man 3240 exam 1 questions
Job satisfaction refers to a. the emotional attachment people have toward the company they work for. b. an unwritten understanding about what the employee will bring to the work environment. c. the degree of emotional intelligence an employee exhibits. d. the feelings people have toward their jobs.
d. the feelings people have toward their jobs.
Which of the following conditions contribute to the effectiveness of goal setting? a. performance b. group, as opposed to individual goals. c. time pressure d. goal commitment
d. goal commitment
Which of the following factors has the most influence on worker motivation? a. pay b. recognition c. growth opportunities d. job design
d. job design
__________ is the degree to which a person is anxious, irritable, aggressive and moody. a. conscientiousness b. extraversion c. openness d. neuroticism
d. neuroticism
t/f: If I am examining how my manager's behavior influences my work group, I am looking at the organizational level of analysis in the organizational behavior discipline.
false, looking at the group level
t/f: In firms pursuing a growth strategy, there is a negative relationship between racial diversity in the firm and company performance.
false, positive relationship
t/f: The three levels of analysis examined by organizational behavior research are individual, organization, and society.
false; individual,...
The systematic study and application of knowledge about how individuals and groups act within the organizations where they work is
organizational behavior
t/f: A more diverse work team produces higher quality decisions because more alternatives are considered.
true
t/f: A risk-averse individual is generally a poor fit for a high-tech firm in a dynamic environment.
true
t/f: Access to information is a key factor in empowering employees.
true
t/f: According to Herzberg, hygiene factors are part of the context of the job.
true
t/f: Alderfer's existence needs correspond to Maslow's physiological and safety needs.
true
t/f: Applicant-matching software reduces the time required to hire candidates.
true
t/f: Based on the number of studies conducted, job satisfaction is the most important job attitude.
true
t/f: Behavior is a function of the person and the situation interacting with each other.
true
t/f: Behavior is influenced by attitudes and situations.
true
t/f: Behavior may be affected as much by what is expected of us as how we want to behave.
true
t/f: Current research suggests that the average employee will change jobs 12 times in their career.
true
t/f: Family security is a terminal value.
true
t/f: Goal commitment is higher when employees have trust-based relationships with managers.
true
t/f: In a supermarket study, cashiers rotated through different departments had lower stress levels and less pain in their necks and shoulders.
true
t/f: Individuals with a high need for achievement may neglect managerial activities, like coaching, because they view it as a waste of time.
true
t/f: Job security is an example of Maslow's safety needs.
true
t/f: Job specialization entails breaking down jobs into their simplest components.
true
t/f: Organizational behavior is the systematic study and application of knowledge about how individuals and groups act within the organizations where they work.
true
t/f: Organizational behavior matters because it analyzes what you care about, what employers care about, and what organizations care about.
true
t/f: People with positive affective dispositions tend to be more satisfied with their jobs and committed to their companies.
true
t/f: Person-job fit and person-organization fit are positively related to job satisfaction and job engagement.
true
t/f: Person-job fit is positively related to job satisfaction.
true
t/f: Process-based theories view motivation as a rational process.
true
t/f: Realistic job previews help prevent breaches of the psychological contract.
true
t/f: Research shows that the psychological state of meaningfulness is the most important state for employee attitudes and behaviors.
true
t/f: The absence of hygiene factors in the work environment leads to worker dissatisfaction.
true
t/f: The frustration-regression hypothesis offered by Alderfer suggests individuals frustrated in their attempts to satisfy one need regress to another.
true
t/f: The job characteristics model is an attempt to design jobs for increased motivational potential.
true
t/f: The job characteristics of autonomy and high skill variety are positively related to organizational commitment.
true
t/f: The similarity/attraction phenomenon suggests that individuals are attracted to those who are similar to them.
true
t/f: There is a high degree of overlap between job satisfaction and organizational commitment.
true
t/f: Those firms that are categorized as successful tend to pay employees well, train employees, and reduce status differences.
true
t/f: Title VII of the Civil Rights Act prohibits discrimination in employment with regard to race, color, sex, religion and national origin.
true
t/f: When discrimination complaints are filed, the Equal Employment Opportunity Commission (EEOC) acts as a mediator between the company and the complainant.
true
A key element of the scientific management philosophy is a. expanding the nature of tasks performed by employees to add more variety to the job. b. using training and specific instructions to maximize task variety. c. breaking down jobs into their simplest components to facilitate specialization. d. minimizing waste by identifying the most efficient method to perform the job, while still retaining high levels of autonomy.
