True

The management team of a toy company decided that they would begin producing children's clothes. After six months, the company had made little money on its new clothing line. They could not compete with other children's clothing lines. Still, the management team decided to spend more money marketing their new line. This is an example of escalation of commitment.

True

The rules of thumb that help people simplify decision making are called heuristics.

True

The sender is the individual, group, or organization that wants or needs to share information with some other individual, group, or organization.

True

The sharing of information is not enough for communication to take place.

True

The terms power and politics often have negative connotations because people associate them with attempts to use organizational resources for one's personal advantage at the expense of others.

True

Total quality management (TQM) includes two group decision-making techniques: benchmarking and empowerment.

True

Uncomfortable working conditions can be caused by excessive noise, extreme temperatures, and poorly designed office equipment.

True

Videoconferencing, teleconferencing, and instant messaging are examples of synchronous information technologies.

True

When disjunctive socialization tactics are used, newcomers must figure out and develop their own way of behaving.

True

When universities develop policies dictating how to deal with students who cannot complete their courses, they are using a performance program to make a programmed decision.

True

Whistle-blowing occurs when an employee informs an outside organization or person about an organization's illegal or unethical behaviors.

True

True

Underpayment inequity exists when an individual perceives that his or her outcome/input ratio is less than that of a referent.

_________ is the sharing of information by means of words, either spoken or written.

Verbal communication

True

When an assembly-line worker is given some of the responsibility for checking the quality of work, a job that the supervisor used to do, the worker's job has been enriched.

compensation

When considering equity theory, which of the following is NOT an input?

level of effort

Which element of work motivation answers the question "how hard does a person work to perform a chosen behavior"?

a mentor must maintain a similar-to-me perspective

Which of the following is NOT a component of successful mentoring?

__________ occurs when an employee informs an outside person or organization about his or her organization's illegal or unethical behaviors.

Whistle-blowing

False

Within equity theory, the term "outcomes" refers exclusively to pay, benefits, and vacation time.

Which of the following is NOT involved in effective time management?

Work longer hours so that more work can be accomplished

True

Work motivation explains why employees behave they way they do.

Employee assistance programs are company-sponsored programs that provide employees with counseling and other kinds of professional help to deal with stressors such as _________.

alcohol and drug abuse and family problems

A(n) _________ is MOST OFTEN used in groups whose task involves reciprocal task interdependence.

all-channel network

New parents have left their child with a babysitter for the first time. When the mother used to babysit as a teenager, she made two dollars an hour. She is sure if she increases that rate by 50%, she is paying a fair rate. When she pays the babysitter three dollars an hour, the babysitter is very upset that she was paid so poorly. This error is due to the mother using a/an ________.

anchoring and adjustment heuristic

Which of the following is NOT an effective step for organizations to take in an effort to minimize the stress caused by downsizing?

announce layoffs at the last minute

When a message is ambiguous, the receiver's ________ will be MOST LIKELY to affect interpretation of the message.

biases

If a supervisor wants to gain credibility for his idea to shift work hours to an earlier time in order to increase productivity, it would be BEST for him to __________.

bring in an outside expert to back up his ideas

A politician wants to gain credibility for his campaign. Because the audience is full of active listeners, he should _________.

bring up opposing views and refute them

Organizational change is MOST LIKELY to be resisted ________.

by a highly cohesive group

Legitimate, reward, and coercive powers become less potent in the presence of __________.

charismatic power

A __________ is a collection of subordinates who report to the same supervisor.

command group

Which of the following does NOT make a major contribution to a company's culture?

company's clients and vendors

The process of re-engineering starts with the ________.

customer

A manager leads a group with goals that align with the organization's goals. However, he also notices that there is social loafing and bickering amongst members. His BEST move to eliminate social loafing would be to _________.

decrease the number of people in their group

The employees at the Dunder Law Firm have been under a great deal of stress due to a very busy season. What is LEAST likely to occur?

