Management Final

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 _________. -ow self-esteem -high self-efficacy -an external locus of control -high self-esteem -low self-monitoring

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

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 _____. -existence, relatedness, and growth -safety, esteem, and self-actualization -achievement, affiliation, and power -motivation, recognition, and hygiene -expectancy, instrumentality, and valence

-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.

The continuous cycle of improving job performance through goal setting, feedback and coaching, and rewards and positive reinforcement is known as ______. -performance management -training -employee development -performance appraisal -workforce evaluation

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

For Tamsin, an accounting manager, her performance review at the end of the year included feedback from the three employees that work for her, her boss, another accounting manager, and even a few employees in other departments with whom she worked recently. This is an example of a ______feedback appraisal.

360 Degree

For Tamsin, an accounting manager, her performance review at the end of the year included feedback from the three employees that work for her, her boss, another accounting manager, and even a few employees in other departments with whom she worked recently. This is an example of a ______feedback appraisal.

360-degree. 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.

______ leaders focus on providing increased service to others, meeting the goals of both followers and the organization, rather than to themselves. A) Servant B) Support C) Shared D) LMX E) E-

A) Servant

Which of the following is NOT a possible explanation for the limited number of women holding executive leadership positions? A) Women typically do not aspire to be CEOs. B) Women tend to be overly modest and give credit to others. C) Women are unwilling to make the necessary personal sacrifices. D) Women have less access to supportive mentors. E) Women MBAs start at a lower level than men do in their first jobs.

A) Women typically do not aspire to be CEOs.

The use of "I" statements and cooperative "we" statements indicate A) an assertive communication style. B) hierarchical communication. C) the gossip grapevine pattern. D) an aggressive communication style. E) a nonassertive communication style.

A) an assertive communication style.

From the University of Michigan and Ohio State studies, one management expert concluded that effective leaders tend to do all of the following EXCEPT which? A. Change leadership styles according to the situation B. Have supportive relationships with employees C. Use group rather than individual methods of supervision D. Set high performance goals E. Have an employee-centered leadership style

A. Change leadership styles according to the situation

Which of the following is a key positive leadership trait? A. Discipline B. Agreeable personality C. Hard working D. Type A personality E. Relaxed attitude

A. Discipline

Which of the following is one of the traits of a credible leader identified by Kouzes and Posner? A. Honest B. Relationship-oriented C. Competitive D. Extroverted E. Driven

A. Honest

______ is the ability to influence employees to voluntarily pursue organizational goals. A. Leadership B. Management C. Collaboration D. MBO E. Administration

A. Leadership

The ______ Leadership Model considers initiating structure and consideration to be the two major dimensions of leader behavior. A. Ohio State B. Path-Goal C. Fiedler D. University of Michigan E. Hersey & Blanchard

A. Ohio State

According to Kotter, companies manage complexity in which of the following ways? A. Organizing resources B. Motivating people C. Lobbying the government D. Innovating new products E. Setting a direction

A. Organizing resources

The ______ leadership approaches attempt to determine the distinctive styles used by effective leaders. A. behavioral B. servant C. shared D. trait E. contingency

A. behavioral

Trey was put on probation for a string of customer complaints about his service and professionalism. His supervisor was using ______ power. A. coercive B. personalized C. referent D. reward E. expert

A. coercive

The path-goal model suggests that leader behaviors are influenced by ______ in determining the most effective leadership. A. employee characteristics and environmental factors only B. employee characteristics only C. governmental factors only D. governmental and employee characteristics only E. governmental factors and the presence of teams only

A. employee characteristics and environmental factors only

Tim leads a task force developing specifications for a new customer database to be used by several departments. Tim is an IT supervisor, but most of the others are directors of other departments. At the first meeting, a few of them asked him questions he couldn't answer. According to the contingency model, Tim's situational control likely A. is low. B. is moderate. C. is high. D. is extremely high. E. cannot be determined from the information.

A. is low.

In the University of Michigan studies, leadership style is identified as A. job-centered or employee-centered. B. transactional or transformational. C. initiating structure or consideration. D. task-oriented or relationship-oriented. E. telling, selling, participating, or delegating.

A. job-centered or employee-centered.

The three least used influence tactics, according to a recent survey of employees, are A. legitimating, coalition tactics, and pressure tactics. B. inspirational appeals, rational persuasion, and consultation. C. rational persuasion, pressure tactics, and exchange. D. rational persuasion, coalition tactics, and upward appeals. E. inspirational appeals, coalition tactics, and pressure tactics.

A. legitimating, coalition tactics, and pressure tactics.

When Melinda saw Carrie stuffing her purse with expensive printer cartridges, Carrie was quick to say, "We've been friends since first grade, so I'm sure you won't say anything about this." This is an example of using a(n) A. personal appeal. B. legitimating tactic. C. pressure tactic. D. coalition tactic. E. exchange tactic.

A. personal appeal.

Jay's peers were surprised when he received a promotion and suddenly became their supervisor. They thought he was rather unreliable and weren't sure he was up to the task. According to the contingency model, Jay has A. poor leader-member relations. B. weak position power. C. poor worker facilitation. D. low task structure. E. unsuccessful leadership adaptation.

A. poor leader-member relations.

In the contingency model, if your leadership orientation does not match the situation in your workplace, Fiedler recommends that you A. try to move to a more suitable situation. B. alter your leadership style. C. take management classes to improve your power. D. get an assistant with the preferred orientation. E. gradually change the makeup of your subordinates.

A. try to move to a more suitable situation.

Faruk is something of a cheerleader around his team. He describes the great things he knows the group can accomplish, is quick to complement the work of his staff, and is so enthusiastic about their successes. According to revised path-goal theory, Faruk is using a(n) ______ leadership style. A. value-based B. path-goal clarifying C. interaction facilitation D. achievement-oriented E. relationship-oriented

A. value-based

The final stage of group and team development is known as

Adjourning

Women and minorities hired on the basis of ______ may feel stigmatized as unqualified and incompetent and experience lower job satisfaction and more stress than employees supposedly selected on the basis of merit.

Affirmative Action

Which of the five core job characteristics influences the psychological state of experienced responsibility for work outcomes?

Autonomy

______ is the extent to which a person is able to influence others so they respond to orders. A) Persuasion B) Power C) Authority D) Leadership E) Management

B) Power

The University of Michigan leadership model is a ______ approach to leadership. A) trait B) behavioral C) educational D) full-range E) contingency

B) behavioral

In the ______ leadership model, a leader makes desirable rewards available in the workplace and clarifies how followers can obtain them. A) contingency B) path-goal C) transformational D) situational E) behavioral

B) path-goal

______ have a global mind-set that recognizes that the Internet is opening new markets and recharging existing ones. A. Situational leaders B. E-leaders C. Shared leaders D. Transactional leaders E. Web-based leaders

B. E-leaders

Leadership interactions occurring via information technology are characteristic of A. servant leadership. B. E-leadership. C. collaborative leadership. D. cooperative leadership. E. techno-leadership.

B. E-leadership.

According to House's revised path-goal theory, a leader's style should vary depending on which of the following? A. Positional power B. Environmental factors C. Situational control D. Organizational readiness E. Leader-member relations

B. Environmental factors

The leadership model that suggests that leaders should adjust their leadership style according to the readiness of the followers is the A. Greenleaf's servant leadership model. B. Hersey and Blanchard's situational leadership model. C. Leader-member exchange model. D. Fiedler's contingency model. E. House's path-goal model.

B. Hersey and Blanchard's situational leadership model.

Which of the following statements about Leader-Member Exchange Leadership is FALSE? A. This theory can be used to predict turnover and career outcomes. B. In this theory, subordinates are treated equitably in any type of exchange. C. This theory looks at the quality of relationships between managers and subordinates. D. This theory considers that each manager-subordinate relationship is unique. E. This theory suggests there are in-group and out-group exchanges.

B. In this theory, subordinates are treated equitably in any type of exchange.

Which of the following is considered a "soft" tactic used to influence others? A. Legitimating tactics B. Ingratiating tactics C. Exchange tactics D. Coalition tactics E. Pressure tactics

B. Ingratiating tactics

_______ is about coping with complexity and ______ is about coping with change. A. Middle management; top management B. Management; leadership C. Attitude; perception D. Leadership; management E. Perception; attitude

B. Management; leadership

Which of the following is a contingency approach to leadership? A. Michigan model B. Path-goal leadership model C. Servant leadership model D. Ohio State model E. Leader-member exchange model

B. Path-goal leadership model

Javier, the CEO of a small travel company, treated company resources as if they were his own, and his employees even better. He cared about the staff deeply and even organized international volunteering activities to promote their growth. Javier could best be described as which type of leader? A. Situational B. Servant C. Laissez-faire D. Shared E. Transactional

B. Servant

______ leadership is most likely to be needed when people work in teams, are involved in complex projects, or are doing knowledge work. A. Transformational B. Shared C. Transactional D. Servant E. Charismatic

B. Shared

Which of the following is a behavioral leadership approach? A. Servant leadership model B. University of Michigan leadership model C. Path-goal leadership model D. Transformational leadership E. Leader-member exchange model

B. University of Michigan leadership model

The influence tactic most likely to result in the enthusiastic commitment of employees is A. legitimating tactics. B. consultation. C. ingratiating tactics. D. coalition tactics. E. personal appeals.

