MGT375 Q1/Q2

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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


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