MGMT Exam 2

Defensiveness

A behavior occuring when people perceive that they are being attacked or threatened.

Social Media Policy

A company policy that describes the who, how, when, for what purposes, and consequences for noncompliance of social media usage.

When positive practices reduce the impact of negative events or stressors, a(n) _________ effect has occurred. A. buffering B. attentional C. positivity D. amplifying E. deviant

A. buffering

____________ involves the capacity of a given communication medium to convey information and promote understanding A. media richness B. media noise C. media expense D. media exposure E. media competence

A. media richness

Of the following, the least rich form of communication is: A. newsletter. B. e-mail. C. phone calling. D. videoconferencing. E. handwritten note.

A. newsletter.

SMART

An acronym for setting good goals: Specific, Measurable, Attainable, Results Oriented, and Time Bound.

Expectancy

An individual's belief that a particular degree of effort will be followed by a particular level of performance.

Nonverbal Communication

Any message sent or received independent of the written or spoken word.

Noise

Anything that interferes with the transmission and understanding of a message.

Self-determination Theory

Assumes that three innate needs influence our behavior and well-being—competence, autonomy, and relatedness.

The age group that is most likely to utilize social media is: A. 13-18. B. 19-29. C. 30-49. D. 50-64. E. 65+.

B. 19-29

Which of the following is not a type of appropriate measure of goal achievement? A. Timeliness B. Lack of interpersonal conflict C. Quantity D. Quality E. Financial measures

B. Lack of interpersonal conflict

Melissa's manager set a goal that she should be able to produce 16 widgets per hour. This is a(n) ________ goal. A. Behavioral B. Objective C. Task D. Project E. Procedural

B. Objective

What kind of goals is best for jobs with clear and readily measured outcomes? A. Behavioral B. Objective C. Task D. Project E. Reinforcement

B. Objective

Chuck is concerned with what he considers to be an unfair situation at work. Although he put in 10 hours of overtime last week, he received the same pay as a co worker who didn't put in any overtime. This week he decided to take an extra hour for lunch every day. Using the terminology of equity theory, Chuck has decided to A. increase his efficiency B. decrease his inputs C. increase his outcomes D. increase his inputs E. decrease his outcomes

B. decrease his inputs

The need for prestige and reputation is part of the need for: A. love. B. esteem. C. self-actualization. D. safety. E. physiological.

B. esteem.

When a receiver expresses a reaction to the sender's message, this is: A. decoding. B. encoding. C. feedback. D. noise. E. understanding.

C. feedback.

The capacity to foster collective abandonment of justified resentment, bitterness, and blame is known as: A. trust. B. integrity. C. forgiveness. D. virtuousness. E. flourishing.

C. forgiveness.

In order to foster employee positivity, employers should do all but one of the following. Which one? A. allow employees to make decisions B. share information with employees C. give employees only positive feedback D. make the well being of employees a priority E. discourage uncivil behavior

C. give employees only positive feedback

Which of the following statements about goals and goal setting is not true? A. goal increase persistence B. goals direct attention C. goals should not be set at a level just beyond reachable ("stretch goals") D. goal achievement leads to job satisfaction E. specific goals lead to higher performance

C. goals should not be set at a level just beyond reachable ("stretch goals")

To reduce the chances of another person becoming defensive, a manager should: A. maintain a superior attitude. B. convey that he or she has all the answers. C. have two-way problem-solving discussions. D. tell the subordinate what they should do. E. act detached.

C. have two-way problem-solving discussions.

Barbara was watching the evening news and saw a story about people saving a horse that had fallen into an icy lake. She is likely to be experiencing: A. gratitude. B. awe. C. inspiration. D. pride. E. hope.

C. inspiration.

People tend to find _______ information more salient than ___________. This leads to _______ bias. A. negative, positive, attribution B. positive, negative, attribution C. negative, positive, negativity D. positive, negative, self serving E. simple, complex, attribution

C. negative, positive, negativity

____________ is defined as employees' perceptions of formal and informal organizational policies, practices, procedures and routines: A. organizational culture. B. job satisfaction. C. organizational climate. D. positive OB. E. organizational citizenship.

C. organizational climate.

The host of procedures, policies, routines, and rules that organizations use to get things done are known as: A. organizational culture. B. organizational climate. C. organizational practices. D. organizational leadership. E. organizational citizenship.

