Unlock document.
This document is partially blurred.
Unlock all pages and 1 million more documents.
Get Access
Organizational rewards are powerful systems that refreeze behaviors.
All organizations have a collective sense of purpose, whether it's producing oil or
creating the fastest Internet search engine.
Email is an ideal medium for ambiguous, complex, and novel situations.
Personality is completely determined by heredity.
High task control increases employee exposure to the risk of burnout.
People rely on mental models to make sense of their environment through perceptual
grouping.
What is the relationship between emotional intelligence and relationship conflicts?
A. Emotional intelligence is unrelated to relationship conflicts.
B. Emotional intelligence tends to increase the likelihood of relationship conflicts.
C. Relationship conflict is less likely to occur if emotional intelligence is high.
D. With emotional intelligence, conflicts tend to stay relationship-based.
E. With emotional intelligence, the conversion of relationship conflicts to constructive
conflicts is slow.
Which of the following decision-making activities tends to make the most use of tacit
knowledge?
A. Intuition
B. Decision support systems
C. Escalation of commitment
D. Data mining
E. Intelligent systems
The problem with membership and seniority-based rewards is that they:
A. discourage people from remaining with the organization.
B. are difficult to use in organizational settings.
C. do not directly motivate job performance.
D. increase turnover.
E. discourage people from remaining with the organization and they do not directly
motivate job performance.
Referent power is typically associated with:
A. reward systems.
B. power distance.
C. uncertainty avoidance.
D. peer pressure.
E. charisma.
Which of the following is an advantage of having moderate levels of organizational
conflicts?
A. It helps reduce organizational politics.
B. It boosts employee motivation.
C. It promotes organizational cohesion.
D. It energizes people to evaluate alternatives.
E. It reduces distorted perceptions and stereotypes.
Creating urgency for change is most closely associated with:
A. the delivering stage of appreciative inquiry.
B. the final stage of a search conference.
C. reducing the restraining forces.
D. the process of increasing the driving forces.
E. refreezing the desired conditions.
Which of these forces are commonly called resistance to change?
A. Process forces
B. Driving forces
C. Parallel learning structures
D. Restraining forces
E. Unfreezing forces
In organizational settings, power is defined as:
A. the practice of trying to influence another person.
B. the capacity to influence others.
C. the act of changing another person's attitudes and behaviors.
D. the extent to which one person is required to follow another person's commands even
though he or she does not want to follow the commands.
E. the ability of a person who is dependent on another person to dominate another
person who is not at all dependent on the first person.
Identify the term that represents your motivation to engage in a particular behavior
regarding the attitude object.
A. Feelings
B. Senses
C. Beliefs
D. Behaviors
E. Intentions
The positive principle, the constructionist principle, and the simultaneity principle are
principles of:
A. parallel learning structures.
B. appreciative inquiry.
C. action research.
D. process consultation.
E. large group interventions.
