MHR3020 - Cengage Questions
Michael's new work team has people of a variety of races and ages. A) Personalities B) Disparity diversity C) Surface-level diversity D) Deep-level diversity
C) Surface-level diversity
You need to place an order for the weekly supplies for your restaurant. You don't want to order too much of the most expensive ingredients, but you can't be certain how many people will want to order those dishes in the next week.
Condition of risk
Evernote removed limits on employees' vacation time to encourage them to take time off to help manage stress. It also offered to pay each employee $1,000 to get away and disconnect from work for at least a week to show employees that it was serious.
Coping with stress requires adaptation. Proper relaxation is an effective way to adapt. Relaxation can take many forms. One way to relax is to take regular vacations.
When the Board of Directors for a large company meets, it often discuss topics including diversity, executive compensation, and leadership succession planning for the company.
Corporate Governance
Patagonia engages in a variety of activities to promote fair labor practices and ensure good working conditions in its factories.
Corporate Social Responsibility
As a manager, if you wanted to influence what employees do in situations lacking clear company rules or expectations, what should you do?
Create a strong culture
because it influences employees' discretionary behaviors, including what they do in situations when the rules and expectations are unclear or when there is no direct supervision. This is critical because organizations cannot create procedures or policies covering every possible situation. One of the most important sources of employee motivation is the firm's culture.
Culture matters to organizations
position power and responsibility granted by the organization. They are responsible for things including staffing, delegating and assigning work tasks, and monitoring results. Managers are also responsible for securing resources, planning, organizing, and executing strategies.
Managers have
You need to identify which performance-based rewards (including money, days off, trips, and TVs) for employees to choose from to make sure that the rewards they receive are those most valuable to them.
Nonprogrammed decision
reflects the fit between the employee and his or her workgroup and supervisor. Rachel feels supported by her teammates and is a good fit with their goals and work expectations. Person-group fit leads to improved job satisfaction, organizational commitment, and intent to stay with the company.
Person-group fit
the decision maker cannot know with certainty what the outcome of a given action will be but has enough information to estimate the probabilities of various outcomes.
Under a condition of risk
Equity theory focuses on people's desire to be treated with what they perceive as equity and to avoid perceived inequity. It is based on the relatively simple premise that people in organizations want to be treated fairly. Some response to a perceived inequity are to demand a pay raise, seek additional avenues for growth and development, or even resort to stealing as a way to "get more" from the organization.
When Mia realized that Jason was getting paid more than her despite her greater qualifications for the job, she started claiming inappropriate travel reimbursements from the company to increase her monetary rewards.
A support group is simply a group of family members or friends with whom a person can spend time. Going out after work with a couple of coworkers to a basketball game, for example, can help relieve the stress that builds up during the day.
When Morrie found out that he didn't get the promotion he wanted he asked some of his friends to go out to dinner with him to help relieve the stress he felt.
The two-factor theory identifies motivation factors, which affect satisfaction, and hygiene factors, which determine dissatisfaction. Herzberg recommended that managers first try to eliminate situations that cause dissatisfaction, which Herzberg assumed to be the more basic of the two dimensions. Once a state of no dissatisfaction exists, trying to improve motivation further through hygiene factors is a waste of time. At that point, the motivation factors should be improved.
You want to better motivate your workers. You start by identifying things that are causing dissatisfaction among your employees and fixing them.
Decisions made in organizations can be classified according to frequency and to
information conditions
Strong cultures clarify appropriate behavior, are widely shared, and are ________ .
internally consistent
If you tend to get headaches when you are stressed, you are exhibiting a _________ consequence of stress.
medical
Research has found that firm performance increases when employees have
more positive attitudes toward diversity
The five central environmental forces for change faced by today's organizations are new employment
relationships, diversity, globalization, technology, and ethics and corporate governance
It's annual performance feedback time at Allie's Apples, a successful maker of a variety of apple inspired foods. Employees first receive a copy of their performance evaluation via email, then discuss it with their manager within one week to analyze any performance issues and set goals for the next year. In addition, raises are given at this time and communicated to employees when they meet with their manager. Sally has been working in marketing for Allie's Apples for ten years. She has a bachelor's degree in marketing and is a high performer. Sally sets high goals for herself, and often works late to get things done. Dave has been working in marketing for Allie's Apples for five years. He is a solid performer, but not as good as Sally despite having a Master's degree in marketing. He often leaves work a little early to play sports with his friends. If Sally gets a higher raise than Dave, she is likely to feel _______ in comparison to Dave.
