MGT Exam 2

What do we call the framework within which conflict​ occurs? A. Loci of conflict B. Intragroup conflict C. Dyadic conflict D. Process conflict E. Task conflict

A

Which of the following impacts a​ group's performance based on the diverse input and idea generation offered by group​ members? A. Size B. Roles C. Location D. Norms E. Status

A

Our view of how we are supposed to act in a given situation is known as​ ________________. A. role expectations B. role perception C. role conformity D. role relationship E. role reversal

B

The team effectiveness model classifies the key components of effective teams into three general​ categories: context,​ composition, and process. Which of the following variables belongs to the composition​ category? A. performance evaluation system B. personality of team members C. conflict level D. team efficacy E. adequate resources

B

Employees will increase political behavior when organizations practice​ a(n) ______________ approach. A. communicative B. gradient C. zero-sum D. participative E. win-win

C

Messages that are routine lend themselves to what type of communication​ channel? A. Video channel B. Channel high in richness C. Channel low in richness D. Oral channel E. Open channel

C

The ultimate source of an​ organization's culture is​ ________. A. the sociocultural backgrounds of its employees B. its environment C. its founders D. its top management E. the country in which the organization operates

C

Which of the following is a stage of the socialization​ model? A. The adhocracy B. Rituals C. Metamorphosis D. Ethical work climate E. Institutionalization

C

Which of the following represents communication barriers that distort the clarity of the​ message? A. Controlled processing B. Filtering C. Noise D. Communication apprehension E. Informal channels

C

​________ is defined as a process that begins when one party perceives another party has or is about to negatively affect something the first party cares about. A. Problem solving B. Assessment C. Conflict D. Collective bargaining E. Negotiation

C

Which of the following describes when we see members of our ingroup as better than other​ people, and people not in our group as all the​ same? A. Social identity theory B. Status characteristics theory C. Role conflict D. Ingroup favoritism E. Role perception

D

Conflict is typically associated with team​ performance, but is not always bad.​ __________ conflicts are those based on interpersonal incompatibility and​ __________ conflicts lead to increased​ discussions, critical​ assessment, and better team decisions. A. Group; task B. Relationship; group C. Task; relationship D. Team; responsibility E. Relationship; task

E

In​ general, high status people​ _____________________________. A.always stay within the norms B. are less assertive C. have reduced motivation D. reduce performance E. resist the pressure to conform better than lower status people

E

Lamont was the supervisor over a large department of 40 people. All of his employees enjoyed working for him and admired him. He was also known to be very good to his people. In​ addition, many of the employees from other areas of the organization also came to Lamont for advice on various professional issues. What type of power is Lamont typically exercising​ here? A. Formal B. Position C. Reward D. Expert E. Referent

E

The goal of a work group is to share information. True False

True

Conflict between two people is called​ ________ conflict. A. dyadic B. bilateral C. intragroup D. dual E. intergroup

A

Which of the following is an example of personal​ power? A. Expert B. Reward C. Coercive D. Political E. Legitimate

A

​Deep-level diversity focuses on differences in​ __________. A. values B. religion C. sex D. race E. age

A

In a communication​ process, the​ ________ initiates a message by encoding a thought. A. receiver B. sender C. decoder D. receptor E. transmitter

B

The prearrival stage of socialization​ _________________________. A. focuses on how expectations are similar to reality B. focuses on individual values and expectations C. focuses on how expectations differ from reality D. focuses on socialization programs E. focuses on personality

B

Which mode of communication is best to use when there is a need to gauge the​ receiver's receptivity? A. Blogs B. Oral communication C. Text messaging D. Written communication E. Newsletters

B

Which of the following resistances to change is​ implicit? A. work slowdown B. absenteeism C. complaint D. resignation E. strike

B

Which of the following is an unwritten agreement that sets out what management expects from an employee and​ vice-versa? A. Job enrichment B. Brainstorming C. Psychological contract D. Groupthink E. Groupshift

C

Which of the following refers to a kind of discrimination that refers to overt threats or bullying directed at members of specific groups of​ employees? A. framing effect B. inequity aversion C. intimidation D. benefaction E. impact bias

C

Which type of conflict occurs between different groups or​ teams? A. Felt conflict B. Dysfunctional conflict C. Intergroup conflict D. Task conflict E. Dyadic conflict

C

​________ is a process that helps new employees adapt to the prevailing organizational culture. A. Satisficing B. Formalization C. Socialization D. Social loafing E. Reciprocal interdependence