decreases in rates of absenteeism

A company makes cheap clothing for everyday use. Top managers feel they can make more money if they make higher quality clothing that could be used for business as well as everyday use. Their next step to implement the change MOST LIKELY will be to ________.

determine a strategy to get employees to support the new direction

Evaluating the change process is MOST successful when managers __________.

develop measures or criteria

In meetings regarding the Cuban missile crisis that occurred during the presidential administration of John F. Kennedy, one of Kennedy's oldest allies, Dean Rusk, seems to question every decision the president and his advisors made. Some historians have speculated that Kennedy asked Rusk to criticize, raise objection to, and identify problems with any decisions the group made. This would mean that Kennedy had asked Rusk to be the ________.

devil's advocate

The GREATEST weakness of a graphic rating scale is that __________.

different raters may disagree on the meaning of the scale points

Which of the following is NOT one of the socialization tactics used by the military?

disjunctive

Groups are LEAST LIKELY to respond to the violation of a norm by __________.

dissolving the group

Thom Thomas was trained to be an air traffic controller for two years and has posted exceptional scores on every practice test and exercise he has taken. However, he has never worked in an actual control tower. On his first day in the control tower of a major airport, Thom MOST LIKELY experienced stress because he __________.

does not have experience

All of the following are determinants of psychological contracts EXCEPT __________.

education

A company's ability to innovate and competently use its technological advantage is dependent upon its ________.

employees

Encoding is MOST necessary to communication because it ________.

entails modifying a message based on who is receiving it

All of the following are common instrumental values in a company with an inert culture EXCEPT __________.

entrepreneurship

Which of the following is NOT a step in action research?

evaluating alternative methods of analysis

A gas company employee who is especially proficient in dealing with state regulators to get results the company needs MOST LIKELY possesses __________.

expert power

To motivate its employees to perform at a high level and make good decisions, it is BEST for an organization to use a combination of _______.

formal performance appraisals and informal performance appraisals

A __________ is a collection of organizational members who enjoy each other's company and socialize with each other (often both on and off the job).

friendship group

Dick Sines is a manager in the customer service department of Grand Prix Auto Parts. According to a recent performance appraisal, Dick was told he was spending too much time trying to solve problems with the computer system in his area and not enough time supervising employees. The MAIN purpose of this performance appraisal is to _________.

give Dick feedback concerning whether he is focusing his effort in the right direction and on the right set of tasks

A __________ is a set of two or more people who interact with each other to achieve certain goals or meet certain needs.

group

The top terminal value of a company is profitability. Founders and managers will MOST LIKELY encourage employees to have what instrumental value?

hard work

Hofstede's model of national culture asserts that __________ countries allow social and economic inequalities to persist.

high-power-distance

Performance appraisals allow managers to do all of the following EXCEPT ________.

hire new employees to fulfill important functions

Increased group cohesiveness results in all of the following EXCEPT ________.

increased competition between group members

A research team believed that an organization's members would perform better when in a group. They studied how much effort was exerted in a tug of war contest when individuals were by themselves and when the individuals were on a team with others. They were MOST LIKELY to find that __________.

individual exerted less effort when in a group

The potential for social loafing is highest when __________.

individual group members' contributions are not readily observable

Pay is NOT a(n) _________ between employees and an organization.

input into the production process

In an __________, newcomers are taught to respond to situations in the same way that existing group members respond to similar situations.

institutionalized role orientation

Employees __________ an organization's values and its specific norms when they learn to behave according to their organization's specific values and norms without realizing they are doing so.

internalize

Many companies use __________ to facilitate real-time organizational communication online.

intranets

One would expect to find the MOST deviance in groups that have a __________.

low level of cohesiveness

According to expectancy theory, employees are likely to have high levels of expectancy, instrumentality, and motivation ONLY if __________.

