BUSM 2011 Final

dennis rodman diving for a loose ball to help his team is an example of

organizational citizenship behavior

prejudice

outright bigotry or intolerance for other groups

reverse mentoring

pairing a junior employee with a senior employee to transfer technical/computer skills from the junior employee to the senior one

autumn - nomads

pragmatic survivors, main societal contributions are liberty, survival and honor

artists

principle endowments in domain of pluralism expertise and due process

benefits of inclusion

reduces conflict and turnover, improves supervisor-subordinate relationships

personality affects which of the following - all of these are correct - job satisfaction - job performance - if we will be a good manager - how long we stay with an employer

- all of these are correct

Halsey Ashley works as a receptionist at fashion magazine. One morning, her boss walks into the office and yells at her, telling her that the office is a mess and she needs to clean it. after her boss leaves the room, halsey goes to the office and slams trash into the bin. which describes her anger

- an emotion

which is not true concerning emotions - some emotions can reduce employee performance - employees bring an emotional component with them to work everyday - emotions are neutral factors in organizational behavior

- emotions are neutral factors in organizational behavior

the problems leaders face when their employees telecommute include all of the following except - employees have to be at work during core time - increased coordination difficulties in scheduling meetings - increase dependence on employee self-control

- employees have to be at work during core time

Which of the following statements about job satisfaction is NOT true - job satisfaction is important to employees - employees low in satisfaction are likely to develop intention to quit - employees high in satisfaction are likely to be absent

- employees high in satisfaction are likely to be absent

all of the following are benefits of telecommuting EXCEPT - employees miss the interaction of the workplace - it provides added flexibility - employees can get more work done

- employees miss the interaction of the workplace

how many causes of stress

five

heros

focused externally/society builders, remembered for collective military triumphs young and political as elders, main societal contributions of community affluence and technology

difference between formal and informal groups

formal- involve clearly defined tasks and roles informal- neither formally structured nor organizationally determined

which term refers to the capacity to rapidly and fluidly acquire, process, and apply info?

general mental ability

which is NOT a facet of organizational behavior and human resource management - developing incentives to motivate employees - attracting high quality employees - none of these

- none of these

barriers to inclusion

"like me" bias, stereotypes, prejudice, perceived threat of loss, ethnocentrism, unequal access to organizational networks

life stressors

- Life change - life trauma

managers must have an understance of all of the following EXCEPT - leadership - MBT profile of each worker - decision making

- MBT profile of each worker

Jane is relatively calm, poised, and secure. Jane's boss is more excitable, insecure, and reactive. Jane and her boss differ in their level of which personality trait described in the Big Five personality framework?

Neuroticism

the use of work teams benefits organizations by_________

generating a potential for creating greater outputs

group came to consensus on complex decision quickly. however, when asked, they were not confident on views. this is

groupthink

real housewives of atlanta are making group decision. which should NOT be used

groupthink

the design and engineering team came to quick agreement decision, they ignored negative focus. this process is called

groupthink

transformational leaders enhance performance of employees by_______

helping develop their followers' skills

if I love my job as a florist but hate the company, i have

high job satisfaction and low organizational commitment

what is main reason maslows theory is criticized

There is little research evidence that needs are structured in a hierarchy

which personality traits have positive relationships with teamwork ratings

openness to experience, conscientiousness, extraversion, agreeableness

which leadership theory is based on the expectancy theory of motivation

path goal

like me bias

people prefer to associate with others they perceive to be like themselves

what term is used to describe the extent to which group is committed to staying together

- cohesiveness

i want to stay; i have to stay; i should stay

affective, continuance, normative

You're a manager at a small, solar panel company. You have elected to utilize the goal setting theory as primary motivation tool. You know that goals to have the biggest positive impact on motivation they must be:

- aligned with reward systems - created within input from the employee - tied to the goals of the work unit

our brains are imperfect. evidence is - all of the above - bonded rationality - we end up making satisficing decisions

- all of the above

understanding organizational behavior helps managers achieve organizational effectiveness because they gain a better understanding of... - empowering their employees - simulating innovation in their employees - gaining insights to improve managers' people skills - all of the above

- all of the above

which of following statements is correct about the MBTI? - It is popular in businesses, even today - it is a good tool for team bonding and discussion - it is not productive of job performance - all of these

