Z370 Practice Questions - Final

Adriana did not study hard for the test because she felt that no matter how hard she studied, she would not perform well. In Expectancy Theory terms, which of the following was low for Adriana? A. Expectancy B. Valence C. Instrumentality D. Equity E. Self-Confidence

A. Expectancy

Our whole company team, Sam Wilson is the motivator. He's always encouraging his teams to work harder and try to perform better. Which of Belbin's team roles is Sam and acting? A. Shaper. B. Coordinator. C. Team worker. D. Implementer.

A. Shaper

Your team is working on multiple high-profile projects. You ensure that everyone is prioritizing the right projects at the right time. Which of Belbin's Team Roles are you enacting? A. Shaper B. Team Worker C. Coordinator D. Monitor/Evaluator

A. Shaper

Minerva is a manager at a Harry's House of slushy drinks. Minerva decides to motivate her employees by allowing them to have two free slushy drinks per shift. Will this reward motivate them? A. This might work for some employees, but it might not work for others. B. This might work as long as the manager is equitable when distributing the slushy drinks. C. This should work because all employees value free slushy drinks. D. This will not work. This action satisfies only the employees sustenance needs.

A. This might work for some employees, but it might not work for others.

Andy and Kevin work in accounting. They are tasked with completing the organization's quarterly reports. Kevin suggests that they equally divide up the work, but Andy immediately disregards the comment stating that Kelvin's idea is dumb and inefficient. Kevin is hurt by Andy's response. Which type of conflict is happening in this situation? A. Relationship conflict. B. Task conflict. C. Process conflict. D. Complicating conflict.

A. relationship conflict

Mollie quit her job at a car rental agency because there was too much pressure. She hated that everyone's name and their weekly sales results were clearly posted in the cafeteria for everyone to see. She hated it most when her performance was better than anyone else's in the branch. Today, she works at the YMCA with a group of happy and laid back people. She likes them, and really loves her job helping kids and adults exercise. Mollie is most motivated by McClelland's Need for A. Achievement B. Affiliation C. Purpose D. Meaning E. Power

B. Affiliation

Recent information indicates some internal difficulties among subordinates. The group has a remarkable record of accomplishment. Members have effectively maintained long-range goals. They have worked in harmony for the past year. All are well qualified for the task. According to Situational Leadership Theory, which is the best course of action? A. Ask the subordinates about the issues and make some suggestions for how the subordinates might work together more effectively B. Allow group members to work out whatever difficulties they are experiencing among themselves C. Act quickly and firmly to solve any conflicts that are occurring and redirect the group's energies toward the task D. Participate in problem discussions with subordinates while providing support that might help solve the problem

B. Allow group members to work out whatever difficulties they are experiencing among themselves

Inga, a manager at Storks, Inc., told her boss, Juan, "I think your idea to use TikTok as our primary social media marketing platform is inspired. You're so right!" What technique is Inga using? A. Excuses B. Conformity C. Self-Promotion D. Favors E. Exemplification

B. Conformity

Peter works at the front desk at a dental office. He is counting down the months until retirement because he really dislikes his manager. He believes that no matter how hard he works, his manager won't reward him for increased productivity. Which element of expectancy theory is Peter's manager violating? A. Expectancy. B. Instrumentality. C. Valence. D. This issue is not related to expectancy theory.

B. Instrumentality

Professor Snape is negotiating with his manager, Albus Dumbledore, about his annual raise. Professor Snape has worked at the Hogwarts University for the past 20 years and has a great working relationship with Dumbledore. While negotiating, Professor Snape is transparent about the reasons he should receive a raise and even discloses how much he thinks he should receive based on his productivity. Professor Snape wants to create a "win-win" situation with Dumbledore. He wants both parties to benefit from this salary negotiation. Which type of negotiation strategy is shape exhibiting? A. Resisting. B. Integrative. C. Compromising. D. Distributive.