managers can accurately evaluate their performances

According to Pondy's model, during the __________ stage one party decides how to react to or deal with the part that it sees as the source of the conflict, and both parties try to hurt each other and thwart each other's goals.

manifest conflict

The MOST LIKELY source of process losses on tasks with pooled interdependence is that group members __________.

may inadvertently duplicate the efforts of other members by performing tasks that have already been completed

The ability of an organization's culture to motivate employees and increase its effectiveness is directly related to the way in which __________.

members learn the organization's values

Effective work groups perform at lower than optimal levels when they __________.

minimize communication

Ethical values and rules do all of the following EXCEPT __________.

minimize the organization's chances of hiring the best job applicants

A manager tells employees about the new reward and punishment system that she is going to implement in the group. She spends far more time discussing rewards and explains that she believes that all employees can earn the rewards if they devote the right amount of effort to their work. She is very encouraging. The manager is MOST LIKELY trying to ________ her employees.

motivate

Nonprogrammed decisions can become programmed decisions if they ________.

need to be made repeatedly

If an organization wanted to minimize the danger of workplace violence it would be LEAST LIKELY to __________.

offer a harsh warning for the first offense of violence

Power is BEST defined as the ability of __________.

one person or group to cause another person or group to do something that they might not otherwise have done

Providing child care so that parents do not have to worry about their children and allowing flexible work schedules to help employees manage work-life linkages are both examples of __________.

organizational methods of problem-focused coping

March and Simon's administrative decision-making model explains how _________.

people actually make decisions in organization

An organization that is risk averse will prefer that its groups' tasks involve _________.

pooled task interdependence

Which of the following is LEAST LIKELY to be a class covered under an employee health management program?

prioritize effectively

All of the following are objective measures of performance EXCEPT __________.

quality of interpersonal interactions

When an apprentice woodworker who has just joined a group of custom furniture makers is told that he can select the order in which he learns to make the different types of furniture, the __________ tactic of role orientation is being used.

random

Bruce is a middle manager who is in the running for an upper management position. During an interview with the hiring committee, he pays the most attention to an older gentlemen who seems to command a great deal of authority. Bruce watches the man's changes in facial expressions during his responses and modifies his answers accordingly. Bruce does not pay attention to or make eye contact with a woman on the end who is quiet and not as well dressed. It turns out that the woman on the end has the most authority in the hiring process and did not care for Bruce's lack of eye contact. She decided the team would keep searching for the right candidate. Bruce failed to __________.

recognize who holds power

Methods of coping with stress that involve dealing with and controlling stressful feelings and emotions include all of the following EXCEPT __________.

redesigning jobs

A group is trying to decide how to spend government aid. The group asks outside experts to come in and give their opinion. The manager decides that she thinks the first expert had great points and she lets all group members know that she supports that option. Everyone agrees with her, but she has a sinking suspicion that this is only because she will soon be determining who is getting bonuses. She is worries that there might be flaws with the chosen option. In the future, she could BEST avoid the possibility of groupthink by ________.

refraining from giving her opinion until everyone has expressed their view

The __________ is the tendency for people to predict the likelihood of an event based on the extent to which the event is typical of similar past events.

representative heuristic

Awards dinners, newspaper releases, and employee promotions are examples of __________.

rites of enhancement

A company hires two new employees. While Ellen is training Seth, she gives him a detailed explanation of what he has to do and what he should do if he wants to be promoted in the company. Jenny, who has been working at the company for years, has a very different position than Thomas, the new employee whom she is training. She tells him all about her job and expectations, but has little information to give him on what his job will entail. What is Thomas MOST LIKELY to feel?

role ambiguity

The potential for _________ exists when individuals work in groups in which their individual performances are not readily observable.

social loafing

An inert organization would be best characterized as _________.

stuck

The principle of __________ emphasizes that in order to create a learning organization, managers must recognize how learning at the individual and group levels affect each other.

systems thinking

Which of the following is NOT a component of organizational culture?

