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Joe wants to work for a company that requires him to have a broad knowledge of many
different jobs, where he can be trusted to exercise self-control, and encouraged to
participate in decision-making. Joe needs to look for an organization with an organic
design.
The most desirable pattern of managerial skills is known as team management, where
the leader scores high on both concern for people and concern for production.
A new employee observes the manager praising an associate for successfully
negotiating a new business deal. The associate is given a significant bonus. This is an
example of modeling.
First-order change often is quite jarring and highly traumatic to the employees who
must accept such changes.
Managers appoint gatekeepers to control the flow of information to potentially
overloaded individuals, groups, or organizations.
There is very little an organization can do to promote creativity. It is an innate skill.
Either a person is by nature creative or he or she is not.
People can be trained in emotion control, but not in motivation control.
Industrial psychologists have found a consistent positive relationship between job
satisfaction and employee performance.
In developing his organizational theory, Henri Fayol stated that there should be a clear
line of command connecting top management to the lowest-level employees.
Information that travels along the organizational grapevine tends to travel faster than
official information because it is generally transmitted orally and crosses organizational
boundaries.
The contingency approach to organizational design is based on the idea that an
organizationʹs best design depends on the type of leaders the organization has.
The college dean prefers to make all important decisions regarding hiring, teaching
schedules, and tenure and promotions. This is an example of empowered decision
making.
We are inclined to trust people whose abilities and integrity we recognize; it doesnʹt
matter how considerate they are.
A major difference between calculus-based and identification-based trust is that
identification-based trust is based on deference.
In a traditional organization, a wide span of control was preferred, because it permitted
management to exercise greater control over the employees.
A large organization can be considered decentralized if it has operations in many U.S.
and foreign locations.
An organizationʹs culture is a representation of the type of people who work there and
who give the organization its identity and purpose.
Jane is interviewing several candidates for a position she supervises. She is engaged in
social perception.
Emotions always have an object. For example, you are angry at your supervisor for not
thanking you for volunteering to work late.
Companies can improve job satisfaction by providing opportunities for employees to
participate in decision-making.
Role ambiguity is a common stressor for single mothers trying to juggle the demands of
both work and family.
Information anxiety refers to pressure to store and process great amounts of information
in our heads and to keep up constantly with gathering it.
Arthur loved teaching and looked forward to interacting with students in the classroom.
However, he quit his job at the junior college because he disagreed with their
affirmative action policy. This indicated that, although he had high job satisfaction, he
lacked organizational commitment.
Being treated in a pleasant, respectful, and dignified manner is called ʺcivility.ʺ
An employer responded to attendance and punctuality problems by assigning on-site
parking spaces to employees with perfect attendance records the previous month.
Employees who had been absent or tardy were required to park in a public lot. This is
an application of OB Mod.
Research on teams indicates that teams always make both individuals and organizations
more effective.
A tire company no longer manufactures any tires itself. The companyʹs core business is
marketing tires that have been manufactured by contractors in third-world countries.
Consumers associate their brand name with quality. This is an example of a modular
organization.
In semiautonomous work groups, members take on duties, such as making work
assignments, once performed by their supervisors.
Escalation of commitment occurs when an individual or group continues to invest
money in an unsuccessful project, believing that the original investment decision was
valid, and are unwilling to admit defeat.
Job enrichment is a job redesign technique that gives workers more tasks to perform
without increasing their levels of responsibility.
Virtual organizations are composed of a continually evolving network of companies
that are linked together to share skills, costs, and access to markets. Each participating
company contributes only its core competencies.
Strategic planning is needed when
A) the current equilibrium needs to be retained.
B) the business is outperforming all expectations.
C) there is a change in organizational leadership.
D) current objectives no longer can be met.
The trustees of a small New England college, which had traditionally recruited its
students from the local community, decided to diversify their student body by recruiting
both nationally and internationally. What is the likely effect of this change on the
collegeʹs culture?
A) The students and faculty will embrace the change.
B) The students will become even more closely knit.
C) The collegeʹs culture can be expected to change significantly.
D) There will be a loss of cultural symbols and jargon.
The great person theory assumes that great leaders
A) can be trained to command and influence others.
B) must have a disposition that is compatible with their followers.
C) possess key traits that set them apart from others.
D) are successful if their personality matches the situational requirements.
Which of the following statements are accurate regarding employee handbooks?
A) They are formal documents describing basic information about the organization.
B) They are used primarily for orienting new employees.
C) Statements in employee handbooks are not legally binding.
D) Handbooks are not widely used today, having been replaced by the intranet.
The process of judging the extent to which an environmental event is a potential source
of stress is
A) psychological maturing.
B) cognitive appraisal.
C) a flight response.
D) environmental analysis.
When employees who work together have some, but not complete, freedom to make
decisions on their own
behalf, they are classified as
A) work groups.
B) self-managed work teams.
C) self-directed teams.
D) semi-autonomous work groups.
The manager of a real estate office reorganized the sales people to permit them to
concentrate on single-family homes, apartment buildings, land, or commercial property.
Separating responsibilities in this way is referred to as
A) a departmental design.
B) division of labor.
C) standardization.
D) a functional structure.
The job characteristics model defines ________ as the degree to which a job requires
doing
a whole task from beginning to end and ________ as the amount of impact a job is
believed to have on others.
A) task identity; task significance
B) skill variety; knowledge of results
C) autonomy; meaningfulness
D) responsibility; feedback
________ are defined as generally agreed upon informal rules that guide group
membersʹ behavior.