C. organizational practices.

The perceptual model of communication depicts communication as a process in which: A. communication is 100% accurate B. communication needs are minimized C. receivers create meaning in their own minds D. there is no need to encode or decode messages E. feedback is not important

C. receivers create meaning in their own minds

Extrinsic rewards come from _________ and intrinsic rewards come from _________ A. the organization, coworkers B. the organization, the environment C. the environment, oneself D. the environment, society E. oneself, the organization

C. the environment, oneself

Extrinsic rewards come from ________ and intrinsic rewards come from ________. A. the organization; coworkers B. the organization; the environment C. the environment; oneself D. the environment; society E. oneself; the organization

C. the environment; oneself

Which of the following is not one of the suggestions coming out of the TED protocol? A. you should never read your presentation. B. the most important element of stage presence is eye contact. C. use the latest technology available to appear to be up to date. D. prepare far enough in advance. E. conduct a practice session.

C. use the latest technology available to appear to be up to date.

The most effective schedules of reinforcement are: A. continuous B. fixed interbal and fixed ratio C. variable ratio and variable interval D. fixed interval and variable interval E. fixed ratio and variable ratio

C. variable ratio and variable interval

Hope equals: A. faith and charity. B. bouncing back from problems. C. willpower plus waypower. D. the opposite of pessimism. E. self-confidence.

C. willpower plus waypower.

Job Rotation

Calls for moving employees from one specialized job to another.

Amplifying Effect

Creation of positive outcomes because of their association with positive emotions and social capital.

As HR Director at a large manufacturing firm, it is Henry's responsibility to ensure that employees are properly compensated according to a biweekly time schedule. Many of Henry's employees chose to have their pay checks automatically deposited into their designated bank accounts. However, it is still necessary to inform these workers that their pay has been properly deposited. Which of the following communication media should Henry choose to convey this information? A. Video-conference B. Telephone conversation C. Face-to-face conversation D. E-mail E. Interactive medium

D. E-mail

Which of the following is not an outcome likely to result from positive emotions? A. Stronger social relationships B. Lower stress C. Psychological well-being D. More conformity to others' opinions E. Fewer colds

D. More conformity to others' opinions

ABC Company recently held a company picnic. _________ theory would suggest that this kind of event is good because it increases employees' ________. A. Self-determination; competence B. Theory Y; performance C. Maslow's needs hierarchy; satisfaction of physiological needs D. Self-determination; relatedness E. Expectancy; valences

D. Self-determination; relatedness

Considerations about how you move and about your eye contact with your audience are part of the __________ step of the TED protocol for effective presentations. A. frame your story B. plan your delivery C. plan your multimedia D. develop your stage presence E. put it together

D. develop your stage presence

Harry is thinking about meeting Connie. He writes a text message to Connie, inviting her for a drink at the local bar. Harry's action is an example of A. decoding B. feedback C. noise D. encoding E. miscommunication

D. encoding

The process of translating thoughts into a code or language that can be understood by others is known as: A. choosing a medium. B. analyzing media richness. C. decoding. D. encoding. E. giving feedback.

D. encoding.

To minimize contrast effects bias, a manager should: A. record examples of positive and negative performance throughout the year. B. be fair and realistic in evaluations. C. define an accurate profile with both high and low points. D. evaluate employees against a predetermined standard. E. provide only negative feedback.

D. evaluate employees against a predetermined standard.

The richest form of communication is: A. email B. twitter C. phone conversations D. face to face exchanges E. text

D. face to face exchanges

As the mother of two small children, Jen struggles to make ends meet on her minimum wage job. After paying rent and child care expenses, there is sometimes not enough money left at the end of the month to pay the heating bill. More than once the family has gone without warmth on cold nights, and she and kinds have gone to bed hungry. According to Maslow's Theory of needs, which of the five basic needs is Jen struggling to meet? A. safety B. esteem C. love D. physiological E. self actualization

D. physiological

Alfredo set a goal of completing the literature review portion of his research paper by Sunday night. This is a ________ goal. A. behavioral B. knowledge C. equity D. project E. procedural

D. project

A person in the coordinator (aka facilitator) role will: A. clarify pertinent values B. keep the group headed toward its stated goals C. prod the group to move along D. pull together ideas and suggestions E. suggest new goals or ideas

D. pull together ideas and suggestions

Abstract ideals that guide one's thinking and behavior across all situations are known as: A. norms. B. goals. C. personalities. D. values. E. cognitions.