B. consultation.

In the University of Michigan Leadership Model, managers exhibiting ______ behavior paid more attention to employee satisfaction and making work groups cohesive. A. consideration B. employee-centered C. leader-member D. relationship-oriented E. supportive

B. employee-centered

Medical knowledge possessed by doctors results in their ______ power. A. coercive B. expert C. legitimate D. reward E. referent

B. expert

Viviana supervises a group of customer service representatives. Viviana is respected and well-liked by her staff, and she has worked hard to make sure all of them know how to do the job very well. She is responsible for all staffing and reward decisions in her department. In the contingency model, Viviana has A. low task structure. B. high situational control. C. low leader-member relations. D. low position power. E. high expert power.

B. high situational control.

The questionnaire used in Fiedler's model to determine leadership orientation is called the A. Myers-Briggs type inventory. B. least preferred coworker scale. C. tolerance of ambiguity questionnaire. D. Type A behavior scale. E. path-goal survey.

B. least preferred coworker scale.

The power that managers have resulting from their formal positions within organizations is called ______ power. A. referent B. legitimate C. reward D. coercive E. expert

B. legitimate

Emily is outgoing, warm and truly inspirational when she talks about where she wants to lead her division. Her employees seem eager to do anything she asks. Emily has ______ power. A. legitimate B. referent C. reward D. coercive E. expert

B. referent

Power deriving from one's personal attraction is called ______ power. A. legitimate B. referent C. reward D. coercive E. personalized

B. referent

Amanda leads a task force charged with restructuring the order-processing system in the organization. The task force is composed of her peers over whom she has little control, and some of whom do not seem to respect her. According to the contingency model, Amanda should adopt a(n) ___________ leadership style. A. employee-centered B. task-oriented C. relationship-oriented D. participatory E. initiating structure

B. task-oriented

The ______ approach to leadership attempts to identify distinctive characteristics that account for the effectiveness of leaders. A. attribute B. trait C. behavior D. quality E. contingency

B. trait

Employees at Kearns Seafood were really impressed with the new CEO, Jane. She was the first person who had fully developed a vision for the company about where it could go, and had energized everyone to try to get there. Jane is a ______ leader. A. servant B. transformational C. transactional D. shared E. laissez-faire

B. transformational

Organizations may apply trait theory by A. considering the relationships among employees. B. using management development programs. C. hiring only from top-ranked business schools. D. doing a job audit. E. empowering the HR department.

B. using management development programs.

Stores of data that are so vast that conventional database management systems cannot handle them, and very sophisticated analysis software and supercomputing-level hardware are required, are known as ____. cyber-age databases Big Data mega IT super data new age computing

Big Data Big Data refers to stores of data so vast that conventional database management systems cannot handle them and so very sophisticated analysis software and supercomputing-level hardware are required. Attracting a lot of attention in science, business, medicine, and technology, the concept of big data has been dubbed "the next frontier for innovation, competition, and productivity."

Which medium has the least information richness? A) Telephone. B) Face-to-face. C) Financial statements. D) Personal memo. E) Video conferencing.

C) Financial statements.

Which of the following statements is not accurate concerning communication differences between men and women? A) Men are less likely to ask for information or directions in a public situation that would reveal their lack of knowledge B) Women tend to give directions in indirect ways C) Men use softer voice volume to encourage persuasion and approval. D) Women tend to apologize even when they have done nothing wrong E) All of the statements above are accurate

C) Men use softer voice volume to encourage persuasion and approval.

_________ represents anything that interferes with the transmission and understanding of a message. A) Grapevine B) Feedback C) Noise D) Encoding E) Teleworking

C) Noise

According to the Hersey-Blanchard situational leadership model, which leadership style is best for employees with the highest readiness? A) telling B) participating C) delegating D) supporting E) selling

C) delegating

Giving a subordinate a promotion and a raise is an example of using ______ power. A) recognition B) modal C) reward D) expert E) referent

C) reward

Of the following, which is the best way for leaders to cope with change? A. Problem-solving B. Lobbying the government C. Aligning people D. Virtual planning E. Watching current trends

C. Aligning people

______ power results from one's specialized information. A. Legitimate B. Referent C. Expert D. Reward E. Coercive

C. Expert

Which of the following is NOT advice from career coach Richard Knowdell for staying ahead in the workplace of tomorrow? A. Develop new and diverse capacities B. Anticipate, adapt to and embrace change C. Focus on workplace learning rather than the classroom D. When considering a job or industry, don't rely on reputation E. Develop your communication skills

C. Focus on workplace learning rather than the classroom

Which of the following are the types of power that all managers have? A. Reward, coercive, referent B. Legitimate, expert, personalized C. Legitimate, reward, coercive D. Expert, referent, personalized E. Referent, legitimate, reward

C. Legitimate, reward, coercive

Which of the following is NOT positively associated with transformational leadership, according to research? A. Employee job satisfaction B. More employee identification with their immediate work groups C. Lower levels of internal competition D. Higher levels of group cohesion E. More work engagement

C. Lower levels of internal competition

Using threats or intimidation to persuade someone is which influence tactic? A. Legitimating B. Ingratiating C. Pressure D. Exchange E. Personal appeals

C. Pressure

The ______ leadership approaches attempt to determine the distinctive styles used by effective leaders. A. trait B. contingency C. behavioral D. full-range E. skills

C. behavioral

In the leadership-member exchange model, the relationship between leader and follower that is characterized by mutual trust, respect, and liking is known as A. preferred coworker exchange B. servant exchange C. in-group exchange D. special exchange E. socialized exchange

C. in-group exchange

House's revision of his theory puts more emphasis on the need for leaders to foster A. concrete rewards. B. stress management techniques. C. intrinsic motivation. D. an external locus of control. E. personal growth in management knowledge.

C. intrinsic motivation.

Erdem manages his employees through a careful monitoring of their production, comparing what they do to predicted schedules and desired budgets. Erdem can best be described as a(n) ______ leader. A. production-oriented B. charismatic C. job-centered D. transformational E. employee-centered

C. job-centered

According to the concept of full-range leadership, leadership behaviors vary along a range from ______ leadership at one extreme to transformational leadership at the other. A. transactional B. shared C. laissez-faire D. servant E. charismatic

C. laissez-faire

According to the contingency model, a relationship-oriented leadership style works best in ______ situations. A. low control B. high control C. moderate control D. uncontrolled E. both high and low control

C. moderate control

In Hersey-Blanchard's situational leadership model, when a manager encourages followers to solve problems on their own and uses shared decision making, she is using the ______ style. A. supporting B. telling C. participating D. delegating E. selling

C. participating

According to a BusinessWeek summary of management studies, men score better than women do on A. fostering communication. B. producing high-quality work. C. strategic planning. D. motivating others. E. listening to others

C. strategic planning.

Kojika supervises a customer service unit that receives stress-producing calls from unhappy customers, and turnover has been high lately. Kojika is kind and patient with the staff, and tells them she knows what they're going through since it wasn't so long ago that she took those calls. According to revised path-goal theory, Kojika is using a(n) ______ leadership style. A. work facilitation B. interaction facilitation C. supportive D. achievement-oriented E. value-based

C. supportive

Fiedler's contingency leadership model determines if a leader's style is A. transactional or transformational. B. directive, supportive, participative, or achievement-oriented. C. task-oriented or relationship-oriented. D. telling, selling, participating, or delegating. E. charismatic or non-charismatic.

C. task-oriented or relationship-oriented.

Lorenzo supervises the pool of word processors serving all the lawyers at the firm. He gets along well with his people, and has worked hard to create detailed procedures for every type of legal document the typists might encounter. Lorenzo hires and fires, and gives work assignments, performance appraisals, and promotions. According to the contingency model, the optimal leadership style is A. transformational. B. team management. C. task-oriented. D. relationship-oriented. E. consideration.

C. task-oriented.

Competent ______ leaders are not mediocre; they are badly needed but best in stable situations rather than rapidly changing ones. A. laissez-faire B. transformational C. transactional D. contingency E. functional

C. transactional

Generating short-term wins in Kotter's organizational change model is one of the steps that is most like which part of Lewin's change model?

Changing

Add the missing Chapter to this set.

Chap....10 i think

Which of the following is the most important factor that should be considered when building a group into an effective team?

Cohesiveness

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

Collective Bargaining

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

Collective bargaining

The win-lose attitude associated with which conflict-handling style causes many people to be disappointed and feel cheated with its use?

Compromising

Which of the following statements about conflict is accurate?

