Management Review question for test 2

8-2 Which of the following is an external force that would cause a company to make an organizational change? - an organization-wide restructuring the naming of a new CEO - a widening span of control for managers - new marketing campaign - a booming economy Page 201-2

A booming economy

8-4 The "calm waters" metaphor envisions an organization as ________. - one with "smooth sailing ahead" - a large ship on a roiling sea - a large ship on a calm sea - a small raft on a calm sea - a small raft on a roiling sea Page 202-4

A large ship on a calm sea

9-12 A tennis player who blames a loss on windy conditions would be likely to have ________. A. an external locus of control B. an internal locus of control C. no locus of control D. high self-esteem E. self-awareness Page 230

An external locus of control

6-9 The line of authority that extends from the upper levels of management to the lowest levels of the organization is termed the __________. A. chain of responsibility B. unity of command C. staff authority D. chain of command Page 135

Chain of command

6-3 Which of the following are part NOT basic elements of organizational structure? A. work specialization, span of control B. chain of command, line authority C. centralization, decentralization D. departmentalization, formalization Page 132

Chain of command and line authority

8-3 In organizations, people who act as catalysts and assume the responsibility for managing the change process are called ________. - managers - change agents - change managers - Non-managerial employees - organizational leaders Page 202

Change agents

6-1 Organizational design requires a manager to __________. A. organize groups within an organization B. Change the culture of an organization C. change or develop the structure of an organization D. change the logo of an organization

Change or develop the structure of an organization

9-11 Emotional intelligence includes all of the following EXCEPT ________. A. cognitive skills B. self-awareness C. self-management D. social skills E. self-motivation Page 229

Cognitive skills

6-5 Today, managers favor this approach instead of work specialization. A. All tasks are performed by all employees. B. Partners switch jobs every half hour. C. Employees perform a broad range of tasks. D. Monotonous tasks are shared by all employees. Page 133

Employees perform a broad range of tasks

6-12 Authority gives an individual the right to do this. A. give orders B. perform a job C. reprimand employees D. command respect E. obey orders

Give orders

6-4 Which statement accurately defines work specialization? A. It is the degree to which tasks are grouped together. B. Individual employees specialize in doing part of an activity, rather than the entire activity. C. Jobs are ranked relative only to their worth or value to the businesses. D. Work specialization clarifies who reports to whom.

Individual employees specialize in doing part of an activity, rather than the entire activity.

7-E3 Describe and differentiate a job analysis, job description, and job specification.

Job analysis is an assessment that defines jobs and the behaviors necessary to perform them. Job analysis involves examining workflows, skills, and behaviors necessary to do a specified job. For example, what skills, knowledge, and talents does a person need to be a school counselor? How do these qualities differ from those of a teacher or school administrator? With information from the job analysis, managers develop job descriptions and job specifications. A job description is a written statement of what a job holder does, how it is done, and why it is done. A job description typically describes job content, environment, and conditions of employment. A job specification states the qualifications that a person must possess to perform a job successfully. It identifies the knowledge, skills, and attitudes needed to do the job effectively. Both the job description and specification are important documents for managers when they begin recruiting and selecting.

8-1 Change can't be eliminated, so managers must learn to ________ successfully. - avoid it - ignore it - work around it - manage it - work around it Page 200

Manage it

6-7 State motor vehicle offices usually use this kind of departmentalization. A. product B. functional C. customer D. process Page 134

Process

6-8 A soap company that features a bath soap department, a laundry detergent department, and a dish soap department is using which of the following? A. process departmentalization B. functional departmentalization C. product departmentalization D. customer departmentalization E. Geographic departmentalization Page 134

Product departmentalization

7-E2 Discuss how workforce diversity is directly affected by recruitment, selection, orientation, and training.

Recruitment —to improve workforce diversity, managers need to widen their recruiting net. For example, the popular practice of relying on employee referrals as a source of job applicants tends to produce candidates who are similar to current employees. Managers may have to look for job applicants in places where they might not have looked in the past, such as women's job networks, urban job banks, disabled people's training centers, ethnic newspapers, and gay rights organizations. This type of outreach should enable the organization to broaden its pool of diverse applicants. Selection —once a diverse set of applicants exists, efforts must be made to ensure that the selection process does not discriminate. Moreover, applicants need to be made comfortable with the organization's culture and be made aware of management's desire to accommodate their needs. Orientation and training —the outsider-insider transition is often more challenging for women and minorities than for white males. Many organizations provide special workshops to raise diversity awareness issues.

