MGMT 310 exam 1

Individual Differences

A broad category used to collectively describe the vast number of attributes (for example, traits and behaviors) that describe you as a person.

Which of the following is not a task role? A. Encourager B. Energizer C. Recorder D. Elaborator E. Information seeker/giver

A. Encourager

In which stage of the group development process are group members uncertain about their roles, who's in charge, and the group's goals? A. Forming B. Storming C. Norming D. Conforming E. Performing

A. Forming

_____ represent(s) an individual's capacity for constructive thinking, reasoning, and problem solving. A. Intelligence B. Emotion C. Attitudes D. Self-esteem E. Self-efficacy

A. Intelligence

Tracy has been part of a work group for some weeks now. She has slowly become well-acquainted with the other members and even made some new friends. Although in the beginning there were a few arguments and fights, they were resolved with time and Tracy feels a definite sense of team spirit that gets her excited about work. According to Tuckman's five-stage model of group development, which of the following stages is Tracy's group experiencing? A. Norming B. Storming C. Performing D. Adjourning E. forming

A. Norming

Which of the following is not a group maintenance role? A. Procedural technician B. Commentator C. Follower D. Standard setter E. Encourager

A. Procedural technician

Which of the following is a form of social capital? A. Status B. Reputation C. Knowledge, skills, and abilities D. Experience E. Vision

A. Status

Values represent beliefs that influence behaviors ____________; attitudes relate to behavior ________ A. across all situations; toward specific targets B. toward specific targets; across all situations C. across all situations; toward people D. toward specific objects; toward specific people E. toward specific people; toward specific objects

A. across all situations; toward specific targets

Values represent beliefs that influence behaviors _____________; attitudes relate to behavior __________. A. across all situations; toward specific targets B. toward specific targets; across all situations C. across all situations; toward people D. toward specific objects; toward specific people E. toward specific people; toward specific objects

A. across all situations; toward specific targets

Managers must accurately identify and communicate the behavioral characteristics and results they look for in a good performance: A. at the beginning of a review cycle B. in the middle of a review cycle C. at the end of a review cycle D. during the performance review meeting E. at least once a year

A. at the beginning of a review cycle

Managers must accurately identify and communicate the behavioral characteristics and results they look for in good performance A. at the beginning of a review cycle B. in the middle of a review cycle C. at the end of a review cycle D. during the performance review meeting E. at least once a year

A. at the beginning of a review cycle

The first stage of the group development process is: A. forming. B. storming. C. norming. D. performing. E. conforming.

A. forming.

In the ________ stage of the social perception process, we utilize separate compartments for events, semantic materials, and people. A. storage and retention B. encoding and simplification C. action and decision-making D. selective attention and comprehension E. retrieval and response

A. storage and retention

The idea that a manager should use OB concepts and tools that are situationally appropriate is known as: A. the contingency approach B. systems theory C. environmental theory D. ethics E. human capital theory

A. the contingency approach

In an ethical dilemma, A. there are two choices, neither of which resolves the situation in an ethically acceptable manner B. there are two choices, either of which resolves the situation in an ethically acceptable manner C. there are two choices, one of which resolves the situation in an ethically acceptable manner D. there is only one choice E. there are no choices

A. there are two choices, neither of which resolves the situation in an ethically acceptable manner

The components of employee engagement are: A. urgency, being focused, intensity, enthusiasm B. affective , behavioral, cognitive C. interpersonal, intrapersonal D. values, attitudes, behaviors E. intrinsic, extrinsic

A. urgency, being focused, intensity, enthusiasm

The components of employee engagement are: A. urgency, being focused, intensity, enthusiasm. B. affective, behavioral, cognitive. C. interpersonal, intrapersonal. D. values, attitudes, behaviors. E. intrinsic, extrinsic.

A. urgency, being focused, intensity, enthusiasm.

Schwartz's model suggests that A. values may conflict with each other B. values are important but have no direct effect on motivation C. values are unstable D. We are always aware of our values and how they influence us E. values are formed when we are in our early adulthood

A. values may conflict with each other

Job satisfaction

An affective or emotional response toward various facets of one's job.

Affirmative Action

An artificial intervention aimed at giving management a chance to correct an imbalance, injustice, mistake, or outright discrimination that occurred in the past.

Intelligence

An individual's capacity for constructive thinking, reasoning, and problem solving.

