Test 3

Workers who face discrimination in their jobs in the United States are best protected by ______ legislation.

EEO. The effort to reduce discrimination in employment based on racial, ethnic, and religious bigotry and gender stereotypes began with Title VII of the Civil Rights Act of 1964. job it is to enforce antidiscrimination and other employment-related laws.

According to Maslow, office parties, company softball teams, and management retreats provide self-actualization needs.

False The love need is a need for friendship or affection; for example, office parties, company softball teams, and management retreats. Self-actualization needs are the highest-level need, such as a need for self-fulfillment by increasing competence, or using abilities to the fullest.

Cognitive dissonance can cause conflicts at work, make you feel fatigued all the time, and generate problems like insomnia, backaches, headaches, and chest pain.

False, stress causes this. The American Institute of Stress estimates that workplace stress costs the U.S. economy over $300 billion a year in health care, missed work, and stress-reduction treatment.

When the company closed his plant and permanently dismissed most of the employees who worked there, Randy was subject to the process known as dismissal for cause.

False. A downsizing is a permanent dismissal; there is no rehiring later. An automaker discontinuing a line of cars or on the path to bankruptcy might permanently let go of its production employees.

In adjourning, conflicts are resolved, close relationships develop, and unity and harmony emerge.

False. A group may evolve into a team through five stages: forming, storming, norming, performing, adjourning.

An employee assistance program focuses on self-responsibility, nutritional awareness, relaxation techniques, physical fitness, and environmental awareness.

False. A holistic wellness program focuses on self-responsibility, nutritional awareness, relaxation techniques, physical fitness, and environmental awareness.

A person who scores high on the openness to experience personality dimension is typically relaxed, secure, and unworried.

False. As a personality dimension, emotional stability is how relaxed, secure, and unworried one is. Openness to experience is how intellectual, imaginative, curious, and broadminded one is.

Negotiations between management and employees about disputes over compensation, benefits, working conditions, and job security are referred to as the union-management debate.

False. Collective bargaining consists of negotiations between management and employees about disputes over compensation, benefits, working conditions, and job security.

Job satisfaction is an individual's involvement, satisfaction, and enthusiasm for work.

False. Employee engagement is an individual's involvement, satisfaction, and enthusiasm for work. Job satisfaction is the extent to which you feel positive or negative about various aspects of your work.

For Megan, a program manager, her performance review at the end of the year included feedback from her four employees, her boss, another accounting manager, several clients, and even a few employees in other departments with whom she worked recently. This is an example of an employee survey.

False. In the 360-degree assessment, or 360-degree feedback appraisal, employees are appraised not only by their managerial superiors but also by peers, subordinates, and sometimes clients, thus providing several perspectives.

Members of a group that are asking "What's next?" are in the performing stage of team development.

False. In the final stage, adjourning, members prepare for disbandment. For the individual, the question now is "What's next?" For the team, the issue is "Can we help members transition out?"

Job enlargement enables workers to focus on doing more of the same task to increase productivity.

False. Job simplification is the process of reducing the number of tasks a worker performs. When a job is stripped down to its simplest elements, it enables a worker to focus on doing more of the same task, thus increasing employee efficiency and productivity. The opposite of job simplification, job enlargement consists of increasing the number of tasks in a job to increase variety and motivation.

Profit sharing bases pay on one's results on the job.

False. Pay for performance bases pay on one's results.

Thought is the process of interpreting and understanding one's environment.

False. Perception is the process of interpreting and understanding one's environment

Selection is the process of locating and attracting qualified applicants for jobs open in the organization.

False. Recruiting is the process of locating and attracting qualified applicants for jobs open in the organization.

Research reveals that reactive people tend to be more satisfied with their jobs, committed to their employer, and produce more work than nonproactive individuals.

False. Research reveals that proactive people tend to be more satisfied with their jobs, committed to their employer, and produce more work than nonproactive individuals.

The tendency of people to exert more effort when working in groups than when working alone is known as social loafing.

False. Social loafing is the tendency of people to exert less effort when working in groups than when working alone.

The acquired needs theory states that three needs—achievement, affiliation, and money—are the major motives determining people's behavior in the workplace.

False. The acquired needs theory states that three needs—achievement, affiliation, and power—are major motives determining people's behavior in the workplace.

The metaphor for an invisible barrier preventing women and minorities from being promoted to top executive jobs is the steel curtain.

False. The glass ceiling is the metaphor for an invisible barrier preventing women and minorities from being promoted to top executive jobs.

