MGMT 310 Exam 2 Quizzes – Flashcards
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The need to have a goal and the determination to achieve it
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willpower
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Hope equals
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willpower + waypower
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One characteristic that would describe an organization with positive OB is: A. Single-minded focus on winning B. Pursuing wealth C. Positive deviance D. Secrecy E. Figuring out how to beat the competition
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Positive deviance
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Which one of the following is not likely to result from positive emotion: A. Stronger social relationships B. Lower Stress C. Psychological well-being D. More conformity to others' opinions E. Fewer colds
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More conformity to others' opinions
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Abstract ideals that guide one's thinking and behavior across all situations are known as: A. Norms B. Goals C. Personalities D. Values E. Cognitions
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Values
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____ happens when our minds are racing or wandering, resulting in compulsive daydreaming or fantasizing A. Mindlessness B. Attentional hyperactivity C. Positive deviance D. PsyCap E. Negative emotions
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Attentional hyperactivity
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Armando has a goal of earning a B in his statistics course, but currently his grade is a C-. Therefore, he decides to study more hours for the next test and even get involved in a study group. Armando is experiencing A. Hope B. Faith C. Effectiveness D. Health E. PERMA
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Hope
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Which of the following statements is true? A. PERMA elements are positively related to good health, but are not related to work-related outcomes such as organizational commitment and career satisfaction B. Well-being is a single, unique concept that is related to happiness C. Employees level of flourishing is related to organizational outcomes such as productivity and financial performance D. Positive emotions "happen to people;" they cannot be pursued proactively E. PERMA should be pursued as a means to obtain a better career
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Employees level of flourishing is related to organizational outcomes such as productivity and financial performance
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What is true about research on the relationship of virtuous leadership to organizational and individual employee performance? A. A long-standing tradition of research in this area has demonstrated a strong, positive relationship between these variables B. Recent research in this area has shown a positive relationship between these variables. C. Recent research in this area has show a positive relationship between virtuous leadership and organizational performance, but a negative relationship between virtuous leadership and individual outcomes. D. Recent research in this area has shown a positive relationship between virtuous leadership and individual performance, but a negative relationship between virtuous leadership and organizational outcomes E. No research has been conducted in this area
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Recent research in this area has shown a positive relationship between these variables.
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____ represents what individuals and organizations aspire to be when they are at their very best. A. Virtuousness B. PsyCap C. Positive OB D. Well-being E. PERMA
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Virtuousness
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The amount of perceived helpfulness derived from our relationships with others is known as: A. Flow B. Social Support C. Meaningfulness D. Virtuousness E. Flourishing
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Social Support
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An emotion that is similar to, but more low key than joy, is: A. Gratitude B. Serenity C. Amusement D. Inspiration E. Awe
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Serenity
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The concept of ____ is defined as a state of being completely involved in an activity for its own sake A. Virtuousness B. Flow C. Well-being D. Achievement E. Flourishing
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Flow
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John received a poor performance evaluation from his boss. On the weekend, he talks with his neighbor Faisal about his situation. Faisal asks him questions about his work and the evaluation, and as a result John develops a plan of action for improving his productivity. Faisal has provided: A. Instrumental support B. Informational support C. Esteem support D. Achievement support E. Social companionship
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Informational support
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The three global values that are essential for promoting positive OB are: A. Hope, optimism, and resilience B. Restorative justice, compassion, and temperance C. Positive emotions, engagement, and meaning D. Flourishing, motivation, and satisfaction E. Social support, information support, and instrumental support
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Restorative justice, compassion, and temperance
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Competence trust is: A. Trust of character B. Trust of disclosure C. Trust of capability D. Trust of expertise E. Trust of justice
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Trust of capability
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Which of the following is not a way to reduce social loafing? A. Increase group size B. Assure equity of effort among group members C. Hold individuals accountable D. Use hybrid rewards E. Hold both individuals and the group accountable
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Increase group size
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A person in the standard setter role will: A. Foster group solidarity by accepting and praising various points of view B. Encourage all group members to participate C. Serve as a passive audience D. Mediate conflict through reconciliation of humor E. Evaluate the quality of group processes.
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Evaluate the quality of group processes
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Teams with high levels of ____ and _____ deal with task conflict better than those without these characteristics A. Extraversion, need for power B. Need for power, agreeableness C. Openness, emotional stability D. Need for affiliation, openness E. Need for achievement, extraversion
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Openness, emotional stability
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In which stage of the group development process are group members uncertain about their roles, who's in charge, and the group's goals? A. Forming B. Storming C. Norming D. Conforming E. Performing
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Forming
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Sarah and Bill were recently hired at the local manufacturing plant. Before being hired, they were interviewed by the team members with whom they were going to work. The team contained members from various areas of the manufacturing process. As part of the training process, Sarah and Bill met the other team members a number of times, and learned how to perform several administrative tasks, including scheduling work assignments for the team. Sarah and Bill's new team is an example of a ____? A. Project team B. Advice team C. Virtual team D. Self-managed team E. Centralized team
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Self-managed team
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A person in the gatekeeper role will: A. Foster group solidarity by accepting and praising various points of view B. Encourage all group members to participate C. Serve as a passive audience D. Mediate conflict through reconciliation or humor E. Evaluate the quality of group processes.
