BA352 Comprehensive Quiz (Managing Individual & Team Performance)

A musical group and a surgical team that perform complex tasks are examples of ____ teams.

action

The desire to remain a member of an organization due to emotional attachment to, and involvement with, that organization is called ____ commitment.

affective

ASA in the "ASA framework," a process that can help culture of the organization strong, stands for:

attraction-selection-attrition

The emotional, mental, and physical exhaustion that results from having to cope with stressful demands on an ongoing basis is called:

burnout

Stressful demands that are perceived as opportunities for learning, growth, and achievement are called:

challenge stressors

_____ is defined as voluntary employee activities that may or may not be rewarded but that contribute to the organization by improving the overall quality of the setting in which work takes place.

citizenship behavior

When trust is rooted in a rational assessment of the authority's trustworthiness, it is called:

cognition-based trust

Navy Seals go through extremely difficult training. Those who succeed become members of one of the most elite fighting units in the world. They trust each other completely and form intense emotional bonds. These teams have high levels of ____.

cohesion

____ involves the leader helping complete the task, providing required resources, or removing obstacles that make task completion difficult.

collaboration

The Chinese culture is a tight social framework in which people take care of the members of a broader group and act loyal to it. In the context of Hofstede's dimensions, what is the personality dimension that you will use to describe the Chinese culture?

collectivism

Melissa was reading her slam book from junior high, in which most of her friends described her as a dependable and reliable individual. In the context of the Big Five taxonomy, the personality dimension ____ best describes Melissa.

conscientiousness

The Big Five personality dimension that has the biggest influence on job performance is:

conscientiousness

Pauline, a department manager at Good Looking Clothes Inc., uses a style of decision‐making that focuses on using the skills, experiences, and ideas of others. The final decision‐making power is with Pauline. However, she does not make major decisions without getting inputs from those that will be affected. It can be said that she uses the _____ style of leader decision making.

consultative

____ commitment is defined as a desire to remain a member of an organization because of an awareness of the costs associated with leaving it.

continuance

Employee behaviors that intentionally hinder organizational goal accomplishment are referred to as:

counterproductive behavior

The shared social knowledge within an organization regarding the rules, norms, and values that shape the attitudes and behaviors of its employees refers to organizational:

culture

A high level of ____ exists when employees definitively agree about the way things are supposed to happen within the organization and when their subsequent behaviors are consistent with those expectations.

culture strength

Which three specific factors have been found to account for a team's ability to make effective decisions?

decision informity, staff validity, hierarchical sensitivity

Robert has been newly appointed as the CEO of Textronics Inc. He is still learning how various departments function in the organization. Until he is able to gain sufficient knowledge and can suggest some changes, he relies on the suggestions and opinions of his team members and lets them do the things the way they are used to. He does not generally interfere in the decisions made by the employees but at times shares his past experiences with the employees. It can be said that Robert had adopted a(n) _____ style of decision-making.

delegative

Which of the following decision-making styles is characterized by the highest level of follower control?

delegative

____ theory acknowledges that motivation doesn't just depend on your own beliefs and circumstances but also on what happens to other people.

equity

The belief that exerting a high level of effort will result in the successful performance of some task is known as:

expectancy

Jake is well-known for his excellent diagnoses of skin-related problems. The other dermatologists in the hospital where he works often consult him when dealing with difficult cases. This gives Jake ____ power in the hospital.

expert

Allan has been working for Yummy Treats for about five years, at the same level of management and doing similar kind of work. Allan has been focusing on setting specific and difficult goals and believes that exerting a high level of effort will result in the successful performance in his job and that is what he should focus on. Allan's focus on concepts such as difficulty and specificity is a key aspect of:

goal setting theory

____ suggests that leaders are born, not made.

great person theories of leadership

Jacklyn loves her job, admires her boss, and believes in the goals and vision of the company she works for. She can't imagine looking for or finding a better job. Jacklyn most likely is demonstrating:

high organizational commitment

The belief that successful performance will result in some outcome(s) is known as:

instrumentality

____ reflects a shift in both the behaviors and the attitudes of employees. For a leader, this is the best outcome, because it results in employees putting forth the greatest level of effort in accomplishing what they are asked to do.

internalization

Managers know what behaviors to emphasize in training programs and to assess when doing performance evaluations by referring to a(n)?

job analysis

Dr. Hogan, Dean of the College of Business, evaluates the performance of Dr. Maskulka, a faculty member in the college, by looking at student and peer evaluations of Dr. Maskulka's teaching, the number and quality of her research publications, and her service to the university, all of which are described in the job description of a faculty member's responsibilities. She also pays attention to Dr. Maskulka's willingness to take on extra tasks that are not required, such as recruiting new faculty members and contacting local businesses to involve them with student project teams for her marketing class. She is assessing the faculty member's:

job performance

The value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment is known as?

job performance

____ refers to the notion of who becomes a leader rather than how well people do in a leadership role.

leader emergence

Martin George is the vice president (Finance) of Rutherford Inc. His position and title in the company gives him ____ power.

legitimate

Which of the following is not a "dimension" of the big five taxonomy?

locus of control

In the FIFA World Cup soccer matches, the Golden Boot award is given to the top goal scorer, without regard to the performance of the player's team. The award could go to a player whose team doesn't even reach the finals. This award is an example of _____ interdependence.

low outcome

Which of the following is NOT a factor in the four-component model of ethical decision making?

moral sensitivity

The set of energetic forces that originates both within and outside an employee, initiates work-related effort, and determines its direction, intensity, and persistence is known as:

motivation

The day before Jackson takes an important test in school, he shows a tendency to get nervous, moody, and insecure. In the context of the Big Five taxonomy, the personality dimension ____ best describes Jackson.

neuroticism

Which of the following is one of the three types of organizational commitment?

normative commitment

The physical layout of workspaces, dress codes, and the level of technology used are all examples of ____ that are represented by the organization's culture.

observable artifacts

A high degree of ____ interdependence exists when team members share in the rewards that the team earns.

outcome

Which of the following terms focuses on providing recommendations and resolving issues?

parallel teams

The transactional theory of stress deals with:

primary and secondary appraisals of stress

Getting more from the team than you would expect according to the capabilities of its individual members is called:

process gain

____ refers to a work hindrance stressor that occurs when the number of demanding roles a person holds is so high that the person simply cannot perform some or all of the roles very effectively.

role overload

When members of a team exert less effort when working on team tasks than they would if they worked alone on those same tasks, this phenomenon is called:

social loafing

____ is/are the primary process by which employees learn the knowledge that enables them to understand and adapt to the organization's culture.

socialization

First, the copy machine broke down, then the person in the next office started arguing loudly with another coworker, now Hannah can't find a pen that isn't out of ink. Hannah's head hurts, her shoulders are tense, and her back aches. The problems represent ____. The results are ____.

stressors; strains

____ diversity refers to diversity regarding observable attributes such as race, ethnicity, sex, and age.

surface-level

____ is the term that reflects the different types of communication, activities, and interactions that occur within teams that contribute to their ultimate end goals.

team process

When authorities are perceived as benevolent, it means that:

they care for employees, are concerned about their well-being, and feel a sense of loyalty to them

Affect-based trust is driven by:

trustor's feelings for the trustee

The set of actions that employees perform to avoid the work situation that may eventually culminate in the employee quitting the organization are referred to as ____ behavior.

withdrawal