Conflict is perfectly normal

______ leadership helps employees pursue organizational goals over self-interests. A) Service B) Transactional C) Shared D) Transformational E) Laissez-faire

D) Transformational

According to John Kotter, leadership is about coping with: A) others. B) risk. C) complexity. D) change. E) the future.

D) change.

In assessing how much situational control he has, a manager should consider which of the following? A. Amount of socialized power B. Subordinate readiness C. Level of transformation D. Amount of task structure E. Ability of staff

D. Amount of task structure

In the situational leadership model, which of the following leadership styles is recommended for employees with the highest levels of readiness? A. Supporting B. Telling C. Participating D. Delegating E. Selling

D. Delegating

______ studies reveal that visionary and inspirational charismatic leaders who are good team builders generally are most effective worldwide. A. Servant leader B. E-leadership C. Contingency model D. GLOBE project E. Full-range approach

D. GLOBE project

Which of the following statements about the Contingency Leadership Model is correct? A. It argues that leadership behaviors should be determined by position power only. B. It argues that there are eight possible environmental factors that should be considered. C. It was developed by Kenneth Blanchard. D. It considers whether the task-oriented or relationship-oriented leadership style is most appropriate. E. It holds that leaders should clarify the paths that will help employees achieve the leader's organizational goals.

D. It considers whether the task-oriented or relationship-oriented leadership style is most appropriate.

The ______ model of leadership emphasizes that leaders have different sorts of relationships with different subordinates. A. servant B. contingency C. Michigan D. LMX E. trait

D. LMX

Which of the following statements about leadership and management is true? A. Leadership and management are synonymous. B. Management is about coping with change. C. Leadership is about coping with complexity. D. Management and leadership are complementary systems of action. E. Leadership is better than management.

D. Management and leadership are complementary systems of action.

MySpace founders Anderson and DeWolfe could best be described as which type of leaders? A. Leader-member exchange B. Situational C. Servant D. Shared E. Transactional

D. Shared

______ leadership in teams has been found to be positively associated with group cohesion, group citizenship, and group effectiveness. A. Transactional B. LMX C. Servant D. Shared E. Exchange

D. Shared

Which of the following is a characteristic of transformational leaders? A. They are better in stable situations. B. They clarify employees' roles. C. They set goals and monitor progress toward their achievement. D. They encourage people to do exceptional things. E. They provide rewards in exchange for subordinates doing the work

D. They encourage people to do exceptional things.

The model that identifies leadership behavior as either "initiating structure" or "consideration" is the ______ model. A. leader-member exchange B. path-goal leadership C. University of Michigan leadership D. University of Ohio leadership E. situational leadership

D. University of Ohio leadership

Which of the following is a tip to be a successful e-leader? A. Follow the strategy you set B. Be a transactional leader C. Minimize "off-line" time with team members D. Use global English E. Use videoconferencing as frequently as possible

D. Use global English

Michael runs a research and development department. He gets a lot out of his employees by setting lofty goals and expressing his belief that each of them is capable of doing his or her part. He expects their best work. According to revised path-goal theory, Michael is using a(n) ______ leadership style. A. representation & networking B. interaction facilitation C. supportive D. achievement-oriented E. work facilitation

D. achievement-oriented

According to Frederick Smith, chairman and CEO of FedEx, the primary task of leadership is to A. ensure progressive control and problem solving. B. align resources within the organization. C. inspire trust among all levels of employees. D. communicate the vision and values of an organization. E. oversee the success of an organization.

D. communicate the vision and values of an organization.

Leadership is the ability to ______ employees to pursue organizational goals. A. force B. reward C. request D. influence E. compensate

D. influence

Acting humble or friendly or making someone feel good or important before making a request are influence tactics known as A. coalition tactics. B. inspirational appeals. C. consultation. D. ingratiating tactics. E. personal appeals.

D. ingratiating tactics.

In recent studies, the generic influence tactic that employees cite as most used in the workplace is A. legitimating. B. ingratiation. C. coalition. D. rational persuasion. E. pressure.

D. rational persuasion.

In the situational leadership model, ______ is defined as the extent to which a follower possesses the ability and willingness to complete a task. A. referent power B. charisma C. personalized power D. readiness E. task structure

D. readiness

A manager that has poor leader-member relations with subordinates that perform unambiguous, easily understood tasks should use a(n) ______ leadership style. A. task-motivated B. job-centered C. consideration D. relationship-motivated E. employee-centered

D. relationship-motivated

A leader who focuses on providing increased service to others is called a A. charismatic leader. B. transformational leader. C. transactional leader. D. servant leader. E. situational leader.

D. servant leader.

The amount of influence a leader has in his immediate work environment is called his A. coercive power. B. leadership style. C. readiness. D. situational control. E. task structure.

D. situational control.

One of Kurt's subordinates, Rosie, has never learned to run customized reports and is insecure about learning. Nikko doesn't know how to do it either but is eager to try and has a lot of confidence that he can figure it out. In the situational model, Kurt should use a ______ style with Rosie, and a ______ style with Nikko. A. participating; selling B. selling; telling C. selling; participating D. telling; selling E. selling, delegating

D. telling; selling

Work specialization is also known as

Division of Labor

__________ is (are) an example of nonverbal behavior of someone with an aggressive communication style. A) Slumped posture B) Downward glances C) Comfortable but firm posture D) Wringing hands E) Glaring eye contact

E) Glaring eye contact

According to the Ohio State Model, ______ is leadership behavior that organizes and defines what group members should be doing. A) job-centered behavior B) task dynamic C) path-goal behavior D) work facilitation E) initiating structure

E) initiating structure

Brent brought his proposal to Allison even before the meeting saying, "I'm sure you have some ideas on this and we could try to get them incorporated upfront." Brent is using which influence tactic? A. Legitimating tactics. B. Inspirational appeals. C. Ingratiating tactics. D. Personal appeals. E. Consultation.

E. Consultation.

The model in which an effective leader clarifies how subordinates can achieve personal and organizational objectives and provides them support in doing so is A. Greenleaf's servant leadership model. B. Hersey and Blanchard's situational leadership model. C. Leader-member exchange model. D. Fiedler's contingency model. E. House's path-goal model.

E. House's path-goal model.

Which leadership theory recommends that leaders adjust their leadership style according to the readiness of their followers? A. Transformational B. Path-goal C. Transactional D. Functional E. Situational

E. Situational

______ power is directed at helping others rather than oneself. A. Personalized B. Reward C. Referent D. Legitimate E. Socialized

E. Socialized

On which of the following measures do male leaders generally score higher than their female counterparts? A. Producing high-quality work B. Fostering communication C. Motivating employees D. Listening to others E. Task leadership

E. Task leadership

In the situational leadership model, as follower readiness increases from low to high, which of the following represents the order in which leaders' styles should progress? A. Telling, participating, delegating, selling B. Telling, selling, delegating, participating C. Selling, telling, delegating, participating D. Selling, participating, delegating, telling E. Telling, selling, participating, delegating

E. Telling, selling, participating, delegating

The model that requires a manager to assess her own style and her situational control is A. Fiedler's contingency model. B. shared leadership model. C. Hersey-Blanchard's situational leadership model. D. House's path-goal theory. E. charismatic leadership theory.

E. charismatic leadership theory.

According to Kotter, management and leadership are considered to be A. opposing forces. B. causal; here, management causes leadership. C. equivalent to one another. D. almost entirely unrelated. E. complementary to each other.

E. complementary to each other.

The approach to leadership that suggests that effective leadership behavior depends on the situation at hand is the ______ approach. A. trait B. transformational C. circumstantial D. behavioral E. contingency

E. contingency

Bonita apologized to one of her subordinates for an email that upset him. She told him she may have chosen an unfortunate way of stating her idea, and that she'd be happy to talk it through with him. Bonita is A. using a personal appeal. B. initiating structure. C. practicing shared leadership. D. exercising personalized power. E. expressing consideration behavior.

E. expressing consideration behavior.

A transactional leader is most similar in focus to a A. charismatic leader. B. transformational leader. C. servant leader. D. situational leader. E. manager.

E. manager.

According to Fiedler's contingency model, ______ situation control favors a leader who is ______ oriented. A. low; relationship B. low; transformational C. moderate; task D. high; transformational E. moderate; relationship

E. moderate; relationship

April congratulated her staff when the team received an industry award for their project, and also sent a company-wide email announcing it. Here, April is using her ______ power. A. personalized B. referent C. coercive D. expert E. reward

E. reward

One of three dimensions of situational control in the contingency leadership model, ______ is the extent to which tasks are routine, unambiguous, and easily understood. A. job mastery B. task identity C. position power D. job design E. task structure

E. task structure

Charismatic leadership is now considered part of ______ leadership. A. transactional B. shared C. laissez-faire D. servant E. transformational

E. transformational

The personalities of ______ leaders tend to be more extroverted, agreeable, and proactive compared to other types of leaders. A. transactional B. full-range C. servant D. shared E. transformational

E. transformational

Liz is trying to lead a cross-functional team, but she is having some issues. Most members were other department managers at her level, and they saw no reason to do what she told them to. Here, Liz has A. low tolerance for ambiguity. B. high task structure. C. weak referent power. D. poor leader-member relations. E. weak position power.

