BUSS 60540

Carl, Ben, and Andy are employees at Palliative Care Home (PCH). They report to Lisa, who is the department manager. Lisa has a tremendous amount of freedom to make decisions on how she manages her employees. She recently gave Andy the preferred shift for his outstanding service to the patients at PCH, along with an employee-of-the-month award. In his acceptance speech, Andy indicated he is simply trying to emulate Carl, who is liked by all the patients at PCH. He admires Carl and has learned several things about the job by just observing him. Ben, feeling left out, has started to enlist other employees in the department to help influence Lisa for next month’s award.
When Lisa gives Andy his preferred shift, she is exhibiting _____ power.

A. reward
B. personal
C. coercive
D. referent
E. expert

_____ includes employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces.

A. Task performance
B. Citizenship behavior
C. Counterproductive behavior
D. Job orientation
E. Organizational commitment

The transactional theory of stress deals with:

A. motion-focused behavior coping.
B. primary and secondary appraisal of stress.
C. Type A behavior.
D. instrumental support.
E. presenteeism.

Abigail was abandoned as an infant and later went to school in a district with a great deal of gang activity where she seldom felt safe. Abigail is not likely to demonstrate ______ trust.

A. disposition-based
B. cognitive-based
C. affect-based
D. organizationally based
E. justice-based

_____ involves employee responses to job demands that are novel, unusual, or unpredictable.

A. Job dissonance
B. Adaptive task performance
C. Counterproductive behavior
D. Routine task performance
E. Citizenship behavior

When a job requires repeated and quick bends, stretches, twists, or reaches, the type of flexibility involved is called _____ flexibility.

A. sensory
B. dynamic
C. extent
D. control
E. circulatory

_____ is broadly defined as the degree to which employees have the ability and the willingness to accomplish their specific tasks.

A. Integration
B. Effectiveness
C. Efficiency
D. Readiness
E. Emergence

The physical layout of workspaces, dress codes, and the level of technology used are all examples of _____ that are represented by the organization’s culture.

A. basic underlying assumptions
B. espoused values
C. observable artifacts
D. mnemonics
E. subcultures

Which of the following is an informational justice rule?

A. Truthfulness
B. Consistency
C. Equity
D. Bias suppression
E. Propriety

Self-awareness is a(n) _____ ability.

A. cognitive
B. emotional
C. physical
D. sensory
E. intuitive

Jess, Frank, and Ted are coworkers at Crossroad Inc., all having worked at CI for five years now. The three were discussing their careers one day during lunch break when they heard that their coworker Mary just quit and went to work for a competitor. Frank remarks that it is not worthwhile for him to leave like Mary because he has put in the time and hard work for a promotion. If he left for another company, he would not likely get this opportunity again soon. Ted replies to Frank that for him, it’s the company’s relaxed atmosphere and his best friends at CI that keeps him working there. When they asked Jess about how he felt, Jess indicated that Mary had no bonds to CI. She was relatively new and had not invested any time at CI. “For me,” Jess says, “CI gave me an opportunity and invested so much in mentoring me, preparing me for the position, and showing me the ropes to success. There is no way that I can desert them by leaving for another company.”
Of the three employees, Ted is exhibiting:

A. continuance commitment.
B. affective commitment.
C. obligation-based commitment.
D. normative commitment.
E. skill-based commitment.

Which of the following statements differentiates between moral intensity and moral attentiveness?

A. Moral intensity is an exclusive function of employees, while moral attentiveness must be maintained by all employees.
B. Moral intensity reflects the degree to which one perceives oneself as being a moral person, while moral attentiveness reflects the organization’s perception of the moral behavior of its employees.
C. Moral intensity captures the degree to which an issue has ethical urgency, while moral attentiveness captures the degree to which people chronically perceive and consider issues of morality during their experiences.
D. Moral intensity is measured by its consequences and effect, while moral attentiveness is measured by the previous ethical actions and behaviors.
E. Moral intensity is constant across people of different nations, while moral attentiveness changes from one society to another.

Which of the following typifies the structure that organic organizations rely on?

A. High levels of formalization
B. A rigid and hierarchical chain of command
C. High degree of work specialization
D. Weak chains of command
E. Centralization of decision making

Which of the following types of strengths reflects the ability to exert force for a prolonged period of time without becoming overly fatigued?

A. Static strength
B. Dynamic strength
C. Sensory strength
D. Response strength
E. Explosive strength

In the Big Five taxonomy, the personality dimension _____ is more likely to be valuable in jobs that involve rapid changes in job demands.

A. neuroticism
B. extraversion
C. agreeableness
D. conscientiousness
E. openness to experience

Activities including participation in formal education programs, music lessons, sports-related training, hobby-related self-education, and volunteer work are examples of:

A. personal development.
B. professional development.
C. self-actualization.
D. management development.
E. change management.

_____ schedules are designed to reinforce behaviors at random points in time.

A. Fixed ratio
B. Variable interval
C. Continuous
D. Variable ratio
E. Fixed interval

Which of the following is not a desirable characteristic of a mission statement?