- all of these

Which about path goal theory is NOT true? - employees with strong internal LOC will prefer directive leadership - supportive leader involves friendly and showing concern - achievement-orientation involves setting challenging goals and expecting highest level of performance

- employees with strong internal LOC will prefer directive leadership

____________ involves reducing or eliminating unwanted behavior, by eliminating whatever is reinforcing it.

- extinction

What policies/practices could a leader or manager implement to help employee experience better emotions and moods in the workplace? check all that apply - give employs regular feedback - incorporate exercises that focus on positive self-reflection - hire applicant that are high on emotional intelligence - neglect emotional intelligence when hiring

- give employs regular feedback - incorporate exercises that focus on positive self-reflection - hire applicant that are high on emotional intelligence

which of the following, if true, would most support the conclusion that Kyle Cooper is a transformational leader - cooper mills has centralized decision making structure - cooper mills performance has held at average - goals kyle sets tend to be ambitious and hold personal value for employees

- goals kyle sets tend to be ambitious and hold personal value for employees

factors that increase cohesiveness except - small size - homogeneous composition - heterogeneous composition

- heterogeneous composition

telecommuting involves all EXCEPT - higher pay for working under special conditions - organization savings on facilities such as parking - reduction in absenteeism and turnover

- higher pay for working under special conditions

organizational coping strategies

- institutional programs- using established mechanisms(job design, culture) - collateral programs - specifically designed to help deal with stress (counseling, fitness, massage)

which is NOT most common types of teams - virtual - self-decided - intra-organizational

- intra - organizational

the following have negative relationship with counterproductive work behaviors - job satisfaction - positive emotions - deviant behaviors - agreeableness - job dissatisfaction

- job satisfaction - positive emotions - agreeableness

all are benefits of teams EXCEPT - lower costs - higher job satisfaction - lower self-reinforcement

- lower self-reinforcement

there are several distinctions between management and leadership. include all except - management more often focuses on controlling - management is more important in regard to creating and directing change - leadership is more concerned with establishing direction

- management is more important in regard to creating and directing change

what are some challenges to a team-based organization

- managerial role confusion/frustration - managers feel more useless - employees resist the change - cumbersome and length team development process

What outcomes are associated with high levels of job satisfaction and organizational commitment? - worse performance - more creativity - more absenteeism - more psychological well-being

- more creativity - more psychological well-being

which of the following statements about personality are true? - personality is not a type of individual difference - agreeable people are always high in extraversion - narcissistic managers tend to have artificially high self-esteem

- narcissistic managers tend to have artificially high self-esteem

managers should be careful when using________ to achieve desired behavior. it can create a very unpleasant work and negative culture in an organization - positive reinforcement - negative reinforcement - vicarious learning - punishment - extinction

- negative reinforcement - punishment

which must be avoided if one wants to create and maintain effective team - task conflict - reflexivity - none

- none

which of statements regarding leadership is true - all managers are leader - leaders are focused on efficiency and effectiveness - none of the four listed

- none of the four listed

what did we learn from Dan Arley on decoy bias - all of the above - people allow risk and uncertainty sway decision - people allow unacceptable third option to influence choice between two acceptable options

- people allow unacceptable third option to influence choice between two acceptable options

which of the following statements is true regarding goal-setting theory - goals never motivate employees to do bad things - vague goals produce a higher level of output than specific goals - people do better when they get feedback on how well they are progressing toward their goals

- people do better when they get feedback on how well they are progressing toward their goals

which of the following is true about the needs for achievement, power, and affiliation? check all that apply - people with high need for achievement are not necessarily good managers because they prefer to be rewarded for individual rather than team - those with a high need for power desire to have influence and control - people with low need for affiliation expend a lot of time building relationships - those with high need for power don't care much for power

- people with high need for achievement are not necessarily good managers because they prefer to be rewarded for individual rather than team - those with a high need for power desire to have influence and control

which are true about personality traits

- personality traits are enduring tendencies to feel, think and act in certain ways - the tendency of manager to feel distressed and to be critical of himself/herself and others is called neuroticism

all are components of emotional intelligence EXCEPT - empathy - social processing - social skills

