management final

Which of the following is NOT a cognitive ability?

Abilities involving thinking, perception, memory, reasoning, verbal ability, mathematical ability, and expression of ideas

Which of the following is NOT a characteristic of a performance management system that can withstand legal scrutiny?

types that can withstand legal scrutiny: - Conduct valid job analysis related to performance - Base system on specific behaviors or results - Train raters to use system correctly - Review performance ratings and allow for employee appeal - Provide guidance/support for poor performers - Use multiple raters - Document performance evaluations

Which of the following is NOT one of the four functions of organizational culture?

1. Establishes a sense of organizational identity for members - "This is who we are" 2. Acts as sense-making device - "This is the way we do things here" - "This is why we do what we do" 3. Ensures social system stability - What managers and teams pay attention to, measure, and control -How managers react to critical incidents and organizational crises -How managers behavior (role modeling, teaching, and coaching) -How managers allocate rewards and status -How managers recruit, select, promote, and fire employees 4. Fosters collective commitment to one another and to the purpose of the organization - "This is what we do" - "We are in this together"

Which of the following is NOT a type of reliability used to evaluate a performance measure?

1. Interrater reliability - Consistency in employee's performance ratings across two (or more) different raters 2. Internal consistency reliability - Consistency across responses to items on a measure (i.e., positively correlated items) 3. Test-retest reliability - Consistency in ratings across time and different measurement occasions Validity

Which of the following is NOT one of the three needs of McClelland's Learned Needs theory?

1. achievement 2. affiliation 3. power

Which of the following is NOT one of the four types of organizational culture according to the Competing Values Framework?

1. clan 2. adhocracy 3. hierarchy 4. market

Which of the following is NOT one of the 12 mechanisms for culture change?

1. formal statements 2. design of physical space, work environment and buildings 3. slogans, language, acronyms, and sayings 4. role modeling, teaching, training, and coaching 5. explicit rewards, status symbols, and promotion criteria 6. stories, legends, or myths about key people and events 7. organizational activities, processes, and outcomes 8. leader reactions to critical incidents and organizational crises 9. rites and rituals 10. workflow and organizational structure 11. systems and procedures 12. goals and criteria thru employee cycle

An employee is trying to determine how much effort they need to exert in order to have a high likelihood of achieving their performance goal. This mental calculation corresponds to which component of Expectancy Theory?

Expectancy: Individual's belief that a certain level of effort will results in a certain level of performance. - Can I meet the necessary performance goals?

Which of the following pairs comprise the two generic human resources strategies?

High performance work system (HWPS) - Is a specific combination of HR practices, work structures, and processes that maximizes employee knowledge, skill, commitment, and flexibility - Is composed of many interrelated parts that complement one another to reach the goals of an organization, large or small Control-oriented work system - Is a specific combination of HR practices, work structures, and processes that minimized employee knowledge and skill requirements, and seeks to limit the variability of performance across people

Which of the following methods of performance appraisal does NOT incorporate subjective ratings?

METHODS: Comparative approach - Rate employees' performance relative to one another Attribute approach - Assess whether employees show certain characteristics Behavioral approach - Assess observable behaviors of employees on the job Results - Assess bottom-line performance (i.e., outcomes, outputs) Quality - Evaluates performance using a larger systems-approach

Which of the following is NOT one of the main causes of job satisfaction?

Need fulfillment - Understand and meet employees' needs Met expectations - Meet expectation of employees about what they will receive from job Value attainment - Structure the job and its rewards to match employee values Equity - Monitor employees' perceptions of fairness and interact with them so they feel fairly treated Dispositional/genetic - Select employees with an appropriate disposition

Which of the following is NOT true about Maslow's Hierarchy of Needs?

Needs (ranked from high to low) - Self-actualization (e.g., self-fulfillment) - Esteem (e.g., achievement, self-worth, respect) - Affiliation (e.g., friendship, love, belonging) - Security (e.g., safety, stability, absence of pain) - Physiological (e.g. food, water, air) Must satisfy lower levels before higher levels become important; once lower levels satisfied, less motivating

Which of the following is NOT an element of a "SMART goal"?

S: specific M: measurable A: attainable R: relevant T: time-bound

Which of the following is NOT one of the three components of motivation?