D. values.

Well being is the combined impact of all but one of the following. Which one? A. engagement B. relationships C. achievement D. meaning E. productivity

E. productivity

The characteristic of PsyCap that consists of sustaining effort when beset by problems and adversity is: A. hope. B. efficacy. C. optimism. D. health. E. resilience.

E. resilience.

According to research, the most effective teams are those with: A. high extraversion B. high introversion C. high agreeableness D. high need for power E. similar levels of conscientiousness and mixed extraversion

E. similar levels of conscientiousness and mixed extraversion

To manage e-mail effectively, an employee should: A. assume your work e-mail is private. B. use e-mail for volatile, complex issues. C. use all capital letters to stress your points. D. respond immediately to nasty e-mails. E. use a spell-checker.

E. use a spell-checker.

Voice

Employees' upward expression of challenging but constructive opinions, concerns, or ideas on work-related issues to their managers.

Job Enrichment

Entails modifying a job such that an employee has the opportunity to experience achievement, recognition, stimulating work, responsibility, and advancement.

Extrinsic Rewards

Financial, material, and social rewards originating from the environment.

Attentional Hyperactivity

Happens when our minds are racing or wandering, resulting in compulsive daydreaming or fantasizing.

Positive Psychological Capital (PsyCap)

High levels of hope, efficacy, resilience, and optimism (HERO).

Instrumentality

How an individual perceives the movement from performance to outcome.

Continuous Reinforcement Schedule

If every instance of a target behavior is reinforced.

Expectancy Theory

People are motivated to behave in ways that produce desired combinations of expected outcomes.

Optimists

People who view successes as due to their "personal, permanent, and pervasive causes, and negative events to external, temporary, and situation-specific ones.

Needs

Physiological or psychological deficiencies that arouse behavior.

Upward Spirals of Positivity

Positive behaviors, feelings, and attitudes feed your own and those of others in a continual, reinforcing process.

Job Characteristic Model

Promote high intrinsic motivation by designing jobs that possess five core job characteristics.

Motivator-hygiene Theory

Proposes that job satisfaction and dissatisfaction arise from two different sets of factors—satisfaction comes from motivating factors and dissatisfaction from hygiene factors.

Intrinsic Rewards

Self-granted awards, such as psychic rewards.

Acquired Needs Theory

States that three needs—achievement, affiliation, and power—are the key drivers of employee behavior.

Negative Reinforcement

Strengthens a desired behavior by contingently withdrawing something displeasing.

Positive Deviance

Successful performance that dramatically exceeds the norm in a positive direction.

Social Support

The amount of perceived helpfulness derived from social relationships.

Content Theories of Motivation

The notion that an employee's needs influence motivation.

Equity Theory

A model of motivation that explains how people strive for fairness and justice in social exchanges or give-and-take relationships.

Theory Y

A modern and positive set of assumptions about people at work: that they are selfengaged, committed, responsible, and creative.

Communication Competence

A performance-based index of an individual's abilities to effectively use communication behaviors in a given context.

Linguistic Style

A person's characteristic speaking pattern.

Theory X

A pessimistic view of employees: that they dislike work, must be monitored, and can only be motivated with rewards and punishment ("carrots and sticks").

Conscious Capitalism

A philosophy of management that proposes that organizations exist for purposes beyond making a profit.

Performance Management

A set of processes and managerial behaviors that involve defining, monitoring, measuring, evaluating, and providing consequences for performance expectations.

Temperance

A shared belief in showing restraint and control when faced with temptation and provocation. It promotes self-control, humility, and prudence.

Compassion

A shared value that drives people to help others who are suffering.

Mindlessness

A state of reduced attention. It is expressed in behavior that is rigid or thoughtless.

People who want to control others and often manipulate people for their own gratification are described as: A. high in personal power. B. high in institutional power. C. high in need for affiliation. D. high in need for achievement. E. high in Theory X.

A. high in personal power.

Lee and Victor are good friends. Lee's laptop computer has become very slow and is not working correctly, and he goes to Victor and asks for help. Victor downloads some anti-malware software onto Lee's computer, and its performance improves. Victor has provided: A. instrumental support. B. informational support. C. esteem support. D. social companionship. E. engagement support.