In two-tier wage contracts, veteran employees are paid less or receive fewer benefits than new employees.

False. The pressure of competition abroad and deregulation at home has forced many unions to negotiate two-tier wage contracts, in which new employees are paid less or receive fewer benefits than veteran employees have.

Reinforcement theory attempts to explain behavior change by suggesting that behavior with negative consequences tends to be repeated, whereas behavior with positive consequences tends not to be repeated.

False. behavior with positive consequences tends to be repeated, whereas behavior with negative consequences tends not to be repeated. The use of reinforcement theory to change human behavior is called behavior modification.

______ proposed that work satisfaction and dissatisfaction arise from different sets of causes.

Herzberg's two-factor theory. Herzberg's two-factor theory proposed that work satisfaction and dissatisfaction arise from two different factors: work satisfaction from motivating factors and work dissatisfaction from hygiene factors.

____________ is (are) defined as those stable psychological and behavioral attributes that give you your identity. `

Personality. Personality consists of the stable psychological traits and behavioral attributes that give a person his or her identity. As a manager, you need to understand personality attributes because they affect how people perceive and act within the organization.

______ refers to educating technical and operational employees in how to better do their current jobs.

Training. Training refers to educating technical and operational employees in how to better do their current jobs.

Assuming they have choices, people will make the choice that promises them the greatest reward if they think they can get it.

True

Employee engagement is defined as an individual's involvement, satisfaction, and enthusiasm for work.

True

In sexual harassment, the harasser may be a(n) outsider, coworker, supervisor, or someone of the same sex.

True

Internal dimensions of diversity are those human differences that exert a powerful, sustained effect throughout every stage of our lives: gender, age, ethnicity, race, sexual orientation, and physical abilities.

True

Low self-efficacy is associated with learned helplessness, the debilitating lack of faith in one's ability to control one's environment.

True

Personality conflict is defined as interpersonal opposition based on personal dislike, disagreement, or differing styles.

True

Personality conflicts often begin with instances of workplace incivility, or employees' lack of regard for each other which, if not curtailed, can diminish job satisfaction and organizational loyalty.

True

Punishment is the application of negative consequences to stop or change undesirable behavior.

True

Since internals seem to have a greater belief that their actions have a direct effect on the consequences of that action, internals likely would prefer and respond more productively to incentives such as merit pay or sales commissions.

True

The Abilene paradox is the tendency of people to go along with others for the sake of avoiding conflict.

True

For a manager, building an effective team requires work, but the payoff is _____.

a stronger, better-performing work unit. As a manager, building a high-performance team requires some work, but the payoff will be a stronger, better-performing work unit.

The final stage of group and team development is known as _____.

adjourning. In the final stage, adjourning, members prepare for disbandment. Having worked so hard to get along and get something done, many members feel a compelling sense of loss. For the individual, the question now is "What's next?" For the team, the issue is "Can we help members transition out?"

content perspectives

aka need-based perspectives, theories that emphasize the needs that motivate people

Since Frank believes that external forces control him, he may do best in a highly structured job that requires greater compliance. This is an example of _________.

an external locus of control. indicates how much people believe they control their fate through their own efforts. external forces control you. Employees with external locus of control might do better in highly structured jobs requiring greater compliance.

The question "What was the best idea you ever sold to a supervisor, teacher, peer, or subordinate?" would be used in which type of interview situation?

behavioral-description interview. the interviewer explores what applicants have actually done in the past. This question [asked by the U.S. Army of college students applying for its officer training program] is designed to assess the applicant's ability to influence others.

"I'm going to buy a Ford to support the U.S. auto industry" is an example of which component of attitude?

behavioral. The behavioral component of an attitude, also known as the intentional component, refers to how one intends or expects to behave toward a situation.

3. norming

conflicts resolved, close relationships develop, & unity & harmony emerge.

According to the integrated model, motivation is affected by both personal factors and ________ ones.

contextual. The individual personal factors that employees bring to the workplace range from personality, to ability, to emotions, to attitudes. The contextual factors range from organizational culture, to cross-cultural values, to the physical environment, and other matters.

2. Storming

emergence of individual personalities & roles & conflicts w/in the group.

Which of the following is not a contextual factor of motivation?

employee personality. Contextual factors of motivation include organizational culture, cross-cultural values, physical environment, rewards and reinforcement, group norms, communication technology, leader behavior, and organizational design.

You may compare your ratio of inputs to outputs to the ratio of others at your place of employment in a process described by ______ theory.

equity. Equity theory suggests that people compare the ratio of their own outcomes to inputs against the ratio of someone else's outcomes to inputs.

