MGT 360 – Flashcard
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Scientific management's primary focus is a. efficiency b. motivation c. flexibility d. goal setting
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A
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Skill variety is Select one: a. the degree to which a person has the freedom to decide how to perform his tasks b. the extent to which the job requires a person to utilize multiple high level skills c. whether a person's job substantially affects other people's health, work or well-being d. the degree to which a person is in charge of completing an identifiable piece of work from start to finish
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B
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According to the formula for the motivating potential score of a job, the most important elements in deciding motivation potential are Select one: a. skill variety and autonomy. b. task significance and task identity. c. autonomy and feedback. d. skill variety and feedback.
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C
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Feedback is a. the degree to which people learn how effective they are being at work b. the degree to which a person has the freedom to decide how to perform his tasks c. the degree to which a person is in charge of completing an identifiable piece of work from start to finish d. the extent to which the job requires a person to utilize multiple high level skills
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A
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Frederick Taylor's work led to a fundamental change in management philosophy. The change Select one: a. was understanding that managers could not influence the output levels of employees. b. was understanding that repetitive activities are the direct result of job generalization. c. paved the way for today's automation and standardization. d. was increasing the complexity of jobs in the workplace for greater productivity.
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C
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The local high school band needs to raise money to pay for a trip to New York City. It decides to sell sandwiches. Early Saturday morning, 20 volunteers report to the school cafeteria to make sandwiches. Stations are set up to make the 500 sandwiches ordered for that day. Station one has four individuals cutting sandwich buns, station two has four individuals placing the meats on the rolls, station three, etc. The individual who devised the sandwich-making production plan is operating under a Select one: a. job specialization approach. b. job rotation approach. c. job enlargement approach. d. job enrichment approach.
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A
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A kindergarten teacher feels her job has Select one: a. low skill variety. b. low task identity. c. high task significance. d. low autonomy.
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C
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Which of the following is true regarding the motivating potential of a job? Select one: a. An employee whose expectation for his job is to pay the bills will have high growth strength. b. Even though a job is designed with the express purpose of motivating individuals, some employees may not find the job motivational. c. Career stage does not influence the importance of the five core characteristics. d. Employees with high growth need strength will respond less favorably to jobs with high motivating potential.
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B
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To empower your employees, Select one: a. retain information on the job until it is absolutely needed. b. take away employee power so your manager accountability is not compromised. c. make sure managers continue to manage in such a manner that they are stepping in with routine responses to issues. d. change the company structure so employees have more power on the job.
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D
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Which of the following is true regarding the Big Five personality factors? Select one: a. they represent cognitive abilities. b. they are reasonably valid in predicting job performance. c. they represent emotions. d. none of the above.
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B
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The goals of diversity training include all of the following except: Select one: a. to eliminate values, stereotypes, and managerial practices that inhibit employees' development. b. to promote equal access to jobs and training opportunities. c. to allow employees to contribute to organizational goals regardless of their race, gender, religion, sexual orientation, cultural background, or family status. d. to facilitate succession planning.
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D
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This personality trait is associated with better performance, higher job satisfaction, and lower adaptability on the job. Select one: a. openness to experience. b. conscientiousness. c. agreeableness. d. neuroticism. e. extraversion.
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B
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All of the following statements are correct about top management teams EXCEPT Select one: a. Top management teams generally function without formal rules for team design or structure b. Top management teams make decisions on new products, markets and expansions and divestitures c. Top management teams are important for their symbolic roles d. Top teams are most effective when there is limited diversity in their composition
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D
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The similarity/attraction phenomenon may explain which of the following? Select one: a. Disabled individuals are hired as often as those who are not disabled b. Women and men have equal access to mentoring opportunities c. Minorities are hired as often as their Caucasian counterparts d. Women do not earn salaries as high as that of their male counterparts
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D
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This personality trait is associated with more creativity, effective leadership, and a lower commitment to one's employer. Select one: a. openness to experience. b. extraversion. c. agreeableness. d. neuroticism. e. conscientiousness.
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A
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Which of the following laws prohibits discrimination based on race, color, sex or national origin? Select one: a. Americans with Disabilities Act b. Family and Medical Leave Act c. Title VII of the Civil Rights Act d. Age Discrimination Act
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C
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Demographic traits make up Select one: a. deep-level diversity b. Collective diversity c. Surface diversity d. Cultural diversity
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C
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Which of the following is not one of the five-factor model personality traits ___________. Select one: a. general mental ability. b. conscientiousness. c. extroversion. d. neuroticism.