... not d
Organizational behavior is:
A systematic approach to understanding human behavior
Which of the following is a need-based theory of motivation? a. ERG theory b. Expectancy theory c. equity theory d. reinforcement theory
a. ERG theory
During the first day of an organizational behavior class at your university, the instructor tells the students that during the term they will learn all of the following EXCEPT: a. How different organizations interact with each other. b. How to cope with the stress of finals week. c. How to work effectively on team projects. d. How to make more effective decisions about their academic and social lives.
a. How different organizations interact with each other.
The "M" in "SMART" goals stands for a. Measurable b. Management c. Motivating d. Minimal
a. Measurable
Gender discrimination is prohibited by which of the following laws? a. Title VII of the Civil Rights Act b. Age Discrimination Act c. Occupational Safety and Health Act d. Americans with Disabilities Act
a. Title VII of the Civil Rights Act
Which of the following is NOT an explanation that has been offered to account for the earnings gap of 19% between females and males? a. Women lack the high-level skill sets that men possess. b. Women more often pursue lower-paying occupations than men pursue. c. Women have résumé gaps due to time off for childcare. d. Women tend to negotiate less than men and when they do negotiate, women attain lower levels of pay than men do.
a. Women lack the high-level skill sets that men possess.
Person-job fit is the a. degree to which a person's skill, knowledge, abilities and other characteristics match the job demands. b. degree to which a person's values, personality, goals and other characteristics match those of the organization. c. degree to which a person's attitude matches the culture of the work group. d. degree to which a person likes an organization.
a. degree to which a person's skill, knowledge, abilities and other characteristics match the job demands.
The ways in which people are similar or different from one another is a. diversity. b. stereotypes. c. culture. d. faultlines.
a. diversity
Work on decision making has been conducted in what area? a. economics b. philosophy c. anthropology d. humanities
a. economics also in political science and psychology
Scientific management's primary focus is a. efficiency. b. flexibility. c. motivation. d. goal setting.
a. efficiency
Empathy is to agreeableness as sociability is to ______________. a. extraversion b. neuroticism c. conscientiousness d. openness
a. extraversion
Maslow's physiological needs may be satisfied by a. food b. feelings of importance c. feeling danger-free. d. human bonds.
a. food
The faculty of a Midwestern business school is comprised of 33 males and 4 females. The past five candidates hired have all been male. There seems to be a (an)__________ diversity issue in this workplace. a. gender b. race c. religion d. age
a. gender
Workforce satisfaction is related to a. greater customer loyalty. b. reduced team cohesion. c. more accidents in the workplace. d. more absenteeism
a. greater customer loyalty more cohesion, less accidents, less absenteeism, lower turnover
Ability refers to a. having the skills and knowledge required to perform the job. b. having the resources, information and support one needs to perform well. c. the function of performance, motivation, and environment. d. the intention of achieving a goal, leading to goal-directed behavior.
a. having the skills and knowledge required to perform the job.
Which of the following is a key level of analysis investigated in Organizational Behavior a. individual b. society c. meta d. industry
a. individual
According to the authors of Organizational Behavior, a company's greatest asset is a. its people b. its location c. its financial resources d. its product
a. its people
Organizational behavior draws heavily on personality and motivation studies from what other discipline? a. psychology b. physiology c. political science d. economics
a. psych
Work on team processes has been carried out in what area? a. sociology b. physics c. finance d. economics
a. sociology
Role conflict, role ambiguity, organizational politics, and job insecurity are indicators of a. stress at work. b. work-life balance. c. organizational justice. d. high responsibility at work
a. stress at work.
Demographic traits make up a part of a. surface-level diversity b. deep-level diversity c. cultural diversity d. collective diversity
a. surface-level diversity
Task identity refers to a. the degree to which a person is in charge of completing an identifiable piece of work from start to finish. b. whether a person's job substantially affects other people's health, work or well-being. c. the extent to which the job requires a person to utilize multiple high level skills. d. the degree to which a person has the freedom to decide how to perform his tasks.
a. the degree to which a person is in charge of completing an identifiable piece of work from start to finish.
Skill variety refers to a. the extent to which the job requires a person to utilize multiple high level skills. b. the degree to which a person is in charge of completing an identifiable piece of work from start to finish. c. whether a person's job substantially affects other people's health, work or well-being. d. the degree to which a person has the freedom to decide how to perform his tasks.
a. the extent to which the job requires a person to utilize multiple high level skills.
According to Rokeach, which of the following is not accurate about values? a. values are shaped late in life b. values are hierarchially ordered c. values are grouped into terminal and instrumental categories d. values are relatively stable over time
a. values are shaped late in life
___________ is an example of felt empowerment. a. Leadership style b. Meaningful work c. Organizational climate d. Organizational structure
b. Meaningful work
Which of the following statements is correct? a.Ability is a function of the interaction between motivation, performance and environment. b. Performance is a function of the interaction between motivation, ability and environment. c. Performance is a major influence on motivation, ability and environment. d. Motivation is a function of the interaction between ability, environment and performance.
b. Performance is a function of the interaction between motivation, ability and environment.