B. Integrative

MovieKind is a large firm that manufactures film equipment. Employees at MovieKind get annual performance appraisals from their supervisors. As the HR Director at MovieKind, you want to modify the current performance evaluation system. Which of the following, if true, best supports the argument that the forced distribution method is most appropriate performance appraisal tool for MovieKind to use? A. Supervisors at MovieKind have difficulty assessing employee "fit" during the selection process B. Many managers at MovieKind are hesitant to give low performance ratings C. MovieKind organizes their work around project-based teams of employees D. Multiple appraisals are needed at MovieKind to minimize claims of employment discrimination E. You want to maximize developmental feedback given to MovieKind

B. Many managers at MovieKind are hesitant to give low performance ratings

Understanding Equity Theory helps managers successfully enact which element of Expectancy Theory? A. Expectancy B. Valence C. Employee growth need strength D. All three elements of Expectancy Theory E. Equity Theory is not related to any element of Expectancy Theory

B. Valence

Minerva McGonagall is a professor who teaches management at Hogwarts University. She is curious about the percentage of students who complete their homework assignments due to intrinsic motivation. She decides to send all of her students a survey with the following question, "Why do you complete your homework assignments?" Which of the following is not an intrinsic response to completing homework assignments. A. because I enjoy the assignment topics and they interest me. B. Because I believe working through the assignments is a necessary part of self-growth. C. Because my grade will suffer if I don't submit the assignments. D. Because the professor inspires me to do my best work on the assignments.

C. Because my grade will suffer if I don't submit the assignments.

Within mentoring relationships A. Only the protégé benefits B. The protégé mainly benefits, but the mentor might benefit as well C. Both the protégé and the mentor benefit D. None of the responses are correct

C. Both the protégé and the mentor benefit

Dixon manufacturing is a large firm that produces automotive parts for sports cars. Employees at Dixon receive annual performance appraisals from their supervisors. However, top executives at Dixon have decided that performance appraisals should be conducted more frequently and that a new method of appraisal should be implemented. Which of the following if true? Best supports the argument that the ranking method is the most important appropriate performance appraisal tool for Dixon to use. A. Dixon supervisors want specific examples of good and poor behavior in order to facilitate rating discussions. B. Dixon executives want the firm to become high performing work systems within five years. C. Dixon will be reducing its workforce and eliminating the lowest performing employees. D. Supervisors at Dixon work with HR to hire, fire and train all employees.

C. Dixon will be reducing its workforce and eliminating the lowest performing employees.

LaDarius has taken over a project group which has fallen behind targets for cost and delivery. LaDarius believes that setting goals will help the group's performance. Goals have a stronger relationship with performance when: A. People have to fight for the resources they need to achieve the goal. B. People have to develop new talents and skills to achieve the goal. C. People get regular feedback on their performance. D. A and B are true. E. A and C are true.

C. People get regular feedback on their performance.

Peter works hand rolling cigars. He likes his job and is very good at rolling cigars. He believes he can make more cigars during his shift and that his supervisor, whom he really trusts, will award him if his productivity increases. Peter's supervisor offers him a cash bonus for every box of cigars he makes during his shift. Peter is not motivated to make more boxes of cigars. According to Expectancy Theory, what is the most likely explanation? A. Peter does not believe his supervisor will really provide the cash bonus. B. Peter doesn't believe he can make more boxes of cigars. C. Peter really wants more time off with his kids, so cash isn't a good incentive. D. None of these explain why Peter won't make more boxes of cigars.

C. Peter really wants more time off with his kids, so cash isn't a good incentive.

Andy and Kevin work in sales. They have teamed up to renegotiate a five-year deal with the client and are discussing how they will renegotiate. Andy wants to play hardball (e.g. keep the price the same in the new deal) with the client in order to earn more commission. Kevin disagrees, and instead advocates for a compromise (lower price to keep the client from switching to a competitor). Which type of conflict is happening in this situation? A. Relationship conflict. B. Task conflict. C. Process conflict. D. Complicating conflict.

C. Process Conflict

Wanda Maximoff, Jean Grey, and Carol Danvers have been assigned to work together on a super-secret project at Marvel Company. Over time, the three team members have grown apart. Wanda believes that team cohesion is low. Which of the following would support her realization? A. The team is highly prone to groupthink. B. Group members quickly and readily conform to their group's norms. C. Team members publicly claim that they are individually responsible for the group's work. They don't share credit. D. Team members always actively participate in meetings.

C. Team members publicly claim that they are individually responsible for the group's work. They don't share credit.

A large insurance company uses a typing test to select individuals to work in their data processing center. Measuring ________ will tell them if the test measures applicants' ability to type. Measuring _________ tells them if high scores on the typing test correlate to good performance on the job. A. Construct validity/Content validity. B. Criterion-related validity/Content validity. C. Reliability/Criterion related validity. D. Construct validity/Criterion-related validity.