As a senior serving as the student representative on the Ethics Advisory Board of your university, you feel strongly that cheating on college examinations is unethical. You have never cheated on any exam in your academic career. However, this semester your best friend was desperate for your help, and you allowed him to take a quick "peek" on your answer sheet. Since then, you feel uncomfortable every time you think of the situation. Which of the following concepts best explains your psychological discomfort? A. Job detachment B. Cognitive dissonance C. Emotional labor D. Emotional dissonance E. Affective detachment

B. Cognitive dissonance

Which of the following statements about emotions is false? A. Emotions change psychological and/or physiological states. B. Felt emotions are always displayed. C. Emotions motivate behavior. D. Positive emotions result from goal achievement. E. Emotions may occur from past or possible future events.

B. Felt emotions are always displayed.

Which of the following is not a soft skill? A. Active listening B. Financial analysis C. Problem solving D. Decision making E. Critical thinking

B. Financial analysis

In which stage of the group development process do group members try to determine how they fit into the power structure? A. Forming B. Storming C. Norming D. Conforming E. Performing

B. Storming

The components of attitudes are: A. values, beliefs, and emotions. B. affective, cognitive, and behavioral. C. personal and workplace. D. perceived and real. E. public and personal.

B. affective, cognitive, and behavioral.

Joyce finds that the members of the project team to which she has been assigned in her management class are all athletes on the college's football and basketball teams. She immediately considers dropping the class because she thinks her experience with that team will be negative. Joyce is likely to be reacting to a: A. negativity bias. B. stereotype. C. self-serving bias. D. semantic memory. E. fundamental attribution bias.

B. stereotype.

Karrin notices immediately that one of the members assigned to her group in her marketing class is a middle-aged man. This is a(n) _______ characteristic. A. deep-level B. surface-level C. internal D. external E. attributional

B. surface-level

Deliberate plans that outline exactly what the team is to do, such as goal setting and defining roles, are called: A. charters. B. team performance strategies. C. team adaptations. D. strategic plans. E. agendas.

B. team performance strategies.

The size of a group is limited by: A. physical space B. the potential for mutual interaction and awareness C. geographic distance D. internet capabilities E. psychological distance

B. the potential for mutual interaction and awareness

Emotional Stability

Being relaxed, secure, unworried, and less likely to experience negative emotions under pressure.

______ groups are assigned by organizations or managers, while _______ groups form when members' purpose of getting together is friendship or a common interest. A. Organizational; individual B. Departmental; divisional C. Formal; informal D. Focus; interest E. Task; maintenance

C. Formal; informal

Which of the following statements about groups is not true? A. People often play multiple roles in their lives. B. Individuals frequently play more than one role in a group. C. People who do not conform to group roles are given high status by the group. D. Both task and maintenance roles are important to group effectiveness. E. Leaders can help groups function effectively by stepping in to perform roles the group has not undertaken on its own.

C. People who do not conform to group roles are given high status by the group.

______ is a reciprocal belief that another person will consider how their intentions and behaviors will affect you. A. Justice B. Ethics C. Trust D. Integrity E. Compassion

C. Trust

A person can build his/her human capital by: A. attending conferences. B. joining professional organizations. C. assessing his/her strengths and weaknesses. D. joining the company softball team. E. engaging in a mentoring relationship.

C. assessing his/her strengths and weaknesses.

Star athletes are likely to be high in: A. spatial intelligence B. linguistic intelligence C. bodily kinesthetic intelligence D. naturalist intelligence E. musical intelligence

C. bodily kinesthetic intelligence

A document that describes how a team will operate is called a: A. strategic plan. B. agenda. C. charter. D. contract. E. norm.

C. charter.

Which domain of Blooms Taxonomy involves the learning of mental skills or knowledge? A. affective B. psychomotor C. cognitive D. attitude E. none of the above

C. cognitive

You are unlikely to say anything to someone using a cell phone in a restaurant if you believe cell phone use helps people manage their busy lives. Your belief reflects the __________ component of your attitude toward people using cell phones in restaurants. A. behavioral B. objective C. cognitive D. normative E. affective

C. cognitive

You are unlikely to say anything to someone using a cell phone in a restaurant if you believed cell phone use helps people manage their busy lives. Your belief reflects the _________ component of your attitude toward people using cell phones in restaurants A. behavioral B. objective C. cognitive D. normative E. affective

C. cognitive

According to the authors of our text, it makes sense for managers and organizations to hire people based on their A. attitudes B. emotions C. cognitive abilities D. self esteem E. locus of control

C. cognitive abilities

In the Integrative Framework, inputs (in part) consist of: A. individual-level processes. B. group/team outcomes. C. environmental characteristics. D. individual outcomes. E. organizational outcomes.

C. environmental characteristics.

Environmental characteristics

Consist of all the elements outside of ourselves that influence what we do, how we do it, and the ultimate results of our actions.