E. weak position power.

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

EEO

Workers who face discrimination in their jobs in the United States are best protected by ______ legislation. compensation small business OSHA labor EEO

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. This established the Equal Employment Opportunity (EEO) Commission, whose job it is to enforce antidiscrimination and other employment-related laws.

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. This established the Equal Employment Opportunity (EEO) Commission, whose job it is to enforce antidiscrimination and other employment-related laws.

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

Employee engagement

Which of the following are the forces for change originating inside the organization?

Employee problems and managers' behavior

Engagement is the process of locating and attracting qualified applicants for jobs open in the organization. True/False?

False

Hubris or arrogance born of past success and denial of risk and peril moving forward are associated with radical innovation. True/False?

False

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

False

The Abilene paradox is the tendency of people to go along with others in order to make requests of them in the future. True or False

False

The adaptive perspective assumes that an organization's culture must align with its business or strategic context in order to foster higher financial performance. True/false?

False

The purpose of job investigation is to determine, by observation and analysis, the basic elements of a job. True or False?

False

16. According to Chester I. Barnard, an organization is made up of at least one person who strives daily to achieve the organization's goals. True False

False According to Chester I. Barnard's classic definition, an organization is a system of consciously coordinated activities or forces of two or more people.

14. The local university is now facing some tough decisions, so they are using the decision tree, which contains individuals, web sites, and organizations that specialize in handling sensitive and difficult decisions. True False

False A decision tree is a graph of decisions and their possible consequences; it is used to create a plan to reach a goal.

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. True False

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. True False

False A group may evolve into a team through five stages: (1) Forming is the process of getting oriented and getting acquainted. (2) Storming is characterized by the emergence of individual personalities and roles and conflicts within the group. (3) In norming, conflicts are resolved, close relationships develop, and unity and harmony emerge. (4) In performing, members concentrate on solving problems and completing the assigned task. (5) In adjourning, members prepare for disbandment.

13. Thomas, an employee for a government contractor, likes the strict culture that he finds with ABC Industries, which supplies equipment parts to several government bases. There is very little focus on the external environment and little company flexibility due to the type of customers they serve. Since the product they sell needs little improvement and there is virtually no competition, few are risks taken. This is an example of an adhocracy culture. True False

False A hierarchy culture has an internal focus and values stability and control over flexibility. An adhocracy culture has an external focus and values flexibility. This type of culture attempts to create innovative products (new drugs) by being adaptable, creative, and quick to respond to changes in the marketplace. Employees are encouraged to take risks and experiment with new ways of getting things done (drug research).

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

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

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

False A knowledge worker is someone whose occupation is principally concerned with generating or interpreting information, as opposed to manual labor. Because of globalization and information technology, the United States no longer has an advantage in knowledge workers. The United States may be in danger of slipping behind because of the advancement of China, India, Russia, and Brazil; the offshoring of sophisticated jobs; the decrease in math and science skills among today's younger Americans; and other factors.

19. Two advantages of decentralization are that managers are encouraged to not solve their own problems, but ask for assistance as soon as possible, and decisions are made slower, since they are discussed at a higher level of management. True False

False An advantage of decentralized authority is that managers are encouraged to solve their own problems rather than to buck the decision to a higher level. In addition, decisions are made more quickly, which increases the organization's flexibility and efficiency.

13. A logic manager is someone trained about matters of ethics in the workplace. True False

False An ethics officer is someone trained about matters of ethics in the workplace.

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

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. True False

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

12. Decision making is the process of identifying and choosing individuals who can assist with looking at alternative choices. True False

False Decision making is the process of identifying and choosing alternative courses of action.

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

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.

15. Evidence-based management is the use of facts regarding an employee, for example when theft is suspected, and using a database to assist in decision making regarding future action. True False

False Evidence-based management means translating principles based on best evidence into organizational practice.

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. True False

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. True False

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. True False

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.

18. Being aware of your decision-making style does not really help a person determine his or her strengths and weaknesses as a decision maker, but it can help them understand when a decision needs to be made. True False

False Knowledge of styles helps you to understand yourself. Awareness of your style assists you in identifying your strengths and weaknesses as a decision maker and facilitates the potential for self-improvement.

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. True False

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.

18. Productivity expert Odette Pollar proposed that "To accomplish more in a day, you must do more and do everything faster." True False

False Oakland, California, productivity expert Odette Pollar proposed that "To do more in a day, you must do less—not do everything faster."

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. True False

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.

14. Organizational culture appears as five layers: observable artifacts, espoused values, basic assumptions, informal groups, and management groups. True False

False Organizational culture appears as three layers: (1) observable artifacts, (2) espoused values, and (3) basic assumptions.

12. The IT network that allows for the movement of organizational information within that company is known as the organizational structure. True False

False Organizational structure is a formal system of task and reporting relationships that coordinate and motivates an organization's members so that they can work together to achieve the organization's goals.

Piece rate bases pay on one's results on the job. True False

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

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

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

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

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

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. True False

False Reinforcement theory attempts to explain behavior change by suggesting that 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.

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

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. True False

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

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

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

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

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. True False

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

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

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.

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

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.

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. True False

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.

Engagement is the process of locating and attracting qualified applicants for jobs open in the organization. True or False?

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

According to acquired needs theory, managers with a high need for power may be less effective than those without it. True or False?

False, If you, like most effective managers, 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. In that case, you may not be the most efficient manager because at times you will have to make decisions that will make people resent you.

Physiological or psychological deficiencies that arouse behavior are called/known as motivators. True or False?

False, Needs are defined as physiological or psychological deficiencies that arouse behavior.

Character is defined as those stable psychological and behavioral attributes that give you your identity. True or false

False, Personality consists of the stable psychological traits and behavioral attributes that give a person his or her identity.

If you start a new job and find the description and criteria for promotion to be vague, role conflict has occurred. True or False?

False, 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.

The adaptive perspective assumes that an organization's culture must align with its business or strategic context in order to foster higher financial performance. True or False

False, The fit perspective assumes that an organization's culture must align, or fit, with its business or strategic context. A "correct" fit is expected to foster higher financial performance.

Demonstrating to others how a new product will be made, how new customers will be reached, or how you'll beat your competitors is most helpful for fostering innovation in which way?

Gaining allies by communicating your vision.

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

Glass Ceiling

Which of the following theories is a process perspective, concerned with the thought processes by which people decide how to act?

Goal-Setting theory

______ suggests that employees can be motivated by goals that are specific and challenging but achievable.

Goal-Setting theory

Which of the following theories is a process perspective, concerned with the thought processes by which people decide how to act?

Goal-setting theory

______ suggests that employees can be motivated by goals that are specific and challenging but achievable.

Goal-setting theory

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

Groupthink

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

Halo effect

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

Herzberg's two-factor theory

______ proposed that work satisfaction and dissatisfaction arise from different sets of causes. -McGregor's Theory X/Theory Y -Herzberg's two-factor theory -McClelland's acquired needs theory -Deci and Ryan's self-determination theory -expectancy theory

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.

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

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

Which of the following is not a characteristic of innovation?

Innovation can be systematized.

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

Job simplification

Members of a(n) ______ team are more likely to tolerate autocratic leadership, and therefore autocratic leadership is more common among teams of this nature.

LARGE

Which of the following is the best example of a mechanistic organization?

McDonald's. In a mechanistic organization, authority is centralized, tasks and rules are clearly specified, and employees are closely supervised. Mechanistic organizations, then, are bureaucratic, with rigid rules and top-down communication. This kind of structure is effective at McDonald's because the market demands uniform product quality, cleanliness, and fast service.

Which of the following is the best example of a mechanistic organization?

Mcdonalds

Organizational development managers and consultants follow a(n) ______ model.

Mechanical-like

Computer-assisted instruction is most accurately defined as a form of

Off the job training

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

Overtime

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

Perception

____________ is (are) defined as those stable psychological and behavioral attributes that give you your identity. Individual behavior Attitude Values Personality Character

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.

Which of the following is one of the ten leading reasons that employees resist change?

Poor timing

What is not a recommended way to manage innovation and change?

Prevent failure at all cost.

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

Production

Devil's advocacy and the dialectic method are forms of

Programmed conflict

Which motivational theory uses behavior modification?

Reinforcement theory

Members of a(n) ______ team are more likely to tolerate autocratic leadership, and therefore autocratic leadership is more common among teams of this nature.

Self managed.

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

Which of the following is included in the internal dimensions of diversity?

Sexual orientation

The three vice presidents reporting to the CEO are known as the CEO's

Span of Control

Legal counsel in most organizations would be considered

Staff personnel

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

Stress

The downside of a(n) ______ culture is that it may become resistant to change.