A stereotype is a. an attribute along which a group is split into subgroups. b. a generalization about a particular group of people. c. a way in which people are similar or different from each other. d. a difference in values, attitudes or beliefs.
b. a generalization about a particular group of people.
Companies track employee work attitudes through a. employee suggestions. b. attitude surveys. c. overhearing workplace conversations. d. performance evaluation interviews.
b. attitude surveys.
Person-organization fit is the a. degree to which a person likes an organization. b. degree to which a person's values, personality, goals and other characteristics match those of the organization. c. degree to which a person's skill, knowledge, abilities and other characteristics match the job demands. d. degree to which a person's attitude matches the culture of the work group.
b. degree to which a person's values, personality, goals and other characteristics match those of the organization.
the glass ceiling: a. is based on a faultline in the employee workgroup b. is the underrepresentation of women and minorities in executive and upper level management positions of companies. c. is an issue that was a problem until a decade ago. d. is the result of the less effective leadership styles practiced by women.
b. is the underrepresentation of women and minorities in executive and upper level management positions of companies.
An attitude is a. an outcome of our efforts. b. our opinions, beliefs and feelings about our environment. c. the degree to which people have freedom to decide how to act. d. the drive that energizes an individual.
b. our opinions, beliefs and feelings about our environment.
The relatively stable feelings, thoughts, and behavioral patterns a person has is a. self-esteem b. personality c. values d. conscientiousness
b. personality
Values a. are generalizations based upon a perceived group characteristic. b. refer to stable life goals people have, reflecting what is most important to them. c. encompass the relatively stable feelings, thoughts, and behavioral patterns a person has. d. are initial thoughts and perceptions we form about people, which tend to be stable and resilient to contrary information.
b. refer to stable life goals people have, reflecting what is most important to them.
Which of the following is accurate according to organizational behavior research? a. successful companies emphasize status differences between employees b. successful companies treat their employees well c. successful companies have very simple and informal hiring systems d. successful companies are more centralized
b. successful companies treat their employees well -are more decentralized, reduce status diffs, and complex hiring
Organizational commitment refers to a. the feelings people have toward their jobs. b. the emotional attachment people have toward the company they work for. c. the degree of emotional intelligence an employee exhibits. d. an unwritten understanding about what the employee will bring to the work environment.
b. the emotional attachment people have toward the company they work for.
Which of the following laws prohibits discrimination based on race, color, sex or national origin? a. family and medical leave act b. title VII of the Civil Rights Act c. Age Discrimination Act d. Americans w/ disabilities act
b. title VII of the Civil rights act
Organizational behavior is an interdisciplinary field that draws on all of the following areas except: a. economics b. psychology c. sociology d. all of these
d. all of these also medical...
Which of the following statements regarding the Big 5 personality traits is true? a. Individuals high in extraversion are model employees. b. Conscientiousness is related to how well employees get along with others. c. Individuals high in openness seek feedback on what they are doing and thus adjust to their jobs more quickly. d. Individuals high in neuroticism tend to be better performers.
c. Individuals high in openness seek feedback on what they are doing and thus adjust to their jobs more quickly.
__________ is a terminal value. a. Obedient b. Broad-minded c. Inner harmony d. Forgiving
c. Inner harmony
Companies track employee work attitudes through a. overhearing workplace conversations. b. employee suggestions. c. attitude surveys. d. performance evaluation interviews.
c. attitude surveys.
The interactionist perspective suggests a. behavior is solely a function of the situation. b. behavior is not predictable and can not be profiled. c. behavior is a function of the person and the situation interacting with each other. d. behavior is solely a function of the person's personality.
c. behavior is a function of the person and the situation interacting with each other.
A person's enthusiasm, involvement, and satisfaction with their work is considered a. organizational commitment b. job satisfaction c. job engagement d. organizational attitude
c. job engagement
If one looks at the number of studies conducted on attitudes, which of the following seems to be the most important? a. satisfaction with supervisors b. cognitive ability c. job satisfaction d. organizational commitment
c. job satisfaction
"Eskimos are bad drivers," is an example of a a. faultline b. surface-level diversity trait c. stereotype d. deep-level diversity trait
c. stereotype
In expectancy theory, valence is a. the perception that performance is related to subsequent outcomes such as rewards. b. the perception that high levels of effort will lead to outcomes of interest like performance. c. the anticipated satisfaction that will result from an outcome. d. the degree to which people are treated with respect, kindness, and dignity.
c. the anticipated satisfaction that will result from an outcome.