C

​Deep-level diversity traits might include​ ______________________. A. marital status B. ethnicity C. gender D. personality E. age

D

A team that is permanent in​ nature, meets at regular​ intervals, and addresses quality standards and other issues in the company would be considered​ a(n) __________________. A. cross-functional team B. self-managed team C. virtual team D. multi-tasking team E. problem-solving team

E

The third stage of the conflict process is​ _______________________. A. outcomes B. potential opposition or incompatibility C. problem identification D. behavior E. intentions

E

Relationship conflicts are almost always functional. True False

False

Activities that are NOT required as part of a​ person's formal role in the organization but that​ influence, or attempt to​ influence, the distribution of advantages and disadvantages within the organization are known as​ ________. A. political behavior B. legitimate power C. participative management D. defensive behaviors E. Impression management​ (IM)

A

Communication within the group is a fundamental mechanism by which members show satisfaction and frustration. This is an example of which function of​ communication? A. Emotional expression B. Persuasion C. Information exchange to facilitate decision making D. Creating feedback by clarifying to employees what they must​ do, how well they are doing​ it, and how they can improve their performance E. Management of member behavior

A

Generally​ speaking, in order to have power in a given situation one must have​ _____________. A. resource control B. leadership influence C. financial control D. leadership ability E. goal compatibility

A

Identify the correct order of stages in the socialization process. A. prearrival, encounter, metamorphosis B. prearrival, arrival,​ post-arrival C. prearrival, arrival, evaluation D. metamorphosis, pre-encounter, arrival E. encounter, metamorphosis,​ post-encounter

A

Perceptions about the organization and work environment that employees of that organization share are defined as the​ _______________. A. organizational climate B. heart of the organization C. organizational culture D. leadership vision E. part of the​ on-boarding process

A

Research on leadership emphasizes​ _______________, while research on power focuses on​ ______________. A. style; tactics B. direction of​ influence; goal congruence C. goal​ congruence; direction of influence D. characteristics; process E. process; style

A

The phenomenon that occurs when an individual perceives they will be viewed negatively based on their association with a devalued group is known as​ ___________. A. social identity threat B. psychological contract C. punctuated-equilibrium D. role perception E. ingroup favoritism

A

What happens when compliance with one role requirement makes it difficult to comply with​ another? A. Role conflict B. Conformity C. Role expectations D. Role perception E. Psychological contract

A

When teams are performing nonroutine​ activities, ________ stimulate​ discussion, promote critical assessment of problems and​ options, and can lead to better team decisions. A. task conflicts B. discriminatory conflicts C. resource allocation conflicts D. relationship conflicts E. disciplinary conflicts

A

Which communication method would score highest in channel​ richness? A. Face-to-face interaction B. Live speeches C. Online discussion group D. Blogging E. E-mail

A

Which influence tactic involves the use of​ praise, flattery, or friendly behavior prior to the making of a​ request? A. Ingratiation B. Consultation C. Personal appeals D. Coalitions E. Exchange

A

Which of the following describes nonsubstitutability of a​ resource? A. Few viable substitutes are available for a resource. B. The supply is high related to demand. C. The supply is low related to demand. D. Several substitutes are available for a resource. E. Others want resources you possess.

A

Which of the following describes the adjustment of​ one's behavior to align with the norms of the​ group? A. Conformity B. Role perception C. Groupshift D. Groupthink E. Social identity theory

A

Which of the following describes the check on how successful we have been in transferring our messages as originally​ intended? A. Feedback B. Channel richness C. Communication apprehension D. Grapevine E. Information overload

A

Which of the following describes the informal communication network in a group or​ organization? A. Grapevine B. Information overload C. Communication apprehension D. Filtering E. Controlled processing

A

Which of the following describes the phases that temporary groups go through that involve transitions between inertia and​ activity? A. Punctuated-equilibrium model B. Status characteristics theory C. Role perception D. Ingoup favoritism E. Social identity theory

A

Which of the following describes the tension and anxiety experienced by individuals in their oral​ communication, written​ communication, or​ both? A. Communication apprehension B. Information overload C. Selective perception D. Filtering E. Controlled processing

A

Which of the following is an organizational development technique that involves an outsider assisting a manager to identify what to improve and​ how? A. process consultation B. action research C. intergroup development D. appreciative inquiry E. social reinforcement

A

Which of the following is the best example of mockery as a tool of discriminatory treatment in​ organizations? A. Rifka's supervisor often stereotypes Rifka because of her ethnic heritage and makes jokes about her ethnicity. B. Joan's boss sets impossible targets and reprimands her in front of her colleagues if she fails to complete them on time. C. Most of​ Leanne's co-workers are male and share inappropriate jokes at the office. D. Because she is considerably older than the rest of her​ team, Hannah's colleagues often do not invite her to team lunches or informal team​ get-togethers. E. Sheena is the only​ African-American employee in her department and often feels left out of office jokes and gossip.