D. Construct validity/Criterion-related validity.

Crystal works for Ray Enterprises. While she generally likes her job and enjoys her colleagues, she's realized that she needs to do more to influence her supervisor is she wants to access the best projects. Which of the following, if true, would make Crystal more likely to do this? A. The performance evaluation systems in her company are clear and transparent B. Crystal has high role clarity C. Crystal doesn't feel a lot of pressure from her supervisor to perform well D. Crystal knows that only one person per year will be promoted in her organization - despite many people competing for that promotion

D. Crystal knows that only one person per year will be promoted in her organization - despite many people competing for that promotion

Ron Weasley is negotiating with the salesperson at Ollivanders Wand Shop. Because he is a student and therefore considered poor by wizarding standards, his goal is to get the best wand for as little money as possible. While negotiating, Ron doesn't want to share any information with the salesperson, as he's afraid that he will be taken advantage of. He also doesn't plan to come back to Ollivanders for a long time, so he has no desire to form a working relationship with the salesperson. Which type of negotiation strategy is Ron exhibiting? A. Resisting. B. Integrative. C. Compromising. D. Distributive.

D. Distributive

Dixon manufacturing is a large firm that produces automotive parts for sports cars. Employees at Dixon receive annual performance appraisals from their supervisors. However, top executives at Dixon have decided that performance appraisals should be conducted more frequently and that a new method of appraisal should be implemented. Which of the following if true? Best supports the argument that the ranking method is the most important appropriate performance appraisal tool for Dixon to use. A. Dixon recently invested in an application tracking system to help HR manage recruiting and selection tasks. B. Dixon supervisors want to provide subordinates with upward feedback. C. Dixon has provided HR with a small budget for implementing a new performance appraisal system. D. Dixon supervisors want specific examples of good and poor behavior in order to facilitate better rating discussions.

D. Dixon supervisors want specific examples of good and poor behavior in order to facilitate better rating discussions.

You're working to build trust in your new work team. Which of the following activities should you avoid? A. Use Google Docs or another shared workspace B. Make sure each team member understands where they and the other team members bring expertise to the group C. Celebrate each time the team reaches a critical place in the timeline D. Hold off on providing feedback to one another until the end of the project

D. Hold off on providing feedback to one another until the end of the project

Eddie Brock is a new team member Marvel company. He is the "Idea man". The group relies on him to provide new insight and come up with innovative ways to complete their work. Which of Belbin's roles is Eddie most likely enacting? A. Shaper. B. Coordinator. C. Completer/Finisher. D. Plant.

D. Plant

You are the "information hub" on your work team. The other members don't directly interact with one another; instead, they send their information to you for processing. You communicate directly with each of them to refine their data. What kind of interdependence is this? A. Intensive B. Sequential C. Pooled D. Reciprocal

D. Reciprocal

Wanda Maximoff is starting a new job at Marvel Company, and she's thought a lot about the things she believes she should do to make a good impression on her new colleagues. "My contribution to the team", she thinks, "will be starting at day one to aggressively question everything the other team members say." But the other team members expect that Wanda will stay quiet until she has time to learn more about the group. Needless to say, Wanda's team members weren't very happy with her after their first meeting. What happened? A. Wanda caused the team to experience low potency. B. Wanda's team was in the norming stage. C. Wanda's team has low cohesion. D. Wanda's role perception did not match the team's role expectations

D. Wanda's role perception did not match the team's role expectations

In the National Football League scouting combine (where potential players in the National Football League are evaluated) all participants have to run a timed 40-yard dash. How would we evaluate that test for content related validity? A. We would have each potential player run the 40-yard dash at three different times and compare their scores to make sure they were consistent. B. We would have all current NFL players run a 40-yard dash. Then we would see if those who were the best players had better times for the race than those who were the worst players in the NFL. C. We would make sure that the 40-yard dash really measured the potential players ability to run fast so that scores weren't actually measuring something different (like how well their shoes fit, for example). D. We would see if players in the NFL really had to sprint for 40 yards when they played a regular game. E. We would see if potential players times for the 40-yard dash correlated with their scores for the vertical jump.

