MGT375 Q1/Q2
Culture is based on "taken-for-granted implicit assumptions
" TRUE
A clan culture has an external focus and values flexibility rather than control
FALSE
According to McGregor's Theory Y, people tend to procrastinate and loaf whenever they can
FALSE
According to Wilson's managerial skills research, an effective manager controls details by being overbearing
FALSE
According to the value-based model of work/family conflict, value similarity involves the amount of value agreement between employee and employer
FALSE
Affective commitment reflects a feeling of obligation to continue employment
FALSE
Among the Big Five personality dimensions, extraversion had the strongest positive correlation with job performance
FALSE
An adhocracy culture strives to instill cohesion through consensus and job satisfaction and commitment through employee involvement
FALSE
Developmental relationship strength reflects the sheer quantity of relationships among the individual and those involved in her developmental network
FALSE
Discrepancy models of job satisfaction propose that satisfaction is a function of how fairly an individual is treated at work
FALSE
Henry Mintzberg found that managers typically devote large blocks of time to planning
FALSE
High self-monitors are usually criticized for being insensitive to others
FALSE
Job satisfaction refers to the extent to which an individual identifies with an organization and is committed to its goals
FALSE
Mentoring has negligible influence on the protégé/protégée's future career
FALSE
People with an internal locus of control tend to attribute key outcomes in their lives to environmental causes, such as luck or fate
FALSE
Self-efficacy is functionally the same thing as self-esteem
FALSE
Social system stability reflects the extent to which the work environment is perceived as negative yet reinforcing, and in which conflict and change are managed effectively
FALSE
The negative end of the agreeableness scale is labeled neuroticism
FALSE
A hierarchical culture represents a different set of values than does a market culture
TRUE
A market culture has an external focus and values control
TRUE
A person with a relatively high level of spatial ability is easily able to visualize how geometric shapes would look if transformed in shape or position
TRUE
According to McGregor's Theory X, people tend to procrastinate and loaf whenever they can
TRUE
According to McGregor's Theory Y, the typical employee can learn to accept and seek responsibility
TRUE
Attitudes have affective, cognitive, and behavioral components
TRUE
Cognitive dissonance represents the psychological discomfort a person experiences when his or her attitudes or beliefs are incompatible with his or her behavior
TRUE
Developing emotional intelligence is a way to effectively deal with fear and other emotions
TRUE
Enacted values represent the values and norms that are exhibited by employees
TRUE
Human capital is the productive potential of an individual's knowledge and actions
TRUE
Individuals with high self-esteem see themselves as worthwhile, capable, and acceptable
TRUE
Job involvement is the extent to which an individual is immersed in his or her present job
TRUE
Managers can help reduce employee turnover by improving employee job satisfaction
TRUE
Observable artifacts such as special parking places, decorations, or manner of dress are physical manifestations of an organization's culture
TRUE
Organizational citizenship behaviors consist of employee behaviors that are beyond the call of duty and exceed work-role requirements
TRUE
Organizational commitment reflects the extent to which an individual identifies with an organization and is committed to its goals
TRUE
Organizational culture impacts organizational design
TRUE
Organizational culture influences work attitudes
TRUE
Organizational socialization is the process by which a person learns the values, norms, and required behaviors that permit her to participate as a member of the organization
TRUE
People who believe they control the events that affect their lives are said to possess an internal locus of control
TRUE
Personal values essentially represent the things that have meaning to us in our lives
TRUE
Research evidence suggests that people-centered employment practices are associated with higher profits and lower employee turnover
TRUE
Self-efficacy is the belief in one's ability to do a specific task
TRUE
Slogans, language, and sayings are ways that organizational members teach each other about the organization's preferred values, beliefs, expectations, and behaviors
TRUE
Social capital is productive potential resulting from strong relationships, goodwill, trust, and cooperative effort
TRUE
Successful performance depends on the proper combination of effort, ability, and skill
TRUE
The diversity of developmental relationships reflects the variety of people within the network an individual uses for developmental assistance
TRUE
The first phase of the organizational socialization process is anticipatory socialization
TRUE
Turnover costs fall into two categories: separation costs and replacement costs
TRUE