- social processing

culture boosts performance when

- strategically relevant, -it emphasizes innovation and change to adapt to changing environment - employees have positive attitudes -it is strong

Types of Diversity

- surface level- can be seen directly (race, gender) -deep-level - can't be seen directly (goals, skills)

which of following statements about teams are true - social loafing is type of socializing - all of these - teams that spend more time socializing tend to perform better

- teams that spend more time socializing tend to perform better

what evidence best describes the importance of job attitudes for managers - none of the above - they always create cognitive dissonance - they give warnings of potential problems

- they give warnings of potential problems

drawbacks of strong culture

-Barrier to change -Process more important than goals -We've always done it that way!

strong cultures

-Central values and norms are shared and strongly upheld by most members of the organization -Often found in partnerships, family businesses and start-ups -Can inhibit an organization's ability to adapt to change

benefits of strong culture

-Increases... Behavioral consistency Solidarity Identity -More important for some organizations than others

weak cultures

-Values and norms are shared by a limited group of people and employee's goals may not be in line with management's goals -Can be a benefit for diverse and/or international companies -can facilitate learning and adaptation

interpersonal demands

-group pressure (conform to group norms) - leadership (i need support but boss is mean) - interpersonal conflict (rampant)

organizational consequences of stress

Decline in performance •Poor quality work •Bad decisions •Irritability when talking to coworkers/subordinates Withdrawal •Absenteeism (call in sick, take longer lunches, be late) •Quitting (Turnover) Negative changes in attitudes •Lower commitment, satisfaction •Burnout - general feeling of exhaustion •Helplessness, fatigue, frustration

which is a way to bring the opinions of distant experts together and is useful when experts are physically, anonymity is desired, or participants are known to have trouble communicating with one another because of extreme differences of opinion

Delphi technique

organizational socialization

How employees learn about the firm's culture -Ensure that employees integrate with culture -Reward employees who support culture -Punish those who challenge culture

which is true? I. team members might use the nominal group technique to engage in brainstorming II. Devils advocates in team can create groupthink III. Groups always make better, faster decision than individuals IV. there is no I in team

I and IV

which is true? I groupthink is useful for increasing cohesiveness in groups II. Conformity creates greater levels of group think than deviance III. Venture teams are geographically dispersed and communicate with telecommunications IV. Teams are larger than groups

II only

stress process

Step 1: Alarm - "Can I handle this or should I give up?" Step 2: Resistance - Fight, and work all night to get the job done •Success means the process ends here •Failure means exhaustion Step 3: Exhaustion, which can lead to burnout •Burnout - the feeling of exhaustion that results when a person feels too much pressure and has too few sources of satisfaction

which scenario reflects transactional approach to leadership

Wayne Torres believes that setting targets, monitoring employee performance, and correcting defaulting employees are his tried and tested ways to accomplish tasks. He rewards who do well and recognize accomplishments. his team has not grown and is at functional status quo

all are symptoms of groupthink except

a lack of idea promotion from the group leader

organizational culture

a system of shared values, norms, and assumptions that guide members' attitudes and behaviors

resource

acquisition: better PR; able to attract best talent and sell product if good reputation

Discrimination

an action or behavior based on prejudice

4 levels of culture

artifacts assumptions espoused values enacted values

which of the following steps can be taken by a manager to minimize groupthink

assign everyone role of devil's advocate

which is a method managers cannot utilize to promote employee job satisfaction

assume high performers are satisfied in their job

Third step to rational decision making is determining decision type. what can go wrong

assuming a programmed decision is nonprogrammed can lead to reinventing the wheel

googleyness

attempt to hire people who challenge the status quo and thereby preserve their innovation culture

summer - prophets

baby boomers, focused internally/self-actualizers, main societal contributions are in the area of vision, values and religion

individual consequences of stress

behavioral, psychological, medical

marketing

better insight to market to diverse populations

number of possible alternatives is so large that manager cannot possibly evaluate all of them

bonded rationality

According to fiedlers model, when situation is unfavorable________ leader is better and when favorable a _____________ leader is more effective

both task-oriented

how does meditation stop depression

breaks out of default network, allows you to access problem solving network

diversity

challenging the status quo- helps organization succeed

person-organization fit leads to what

cohesiveness and maybe groupthink

the pulse, an HR consulting firm, conducts friendly competitions between teams and rewards them with donuts every friday morning. main purpose of games is to promot togetherness. what describes the effort

consideration (relationship-orientation)

creativity

different sources of ideas; different perspectives

Bobbie called sue a name and threw eraser what conflict is this

dysfunctional

a fast-food worker smiling and telling you that it was a pleasure to serve you when they are actually feeling angry about serving you (and boss makes them) is example of

emotional labor

researchers have been concerned about job satisfaction because it acts as an indicator of employees' psychological well-being. What could be another reason?