Strong

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

Supervisors

Lorelei 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. Lorelei plays a ______ role for her team.

Task

In horizontal design, ________ are used to improve collaboration and work on shared tasks by breaking down internal boundaries.

Teams or work groups.

What is a definitions of ritual?

The activities and ceremonies, planned and unplanned, that celebrate important occasions and accomplishments in the life of an organization.

Which of the following is the definition of a ritual?

The activities and ceremonies, planned and unplanned, that celebrate important occasions and accomplishments in the life of an organization.

Patty prefers working alone, is comfortable taking moderate risks, and feels good when accomplishing a goal. Patty probably has a: a.High need for achievement b.High need for affiliation c.High need for power d.Low need for achievement

The correct answer is "A"

The statement, "I am never going to eat at this restaurant again," reflects the ___________ component of an attitude. a.Behavioral b.Decisional c.Cognitive d.Affective

The correct answer is "A" - behavioral.

XYZ Hospital has a Chief of Medical Services, a Director of Administrative Services, and a Director of Outpatient Services. XYZ has a ___________ structure. Functional Simple Divisional Matrix

The correct answer is "A" - functional.

Bill has been a manager for 14 years. He has seen many different situations with his employees. He often makes decisions without really thinking about them. This is called __________. Intuition Satisficing Bounded rationality Unbounded rationality

The correct answer is "A" - intuition. See previous slide.

Luann is conducting a performance appraisal on Bill. The form her company uses asks her to list the objectives that she and Bill agreed to last year, and indicate how well he met each objective. Luann's company is using a(n) ________ system of performance appraisal. a.Objective b.BARS c.Trait d.Informal

The correct answer is "A" - objective

Bethany is writing a paper for her Management class. She already has a strong 'A' in the class, and only needs to get a C on the paper to keep her A. As she prepares the final version of the paper, she takes special care that the paper is well-written, insightful, and error-free, something that she can be proud of. Bethany is experiencing: a.An intrinsic reward b.High equity c.A belongingness need d.A hygiene factor

The correct answer is "A".

Last year, Diana's boss promised her a big bonus if she met her goals. At the end of the year, after Diana had exceeded her goals, she found her bonus was very small. In the future, Diana's _____ will probably be ____. a.Valence; low b.Instrumentality; low c.Expectancy; low d.Expectancy; high

The correct answer is "B"

When a manager stops nagging a subordinate, the manager is using: a.Positive reinforcement b.Negative reinforcement c.Punishment d.Intrinsic motivation

The correct answer is "B"

Bill is supportive of his employees and prefers to have verbal conversations rather than written memos. His style is: Analytical Behavioral Conceptual Directive

The correct answer is "B" - behavioral

Stan is constantly telling off-color jokes and using profanity in front of his administrative assistant. This could be considered a _____________. a.Difficult atmosphere b.Hostile work environment c.Intimidating surroundings d.This for that

The correct answer is "B" - hostile work environment. See previous slide.

The United Way, a charitable organization, is considered a ______ organization. For-profit Nonprofit Mutual-benefit May be any one of the above

The correct answer is "B" - nonprofit

Your boss expects you to stay late to cover the workload of a coworker who is out sick, but you are supposed to help your mother with some work on her house tonight. You are suffering from: a.Role overload b.Role conflict c.Role ambiguity d.Burnout

The correct answer is "B" - role conflict

Artie is designing a training class that is aimed at improving teamwork among people on task forces. What method should he choose? a.Lectures b.Role plays c.Workbooks d.Videotapes

The correct answer is "B" - role plays

John is interviewing Bambi for a job opening at his accounting firm. He notices that she has several tattoos visible on both arms. He does not believe that people with tattoos can be good accountants. John is engaged in ____________. a.Counseling b.Stereotyping c.Behavioral interviewing d.Situational interviewing

The correct answer is "B" - stereotyping. See previous slide.

Jeff's workgroup is having a lot of disagreement over the direction the group should take. They are involved in the __________ stage of group development. a.Forming b.Storming c.Norming d.Performing

The correct answer is "B" - storming. See previous slide.

Herman spends his lunch hour drinking beer in his car in the parking lot. This is an example of a(n) _____________. a.Evaluating behavior b .Discerning behavior c.Counterproductive work behavior d.Destructive work behavior

The correct answer is "C" - Counterproductive work behavior. See previous slide. Counterproductive work behavior

Susan loves going to parties, where she talks to everyone there. Susan is probably high in: a.Emotional stability b.Conscientiousness c.Extroversion d.Agreeableness

The correct answer is "C" - extroversion

Layla works during her meeting to pull together the ideas of her committee members into a coherent whole. Layla is performing a ___________ role. a.Maintenance b.Relationship-oriented c.Task d.Social

The correct answer is "C" - task.

In Earl's department at Pencilchicken, Inc. employees get money based on how much the department has been able to save in costs. This is an example of a ____________ compensation plan. a.Pay for performance b.Pay for knowledge c.Bonus d.Gainsharing

The correct answer is "D"

A stakeholder group who provides reactions to new curriculum proposals by a university faculty is an example of a(n): a.Production team b.Project team c.Action team d.Advice team

The correct answer is "D" - advice team

Joe, a human resources specialist for Jersey Office Supplies Co., rides along with the furniture delivery people to observe the problems they were encountering and what activities they were required to perform. Joe was performing a: A.Personality test B.Performance appraisal C.BARS D.Job analysis

The correct answer is "D" - job analysis

Melanie scheduled a special interview with Gina before Gina was hired, in which Melanie painted a picture of both the positive and negative features of the job. Mel was performing a: a.Structured interview b.Unstructured interview c.Performance appraisal d.Realistic job preview

The correct answer is "D" - realistic job preview.

In the Mary Kay Cosmetics Co., the best salespeople receive pink Cadillacs in special awards ceremonies. This is an example of a: Symbol Value Rite or ritual Both A and C

The correct answer is "D". Page: 240 LO: 1 Difficulty: Moderate AACSB: 6, 9 BT: Knowledge

Which of the following statements about organizational culture is true?

The levels of organizational culture influence one another.

What is a true statement about organizational culture?

The organizational structure influences one another.

Intel's open seating arrangements combined with small conference rooms support its values of equality and innovation, which is an example of how an organization's physical design can help embed culture. True or false?

This is true, Physical design is among the 11 ways that organizational culture is embedded. Intel is experimenting with this design to embed its values of innovation while maintaining equality.

Which of the following is a function of organizational culture?

To Facilitate collective commitment

What is a function of organizational culture?

To facilitate collective commitment

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

Training

______ refers to educating technical and operational employees in how to better do their current jobs. -Career instruction -Orientation -Mentoring -Training -Development

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

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

True

Intel's open seating arrangements combined with small conference rooms support its values of equality and innovation, which is an example of how an organization's physical design can help embed culture. True/ False?

True

Organizations with clan cultures are the most likely to devote considerable resources to hiring and developing their employees, and view customers as partners. True/False?

True

Pay for performance bases pay on one's results on the job. True or False?

True

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

True

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

True

The tendency of people to exert less effort when working in groups than when working alone is known as social loafing. True or False

True

11. A system of shared beliefs and values that develops within an organization and guides the behavior of its members is known as the company's culture or organizational culture. True False

True A system of shared beliefs and values that develops within an organization and guides the behaviour of its members is known as the company's culture or organizational culture.

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

True According to Maslow's hierarchy of needs, taking a sabbatical leave to further personal growth is an example of the self-actualization need. This is the highest-level need and is a need for self-fulfillment: increasing competence and using abilities to the fullest.

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

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

Conflict is a perfectly normal state of affairs.. True False

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.

15. Hannah, the youngest owner of a family-owned grocery, wants to make sure her company's culture is embedded in their organization. In a recent tradeshow workshop, she learned that she can do this by having company rites and rituals, continuing to tell stories about company legends, and being a role model to her employees. True False

True Embedding organizational culture is essentially a teaching process—that is, a process in which members instruct each other about the organization's preferred values, beliefs, expectations, and behaviors. The process is accomplished by using one or more of the following 12 mechanisms: 1. Formal statements; 2. Slogans & sayings; 3. Rites & rituals; 4. Stories, legends, & myths; 5. Leader reactions to crises; 6. Role modeling, training, & coaching; 7. Physical design; 8. Rewards, titles, promotions, & bonuses; 9. Organizational goals & performance; 10. Measurable & controllable activities; 11. Organizational structure; 12. Organizational systems & procedures.

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

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

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 False

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.

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

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 False

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.

20. During a management workshop, Tony, the HR manager, spoke about making decisions related to firing an employee. He said "I have several rules of thumb in which I use to make a decision. First, I ask if it's legal and then if it's ethical." He then laid out several other steps he uses in the decision-making process related to firing. Tony's rules of thumb are a strategy that he uses in this decision-making process, also known as heuristics. True False

True If someone asked you to explain the basis on which you make decisions, could you even say? Perhaps, after some thought, you might come up with some "rules of thumb." Scholars call them heuristics—strategies that simplify the process of making decisions.