Which of the following is not one of the competencies (Cs) of effective teams? A. Charters and strategies B. Capacity C. Composition D. Competitiveness E. All of these are competencies of effective teams

D. Competitiveness

Which of the following is not positively correlated with job satisfaction? A. Involvement B. Organizational citizenship behaviors C. Job performance D. Perceived stress E. Motivation

D. Perceived stress

As part of a work team in his office, it is Larry's job to make photocopies of relevant materials and hand them out to the team members during meetings. Which of the following task roles is Larry performing in his work team? A. Coordinator B. Orienter C. Evaluator D. Procedural technician E. Recorder

D. Procedural technician

Which of the following is not a property of deliberate practice? A. Highly demanding mentally B. Isn't much fun C. Can be repeated a lot D. Provides little or no feedback E. Designed to improve performance

D. Provides little or no feedback

A person in the coordinator role will: A. clarify pertinent values B. keep the group headed towards its stated goals C. prod the group to move along D. Pull together ideas and suggestions E. suggest new goals or ideas

D. Pull together ideas and suggestions

Which of the following is not a form of human capital? A. Initiative B. Reputation C. Adaptability D. Trust E. Experience

D. Trust

If a person attributes outcomes to luck or fate, that person is likely to have: A. an optimistic personality. B. a proactive personality. C. a high level of extraversion. D. an external locus of control. E. high emotional stability.

D. an external locus of control.

Which level of Blooms taxonomy entails using the information acquired in a new way? A. comprehension B. knowledge C. analysis D. application E. none of the above

D. application

People who are high on openness to experience are likely to demonstrate: A. cooperation and softheartedness. B. lack of worry. C. an outgoing and sociable orientation. D. curiosity and broad-mindedness. E. achievement orientation.

D. curiosity and broad-mindedness.

Klaus works in a very stressful job, but maintains his "cool" even in the worst times. He is likely to score high on ________. A. extraversion B. agreeableness C. conscientiousness D. emotional stability E. openness to experience

D. emotional stability

The millennial generation is described as: A. patriotic, loyal, and disciplined. B. multitasking, communicate fast and online. C. workaholic, idealistic, competitive. D. entitled, civic-minded, closely involved with parents. E. self-reliant, adaptable, cynical.

D. entitled, civic-minded, closely involved with parents.

A person who mediates conflict through reconciliation or humor has taken on the ________ role. A. follower B. gatekeeper C. commentator D. harmonizer E. compromiser

D. harmonizer

Halfway through the semester, Samuel quit doing assignments for and going to his advanced accounting class. He attributes this to his poor performance on the first two tests, as well as his lack of talent for accounting; he feels he will do much better as a management major. Samuel is likely to be experiencing: A. low self-esteem. B. low emotional stability. C. an external locus of control. D. low self-efficacy for accounting. E. low emotional intelligence.

D. low self-efficacy for accounting.

The generation that currently makes up the largest number of individuals in America is: A. traditionalists. B. baby boomers. C. gen Xers. D. millennials. E. gen 2020.

D. millennials.

In the ________ stage of social perception, people choose to perceive subsets of environmental stimuli. A. storage and retention B. encoding and simplification C. action and decision-making D. selective attention and comprehension E. retrieval and response

D. selective attention and comprehension

In a study of executives from 300 companies, the most desirable soft skill named was: A. interpersonal skills B. social skills C. managerial skills D. teamwork E. functional knowledge of business

D. teamwork

Auditors at XYZ Company accept a client firm's questionable financial statements when the infractions have occurred over time. This is an example of: A. ill-conceived goals. B. motivated blindness. C. indirect blindness. D. the slippery slope. E. overvaluing outcomes.

D. the slippery slope.

Molly works as a dishwasher at a restaurant. She comes across as a very fun-loving, party-going person. One day her dog falls sick and Molly has to take him to the vet. She calls her boss and tells him that she won't be coming in to work. Her boss thinks that Molly is missing work intentionally, so that she can go out and party. Which of the following best describes the boss's perception of the situation? A. Halo effect B. Leniency effect C. Central tendency D. Self-serving bias E. Fundamental attribution bias

E. Fundamental attribution bias

You are unlikely to say anything to someone smoking in the nonsmoking section of a restaurant unless you are irritated by this behavior. A lack of irritation implies that the _________ component of your attitude toward people smoking in restaurants is neutral A. behavioral B. intellectual C. cognitive D. normative E. affective

E. affective

Organizational Behavior includes all but one of the following. Which one? A. managing yourself B. managing peers C. managing bosses D. managing subordinates E. all of the above are included in OB

E. all of the above are included in OB

The topic of diversity includes: A. age. B. sexual orientation. C. personality. D. personal habits. E. all of these.