technology

A manager is in charge of deciding where the new branch should be located. A subordinate provides as much information as he can to the manager about a specific building that has space available, and the manager opts for that building because he doesn't have time to explore other options. The manager is NOT engaging in __________.

the classical model of decision making

Which of the following is LEAST LIKELY to increase as more members join a work group?

the level of motivation

Conflict will MOST LIKELY occur between __________.

the local police and the FBI agents when they are working on the same case

On her first day on the job, Sandra Washington forgot her umbrella and returned from lunch soaking wet. Since that first day, she has never had a problem with remembering things related to her job, and she has not forgotten her umbrella. At the end of her first year on the job, her supervisor noted on Sandra's performance appraisal that Sandra had a problem with forgetfulness. This incident is an example of _________.

the primacy effect

Real communication occurs when ________.

the sender and receiver attribute the same meaning to the message

A manager should know that if his employees are being watched by other group members while they are performing their tasks, this can lead to a decreased performance if __________.

the task is difficult or complex

Which of the following is the LEAST LIKELY reason an organization would resort to restructuring?

to adapt incrementally to the marketplace

Members of the International Expansion Research Task Force at Hands-on Corporation come from manufacturing, research and development, marketing, and engineering. The youngest member is 23 years old; the oldest will retire next spring at age 65. Two of the members have bachelor's degrees, several have no college degree, and one has a doctorate in theology. Based on these factors, the International Expansion Research Task Force should NOT expect __________.

to have problems that could be attributed to a homogeneous group

When _________ are used to assess performance, personal characteristics that are deemed relevant to job performance are evaluated.

traits

All of the following are organizational impediments to change EXCEPT _________.

uncertainty and insecurity

The use of behaviors to evaluate worker performance focuses on __________.

what the worker does

Managers fear that 360-degree appraisals __________.

will turn into popularity contests at the workplace

Goals should be difficult

"Shoot for the moon, even if you miss you'll land among the stars," points to what characteristic of high motivation goals?

__________ indicates that outcomes (pay) should be distributed in proportion to inputs (performance).

Equity theory

True

Experienced responsibility for work outcomes is the extent to which employees feel they are personally responsible or accountable for their job performance.

dysfunctional motivation

A social scientist studying motivation would MOST LIKELY explain that arriving at work late or ignoring organizational rules are the results of __________.

True

A need is a requirement for survival and well-being.

expectancy

A person with high self-efficacy is MOST LIKELY to have high __________.

Mike Barry, editor of the Carole Creek Times, has to decide which one of two reporters he will fire because the newspaper is losing money. Mike has to make this decision MOST LIKELY because of __________.

A problem

True

An employee's perception of overall fairness in his or her organization is called organizational justice.

Which of the following BEST describes the relationship between group size and social loafing?

As the size of the group increases, the tendency for group members to put forth less effort increases.

True

Autonomy is the degree to which a job allows an employee the freedom and independence to schedule work and decide how to carry it out.

False

According to Maslow's hierarchy of needs, higher-level needs take precedence over lower-level needs.

True

According to Maslow, self-actualization is the highest-level need.

their level of education

According to the social information processing model, the way employees view their jobs and their levels of intrinsic and extrinsic motivation are NOT affected by __________.

__________ is a strategy for generating and acquiring knowledge that managers can use to define an organization's desired future state and to plan a change program enabling it to reach that state.

Action research

If Kristy isn't able to develop her abilities further at her job, she will increase the amount of effort she puts into relationships with co-workers

Alderfer and Maslow would disagree over which of the following situations?

less; little job security

Contingent employees will MOST LIKELY feel __________ organizational commitment than/as regular employees because of __________.

She has a good case against her company for hostile work environment sexual harassment.