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 False

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

19. In deciding to decide, a manager agrees that he or she must decide what to do about a problem or opportunity and take effective decision-making steps. True False

True In deciding to decide, a manager agrees that he or she must decide what to do about a problem or opportunity and take effective decision-making steps. Three ways to help you decide whether to decide are to evaluate the following: 1. Importance: "How High Priority Is This Situation?" 2. Credibility: "How Believable Is the Information About the Situation?" 3. Urgency: "How Quickly Must I Act on the Information About the Situation?"

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

True In one study, researchers found that the attitudes of 5,000 middle-aged male employees toward their jobs were very stable over a five-year period. Men with positive attitudes tended to stay positive, those with negative attitudes tended to stay negative. More revealingly, even those who changed jobs or occupations generally expressed the same attitudes they had previously.

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 False

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.

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

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

17. Mutual-benefit organizations are voluntary collectives whose purpose is to advance members' interests, while nonprofit organizations are formed to offer services to some clients, not to make a profit. True False

True Mutual-benefit organizations are voluntary collectives whose purpose is to advance members' interests (examples: unions, trade associations). Nonprofit organizations are formed to offer services to some clients, not to make a profit (examples: hospitals, colleges). For-profit organizations are formed to make money, or profits, by offering products or services (examples: Microsoft, Dell Computer. Delta Airlines).

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 False

True Organizational citizenship behaviors are those employee behaviors that are not directly part of employees' job descriptions that exceed their work-role requirements. Examples include gestures such as constructive statements about the department, expression of personal interest in the work of others, suggestions for improvement, training of new people, respect for the spirit as well as the letter of housekeeping rules, the caring for organizational property, and punctuality and attendance well beyond standard or enforceable levels.

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 False

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

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

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

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 False

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

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

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.

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

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

17. Research shows that most managers have characteristics that fall into two or three decision-making styles, and that decision-making styles vary across occupations, job level, and countries. True False

True Research shows that very few people have only one dominant decision-making style. Rather, most managers have characteristics that fall into two or three styles. Studies also show that decision-making styles vary across occupations, job level, and countries. There is not a best decision-making style that applies to all situations.

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

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 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 False

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.

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

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 False

True Teams with 9 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. 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

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

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

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

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.

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

True The harassment may be by a member of the opposite sex or a member of the same sex, by a manager, by a coworker, or by an outsider. If the harasser is a manager or an agent of the organization, the organization itself can be sued, even if it had no knowledge of the situation.

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 False

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

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 False

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 False

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.

16. Technology Specialists is an organization specializing in highly specialized technology software, but they found that their original business idea is not working. Rather than failing as a company, they chose a new direction and rewrote their business plan. Technology Specialists is an example of how managers need to think and act as if their organization is an unfinished prototype that won't be ruined by dangerous new ideas or it is impossible to change. True False

True Treat your organization as an unfinished prototype. Leaders need to think and act as if their organization is an unfinished prototype that won't be ruined by dangerous new ideas or impossible to change because of employee or management resistance.

11. Donald, the owner of a popular restaurant, is a religious man, and he needs to make a decision on whether he will add beer and wine to his menu, based on the recommendations of his chefs and others. When confronted with a choice when making a decision, he tends to make his decisions based on his beliefs, even if evidence shows those beliefs are wrong. If his beliefs favor not serving alcohol in his café, according to the prior-hypothesis bias he would choose not to add beer and wine to his menu. True False

True When confronted with a choice, decision makers with strong prior beliefs tend to make their decision based on their beliefs, even if evidence shows those beliefs are wrong. This is known as the prior-hypothesis bias. Although it's always more comforting to look for evidence to support your prior beliefs, you need to be tough-minded and weigh the evidence.

20. When managers and employees within the same department are brought together in cross-functional teams to solve particular problems, this is a team-based design. True False

True When managers from different functional divisions are brought together in cross-functional teams to solve particular problems, the barriers between the divisions break down. The focus on narrow divisional interests yields to a common interest in solving the problems that brought them together.

Human resource management consists of the activities managers perform to plan for, attract, develop, and retain an effective workforce. True or False

True Human resource (HR) management consists of the activities managers perform to plan for, attract, develop, and retain an effective workforce.

Suggestions for improvement, training new people, and care for organizational property are examples of organizational citizenship behaviors. True or False?

True, Organizational citizenship behaviors are those employee behaviors that are not directly part of employees' job descriptions, that exceed their work-role requirements. Examples include "such gestures as constructive statements about the department, expression of personal interest in the work of others, suggestions for improvement, training new people, respect for the spirit as well as the letter of housekeeping rules, care for organizational property, and punctuality and attendance well beyond standard or enforceable levels."

Fitting people to jobs is the modern approach to job design. True or False.

True.

Middle-aged male employees tend to have stable attitudes toward their work, even when they change jobs. True or False

True. In one study, researchers found that the attitudes of 5,000 middle-aged male employees toward their jobs were very stable over a five-year period. Men with positive attitudes tended to stay positive, those with negative attitudes tended to stay negative. More revealingly, even those who changed jobs or occupations generally expressed the same attitudes they had previously.

Advances in computer technology and networks have made it increasingly possible for a person to communicate with more than one manager, though this violates what principle?

Unity of command

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

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 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

What portion of the organizational chart shows who reports to whom?

Vertical hierarchy of authority.

During the storming stage of group and team development, which of the following is most important for the team leader to encourage?

Voicing of disagreements

What is a conditions when would a manager create conflict to improve performance?

When there are many yes-people in the group.Constructive conflict, if carefully monitored, can be very productive under a number of circumstances: when your work group seems afflicted with inertia and apathy, it may result in low performance; when there's a lack of new ideas and resistance to change; when there seem to be a lot of yes-men and yes-women (expressing groupthink) in the work unit; when there's high employee turnover; or when managers seem unduly concerned with peace, cooperation, compromise, consensus, and their own popularity rather than in achieving work objectives.

Under which of the following conditions would a manager create conflict to improve performance?

When there are more yes-people in the group

The Pygmalion effect is also known as

a self-fulfilling prophecy.

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

a stronger, better performing work unit

For a manager, building an effective team requires work, but the payoff is _____. -a stronger, better-performing work unit -good relationships with others in the company, especially your superiors -employees who will work overtime, often without expecting to be paid for it -employees who will do as you say without questioning you -more responsibilities for you and other managers

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.

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

a stronger, better-performing work unit.

The final stage of group and team development is known as

adjourning

The final stage of group and team development is known as _____. -adjourning -performing -measuring -assessing -avoidance

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?"

Women and minorities hired on the basis of ______ may feel stigmatized as unqualified and incompetent and experience lower job satisfaction and more stress than employees supposedly selected on the basis of merit.

affirmative action

If you have ______, your belief in the power of forces around you means that you may do best in a highly structured job that requires greater compliance.

an external locus of control

To help with hiring decisions during peak seasons and holidays, Touching Cards uses time-series forecasts, like sales from last Valentine's Day and Christmas, to predict future sales based on patterns of historical data. This defines ___. a seasonal trend a trend decision diagnosis analytics a logical system

analytics Analytics, or business analytics, is the term used for sophisticated forms of business data analysis. In one example of analytics in gambling, data-mining software was used to analyze vast amounts of casino customer data to target profitable patrons.

Which of the five core job characteristics influences the psychological state of experienced responsibility for work outcomes?

autonomy

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

behavioral

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

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.

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? -unstructured interview -situational interview -behavioral-description interview -compatibility test -performance test

behavioral-description interview In the behavioral-description interview, the interviewer explores what applicants have actually done in the past. Example: "What was the best idea you ever sold to a supervisor, teacher, peer, or subordinate?" 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.

A control mechanism for making sure the right people do the right things at the right time is called a

chain of command

A control mechanism for making sure the right people do the right things at the right time is called a..

chain of command.

A consultant with a background in behavioral sciences who can be a catalyst in helping organizations deal with old problems in new ways is known as a(n)

change agent

Organizations with ______ are the most likely to devote considerable resources to hiring and developing their employees, and view customers as partners.

clan cultures

Belittling the importance of the inconsistent behavior is one way to reduce

cognitive dissonance

Belittling the importance of the inconsistent behavior is one way to reduce

cognitive dissonance.

According to the integrated model, motivation is affected by both personal factors and ________ ones. -incentive -historic -subconscious -contextual -irrational

contextual The way motivation works actually is complex, the result of multiple personal and contextual factors. 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.

An advantage of ______ authority is that managers are encouraged to solve their own problems rather than buck the decision to a higher level.

decentralized

An advantage of ______ authority is that managers are encouraged to solve their own problems rather than buck the decision to a higher level.

decentralized. An advantage in having decentralized authority is that managers are encouraged to solve their own problems rather than to buck the decision to a higher level. In addition, decisions are made more quickly, which increases the organization's flexibility and efficiency.