A. instrumental support.

Research has demonstrated that the effect of social media on employee productivity is: A. it increases employee job satisfaction, performance, and creativity. B. it increases employee job satisfaction but decreases performance. C. it increases employee creativity and collaboration but decreases performance. D. it decreases job satisfaction but increases performance. E. it increases employee life-work balance but decreases performance and creativity

A. it increases employee job satisfaction, performance, and creativity.

Of the following, which is the most closely aligned with employees' perceptions of procedural justice? A. job performance B. absenteeism C. stress D. health problems E. mental health

A. job performance

The components of employee engagement are: A. urgency, being focused, intensity, enthusiasm B. affective, behavioral, cognitive C. interpersonal, intrapersonal D. values, attitudes, behaviors E. intrinsic, extrinsic

A. urgency, being focused, intensity, enthusiasm

Schwartz's model suggests that A. values may conflict with each other B. values are important but have no direct effect on motivation C. values are unstable D. we are always aware of our values and how they influence us E. values are formed when we are in our early adulthood

A. values may conflict with each other

Fiona was telling her friend about the freedom and discretion given to her in scheduling and deciding the procedures used to complete the tasks assigned to her. Which of the following job characteristics was she talking about? A. Feedback B. Autonomy C. Task significance D. Skill variety E. Task identity

B. Autonomy

***Personal attitudes affect ______ via _______ A. Behavior, values B. Behavior, intentions C. Values, behavior D. Values, intentions E. Values, cognitions

B. Behavior, intentions

_________ are discussions between two or more people where the stakes are high, opinions vary, and emotions run strong. A. Critical incidents B. Crucial conversations C. Defensive communications D. TED presentations E. Social dilemmas

B. Crucial conversations

The acronym for remembering the characteristics associated with PsyCap is: A. V * I * E. B. HERO. C. WILL. D. PERMA. E. CLIMB.

B. HERO.

Of the following, which is the most closely aligned with employees' perceptions of distributive justice? A. Organizational citizenship behavior B. Organizational commitment C. Stress D. Absenteeism E. Health problems

B. Organizational commitment

Flourishing represents the extent to which our lives contain: A. hope. B. PERMA C. mindfulness. D. PsyCap. E. integrity.

B. PERMA

A person will experience _______ when his or her outcome to input ratio is greater than that of a relevant comparison person. A. Equity B. Positive inequity C. Negative inequity D. Positive equity E. Negative equity

B. Positive inequity

Which of the following is not something a manager should do when giving feedback? A. Provide feedback as soon as possible B. Provide feedback about an aspect of a job that is beyond the individual's control C. Be honest D. Keep feedback relevant by relating it to existing goals E. Provide specific, descriptive feedback

B. Provide feedback about an aspect of a job that is beyond the individual's control

Fiona was telling her friend about the freedom and discretion given to her in scheduling and deciding the procedures used to complete the tasks assigned to her. Which of the following job characteristics was she talking about? A. feedback B. autonomy C. task significance D. skill variety E. task identity

B. autonomy

One characteristic that would describe an organization with positive OB is: A. single-minded focus on winning. B. pursuing wealth. C. positive deviance. D. secrecy. E. figuring out how to beat the competition.

C. positive deviance.

Organizational behavior includes all but one of the following. Which one? A. managing yourself B. managing peers C. managing bosses D. managing subordinates E. all of the above are included in OB

E. all of the above are included in OB

Evaluating people or objects by comparing them with characteristics of other recently observed people or objects is known as the ________ perceptual error. A. halo B. leniency C. central tendency D. recency E. contrast effects

E. contrast effects

The idea behind the job characteristics model is that: A. core job characteristics lead directly to job outcomes. B. critical psychological states are the result of job outcomes. C. everyone has high growth needs strength. D. the context satisfaction an employee feels is irrelevant. E. core job characteristics lead to critical psychological states.

E. core job characteristics lead to critical psychological states.

Philip got a mail from his supervisor with compliments and praises for his work over the past few months. This instance is an example of a __________ schedule of reinforcement. A. continuous B. fixed ratio C. variable ratio D. fixed interval E. variable interval

E. variable interval

In McClelland's acquired needs theory, A. there are five basic needs: power, affiliation, achievement, esteem, and self-actualization. B. the affiliation need may be either institutional or personal. C. we are born with our needs, and they merely become stronger over time. D. we have a need to be satisfied in our jobs. E. we learn needs as we live our lives.

E. we learn needs as we live our lives.

Idiosyncratic Deals

Employment terms individuals negotiate for themselves, taking myriad forms from flexible schedules to career development.