D. We would see if players in the NFL really had to sprint for 40 yards when they played a regular game.

In employee selection, which of the following represents predictive data? A. Employee performance evaluations B. Current employee test scores C. Results of a knowledge test, but not a personality test D. Results of a personality test, but not a knowledge test E. Applicant test scores

E. Applicant test scores

Josh is a computer programmer. He isn't a strong technical performer; his work often needs to be corrected by his teammates. But Josh is always willing to stay late to help out his co-workers and always has a positive attitude. Which of these is true of Josh? - Josh has low contextual performance - Josh has high task performance. - Josh has high contextual performance. - Josh's supervisor likely uses the central tendency error in her performance evaluations.

Josh has high contextual performance.

People with a ____________ are more likely to engage in political behavior. - Machiavellian personality - low need for Power - Type A personality - Narcissistic tendency

Machiavellian personality

Which of these individual factors impacts levels of political behavior in an organization? - Low trust - Reallocation of resources - Organizational investment - Declining resources

Organizational investment

_______________ relates to whether you trust the score for a particular assessment. ______________ relates to whether you're using the right test for the job. - Validity, reliability - Reliability, validity - Reliability, Bona fide occupational qualification - Validity, adverse impact

Reliability, validity

Which theory refers to an individual's belief in being capable of performing a task? - Theory Y - Self-determination theory - Cognitive evaluation theory - Self-efficacy theory

Self-efficacy theory

What is the primary focus of trait theories of leadership? - The extent to which leaders influence followers. - The personal qualities and characteristics that lead to leader emergence and leader effectiveness. - The decision processes of leaders. - The relationship that leaders create with their followers.

The personal qualities and characteristics that lead to leader emergence and leader effectiveness.

Relational job design focuses on what additional component in the design of jobs? - The relationship between the departments in the organization. - The components of the job itself. - Those who are affected by the employee's work. - The process of determining specific job outcomes in relationship to overall goals.

Those who are affected by the employee's work.

You would use a group, rather than an individual, for a project when: - deadlines are short. - speed is important. - accuracy is important. - creativity isn't necessary.

accuracy is important

Performance management systems help managers decide which employees deserve a raise and/or should be promoted. This is the ______ purpose of the performance management system. - developmental - strategic - administrative - contextual

administrative

Every applicant for a fire-fighter position has to climb a ladder while carrying 200 pounds of equipment. Because they usually have more upper body strength (that makes carrying heavy loads easier), men pass this test at higher levels than do women. This test would most likely be legally challenged on the basis of: - insufficient reliability. - adverse impact. - curvilinear correlation. - disparate treatment.

adverse impact

The most effective way to build trust in a negotiation is to: - bring in additional insight. - repeat key points. - defend your position. - be honest. - be forceful.

be honest

Creating effective teams involves: - choosing people with the best individual talent. - choosing people willing to work hard. - choosing people with the potential to fit in. - choosing people already working in the organization.

choosing people with the potential to fit in

When _________-related validity is low, the things measured in a selection test are not actually done on the job. - criterion - construct - content - concurrent

content

A _____________ team is made up of employees from the same hierarchical level but different work areas. They are typically brought together to accomplish a task. - cross-functional - goal-oriented - problem-solving - self-managed

cross-functional

The punctuated equilibrium model concerns a group's: - opportunities for interaction. - tasks. - size. - deadlines.

deadlines

When students are applying for scholarships by filling out online applications, there is a power surge. Half of the data for each applicant is lost; the applications are incomplete. What kind of threat to reliability is this? - Deficiency error - Random error - Contamination error - Alternate/Parallel form error

deficiency error

What is the second step in the negotiation process? - Bargaining and problem solving - Defining ground rules - Preparing and planning - Clarifying and justifying

defining ground rules

Which of these is NOT a dimension of the Job Characteristics Model? - Task identity - Feedback - Dependence - Task significance

dependence

Channeled effort speaks to what component of motivation? - Intensity - Direction - Inspiration - Persistance - Ability

direction

Achievement falls into which level of Maslow's hierarchy? - Physiological - Esteem - Social-belongingness - Self-actualization - Safety-security

esteem

_____________ power comes from having unique knowledge or skills. - Referent - Reward - Legitimate - Coercive - Expert

expert

In order for recognition programs to work, they must be: - fair. - money-driven. - reviewed quarterly. - focused on accomplishing company goals.

fair

Distributive justice is concerned with: - equity in all interactions. - whether employees have a say in the standards and rules. - quality of interpersonal treatment. - fairness of the outcome.

fairness of the outcome.