A graph of decisions and their possible consequences is a ______. decision structure corporate hierarchy resolution graph decision-result assessment decision tree

decision tree A decision tree is a graph of decisions and their possible consequences; it is used to create a plan to reach a goal. Decision trees are used to aid in making decisions.

The combination of how an individual perceives and responds to information is a reflection of their ____. perception scale observation guide big data perception ambiguity index decision-making style

decision-making style Decision-making style reflects the combination of how an individual perceives and responds to information. A team of researchers developed a model of decision-making styles based on the idea that styles vary along two different dimensions: value orientation and tolerance for ambiguity.

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

description

Analyzing the underlying causes is the process of ____. digging analytics undermining management through analysis diagnosis

diagnosis Diagnosis is analyzing the underlying causes.

8. The arrangement of having discrete parts of a task done by different people is known as a(n) ____. -organization chart -common purpose -contingency approach -employee structure -division of labor

division of labor Division of labor, also known as work specialization, is the arrangement of having discrete parts of a task done by different people.

Work specialization is also known as

division of labor.

In a ______ organizational structure, people with diverse occupational specialties are put together in formal groups by similar products or service, customers or clients, or geographical regions.

divisional

A textile manufacturing company is closing a plant and permanently dismissing most of the employees who work there. When Kenneth lost his job in this way, it is known as a(n)

downsizing

4. Greg, the CEO of Organic Market, wants managers and employees to instruct each other about the organization's chosen values and beliefs. Greg has encouraged the seasoned employees to retell stories about the company legends, and he plans on bringing back the monthly rewards. Greg is endeavouring to ____. -embed company culture -use a diversity plan -establish a value system -add heroes -embed industry culture

embed company culture Changing organizational culture is a teaching process in which organizational members teach each other about the organization's preferred values, beliefs, expectations, and behaviors. The process is accomplished by using one or more of the following 12 mechanisms; 1. Formal statements; 2. Slogans & sayings; 3. Rites & rituals; 4. Stories, legends, & myths; 5. Leader reactions to crises; 6. Role modeling, training, & coaching; 7. Physical design; 8. Rewards, titles, promotions, & bonuses; 9. Organizational goals & performance; 10. Measurable & controllable activities; 11. Organizational structure; 12. Organizational systems and procedures.

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

emotional stability

A(n) ______ focuses on self-responsibility, nutritional awareness, relaxation techniques, physical fitness, and environmental awareness.

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

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

employee engagement

Which of the following is not a contextual factor of motivation? -organizational culture -cross-cultural values -physical environment -rewards and -reinforcement -employee personality

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

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. -expectancy -goal-setting -justice -reinforcement -equity

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.

Pat, the human resources manager, has significant experience handling ethical issues in the workplace. Over the years he has received extensive training in matters of workplace ethics, and with a legal background, the management of his company rely on Pat to assist them with legal issues, especially with ethical dilemmas. Pat is a good example of a(n) _____. oversight specialist whistle-blower ombudsman officer ethics officer proprietary officer

ethics officer An ethics officer is someone trained about matters of ethics in the workplace, particularly about resolving ethical dilemmas.

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.

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. These relationships, which are shown in the following drawing, are affected by the three elements of expectancy, instrumentality, and valence.

If you have ______, your belief in the power of forces around you means that you may do best in a highly structured job that requires greater compliance.

external locus of control

According to acquired needs theory, managers with a high need for power may be less effective than those without it. True/False?

false

Character is defined as those stable psychological and behavioral attributes that give you your identity. True/False?

false

Ethics is one of the four primary areas in which organizational change is most often needed. True/False?

false

Fitting people to jobs is the modern approach to job design. True/False?

false

If you start a new job and find the description and criteria for promotion to be vague, role conflict has occurred. True/false?

false

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

false

Physiological or psychological deficiencies that arouse behavior are called/known as motivators.

false

The Abilene paradox is the tendency of people to go along with others in order to make requests of them in the future. True/false

false

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

formal group

A committee investigating the impacts of health care reform on the organization is an example of a(n) _____. -formal group -official group -organized group -informal group -informal team

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.

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

formal group.

The purpose of the strategic human resource management process is to

get optimal work performance to help realize the company's mission and vision.

The purpose of the strategic human resource management process is to...

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

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

glass ceiling.

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

groupthink

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

halo effect

When physically attractive people are also assumed to be smarter and nicer, which perception distortion has occurred? -halo effect -self-serving bias -selective perception -stereotyping -recency effect

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.

Salvador, who works as a waiter in a top restaurant in Manhattan, likes the fast pace of his work and the fact that things are always changing there. Salvador can be said to _____. have a large need for structure have a low tolerance for ambiguity have a high task orientation rank high on the stress index have a high tolerance for ambiguity

have a high tolerance for ambiguity Some people desire a lot of structure in their lives (a low tolerance for ambiguity) and find ambiguous situations stressful and psychologically uncomfortable. In contrast, others do not have a high need for structure and can thrive in uncertain situations (a high tolerance for ambiguity, like Salvador).✓ have a high tolerance for ambiguity

9. A control mechanism for making sure the right people do the right things at the right time is a(n) _____. -organization chart -hierarchy of authority -contingency design -matrix structure -division of labor

hierarchy of authority The hierarchy of authority, or chain of command, is a control mechanism for making sure the right people do the right things at the right time.

A(n) ______ focuses on self-responsibility, nutritional awareness, relaxation techniques, physical fitness, and environmental awareness.

holistic wellness program

When a grocery store chain adopts a new practice of its competitors by staying open 24 hours a day, requiring employees to work flexible schedules, it is considered a(n) ______ change.

innovative

People often do volunteer work for the ______ rewards.

intrinsic

People often do volunteer work for the ______ rewards. -extrinsic -valence -gainsharing -intrinsic -job enrichment

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.

Baristas at a local coffee shop used to simply make the beverages ordered with a separate cashier. Recently, they were asked to take the orders and receive payments as well, helping a customer throughout a transaction. This change is considered

job enlargement

Baristas at a local coffee shop used to simply make the beverages ordered with a separate cashier. Recently, they were asked to take the orders and receive payments as well, helping a customer throughout a transaction. This change is considered

job enlargement.

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 enlargement -job simplification -job significance -job enrichment -job productivity

job enrichment Job enrichment employees are given more responsibility such as taking on chores that would normally be performed by their supervisors. For example, 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.

The four major perspectives on motivation include all except_____. -content -process -job design -reinforcement -job satisfaction

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

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

job simplification

Because of globalization and information technology, the United States no longer has an advantage in ________ workers.

knowledge

The most bureaucratic stage of the organizational life cycle is the ________ stage.

maturity

The most bureaucratic stage of the organizational life cycle is the ________ stage.

maturity. In the maturity stage, which is the final stage, the organization becomes very bureaucratic, large, and mechanistic. The danger at this point is lack of flexibility and innovation.

In two-tier wage contracts, ________ employees are paid less or receive lesser benefits than ________ employees.

new,veteran

In two-tier wage contracts, ________ employees are paid less or receive lesser benefits than ________ employees.

new; veteran

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

norms

Although ______ are typically unwritten and seldom discussed openly, they have a powerful influence on group and organizational behavior. -norms -personality conflicts -quality standards -task roles -work rules

norms Norms are general guidelines or rules of behavior that most group or team members follow. Norms point up the boundaries between acceptable and unacceptable behavior. Although norms are typically unwritten and seldom discussed openly, they have a powerful influence on group and organizational behavior

2. The company dress code and award ceremonies are part of its ____. ethical codes mission statement organization benefits core values observable artifacts

observable artifacts At the most visible level, organizational culture is expressed in observable artifacts, which are physical manifestations such as manner of dress, awards, myths and stories about the company, rituals and ceremonies, and decorations, as well as visible behavior exhibited by managers and employees.

An organization is a system of consciously coordinated activities or forces..

of two or more people.

Computer-assisted instruction is usually a form of _____. -managerial development -on-the-job training -orientation -management selection -off-the-job training

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.

Computer-assisted instruction is most accurately defined as a form of...

off-the-job training.

5. A(n) ______ is a system of consciously coordinated activities or forces of two or more people. -task plan -culture -closed system -hierarchy of authority -organization

organization According to Chester I. Barnard's classic definition, an organization is a system of consciously coordinated activities or forces of two or more people. By this definition, a crew of two coordinating their activities to operate a commercial tuna fishing boat is just as much an organization as the entire StarKist Tuna Co.