- equitable treatment - Sally would likely perceive equitable treatment because the ratio of her higher outcome (a higher raise) over her higher time investment and higher performance would equal the ratio of Dave's smaller raise outcome to his lower time inputs.
If you are not the boss but need to motivate your coworkers to work faster so that you can leave work a little early today how do you need to behave?
Like a leader
Terri is always motivating, energizing, and inspiring her team members. What is she?
A leader
noncoercive influence to direct and coordinate the activities of group members to meet a goal. Leaders help to inspire and motivate their peers and do not have to be in a formal leadership or management role.
A leader uses
The company put Nicholas in charge of the planning and organizing functions for the team. What is he?
A manager
relies solely on force and formal authority to direct the behavior of subordinates is not exercising leadership. Leadership requires the use of noncoercive influence.
A manager who
recurs infrequently and has no established decision rule.
A nonprogrammed decision
recurs often enough for decision rules to be developed.
A programmed decision
After working with his team for a while, Patrick realizes that his team is more diverse than he initially thought. The members come from a variety of functional backgrounds and have a wide variety of work experiences. A) Separation diversity B) Deep-level diversity C) Disparity diversity D) Variety diversity
A) Separation diversity
As Laura looks around the room, she realizes that although all of her teammates are white females, they have many differences of opinion about the goals of the group and the way those goals should be achieved. A) Surface-level diversity B) Personality diversity C) Deep-level diversity D) Separation diversity
A) Surface-level diversity
Rachel walks into class and feels a sense of panic when she realizes that she forgot to study for the exam that was about to start.
Alarm
The general adaptation syndrome Identifies three stages of response to a stressor: alarm, resistance, and exhaustion. The first stage is called "alarm." At this point, the person may feel some degree of panic and begin to wonder how to cope. This is what happens to Rachel when she realizes that she forgot about her exam. (*)
Alarm (*)
Which of the following is an example of a realistic job preview (RJP)? Check all that apply. When she is interviewed for a sales associate role at Verizon, Tina is told only positive things about the company. When he is recruited to be a tax accountant at Deloitte, Hans is told that it is a great job and company with a lot of career opportunities but also warned that during March and April it is common to have to work some evenings and weekends to get all of the tax filing work done. When he is interviewed for a delivery driver job at Pepsi, Tony is told that although most of the customers are very nice, some can be a little rude. When Mary has her first interview for a job as a police officer, she is shown a video that tells her how rewarding policework can be, but it also outlines how difficult it can be to work night shifts.
All apply but : When she is interviewed for a sales associate role at Verizon, Tina is told only positive things about the company. (DOES NOT APPLY)
Despite your company's strong training in ethical values and behaviors, you notice that the company's top managers frequently engage in unethical behavior. Of what is this an example?
An enacted value or norm
Which of the following is the most important element in effectively leveraging the positive potential of diversity? A) Having a minority in the role of CEO B) Top management support for diversity and for diversity initiatives C) Spending a lot of money on diversity initiatives
B) Top management support for diversity and for diversity initiatives
Danny used to love his job, but after working long hours for the last few months he has started dreading going to work in the morning and feels tired all the time.
Burnout
is a general feeling of exhaustion that develops when an individual simultaneously experiences too much pressure and has too few sources of satisfaction. This is what causes Danny to dread going into work in the morning. (*)
Burnout (*)
the largest generation since the baby boomers (*)
The Millennial Generation (*)
You have to choose which car to buy.
Decision-making
is the process of choosing from among several alternatives. (*)
Decision-making (*)
Frequency is how often a particular decision situation recurs, and information conditions describe how much information is available about the likelihood of various outcomes.