A) Expectations
B) Norms
C) Regulations
D) Roles
E-mail messaging, Web conferencing, and text messaging are all examples of ________
communication.
A) informal
B) two-way
C) computer-mediated
D) non-verbal
Proscriptive norms dictate behaviors that should be
A) avoided.
B) reserved for special occasions.
C) performed.
D) limited to new members.
A manager who prefers to recruit at large public colleges believing that their graduates
are hard working and
well-rounded, is acting upon
A) attribution theory.
B) stereotypes.
C) the halo effect.
D) prejudice.
In organizations, the flow of formal communication is proscribed by
A) the urgency of the information.
B) the strategic plan.
C) tradition.
D) the organizational chart.
In Expectancy Theory, ________ is the perceived link between performance and a
specific outcome.
A) expectancy
B) valence
C) instrumentality
D) equity
Companies with ________ practices tend to create employees with ________
commitment, which results in
________ financial performance.
A) performance-oriented; high affective; improved
B) performance-oriented; high continuance; improved
C) maintenance-oriented; high continuance; improved
D) maintenance-oriented; high affective; unchanged
Job ________ gives an employee more tasks to perform at the same level and job
________ increases the
employeeʹs level of responsibility.
A) scope; enlargement
B) enrichment; redesign
C) enlargement; enrichment
D) redesign; scope
Which personality variable is most closely related to creativity?
A) Extraversion
B) Introversion
C) Neuroticism
D) Openness to experience
OB specialists derive knowledge from a wide variety of social science disciplines.
________ is useful for
studying negotiation and decision making.
A) Psychology
B) Political science
C) Economics
D) Sociology
________ assumes that behavior that results in pleasurable consequences is more likely
to be repeated in the
future.
A) The law of effect
B) Positive reinforcement
C) Observational learning
D) The classical conditioning theory
As a whole, men tend to favor a(n) ________ orientation, while women tend to favor
a(n) ________ orientation.
A) realistic; equalizing
B) analytical; emotional
C) individualistic; teamwork
D) competitive; cooperative
Although different companies have different organizational cultures, in all companies
organizational culture
serves each of the following vital functions, except
A) it illustrates tangible outcomes for people who comply.
B) it clarifies and reinforces standards of behavior.
C) it provides a sense of identity for members.
D) it generates commitment to the organizationʹs mission.
To ensure group effectiveness, according to the LPC theory, a leaderʹs ________ must
be matched to the
A) needs; needs of the followers.
B) competency; groupʹs task.
C) personality; groupʹs culture.
D) traits; various features of the situation.
A small high-tech startup company, where management is highly informal and
employees govern themselves,
would be classified as having a ________ culture.
A) adhocracy
B) innovative
C) discretionary
D) clan
For which of the following countries are the cultural values very different from most
OD values?
A) Peru
B) Ireland
C) Norway
D) USA
In the communication process, what is meant by decoding?
A) Converting a message back into the senderʹs original ideas
B) Clarifying a message that has been received from another
C) Translating an idea into a form that can be recognized by a receiver
D) Selecting from many possible channels which one would be more effective
The managerial grid identifies high scores on both dimensions, the 9,9 pattern, as
A) ʺcountry clubʺ management.
B) team management.
C) ʺorganizational manʺ management.
D) impoverished management.
________ is defined as the pattern of emotional and physiological reactions occurring
in response to demands
from within or outside organizations.
A) Stress
B) Burnout
C) Strain
D) Depression
Which of the following is true about an organization with a strong culture?
A) Very little time is spent communicating the organizationʹs values and beliefs.
B) Prospective employees are closely screened for fit with values.
C) There are many subcultures within the organization.
D) There is no need for a written creed or statement of values.
For Gnik Pharmaceuticals to be successful in the competitive drug-development
industry, it must continue to boost the creativity of its scientists. Which of the following
activities is most likely to encourage research creativity?
A) Restricting each scientist to a specific task to encourage heightened concentration
B) Enhancing the degree to which tasks are intrinsically interesting
C) Closely monitoring each scientistʹs progress
D) Assigning challenging creative goals for each scientist
The ________ suggests that motivation is based on the connection between the qualities
of individuals and the
requirements of their jobs.
A) motivational skills approach
B) motivational fit approach
C) trait approach
D) trait fit approach
The specific skills and abilities that an employee possesses which are necessary to
perform certain tasks are
called
A) intrinsic qualifications.
B) productivity skills.
C) personal aptitude.
D) domain-relevant skills.
A major reason that teams fail is
A) management does not support them.
B) conflicting personalities of team members.
C) groupthink.
D) differences in background among team members.
Amandaʹs team leader determined that she had the necessary skills to be creative.
However, this alone was not sufficient for her to succeed in a creative environment. She
also needed intrinsic task motivation, which refers to
A) Amanda being able to cooperate with others and sharing the credit for outcomes.
B) responding to failure with increased commitment.
C) working because she found it to be interesting, engaging, or positively challenging.
D) being able to think outside-the-box.
What is the role of stories and legends in an organizationʹs culture?
A) They are the special language that defines the culture.
B) They illustrate key aspects of the organizationʹs culture.
C) They reinforce the organizationʹs hierarchical structure.
D) They invoke a longing for the ʺgood old days.ʺ
The human relations movement founded by Elton Mayo
A) illustrated the importance of stable families in an industrial society.
B) recognized the primary economic orientation of workers.
C) found a consistent relationship between job satisfaction and productivity.
D) focused on the noneconomic, social factors operating in the workplace.
