exam 1 ob multiple choice

Which of the following statements about exit interviews is true? Group of answer choices A departing employee's manager should always conduct the exit interview because the immediate supervisor knew the employee best. An exit interview always indicates why an employee is departing a firm. An exit interview always indicates how management can improve so other employees will not leave. An exit interview should be conducted by a member of the human resource department for best results.

An exit interview should be conducted by a member of the human resource department for best results.

Which of the following statements regarding job performance is INCORRECT? Group of answer choices Measures of job performance include the speed and accuracy with which the job is performed. One of the powerful influences on job performance is how we are treated at work. Contrary to what most people would think, stress has very little impact on job performance. Work attitudes, like job satisfaction, are moderate correlates of job performance.

Contrary to what most people would think, stress has very little impact on job performance.

Which of the following statements regarding first impressions is INCORRECT? Group of answer choices First impressions are fleeting impressions. First impressions are resilient even in the face of contrary evidence. First impressions become independent of the evidence that created them. First impressions are stable impressions.

First impressions are fleeting impressions.

Which of the following scenarios is likely to produce low levels of citizenship behaviors? Group of answer choices Maria is an agreeable, conscientious employee of a large conglomerate. Randall's boss is extremely family-oriented and recently allowed him to leave work early to attend his son's after-school soccer game. Horatio is a young engineer with negative affectivity. Jennifer is a devoted employee who is happy at her work.

Horatio is a young engineer with negative affectivity.

An example of an operational decision is Group of answer choices Should we consider a merger with our biggest competitor? How often do I go back to the stockroom to get additional products for display? Should we develop a new corporate structure? Which advertising firm should we choose for our fall advertising campaign?

How often do I go back to the stockroom to get additional products for display?

Which of the following statements about attribution is correct? Group of answer choices Attributions depend only on consensus, distinctiveness and consistency. When faced with poor performance, one punishes the person more if we make an external attribution. If someone's failure is due to internal causes, we feel empathy and offer help. If we make an external attribution to someone's goal achievement, we are less likely to reward the individual.

If we make an external attribution to someone's goal achievement, we are less likely to reward the individual.

Which of the following statements regarding race diversity in the American workplace is correct? Group of answer choices Highly-paid minority managers indicate that they have experienced very few situations in the workplace where race was an issue. A majority of American employees surveyed indicate that their firms are quite effective at hiring and promoting minorities. Ethnic minorities experience a slight wage gap but no glass ceiling. Overt discrimination against ethnic minorities still occurs in many workplaces.

Overt discrimination against ethnic minorities still occurs in many workplaces.

Which of the following is NOT an unrealistic assumption made in the rational decision making model? Group of answer choices People completely understand the decision to be made. People know all their available choices. People want to make optimal decisions. People have perceptual biases.

People have perceptual biases.

Which of the following statements regarding power distance and teams is correct? Group of answer choices People in high power distance countries expect unequal power distribution in the social, political and economic areas. Countries with high power distance tend to use participative decision making. Countries high in power distance tend to use sports metaphors more often in training than family metaphors. Countries with high power distance define the roles of team members very clearly.

People in high power distance countries expect unequal power distribution in the social, political and economic areas.

Which of the following statements regarding work attitudes and job performance is accurate? Group of answer choices Work attitudes are more strongly related to job performance than they are to organizational citizenship behaviors. If you want to perform better, you will actually perform better. Workforce satisfaction has an impact on profitability. People who are happy at work are more satisfied in their overall life too.

People who are happy at work are more satisfied in their overall life too.

Which of the following statements about work attitude causes is accurate? Group of answer choices Job satisfaction is purely environmental. Person/job fit is positively related to job satisfaction. Psychological contract breach leads to high job satisfaction. Organizational justice results in psychological contract breach.

Person/job fit is positively related to job satisfaction.