E. all of these.

A difference between an actual and a desired situation is called a: A. decision. B. dilemma. C. action. D. goal. E. problem.

E. problem.

Which of the following is not a behavior that research found in the employees schemata of good leaders? A. telling people they had done well B. setting specific goals for the group C. maintaining definite standards for performance D. letting other group members make decisions E. using an autocratic approach

E. using an autocratic approach

Managing diversity

Entail managerial actions that enable people to perform up to their maximum potential.

Social capital

The productive potential resulting from relationships, goodwill, trust, and cooperative effort.

Surface level characteristics

Those characteristics that are quickly apparent to interactants, such as race, gender, and age.

Deep level characteristics

Those characteristics that take time to emerge in interactions, such as attitudes, opinions, and values.

Hybrid Rewards

Those that include team and individual components.

Team Building

a catchall term for a host of techniques aimed at improving the internal functioning of work groups

Perception

a cognitive process that enables us to interpret and understand our surrounding

Process Loss

a decrease in productivity, preparation and performance that is a result of problems in coordination or motivation of group members

Deliberate Practice

a demanding, repetitive, and assisted program to improve ones performance

Problem

a different or gap between an actual and a desired situation

Self Efficacy

a person's belief about his or her chances of successfully accomplishing a specific task

Schemas

a person's mental picture or summary of a particular event or type of stimulus.

Synergy

a process gain that occurs when members of a group acting together are able to produce more or better output than would have been produced by the combined efforts of each person acting alone

Trust

a reciprocal belief that another person will consider how his or her intentions an behaviors will affect you

Learning

a relatively permanent change in knowledge or behavior that results from practice or experience

Locus of Control

a relatively stable personality characteristic that describes how much personal responsibility you take for your behavior and its consequences

Team

a small number of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable

Problem solving

a systematic process of closing the gaps between an actual and a desired situation

Social style

a way to categorize individuals based on observable behaviors

Values

abstract ideals that guide ones thinking and behavior across all situations

Norm

an attitude, opinion, feeling, or action - shared by two or more people - that guides behavior

Psychological Contract

an individuals perception about the terms and conditions of a reciprocal exchange between him or herself and another party

Organizational Behavior

an interdisciplinary field dedicated to understanding and managing people and work groups

Emotions

complex, relatively brief responses aimed at a particular target, such as a person, information, experience, event, or nonevent. They also change psychological and/or physiological states.

Team performance strategies

deliberate plans that outline what exactly the team is to do, such as goal setting and defining particular member roles, tasks, and responsibilities

Team charters

descriptions of how the team will operate, such as processes for sharing information and decision making (teamwork)

Proactive personality

exhibiting behavior that is relatively unconstrained by situational forces and who affects environmental change

Process gain

increases in potential performance that result from new ways of motivating and coordinating group members

Needs

physiological or psychological deficiencies that arouse behavior.

Attribution Theory

provide frameworks that can be used to understand and explain why people did what they did

Soft Skills

relate to our human interactions and include both interpersonal skills and personal attributes.

Portable skills

relevant in every job, at every level, and throughout your career

Person factors

represent the infinite number of characteristics that give individuals their unique identities

Task Roles

roles that enable the work group to define, clarify, and pursue a common purpose

Group Cohesiveness

the "we feeling" that binds members of a group together is the principal by-product of Stage 3

Team adaptive capacity

the ability of a team to meet changing demands and to effectively transition members in and out

Emotional Intelligence

the ability to monitor your own emotions and those of others, to discriminate among them, and to use this information to guide your thinking and actions

Team composition

the collection of jobs, personalities, knowledge, skills, abilities, and experience of team members

Personality

the combination of stable physical, behavioral, and mental characteristics that give individuals their unique identities.

Perceived organizational support

the extent to which employees believe their organization values their contributions and genuinely cares about their well being

Experiential learning

the process of learning through experience more specifically learning through reflection on doing

Cognitive Dissonance

the psychological discomfort a person experiences when simultaneously holding two or more conflicting cognitions (ideas, beliefs, values, or emotions)

Productivity

the quantity and quality of output divided by input. OR describes the result of the total number of inputs (quality) in relation to the total number of outputs (quantity) and how it motivates individuals to further achieve our goals

Hard Skills

the technical expertise and knowledge to do a particular task or job function, such as financial analysis, accounting, or operations.

Social Loafing

the tendency for individual effort to decline as group size increases

Group

two or more freely interacting individuals who share norms and goals and have a common identity

Core self evaluations

A broad personality trait comprised of four narrower and positive individual traits: (1) generalized self-efficacy, (2) self-esteem, (3) locus of control, and (4) emotional stability.

Cognitive Categories

A number of objects that are considered equivalent. Categories are generally designated by names, e.g., dog, animal."