Bonnie works for Thermal Appliances, Inc. as a salesperson. In her twelve years with the company, she has experienced occasional situations in which male employees have told sexually-explicit jokes in her presence, sent sexually-explicit emails, and made inappropriate comments about her clothing and appearance. Over the years, Bonnie has informed her superiors of the inappropriate behavior, but no measures were ever taken to condemn it. She recently decided that this behavior was bothering her to the point of affecting her work and her desire to stay with the company. Because of this she made an appointment to speak with a lawyer about her options. What will her lawyer's advice MOST LIKELY be?

The similar-to-me effects is when someone identifies with someone else who they perceive as similar to themselves and views them in a more positive light than someone who is dissimilar. It has a negative impact on diversity because the perceiver views people who are dissimilar to them negatively, which could be a more common occurrence in a more diverse workplace.

Briefly define the similar-to-me effect. What is the impact on diversity?

Which statement MOST accurately reflects a devil's advocate's response to persuasive communication?

Devil's advocates are not easily swayed by emotional appeals

role-playing and self-awareness activities

Diversity training MOST LIKELY includes __________.

__________ is the process by which members of an organization choose a specific course of action to respond to problems and opportunities.

Decision making

___________ involve groups of employees who meet regularly to discuss the way work is performed in order to find new ways to improve performance.

Quality circles

True

Rather than being only one theory, need theory is actually a group of theories about work motivation.

Which of the following statements on relational contracts is FALSE?

Relational contracts contain limited obligations

__________ are unofficial bits of information on topics that are important or interesting to an organization's members.

Rumors

False

Salancik and Pfeffer propose that how employees perceive and respond to the design of their jobs is influenced by their moods.

True

Salient individuals are often perceived in more extreme terms (positive or negative) than inconspicuous members of a group are perceived.

True

Schemas are resistant to change.

minimize stereotypes and discrimination

Schemas help people do all of the following EXCEPT __________.

True

Scientific management is a set of principles and practices stressing job simplification and specialization.

False

Sexual harassment is a "victimless crime".

__________ specify in writing the best way to perform a particular task.

Standard operating procedures

True

Stereotypes are dysfunctional schemas because they are often based on inaccurate information about the interests, beliefs, capabilities, or behaviors of individuals.

__________ is the experience of opportunities or threats that people perceive as important and question their abilities to handle effectively.

Stress

What BEST describes the relationship between stress and job performance?

Stress can lead to a lower level or increased level of job performance

primacy effect

The __________ is the biased perception that results when the first pieces of information that people have about some target have an inordinately large influence on their perception of the target.

situation

The __________ is the context in which perception takes place.

False

The characteristics of a target of perception cannot influence perceptions held by others.

high

The job characteristics model assumes workers will have increased job satisfaction when the critical psychological states are __________.

False

The job characteristics model reveals exactly how long it takes to perform a task and the best way to perform it.

contribute inputs to their jobs and to the organization

The key challenge facing managers in terms of motivation is how to encourage employees to __________.

True

The key goal of scientific management is maximizing performance.

True

The motivating potential score (MPS) is a measure of the overall potential of a job to foster intrinsic motivation.

True

The perceptual process does not always yield accurate perceptions.

False

The primacy effect enables us to see other people as they really are.

informational

The question, "Has your supervisor been candid in his/her communications with you?" MOST relates to _________ justice.

Job design and goal setting

__________ focus primarily on how to motivate employees to contribute their inputs to their jobs and organizations.

Valence

__________ refers to the desirability of an outcome to an individual employee.

Scientific management

__________ was one of the earliest systematic approaches to job design.

Intrinsically motivated

__________ work behavior is performed for its own sake.

Schema

__________, which allows people to organize and interpret information about a given target of perception, determine the way a target is perceived.

Group decision making is MOST LIKELY to have clear advantages over individual decision making when _________.

a decision requires expertise in different areas

Which of the following organizations is LEAST LIKELY resistant to change?

a small consulting firm with an equal power distribution

Many companies have found that implementing a TQM program is not always easy because it requires workers and managers to ________.

adopt a different way of viewing their roles