7-7 ________ indicates how consistently a selection device measures a criterion. - Operational scoring - Qualification - Reliability - Validity - Correlation Page 170

Reliability

6-ll __________ is the obligation or expectation to perform a duty. A. Responsibility B. Authority C. Unity of command D. Chain of command E. Span of control

Responsibility

6-6 Functional departmentalization group jobs by ________. A. tasks they perform B. territories they serve C. products or services they manufacture or produce D. type of customer they serve E. gender

Tasks they perform

7-14 Which of the following would be most likely to result in a manager recommending counseling for an employee? - The employee and the job are mismatched. - The employee isn't putting forth enough effort. - The employee does not have the skills required for the job. - The employee has not been adequately trained. Page 178

The employee isn't putting forth enough effort.

7-E1 Discuss the interview as a selection device for HRM.

The interview is the most common form of selection device. It is a universal component of almost all job selection processes. The great strength of the interview is that it provides direct and personal contact between the interviewer and candidate, often providing a wealth of information about the candidate. Unfortunately, this information can be misinterpreted or misused. Bias and inaccuracy often unconsciously get inserted into the interview process. For example, prior knowledge about a candidate or similar attitudes between candidate and interviewer can cause the interviewer to lose his or her sense of objectivity in the process. These kinds of flaws can be minimized if the interviewer employs a structured interview format in which the interviewer sticks to a careful, disciplined plan during the interview.

7-13 What do the written essay, critical incidents, graphic rating scales, and BARS evaluation methods have in common? - They compare individuals against standards. - They are multi-person comparisons. - They compare one employee to his or her peers. - They rank employees by performance. Page 177

They compare individuals against standards.

9-6 Cognitive dissonance theory states that a person feels ________ when his or her attitudes and actions don't match. A. Comfortable B. Uncomfortable C. Confused D. confident E. Sensitive Page 225-226

Uncomfortable

6-10 The chain of command answers this question. A. Where do I go for help? B. How do I know when the task is complete? C. What are the rules? D. Who reports to whom? E. To whom is the job chained? Page 136

Who reports to whom?

7-5 A job description is _____. - an oral presentation of a job's requirements - a list of job qualifications used to explain how the job fits in with other tasks - a written document describing the details of a job - A tool used to assess an applicant's capacity to fill the job. P. 167

a written document describing the details of a job

7-12 Which of the following is the best way to evaluate a training program? - how much trainees say they learned - how costly the method is - how much information trainees retain - actual job performance of trainees - How much employees remember the following week Page 171

actual job performance of trainees

8-6 Kurt Lewin's "calm waters" metaphor sees change as ________. - an unusual event - the natural state of things - Manageable - Unfortunate - Avoidable Page 202-4

an unusual event

9-4 The three elements that make up an attitude are its ________ components. - cognitive, affective, and behavioral - affective, effective, and defective - cognitive, component, and affective - behavioral, cognitive, and sensitivity - extraversion, openness, and conscientiousness Page 224

cognitive, affective, and behavioral

8-10 According to Lewin, which of the following is the best way to unfreeze the status quo? - increase restraining forces - decrease restraining forces and increase driving forces - decrease driving forces - increase restraining forces and increase driving forces - turn the heat up Page 203

decrease restraining forces and increase driving forces

6-2 All of the following are part of organizational design EXCEPT __________. A. deciding how specialized jobs should be B. determining rules for employee behavior C. determining the level at which decisions are made D. determining goals for the organization

determining goals for the organization

9-7 To reduce dissonance in the workplace, managers are advised to hold ________ responsible for the causes of the dissonance. A. employees B. both employees and management C. fellow workers D. external forces E. President Bush Page 227

external forces

9-9 The Myers-Briggs Type Indicator® (MBTI®) is based on ________ that are revealed in a 100-item questionnaire. A. two dimensions of personality B. four dimensions of personality C. four personality types D. eight personality types E. little research Page 228

four dimensions of personality

8-8 The final step in Lewin's three-step description of the change process is ________. - breathe a sigh of relief - freezing the new state - unfreezing the status quo - changing to a new state - unfreezing the new state Page 203