Research on absenteeism indicates which of the following statements to be accurate? Group of answer choices Problems in job design can result in absenteeism. Older individuals, because they are more likely to have health problems, are more likely to be absent from work. Employees who are permitted to manage their work schedules with regard to time at the company are more likely to be absent. Absenteeism saves organizations money because the company does not have to pay employees who are absent from their jobs.

Problems in job design can result in absenteeism.

Which of the following statements regarding team size and diversity is correct? Group of answer choices The more diverse the team, the more likely the team is to engage in groupthink. The rule of thumb for team size is between 10 and 20 members. Teams that believe in the value of diversity perform better than those which do not. Teams whose members have complementary skills are less successful than those with specialized skills.

Teams that believe in the value of diversity perform better than those which do not.

Which of the following statements is INCORRECT with regard to the concept of social loafing? Group of answer choices The incidence of social loafing declines as group size increases. A tendency for social loafing develops when a perception of inequity in regard to rewards and/or blame arises in a group. Social loafing is a consistent effect across groups. Social loafing is a consistent effect across cultures.

The incidence of social loafing declines as group size increases.

Which of the following statements regarding the predictors of organizational citizenship behaviors is FALSE? Group of answer choices The link between ability and citizenship behavior is stronger than the link between motivation and citizenship behavior. The most important factor in determining employee citizenship behavior is how employees are treated by those around them. People with positive affectivity tend to exhibit stronger citizenship behaviors. Older people tend to exhibit stronger citizenship behaviors than younger people.

The link between ability and citizenship behavior is stronger than the link between motivation and citizenship behavior.

Gender discrimination is prohibited by which of the following laws? Group of answer choices Age Discrimination Act Americans with Disabilities Act Title VII of the Civil Rights Act Occupational Safety and Health Act

Title VII of the Civil Rights Act

All of the following statements are correct about top management teams EXCEPT Group of answer choices Top teams are most effective when there is limited diversity in their composition. Top management teams generally function without formal rules for team design or structure. Top management teams are important for their symbolic roles. Top management teams make decisions on new products, markets and expansions and divestitures.

Top teams are most effective when there is limited diversity in their composition.

A decision which centers on how things get done is a(n) Group of answer choices tactical decision. strategic decision. operational decision. programmed decision.

a

Making choices among alternative courses of action, including inaction, is Group of answer choices decision making. programmed decisions. satisficing. consensus

a

Self managed teams typically have all the following goals EXCEPT Group of answer choices increased conflict. improved quality. cost reduction. meeting deadlines.

a

Symptoms of too much cohesion include Group of answer choices failures are blamed on external factors. internal pressures to question the status quo. greater questioning of external constraints. tolerance for deviants.

a

The bounded rationality model should be used to make decisions when Group of answer choices the minimum criteria are clear. you must identify the best option. there is no time pressure. many new solutions need to be generated.

a

The likelihood that findings in a given study would be found in another setting or study is Group of answer choices reliability. validity. meta-analysis. generalizability.

a

A group is Group of answer choices a collection of individuals who interact with each other such that one person's actions have an impact on the others. made up of managers, subordinates, or both with close associations among group members that influence the behavior of individuals in the group. made up of two or more individuals who are associated with one another in ways not prescribed by the formal organization. a cohesive coalition of people working together to achieve happiness.

a collection of individuals who interact with each other such that one person's actions have an impact on the others.

Collective efficacy is Group of answer choices the tendency of individuals to put in less effort when working in a group context. the degree of camaraderie within the group. any aspect of group interaction that inhibits group functioning. a group's perception of its ability to successfully perform well.

a group's perception of its ability to successfully perform well.

Datum is Group of answer choices multiple observations. the consistency of a measure. the truth of a measure. a single observation.

a single observation.

To satisfice is to Group of answer choices generate new ideas that are original, fluent and flexible. set parameters against which all of the potential options can be evaluated. accept the first alternative that meets your general criteria. be influenced by the way in which problems are framed.

accept the first alternative that meets your general criteria.

