MGT 305 exam 2 Practice Homework

False about Group Decision Making

An added benefit of group decision making is groupthink.

Computer-assisted instruction is usually a form of

off-the-job training -classroom programs, videotapes, workbooks, etc. computer-assisted instruction (CAI), provide additional help or to reduce instructional time.

In general, job satisfaction today is higher than it was in the aftermath of the Great Recession of 2007-2009.

True

A logic manager is someone trained about matters of ethics in the workplace.

false - an ethics officer!

After 20 years on the job, Elvira retired. For several different reasons, the company decided not to replace Elvira with someone else. This is an example of turnover for a company.

false - attrition. turnover - when employee abandons, retires, or is terminated from a job, and the employer seeks to replace him or her.

Trust in the workplace is based on authority and control.

false - based on credibility

The local university is now facing some tough decisions, so they are using the decision tree, which contains individuals, websites, and organizations that specialize in handling sensitive and difficult decisions.

false - decision tree is used to create a plan to reach a goal.

The result of too much conflict in the workplace is usually indolence.

false - is usually warfare.

When a manager is so frantic to get rid of the problem that he or she can't deal with the situation realistically, the manager is experiencing

panic

Today, teamwork is considered the cornerstone of progressive management.

True

five conflict-handling styles

avoiding - "maybe the problem will go away" accommodating - "let's do it your way" forcing - "you have to do it my way" compromising - "let's split the difference" collaborating - "let's cooperate to reach a win-win solution that benefits both of us"

Members of a group that are asking "What's next?" are in the performing stage of team development.

false - adjourning.

Employees who play the role of initiator, coordinator, energizer, or orienter are playing a maintenance role in the organization.

false - playing a task role

formal group

group assigned by organizations or its managers to accomplish specific goals.

Studies have shown that about 70 percent of workplace learning is informal.

true

According to expectancy theory, your ______ is low if you don't think a bonus or raise is going to be big enough to justify working evenings and weekends.

valence - the importance a worker assigns to the possible outcome or reward -because you don't think the bonus or raise is going to be high enough to justify working evenings and weekends.

Employers must consider an employment test's ______—that is, whether or not it measures what it purports to measure and is free of bias.

validity

four major perspectives on motivation.

- content - process - job design - reinforcement

contextual factors in the integrated model of motivation

- organizational culture - rewards and reinforcement - group norms - leader behavior

informal aspects of workplace

- values - personalities - conflicts - culture

Truths about group decision making

- Groups take longer to make decisions - The larger the group, the lower the quality of the decision - Groups are more confident about their choices than individuals are. - People who aren't familiar with on another tend to make better decisions when the members have common knowledge.

A collection of five employees who are studying industry pay scales, with the goal of making recommendations for adjusting pay grades within their company, is known as a(n)

Team - small group of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable.

For a manager, building an effective team requires work, but the payoff is

a stronger, better-performing work unit.

To help with hiring decisions during peak seasons and holidays, Touching Cards uses time-series forecasts, like sales from last Valentine's Day and Christmas, to predict future sales based on patterns of historical data. Touching Cards is making use of

analytics

Not part of Compensation

annual performance reviews

Leadership and Extra-Curricular Experience

behavioral

Stores of data that are so vast that conventional database management systems cannot handle them, and very sophisticated analysis software and supercomputing-level hardware are required, are known as ____. These data include not only data in corporate databases but also web-browsing data trails, social network communications, sensor data, and surveillance data.

big data

According to the integrated model, motivation is affected by both personal factors and ________ ones.

contextual -personal: range from personality, to ability, to emotions, to attitudes -contextual: range from organizational culture, to cross-cultural values, to the physical environment, and other matters.

A ____ is a graph of decisions and their possible consequences.

decision tree- used to create a plan to reach a goal. Used to aid in making decisions.

____________ is the process of analyzing the underlying causes.

diagnosis

Which type of justice reflects the perceived fairness of how resources and rewards are distributed or allocated, according to equity theory?

distributive

Being aware of your decision-making style does not really help you determine your strengths and weaknesses as a decision maker, but it can help you understand when a decision needs to be made.

false - knowledge of styles helps you to understand yourself. Awareness of your style assists you in identifying your strengths and weaknesses as a decision maker and helps for self-improvement.

In two-tier wage contracts, veteran employees are paid less or receive fewer benefits than new employees.

false - new employees are paid less or receive fewer benefits. NOT veteran employees!