According to expectancy theory, the primary elements that determine how willing an employee is to work hard at tasks important to an organization, those that relate effort, performance, and outcomes, are _____.

expectancy, instrumentality, and valence. Your motivation, according to expectancy theory, involves the relationship between your effort, your performance, and the desirability of the outcomes (such as pay or recognition) of your performance. The three elements are expectancy, instrumentality, and valence.

Arbitration is the process in which a neutral third party, a mediator, listens to both sides in a dispute, makes suggestions, and encourages them to agree on a solution.

false. Mediation is the process in which a neutral third party, a mediator, listens to both sides in a dispute, makes suggestions, and encourages them to agree on a solution. Arbitration is the process in which a neutral third party, an arbitrator, listens to both parties in a dispute and makes a decision that the parties have agreed will be binding on them.

Before applying, Carlos read the job analysis for the available position, which said that the responsible party reviews contracts for technical accuracy and completeness, and tracks invoices against the executed contracts.

false. Once the fundamentals of a job are understood, then you can write a job description, which summarizes what the holder of the job does and how and why he or she does it.

Three types of selection tools, including background information, interviewing, and social media tests, help predict how well the candidate will perform the job and how long he or she will stay.

false. The selection process screens job applicants to hire the best candidate. Essentially this becomes an exercise in prediction: how well will the candidate perform the job and how long will he or she stay? Three types of selection tools are background information, interviewing, and employment tests.

Because of globalization and information technology, the United States has an advantage in knowledge workers.

false. knowledge worker concerned w/ generating/interpreting info. b/c of globalization and IT, US no longer has advantage. in danger of slipping behind b/c of the advancement of other countries; offshoring sophisticated jobs; decrease in math & science skills & other factors.

A committee investigating the impacts of health care reform on the organization is an example of a(n) _____.

formal group. A formal group is a group established to do something productive for the organization and is headed by a leader. A formal group may be a division, a department, a work group, or a committee. It may be permanent or temporary.

1. Forming

getting oriented & getting acquainted.

When physically attractive people are also assumed to be smarter and nicer, which perception distortion has occurred?

halo effect. Traits like being smarter and nicer have been attributed to attractive people. This situation is an example of the halo effect, in which we form an impression of an individual based on a single trait.

People often do volunteer work for the ______ rewards.

intrinsic. An intrinsic reward is the satisfaction, such as a feeling of accomplishment, that a person receives from performing the particular task itself. An intrinsic reward is an internal reward; the payoff comes from pleasing yourself.

When one department store authorized thousands of its sales clerks to handle functions normally reserved for store managers, such as handling merchandise-return problems and approving customers' checks, they gave them more responsibility, a _________ technique.

job enrichment. given more responsibility such as taking on chores that would normally be performed by their supervisors.

The four major perspectives on motivation include all except_____.

job satisfaction. The four perspectives on motivation are (1) content, (2) process, (3) job design, and (4) reinforcement.

Although ______ are typically unwritten and seldom discussed openly, they have a powerful influence on group and organizational behavior.

norms. point up the boundaries between acceptable and unacceptable behavior.

Computer-assisted instruction is usually a form of _____.

off-the-job training. Off-the-job training consists of classroom programs, videotapes, workbooks, and the like. Lots of off-the-job training consists of computer-assisted instruction (CAI), in which computers are used to provide additional help or to reduce instructional time.

Salaried executive, administrative, and professional employees are exempt from ______ rules.

overtime. According to the Fair Labor Standards Act of 1938, salaried executive, administrative, and professional employees are exempt from overtime rules.

The continuous cycle of improving job performance through goal setting, feedback and coaching, and rewards and positive reinforcement is known as ______.

performance management. Performance management is the continuous cycle of improving job performance through goal setting, feedback and coaching, and rewards and positive reinforcement.

5. adjourning

prepare for disbandment.

Jason is more apt to take initiative and persevere to influence the environment; he has a(n) ______ personality.

proactive. Someone who has a proactive personality is more apt to take initiative and persevere to influence the environment. Research reveals that proactive people tend to be more satisfied with their jobs, committed to their employer, and produce more work than non-proactive individuals.

The workers on the night shift at a manufacturing plant would be considered a(n) ______ team.

production. Production teams are responsible for performing day-to-day operations. Examples are mining teams, flight-attendant crews, maintenance crews, assembly teams, data processing groups, and manufacturing crews.

intrinsic reward

satisfaction in performing the task itself, such as the feeling of accomplishment

extrinsic reward

satisfaction in the payoff from others

Applications, résumés, interviews, and employment tests are known as ______ tools.

selection. The selection process is the screening of job applicants to hire the best candidate. Three types of selection tools are background information (including applications and résumés), interviewing, and employment tests.

