MANA 3001 Exam 2 Quizzes

Based on Maslow's hierarchy, ___________ needs are the most basic requirements that people posses. -Growth -Esteem -Self-actualization -Physiological -Security

Physiological

Which two types of contingencies are generally accepted as means for increasing the frequency of desired behavior? -positive reinforcement and extinction -negative reinforcement and punishment -negative reinforcement extinction -extinction and punishment -positive reinforcement and negative reinforcement

positive reinforcement and negative reinforcement

A $10 bonus for every fifth sale would be an example of which schedule of reinforcement? -Fixed-ratio -Variable Interval -Fixed Interval -Variable Ratio -Continuous

Fixed Ratio

The rational decision-making approach assumes decision makers: -work in an organization that encourages logical choices -are systematic in their approach to decisions are objective -have complete information -All of these

All of these

According to the PowerPoint slide show, one of the advantages of group decision making over individual decision making is that decisions: -Are unaffected by group dynamics -Are more likely to be accepted -Are always going to be better -Are faster

Are more likely to be accepted

Which of the following is the primary problem associated with the specialization of jobs in the scientific management approach? -Involvement in too much of the production cycle -Slow pace of work -Boredom -Lower Efficiency -Frequent social interaction with others

Boredom

Doug is an employee of McDowell Instruments. Doug takes longer breaks than his coworkers, and often rationalizes his behavior because the organization does not pay him enough for the level of work that he does. Doug is reducing his perceived inequity by: -changing the object of comparison -changing his inputs -altering his perception of self -changing his outcomes -altering his perception of the situation.

Changing his inputs

At its basic level, reinforcement theory suggests that behavior is a function of ___________ -Equity perceptions -Emotional States -Attitudes -Subconscious perceptions -Consequences

Consequences

All of the following are used in the nominal group technique decision-making EXCEPT -Members take turns reporting their ideas. -The issue is described to the group. -Each proposed idea is given publicly by a member of the group. -Initially, no discussion among the members is permitted -Individuals convene to address an issue

Each proposed idea is given publicly by a member of the group

Jim purchases stock in a public company and refuses to sell it even after repeated drops in the original price he paid for the stock. Jim has decided to purchase more of the stock in anticipation of making a profit, and has decided to keep the stock in the face of increasing losses. Jim is suffering from: -Escalation of commitment -Problem misidentification -Groupthink -Suboptimizing -Organizational delusion

Escalation of commitment

Expansions on goal-setting theory argue that goal-directed effort is a function of four goal attributes: goal acceptance, goal commitment, goal specificity, and -Goal Clarity -Goal Prevalence -Goal Importance -Goal Difficulty -Goal Attainability

Goal Difficulty

What term refers to the tendency of people to make more extreme decisions in a group than when alone? -Groupthink -Brainstorming -Group polarization -Escalation of commitment -Risk of propensity

Group Polarization

In the reading on executive pay, the authors argue that -If some executives are fired, they will still receive over $100 million in payouts -CEO pay is actually dropping slightly -CEO pay, although high, is related to company stock prices. -Executive pay is growing, but so are the risks for CEOs

If some executives are fired, they will still receive over $100 million in payouts

My second commandment discussed in the slideshow, says that -The good leader is a good motivator -Motivation must be aimed -Please see Commandment #1 -Motivation is critical for a business -organization

Motivation must be aimed

Which of the following ties to a worker's earnings to the number of units produced -Merit pay plan -Piecework program -Profit-sharing program -Employee stock option plan -Gain-sharing program

Piecework Program

Which of the following pay systems would expectancy theory suggest should be used to motivate the performance of employees? -Hourly Pay -Profit Sharing -weekly, rather than monthly pay -salary pay for everyone

Profit Sharing

David Novak, CEO of Yum Brands (KFC, Pizza Hut & Taco Bell) is profiled in one of the articles you read because of how he uses ____________ in his company -Goal Setting -Management by Objectives (MBO -Recognition and Praise -Group Decision Making

Recognition and Praise

When faced with a problem in performance due to ability, which of the following alternatives should be your last and final step? -Reassign the person to another job -Release (fire) the person -Refit or redefine your expectations about the person's performance -Retrain the person

Release (fire) the person

According to the text, what information condition lies between certainty and uncertainty in making decisions? -Decision rules -Coin tossing -Problem Solving -Risk -Guesswork

Risk

The sales department at a local company determines that Product A will moderately boost sales and have a shorter production schedule, so it is decided that this product will be manufactured and sold without considering other options. In choosing this product, the sales department is: -Satisficing -Suboptimizing -Engaged in bounded rationality -Controlling -Using procedures and rules of thumb

Satisficing

According to the PowerPoint slide show on employee participation, the form of participation that is most effective in improving job satisfaction and productivity and will be the approach of the 21st century is: -Quality circles -representative participation -self-directed work teams -all of the above

Self-directed work teams

When groupthink occurs, silence is viewed as an agreement. This most directly contributes to the: -collective efforts to rationalize or dismiss warnings -stereotyped views of "enemy" leaders -shared illusion of unanimity -shared illusion of invulnerability -unquestioned belief in the group's inherent morality

Shared illusion of unanimity

Non-programmed decisions are most common at what level of the organization? -Subordinate -Top -Middle -Lower -Managerial

Top

According to the text, what can supervisors do to avoid measurement problems when they have only limited knowledge of the employee's performance? -Prevent the employee from working with the supervisor in the appraisal -Avoid allowing employees to evaluate themselves -Use a multiple-rater system -Perform the evaluation with the information currently available to the supervisor -Plan training programs to improve observation and categorization skills

Use a multiple-rater system

In the PowerPoint slide show, it was argued that the problem of "framing in decision making is that decision will be affected by: -The timing of the decision -Whether or not the problem is structured -Whether the decision is presented in terms of winning or losing -How salient the information will be

Whether the decision is presented in terms of winning or losing

If the probability that high effort would lead to good performance was zero, expectancy theory would predict that motivation would be: -Increasing over time -Moderate -Zero -High

Zero

According to the voice-over PowerPoint slides, the first step in applying behavior modification to motivate an individual is: -choosing an appropriate reward -deciding which behavior you want to motivate -deciding which reinforcement schedule to use -to reward consistently, only rewarding when the person does what you want them to do.

deciding which behavior you want to motivate

Job enlargement involves the process of horizontal job loading, meaning that -the employee is assigned more tasks to perform -the jobs are broken into small, component parts -each employee is given a specialized task to perform -the employee is assigned less monotonous and routine tasks -the employee is assigned tasks with more responsibility

the employee is assigned more tasks to perform

The basic expectancy framework suggests that for motivated behavior to occur, -the positive valences should outweigh the negative valences of potential outcomes. -the sum of all valences for the relevant potential outcomes must be negative. -the performance-to-outcome expectancies should approach zero. -none of the valences for the relevant potential outcomes should be negative -the effort-to-performance ratio should be well above 10.

the positive valences should outweigh the negative valences of potential outcomes

High-need achievers tend not to make good top managers because -high-need achievers tend to make decisions that are too risky. -high-need achievers delegate too many responsibilities -top managers are required to have too much formal education -top managers have too high a need for affiliation -top managers seldom receive immediate feedback

top managers seldom receive immediate feedback