Two major types of motivation --- Extrinsic - Results from the potential or actual recipe of external rewards for doing something - Ex: money, recognition, promotions --- Intrinsic - Occurs when an individual is inspired by the positive internal feelings that are generated by doing well - Ex: positive emotions, satisfaction, enjoyment Two major types of theories about motivation --- Content theories - Based on the idea that an employee's needs influence their motivation - Needs refer to physiological or psychological deficiencies that arouse action (to satisfy them) - Focus is on identifying factors that energize behavior --- Process theories - Based on the process by which internal factors and environmental characteristics influence motivation

According to the Human Capital Architecture model, which of the following are the two dimensions along which human capital differs?

Value of human capital - "Potential to contribute to ... competitive advantage" Uniqueness of human capital - Are the skills and knowledge needed to perform firm-specific or general?

Which of the following is NOT a way to improve performance feedback?

Ways to improve performance feedback: - Give feedback frequently - not just once a year - Create right context for discussion - Ask employees to rate performance before session - Have ongoing, collaborative conversations - Recognize effective performance through praise - Focus on solving problems - Focus feedback on behavior or results, not on person - Minimize criticism - Agree to specific goals and set progress review date

Chris is an employee-at-will. This means that:

all may dismiss their employees at will, be they many, or few, for good cause, for no cause, or even for cause morally wrong without being thereby guilty of legal wrong --- employees can be terminated at any time

"Please describe a time when you provided help to a coworker in need" is an example of which of the following type of interview question:

behavioral job interview question

Which of the following common rating errors is NOT a distributional error?

common rating errors: - Similar-to-me - Contrast - Halo/horns - Intentional/Political - Distributional Errors central tendency leniency severity

In making pay structure decisions, a ________ refers to a characteristic of a job that an organization values and chooses to pay for.

compensable factor

Which of the following is NOT a type of validity discussed in the Uniform Guidelines on Employee Selection Procedures?

construct criterion-related content

Which of the following is NOT a critical psychological state that employees may experience as a result of a job redesign?

critical psychological states: - experienced meaningfulness of the work -experienced responsibility for outcomes of the work - gained knowledge of the actual results of the work activities

Purposes of________ performance appraisal include providing employees performance feedback, recognizing performance achievements, and identifying training needs.

developmental

According to the Human Capital Architecture model, a __________ is a type of worker with skills to perform a job that is valuable to a company but is not particularly unique or difficult to replace.

employment mode: acquisition HR system: market based

_______ represent the explicitly stated values and norms that are preferred by an organization.

espoused values

_______ refers to pay comparisons focusing on what employees in other organizations are getting paid for doing the same general job.

external equity

Which type of organizational culture has the weakest effects on innovation and operational outcomes?

hierarchy

________ refers to the relative pay of jobs in an organization; it is a range of pay often expressed by salary grades.

job structure

Which of the following is NOT true about Agreeableness?

key characteristics: cooperation, compassion, politeness, tendermindedness, trusting, straightforwardness implications: -Motivations: Self-transcendent values, social vocations -Interpersonal: Teamworking and leadership effectiveness -Emotions: Generally beneficial for positive job attitudes -Counterproductivity: Negatively related -Performance: Contributes to helping and cooperation, but negatively related to promotions and salary

Selecting individuals based on characteristics that are consistent with the organizational culture is called:

person-organization fit

Which personality trait has the strongest conceptual overlap with McClelland's need for achievement?

personality traits: - Agreeableness - Conscientiousness - Emotional Stability - Extraversion - Openness mcclelland's: - achievement - affiliation - power

Emily asks her supervisor if he will write her a recommendation for her application to an MBA program. He responds that he would be happy to do so if she would be willing to do him a favor in return. This example of sexual harassment is based on __________.

quid pro quo

Which of the following is NOT an approach to reduce common rating errors?

reducing common rating errors: Rater error training - Make raters aware of the common rating errors and help them develop strategies to minimize them Rater accuracy training - Inform raters of meaning of performance dimensions; provide a common frame-of-reference for what high, average, low performance means when evaluating Calibration meetings - Formal meeting to ensure performance is evaluated consistently across managers; ensure that common standards are understood and applied by all raters

Which of the following is NOT one of the three variables in Ajzen's Theory of Planned Behavior?

three variables are: - attitude toward the behavior - subjective norm - perceived behavioral control