employees that are high in satisfaction are more likely to exhibit safe behaviors in the workplace

which of the following sources of increasing self-efficacy involves gaining personal relevant experience with particular task or job

enactive mastery

individual coping strategies

exercise, relaxation, vacation, time management, role management, support groups

espoused values

explicitly stated by the organization

smaller groups and teams are related to

higher levels of motivation

socialization

how individuals become social beings

perceived threat of loss

impeding diversity efforts to thwart a perceived threat to one's own career opportunities

trends- why go global

internet, opportunity for new markets, opportunity for lower costs, keep up with competitors

cost

less turnover; more productivity if diverse employees are engaged

The classical model of decision making assumes that

managers have access to all the info they need to make optimum decision

Jim has the ability to balance anxiety, fear, and anger and still get the job done. Jim possesses which component of emotional intelligence?

managing emotions

flexibility

more fluid; can react for environmental changes

employees high on this need prefer working on challenging tasks or projects, with personal responsibility and feedback

need for achievement

enacted values

norms and behaviors actually exhibited by employees

conformity

obeying status quo and helps you succeed

task demands

occupation security, overload (quantitative- cannot do it, qualitative - believe lack ability)

which of pairs include two traits that contribute to leadership effectiveness

openness to experience and IQ

judy was popular person and known for her vivacious nature, speaking to employees from various divisions, and excited her personality traits are...

openness to experience and extraversion

role demands

role ambiguity and role conflict

A manager considers a limited sample of the potential alternative solutions for a problem and selects one that is acceptable instead of attempting to select the optimum solution. This type of decision is called:

satisficing

Which of the following is true? - emotions are longer-lasting than moods - people who are high on neuroticism are always in a bad mood - satisfied employees tend to perform more organizational citizenship behavior

satisfied employees tend to perform more organizational citizenship behaviors

trait approach suggests we lose focus on __________ whereas the behavioral approach implies that we can effectively

selecting the right person for the job, train leaders

________ refers to an individual's belief that he or she is capable of performing a task

self-efficacy

how many outcomes of stress

seven

artifacts

stories, awards, dress code

__________ leadership involves goal of winning, ___________ involves group goal of being good, and __________ invovles goal of leading subordinates who work remotely

strategic, ethical, virtual

leaders and managers can encourage creative/innovative culture in all ways except

supporting status quo

Maurice Harper is a friendly and warm manager who starts her day at work by personally greeting her colleagues and subordinates. Maurice is often seen listening sincerely to employees' concerns and problems. She takes the initiative to hold programs to renew and improve the skills of current employees. Most of her employees know that she is accessible for help and information at all times. Maurice is leader who can be characterized as high in

supportive and transformational leadership

which benefit group

task conflict

how to have max stress

task, role, interpersonal, physical, life

culture strength

tells you how much effort you should exert to conform

culture content

tells you what to do

physical demands

temperature, office design

Ethnocentrism

the belief that one's own culture or group is superior to others and the tendency to view all other cultures from the perspective of one's own

diversity

the variety of observable and unobservable similarities and differences among people

manager motivates by rewarding them for desired performance and reprimanding them for undesired this is a what leader

transactional

how many types of stress

two

from lecture slides, which is NOT an aspect of social learning

verbal modeling

the fourth step of creative process is

verification

distress

what we call stress, generally bad (pressure, unreasonable demands)

eustress

when we get a promotion or better job, generally good for us

stereotypes

widely held beliefs that people have certain characteristics because of their membership in a particular group

problem solving

wider range of perspectives; devils advocate; avoid groupthink

which accurately differentiates between work groups and teams

work groups- more accumulation of individual efforts work teams- generate positive synergy

work should be performed by individual instead of team if

work is simple and does not require diverse input