Self efficacy

A person's belief about his or her chances of successfully accomplishing a specific task.

Role

A set of expected behaviors for a particular position.

Which of the following is a surface-level characteristic of a person? A. Age B. Personality C. Educational background D. Seniority E. Religion

A. Age

Managers must accurately identify and communicate the behavioral characteristics and results they look for in good performance: A. at the beginning of a review cycle. B. in the middle of a review cycle. C. at the end of a review cycle. D. during the performance review meeting. E. at least once a year.

A. at the beginning of a review cycle.

The first of the basic elements for selecting an effective solution is: A. determine the criteria for the decision B. generate alternatives C. consider the consequences D. decide who will make the decision E. make the decision

A. determine the criteria for the decision

The categories of memory that social perception involves are: A. event, semantic, and person B. attentive, encoded, and retrievable C. internal and external D. implicit and explicit E. consensus, distinctiveness, and consistency

A. event, semantic, and person

In being hired for a job, the most important factor is likely to be ________, but to be promoted, a person needs _________ A. hard skills, soft skills B. soft skills, hard skills C. hard skills, technical skills D. soft skills, team skills E. team skills, technical skills

A. hard skills, soft skills

Pascal is a customer service representative who handles phone inquiries. He has a goal of handling 12 calls per hour. When he gets a customer with a complex situation, he tends to become short with that person to keep the call short. This is an example of: A. ill-conceived goals. B. motivated blindness. C. indirect blindness. D. the slippery slope. E. overvaluing outcomes.

A. ill-conceived goals.

Job satisfaction has a positive relationship with _________ and a negative relationship to __________ A. job performance, turnover B. OCB, job performance C. job performance, OCB D. CWB, OCB E. CWB, turnover

A. job performance, turnover

Of the following, which is the best action to address any type of diversity issue? A. mutual adaptation B. exclusion C. denial D. isolation E. assimilation

A. mutual adaptation

Organizational commitment exists to the degree that a persons __________ match the ________ A. personal values, organizational culture B. personal values, job characteristics C. personal values, organizational structure D. behavioral intentions, organizational strategy E. behavioral intentions, organizational values

A. personal values, organizational culture

Hedonism is: A. pleasure and sensual gratification for oneself B. Personal success through demonstrating competence C. benevolence D. stimulation E. excitement, novelty, and challenge

A. pleasure and sensual gratification for oneself

Hedonism is: A. pleasure and sensual gratification for oneself. B. personal success through demonstrating competence. C. benevolence. D. stimulation. E. excitement, novelty, and challenge.

A. pleasure and sensual gratification for oneself.

Ethics is primarily concerned with: A. right and wrong B. legal and illegal C. moral and immoral D. religious and nonreligious E. public and nonpublic

A. right and wrong

The remedy for motivated blindness is: A. root out conflicts of interest. B. when handing off work, ask if the assignment might invite unethical behavior. C. reward solid decision processes, not just good outcomes. D. be alert for even trivial ethical infractions and address them immediately. E. brainstorm unintended consequences.

A. root out conflicts of interest.

When something is _______ it stands out from its context A. salient B. a schema C. stereotypical D. semantic E. an attribution

A. salient

The two basic dimensions of Schwartz's model of values are: A. self enhancement/self transcendence and openness to change/conservation B. strengths/weaknesses and opportunities/threats C. personal attitudes/work attitudes and cognitions/behaviors D. commitment/engagement and satisfaction/dissatisfaction E. involved/engaged and motivated/not motivated

A. self enhancement/self transcendence and openness to change/conservation

__________ is your general belief about your own self worth A. self esteem B. self efficacy C. self expectancy D. core self evaluation E. self expectation

A. self esteem

Personal competence is composed of: A. self-awareness and self-management. B. emotional stability and self-management. C. self-awareness and social awareness. D. relationship management and self-management. E. emotional stability and self-awareness.

A. self-awareness and self-management.

Withdrawal cognitions

An individual's overall thoughts and feelings about quitting.

Stereotype

An individual's set of beliefs about the characteristics or attributes of a group.

Glass ceiling

An invisible but absolute barrier or solid roadblock that prevents women from advancing to higher level positions

Implicit cognition

Any thoughts or beliefs that are automatically activated from memory without our conscious awareness.