Competence, autonomy, and relatedness are the primary motivations for behavior according to _____.

self-determination theory. To achieve psychological growth, according to self-determination theory, people need to satisfy the three innate (inborn) needs of competence, autonomy, and relatedness.

When much of her work was automated with a new computerized system, Brittany became unsure of her ability to do her job. Sara, her boss, has been mentoring her to improve her __________.

self-efficacy. Self-efficacy is a belief in one's personal ability to do a task. It's about your personal belief that you have what it takes to succeed. Employees' expectations can be improved through guided experiences, mentoring, and role modeling.

In ______ teams, the traditional clear-cut distinction between manager and managed is blurred as nonmanagerial employees are delegated greater authority and granted increased autonomy.

self-managed. Self-managed teams are defined as groups of workers who are given administrative oversight for their task domains. The traditional clear-cut distinction between manager and managed is being blurred as nonmanagerial employees are delegated greater authority and granted increased autonomy.

Which of the following is not a consideration in building a group into an effective team?

seniority. The considerations in building a group into an effective team are (1) cooperation, (2) trust, and (3) cohesiveness. These are followed by (4) performance goals and feedback, (5) motivation through mutual accountability, (6) size, (7) roles, (8) norms, and (9) awareness of groupthink.

Empathy and organizational intuition are a part of which emotional intelligence (EI) trait?

social awareness. Within emotional intelligence (EI), social awareness includes empathy, allowing you to show others that you care, and organizational intuition, so you keenly understand how your emotions and actions affect others.

4. performing

solving problems & completing assigned task.

Marcie frequently requests meetings between her team and counterparts in Portland. She often spots issues that will affect both groups and wants to work openly on coordination so there are no surprises for anyone. Marci plays a ______ role for her team.

task. consists of behavior that concentrates on getting the team's tasks done. task roles: coordinators, who pull together ideas & suggestions; orienteers, who keep teams headed toward stated goals; initiators, who suggest new goals/ideas; & energizers, who prod people 2 move along/accomplish more.

A collection of five employees who are studying industry pay scales, with the goal of making recommendations for adjusting pay grades within their company, is known as a(n) _____.

team. A team is defined as a small group of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable.

A self-fulfilling prophecy is also known as __________.

the Pygmalion effect. The Pygmalion effect, also known as self-fulfilling prophecy, describes the phenomenon in which people's expectations of themselves or others lead them to behave in ways that make those expectations come true.

Needs

the physiological or psychological deficiencies that arouse behaviors

motivation

the psychological processes that arouse and direct goal-directed behavior

The number one reason people quit their jobs is their dissatisfaction with _____.

their supervisors. The number one reason people quit their jobs is their dissatisfaction with their supervisors, not their paychecks. Industrial psychologist B. Lynn Ware suggests that if you learn valued employees are disgruntled, you should discuss it with them.

The purpose of the strategic human resource management process is to get optimal work performance to help realize the company's mission and vision.

true.

According to equity theory, no matter how fair managers think the organization's policies, procedures, and reward system are, each employee's perception of those factors is what counts.

true. Employee perceptions are what count. According to equity theory, no matter how fair managers think the organization's policies, procedures, and reward system are, each employee's perception of those factors is what counts.

Belittling the importance of the inconsistent behavior is one way to reduce cognitive dissonance.

true. Social psychologist Leon Festinger proposed the term cognitive dissonance to describe the psychological discomfort a person experiences between his or her cognitive attitude and incompatible behavior. It can be reduced by belittling the importance of the inconsistent behavior.

Teams with nine or fewer members have better interaction and morale, yet they also have fewer resources, are possibly less innovative, and may have work unevenly distributed among members.

true. ... Teams of 10 to 16 members have more resources and can take advantage of division of labor, yet less interaction, lower morale, and social loafing may characterize them.

According to Maslow's hierarchy of needs, taking a sabbatical leave to further personal growth is an example of the self-actualization need.

true. ... This is the highest-level need and is a need for self-fulfillment: increasing competence and using abilities to the fullest.

Conflict is a perfectly normal state of affairs.

true. Conflict is a process in which one party perceives that its interests are being opposed or negatively affected by another party. Conflict is simply disagreement, a perfectly normal state of affairs.

