MGMT 311

Which of the following is a "hidden cost" of employee turnover?

decreased morale

performance goals

goals framed in terms of performing well in front of others, being judged favorably, and avoiding criticism

The personality dimension of neuroticism is associated with the traits of being

moody and emotional.

Mentally "checking out" and going through the motions at work is a reaction known as

neglect

Spending money to train and develop employees is a means of fostering

normative commitment.

Mary is an extravert who is highly regarded in her department for her conscientiousness to daily tasks. This describes Mary's

personality

Integrity tests

personality tests that focus specifically on a predisposition to engage in theft and other counterproductive behaviors

cultural values

shared beliefs about desirable end states or modes of conduct in a given culture

Luke is at a leadership conference where he has just met Jasmine for the first time. In this situation, he will most easily be able to judge if Jasmine has the personality trait of

extraversion.

Big 5 Taxonomy

1. Conscientiousness 2. Agreeableness 3. Neuroticism 4. Openness to experience 5. Extraversion

holland RIASEC

1. realistic-hands on, 2. investigative-analytical, theory oriented 3.artistic- entertaining and fascinating 4. social-enjoys helping or serving 5.enterprising-persuading, leading 6.conventional-organization, data

Which of the following is a characteristic trait of a bad coworker?

1. seems to always be looking for something else, even if it is not better

Myers-Briggs Type Indicator

4 types 1.extraversion 2.sensing 3.thinking 4.judging

Psychological empowerment

An intrinsic form of motivation derived from the belief that one's work tasks are contributing to some larger purpose

Conscientiousness

Dependable, organized, reliable, ambitious, hardworking, and persevering

Which of the following is true of diversity in the workplace?

Diversity makes it more challenging to retain valued employees by reducing affective and continuance commitment.

Which of the following is a "veiled purpose" test item in an integrity test?

Do you agree with the statement, "I don't feel I've had control over my life"?

Which of the following statement concerning personality and cultural values is not true?

Employees are the same anywhere in the world—responsible, easygoing employees from the United States act the same as responsible, easygoing employees in China.

lone wolves

Employees with low commitment levels and high task performance levels who focus on their own career rather than what benefits the organization.

External Locus

Highly structured jobs requiring greater compliance

One of the taxonomies used to describe cultural values is the

Hofstede Dimensions.

Openness to experience

Imaginative, creative, complex, refined and sophisticated

Frank and Daniel both agreed to volunteer for a company project cleaning and organizing the district warehouse. There were to be 50 volunteers. Upon arrival, they discovered volunteer turnout was low. They were assigned to the northwest corner of the warehouse where they were to meet Trixie, who would give them their assignment. When they arrived, Trixie was nowhere to be found but they did find two push-brooms leaning against the wall. Frank took a seat on a box to wait for Trixie and his assignment. Daniel grabbed one of the push-brooms and began sweeping. While he was sweeping, Daniel thought, "This is why my desk looks so tidy, while Frank's desk looks like a disaster." Which of the following statements is likely true of this scenario?

In this weak situation, Frank's laziness trait is activated.

Which of the following is true of organizational behavior?

It is a field of study devoted to understanding the attitudes and behaviors of individuals and groups in organizations.

Which of the following is true about "agreeableness"?

It reflects a strong desire to obtain acceptance in personal relationships as a means of expressing personality.

Internal Locus

Jobs with high initiative and lower compliance

________ is the use of work time and resources to complete something other than job duties, such as assignments for another job.

Moonlighting

Which of the following statements is an expression of normative commitment?

My organization gave me my start . . . they hired me when others thought I was not qualified.

Neuroticism

Nervous, moody, emotional, insecure, jealous

Normative Commitment

Obligation Based

Which of the following is true according to the Rule of One-Eighth?

One-half of the firms that make comprehensive changes will persist with their practices long enough to actually derive economic benefits.

Method of Science

People accept some belief because scientific studies have tended to replicate that result using a series of samples, settings, and methods

Method of Intuition

People hold firmly to some belief because it "just stands to reason"—it seems obvious or self-evident.

Locus of control

Reflects whether people attribute the causes of events to themselves or to the external environment

Which of the following is accurate with regard to the Myers-Briggs Type Indicator method of personality measurement?

Research on this model suggests that managers are more likely to be "thinking-judging" personality types than the general population.

SMART goals

Specific, Measurable, Attainable, Realistic, Timely

Situational strength

Strong situations have clear behavioral expectations, incentives, or instructions that makes differences between individuals less important

Extraversion

Talkative, sociable, passionate, assertive, bold, and dominant

Short-term vs. long term orientation

The degree to which a culture stresses values that are past- and present-oriented (short-term orientation) or future-oriented (long-term orientation).