Malcolm Gladwell concluded that to become great at something, a person needs to spend _________ on practice A. 1,000 hours B. 10,000 hours C. 100,000 hours D. an entire lifetime E. a significant amount of money

B. 10,000 hours

________ is the process of becoming consciously aware of something or someone. A. Selection B. Attention C. Interpretation D. Cognition E. Retention

B. Attention

Petra made a large mistake on a report she submitted to her boss, and it ended up costing the company a significant amount of money. When asked why this had occurred, she blamed one of her coworkers for giving her erroneous information for the report. Petra is expressing: A. low agreeableness B. an external locus of control C. organizational citizenship behavior D. counterproductive work behavior E. low emotional stability

B. an external locus of control

Personal attitudes affect _________ via ____________ A. behavior, values B. behavior, intentions C. values, behavior D. values, intentions E. values, cognitions

B. behavior, intentions

As a senior serving as the student representative on the Ethics Advisory Board of your university, you feel strongly that cheating on college exams is unethical. You have never cheated on any exam in your academic career. However, this semester your best friend was desperate for your help and you allowed him to take a quick peek on your answer sheet. Since then you feel uncomfortable every time you think of the situation. Which of the following concepts best explains your psychological discomfort? A. job detachment B. cognitive dissonance C. emotional labor D. emotional dissonance E. affective detachment

B. cognitive dissonance

Kelly hypothesized that people make causal attributions by observing: A. external and internal factors B. consensus, distinctiveness, and consistency C. effort and ability D. implicit and explicit factors E. stereotypes

B. consensus, distinctiveness, and consistency

Motivation refers to the psychological processes that underlie: A. extrinsic and intrinsic factors B. direction, intensity, and persistence of behavior or thought C. content and process D. satisfaction and dissatisfaction E. power, achievement, and affiliation

B. direction, intensity, and persistence of behavior or thought

Carlos, a manager, is looking at records of Mary's work performance. He notes that she performed very well on task A but poorly on task B. he is observing A. consensus B. distinctiveness C. implicit factors D. explicit factors E. consistency

B. distinctiveness

Marisa is office manager in a small company. Her employees find that they can often come late to work and leave early, and Marisa will cover their work for them. Marisa is likely to score: A. high on extraversion. B. high on agreeableness. C. low on conscientiousness. D. low on emotional stability. E. low on openness to experience.

B. high on agreeableness.

According to the authors of our text, which three roles are especially important to groups? A. energizer, harmonizer, gatekeeper B. initiator, orienter, energizer C. coordinator, procedural technician, gatekeeper D. compromiser, commentator, evaluator E. opinion seeker/giver, standard setter, initiator

B. initiator, orienter, energizer

Productivity has been shown to be related to all but one of the following. Which one? A. Social networking B. intelligence C. performance D. satisfaction E. affective organizational commitment

B. intelligence

In Ajzen's theory of planned behavior, __________ is the key link between _______ A. attitudes, intentions, and planned behavior B. intentions, attitudes, and planned behavior C. norms, intentions, and planned behavior D. intentions, norms, and attitudes E. perceived behavioral control, intentions, and planned behavior

B. intentions, attitudes, and planned behavior

The distinction between flexible and fixed individual differences: A. has no practical value for managers. B. is that managers have little or no impact on fixed differences. C. is that managers have little or no impact on flexible differences. D. is that managers should hire people based on their attitudes and emotions. E. is that managers have little or no impact on any individual differences.

B. is that managers have little or no impact on fixed differences.

What is the bottom level and basis of Blooms taxonomy? A. comprehension B. knowledge C. application D. analysis E. foundation

B. knowledge

Soft skills are: A. less valuable than hard skills. B. needed to interact with, influence, and perform with others. C. not relevant to jobs above first-level supervision. D. not portable, that is, they can't be carried from one job to the next. E. useful only in the middle and late stages of a career.

B. needed to interact with, influence, and perform with others.

Which of the following statements about norms is not true? A. norms are shared phenomena and may apply to the group, team, or organizational level B. norms are typically written down and discussed openly by groups C. norms clarify behavioral expectations D. norms help group members avoid being embarrassed E. norms clarify central values and unique identity of a group

B. norms are typically written down and discussed openly by groups

Of the following, which is the most closely aligned with employees' perceptions of distributive justice? A. organizational citizenship behavior B. organizational commitment C. stress D. absenteeism E. health problems

B. organizational commitment

The part of CSE that can best be enhanced because it is most flexible is: A. self-esteem. B. self-efficacy. C. locus of control. D. emotional stability. E. intelligence.