Thought is the process of interpreting and understanding one's environment.

false - perception

A person's emotional stability refers to how intellectual, imaginative, curious, and broad-minded he or she is.

false - person's openness to experience

A committee investigating the impacts of health care reform on the organization is an example of a(n)

formal group - group established to do something productive for the organization. Could be a division, department, work group, or committee. Permanent/temporary.

Jason is more apt to take initiative and persevere to influence the environment; he has a(n) ______ personality.

proactive

In defensive avoidance, when managers can't find a good solution, their usual response is

procrastinating, passing the buck, and denying the risk of any negative consequences

What is the last stage of the perceptual process?

retrieval from memory

Applications, résumés, interviews, and employment tests are all ______ tools.

selection

According to ______, competence, autonomy, and relatedness are the primary motivations for behavior.

self determination theory

When much of her work was automated with a new computerized system, Brittany became unsure of her ability to do her job. Sara, her boss, has been mentoring her to improve her

self-efficacy

In ______ teams, the traditional clear-cut distinction between manager and managed is blurred as nonmanagerial employees are delegated greater authority and granted increased autonomy.

self-managed -

Empathy and organizational intuition are a part of which emotional intelligence (EI) trait?

social awareness

Onboarding programs help employees to integrate and transition to new jobs by making them familiar with corporate policies, procedures, cultures, and politics by clarifying work-role expectations and responsibilities.

true

Research shows that most managers have characteristics that fall into two or three decision-making styles, and that decision-making styles vary across occupations, job level, and countries.

true

Team composition reflects the collection of jobs, personalities, values, knowledge, experience, and skills of team members.

true

Technology Specialists is an organization specializing in highly specialized technology software, but it found that its original business idea is not working. Rather than failing as a company, it chose a new direction and rewrote its business plan. Technology Specialists is an example of how managers need to think and act as if their organization is an unfinished, changeable prototype that won't be ruined by dangerous new ideas.

true

The goal-setting theory suggests that employees can be motivated by goals that are specific and challenging, but achievable.

true

There are two different approaches to job design. The traditional approach to job design is to fit people to the jobs; the modern way is to fit the jobs to the people.

true

Dennis, the owner of a popular restaurant, is a religious man, and he needs to make a decision on whether he will add beer and wine to his menu, based on the recommendations of his chefs and others. When confronted with a choice when making a decision, he tends to make his decisions based on his beliefs, even if evidence shows those beliefs are wrong. If his religious beliefs favor not serving alcohol in his café, according to the prior-hypothesis bias he would choose not to add beer and wine to his menu.

true -prior- hypothesis bias- strong prior beliefs tend to make their decision based on their beliefs.

In deciding to decide, a manager agrees that he or she must decide what to do about a problem or opportunity and take effective decision-making steps.

true 1. importance - "how high priority is this situation?" 2. Credibility - "how believable is the information about the situation?" 3. Urgency - "how quickly must i act on the information about the situation?"

According to Maslow's hierarchy of needs, taking a sabbatical leave to further personal growth is an example of the self-actualization need.

true - This is the highest-level need and is a need for self-fulfillment: increasing competence and using abilities to the fullest.

In sexual harassment, the harasser may be a(n) outsider, coworker, supervisor, or someone of the same sex.

true.

Common reasons why incentives may fail to motivate employees.

1. Sometimes there is too much emphasis on monetary rewards. 2. Incentives may be extensive, but employees feel entitled to them as part of the job. 3. There may be too long a delay between performance and rewards. 4. One-shot rewards (such as half a day off) may have short-lived motivational impact.

parts of compensation

1. wages 2. salaries 3. incentive payments 4. benefits

The question "What was the best idea you ever sold to a supervisor, teacher, peer, or subordinate?" would be used in which type of interview situation?

Behavioral-description interview -interviewers explore what applicants have actually done int he past.

______ proposed people were driven by the three innate needs of competence, autonomy, and relatedness.

Deci and Ryan's self-determination theory

Workers who face discrimination in their jobs in the United States are best protected by ______ legislation.

EEO - Equal Employment Opportunity

For Megan's end-of-year performance appraisal, her supervisor solicited feedback from three of Megan's coworkers, the manager of the customer-service department, several of Megan's clients, and even a few employees in other departments with whom she worked recently. Megan's performance appraisal is an example of an employee survey.