A

Which of the following is the best example of the use of​ intimidation? A. Anya's boss,​ Kira, sets difficult targets and hints that Anya may lose her job if she​ doesn't meet them. B. Jane's colleagues recently forgot to invite her to a team​ lunch, a fact that caused her great distress. C. Jill's manager,​ Steve, rarely considers her business​ ideas, but he consistently praises the contributions of​ Jill's colleague, Emily. D. Natasha's colleagues often make jokes using cultural or ethnic stereotypes. E. Although Kathleen had spent a longer time in the​ organization, her colleague Gary was promoted to a management position.

A

Which of the following is the first step in​ Kotter's eight-step plan for implementing​ change? A. Establish a sense of urgency by creating a compelling reason for why change is needed. B. Plan​ for, create, and reward​ short-term "wins" that move the organization toward the new vision. C. Create a new vision to direct the change and strategies for achieving the vision. D. Form a coalition with enough power to lead the change. E. Communicate the vision throughout the organization.

A

Which of the following types of teams is an effective means of allowing people from diverse organizational areas to exchange​ information, develop new​ ideas, solve​ problems, and coordinate complex​ projects? A. Cross-functional B. Problem-solving C. Self-managed D. Virtual E. Multi-team

A

Which type of power is analogous to formal​ authority? A. Legitimate power B. Personal power C. Reward power D. Coercive power E. Referent power

A

Which​ by-product of group decision making occurs when pressures for conformity deter the group from critically appraising unusual or unpopular​ views? A. Groupthink B. Brainstorming C. Interacting groups D. Group polarization E. Groupshift

A

​A(n) ________ resistance to change clouds the link between the change and the reaction to it and may surface​ weeks, months, or even years later. A. deferred B. immediate C. active D. overt E. explicit

A

​________ is a collection of change methods that seek to improve organizational effectiveness and employee​ well-being. A. Organizational development B. Action research C. Organizational restructuring D. Organizational polarization E. Operant conditioning

A

Dependence is greater when a resource that you control is​ scarce, important, and​ ______________. A. expensive B. nonsubstitutable C. critical D. valuable E. available

B

In which stage of the socialization process does an employee confront the possibility that their job expectations may differ from the job​ realities? A. Prearrival B. Encounter C. Metamorphosis D. Institutionalization E. Selection

B

It seems that your work group is in conflict much of the time. One colleague has suggested that​ you, as the​ supervisor, are responsible for eliminating the conflict so that your work group can function harmoniously. Another colleague has suggested that conflict is good for stimulating creativity and productivity within the work environment. You are unsure about whether you should try to eliminate the conflict within your group or learn to deal with it positively. When your work group​ disagrees, the disagreements usually concern how the​ group's work should be accomplished. The type of conflict experienced by your group is known as a​ ________ conflict. A. task B. process C. reactive D. traditional E. relationship

B

Jill Ivey has been working as a sales executive at Orbit Bank for the last two years.​ However, she has noticed that she is often not given an opportunity to attend training programs that her team members attend every quarter. She also is disappointed about the fact that she never gets to handle corporate​ clients, which provides better chances of a promotion. Which of the following kinds of discrimination is she most likely to have been subjected​ to? A. destabilization B. exclusion C. mobbing D. mockery E. gaslighting

B

Minicultures that tend to develop in large organizations to reflect common problems or experiences faced by the members in the same department or location are often called​ ________. A. microcosms B. subcultures C. countercultures D. micro-cultures E. divisional cultures

B

Power based on position would be considered​ _______________ power. A. coercive B. formal C. positional D. personal E. referent

B

The​ ________ process helps candidates learn about the​ organization, and if employees perceive a conflict between their values and those of the​ organization, they can remove themselves from the applicant pool. A. performance evaluation B. selection C. institutionalization D. training E. orientation

B

What does it mean when an organizational culture is​ strong? A. A strong culture requires more formal rules and regulations. B. In a strong​ culture, the​ organization's core values are both intensely held and widely shared. C. The stronger the​ culture, the less its influence on member behavior. D. A strong culture increases employee turnover. E. In a strong​ culture, few members accept the core values.