Organizational Practices

Refer to a host of procedures, policies, practices, routines, and rules that organizations use to get things done.

Restorative Justice

Reflects a shared belief in the importance of resolving conflict multilaterally through the inclusion of victims, offenders, and all other stakeholders.

Attentional Deficit

Reflects the inability to focus vividly on an object.

Intermittent Reinforcement

Reinforcement of some but not all instances of a target behavior.

Intention

Represents an end point or desired goal you want to achieve.

Flourishing

Represents the extent to which our lives contain positive emotions, engagement, relationships, meaning, and achievement (PERMA).

Virtuousness

Represents what individuals and organizations aspire to be when they are at their very best.

Total Rewards

Rewards not only involving compensation and benefits, but also personal and professional growth opportunities and a motivating work environment that includes recognition, job design, and work-life balance.

Positivity Effect

The attraction of all living systems toward positive energy and away from negative energy, or toward that which is life giving and away from that which is life depleting.

Mindfulness

The awareness that emerges through paying attention on purpose, in the present moment, and nonjudgmentally to the unfolding of experience moment by moment.

Media Richness

The capacity of a given communication medium to convey information and promote understanding.

Forgiveness

The capacity to foster collective abandonment of justified resentment, bitterness, and blame, and, instead, it is the adoption of positive, forward-looking approaches in response to harm or damage.

Well-being

The combined impact of five elements—positive emotions, engagement, relationships, meaning, and achievement (PERMA).

Need for Achievement

The desire to excel, overcome obstacles, solve problems, and rival and surpass others.

Extinction

Weakening a behavior by ignoring it or making sure it is not reinforced.

Social Media

Web-based and mobile technologies to generate interactive dialogue with members of a network.

Intrinsic Motivation

When an individual is turned on to one's work because of the positive internal feelings that are generated by doing well.

Job design

also referred to as job redesign or work design Any set of activities that involve the alteration of specific jobs or interdependent systems of jobs with the intent of improving the quality of employee job experience and their on-the-job productivity.

Organizational Behavior

an interdisciplinary field dedicated to understanding and managing people at work

When Eileen sees that the sun is shining brightly, she puts on sunglasses. This is: A. operant behavior B. consequential behavior C. reward behavior D. respondent behavior E. contingent behavior

A. operant behavior

Organizational commitment exists to the degree that a person's ______ match the _________ A. personal values, organizational culture B. personal values, job characteristics C. personal values, organizational structure D. behavioral intentions, organizational strategy E. behavioral intentions, organizational values

A. personal values, organizational culture

Which of the following is not part of effective performance management? A. reviewing performance B. monitoring performance C. providing consequences D. defining performance E. all of the above are parts of effective performance management

A. reviewing performance

Compared to men, women are more likely to, A. share credit B. hide emotions C. communicate more aggressively D. interrupt others E. see conversations as a way to maintain the upper hand

A. share credit

Compared to men, women are more likely to: A. share credit. B. hide emotions. C. communicate more aggressively. D. interrupt others. E. see conversations as a way to maintain the upper hand.

A. share credit.

Marianne is in her business statistics class, sitting by Darius. Darius is holding his cellphone under the desk, texting someone, and it is distracting Marianne from listening to the professor's lecture. This is an example of A. feedback error B. encoding error C. decoding error D. noise E. failure of cross cultural communication

D. noise

Eileen signed up for a photography class after having seen some spectacular wildlife art pictures done by a local artist. She is likely to be experiencing: A. hope. B. joy. C. pride. D. interest. E. gratitude.

D. interest.

Therese is making a presentation in one of her classes. her powerpoint slides contain several arithmetic errors that Kathy is finding distracting. This is an example of A. feedback error B. encoding error C. decoding error D. noise E. failure of cross cultural communication

D. noise

Marianne is in her business statistics class, sitting by Darius. Darius is holding his cellphone under the desk, texting someone, and it is distracting Marianne from listening to the professor's lecture. This is an example of: A. feedback error. B. encoding error. C. decoding error. D. noise. E. failure of cross-cultural communication.