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Encourage all group members to participate
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Teams that work together over time and distance via electronic media to combine efforts and achieve common goals are called: A. Internet teams B. Intranet teams C. Virtual teams D. Cross-functional teams E. Self-managing team
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Virtual teams
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_____ groups are assigned by organizations or managers, while _____ groups form when members purpose of getting together is friendship or a common interest. A. Organizational; individual B. Departmental; divisional C. Formal; informal D. Focus; interest E. Task; maintenance
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Formal; informal
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In a practical sense, the best size for a team is: A. Between two and twenty-five members B. Five or fewer people C. Determined by the task to be performed D. As large as possible E. Five or fewer people
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Determined by the task to be performed
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Which of the following statements about groups is not true? A. People often play multiple roles in their lives B. Individuals frequently play more than one role in a group C. People who do not conform to group roles are given high status by the group D. Both tasks and maintenance roles are important to group effectiveness E. Leaders can help groups function effectively by stepping in to perform roles the group has not undertaken on its own.
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People who do not conform to group roles are given high status by the group
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Which of the following is not one of the competencies (Cs) of effective teams? A. Charters and strategies B. Capacity C. Composition D. Competitiveness E. All of the above are competencies of effective teams
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Competitiveness
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Communication trust is: A. Trust of character B. Trust of disclosure C. Trust of capability D. Trust of expertise E. Trust of justice
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Trust of disclosure
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Contractual trust is: A. Trust of character B. Trust of disclosure C. Trust of capability D. Trust of expertise E. Trust of justice
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Trust of character
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In a study of executives from 300 companies, the most desirable soft skill named was: A. Interpersonal skills B. Social skills C. Managerial skills D. Teamwork E. Functional knowledge of business
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Teamwork
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The stages of group development process, in order, are:
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Forming > storming > norming > performing >adjourning
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Job Enrichment is based on the ______ theory of job satisfaction A. Herzberg's motivator-hygiene B. Acquired needs C. Equity D. Expectancy E. Self-determination
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Herzberg's motivator-hygiene
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Ted was dissatisfied with his job. He said that the company policy, supervision, and working conditions were responsible for his dissatisfaction. According to Frederick Herzberg's theory, these extrinsic factors that create job dissatisfaction are called: A. Motivators B. Hygiene factors C. Affiliation factors D. Wellness factors E. Achievement factors
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Hygiene factors
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_______ is defined as the physical and cognitive changes individuals make in the task or relational boundaries of their work. A. Job swapping B. Job crafting C. Job design D. Job enrichment E. Job enlargement
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Job crafting
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The goal of the job characteristics model is to: A. Apply scientific methods to job design B. Increase intrinsic motivation in jobs C. Increase extrinsic motivation in jobs D. Guide the goal-setting process E. Guide managers in applying job swapping techniques
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Increase intrinsic motivation in jobs
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I will perceive negative inequity when: A. Another's total rewards are greater than the rewards I receive B. Another's total input is less than my total input C. Another's ratio of outputs to inputs exceeds my ratio of my outputs to inputs D. Another's ratio of outputs to inputs is less than my ratio of my outputs to my inputs E. Another's ratio of outputs to inputs is equal to my ratio of my outputs to my inputs
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Another's ratio of outputs to inputs exceeds my ratio of my outputs to inputs
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The needs for self-confidence and strength is part of the need for: A. Love B. Esteem C. Self-actualization D. Safety E. Physiological
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Esteem
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In _______ job design, managers changed employees' tasks with the intent of increasing motivation and productivity A. Top-down B. Bottom-up C. Idiosyncratic D. Work-team E. Joint ownership
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Top-down
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ABC Company recently held a company picnic. _____ theory would suggest that this kind of event is good because it increases employees' _______. A. Self-determination; competence B. Theory Y; performance C. Maslow's needs hierarchy; satisfaction of physiological needs D. Self-determination; Relatedness E. Expectancy; valences
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Self-determination; Relatedness
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Pat and Chris are both computer programmers, but Pat earns more money than Chris. However, Chris perceives an equitable relationship because pat: A. Has more education and experience B. Takes longer breaks C. Works as hard as Chris D. Works less than Chris E. Needs the money more than Chris
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Has more education and experience
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As the mothers of two small children, Jen struggles to make ends meet on her minimum wage jobs. After paying rent and child-care expenses, there is sometimes not enough money left at the end of the month to pay the heating bill. More than once the family has gone without warmth on cold nights, and she and the kids have gone to bed hungry. Which of the five basic needs is Jen struggling to meet? A. Safety B. Esteem C. Love D. Physiological E. Self-actualization
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Physiological
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Professor Jones learns that faculty members in another college with the same degree, years of teaching experience, and publication record are making significantly more money than he is. He considers this unfair. Which aspect of justice is he reacting to? A. Institutional B. Organizational C. Distributive D. Procedural E. Interactional
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Distributive