Goal-setting theory suggests that employees can be motivated by goals that are specific and challenging, but achievable.

true. Goal-setting theory suggests that employees can be motivated by goals that are specific and challenging but achievable. It is natural for people to set and strive for goals; however, the goal-setting process is useful only if people understand and accept the goals.

Stereotyping the opposition, rationalization, and peer pressure are symptoms of groupthink.

true. How do you know that you're in a group or team that is suffering from groupthink? Some symptoms include feelings of invulnerability and inherent morality, stereotyping of opposition, rationalization, self-censorship, and the illusion of unanimity, peer pressure, and mindguards.

According to the acquired needs theory, those who tend to seek social approval and satisfying personal relationships may have a high need for affiliation.

true. If you have a high need for power, that means you enjoy being in control of people and events and being recognized for this responsibility. But if you tend to seek social approval and satisfying personal relationships, you may have a high need for affiliation.

Devil's advocacy and the dialectic method are forms of programmed conflict designed to elicit different opinions without inciting people's personal feelings.

true. Programmed conflict is designed to elicit different opinions without inciting people's personal feelings. The method for getting people to engage in this debate of ideas is to do disciplined role playing, for which two proven methods are available: devil's advocacy and the dialectic method.

If you start a new job and find the description and criteria for promotion to be vague, role ambiguity has occurred.

true. Role ambiguity occurs when others' expectations are unknown. Example: You find your job description and the criteria for promotion vague, a complaint often voiced by newcomers to an organization.

Since so many people approach compromise situations with a win-lose attitude, they may be disappointed and feel cheated.

true. The benefit of compromise is that it is a democratic process that seems to have no losers. However, since so many people approach compromise situations with a win-lose attitude, they may be disappointed and feel cheated.

Openness, equality, empathy, supportiveness, and positiveness are behaviors that enable you to work on disagreements and keep them from flaring into out-of-control personality conflicts.

true. There are five basic behaviors that enable you to work on disagreements and keep them from flaring into out-of-control personality conflicts: openness, equality, empathy, supportiveness, and positiveness.

There are two different approaches to job design. The traditional approach to job design is to fit people to the jobs; the modern way is to fit the jobs to the people.

true. There are two different approaches to job design, one traditional and one modern, that can be taken in deciding how to design jobs. The traditional way is fitting people to jobs; the modern way is fitting jobs to people.

According to one study, middle-aged male employees tend to have stable attitudes toward their work, even when they change jobs.

true. In one study, researchers found attitudes of 5,000 middle-aged male. Men w/ positive attitudes tended to stay positive, those with negative tended to stay negative. even those who changed jobs/occupations expressed same attitudes they had previously.

Gestures such as constructive statements about the department, expression of personal interest in the work of others, suggestions for improvement, training of new people, the caring for organizational property, and punctuality and attendance well beyond standard or enforceable levels are examples of organizational citizenship behaviors.

true. behaviors that are not directly part of employees' job descriptions that exceed their work-role requirements. also respect for the spirit as well as the letter of housekeeping rules.

If managers are able to increase job satisfaction, employees may show higher levels of commitment, which in turn can elicit higher performance and reduce employee turnover. This is an example of organizational commitment.

true. reflects the extent to which an employee identifies with an organization and is committed to its goals.

When the two newly hired analysts compared notes, they found that their interviews had been quite different. Each was long and involved, but the content of the questions varied based on previous employment and education. They confirmed that this company used a(n) ______ interview.

unstructured. Like an ordinary conversation, an unstructured interview involves asking probing questions to find out what the applicant is like. There is no fixed set of questions asked of all applicants and no systematic scoring procedure.

According to expectancy theory, your ______ is low if you don't think a bonus or raise is going to be big enough to justify working evenings and weekends.

valence. Valence is value, the importance a worker assigns to the possible outcome or reward. Your valence might be low because you don't think the bonus or raise is going to be high enough to justify working evenings and weekends.

Employers must consider an employment test's ______, whether or not it measures what it purports to measure and is free of bias.

validity. One legal consideration is the employment test's validity, whether the test measures what it purports to measure and is free of bias.

Compensation, recognition, and status are common ______ in the workplace.

values. From a manager's point of view, it's helpful to know that values are those concepts, principles, things, people, or activities for which a person is willing to work hard, and even make sacrifices. Compensation, recognition, and status are common values in the workplace.

Which of the following is most important for the team leader to encourage during the storming stage of group and team development?

voicing of disagreements. In the storming stage, the leader should encourage members to suggest ideas, voice disagreements, and work through their conflicts about tasks and goals.