Match the components of emotional intelligence with their definitions. Group of answer choices <p>Self-awareness</p> <p>Self-management</p> <p>Social awareness</p> <p>Relationship management</p>

accu direc under help

Analyses of companies that utilize teams indicate some impressive results. Team-based organizations tend to show all the following results but Group of answer choices an increase in productivity. a reduction in costs. an increase in revenue. an increase in marketing.

an increase in marketing.

Companies track employee work attitudes through Group of answer choices performance evaluation interviews. attitude surveys. employee suggestions. overhearing workplace conversations.

attitude surveys.

A group where there is a great deal of camaraderie is a group experiencing Group of answer choices group action. cohesion. social loafing. collective efficacy.

b

A series of steps that decision makers should consider if their goal is to maximize their outcome and make the best choice describes Group of answer choices the bounded rationality model. the rational decision-making model. the intuitive decision-making model. the creative decision-making model.

b

A stereotype is Group of answer choices an attribute along which a group is split into subgroups. a generalization about a particular group of people. a way in which people are similar or different from each other. a difference in values, attitudes or beliefs.

b

Attitude surveys conducted by companies produce more useful information if Group of answer choices surveys are completed electronically. the management is perceived as credible by employees. past surveys were conducted but no action has resulted from them. individual survey responses are made public.

b

Organizational commitment is Group of answer choices the feelings people have toward their jobs. the emotional attachment people have toward the company they work for. an unwritten understanding about what the employee will bring to the work environment. also known as emotional intelligence.

b

The systematic study and application of knowledge about how individuals and groups act within the organizations where they work is Group of answer choices clinical psychology. organizational behavior. sociology. economics.

b

Which of the following statements about the personality trait agreeableness is FALSE? Group of answer choices People high in agreeableness tend to exhibit strong helping behavior. All occupations look to hire people who are high in agreeableness. People high in agreeableness tend to be less effective at providing constructive criticism. People high in agreeableness are very likeable and get along well with others.

b

Which of the following statements on the benefits of effective management of diversity is INCORRECT? Group of answer choices Diverse workforces lead to higher-quality decisions. Diverse workforces create cheaper products Diverse workforces lead to lower litigation costs. Diverse workforces have led to higher stock prices for firms.

b

Which of the following is a surface-level diversity trait? Group of answer choices aggressiveness Type A personality being smart being Asian

being Asian

A control group Group of answer choices receives experimental manipulation. is an entity that can take on different values. receives no experimental manipulation. is a tentative guess on an observation that can be tested.

c

A culture categorized by high uncertainty avoidance is Group of answer choices Denmark. Jamaica. Greece. China.

c

A unique, nonroutine, important decision requiring conscious thinking, information gathering, and careful consideration of alternatives is a(n) Group of answer choices programmed decision. operational decision. nonprogrammed decision. decision rule.

c

Which decision-making model would you use when your goals are unclear, there is time pressure, and you have experience with the problem? Group of answer choices the rational decision making model bounded rational model intuitive decision making model creative decision making model

c

Which of the following statements regarding age and how long we have been at the firm and turnover is FALSE? Group of answer choices Programming opportunities offered to new hires, such as orientation, can reduce the turnover of this group. Younger individuals are more likely to turnover than older individuals. Individuals who have been on the job only a short period of time are unlikely to turnover because they just got the job. Younger individuals have an easier time, overall, leaving a job than older individuals.

c

Among the limitations associated with using personality tests in employee selection is Group of answer choices candidate inability to understand the purpose of the personality test. candidates faking their answers. candidates refusing to take personality tests. finding that performance cannot be predicted by personality testing.

candidates faking their answers.

Task roles include contractor, creator, and Group of answer choices cooperator consul. coordinator. completer.

completer.

Boundary spanning roles include coordinator and Group of answer choices consul. cooperator. contributor. critic.

consul.