A. clarity
B. relevance
C. believability
D. urgency
E. universality

A group of friends decided to start their own venture capital firm with the resources and abilities they have. Jessie is really good at applying formulas to solve complex problems that involve numbers. Teddy excels at combining specific data into general conclusions. Ralph is able to study stock market data and predict how the market fluctuations will affect an industry. These employees believe that they can build a great future and they are working hard toward their goals.
From the information given, it can be concluded that Jessie has high ability in the area of _____.

A. response orientation
B. mathematical reasoning
C. problem sensitivity
D. inductive reasoning
E. number facility

Distinguish between the accommodating and compromising styles of conflict resolution.

Which of the following statements is true?

A. All teams go through the stages of team development.
B. Adjourning is most significant for teams that have not been together long.
C. For action teams with clear expectations, the developmental sequence is less applicable.
D. Punctuated equilibrium takes place during the adjourning stage.

Which of the following individual characteristics illustrated in the integrative model of OB reflect the various traits and tendencies that describe how people act, with commonly studied traits including extraversion, conscientiousness, and collectivism?

A. Trust, justice, and ethics
B. Personality and cultural values
C. Job performance and organizational commitment
D. Learning and decision making
E. Organizational structure and organizational culture

Natalie, Rose, and Charles are three dental hygienists who work for Dr. Doris at Healthy White. All three hygienists perform almost the same tasks every day. On average, they see 12 people every day for regular teeth cleaning, which involves cleaning, flossing, rinsing, and a normal checkup. Dr. Doris, on the other hand, has quite an unpredictable job. She has to respond to all types of dental emergencies, including situations involving surgery. All three hygienists always try to help each other out, have a very good attitude toward each other, and keep each other informed about matters that are relevant to them and to Dr. Doris. Natalie specifically takes on the role of attending all community-related voluntary meetings and functions where Healthy White may have a stake or is asked to be present. She makes sure that she is up to date with all dental regulations and business-related news that may have an impact on Healthy White. Rose and Charles, on the other hand, can be described as the unofficial publicists of Healthy White. They always represent the clinic in a very positive way away from work. Dr. Doris couldn’t be happier to have such wonderful people working with her.
The three hygienists interact with one another in a manner that reflects high levels of _____.

A. boosterism
B. interpersonal citizenship behavior
C. routine task performance
D. adaptive task performance
E. centralized behavior

_____ refer(s) to the nature of the obligations that a person has toward others.

A. Negative life events
B. Time pressure
C. Work complexity
D. Role conflict
E. Work responsibility

Ben, Tom, Ron, and Harry are managers working at Eva Pure, a bottled water manufacturing company. They each supervise groups of employees who are very different from each other. From a readiness point of view, it can be said that Ben’s group is able but unwilling, Tom’s unit is both able and willing, Ron’s is neither able nor willing, and Harry’s is not able but highly willing to take on the responsibilities.
Which of the following leadership behaviors should Tom adopt for his group?

A. Delegating
B. Telling
C. Selling
D. Participating
E. Negotiating

Which of these is a work hindrance stressor?

A. Time pressure
B. A positive life event
C. Role overload
D. A negative life event
E. Work complexity

In what way are management teams similar to work teams?

A. They require a lot of input from members with different types of training and expertise.
B. They participate in managerial-level tasks that affect the entire organization.
C. They require only part-time commitment from members.
D. They focus on the accomplishment of core operational-level production and service tasks.
E. They are designed to be relatively permanent.

During which stage of socialization do newcomers come to learn the content areas of socialization and internalize the norms and expected behaviors of the organization?

A. Encounter
B. Attrition
C. Anticipatory
D. Understanding and adaptation
E. Selection

______ examines cultural dimensions such as gender egalitarianism, performance orientation, and humane orientation.

A. Project GLOBE
B. Project HOFSTEDE
C. Myers-Briggs
D. CANOE
E. RIASEC

Which of the following methods suggests that people hold firmly to some belief because it is consistent with their own experience and observations?

A. Method of intuition
B. Method of authority
C. Method of science
D. Method of experience
E. Method of behavior

Which of the following is the final stage of the socialization process?

A. Encounter
B. Attrition
C. Anticipatory
D. Understanding and adaptation
E. Selection

In the time-driven model of leadership, which style is reserved for decisions that are insignificant or where employee commitment is unimportant or for when the leader’s expertise is high and the leader is trusted?

A. Consultative
B. Autocratic
C. Delegative
D. Facilitative
E. Supportive

_____ suggest that leaders are born, not made.

A. Leader-member exchange theories
B. Ohio State studies of leadership
C. Transformational theories of leadership
D. Contingent theory of leadership
E. Great person theories of leadership

According to the job characteristics theory, the degree to which carrying out the activities required by the job provides the worker with clear information about how well he or she is performing is known as:

A. feedback.
B. significance.
C. meaningfulness of work.
D. autonomy.
E. identity.