D. noise.

In applying Herzberg's theory to motivate employees, managers should first: A. build motivators into subordinates jobs B. provide positive feedback C. increase subordinates autonomy D. provide opportunities for self actualization E. eliminate sources of dissatisfaction

E. eliminate sources of dissatisfaction

Which of the following is the least fixed (aka most changeable) of a persons individual differences? A. attitudes B. intelligence C. cognitive abilities D. self esteem E. emotions

E. emotions

According to expectancy theory, a person's motivation will be highest when: A. expectancy is high, but instrumentality is low. B. instrumentality is high, but valence is low. C. valence is high, but expectancy is low. D. expectancy, instrumentality, valence are all moderate. E. expectancy, instrumentality, valence are all high.

E. expectancy, instrumentality, valence are all high.

A ___________ is a set of expected behaviors for member of the group as a whole A. norm B. individual role C. task role D. maintenance role E. group role

E. group role

Which of the following is true about balancing positive and negative emotions? A. we should try to eliminate all our negative emotions B. we should have one negative emotion for each positive emotion we experience C. Our brains actually look more for positive information over negative during daily activity D. positive experiences activate a survival orientation E. ideally, we should try to have more positive experiences than negative

E. ideally, we should try to have more positive experiences than negative

Need for Power

The desire to influence, coach, teach, or encourage others to achieve.

Need for Affiliation

The desire to maintain social relationships, to be liked, and to join groups.

Communication

The exchange of information between a sender and a receiver, and the inference (perception) of meaning between the individuals involved.

Distributive Justice

The perceived fairness of how resources and rewards are distributed or allocated.

Procedural Justice

The perceived fairness of the process and procedures used to make allocation decisions.

Job Crafting

The physical and cognitive changes individuals make in the task or relational boundaries of their work.

Pay for Performance

The popular term for monetary incentives linking at least some portion of one's pay directly to results or accomplishments.

Valence

The positive or negative value people place on outcomes.

Extrinsic Motivation

The potential or actual receipt of extrinsic rewards.

Listening

The process of actively decoding and interpreting verbal messages.

Evaluating Performance

The process of comparing performance at some point in time to a previously established expectation or goal.

Positive Reinforcement

The process of strengthening a behavior by contingently presenting something pleasing.

Punishment

The process of weakening behavior through either the contingent presentation of something displeasing or the contingent withdrawal of something positive.

Motivation

The psychological processes that underlie the direction, intensity, and persistence of behavior or thought.

Interactional Justice

The quality of the interpersonal treatment people receive when procedures are implemented.

Goal Specificity

The quantifiability of a goal.

Organizational Climate

The set of shared, taken-for-granted implicit assumptions that a group holds and that determines how it perceives, thinks about, and reacts to its various environments.

Flow

The state of being completely involved in an activity for its own sake.

Positive OB

The study and application of positively oriented human resource strengths and psychological capacities that can be measured, developed, and effectively managed for performance improvement in today's workplace.

Process Theories of Motivation

They are based on the assumption that various person factors and environmental factors affect motivation.

Performance Goal

They are focused on a specific end result.

Relatedness Needs

This is the desire to feel part of a group, to belong, and to be connected with others.

Competence Needs

This is the desire to feel qualified, knowledgeable, and capable to complete an act, task, or goal.

Autonomy Needs

This is the desire to have freedom and discretion in determining what you want to do and how you want to do it.

Respondent Behavior

Unlearned reflexes or stimulus-response (S-R) connections.

Coaching

A customized process between two or more people with the intent of enhancing learning and motivating change.

Scientific Management

A kind of management which conducts a business or affairs by standards established by facts or truths gained through systematic observation, experiment, or reasoning.

One of the inputs of positive OB is A. amplification B. mindfulness C. flourishing D. buffering E. positive deviance

B. mindfulness

The perceived fairness of the processes used to make allocation decisions is called: A. distributive justice. B. procedural justice. C. interactional justice. D. interpersonal justice. E. institutional justice.

B. procedural justice.

A low instrumentality means that: A. the person does not value the outcomes. B. the person does not believe putting forth effort will result in gaining a reward. C. the person does not feel confident in his/her ability to do the job. D. the person is not motivated. E. the person is highly motivated.

B. the person does not believe putting forth effort will result in gaining a reward.

Operant Behavior

Behavior that is learned when one "operates on" the environment to produce desired consequences.

Law of Effect

Behavior with favorable consequences tends to be repeated, while behavior with unfavorable consequences tends to disappear.

Meaningfulness

Belonging to and serving something that you believe is bigger than the self.

