BUSN 300 FINAL

Which of the following does NOT minimize social loafing? A. Form larger work teams B. Specialize tasks C. Measure individual performance D. Make the work more interesting to the social loafer and other team members E. Select team members with a collectivist value orientation

A. Form larger work teams

Which of the following would potentially increase someone's power through non-substitutability? A. avoiding documenting unique knowledge about organizational processes B. Increasing the number of people affected by your work C. Increasing the amount of autonomy granted to you to accomplish your work D. using impression management strategies to increase your popularity with colleagues E. all of the above

A. avoiding documenting unique knowledge about organizational processes

What effect does "noise" have in the communication model? A. it distorts and obscures the sender's intended message B. it prevents the sender from forming a message C. It helps the sender to select a more appropriate medium to transmit the message D. it helps the receiver to decode the message more carefully E. The concept of "noise" does not apply to the communication model

A. it distorts and obscures the sender's intended message

The assumptions, beliefs and value that subconsciously guide employee thoughts and actions are called: A. organizational culture B. organizational structure C. Organizational socialization D. Organizational politics E. transformational leadership

A. organizational culture

One view of charismatic leadership is that it refers to: A. personal traits that provide referent power over others B. the same features as transactional leadership C. the same features as transformational leadership D. the people-oriented behaviors in the behavioral perspective of leadership E. any situation where followers attribute positive things to leaders who do not really deserve this credit

A. personal traits that provide referent power over others

Which leadership theory or perspective adopts the view that leaders are agents of change A. Transformational perspective B. Path-goal Theory C. Implicit leadership perspective D. behavioral perpective E. leadership substitutes

A. transformational perspectives

____ is the degree to which organizations standardize behavior through rules, procedures, formal training, and related mechanisms A. standardization B. formalization C. decentralization D. span of control E. Centralization

B. Formalization

__ Occurs when employees at the acquired company willingly embrace the cultural values of the acquiring organization A. deculturation B. assimilation C. separation D. integration E. all of the above

B. assimilation

Socioemotional conflict usually causes people to: A. use logical analysis to resolve the conflict B. become defensive and competitive towards each other C. rethink their assumptions and beliefs about the issue that is the source of conflict D. do none of the above E. do both "A" and "C"

B. become defensive and competitive towards each other

Employees who engage in networking tend to: A. be less powerful in the long run B. develop their referent power C. have a low level of Machiavellians D. develop their legitimate power E. develop both their referent and legitimate power

B. develop their referent power

Which of the following types of resistance to change is often a deliberate strategy to "prove" that the decision is wrong or that the change agent is incompetent A. direct costs B. saving face C. fear of the unknown D. breaking routines E. incongruent organizational systems

B. saving face

Effective communication mainly influences which fundamental drive? A. Drive to sleep B. Drive to defend C. Drive to bond D. Drive to acquire E. Communication has no effect on any human drives

C. Drive to bond

The current trend is for companies to shift their divisionalized structures away from: A. functional specializations (marketing, accounting, production, etc.) B. Clients C. Geography D. products E. emerging forms of technology

C. Geography

An organic structure has: A. a narrow span of control and low formalization B. centralized decision making and a wide span of control C. decentralized decision making and low formalization D. a high degree of formalization and a wide span of control E. functional departmentalization and a high degree of formalization

C. decentralized decision making and low formalization

The hidden elements of an organization's culture include: A. physical structures B. language used in the organization C. employee beliefs and values D. all of the above E. only b and C

C. employee beliefs and values

Which source of power originates from the power holder's own characteristics? A. legitimate power B. coercive power C. expert power D. reward power E. all of the above

C. expert power

Management by walking around: A. is the label used to describe nice executives when they get lost in unfamiliar buildings B. Should be used only when executives need to explain corporate decisions C. minimizes the problem of filtering in the communication process D. is an ineffective process for upward communication E. refers to all of the above

C. minimizes the problem of filtering in the communication process

Power is _____, whereas influence is ______ A. good, bad B. weak, strong C. potential, behavioral D. apparent, hidden E. intended, unintended

C. potential, behavioral

Which of the following interpersonal conflict management styles has some degree of win-lose orientation? A. Forcing B. Yielding C. Avoiding D. all of the above E. None of the above

D. All of the above

To develop the most accurate estimate of an organization's culture, we should: A. survey employees B. observe workplace behavior C. listening for unique language in everyday conversations D. do all of the above E. do only A and B

D. do all of the above A. survey employees B. observe workplace behavior C. listening for unique language in everyday conversations

According to research on gender communication, women are more likely than men to: A. use the communiation to build relationships B. apologize more often and seek advice C. use indirect requests ("have you considered ..?") D. do all the above E. do only "B" and "C"

D. do all the above

Appreciative inquiry begins by: A. determining the cause of the problem B. Determining whether there is a problem that needs to be fixed C. involving employees in the process of refreezing D. identifying the positive elements of an organization or work unit that is performing well E. creating a common image among participants of what should be their own organization

D. identifying the positive elements of an organization or work unit that is performing well

The situation where team members debate their different perceptions about an issue in a way that keeps the conflict focused on the task rather than the people is known as: A. electronic brainstorming B. nominal group technique C. divergent thinking D. the Delphi technique E. constructive conflict

E. constructive conflict

Which model of organization change explicitly refer to unfreezing the current situation and refreezing the desired state? A. parallel learning structures B. Process consultation C. Appreciative inquiry D. Quantum change E. force field analysis

E. force field analysis

Which of these characteristics is reported by several large-scale studies as the most important leadership characteristic? A. leadership motivation B. Emotional intelligence C. Self confidence D. Drive E. Integrity

E. integrity

Which leadership perspectives or theories explicitly consider the leader's task-oriented and people-oriened styles? A. Competency B. Behavioral C. Path-goal D. all of the above E. only B and C

E. only B and C B. Behavioral C. Path-goal

The degree of attraction people feel toward the team and their motivation to remain members is called: A. social loafing B. team development C. Team heterogeneity D. community of practice E. team cohesion

E. team cohesion

Fundamental attribution error would cause a supervisor to believe that an employee's lateness is due to factors beyond the employee's control, rather than a lack of motivation to attend work

False

Job satisfaction is a positive work evaluation

False

People with high power distance expect relatively equal power sharing

False

Tacit knowledge is best learned through formal classroom instruction

False

Cognitive dissonance occurs when we perceive an inconsistency between our beliefs, feelings, and behavior

True

Conscientiousness is one of the best personality traits for predicting job performance in most groups

True

Emotional Intelligence represents a set of abilities

True

In the EVLN model, some dissatisfied employees engage in "voice" by constructively recommending solutions to the source of their dissatisfaction

True

Stereotyping is an extension of the social identity process

True

The Big Five personality dimensions represent five clusters that represent most personality traits

True

The distributive justice ethical system states that people who are similar in relevant ways should receive the same benefits and burdens

True