MGMT 331 Chapter 8 quiz- 25/25
E
Empowerment would be considered a __________ strategy in that it provides intrinsic encouragement for employees to perform desired behaviors rather than inducing them to do so. A. push B. disciplinary C. predetermined D. control E. pull
A
Engagement does NOT typically precipitate ____________________. A. resistance to change B. improved morale C. self-motivated actions D. increased loyalty E. increased commitment
A
Individuals find empowerment prohibitively difficult when confronted with a lack of _________________________. A. positive emotional arousal B. constant management C. obstacles D. stress E. competition
B
Individuals tend to thrive greatly in ________________ workplaces. A. distressed B. empowering C. restrictive D. disempowering E. authoritarian
A
Which of the following does NOT represent a consequence of empowerment? A. Facilitating promotions B. Letting others make decisions C. Letting others set goals D. Giving up control E. Letting others receive awards
A
Which of the following does NOT represent a dimension of empowerment? A. Distrust B. Self-determination C. Meaning D. Self-efficacy E. Personal consequence
D
Which of the following does NOT represent an advantage of engaging others? A. Increasing discretionary time B. Developing the knowledge of others C. Enhancing commitment D. Fostering friendly competition E. Enhancing efficiency
C
which of the following does NOT represent a prescription for fostering empowerment? A. Fostering personal mastery experiences B. Articulating a clear vision and goals C. Discouraging emotional arousal D. Providing support E. Modeling
A
An employee who values the purpose or outcome of the activity in which he or she is engaged is experiencing ___________. A. meaningfulness B. self-efficacy C. emotional arousal D. mastery E. self-determination
B
There appears to be a positive relationship between having an opportunity to participate in work and an individual's satisfaction and desire for more work. Which advantage of engaging others does this describe? A. Information B. Time C. Development D. Commitment E. Efficiency
D
What is the best method for empowering people to behave correctly? A. Dictating B. Monitoring C. Providing an explanation D. Modeling E. Giving a mandate
D
When is the presence of empowerment most essential? A. In personal relationships B. When performing leisure activities C. During personal reflection D. When accomplishing work E. During education
D
Which SMART goal attribute refers to goals being identifiable, behavioral, and observable? A. Measurable goals B. Realistic goals C. Time-bound goals D. Specific goals E. Aligned goals
c
Which SMART goal attribute refers to goals that are congruent with the overall purposes of the organization? A. Measurable goals B. Realistic goals C. Aligned goals D. Specific goals E. Time-bound goals
D
Which dimension of empowerment reflects a sense of personal competence? A. Self-determination B. Meaning C. Personal consequence D. Self-efficacy E. Trust
E
Which of the following does NOT represent a SMART goal attribute? A. Aligned goals B. Measurable goals C. Specific goals D. Realistic goals E. Timeless goals
B
Which of the following does NOT represent a consequence of empowered engagement? A. The work has a high probability of being successfully completed. B. Other people are hesitant to be involved. C. Other peoples' problem-solving abilities are increased. D. More discretionary time becomes available. E. Morale and motivation remain high.
A
Which of the following does NOT represent one of the positive outcomes of a strong sense of self-determination? A. Assured personal financial outcomes B. Higher levels of work performance C. Less alienation in the work environment D. More work satisfaction E. More entrepreneurial and innovative activity
A
Which of the following is NOT a factor in creating a sense of confidence and trustworthiness? A. Flattery B. Equity C. A willingness to be open D. The presence of reliability E. Displays of caring
D
Which of the following is a likely result of empowerment initiatives? A. Fewer constructive solutions B. Lack of compromise C. Decreased employee involvement D. Increased cooperation and collaboration E. Reduced collaboration
E
Which of the following represents a characteristic of power, not empowerment? A. To get more does not affect how much others have B. Leads to cooperation C. The capacity to get others to do what they want D. Comes from an internal source E. Leads to competition
C
Which of the following represents the highest level of initiative? A. Wait to be told what to do B. Ask what to do C. Initiate action, and report only routinely D. Act, but report results after considerable reflection E. Recommend, then take action
E
Which question is LEAST relevant when determining whether to engage others? A. Is the commitment of other people critical to successful implementation? B. Is there sufficient time to do an effective job of engaging others? C. Do other people have the necessary information or expertise? D. Will other peoples' capabilities be expanded by this assignment? E. Are there divergent values and perspectives to reduce errors among those engaged?
E
Which term refers to giving employees the freedom to successfully do what they want to do, rather than getting them to do what you want them to do? A. Giving directives B. Narcissism C. Conformity D. Micromanagement E. Empowerment
empowered
Which type of workforce most likely improves the effectiveness of an organization? A. Micromanaged B. Manager-directed C. Disenfranchised D. Indentured E. Empowered