Problems such as lack of trust or lack of sharing information among team members in a
competitive group can be swiftly changed by rewarding collective performance over
individual performance.
Collectivists are more interested in demonstrations of concern and working through
third parties to resolve disputes, whereas individualists are more likely to confront
differences of opinion directly and openly.
As compared to observer-ratings surveys, self-reporting surveys are a better predictor of
success on the job.
Teams and traditional departments have the same level of flexibility and responsiveness
to external changes.
People’s behavior is based on their perception of what reality is, not on reality itself.
Under Theory Y, managers believe that employees inherently dislike work and must
therefore be directed or even coerced into performing it.
No individual can completely avoid dissonance.
A bureaucracy is characterized by decentralized authority and wider spans of control.
Facebook is a hybrid social networking service that allows users to post microblog
entries or tweets to their subscribers about any topic, including work.
Rumors are characterized by clarity and verifiability.
Jeff has a reputation for shouting angrily while negotiating. In contrast, Anita is known
for her soft-spoken agreeable approach to negotiations. Jeff is more likely to get the
concessions he wants than Anita.
According to Mintzberg’s classification of managerial roles, which of the following is a
kind of interpersonal role?
A) monitor
B) disseminator
C) spokesperson
D) entrepreneur
E) liaison
________ bargaining is negotiation that seeks to divide a fixed amount of goods or
services.
A) Distributive
B) Integrative
C) Reflective
D) Affective
E) Conjunctive
The business head at Solaris Services was alarmed by the finding of a recent survey
conducted in-house which revealed that most employees were dissatisfied with their
work. He holds a meeting with various department heads to identify ways to stem the
brewing discontent. One manager suggests providing employees with greater training
opportunities. What assumption is the manager making?
A) Employees feel that their efforts are not being adequately recognized by the
management.
B) Employees are highly skilled and value economic rewards over and above
opportunities for growth.
C) Employees are stifled by the degree of centralized control and bureaucracy within
the organization.
D) Employees feel that their employer does not value them enough to make investments
in them.
E) Employees feel excluded from organizational issues that have an influence on them.
Which of the following is the distinct characteristic of participative management
programs?
A) joint decision making
B) representative participation
C) performance norms
D) establishment of work councils
E) autocratic decision making
________ refers to bottom-line conclusions individuals have about their capabilities,
competence, and worth as a person.
A) Core self-evaluation
B) Authoritarianism
C) Self-monitoring
D) Machiavellianism
E) Agreeableness
Erin Corbett works at a software company and is in charge of the help desk. A short
while ago, she received a call from a discontented customer about a problem he is
facing due to the company’s software. Though she tried to help the customer with the
software, he refused to listen to her. He continued yelling at her and finally banged the
phone down. Corbett feels exasperated after hanging up the phone and goes for a cup of
coffee to calm herself down. What makes Corbett’s anger an emotion, rather than a
mood?
A) The cause of her behavior is unclear.
B) The feeling of being angry is prolonged.
C) The anger has a contextual stimulus.
D) The response is void of action.
E) The response is cognitive in nature.
Which tactic for overcoming resistance to change basically assumes that the source of
resistance lies in misinformation?
A) implementing changes fairly
B) participation
C) education and communication
D) coercion
E) cooptation and manipulation
A(n) ________ model is generally synonymous with the bureaucracy in that it has
highly standardized processes for work, high formalization, and more managerial
hierarchy.
A) mechanistic
B) organic
C) network
D) boundaryless
E) pyramidal
Culture is most likely to be a liability when ________.
A) the employees of the organization are highly skilled
B) the organization’s environment is dynamic
C) the organization’s management is highly efficient
D) the organization is highly centralized
E) the organization scores low on the degree of formalization
Janice and Shane are both senior software analysts. They have worked together on
projects for six years and get along very well. Janice is anticipating the arrival of her
first child and will not be able to work on a full-time basis in the future. Shane is
contemplating opening his own business as a home media installation consultant and
does not want to continue to work full time. They both need some income. Which of the
following alternative job structures would be best for Janice and Shane?
A) job enlargement
B) telecommuting
C) job rotation
D) job sharing
E) job enrichment
In which of the following variable-pay programs is the pay level based on how many
skills employees have or how many jobs they can do?
A) bonuses
B) piece-rate pay
C) skill-based pay
D) gainsharing
E) merit-based pay
Jordan is a sales officer who has been underperforming over the last three months. At
the last monthly operations cycle meeting, he was given a warning. As the time for the
next meeting draws close, Jordan fears his boss reprimanding him. Two days before the
meeting, Jordan informs his manager that he has confirmed six deals in the last few
days, one of which involves multiple orders for their machines. He, however, skips the
detail that these are the only six orders he has been able to obtain in the whole month.
Which one of the barriers to effective communication is depicted here?
A) silence
B) language
C) information overload
D) grapevine
E) filtering
Which of the following statements is true regarding goal-setting theory?
A) Goal commitment is more likely when individuals have an external locus of control.
B) Externally generated feedback is more powerful than self-generated feedback.
C) Generalized goals produce a higher level of output than specific goals.
D) People do better when they get feedback on how well they are progressing toward
their goals.
E) Assigned goals generate greater goal commitment in low rather than high
power-distance cultures.
Describe and discuss three substantive selection devices used to assess job candidates
once they have passed an initial screening.
Describe the five common ways of departmentalization. Give an example of each.
Describe the personality traits of people who fit into each of the following
Myers-Briggs Type Indicator categories: INTJ, ESTJ, and ENTP.
Compare and contrast the job characteristics model and mutual assistance programs in
terms of how they lend meaning to an employee’s role.
Explain the hindsight bias.
When does an individual’s religious belief become an employment issue? Give
examples of such instances.