Which of the following is not a tip for increasing goal commitment and success? A. Reward yourself for progress, not just for ultimate goal achievement B. Break large goals down into sub-goals C. Keep your goals to yourself D. Write goals down E. List the benefits of achieving the goal

C. Keep your goals to yourself

Which of the following is not a motivating factor? A. Stimulating work B. Advancement C. Salary D. Recognition E. Responsibility

C. Salary

The popular term for linking monetary incentives with results or accomplishments is: A. pay for rewards B. pay for play C. pay for performance D. pay for incentives E. pay as you go

C. pay for performance

Polly worked as a bartender. A few people used to wave money at her so that she would serve them first. She found this to be rude and hence either ignored them or always served them last. People came to realize that she served only the people who waited politely, and much of the rude behavior stopped. Polly used the model of ________ A. positive reinforcement B. negative reinforcement C. variable ratio reinforcement D. extinction E. shaping

D. extinction

To enhance a worker's expectancy, a manager could: A. get to know what rewards his/her employees value. B. set specific, measurable goals. C. link rewards to desired outcomes. D. give feedback and coach the employee. E. explain to the worker why he/she should trust the organization.

D. give feedback and coach the employee.

According to Professor Fred Luthans, people with high levels of positive psychological capital have high levels of: A. hope, extraversion, resilience, and optimism B. hope, efficacy, respect, and optimism C. health, extraversion, respect, and optimism D. hope, efficacy, resilience, and optimism E. health, efficacy, resilience, and obstinacy

D. hope, efficacy, resilience, and optimism

Crucial Conversations

Discussions between two or more people where the stakes are high, opinions vary, and emotions run strong.

Experts estimate that about ___________ of every conversation is interpreted through nonverbal communication A. 10% B. 20% C. 30% D. 50% E. 65% to 95%

E. 65% to 95%

You are unlikely to say anything to someone smoking in the nonsmoking section of a restaurant unless you are irritated by this behavior. A lack of irritation implies that the ________ component of your attitude toward people smoking in restaurants is neutral A. behavioral B. intellectual C. cognitive D. normative E. affective

E. affective

Motivating Factors

Including achievement, recognition, characteristics of the work, responsibility, and advancement—cause a person to move from a state of no satisfaction to satisfaction.

Hygiene Factors

Including company policy and administration, technical supervision, salary, interpersonal relations with one's supervisor, and working conditions—cause a person to move from a state of no dissatisfaction to dissatisfaction.

Feedback

Information about (individual or collective) performance shared with those in a position to improve the situation.

Monitoring Performance

Involves measuring, tracking, or otherwise verifying progress and ultimate performance.

Job Enlargement

Involves putting more variety into a worker's job by combining specialized tasks of comparable difficulty.

Which of the following is a tip for more effective PowerPoint presentations? A. Include questions on slides. B. Utilize lots of images. C. Make sure you have plenty of special effects. D. Use multiple font styles, sizes, and colors. E. Put everything you have to say on a slide.

A. Include questions on slides.

Matt completed his assignments on time as his teacher had said that she would allow extra play time to children who submit their assignments on or before time. Which of the following made Matt complete his assignments on time? A. Positive reinforcement B. Negative reinforcement C. Respondent behavior D. Unlearned reflexes E. Intermittent reinforcement

A. Positive reinforcement

Managers must accurately identify and communicate the behavioral characteristics and results they look for in good performance: A. at the beginning of a review cycle B. in the middle of a review cycle C. at the end of a review cycle D. during the performance review meeting E. at least once a year

A. at the beginning of a review cycle

The categories of memory that social perception involves are: A. event, semantic, and person B. attentive, encoded, and retrievable C. internal and external D. implicit and explicit E. consensus, distinctiveness, and consistency

A. event, semantic, and person

________ results from the potential or actual receipt of external rewards A. extrinsic motivation B. intrinsic motivation C. job satisfaction D. job dissatisfaction E. organizational citizenship behavior

A. extrinsic motivation

Carolyn is a very likable employee. Recently her boss rated her at the highest level of all areas of performance, even though in some areas her performance did not warrant this judgement. This is an example of a _______ perceptual error. A. halo B. leniency C. central tendency D. recency E. contrast

A. halo

Kelly is a successful attorney specializing in corporate law. While it has nothing to do with her field of employment, Kelly has always been interested in the history of religion. Using what little free time she has, she decided to take a course in comparative religion at the local university. She thinks that the course would be interesting and enjoyable. Kelly is not pursuing a degree in the subject, nor is she taking the class for a grade. What can you say about Kelly's motivation for taking the class? A. She has a high need for power. B. She is intrinsically motivated. C. She has a high need for affiliation. D. She is not serious about her career. E. She sees the potential that a degree in religion studies can help her advance in her job.