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

overtime

Salaried executive, administrative, and professional employees are exempt from ______ rules. overtime OSHA EEO Fair Labor Standards Act ADA

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

10. When a manager is so frantic to get rid of the problem that he or she can't deal with the situation realistically, this is known as ____. -avoidance management -defensive avoidance -a fog reaction -panic -life avoidance

panic In panic, a manager is so frantic to get rid of the problem that he or she can't deal with the situation realistically. Troubled by anxiety, irritability, sleeplessness, and even physical illness, if you're experiencing this reaction, your judgment may be so clouded that you won't be able to accept help in dealing with the problem or to realistically evaluate the alternatives.

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

perception

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

performance management

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

performance management.

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

personal

Clothing and shelter are examples of ________ needs, according to Maslow.

physiological

Someone who is more apt to take initiative and persevere to influence the environment has a(n) ______ personality.

proactive

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

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 nonproactive individuals.

In defensive avoidance, when a manager can't find a good solution, the manager follows with ____. -doing nothing -taking the easiest way out -procrastination, passing the buck, or denying the risk of any negative consequences -finding the most cost-effective solution -frantically getting rid of the problem

procrastination, passing the buck, or denying the risk of any negative consequences In defensive avoidance, a manager can't find a good solution and follows by (a) procrastinating, (b) passing the buck, or (c) denying the risk of any negative consequences.

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

production

The workers on the night shift at a manufacturing plant would be considered a(n) ______ team. -production -action -project -cross-functional -continuous improvement

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.

Devil's advocacy and the dialectic method are forms of

programmed conflict.

The application of negative consequences to stop or change undesirable behavior is known as

punishment

The application of negative consequences to stop or change undesirable behavior is known as

punishment.

Innovation that creates products, services, or technologies that replace existing ones is known as

radical innovation

There has recently been a social media frenzy regarding the use of "pink slime" as a beef additive, though it has been used safely for many years. Several grocery chains discontinued selling products containing it as part of what type of a response? rea

reactive change

When a manager is trying to foster innovation, the first thing he or she should do is

recognize problems and opportunities.

Which motivational theory uses behavior modification?

reinforcement theory

In Alderfer's ERG theory, the desire to have meaningful relationships with people who are significant to us is called

relatedness needs

In Alderfer's ERG theory, the desire to have meaningful relationships with people who are significant to us is called

relatedness needs.

An emotional or behavioral response to real or imagined threats to an established work routine is known as

resistance to change

In hostile environment sexual harassment, the person being harassed does not

risk economic harm from the harasser.

In hostile environment sexual harassment, the person being harassed does not

risk economic harm from the harasser. In the hostile environment type of sexual harassment, the person being sexually harassed doesn't risk economic harm but experiences an offensive or intimidating work environment.

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

selection

Applications, résumés, interviews, and employment tests are known as ______ tools. -investigation -sorting -recruitment -selection -performance

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.

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

Competence, autonomy, and relatedness are the primary motivations for behavior according to _____. -two-factor theory -self-determination theory -acquired needs theory -expectancy theory -hierarchy of needs theory

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, Jaycee became unsure of her ability to do her job. Tom, her boss, has been mentoring her to improve her

self-efficacy

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 __________. -agreeableness -self-efficacy -internal locus of control -conscientiousness -learned helplessness

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.

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

self-efficacy.

The Pygmalion effect is also known as

self-fulfilling prophecy

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

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? -performance goals and feedback -motivation through accountability -size -roles -seniority

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.

Which of the following is included in the internal dimensions of diversity?

sexual orientation

Edgar Schein defines organizational culture as a system of ______ that develops within an organization and guides the behavior of its members.

shared beliefs and values

The obesity epidemic and the increase in related health problems in the United States would be considered what type of force for change in an organization?

social Pressures

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

social awareness

Empathy and organizational intuition are a part of which emotional intelligence (EI) trait? -relationship management -self-management -self-awareness -social awareness -self-monitoring

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.

10. Philip, a shift manager in a factory, has 40 employees on his shift that he directly supervises. The 40 workers who report directly to Philip represent his _____. -unity of command -hierarchy of authority -span of direction -span of control -division of labor

span of control The span of control, or span of management, refers to the number of people reporting directly to a given manager.

The three vice presidents reporting to the CEO are known as the CEO's...

span of control.

1. A hierarchy culture has an internal focus and most values ____. -flexibility -stability and control -external stakeholders -community standards -risk-taking

stability and control A hierarchy culture has an internal focus and values stability and control over flexibility.

Legal counsel in most organizations would be considered

staff personnel.Staff personnel have authority functions; they provide advice, recommendations, and research to line managers (examples: specialists such as legal counsels and special advisers for mergers and acquisitions or strategic planning).

The downside of a(n) ______ culture is that it may become resistant to change.

strong

Lorelei 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. Lorelei plays a ______ role for her team.

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. -maintenance -leadership -task -cohesiveness -relationship

task A task role, or task-oriented role, consists of behavior that concentrates on getting the team's tasks done. All of the following are playing task roles: coordinators, who pull together ideas and suggestions; orienteers, who keep teams headed toward their stated goals; initiators, who suggest new goals or ideas; and energizers, who prod people to move along or 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 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) _____. -group -association -informal union -team -informal organization

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.

In horizontal design, ________ are used to improve collaboration and work on shared tasks by breaking down internal boundaries.

teams or workgroups

A self-fulfilling prophecy is also known as __________. -causal attribution -the Pygmalion effect -burnout -learned helplessness -selective perception

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.

Anthony, the plant manager, was talking with another manager about Tim, the lead engineer in the corporate R & D department. Anthony remarked that "Tim is so bright, and is an expert in designing products. But like so many experts, he can't imagine what it's like to be as ignorant as the rest of us. I think at times, he cannot see things from an outsider's perspective." This is known as _____. the curse of knowledge the tunnel vision effect an analytics perspective a narrow perspective the intellectual fog effect

the curse of knowledge As our knowledge and expertise grow, we may be less and less able to see things from an outsider's perspective. Hence, we are often apt to make irrational decisions. Why do some engineers design electronic products (such as DVD remote controls) with so many buttons, devices ultimately useful only to other engineers? Why are some professional investors and bankers prone to taking excess risks? Why are some employees so reluctant to adopt new processes? The answer may be what's known as the curse of knowledge.

7.The chain of command is also known as _____. -the movement chart -the horizontal specialization -an analytics tool -the organizational picture -the vertical hierarchy

the vertical hierarchy The vertical hierarchy is also known as the chain of command.

The number one reason people quit their jobs is their dissatisfaction with _____. -long hours -their wages or salaries -the physical work environment -their supervisors -the lack of opportunities for learning

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 number one reason people quit their jobs is their dissatisfaction with

their supervisors.

Kotter's steps for change are valuable for managers who are attempting to bring it about because

they include specific recommendations for behaviors that managers need to exhibit.

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

training

A company that discovers its development costs are twice those of its competitors and reveals this to employees is using benchmarking to assist in the change process. True/False?

true

Human resource management consists of the activities managers perform to plan for, attract, develop, and retain an effective workforce. True/false

true

Middle-aged male employees tend to have stable attitudes toward their work, even when they change jobs. True/false?

true

OD intervention strategies may need to be adjusted when implementing them across countries. true/false?

true

Pay for performance bases pay on one's results on the job.

true

Suggestions for improvement, training new people, and care for organizational property are examples of organizational citizenship behaviors. True/false?

true

The purpose of job investigation is to determine, by observation and analysis, the basic elements of a job. True/false?

true

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

true

An organization is a system of consciously coordinated activities or forces of _____

two or more people

In the ______ stage of Lewin's change model, managers try to instill in employees the motivation to change, encouraging them to let go of behaviors that are resistant to innovation.

unfreezing

Advances in computer technology and networks have made it increasingly possible for a person to communicate with more than one manager, though this violates what principle?

unity of command.

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

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. -structured -situational -behavioral-description -unstructured -standardized

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.

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 -expectancy -instrumentality -reinforcement -esteem

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. -legitimacy -reliability -consistency -central tendency -validity

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

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 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

Compensation, recognition, and status are common ______ in the workplace. values structures norms perceptions attitudes

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

During the storming stage of group and team development, which of the following is most important for the team leader to encourage?

voicing of disagreements

Which of the following is most important for the team leader to encourage during the storming stage of group and team development? -empowerment among members -socializing among members -celebration of accomplishments -voicing of disagreements -completing the task

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.

3. Espoused values are _____. -a narrative based on true events, which emphasize a particular value -physical manifestations of its core beliefs -the values and norms actually exhibited in the community -explicitly stated values and norms preferred by an organization -profit and cost expectations stated in the business plan

• explicitly stated values and norms preferred by an organization Espoused values are the explicitly stated values and norms preferred by an organization, as may be put forth by the firm's founder or top managers.

6. Ann is a teacher who became interested in helping adults in some of the poorer neighborhoods learn how to read. She plans to start a reading center in a low income area to help residents with reading skills at no cost. Ann's center is an example of a(n) _____. -nonprofit organization -for-profit organization -association -coop -union

• nonprofit organization A nonprofit organization is formed to offer services to some clients, as the Humane Society does, not to make a profit.