The _____________ role in a team creates deadlines for the team, schedules production, and sequences tasks. Group of answer choices contractor contributor completer creator

contractor

All of the following are accurate about those with a proactive personality EXCEPT Group of answer choices they have higher levels of performance in their firms. they adjust to new jobs quickly. they may try to change things others are not willing to let go. they often have difficulty making friends.

d

Empowerment means Group of answer choices having the responsibility to reach goals. having the authority to reach goals. having the ability to make decisions. having the responsibility and authority to reach goals.

d

Findings of person/organization fit studies indicate Group of answer choices when people fit their organization, they consistently perform better. when people fit their organization, they are less influential in the firm. when people fit their organization, they tend to leave an organization at about the same rate as those who are organization misfits. when people fit their organization, they are more committed to the organization.

d

Hypotheses are Group of answer choices entities that take on different values. research tools that elicit respondents' reactions to specific questions. the process of writing out thoughts and emotions on a regular basis. tentative guesses for expected observations that can be tested.

d

If you do not have relevant expertise in the issues to make a decision, you should NOT use which decision making model? Group of answer choices bounded rationality decision-making rational decision-making model operational decision-making intuitive decision-making

d

Job satisfaction can be enhanced by Group of answer choices pay at all times; pay is always the key aspect to job satisfaction. reaction to organizational life. Work is stressful, just "suck it up." pulling yourself away from your co-workers and concentrating on the job. person-job fit and person-organization fit.

d

Research suggests which of the following relationships between performance and turnover? Group of answer choices Pay for performance systems have no impact on an employee's likelihood to turnover. The establishment of a pay for performance system in a company guarantees that high performers will stay in the firm. In general, good performers are more likely to leave a firm because other firms readily recognize their skills and actively seek their employment. Poor performers are more likely to quit their jobs compared to high performers.

d

The tendency for decision makers to be influenced by the way that a situation or problem is presented is Group of answer choices escalation of commitment. anchoring. overconfidence bias. framing bias.

d

Which of the following factors is a major predictor of job performance? Group of answer choices work/life balance issues employee age employee personality how we are treated at work

d

Which of the following laws prohibits discrimination based on race, color, sex or national origin? Group of answer choices Age Discrimination Act Americans with Disabilities Act Family and Medical Leave Act Title VII of the Civil Rights Act

d

Idea generation tasks Group of answer choices include actually making something such as a building, product or marketing plan. deal with creative tasks such as brainstorming a new direction or creating a new process. refer to coming up with plans for actions and making decisions. involve team members working on each task simultaneously.

deal with creative tasks such as brainstorming a new direction or creating a new process.

Person/job fit is the Group of answer choices degree to which a person's skill, knowledge, abilities and other characteristics match the job demands. degree to which a person likes an organization. degree to which a person's values, personality, goals and other characteristics match those of the organization. degree to which a person's attitude matches the culture of the work group.

degree to which a person's skill, knowledge, abilities and other characteristics match the job demands.

Person/organization fit is the Group of answer choices degree to which a person's skill, knowledge, abilities and other characteristics match the job demands. degree to which a person likes an organization. degree to which a person's values, personality, goals and other characteristics match those of the organization. degree to which a person's attitude matches the culture of the work group.

degree to which a person's values, personality, goals and other characteristics match those of the organization.

Research on the relationship between personality and job performance indicates Group of answer choices people who are extraverted perform slightly less well than those who are intraverted. dependable people are better performers than those less dependable. there is little relationship between reliability and job performance. achievement-oriented people are so goal-oriented that they often fall short in their performance.

dependable people are better performers than those less dependable.

The data gathered from forecasting helps the recruitment process by: Group of answer choices listing out the tasks, duties, and responsibilities of a job. pointing out the demographic characteristics of the workforce. providing job specifications listing skills required for the job. determining how many people must be hired or trained and with what skills. creating ways to modify, change, and enrich the job.

determining how many people must be hired or trained and with what skills.

Teams differ by all of the following task classes EXCEPT Group of answer choices production tasks. idea generation tasks. development tasks. problem-solving tasks.

development tasks.