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People who want to control others and often manipulate people for their own gratification are described as: A. High in personal power B. High in institutional power C. High in need for affiliation D. High in need for achievement E. High in Theory X
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High in personal power
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_______ theory(-ies) of motivation revolve(-s) around the idea that employees' needs influence their motivation A. Content B. Process C. Extrinsic D. Equity E. Expectancy
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Content
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Perceptions of equity are based on comparing: A. My total input to another's total input B. My total output to another's total output C. My total input to another's total output D. My total output to another's total input E. The ratio of my output to my input, compared to another's total output to input
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The ratio of my output to my input, compared to another's total output to input
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How an individual perceives the movement from performance to outcome is called: A. An expectancy B. An expectation C. Instrumentality D. A valence E. A value
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Instrumentality
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The type of goals that are best for jobs that are dynamic but in which nearer-term activities and milestones can be defined, are: A. Behavioral B. Objective C. Task D. Learning E. Reinforcement
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Task
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To minimize contrast effects bias, a manager should: A. Record examples of positive and negative performance throughout the year B. Be fair and realistic in evaluations C. Define an accurate profile with both high and low points D. Evaluate employees against a predetermined standard E. Provide only negative feedback
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Evaluate employees against a predetermined standard
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Which of the following is not a tip for increasing goal commitment and success? A. Reward yourself for progress, not just for ultimate goal achievement B. Break large goals down into sub-goals C. Keep your goals to yourself D. Write goals down E. List the benefits of achieving the goal
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Keep your goals to yourself
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The process of strengthening a behavior by contingently presenting something pleasing is known as: A.Positive reinforcement B. Negative reinforcement C. Extinction D. Punishment E. Respondent behavior
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Positive reinforcement
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Which of the following is not something a manager should do when giving feedback? A. Provide feedback as soon as possible B. Provide feedback about an aspect of a job that is beyond the individual's control C. Be honest D. Keep feedback relevant by relating it to existing goals E. Provide specific, descriptive feedback
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Provide feedback about an aspect of a job that is beyond the individual's control
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The manager of the Conquest Casino notices that the security employees at the casino are treating customers impersonally. He sets a goal that they should make better eye contact and treat customers in a friendlier manner. This is a ____ goal. A. Behavioral B. Objective C. Task D. Project E. Procedural
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Behavioral
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The two basic types of goals are: A. Learning and behavioral B. Behavioral and performance C. Performance and objective D. Project and objective E. Performance and learning
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Performance and learning
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The sales department of a mutual fund firm set goals for the next fiscal year to sell a certain number of mutual funds each month. The firm only set targets and not anything about how they will meet this target. These goals are ________ goals. A. Behavioral B. Objective C. Task D. Project E. Procedural
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Objective
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In the context of goal setting, SMART stands for: A. Specific, measurable, attainable, realistic, time-bound B. Specific, measurable, aligned, results-oriented, time-bound C. Sequential, measurable, aligned, results-oriented, time-bound D. Specific, measurable, attainable, results-oriented, time-bound E. Sequential, measurable, attainable, realistic, time-bound
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Specific, measurable, attainable, results-oriented, time-bound
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Melissa's manager set a goal that she should be able to produce 16 widgets per hour. This is a(n) _______ goal. A. Behavioral B. Objective C. Task D. Project E. Procedural
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Objective
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Papa Bill's, a local pizza chain, instituted a new compensation policy to increase the on-time delivery of its pizzas. Drivers were paid an extra $1.00 for each on-time delivery, payable on the next pay period. However, a review of the policy showed that traffic tickets for reckless driving among delivery drivers had increased by 50% since the new policy was introduced. Which of the following best explains why this reward system did not perform as expected? A. The organization was unintentionally rewarding counterproductive behavior B. Employees viewed the $1.00 incentive as an entitlement C. The delay was too long between the performance and the reward D. The organization placed too much emphasis on monetary rewards E. The reward lacked an "appreciation effect"
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The organization was unintentionally rewarding counterproductive behavior
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When monitoring performance, a manager should pay attention: A. To both progress toward goal achievement and the ultimate level of goal achievement B. Only to progress toward goal achievement C. Only to ultimate goal achievement D. Primarily to subordinates' reactions to the goal E. Primarily to the "bottom line"
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To both progress toward goal achievement and the ultimate level of goal achievement
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Unlearned reflexes are: A. Operant behavior B. Consequential behavior C. Reward behavior D. Respondent behavior E. Contingent behavior
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Respondent behavior
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The first step in effective performance management is: A. Providing consequences B. Reviewing performance C. Defining performance D. Evaluating performance E. Monitoring performance
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Defining performance
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A head chef of a restaurant always encouraged his subordinates to be creative in the culinary art. He did not believe in using prescribed recipes while cooking. He allowed them to create unique recipes and use different ingredients to prepare dishes. This implied that the head chef made ___________ goals. A. Learning B. Procedural C. Performance D. Equity E. Project
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Learning