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A
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Research indicates which of the following statements regarding factors that predict job performance is FALSE? Select one: a. Positive work attitudes and performance are unrelated b. Conscientious employees perform better than those who are not conscientious c. High role ambiguity, and the resulting stress, can eventually lead to lower performance d. When we are treated well, we want to reciprocate, thus when the company treats us well, we perform more effectively
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A
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Chloe and Francois are graphic designers at Highland Lithographics. Both have the same job description. Earlier this month, Chloe found out that Francois makes $12.50 an hour while she makes $11.00. What theory of motivation best explains why Chloe went to her boss to complain about the pay disparity? Select one: a. ERG theory b. Equity theory c. Expectancy theory d. Reinforcement theory
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B
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What job would be best suited for someone with a high need for affiliation? Select one: a. sales b. teacher c. engineer d. entrepreneur
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B
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Alderfer's theory of motivation does all of the following except Select one: a. relax the basic assumptions of Maslow's theory of needs b. assume needs are hierarchically-based c. propose a "frustration-regression" hypothesis d. assume needs are grouped into three categories
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B
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How could a firm best satisfy an employee's safety needs? Select one: a. Enroll the employee in a Microsoft Office training course. b. Provide an employee appreciation luncheon. c. Develop a weekly employee bowling league. d. Create a job security clause in the employment contract.
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D
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In comparing Maslow's hierarchy of needs theory to Alderfer's ERG theory Select one: a. ERG theory recognizes more than one need may operate at one time. b. Maslow's theory recognizes more than one need may operate at one time. c. ERG theory is based upon observations of individuals in clinical settings. d. Maslow's theory suggests that individuals who are frustrated in their attempts to satisfy one need may regress to another one.
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A
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All of the following are motivators in Herzberg's theory of motivation except Select one: a. promotion opportunities. b. interesting work. c. salary. d. achievement.
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C
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According to ERG theory, if an individual is frustrated in the growth opportunities of his job, Select one: a. he may regress only to relatedness needs. b. he may regress only to existence needs. c. he may regress to either relatedness or existence needs. d. he will be motivated by the next higher need in his need hierarchy.
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C
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Which of the following statements is not an effective approach to disciplining employees? Select one: a. Carrots can be more effective than sticks. b. Unfair punishment may not change unwanted behavior. c. No two employees or incidents are the same, so no two ways of disciplining the employee will be the same. d. Discipline in a timely manner.
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C
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Individuals who expect yearly wage increases without exhibiting increased performance may be labeled Select one: a. benevolents. b. entitleds. c. equitably insensitive. d. expectancy sensitive.
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B
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Which of the following statements is true about the manner in which managers can influence the perceptions of expectancy theory? Select one: a. Individuals with an internal locus of control and high self-esteem believe there is little connection between their effort and performance so a great deal of feedback is needed to motivate them. b. Regardless of the performance rating given on a performance evaluation, make certain that everyone gets a small raise annually. c. Recognize good performance of individuals with cost effective items like coffee mugs and t-shirts. d. Conduct employee surveys periodically to ascertain what they consider to be rewards for performance and integrate that in some manner into the performance evaluation program.
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D
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Which of the following is not a hygiene factor in Herzberg's theory of motivation? Select one: a. working conditions b. salary c. company policy d. recognition
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D
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Research on procedural justice suggests Select one: a. it is best to exclude employees from commenting on potential changes in company procedures like performance appraisals because they do not understand the decision-making process anyway. b. it is best to unexpectedly announce department-wide layoffs because when employees suspect changes in their job status are upcoming, they tend to become much less productive. c. it is best to be consistent in the manner in which employees are disciplined for violating company policy for situations like cell phone usage. d. it is best to send an announcement of changes to the company benefit package for the next fiscal year without providing explanatory details because employees do not understand the financial implications anyway.
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C
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Joaquin received the Chancellor's Award and an $8,000 scholarship after a research paper and formal presentation he created were rigorously evaluated by a team of university administrators. Joaquin would feel a sense of Select one: a. high interactional justice. b. high interpersonal justice. c. high distributive justice. d. high procedural justice.
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C
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Which of the following statements is true? Select one: a. A need for achievement can be a destructive element in relationships with colleagues. b. A high need for affiliation serves as a real advantage in managerial positions especially with regard to conducting performance appraisals. c. A high need for power is a trait of those successful in the sales area. d. A need for power can have an altruistic form.
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D
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To influence instrumentality, managers can Select one: a. ensure that environment facilitates performance. b. give employees choice over rewards. c. consistently reward high performers. d. encourage people to believe their effort makes a difference.
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C
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Analyzing Trader Joe's success using Herzberg's two-factor theory of motivation would suggest that Select one: a. contextual factors, like being among the best paid employees in the retail industry, are the sole reason for the firm's success. b. content factors, like the collaborative atmosphere in each supermarket, make a major contribution to the firm's success. c. growth needs, like the autonomy of opening products for customer samples, make a major contribution to the firm's success. d. relatedness needs, like working with friendly and upbeat coworkers, make a major contribution to the firm's success.
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C
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Maslow's hierarchy of needs theory of motivation Select one: a. suggests once basic needs are satisfied, higher order needs become motivators. b. enjoys strong research support. c. is a systematic approach managers can utilize to explain the similar needs employees have at any given time and the similar reactions of employees to similar treatment. d. was developed based on Maslow's observations of individual employees in a variety of workplace settings.