B

Which of the following cultural barriers occurs when the shared values of the organization do not align with those that further the​ organization's growth and​ effectiveness? A. Barriers to acquisitions and mergers B. Barriers to change C. Institutionalization D. Ethical climate E. Barriers to diversity

B

Which of the following defines channel​ richness? A. Communication channels that are created spontaneously and that emerge as responses to individual choices. B. The amount of information that can be transmitted during a communication episode. C. Communication channels established by an organization to transmit messages related to the professional activities of members. D. A condition in which information inflow exceeds an​ individual's processing capacity. E. A detailed consideration of evidence and information relying on​ facts, figures, and logic.

B

Which of the following describes the process where receivers selectively see and hear based on their​ needs, background, and​ experiences? A. Controlled processing B. Selective perception C. Communication apprehension D. Filtering E. Automatic processing

B

Which of the following forms of conflict is characterized as how the work gets​ completed? A. Task B. Process C. Relationship D. Functional E. Dysfunctional

B

Which of the following involves the use of resolution and stimulation techniques to achieve the desired level of​ conflict? A. Integrative bargaining B. Conflict management C. Distributive bargaining D. Collaborating E. Negotiation

B

Which of the following statements is FALSE about​ teams? A. Most organizations use teams. B. Teams are always more effective than individuals. C. Teams can quickly assemble and deploy. D. Teams are flexible and responsive to changing events. E. Teams facilitate employee participation.

B

Which of the following types of teams functions more as a​ "team of​ teams" through the sharing of a superordinate​ goal? A. Cross-functional B. Multi-team C. Virtual D. Problem-solving E. Self-managed

B

With reference to the team effectiveness​ model, which of the following is one of the key components of an effective​ team, included under the category of contextual​ factors? A. team efficacy B. climate of trust C. common purpose D. social loafing E. specific goals

B

​________ is a change process based on systematic collection of data and selection of a change action based on what the analyzed data indicate. A. Organizational development B. Action research C. Organizational restructuring D. Process consultation E. Planned change

B

​__________ is defined as a biological heritage people use to identify​ themselves, whereas​ __________ is the additional set of cultural characteristics that often overlaps with race. A. Ability, disability B. Race; ethnicity C. Gender; sexual orientation D. Diversity; biological difference E. Personality; culture

B

According to the team effectiveness model outlined in the​ text, effective teams exhibit all of the following specific composition characteristics EXCEPT​ _____________________. A. member flexibility B. allocation of roles C. common purpose D. cultural differences E. abilities of members

C

Araceli is a team member in a large corporation. She never speaks in team meetings because she has seen members talk behind each​ other's backs after the meetings. Members are constantly monitoring the other​ members' work and looking for mistakes to point out in a meeting. According to the information​ provided, which contextual factor is lacking in​ Araceli's team? A. performance evaluations B. team structure C. climate of trust D. adequate resources E. leadership

C

As a new​ manager, which of the following power tactics is likely to get the best​ "buy-in" and cooperation from your​ subordinates? A. Personal appeal B. Coalitions C. Rational persuasion D. Dependence E. Pressure

C

Behavior which is considered acceptable and shared by members of a group and which helps guide the group in what they should or should not do in a given situation is known as​ __________. A. guidelines B. emotional boundaries C. norms D. values E. affects

C

Dependence of one person who controls a resource over another who wants that resource is greater when the resource is​ non-substitutable, scarce, and​ ______________. A. interchangeable B. accessible C. important D. expensive E. available

C

Expert power is based on​ ________. A. identification with a person who has desirable resources or personal traits B. the fear of negative results from failing to comply C. influence wielded as a result of​ expertise, special​ skill, or knowledge D. compliance because it produces positive benefits E. formal authority to control and use organizational resources based on structural position in the organization

C

Focusing on a​ target's hopes,​ aspirations, and needs would be considered what type of influence​ tactic? A. Ingratiation B. Legitimate C. Inspirational appeal D. Personal appeal E. Consultative

C

In discussing a given set of alternatives and arriving at a​ solution, group members tend to exaggerate the initial positions they hold. This phenomenon is called​ ________. A. ingroup favoritism B. social desirability bias C. groupshift D. social loafing E. halo effect