B. self-efficacy.

Hedonism shares elements of both ______ and _________. A. achievement; stimulation B. self-enhancement; openness to change C. self-transcendence; openness to change D. stimulation; self-direction E. stimulation; power

B. self-enhancement; openness to change

A _________ is an individuals set of beliefs about the characteristics of a group A. implicit cognition B. stereotype C. negativity bias D. attribution E. memory

B. stereotype

A(n) ______ is an individual's set of beliefs about the characteristics of a group. A. implicit cognition B. stereotype C. negativity bias D. attribution E. memory

B. stereotype

______ is a positive set of assumptions about people at work A. acquired needs theory B. theory Y C. theory X D. Herzberg's motivator-hygiene theory E. self determination theory

B. theory Y

Genevieve is a very religious person who does much volunteer work for her church on weekends. When it came to selecting who would chair the United Fund drive for the department, her manager immediately thought of her and asked her to serve. The manager's action reflects the __________ model of job satisfaction. A. dispositional components B. value attainment C. met expectations D. need fulfillment E. equity

B. value attainment

A person who reports unethical behavior in his/her organization to management and/or the authorities is called a: A. ethicist. B. whistleblower. C. traitor. D. mole. E. deviant.

B. whistleblower.

Counterproductive work behavior

Behavior that harms other employees, the organization as a whole, or organizational stakeholders such as customers and shareholders.

Which of the following is not one of the stages of social perception? A. Storage and retention B. Interpretation and categorization C. Action and decision making D. Attention and comprehension E. Memory

C. Action and decision making

According to research, the relationship between job performance and job satisfaction is best summarized by which of the following statements? A. Higher levels of job satisfaction lead to higher job performance. B. Higher levels of job performance lead to higher job satisfaction. C. Both variables indirectly influence each other. D. These variables are both caused by personality factors. E. There is no relationship between job performance and job satisfaction.

C. Both variables indirectly influence each other.

Research shows that when an organization breaches a psychological contract, A. employees are likely to be less committed and satisfied, but their performance and intentions to quit are not affected. B. employees are likely to be less committed and satisfied and more likely to quit, but their performance is not affected. C. employees are likely to be less committed and satisfied and more likely to quit, and their performance is likely to be lower. D. employees are likely to be less committed and satisfied and have lower job performance, but are not more likely to quit. E. this has no effect on employee satisfaction, commitment, intentions to quit, or job performance.

C. employees are likely to be less committed and satisfied and more likely to quit, and their performance is likely to be lower.

The idea underlying the __________ model is that satisfaction is tied to how fairly an individual is treated at work. A. met expectations B. need fulfillment C. equity D. value attainment E. dispositional components

C. equity

Most entrepreneurs: A. think luck had no role in the success of their venture. B. were in their twenties. C. have bachelor's degrees. D. were unmarried when they started their business. E. come from extremely rich or extremely poor backgrounds

C. have bachelor's degrees.

Deep level characteristics of diversity A. are the most stable B. are unchangeable C. include attitudes, opinions, and values D. include our personality E. include our ethnicity

C. include attitudes, opinions, and values

Deep-level characteristics of diversity: A. are the most stable. B. are unchangeable. C. include attitudes, opinions, and values. D. include our personality. E. include our ethnicity.

C. include attitudes, opinions, and values.

The last stop in the three-stop journey (or approach) of the Integrated Framework is: A. identify the OB concepts. B. define the problem. C. make recommendations and take action. D. make a decision. E. delegate the problem.

C. make recommendations and take action.

People tend to find _______ information more salient than _______. This leads to __________ bias A. negative, positive, attribution B. positive, negative, attribution C. negative, positive, negativity D. positive, negative, self serving E. simple, complex, attribution

C. negative, positive, negativity

Stimulation is in the ____________ part of Schwartz's model. A. conservation B. self-enhancement C. openness to change D. self-transcendence E. hedonism

C. openness to change

The set of processes and managerial behaviors that involve defining, monitoring, measuring, evaluating, and providing consequences for performance expectations is known as: A. performance appraisal B. performance review C. performance management D. goal setting E. coaching

C. performance management

The remedy for overvaluing outcomes is: A. root out conflicts of interest. B. when handing off work, ask if the assignment might invite unethical behavior. C. reward solid decision processes, not just good outcomes. D. be alert for even trivial ethical infractions and address them immediately. E. brainstorm unintended consequences.

C. reward solid decision processes, not just good outcomes.

Knowing who you are and what you want is known as: A. self-esteem. B. self-efficacy. C. self-awareness. D. self-disclosure. E. self-assessment.

C. self-awareness.

An expectancy of zero means that: A. the person does not value the outcomes B. the person does not trust the company C. the person does not feel confident in his/her ability to do the job D. the person is not motivated E. the person is highly motivated

C. the person does not feel confident in his/her ability to do the job

Contingency approach

Calls for using OB concepts and tools as situationally appropriate, instead of trying to rely on "one best way."

Ethics

Concerned with behavior—right versus wrong, good versus bad, and the many shades of gray in between.