According to the text, which of the following is a result of authentic leadership? - Motivation - Conscientiousness - Task focus - Faith in the leader

faith in the leader

Higher job engagement is linked to: - lower productivity. - lower job satisfaction. - higher employee turnover. - higher employee engagement.

higher employee engagement

Performance management systems guide employee behavior by: - identifying the work the firm values. - ideally focusing only on the results the employee achieves. - stressing the importance of absolute evaluation measures. - always focusing employees on firm profitability.

identifying the work the firm values.

Which of the following would be considered a leadership neutralizer in a task-oriented leadership environment? - Highly structured tasks - Indifference to rewards - Cohesive work groups - Explicit formalized goals - Professionalism

indifference to rewards

Which of these refers to the extent that leaders are likely to define their roles and those of their subordinates when striving to attain goals? - Initiating structure - Consideration - Employee focus - Goal orientation - Production orientation

initiating structure

In ____________ bargaining, the goal is to create a win-win solution. - Game Theory - integrative - collective - distributive

integrative

Stage III of the conflict process includes: - cognition and personalization. - potential opposition. - behavior. - intentions.

intentions

Which of the following is true of job rotation? - It decreases productivity in the short run. - It decreases the flexibility in scheduling work. - It decreases employee motivation. - It decreases training costs.

it decreases productivity in the short run

A climate of trust is important to team success because: - it prevents members from taking risks. - it reduces conflict during leadership shifts. - it enables performance to be measured more accurately. - it fosters coalitions among members.

it reduces conflict during leadership shifts.

What power tactic is being used when a manager says that their request corresponds with a corporate policy or rule? - Legitimacy - Consultation - Exchange - Rational persuasion

legitimacy

Anita is a top manager at Z-Tech. She has the formal authority to control and use Z-Tech resources because of her hierarchical position in the firm. Given only this information, what type of power can we say Anita has? - Legitimate - Referent - Coercive - Expert

legitimate

If cohesiveness is high and performance norms are low, groups tend to have: - moderate productivity. - inertia. - high productivity. - low productivity.

low productivity

____________ are the acceptable standards of behavior within a group that are shared by the group's members. - Norms - Roles - Conflicts - Goals

norms

Role perception is best defined as: - our view of how we are supposed to act in a given situation. - acceptable standards of behavior shared by group members. - a discrepancy between how you think you are supposed to act and how others believe you should act. - a person becoming aware of the significance of other group members.

our view of how we are supposed to act in a given situation.

What variable pay plan has been historically popular as a way to compensate production workers by paying a fixed amount for each unit of production they complete (assuming they meet the firm's quality standards)? - Skill-based - Profit-sharing - Bonus - Piece-rate

piece-rate

Power that has been turned into action is: - politics. - dangerous. - less likely to create issues. - unproductive.

politics

Generally, as children grow taller, they also weigh more. This implies a _______ correlation between height and weight for children. - negative - curvilinear - positive - practical

positive

_________ conflict focuses on how a task should be accomplished. - Process - Dysfunctional - Relationship - Task

process

Leader-member exchange theory focuses on what? - Relationships - Situational considerations - Goal-setting - Raising follower readiness levels - Exchanging rewards or goals of value between participants

relationships

In the ________ approach to performance management, one employee's performance is directly compared to another employee's performance. - strategically congruent - absolute - results - relative

relative

Which theory suggests that individual prefer feeling in control of their actions and that anything that makes an enjoyable task feel like an obligation undermines motivation? - Self-efficacy theory - Theory X - Theory Y - Self-determination theory

self-determination theory

What personality trait appears to be associated with positive negotiation outcomes? - Self-efficacy - Anxiety - Agreeableness - Introversion

self-efficacy

Which of the following is NOT a key element relating to team performance? - Effective leadership. - Adequate resources. - A reward system that reflects team contributions. - Significant individual performance incentives.

significant individual performance incentives

Contingency theories focus on the _______ that impact leadership success. - individual traits - follower variables - elements of personality - ethics and values - situational variables

situational variables

In a work team: - accountability is individual. - synergy is negative. - synergy is neutral. - skills are complementary.

skills are complementary

Pedro works for Royce-Rolls, a company that prides itself on attaining their competitive advantage through engineering innovation. In order for a company to sustain this type of advantage, employees have to feel free to experiment with new techniques and try different things. But the company's performance management system evaluates employees on how efficient they are and how closely they stick to established rules. Based on this description, what is wrong with the company's evaluation system? - Strategic congruence is low - Acceptability/Usability is high - Validity is high - Reliability is low

strategic congruence is low