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A
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Teams where the manager serves as the team leader are called Select one: a. self-managed teams. b. traditional teams. c. empowered teams. d. self-directed teams.
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B
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How groups function has important implications for organizational Select one: a. hierarchy. b. mission and vision. c. POLC function. d. productivity.
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D
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The ideal size for a team depends on the Select one: a. company. b. number of employees in the organization. c. task at hand. d. KSAs of team members.
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C
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Group leaders can finally move into coaching roles and help members grow in skill and leadership in the stage of Select one: a. forming. b. storming. c. norming. d. performing.
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D
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A key consideration when forming a team is to understand the personality traits needed before starting the selection process as well as the team members' Select one: a. KSAs. b. potential. c. leadership traits. d. work ethic.
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A
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The communicator role includes behavior that Select one: a. is targeted at collaboration such as practicing good listening skills. b. is a proactive role which supports those with expertise toward the team's goals. c. is an important role and serves to keep the team on track in terms of suggesting any needed changes to the team's process. d. involves settling disagreements or pointing out what is working and what is not.
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A
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"We survived!" is the common sentiment of the group stage of Select one: a. forming. b. storming. c. norming. d. adjourning.
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C
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The fundamental factors affecting group cohesion include all of the following EXCEPT Select one: a. similarity. b. stability. c. strength. d. size.
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C
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Group members are becoming more authentic as they express their deeper thoughts and feelings in the stage of Select one: a. forming. b. storming. c. norming. d. performing.
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B
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Teams differ in terms of the tasks they are trying to accomplish, and the major tasks include all of the following EXCEPT Select one: a. production. b. idea generation. c. directing. d. problem-solving.
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C
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A type of interdependence that is not specific to the task itself is called Select one: a. pooled interdependence. b. sequential interdependence. c. outcome interdependence. d. reciprocal interdependence.
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C
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A team asked to manage an entire line of products including making decisions about products to produce, managing the production of the product lines, marketing them, and staffing their division, is given which kind of task? Select one: a. production b. idea generation c. problem-solving d. all of the above
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D
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A team may be charged with coming up with a new marketing slogan which is what kind of task? Select one: a. Production. b. Idea generating. c. Directing. d. Problem-solving.
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B
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Which of the following statements about conflict is incorrect? Select one: a. Conflict can paralyze an organization. b. Conflict can lead to less than optimal performance. c. Conflict generally makes people uncomfortable. d. Conflict is always problematic in an organization.
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D
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Which of the following statements regarding conflict and its cures is incorrect? Select one: a. A bureaucratic organizational structure can lead to conflict between high and low power people. b. To avoid conflict in communication, focus on the person, not behavior or its effects. c. Conflict can be dysfunctional in an organization if it is excessive. d. Consideration of a broader range of ideas is a positive outcome of conflict in the organization.
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B
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Which of the following is not an effective way to manage organizational conflict? Select one: a. consensus decision making b. change the team composition c. create a common opposing force d. problem solve
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A
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Which of the following statements regarding research on emotional contagion is INCORRECT? Select one: a. Emotions are especially salient in teams and thus teams can exhibit emotional contagion just as individuals can b. The spillover from positive emotions lasts longer than that from negative emotions c. Some people are more susceptible to emotional contagion than others d. Both positive and negative emotions can be contagious
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B
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The United Auto Workers (UAW) and Ford Motor Company were negotiating a new agreement to address the auto industry woes during a severe economic downturn. Ford offered to consider delaying layoffs if the UAW agreed to changes in contractual work rules related to the jobs bank. This negotiation suggests the use of what conflict handling style? Select one: a. avoidance b. collaboration c. accommodation d. compromise
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D
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The conflict handling style that is uncooperative and unassertive is Select one: a. compromise. b. avoidance. c. accommodation. d. competition.
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B
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Which of the following is not a positive outcome of (productive, or positive) conflict in the organization? Select one: a. increased creativity b. accurate assumptions c. enhanced decision making d. individual viewpoint clarification
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B
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Which of the following is not a root cause of conflict in a workplace? Select one: a. organizational structure b. task interdependence c. compatible goals d. personality differences
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C
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All of the following would be effective means of stimulating conflict except Select one: a. assigning someone to play devil's advocate. b. encouraging disagreement with no fear of reprisal. c. creating competition between teams or individuals with a bonus for those with the best solution. d. building clarity into the situation.
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D
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If two marketing groups within a firm's marketing department are vying against each other for a larger percentage of the budget, what is a possible option that the marketing manager could consider to manage the organizational conflict? Select one: a. Take a majority vote on what on what the two departments feel is the best budget allocation. b. Focus the attention of the two groups on a common "enemy" such as another department that is getting a greater budget allocation. c. Change the composition of the two departments. d. Restructure the entire department so that teams are no longer used.
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B