Masculinity-femininity

The degree to which a culture values stereotypically male traits (masculinity) or stereotypically female traits (femininity).

causal inference

The establishment that one variable does not cause another, based on covariation, temporal precedence, and the elimination of alternative explanations.

________ are defined as a collection of assertions—both verbal and symbolic—that specify how and why variables are related, as well as the conditions in which they should (and should not) be related.

Theories

________ contracts are based on a narrow set of specific monetary obligations.

Transactional

Agreeableness

Warm, kind, cooperative, sympathetic, helpful, and courteous

Which of the following answer options is not one of the four primary responses to negative events at work?

Withdrawl

intrinsic motivation

a desire to perform a behavior effectively for its own sake The psychological processes that arouse and direct goal-directed behavior

extrinsic motivation

a desire to perform a behavior to receive promised rewards or avoid threatened punishment

withdrawal behavior

a set of actions that employees perform to avoid the work situation - behaviors that may eventually culminate in quitting the organization

The scientific method begins with

a theory

Goal Setting Theory

a theory that says that specific and difficult goals, with feedback, lead to higher performance The process of motivating and clarifying employees role perception by establishing performance objectives

Equity Theory

a theory that states that people will be motivated when they perceive that they are being treated fairly

Bri took a test and found out she has an investigative personality type. According to the RIASEC model, Bri will probably enjoy

abstract, analytical, theory-oriented tasks and tend to be analytical, intellectual, reserved, and scholarly.

When an employee has a desire to remain a member of an organization because they want to, they are exhibiting which type of commitment?

affective

equity distress

an internal tension that can only be alleviated by restoring balance to the ratios

progression model

argues that the various withdrawal behaviors are positively correlated

independent forms model

argues that the various withdrawal behaviors are uncorrelated with one another, occur for different reasons, and fulfill different needs on the part of employees

compensatory forms model

argues that the various withdrawal behaviors negatively correlate with one another - that doing one means you're less likely to do another

clear purpose tests

ask applicants about their attitudes toward dishonesty, beliefs about the frequency of dishonesty, endorsements of common rationalizations for dishonesty, desire to punish dishonesty, and confessions of past dishonesty

veiled purpose tests

assess more general personality traits that are associated with dishonest acts

Joe takes a personal location device with him whenever he goes hiking in the woods because the park ranger said they save lives when a hiker becomes lost. Joe is exhibiting the method of

authority.

Relational contracts

based on a broader set of open-ended and subjective obligations

Which of the Big Five personality traits has the greatest effect on typical performance?

conscientiousness

continuance commitment

cost based

Which of the following is something a company could do to foster bonding and affective commitment?

hold a weekly "employee appreciation" party

Which of the following qualities of an organization adds to the value of its resources by making it inimitable?

its people

Which one of the following is an individual outcome of interest to organizational behavior researchers?

job performance

meta-analysis

method that combines the results of multiple scientific studies by essentially calculating a weighted average correlation across studies

Rule of 1/8th

one half of organizations won't believe the connection between how they manage their people and the profits they earn one half of organizations will try to make a single change to solve their problems, not realizing that the effective management of people requires a more comprehensive and systematic approach

self-efficacy

one's sense of competence and effectiveness

Method of Experience

people hold firmly to some belief because it is consistent with their own experience and observations

Method of Authority

people hold firmly to some belief because some respected official, agency, or source has said it is so

stretch goals

performance targets that we have to work extra hard and stretch to reach

Psychological contracts

reflect employees beliefs about what they owe the organization and what the organization owes them

Instrumentality

represents the belief that successful performance will result in some outcomes

learning goals

set targets to create the knowledge and skills required for performance

Trait activation

some situations provide cues that trigger the expression of a given trait

social influence model

suggests that employees who have direct linkages with "leavers" will themselves become more likely to leave

erosion model

suggests that employees with fewer bonds will be most likely to quit the organization

Embeddedness

summarizes employees' links to their organization and community, their sense of fit with their organization and community, and what they would have to sacrifice for a job change

Valence

the anticipated value of the outcomes associated with performance

individual collectivism

the degree to which a culture has a loosely knit social framework (individualism) or a tight social framework (collectivism)

power distance

the degree to which a culture prefers equal power distribution

uncertainty avoidance

the degree to which a culture tolerates ambiguous situations (low uncertainty avoidance) or feels threatened by them (high uncertainty avoidance).

Expectancy Theory

the theory that people will be motivated to the extent to which they believe that their efforts will lead to good performance, that good performance will be rewarded, and that they will be offered attractive rewards

If a scatter plot comparing two variables results in a straight line, which of the following best describes the correlation between the two variables?

they show a perfect correlation of 1.0.

Collectivists exhibit

•Higher levels of task performance and citizenship behaviors in work team settings •Lower levels of counterproductive and withdrawal behaviors •Greater commitment to employers •Preference for group rewards versus rewards tied to individual achievement