B. She is intrinsically motivated.

The "law of effect" states that A. whatever can go wrong, will go wrong B. behavior with favorable consequences tends to be repeated C. people are motivated by punishment D. garbage in, garbage out E. leadership affects how people perform

B. behavior with favorable consequences tends to be repeated

Kelley hypothesized that people make causal attributions by observing: A. external and internal factors B. consensus, distinctiveness, and consistency C. effort and ability D. implicit and explicit factors E. stereotypes

B. consensus, distinctiveness, and consistency

Motivation refers to the psychological processes that underlie: A. extrinsic and intrinsic factors. B. direction, intensity, and persistence of behavior or thought. C. content and process. D. satisfaction and dissatisfaction. E. power, achievement, and affiliation.

B. direction, intensity, and persistence of behavior or thought.

George's boss gave him a new project to do that entails developing a complex Excel spreadsheet. George has extensive previous experience and training in Excel. George is probably experiencing A. hope B. efficacy C. PERMA D. Health E. resilience

B. efficacy

Rebecca e-mailed a wedding invitation to her cousin Shawn. A few days later, she got a reply saying that he can't make it to the wedding because he will not be able to get any vacation. In the communication process, Shawn's reply is an example of __________. A. noise B. feedback C. encoding D. decoding E. jargon

B. feedback

Brian has a Master's degree in electrical engineering and brings 10 years of experience to his current job. He is known for putting in long hours of hard work on his job. He receives a salary of $75,000, medical and dental coverage, and two weeks paid vacation per year. From Brian's perspective, which of the following is an output of the individual-organization exchange relationship? A. Long hours of work B. High levels of effort C. Two weeks paid vacation D. His Master's degree in electrical engineering E. Ten years of prior experience

C. Two weeks paid vacation

I will perceive negative inequity when: A. another's total rewards are greater than rewards I receive B. another's total input is less than my total input C. another's ratio of outputs to inputs exceeds my ratio of my outputs to my inputs D. another's ratio of outputs to inputs is less than my ratio of my outputs to my inputs E. another's ratio of outputs to inputs is equal to my ratio of my outputs to my input

C. another's ratio of outputs to inputs exceeds my ratio of my outputs to my inputs

Janelle filled out a peer evaluation rating form for her teammates in her OB class. She rated everyone as a "3" or "4" on the 6-point scale. This is an example of ___________ perceptual error. A. halo B. leniency C. central tendency D. recency E. contrast effects

C. central tendency

According to the authors of our text, it makes sense for managers and organizations to hire people based on their: A. attitudes B. emotions C. cognitive abilities D. self esteem E. locus of control

C. cognitive abilities

The idea that a manager should do what the situation requires is captured by the term: A. integrative framework B. interactional perspective C. contingency approach D. performance management E. performance appraisal

C. contingency approach

If every instance of a target behavior is reinforced, a _________ schedule is in effect. A. positive B. negative C. continuous D. intermittent E. variable

C. continuous

To minimize central tendency bias, a manager should: A. record examples of positive and negative performance throughout the year. B. be fair and realistic in evaluations. C. define an accurate profile with both high and low points. D. evaluate employees against a predetermined standard. E. provide only negative feedback.

C. define an accurate profile with both high and low points.

Which of the following statements is true? A. PERMA elements are positively related to good health, but are not related to work related outcomes such as organizational commitment and career satisfaction B. well being is a single, unique concept that is related to happiness C. employees level of flourishing is related to organizational outcomes such as productivity and financial performance D. positive emotions "happen to people" they cannot be pursued proactively E. PERMA should be pursued as a means to obtain a better career

C. employees level of flourishing is related to organizational outcomes such as productivity and financial performance

Therese and Kathy both work in the accounting department at ABC Company. They go out to lunch, and Therese spends time telling Kathy how much she is valued by her co-workers and their boss. Therese is performing: A. instrumental support. B. informational support. C. esteem support. D. achievement support. E. engagement support.

C. esteem support.

__________ holds that people are motivated to behave in ways that produce desired combinations of expected outcomes. A. equity theory B. expectation theory C. expectancy theory D. self fulfilling prophecy theory E. goal setting theory

C. expectancy theory