Discretionary individual behavior that promotes the effective functioning of the organization is called: A. employee engagement. B. job involvement. C. motivation. D. organizational citizenship behavior. E. need fulfillment.

D. organizational citizenship behavior.

In the integrative framework, which of the following is an outcome? A. environmental characteristics B. personal factors C. organizational processes D. organizational turnover E. awarding bonuses for good performance

D. organizational turnover

The process that enables us to interpret and understand our surroundings is called: A. selection B. suppression C. stereotyping D. perception E. cognition

D. perception

The idea that some people are always satisfied, and others are always dissatisfied, is captured by the ________ model. A. met expectations B. need fulfillment C. equity D. value attainment E. dispositional components

E. dispositional components

In applying Herzberg's theory to motivate employees, managers should first: A. build motivators into subordinates' jobs B. provide positive feedback C. increase subordinates' autonomy D. provide opportunities for self-actualization E. eliminate sources of dissatisfaction

E. eliminate sources of dissatisfaction

Which of the following is the least fixed of a persons individual differences? A. attitudes B. intelligence C. cognitive abilities D. self esteem E. emotions

E. emotions

A _____________ is a set of expected behaviors for members of the group as a whole A. norm B. individual role C. task role D. maintenance role E. group role

E. group role

"I feel I am a person of worth, as good as other people" is a statement reflecting: A. high self-efficacy. B. low core self-evaluation. C. high emotional intelligence. D. high self-identification. E. high self-esteem.

E. high self-esteem.

In hiring new employees, the best thing a manager could do is: A. hire based on who has high self-esteem. B. hire based on who has an internal locus of control. C. hire based on who has high emotional stability. D. hire based on high self-efficacy. E. hire based on using CSE as one broad personality characteristic.

E. hire based on using CSE as one broad personality characteristic.

The potential to learn and use spoken and written languages is: A. spatial intelligence. B. naturalist intelligence. C. intrapersonal intelligence. D. bodily-kinesthetic intelligence. E. linguistic intelligence.

E. linguistic intelligence.

According to research, the most effective teams are those with: A. high extraversion B. high introversion C. high agreeableness D. high need for power E. similar levels of conscientiousness and mixed extraversion

E. similar levels of conscientiousness and mixed extraversion

According to research, the most effective teams are those with: A. high extraversion. B. high introversion. C. high agreeableness. D. high need for power. E. similar levels of conscientiousness and mixed extraversion.

E. similar levels of conscientiousness and mixed extraversion.

The self serving bias states that we tend to: A. take more responsibility for failure than success B. blame others for our failures C. give credit to others for their success D. over attribute others behaviors to personal factors E. take more responsibility for success than failure

E. take more responsibility for success than failure

Social capital is: A. the productive potential of an individuals knowledge, skills, and experiences B. concerned with a persons reputation C. the productive potential resulting from social responsibility D. composed of education and experience E. the productive potential resulting from relationships, goodwill, trust, and cooperative effort

E. the productive potential resulting from relationships, goodwill, trust, and cooperative effort

Formal Group

Group assigned by organizations or their managers to accomplish specific goals.

Informal Group

Group exists when the members' overriding purpose of getting together is friendship or a common interest.

Self-managed teams

Groups of workers who are given administrative oversight for their task domains.

Organizational citizenship behavior

Individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the effective functioning of the organization.

Ethical dilemmas

Involve situations with two choices, neither of which resolves the situation in an ethically acceptable manner.

Discrimination

Occurs when employment decisions about an individual are due to reasons not associated with performance or are not related to the job.

Cross functionalism

Occurs when specialists from different areas are put on the same team.

Fundamental attribution bias

One's tendency to attribute another person's behavior to his or her personal characteristics, as opposed to situational factors.

Self serving bias

One's tendency to take more personal responsibility for success than for failure.

Attitudes

Our feelings or opinions about people, places, and objects, and range from positive to negative

Value attainment

Satisfaction that results from the perception that a job allows for fulfillment of an individual's important values.

Interactional perspective

States that behavior is a function of interdependent person and environmental factors.

Causal attributions

Suspected or inferred causes of behavior.

Virtual Teams

Teams that work together over time and distance via electronic media to combine effort and achieve common goals.

Practical intelligence

The ability to solve everyday problems by utilizing knowledge gained from experience in order to purposefully adapt to, shape, and select environments

Organizational commitment

The extent to which an individual identifies with an organization and commits to its goals.

Job involvement

The extent to which an individual is personally involved with his or her work role

Employee engagement

The harnessing of organization members' selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performance.

Diversity

The multitude of individual differences and similarities that exist among people.

Attention

The process of becoming consciously aware of something or someone.

Human capital

The productive potential of an individual's knowledge, skills, and experiences.