Decisions made in organizations can be classified according to frequency and to information conditions
Functional backgrounds and work experience are not observable. They contribute to variety diversity. Deep-level diversity is also unobservable, but it is not related to functional backgrounds and work experiences. Separation diversity involves differences in opinions among group members, while disparity refers to differences in social assets such as rank or pay.
Deep-level diversity vs Separation diversity
As the clock moved closer to the meeting's start time, Steve realized that there was no way he could get the report his boss needed for the meeting done on time.
Distress
is the unpleasant stress that accompanies negative events. This is what happens to Steve when he realizes there is no way for him to get his report to the boss on time. (*)
Distress (*)
Time management is often recommended for managing stress. The idea is that many daily pressures can be eased or eliminated if a person does a better job of managing time. One popular approach to time management is to make a list every morning of the things to be done that day. Then you group the items on the list into three categories: critical activities that must be performed, important activities that should be performed, and optional or trivial things that can be delegated or postponed. Then, of course, you do the things on the list in their order of importance. This strategy helps people get more of the important things done every day. It also encourages delegation of less important activities to others.
Emily makes a list every morning of the tasks she must get done that day in the order of importance to help her manage her daily work stress.
employees exhibit based on their observations of what actually goes on in the organization. If a company's top managers engage in illegal or unethical behavior, these are the enacted values and norms of the firm no matter what its formally stated ethics values are. Artifacts are physical manifestations of the culture. Espoused values or norms are explicitly stated by the organization. Assumptions are organizational values that have become so taken for granted over time that they become the core of the company's culture.
Enacted values or norms are those that
When Mia realized that Jason was getting paid more than her despite her greater qualifications for the job, she started claiming inappropriate travel reimbursements from the company to increase her monetary rewards.
Equity Theory
focuses on people's desire to be treated with what they perceive as equity and to avoid perceived inequity. (*)
Equity theory (*)
A person's beliefs regarding what is right or wrong in a given situation.
Ethics
As Ben walks into the office on his first day on the job he feels both excited and stressed.
Eustress
is the pleasurable stress that accompanies positive events. This is what happens to Ben on his first day at his new job. (*)
Eustress (*)
Many organizations provide workout facilities or discounted health club memberships to employees to help them combat stress.
Exercise
To help employees manage stress, Nike has an on-site Olympic-sized heated pool, basketball court, and soccer field. (*)
Exercise (*)
Many organizations provide workout facilities or discounted health club memberships to employees to help them combat stress.
Exercise is one method of managing stress. People who exercise regularly are less likely to have heart attacks than inactive people. More directly, research has suggested that people who exercise regularly feel less tension and stress, are more self-confident, and show greater optimism.
The company is offering a trip to Bora Bora to the highest performing customer service representative. Although Ben would love to win the trip he isn't motivated to put in his best effort because he doesn't think that he can outperform his colleagues.
Expectancy theory
suggests that people are motivated by how much they want something and their perceived likelihood of getting it. (*)
Expectancy theory (*)
of stress may harm the person under stress or others. One such behavior is smoking.
The behavioral consequences
When Marie realized that she was feeling stressed because she wasn't sure how her boss wanted her to manage a difficult client, she asked her boss.
In role management the individual actively works to avoid overload, ambiguity, and conflict. For example, if you do not know what is expected of you, you should not sit and worry about it. Instead, ask for clarification from your boss.
In addition to shaping law, international labor standards provide guidance for developing national and local policies, such as employment and work and family policies.
International Organization for Standardization
____________ is necessary to create and direct change and to help the organization get through tough times.
Leadership
the use of non-coercive influence regardless of formal authority. Because you need to try to influence your peers to behave differently but do not have position power from the organization you need to exert leadership.
Leadership involves
create and direct change and to help the organization get through tough times.
Leadership is necessary to
reflects the fit between the employee and his or her workgroup and supervisor. Tom's supervisor is a good fit for his motivational needs, making his person-group fit high. Person-job fit is the fit between a person's abilities and the demands of the job, and the fit between a person's desires and motivations and the attributes and rewards of a job. Person-organization fit is the fit between an individual's values, beliefs, and personality and the values, norms, and culture of the organization. A realistic job preview involves the presentation of both positive and potentially negative information to job candidates. (*)
Person-group fit (*)
Tom really enjoys working for Mandy, his current supervisor. He feels fairly treated by her, and is willing to do almost anything she asks even if it isn't in his formal job description.