Operational decisions are made by Group of answer choices managers. top management teams. employees throughout the organization. CEOs.

employees throughout the organization.

Negative affective people Group of answer choices see "the glass as half full." experience anxiety. are tolerant of others' opinions. help their teams have lower rates of absenteeism.

experience anxiety.

When an incomplete figure appears on a sheet of paper, we are able to discern the entire figure because we Group of answer choices have selective perception. extrapolate from the information available to us. visualize items in isolation. perceive our environment objectively.

extrapolate from the information available to us.

There is a near perfect strong relationship between good person/organization fit and high job performance. Group of answer choices True False

f

Group members in the norming stage Group of answer choices not only get the work done, but they also pay greater attention to how they are doing it. begin to explore their power and influence. find it easy to establish their own ground rules. try to figure out who likes whom.

find it easy to establish their own ground rules.

Characteristics of cohesive groups include all of the following EXCEPT Group of answer choices having a collective identity. working together on a meaningful task. having a random pattern of communication. having a desire to remain as a member of the group.

having a random pattern of communication.

Which of the following is NOT a fundamental factor impacting a group's cohesion? Group of answer choices size height support stability

height

The norming stage in Tuckman's model of group evolution features Group of answer choices uncertainty, with observant, conflict avoidant group members who are trying to achieve several goals at once. competent group members who work interdependently as part of a greater entity. chaos with group members exploring power and influence roles. high energy with group members committed to each other and the overall goal.

high energy with group members committed to each other and the overall goal.

Internal attribution Group of answer choices is the belief that a behavior is caused by the internal characteristics of a person. is the causal explanation given for an observed behavior. explains someone's behavior by referring to the situation. is the tendency to attribute failures to the situation while attributing successes to internal causes.

is the belief that a behavior is caused by the internal characteristics of a person.

The glass ceiling Group of answer choices is based on a faultline in the employee workgroup. is the underrepresentation of women in executive and upper level management positions of companies. is an issue that was a problem until a decade ago. is the result of the less effective leadership styles practiced by women.

is the underrepresentation of women in executive and upper level management positions of companies.

Outcome interdependence Group of answer choices exists when team members may work independently and simply combine their efforts to create the team's output. involves team members working on each task simultaneously. refers to the degree that team members are dependent upon one another to get information, support or materials from other team members to be effective. is when the rewards that an individual receives depend on the performance of others.

is when the rewards that an individual receives depend on the performance of others.

Research on team size suggests Group of answer choices groups larger than 20 members are highly effective. teams with fewer members are less effective at working through differences. larger groups are generally required for very complex tasks. there is little relationship between team size and performance.

larger groups are generally required for very complex tasks.

Internal attribution occurs with Group of answer choices low consensus, high distinctiveness, and high consistency. high consensus, high distinctiveness, and high consistency. low consensus, low distinctiveness, and high consistency. high consensus, low distinctiveness, and high consistency.

low consensus, low distinctiveness, and high consistency.

Overconfidence bias Group of answer choices is the tendency of decision makers to be influenced by the way that problems are framed. occurs when looking backward in time where mistakes seem obvious after they have already occurred. refers to the tendency for individuals to rely too heavily on a single piece of information. occurs when individuals overestimate their ability to predict future events.

occurs when individuals overestimate their ability to predict future events.

Programmed decisions are Group of answer choices unique, nonroutine, and important, requiring conscious thinking, information gathering and careful consideration of alternatives. decisions that are made to set the course of an organization. a set of parameters against which all of the potential options in decision making will be evaluated. ones which occur frequently enough that an automated response is developed for them.

ones which occur frequently enough that an automated response is developed for them.

An attitude is Group of answer choices our opinions, beliefs and feelings about our environment. an outcome of our efforts. the drive that energizes an individual. the degree to which people have freedom to decide how to act.

our opinions, beliefs and feelings about our environment.