False - 360-degree assessment.

The metaphor for an invisible barrier preventing women and minorities from being promoted to top executive jobs is the steel curtain.

False - glass ceiling

Research reveals that reactive people tend to be more satisfied with their jobs, committed to their employer, and produce more work than proactive individuals.

False - proactive

Tuckman's five-stage model of group and team development `

Forming - "why are we here".process of getting oriented and getting acquainted. storming - "why are we fighting over who's in charge and who does what?" emergence of individual personalities and roles and conflicts within the group. norming - "can we agree on roles and work as a team?" conflicts are resolved, close relationships develop, and unity and harmony emerge. performing - "Can we do the job properly?" members concentrate on solving problems and completing the assigned task adjuring - "what's next". members prepare for disbandment

______ consists of the activities that managers perform to plan for, attract, develop, and retain an effective workforce.

Human Resource Management

Salaried executive, administrative, and professional employees are exempt from ______ rules.

Overtime

Anthony, the plant manager, was talking with another manager about Tim, the lead engineer in the corporate R & D department. Anthony remarked, "Tim is so bright, and he is an expert in designing products. But like so many experts, he can't imagine what it's like to be as ignorant as the rest of us. I think at times, he cannot see things from an outsider's perspective." Tim is suffering from

The curse of knowledge

human modification

The use of reinforcement theory to change human behavior

Because internals seem to have a greater belief that their actions have a direct effect on the consequences of that action, they likely would prefer and respond more productively to incentives such as merit pay or sales commissions.

True

Conflict is a perfectly normal state of affairs.

True

Personality conflict is defined as interpersonal opposition based on personal dislike or disagreement.

True

According to the acquired needs theory, those who tend to seek social approval and satisfying personal relationships may have a high need for affiliation.

True - but If you have a high need for power, that means you enjoy being in control of people and events and being recognized for this responsibility

Gestures such as constructive statements about the department, expression of personal interest in the work of others, suggestions for improvement, training of new people, the caring for organizational property, and punctuality and attendance well beyond standard or enforceable levels are examples of organizational citizenship behaviors.

True -Organizational citizenship behaviors are those employee behaviors that are not directly part of employees' job descriptions that exceed their work-role requirements. Examples include gestures such as constructive statements about the department, expression of personal interest in the work of others, suggestions for improvement, training of new people, respect for the spirit as well as the letter of housekeeping rules, the caring for organizational property, and punctuality and attendance well beyond standard or enforceable levels.

If you start a new job and find the job description and criteria for promotion to be vague, role ambiguity has occurred.

True -Role ambiguity occurs when others' expectations are unknown. Example: You find your job description and the criteria for promotion vague, a complaint often voiced by newcomers to an organization.

Devil's advocacy and the dialectic method are forms of programmed conflict designed to elicit different opinions without inciting people's personal feelings

True - Programmed conflict is designed to elicit different opinions without inciting people's personal feelings. The method for getting people to engage in this debate of ideas is to do disciplined role playing, for which two proven methods are available: devil's advocacy and the dialectic method.

Which of the following is most important for the team leader to encourage during the storming stage of group and team development?

Voicing of disagreements, suggest ideas, and work through their conflicts about tasks and goals.

Pat, the human resources manager, has significant experience handling ethical issues in the workplace. Over the years he has received extensive training in matters of workplace ethics. Due to Pat's legal background (he is a member of the local bar association), the management of his company rely on Pat to assist them with legal issues, especially with ethical dilemmas. The ideal role for Pat within the organization is

ethics officer

According to expectancy theory, the three primary elements that determine how willing an employee is to work hard at tasks important to an organization are

expectancy, instrumentality, and valence. -Your motivation, according to expectancy theory, involves the relationship between your effort, your performance, and the desirability of the outcomes (such as pay or recognition) of your performance.

Because Franco believes that external forces control him, he may do best in a highly structured job that requires greater compliance. Franco has

external locus of control

Evidence-based management is the use of facts regarding an employee, for example when theft is suspected, and using a database to assist in decision making regarding future action.

false

Arbitration is the process in which a neutral third party, a mediator, listens to both sides in a dispute, makes suggestions, and encourages them to agree on a solution.

false -mediation: process in which a neutral third party listens to both sides in a dispute, makes suggestions, and encourages them to agree on a solution. -arbitrator: listens to both parties in a dispute and makes a decision that the parties have agreed will be binding on them.