C

Jamal has been tasked with putting together a new team for a new Starbucks project line. As Jamal thinks through the components that will make this team​ effective, he considers both how many members need to be on the team and the various abilities that the team members need in order to complete the project. Jamal is concerned with team​ _______________. A. efficacy B. processes C. composition D. context E. resources

C

Leadership focuses on​ ____________, while power focuses on​ _________. A. compliance; coercion B. rewards; style C. goal​ attainment; dependence D. punishment; rewards E. lateral​ influence; downward influence

C

Margaret had been having issues with her​ co-worker Lupe for some time now. At​ first, she tried talking to her but things​ didn't improve​ Lupe's aggression.​ Finally, Margaret decided that the only way to stop​ Lupe's aggression was to report her to her supervisor and​ HR, even though she knew it would likely cost Lupe the promotion they were both going after.​ Margaret's intent appears to fall under what​ conflict-handling strategy? A. Collaborating B. Compromising C. Competing D. Accommodating E. Avoiding

C

Rather than looking for​ problems, ________ seeks to identify the unique qualities and special strengths of an​ organization, which can then be built upon to improve performance. A. action research B. social reinforcement C. appreciative inquiry D. process consultation E. team building

C

Team Red has a few members who are high individual​ performers, but not very good team players. What can be done to help them be more cooperative and​ collaborative? A. Require these individuals to step up to the challenge by having them share their accomplishments during an​ all-team meeting. B. Promotions and pay raises should be given to individual achievements. C. Focus training on team building skills and provide incentives for team efforts. D. Add a few competitive projects for them to excel at and be recognized. E. Give new people an opportunity to learn on the job by placing them into key or pivotal roles.

C

The local​ university's fraternity pledges are likely to go through which entry socialization​ option? A. Metamorphosis B. Serial C. Divestiture D. Investiture E. Growth

C

The most important aspect of power is that it is a function of​ ___________. A. ingratiation B. political behavior C. dependence D. coalitions E. exchange

C

Virtual teams are characterized by​ ________ in comparison to teams which interact​ face-to-face. A. low need for publicizing throughout the organization B. low sharing of unique information C. the use of computers to interact D. low popularity among companies E. low need for supervision

C

What is the result when the information we have to work with exceeds our processing​ capacity? A. Communication apprehension B. Noise C. Information overload D. Controlled processing E. Filtering

C

Which of the following characteristics of an effective team describes teams that have confidence in themselves and believe they can​ succeed? A. Mental models B. Reflexivity C. Team efficacy D. Team identity E. Team cohesion

C

Which of the following describes a system of shared meaning held by members that distinguishes the organization from other​ organizations? A. Socialization B. Workplace spirituality C. Organizational culture D. Core values E. Organizational climate

C

Which of the following describes lateral​ communication? A. Communication flowing to a higher level in the group or organization B. Communication between or among persons at different levels of the organization who have no direct reporting relationship with each other C. Communication among the members of the same workgroup D. Communication flowing from one level of a group or organization to a lower level E. Communication between employees at different levels of the organization

C

Which of the following describes scarcity of a​ resource? A. The supply is high related to demand. B. Few viable substitutes are available for a resource. C. The supply is low related to demand. D. Others want resources you possess. E. Several substitutes are available for a resource.

C

Which of the following identifies the perceived divisions that can split groups into two or more subgroups based on personal​ differences? A. Role conflict B. Groupshift C. Faultlines D. Status E. Negative norms

C

Which of the following is not one of the key components of effective​ teams? A. climate of trust B. member flexibility C. company reputation D. adequate resources E. leadership and structure

C

Which of the following is the definition of​ power? A. Power is strength at its best and corruption at its worst. B. The ability to be​ managed, directed, and controlled to perform activities with or without consent. C. The capacity one has to influence the behavior of​ another, so that the second person acts in accordance with the​ first's wishes. D. Coercion, manipulation,​ persuasion, and falsification for​ one's own advantage. E. The state of relying on or needing someone or something for the​ aid, support, or the like.

C

Which of the following serves as a major function of​ communication? A. Planning B. Grapevining C. Management D. Decision making E. Organization

C

Which of the following statements is true with regard to​ communication? A. Communication involves the mere imparting of meaning to another person or group. B. Perfect communication results in dissimilar mental models. C. Communication involves the transfer and understanding of meaning. D. Perfect communication is not dependent on a channel and its richness. E. Communication cannot be used to motivate and control employees in an organization.