Which of the following is not a key factor in understanding what kind of attributions we make? Group of answer choices consistency distinctiveness perception consensus

perception

The relatively stable feelings, thoughts, and behavioral patterns a person has is Group of answer choices values. personality. self-esteem. conscientiousness.

personality.

Which of the following factors is not a cause of high levels of absenteeism in a firm? Group of answer choices positive work attitudes health problems age of the worker work/life balance issues

positive work attitudes

Research indicates that effective organizations tend to Group of answer choices centralize their entire decision making. have a very large differential in pay between the lowest paid employee and the CEO. hire the first person available for any job opening. provide as much employment security as possible to their employees.

provide as much employment security as possible to their employees.

All of the following are factors that researchers focus on to evaluate the level of creativity in the decision making process EXCEPT Group of answer choices fluency. flexibility. rationality. originality.

rationality.

Problem solving tasks Group of answer choices include actually making something such as a building, product or marketing plan. deal with creative tasks such as brainstorming a new direction or creating a new process. refer to coming up with plans for actions and making decisions. involve team members working on each task simultaneously.

refer to coming up with plans for actions and making decisions.

The creative decision-making process Group of answer choices describes a series of steps that decision makers should consider if their goal is to maximize their outcome and make the best choice. recognizes the limitations of decision making processes by having individuals knowingly limit their options to a manageable set and choose the best alternative without conducting an exhaustive search of alternatives. refers to arriving at decisions without conscious reasoning, arguing that experts make decisions by scanning the environment for cues to recognize patterns. refers to arriving at decisions after first gathering information about the problem and then setting the problem consciously aside until an insightful solution to the problem arises.

refers to arriving at decisions after first gathering information about the problem and then setting the problem consciously aside until an insightful solution to the problem arises.

Task interdependence Group of answer choices exists when team members work independently and simply combine their efforts to create a team's outputs. refers to one individual's output becoming another's input. involves team members working on each task simultaneously. refers to the degree that team members are dependent upon one another to get information, support or materials from other team members to be effective.

refers to the degree that team members are dependent upon one another to get information, support or materials from other team members to be effective.

Norms are Group of answer choices agreements on established ground rules, goals and roles. shared expectations about how things operate within a group or team. formal approaches to decision making in the group or team. measures of camaraderie in the group or team.

shared expectations about how things operate within a group or team.

Person/job fit and person/organization fit are positively related to job satisfaction. Group of answer choices True False

t

High social monitors Group of answer choices tend to be more successful in their careers. tend to experience lower levels of stress. are very accurate at conducting performance evaluations. are more committed to their companies.

tend to be more successful in their careers.

The advantages of group decision making over individual decision making include all of the following EXCEPT Group of answer choices the decision is more creative. the decision-making process is more enjoyable. the decision-making process is more efficient. the implementation of the decision is easier.

the decision-making process is more efficient.

The creativity level evaluation factor of fluency is Group of answer choices how different the ideas are from one another. the number of ideas a person is able to generate. how unique a person's ideas are. the set number of ideas a group must reach.

the number of ideas a person is able to generate.

Meta-analysis is Group of answer choices a study with a group that receives a treatment and a comparison group that receives no treatment. a study conducted in an actual organization. the process of summarizing research findings from studies on related topics. an in-depth analysis of a single industry or company.

the process of summarizing research findings from studies on related topics.

Psychology is Group of answer choices the scientific study of mental processes and behaviors of the individual. the systematic study of individual behavior in society. the systematic study of the processes by which groups of people make decisions. the systematic study of how to improve the performance and well being of individuals in the workplace.

the scientific study of mental processes and behaviors of the individual.

In analyzing the data, the researcher notes that as employee absences increase, scores on performance evaluations decrease. This suggests Group of answer choices there is a correlation between employee absenteeism and employee performance. employee absence causes poor performance. employee absence is a reliable measure. employee performance is a valid measure.

there is a correlation between employee absenteeism and employee performance.

Winning the war for talent means attracting the right workers who will be enthusiastic about their work. Group of answer choices True False

true