Person-group fit is high
Amara is very happy with her work team. Everyone supports each other and is responsible about meeting both individual and team goals, making Rachel want to work hard to live up to their expectations of her.
Person-group fit reflects the fit between the employee and his or her workgroup and supervisor. Rachel feels supported by her teammates and is a good fit with their goals and work expectations. Person-group fit leads to improved job satisfaction, organizational commitment, and intent to stay with the company.
is the fit between a person's abilities and the demands of the job, and the fit between a person's desires and motivations and the attributes and rewards of a job. Manuel is both good at his job and motivated by the job's rewards.
Person-job fit
Manuel is one of the top salespeople at Bloomingdale's menswear department. Although Manuel doesn't like the fact that some of the clothes in Bloomingdales come from overseas, he is good at his job, and is also very motivated by the opportunity to sell high quality merchandise.
Person-job fit is the fit between a person's abilities and the demands of the job, and the fit between a person's desires and motivations and the attributes and rewards of a job. Manuel is both good at his job and motivated by the job's rewards.
is the fit between an individual's values, beliefs, and personality and the values, norms, and culture of the organization
Person-organization fit
Thierry is reflecting on how he likes working in a collaborative, team-based culture but his current employer is very competitive and rewards only individual performance.
Person-organization fit is low
3M has a strong culture of innovation, which Pam really likes. Pam previously feels that she is happier in a less bureaucratic, more innovative environment like the one at 3M that supports autonomy and smart risk taking.
Person-organization fit is the fit between an individual's values, beliefs, and personality and the values, norms, and culture of the organization. Pam is reflecting on the organization's characteristics rather than those of a specific job or workgroup.
is the fit between a person's interests, abilities, values, and personality and a profession rather than a specific job or company.
Person-vocation fit
Peter has always been a social person and enjoys working with people. He recently got an Associate's degree in computer programming and spends his work day alone in a small cubicle. Peter is regretting his decision to go into programming as a career because he has very little social contact.
Person-vocation fit is the fit between a person's interests, abilities, values, and personality and a profession rather than a specific job or company.
You need to figure out the best way to set up your quality control process.
Problem solving
involves finding the answer to a question. (*)
Problem solving (*)
You need to create the work schedule for your employees for the next two weeks.
Programmed decision
involve the presentation of both positive and potentially negative information to job candidates.
Realistic Job Previews, or RJPs,
Evernote removed limits on employees' vacation time to encourage them to take time off to help manage stress. It also offered to pay each employee $1,000 to get away and disconnect from work for at least a week to show employees that it was serious.
Relaxation
To help employees manage their stress, employees in Google's Zurich office can visit the on-site library or aquarium. (*)
Relaxation (*)
GE's Jack Welch paired younger employees with older and higher-ranking executives to transfer technology knowledge to higher organizational levels. This is an example of
Reverse mentoring
pairs a senior employee with a junior employee, but unlike the top-down focus of traditional mentoring, the focus is on transferring the skills of the junior employee to the senior employee. Socializing and on-boarding have to do with getting new employees up to speed and proficient at their jobs. (*)
Reverse mentoring (*)
When Marie realized that she was feeling stressed because she wasn't sure how her boss wanted her to manage a difficult client, she asked her boss.
Role Management
When Clint felt stressed because he had been given more work than he could complete that week, he asked his boss for help in prioritizing what he should get done first. (*)
Role Management (*)
is related to differences of opinion among team members. can be seen directly. Surface-level diversity is observable, and includes differences in race, age, and gender. Deep-level diversity refers to individual differences that cannot be seen directly, including goals, values, personalities, decision-making styles, knowledge, skills, abilities, and attitudes.
Separation diversity
When Morrie found out that he didn't get the promotion he wanted he asked some of his friends to go out to dinner with him to help relieve the stress he felt.
Support Group
refers to observable differences in people, including race, age, ethnicity, physical abilities, physical characteristics, and gender. Race and age are observable characteristics. Race and age are not personality constructs. Deep-level diversity refers to individual differences that cannot be seen directly, including goals, values, personalities, decision-making styles, knowledge, skills, abilities, and attitudes. Disparity diversity refers to differences in social assets such as rank or pay.
