Continuance commitment motivates employees to increase their work effort beyond
expectations.
Job satisfaction represents a person’s evaluation of his or her job and work context.
Learning is the highest priority and first strategy required for any organizational
change.
Emotional dissonance is most common where emotional display rules are highly
regulated and employees must display emotions quite different from their true
emotions.
An employee’s ability to influence others increases as the source of his or her power
becomes more substitutable.
People with a high power distance tend to have a high respect and priority for money.
The organizational grapevine distorts information by deleting fine details and
exaggerating key points of stories.
Managerial leadership entails the daily activities that support and guide the performance
and well-being of individual employees and the work unit to support current objectives
and performance.
Transformational and managerial leadership are opposite leadership perspectives.
Resistance detracts from employees’ sense of procedural justice.
According to the competency perspective of leadership, self-concept, integrity,
knowledge of the business, and emotional intelligence are important leadership
competencies.
Communication flows in all directions with little concern for the formal hierarchy in
a(n) _____ structure, but this structure is costly to maintain due to the need for ongoing
interpersonal skill training.
A. mechanistic
B. centralized
C. team-based
D. functional
E. divisional
Active listeners can improve their responding by:
A. Keeping their feedback to themselves
B. Not making eye contact
C. Keeping silent
D. Rephrasing speaker’s ideas at appropriate breaks
E. Asking irrelevant questions
Organizational size, technology, and environment are:
A. the three dimensions of span of control.
B. three of the four ways to avoid using coordinating mechanisms.
C. three conditions that do not influence a simple structure.
D. the three factors that distinguish a virtual corporation from a network structure.
E. three of the four contingencies of organizational design.
Which of the following dimensions is possessed by employees, when they feel
empowered, care about their work, and believe that what they do is important?
A. Meaning
B. Self-determination
C. Competence
D. Impact
E. Freedom
Intuition relies on programmed decision routines that speed up our response to pattern
matches or mismatches. These programmed decision routines are referred to as:
A. action scripts.
B. illuminations.
C. rational formulae.
D. solution-focused problems.
E. implicit favorites.
When people experience procedural injustice, they tend to:
A. focus on organizational citizenship acts.
B. engage in counterproductive work behaviors.
C. be more likely to comply with higher authorities in the future.
D. change the selection process of comparison others.
E. engage in comparative injustice towards others.
Which of the following forms of departmentalization organizes employees around
specific skills or other resources?
A. Divisional structure
B. Functional structure
C. Simple structure
D. Matrix structure
E. Network structure
Which reward system tends to discourage poor performers from voluntarily leaving the
organization?
A. Performance-based pay
B. Skill-based pay
C. Piece-rate rewards
D. Competency-based pay
E. Membership and seniority-based pay
Scenario: International Manufacturing & TradingInternational Manufacturing &
Trading (IMT) is a medium-sized U.S. company rapidly expanding in the Asian and Far
East markets. The company has decided to open a manufacturing plant in Japan,
Taiwan, and Malaysia. IMT will send key top managers from the U.S. office and will
hire the lower-level managers and employees from the local markets. IMT managers
realize that there will be some cultural differences but are unsure of what and how
much.U.S. managers tend to be:
A. more individualistic.
B. high in nurturing.
C. more collectivist.
D. low in achievement orientation.
E. high in uncertainty avoidance.
In team dynamics, process losses are best described as:
A. productivity losses that occur when individual members need to learn a new task.
B. information lost due to imperfect communication among team members.
C. resources expended towards team development and maintenance.
D. knowledge lost when a team member leaves the organization.
E. knowledge lost when tacit knowledge is converted to structural knowledge.
A supervisor receives regular information about a sales employee’s performance (e.g.
sales volume, incomplete paperwork, etc.) and must complete a performance appraisal
of the person’s work. The supervisor has a complete description of the employee’s job
but has never worked in the field as a sales representative. Moreover, the supervisor is
relatively new to this job and therefore has little experience observing or appraising the
performance of salespeople. What attribution error is likely to occur under these
conditions and what effect would it have on the performance appraisal results?
Briefly describe the strategies of expert power that cope with uncertainty in
organizations.
Describe (and/or draw) and explain Schwartz’s Values Circumplex model.
Many organizations are placing increasing importance on values in the workplace.
Explain the differences between values, ethics, and corporate social responsibility.
Briefly describe the various stages in team development.
List and explain the main categories of leadership competencies.
Describe the distinctive features of a typical self-directed team.
Your organization wants to improve employee motivation. Employees already have
strong P-to-O expectancies and the outcome valences are quite favorable for strong
performance, but they seem to have a low E-to-P expectancy. Identify any three
strategies that would potentially increase employee motivation by improving the E-to-P
expectancy.
Emotional contagion receives relatively little attention in organizational behavior
literature (as it is mostly studied by psychologists), yet it is an important part of social
interaction in the workplace. Define emotional contagion and identify two benefits of
this phenomenon.