Interactional justice is a. the degree to which outcomes received from the organization are perceived to be fair. b. the degree to which fair decision-making procedures are used to arrive at a decision c. the degree to which people are treated with respect, kindness and dignity in interpersonal interactions. d. the belief that high levels of effort will lead to high performance.
c. the degree to which people are treated with respect, kindness and dignity in interpersonal interactions.
Motivation refers to a. a function of performance, ability and environment. b. the only key to high performance. c. the intention of achieving a goal, leading to goal-directed behavior. d. having the skills and knowledge required to perform the job.
c. the intention of achieving a goal, leading to goal-directed behavior.
Surface-level diversity traits include a. beliefs b. attitudes c. values d. gender
d. gender
SHRM conducted a recent study that indicated at least _____ of those who responded are, at the very least, somewhat satisfied with their jobs. a. 9% b. 49% c. 29% d. 89%
d. 89%
How could a firm best satisfy an employee's safety needs? a. Develop a weekly employee bowling league. b. Enroll the employee in a Microsoft Office training course. c. Provide an employee appreciation luncheon. d. Create a job security clause in the employment contract.
d. Create a job security clause in the employment contract.
_______________ is (are) a downside to goal setting. a. Adaptability increases b. Ethical problem decreases c. Developing broadmindedness d. Learning decreases
d. Learning decreases
Which of the following is true about motivation? a. Motivation is the sole reason why people perform well. b. Motivation is usually the most critical factor in a person's performance. c. Being motivated is the same as being a high performer. d. Motivation is a key influence over an employee's performance level.
d. Motivation is a key influence over an employee's performance level.
Which of the following is a process based theory of motivation? a. Alderfer's ERG theory. b. McClelland's acquired needs theory. c. Herzberg's two-factor theory. d. Skinner's reinforcement theory.
d. Skinner's reinforcement theory.
Under what conditions would SMART goals be most effective? a. When managers have clearly established goals without employee input. b. When employees feel the skill sets needed to perform a goal-oriented task need to be upgraded. c. When managers provide feedback to employees on a very irregular basis, if at all. d. When employees have a supportive and trusting relationship with their managers.
d. When employees have a supportive and trusting relationship with their managers.
T/F: Employees who are discriminated against are no more likely to leave their jobs than those who have not faced discrimination.
false
T/F: Research shows that those organizations that are more effective limit the amount of feedback they provide employees, limit the amount of information shared, and allow roles to be ambiguous.
false
t/f: A high need for power is always a destructive element in the workplace.
false
t/f: Attitudes are more strongly related to actual behaviors than to intentions to behave.
false
t/f: Deep-level diversity traits are most important for early interactions in the workplace, but as time goes on, surface-level traits become more important.
false
t/f: Financially there is little incentive to attain a higher level degree.
false
t/f: Instrumental values are end states people desire in life.
false
t/f: Job enlargement involves moving employees from job to job at different intervals.
false
t/f: Job satisfaction can be fully explained by the work environment.
false
t/f: Leaving employees free to choose job performance methods is an important element of scientific management techniques.
false
t/f: Legal complaints charging organizations with discrimination have largely been eliminated due to the passage of a number of laws in the U.S. prohibiting discrimination against protected classes.
false
t/f: Maria just completed a series of personality assessments and is found to be high on external locus of control and introversion. Based on findings from research, it is likely she also has positive work attitudes.
false
t/f: Motivation is a function of the interaction between performance, ability and environment.
false
t/f: Race, age, and attitudes are examples of surface-level diversity.
false
t/f: Salary is a motivator in Herzberg's two-factor theory.
false
t/f: There is usually a strong relationship between good person-organization fit and high job performance.
false
t/f: Value orientations change dramatically as individuals age and mature.
false
t/f: When people fit their jobs, they experience higher levels of stress.
false
t/f: While the American workforce is becoming more diverse, the world's workforce is not.
false
t/f: Emile is seated in a lecture where the instructor is discussing personality. She is most likely in a sociology class.
false, psychology class
t/f: Skill variety and task significance are the most important elements in deciding motivational potential.
false, autonomy and feedback
t/f: Successful organizations tend to limit the amount of information shared by maintaining a centralized structure.
false, decentralized
t/f: You are a Walt Disney Company management trainee. The first three months of your job you will be working in the restaurant and hospitality area. The next three months you will be in the merchandising area, followed by three months in lodging and finally, three months in park operations. The Walt Disney management trainee program is designed using the job rotation philosophy.
true