Undocumented immigrants make up about 20 percent of the U.S. workforce.

false - 5.1%

Most workers rate monetary benefits higher than they rate having a caring boss.

false - Most workers rate having a caring boss higher than they value monetary benefits.

Reinforcement theory attempts to explain behavior change by suggesting that behavior with negative consequences tends to be repeated, whereas behavior with positive consequences tends not to be repeated.

false - Reinforcement theory attempts to explain behavior change by suggesting that behavior with positive consequences tends to be repeated, whereas behavior with negative consequences tends not to be repeated.

Evidence-based management is the use of databases and facts regarding employees to assist in decision making.

false - evidence-based management means translating principles based on best evidence into organizational practice.

Before applying for a job as a contracts analyst, Carlos read the job analysis for the available position. This document indicated that the responsible employee reviews contracts for technical accuracy and completeness, and tracks invoices against the executed contracts.

false - job description: what the holder of the job does and how and why he/she does it. -job analysis: determines by observation and analysis.

Job enlargement enables workers to focus on doing more of the same task to increase productivity.

false - job simplification - job enlargement consists of increasing the number of tasks in a job to increase variety and motivation.

informal group

group formed by people whose overriding purpose is getting together for friendship or a common interest.

Salvador, who works as a waiter in a top restaurant in Manhattan, likes the fast pace of his work and the fact that things are always changing there. Salvador can be said to

have a high tolerance for ambiguity

People often do volunteer work for the ______ rewards.

intrinsic - An intrinsic reward is the satisfaction, such as a feeling of accomplishment, that a person receives from performing the particular task itself. An intrinsic reward is an internal reward; the payoff comes from pleasing yourself.

When one department store authorized thousands of its sales clerks to handle functions normally reserved for store managers, such as handling merchandise-return problems and approving customers' checks, they gave them more responsibility, a _________ technique.

job enrichment -In job enrichment, employees are given more responsibility such as taking on chores that would normally be performed by their supervisors. Specifically, job enrichment consists of building into a job such motivating factors as responsibility, achievement, recognition, stimulating work, and advancement.

Although ______ are typically unwritten and seldom discussed openly, they have a powerful influence on group and organizational behavior.

norms - guidelines and rules of behavior that most group or team members follow. Boundaries b/w acceptable and unacceptable behavior.

_____ is the set of processes and managerial behaviors that involve defining, monitoring, measuring, evaluating, and providing consequences for performance expectations.

performance management

____________ is(are) defined as those stable psychological and behavioral attributes that give you your identity.

personality

Marcie frequently requests meetings between her team and counterparts in Portland. She often spots issues that will affect both groups and wants to work openly on coordination so there are no surprises for anyone. Marcie plays a ______ role for her team.

task - consists of behavior that concentrates on getting the team's tasks done. Initiators, information seekers/givers, opinion seekers/givers, elaborates, coordinators, orienters, evaluators, energizers, procedural technicians, and recorders.

When physically attractive people are also assumed to be smarter and nicer, which perception distortion has occurred?

the halo effect

one reason that is NOT a common reason why incentives may fail to motivate employees?

the incentive plan is based on clear and realistic goals.

Which of the following is a motivating factor according to Herzberg's two-factor theory?

the work itself - as well as achievement, recognition, responsibility, advancement, and growth.

______ refers to educating technical and operational employees in how to better do their current jobs.

training

A person who scores high on the conscientiousness dimension is typically dependable, persistent, and oriented toward achievement.

true

Assuming they have choices, people will make the choice that promises them the greatest reward if they think they can get it.

true

Autonomy describes the extent to which a job allows an employee to make choices about scheduling different tasks and deciding how to perform them.

true

Benefits account for about one-third of compensation costs.

true

During a management workshop, Tony, the HR manager, spoke about making decisions related to firing an employee. He said, "I have several rules of thumb that I use to make a decision. First, I ask if it's legal and then if it's ethical." He then laid out several other steps he uses in the decision-making process related to firing. Tony's "rules of thumb" are also known as heuristics.

true

Low self-efficacy is associated with learned helplessness, the debilitating lack of faith in one's ability to control one's environment.

true

When the two newly hired analysts compared notes, they found that their interviews had been quite different. Each was long and involved, but the content of the questions varied based on previous employment and education. They confirmed that the company that hired them used ______ interviews.

unstructured