C

Which of the following steps can be taken by a manager to minimize​ groupthink? A. encourage group leaders to develop a stronger sense of group identity B. ask the group members to first focus on the positives of an alternative rather than the negatives C. seek input from employees before the group leader presents his or her opinions D. prevent all team members from engaging in a critical evaluation of ideas at the beginning E. increase the group size

C

According to the​ text, which of the following creates a barrier to effective​ communication? A. Lack of emotions B. Cultural similarities C. Selective reception D. Filtering E.Information scarcity

D

According to​ research, which of the following factors does not affect the adjustment process of​ expatriates? A. Relational skills B. Language ability C. Role clarity and autonomy D. Compensation E. Familial support

D

An employee who may be made fun of because he is an​ Arab-American is being subjected to​ ________, a kind of discrimination in work environments. A. exclusion B. vandalism C. inclivity D. mockery and insults E. cyberstalking

D

Communication from a manager to a subordinate is an example of which of the​ following? A. Lateral communication B. Horizontal communication C. Diagonal communication D. Downward communication E. Upward communication

D

Conflicts related to how the work gets done are called​ ________ conflicts. A. communication B. relationship C. task D. process E. job

D

Deep-level diversity includes all of the following EXCEPT​ _________. A. cultural identity B. sexual orientation C. values D. age E. personality

D

During which stage of conflict do decisions to act in a given way​ occur? A. Behavior B. Cognition C. Incompatibility D. Intentions E. Outcome

D

In evaluating the effectiveness of team diversity on team performance and​ turnover, member turnover in a team is likely to be higher when​ _________________. A. norms are dissimilar B. there is no reward for participation C. experiences are similar D. conflict is high E. members have been in the group for a while

D

Organizational climate refers to the​ __________________________. A. formal rules and regulations within the organization B. values held by leadership C. alliance employees feel to other members of the organization D. perceptions about the organization that employees of that organization share E. formal impressions others have of the organization

D

Paul and Roberta were meeting with their team for what seemed like the 20th time in an attempt to come together on how the project should be done. Although some team members wanted to take a​ long-term approach to the​ solution, others thought a​ short-term approach would be best so the team could move on. Several fights had already broken out among the team and several members were barely speaking to each other outside of the team meetings. This would be considered which type of​ conflict? A. Functional B. Methodological C. Constructive D. Dysfunctional E. Destabilizing

D

The​ framework, or​ locus, of conflict where the conflict occurs between groups or teams is considered​ ________________________ conflict. A. dyadic B. intragroup C. functional D. intergroup E. dysfunctional

D

Top management has a major impact on the​ organization's culture by​ ________. A. ensuring a proper match of personal and organizational values B. properly rewarding​ employees' initiatives C. providing a framework for metamorphosis of new hires D. establishing norms that filter down through the organization E. socializing new applicants in the​ pre-hiring phase

D

What process is used by individuals as they consider how their power and politics relate to their own​ career? A. Coalitions B. Pressure C. Impression management D. Political map E. Social network analysis

D

Which communication method is generally the most reliable for a lengthy or complex​ message? A. Oral B. Face-to-face C. Live speech D. Written E. Texting

D

Which of the following describes coercive​ power? A. Coercive power is the power a person receives as a result of his or her position in the formal hierarchy of an organization. B. Coercive power is based on the ability to distribute rewards that others view as valuable. C. Coercive power is the influence based on special skills or knowledge. D. Coercive power depends on fear of the negative results from failing to comply. E. Coercive power is influence based on identification with a person who has desirable resources or personal traits.

D

Which of the following is NOT a function of​ culture? A. Culture facilitates commitment to something larger than individual​ self-interest. B. It is a​ sense-making and control mechanism that guides and shapes​ employees' attitudes and behavior. C. It conveys a sense of identity for organization members. D. Culture dictates organizational structure and defines the appropriate management style to be used for various levels of employees. E. Culture has a​ boundary-defining role: it creates distinctions between one organization and others.

D

Which of the following is a biographical characteristic of an​ employee? A. personality B. values C. beliefs D. length of tenure E. work preferences

D

Which of the following is a type of discrimination based on disrespectful​ treatment, including behaving in an aggressive​ manner, interrupting the​ person, or ignoring the​ person? A. Sexual harassment B. Intimidation C. Exclusion D. Incivility E. Mockery

D

Which of the following is true with respect to workplace​ discrimination? A. Only intentional discrimination is addressed by diversity management efforts. B. Discrimination occurs more at lower levels in the organization than higher levels. C. Forms of discrimination like exclusion are easy to root out. D. It may lead to reduced productivity and citizenship behavior. E. The discriminators are invariably aware of their action toward the victim.

