The ideas that form during the illumination stage of creativity need to be verified
through logical evaluation and experimentation.
Role perceptions are important because they represent how good an employee feels
about their job and increase motivation.
One of the reasons people use satisficing rather than maximization when making
decisions is that they lack the capacity and motivation to process the huge volume of
information required to identify the best choice.
Comforting and conflict resolution mainly assist team maintenance.
People who define themselves by their work have high complexity, which explains their
tendency to have lower absenteeism and turnover.
A communication channel with high media richness should be used in routine situations
where the sender and receiver have common understanding and expectations.
Organizational socialization is the process by which individuals create social norms to
interact within the organization.
Balanced scorecard goals are rarely weighted, but are scored to create a composite
measure of goal achievement across the organization each year.
In persuasive communication, the inoculation effect involves warning listeners that
others will try to influence them in the future and that they should be aware of the
opponent’s arguments.
Active listeners constantly cycle through the three components of listening during a
conversation and engage in various activities to improve these processes.
Values are conscious perceptions, while assumptions are nonconscious.
The nominal group technique tends to produce more and better ideas than do traditional
interacting groups.
According to the force field analysis model, stability occurs when the driving forces
and restraining forces are of approximately equal strength in opposite directions.
Participative leadership behaviors encourage and facilitate subordinate involvement in
decisions beyond their normal work activities.
Maslow’s needs hierarchy theory incorporates only five basic categories.
Forming a coalition:
A. is part of a typical manager’s job description.
B. takes advantage of situations where who you know is more important than what you
know.
C. causes the decision to become more complex and ambiguous.
D. increases the legitimacy of its desired outcome.
E. more effectively communicates weaknesses with opposing positions.
Which of the following refers to the natural talents that help employees learn specific
tasks more quickly and perform them better?
A. Persistence levels
B. Direction
C. Intensity
D. Aptitude
E. Commitment
Which of these is also referred to as participative management?
A. Employee involvement
B. Escalation of commitment
C. Creativity
D. Implicit favorite
E. Divergent thinking
Mental models are _____ that guide perceptions and behavior.
A. stereotypes
B. forms of punishment
C. self-fulfilling prophecies
D. knowledge structures
E. action learning practices
Which of the following differences is similar to the difference between emotions and
attitudes?
A. Eating something versus drinking something.
B. Experiencing something versus judging something.
C. Perceiving something versus behaving toward something.
D. Knowing about something versus doing something.
E. Espoused values versus enacted values.
In organizational settings, empathy:
A. has both a cognitive and emotional component.
B. decreases sensitivity to the external causes of an individual’s own behavior and
results.
C. increases the likelihood of the fundamental attribution error.
D. indicates any implicit biases you might have toward others.
E. is similar to apathy.
Which of the following is typically most important among people working in hospital
surgical operations?
A. Organizational goals
B. Integrator roles
C. Job descriptions
D. Extensive training
E. Company rules
The pre-employment stage of organizational socialization would be more effective if:
A. employers avoided forming a psychological contract.
B. employers and job applicants gave and received accurate information about each
other.
C. employers and applicants experienced reality shock when meeting each other for the
first time.
D. job applicants distorted their resume in order to get the job offered.
E. the applicants kept a clean slate and avoided searching for information on the
company and forming expectations.
Social networks exist everywhere because people:
A. have a drive to bond.
B. are insecure.
C. are all extroverted.
D. have a need to defend their territory.
E. need to be visible.
A parallel learning structure:
A. is a feature of all organizational change interventions.
B. includes highly participative teams constructed alongside the formal organizational
hierarchy.
C. exists in organizations where employees are located in two or more buildings.
D. is mostly comprised of senior management and some professional staff members.
E. includes a specialized team of experts who possess the necessary skills to monitor
the change process.
NewTel, Inc.NewTel is a telephone company with a policy of filling positions internally
through promotions, rather than hiring from outside. Until recently, the company had a
strong engineering focus and tended to promote people into senior executive positions
from the engineering areas. Consequently, almost all of the company’s 14 senior
executives joined the company over 20 years ago in junior engineering positions. There
is increasing pressure on NewTel to become more marketing and service-oriented. As a
result, four people were hired last year from consumer products and retail firms to fill
new senior executive positions in marketing and service management. The external
hires were necessary because current employees were not sufficiently qualified. Now
there are signs of tension among senior executives, particularly during budget
deliberations where there is limited discretionary spending on new corporate activities.
The four new hires have been frustrated in their attempts to have the company put more
money into marketing and customer services instead of technology investment and
blame the senior executives for being hard-headed. The conflict episodes are viewed by
both sides as personal attacks rather than attempts to resolve the problem.The marketing
executives and the other executives operate independently. However, they share the
resources and money in the organization. This kind of interdependence is referred to as:
A. total interdependence.
B. sequential interdependence.
C. orderly interdependence.
D. pooled interdependence.
E. reciprocal interdependence.
Schwartz’s model organizes values into:
A. six dimensions.
B. a hierarchy.
C. three statistical formulas.
D. ten broader domains.
E. a time line.
One problem of the learning strategy has in minimizing resistance to change is that it:
A. tends to change people too quickly.
B. leads to long-term antagonism with the change agent.
C. creates compliance but not commitment to the change process.
D. is a time-consuming process.
E. attempts to change the drives instead of reducing the restraining forces.
Which of the following communication channels has the highest media richness?
A. Newsletter
B. Email
C. Telephone call
D. Video conference
E. Instant messaging
Which form of departmentalization tends to have a very flat hierarchy, little
formalization and organizes employees around work processes?
A. Geographical structure
B. Functional structure
C. Team-based structure
D. Matrix structure
E. Network structure