Surface-level diversity
are forecast to rise globally
Talent shortages
is the largest generation since the baby boomers. Most experts characterize today's workforce as comprising four generations. According to date of birth, they are: seniors (1922-1943); baby boomers (1943-1963); Generation X (1964-1980); and the Millennial Generation (1980-2000).
The Millennial Generation
Expectancy theory suggests that people are motivated by how much they want something and their perceived likelihood of getting it. Ben values the trip but isn't motivated because he does not expect to win it.
The company is offering a trip to Bora Bora to the highest performing customer service representative. Although Ben would love to win the trip he isn't motivated to put in his best effort because he doesn't think that he can outperform his colleagues.
Perceiving equity means which of the following?
The ratios of inputs and outcomes of you and the comparison person are the same.
identifies motivation factors, which affect satisfaction, and hygiene factors, which determine dissatisfaction. (*)
The two-factor theory (*)
According to expectancy theory, people will not engage in motivated behavior unless three things are true. First, they must value the expected rewards, and second they must believe their efforts will lead to performance. What is the third requirement for motivated behavior?
They must believe that their performance will result in the desired rewards.
Emily makes a list every morning of the tasks she must get done that day in the order of importance to help her manage her daily work stress.
Time Management
As Will completes tasks on his daily to-do list, checking them off helps him manage his daily work stress. (*)
Time Management (*)
Increasing conscientiousness and knowledge counteract some of the negative effects of _________ that result from reductions in information processing speed and motivation to learn.
aging
Which of the following is an example of a realistic job preview (RJP)? Check all that apply. - When Mary has her first interview for a job as a police officer, she is shown a video that tells her how rewarding policework can be, but it also outlines how difficult it can be to work night shifts. - When he is interviewed for a delivery driver job at Pepsi, Tony is told that although most of the customers are very nice, some can be a little rude. - When he is recruited to be a tax accountant at Deloitte, Hans is told that it is a great job and company with a lot of career opportunities but also warned that during March and April it is common to have to work some evenings and weekends to get all of the tax filing work done. - When she is interviewed for a sales associate role at Verizon, Tina is told only positive things about the company.
all of them apply
When people are stressed we tend to be more likely to abuse drugs and alcohol. This is a _________ consequence of stress.
behavioral consequences
A manager who relies solely on force and ________ to direct the behavior of subordinates is not exercising leadership.
formal authority
Amara is very happy with her work team. Everyone supports each other and is responsible about meeting both individual and team goals, making Rachel want to work hard to live up to their expectations of her. A. person job fit B. person group fit C. person organization fit D. person vocation fit
person group fit
Manuel is one of the top salespeople at Bloomingdale's menswear department. Although Manuel doesn't like the fact that some of the clothes in Bloomingdales come from overseas, he is good at his job, and is also very motivated by the opportunity to sell high quality merchandise. A. person job fit B. person group fit C. person organization fit D. person vocation fit
person job fit
3M has a strong culture of innovation, which Pam really likes. Pam previously feels that she is happier in a less bureaucratic, more innovative environment like the one at 3M that supports autonomy and smart risk taking. A. person job fit B. person group fit C. person organization fit D. person vocation fit
person organization fit
Peter has always been a social person and enjoys working with people. He recently got an Associate's degree in computer programming and spends his work day alone in a small cubicle. Peter is regretting his decision to go into programming as a career because he has very little social contact. A. person job fit B. person group fit C. person organization fit D. person vocation fit
person vocation fit
Individual differences
physical, psychological, and emotional.
When Sarah was feeling stressed because she was having a hard time finding a new job, her family treated her to dinner and a movie. (*)
support group (*)
The most important element in effectively leveraging the positive potential of diversity is
top management support for diversity and for diversity initiatives
You want to better motivate your workers. You start by identifying things that are causing dissatisfaction among your employees and fixing them.
two-factor theory
If Dave and Sally get identical raises, when Sally compares herself to Dave Sally is likely to feel _________
underpayment