D

Which of the following statements about culture is​ FALSE? A. Individual-organization ​"fit"—that ​is, whether the​ applicant's or​ employee's attitudes and behavior are compatible with the culturelong dash—strongly influences who gets a job​ offer, a favorable performance​ review, or a promotion. B. A strong culture should affect organization outcomes more directly because it demonstrates high agreement about what the organization represents. Such unanimity of purpose builds​ cohesiveness, loyalty, and organizational commitment. C. In a strong​ culture, the​ organization's core values are both intensely held and widely shared. The more members there are who accept the core values and the greater their​ commitment, the stronger the culture and the greater its influence on member behavior. D. A movement toward more centralized organizations makes culture more important than​ ever, and easier than it had been in the past. E. Culture conveys a sense of identity for organization members.

D

Which of the following types of conflict is destructive and seen as hindering group​ performance? A. Interactionist view of conflict B. Task conflict C. Intragroup conflict D. Dysfunctional conflict E. Traditional view of conflict

D

Which of these is a major concern for employers when addressing employment​ discrimination? A. Turnover B. Sales C. Training D. Fair treatment E. Profit

D

________ diversity refers to diversity in observable attributes such as​ race, ethnicity,​ sex, and age. A. Psychographic B. Additive C. Disjunctive D. Surface-level E. Conjunctive

D

​_________________ is the degree to which members are attracted to each other and motivated to stay in a group. A. Conformity B. Diversity C. Groupthink D. Cohesiveness E. Role identity

D

A socially defined position or rank given to groups or group members by others is known as​ ___________. A. groupshift B. a norm C. conformity D. a role expectation E. status

E

A strong culture can act as a substitute for which of the​ following? A. social support B. centralization C. socialization D. institutionalization E. formalization

E

According to the Team Effectiveness​ Model, which of the following components of effective teams would be related to team​ composition? A. Effective leadership B. Climate of trust C. Performance evaluation and reward system that reflects individual contributions D. Adequate resources E. Size of the team

E

According to the​ text, the best downward communicators​ ________________________. A. do not solicit​ employees' advice or opinions B. communicate in short summaries and support summaries with actionable items C. prepare a written agenda to keep​ subordinates' attention D. use less​ direct, personalized communication E. explain the reasons behind their communications and solicit feedback

E

An​ organization's ECI is defined as its​ _____________________. A. emotional competency index B. equitable communication index C. equality comparison index D. ethical communication index E. ethical climate index

E

Conflict that relates to the content and goals of work is called​ ________ conflict. A. job B. communication C. relationship D. process E. task

E

Diversity programs are more likely to lead to positive adaptation for employees if the programs have which of the following​ characteristic? A. The program is racially homogenous. B. The program reinforces stereotypes. C. The program includes only those segments of the organization in which minorities and women are underrepresented. D. The program lasts a minimum of two weeks. E. The programs include and are meant for employees at all levels.

E

For seven​ years, Bonnie Patterson has been a manager at Wayne and​ Watson, a legal consultancy firm. A good part of her workday involves holding​ meetings, and she likes to follow a​ well-defined schedule. For this​ reason, members of her team receive the agenda at the beginning of the​ meeting, followed by some time to contemplate the issue at hand individually.​ Subsequently, the team members present their ideas one after the​ other, the group discusses them​ together, and​ lastly, a ranking is done to choose the most favored idea. This represents the​ ________ approach of group decision making. A. reference group B. groupthink C. interacting D. brainstorming E. nominal group

E

It is easiest for management to deal with resistance when it is​ ________. A. implicit B. concealed C. passive D. deferred E. overt

E

Malcolm Industries recently hired a large number of workers for the​ company's new construction factory in Colorado. During the hiring​ process, the management made a clear effort to recruit physically strong individuals because the work at the factory involves manual labor. The jobs need to be performed by individuals who have the energy and physical stamina to work for long hours. Which of the following​ surface-level characteristics did the company most likely concentrate on when selecting the new​ workers? A. personality B. beliefs C. religion D. values E. age