freezing the new state

9-5 Which of the following would you expect to see in a company that had highly engaged employees? A. lower employee retention rates B. greater employee retention rates C. a diverse workforce D. a homogeneous workforce E. a competitive workforce Page 225

greater employee retention rates

7-3 The first step in any employment planning process involves making a ________. - job description - human resource inventory - product evaluation - job specification Page 166

human resource inventory

8-11 Which of the following might be a source of stress for an employee who is very happy with her job with respect to the tasks she performs, what is expected from her, and how she is supervised? - task demands - role overload - interpersonal demands - organizational leadership - job redesign page 209

interpersonal demands

9-10 The Big Five model of personality includes all of the following except ________. A. Extroversion B. Agreeableness C. Conscientiousness D. intuitiveness emotional stability Page 228-9

intuitiveness

7-4 The process by which a job is examined in detail in order to identify the skills, knowledge and behaviors necessary to perform the job is known as a ______. - job description - job specification - job definition - job analysis Page 166

job analysis

7-2 The most critical environmental factor in the HRM process is the ________. - business environment - natural environment - legal environment - scientific community - economic environment

legal environment

7-6 Recruitment is the process of ________. - hiring from outside the organization - locating, identifying, and attracting potential employees - assessing the national, international, and local labor market - hiring from inside the organization Page 167

locating, identifying, and attracting potential employees

9-8 Which of the following is typically the most important reason for why managers want to increase positive job attitudes? A. lower rates of turnover and absenteeism B. higher rates of turnover and absenteeism C. increased profitability D. to decrease worker unhappiness E. to increase worker happiness Page 226

lower rates of turnover and absenteeism

7-1 Human resource management (HRM)is concerned with ________ competent employees. - obtaining - obtaining, training, motivating, and keeping - selecting, training, and motivating - training and keeping

obtaining, training, motivating, and keeping

7-11 Most employee training in U.S. organizations is ________. - classroom training - simulation exercise training - delivered through interactive video - on-the-job training - off-the-job training Page 174

on-the-job training

8-12 Anika loves being a professional dancer, but she feels stress from the tension-packed, high-pressure, fear-filled atmosphere of her group. She is likely to be experiencing stress from ________. - too much autonomy - organizational leadership - role overload - role ambiguity - her family Page 209

organizational leadership

7-8 To use a physical test as a selection device, a company must demonstrate that ________. - physical ability is related to job performance - the test is fair - the test is reliable - the test correlates with employee performance - the test does not discriminate against people with physical disabilities Page 170

physical ability is related to job performance

7-10 Interviews are valid predictors of success in the workplace if _____. - questions are short - questions are unstructured - questions are structured - the interview lasts only a few minutes Page 171

questions are structured

8-5 The "white-water rapids" metaphor sees change as ________. - an occasional occurrence - the natural state of things - sea-sickness ahead - an unpleasant interruption of the normal calm - something that must be eliminated Page 202-4

the natural state of things

9-1 Which of the following best defines organizational behavior? - the actions of organizations in the workplace - the study of the workplace - the study of organizations - the study of the actions of people at work - the interaction of people and places Page 222

the study of the actions of people at work

9-2 Which of the following are the goals of organizational behavior? - to explain, understand, and control behavior - to control and influence behavior - to explain, predict, and influence behavior - to predict, understand, and change behavior - to help the organization reach its goals Page 223

to explain, predict, and influence behavior

8-9 According to Lewin, which of the following is the objective of refreezing? - to warm the organization up for calm seas ahead - to stabilize the new situation - to promote movement away from existing equilibrium - to eliminate the need for future change - to direct behavior away from the status quo Page 203

to stabilize the new situation

8-7 The first step in Lewin's three-step description of the change process involves ________. - saying a prayer - freezing the new state - changing to a new state - unfreezing the status quo - changing to a new status quo Page 203

unfreezing the status quo

7-9 The most important reason for why managers are increasingly using performance-simulation tests is that they have been found to be ________. - nondiscriminatory - valid predictors of job performance - a good way to test an applicant's character - easy to administer Page 171

valid predictors of job performance

9-3 All of the following are included in the six behaviors that managers try to explain, predict, and influence EXCEPT ________. A. productivity and absenteeism B. workplace attitudes and perceptions C. workplace misbehavior and turnover D. organizational citizenship behavior and job satisfaction Page 223

workplace attitudes and perceptions