E

Sam noticed that her cubicle mate was increasingly exhibiting angry and aggressive behavior. Every time something went wrong at work he would get​ upset, throw his hands up in the​ air, and start swearing under his breath. Several times he banged his desk so loudly that those around stood up to see what all the commotion was about. One day he even walked right up to Sam and while an inch away from her​ face, started screaming at her. This is an example of​ __________________. A. passive aggressive behavior B. sexual harassment C. criminal stalking D. conformist behavior E. deviant workplace behavior

E

The general dependence postulate of power says​ ___________________. A. the greater the dependence of C on​ B, the more power A has over B B. the smaller the dependence of A on​ B, the more power A has over B C. the tighter the connection between B and​ A, the more power A has over B D. the smaller the dependence of B on​ A, the more power A has over B E. the greater the dependence of B on​ A, the more power A has over B

E

Threats or bullying directed at certain groups of employees is known as which of the​ following? A. Incivility B. Mockery C. Discrimination D. Exclusion E. Intimidation

E

Which dimension of handling conflict occurs when one person seeks to satisfy his or her own interests regardless of the impact on the other parties to the​ conflict? A. Compromising B. Collaborating C. Accommodating D. Avoiding E. Competing

E

Which of the following defines a work​ team? A. A group that interacts primarily to share information and make decisions to help each member perform within his or her area of responsibility B. Employees from different functional areas who come together to accomplish a task C. Teams that use computer technology to tie together physically dispersed members in order to achieve a common goal D. A collection of two or more interdependent teams that share a superordinate goal E. A group whose individual efforts result in performance that is greater than the sum of the individual inputs

E

Which of the following is one of the three steps in the​ Lewin's three-step change​ model? A. designing B. dreaming C. evaluation D. analysis E. movement

E

Which of the following resistances to change is overt and​ immediate? A. loss of loyalty B. increased absenteeism C. loss of motivation D. increased error E. complaint

E

Which of the following teams is more likely to be made up of employees from about the same hierarchical level but different work​ areas? A. departmental B. self-managed work C. problem-solving D. traditional E. cross-functional

E

Which of the following types of teams is made up of a group of employees who perform highly related or interdependent jobs while also taking on some supervisory​ responsibilities? A. Multi-team B. Problem-solving C. Cross-functional D. Virtual E. Self-managed

E

Which type of power has to do with how much a follower connects​ with, likes,​ respects, and admires their​ leader? A. Legitimate power B. Reward power C. Personal power D. Coercive power E. Referent power

E

With reference to the communication​ process, the​ ________ is the medium through which the message travels. A. decoder B. feedback C. encoder D. noise E. channel

E

________ proposes that people have emotional reactions to the failure or success of their group because their​ self-esteem gets tied into the​ group's performance. A. Norming B. Ingroup favoritism C. Status D. Group aversion theory E. Social identity theory

E

​A(n) _________ group is one defined by the​ organization's structure, while​ a(n) __________ group is one neither formally structured nor organizationally determined. A. formal; team B. social; informal C. task; social D. informal; formal E. formal; informal

E

​________ are indicators of a strong organizational culture. A. Completely horizontal organizational charts B. High rates of employee turnover C. Narrowly defined roles D. High levels of dissension E. Widely shared values

E

​________ is when we connect with others because of our roles. A. Collective identification B. Schadenfreude C. Informal group identification D. Formal group dynamics E. Relational identification

E

​________ is when we connect with the aggregate characteristics of our groups. A. Informal group identification B. Schadenfreude C. Formal group dynamics D. Relational identification E. Collective identification

E

According to the Americans with Disabilities​ Act, employers are under no obligation to make accommodations for individuals with physical or mental disabilities. True False

False

Older people are more likely to quit and change jobs than younger employees. True False

False

Recent U.S. legislation has instituted mandatory retirement at 70 in order to ensure that jobs are available for younger workers. True False

False

Effective diversity management involves eliminating unfair discrimination. True False

True

Leadership of multiteam systems is also much different than for standalone teams. While leadership of all teams affects team​ performance, a multiteam leader must both facilitate coordination between teams and lead each team. True False

True

Studies show that groups tend to experience a transition precisely halfway between a first meeting and the official deadline. True False

True

The chief advantage of the nominal group technique is that it permits the group to meet formally but does not restrict independent​ thinking, as does the interacting group. True False

True

Unlike​ power, leadership requires some degree of goal compatibility. True False

True

Virtual teams should be managed differently than​ face-to-face teams in an​ office, partially because virtual team members may not interact along traditional hierarchical patterns. True False

True

When two organizations with very political environments interact with one​ another, the political interactions between them can hurt performance in collaborative projects. True False

True