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Organizational Manag
| Question | Answer |
|---|---|
| Which of the following issues would be most central to the field of organizational behavior (OB)? | How to increase job satisfaction and performance among members of a team. |
| What is the best description of the context for organizational behavior today? | Work–life balance concerns are in. |
| The term workforce diversity typically refers to differences in race, age, gender, ethnicity, and among people at work | able-bodiedness. |
| Which statement about OB is most correct? | OB is focused on using social science knowledge for practical applications |
| In the open-systems view of organizations, such things as technology, information, and money are considered . | inputs |
| If the organization culture represents the character of an organization in terms of shared values, the represents the shared perceptions of members about day-to-day management practices. | organization climate |
| Which of the following is not a good match of organizational stakeholder and the interests they often hold important? | customers—high-quality products |
| Which word best describes an organizational culture that embraces multicultural-ism and in which workforce diversity is highly valued? | inclusion |
| The management function of is concerned with creating enthusiasm for hard work among organizational members. | leading |
| In the management process, is concerned with measuring perfor-mance results and taking action to improve future performance | Controlling |
| Among Mintzberg’s ten managerial roles, acting as a figurehead and liaison are examples of roles | interpersonal |
| When a manager moves upward in responsibility, Katz suggests skills decrease in importance and skills increase in importance. | technical, conceptual |
| A person with high emotional intelligence would be strong in , the ability to think before acting and to control disruptive impulses | self-regulation |
| When a person’s human skills are so good that he or she has relationships with other people who can be confidently asked for help and assistance at work, these skills have created social capital for the individual. | social capital |
| Class discussions, “debriefs,” and individual papers based on case studies, team projects, and in-class activities are all ways an instructor tries to engage students in which part of the experiential learning cycle? | reflection |
| What are the key characteristics of OB as a scientific discipline? | OB can be treated as an ongoing learning experience through scientific methods of testing and interpreting results through theory. |
| What does “valuing diversity” mean in the workplace? | The ability to respect other people’s culture and the way they view situations. |
| What does “self-regulation” mean in the context of emotional intelligence? | Being able to control emotions and feeling at the time when a situation can trigger strong emotional reactions. |
| When is a manager an effective leader? | When the manager can facilitate work and increase job satisfaction while following ethical practices. |
| Individual differences are important because they ____________. | help us more accurately predict how and why people act as they do |
| Self-awareness is ____________ awareness of others. | as important as |
| Self-efficacy is a form of ____________. | self-esteem |
| Personality encompasses ____________. | the overall combination of characteristics that capture the unique nature of a person |
| People who are high in internal locus of control ____________. | believe that they control their own fate or destiny |
| Proactive personality is ____________ in today’s work environments | becoming more important |
| People who would follow unethical orders without question would likely be high in ____________. | authoritarianism and dogmatism |
| Managers who are hard-driving, detail-oriented, have high performance standards, and thrive on routine could be characterized as ____________. | type A |
| Eustress is ____________ stress, while distress is ____________ stress | constructive, destructive |
| Coping involves both ____________ and ____________ elements. | problem-focused, emotion-focused |
| When it comes to values, ____________. | value congruence is what seems to be most important for satisfaction |
| Culture is ____________. | the learned, shared way of doing things in a particular society |
| The demographic makeup of the workforce ____________. | has experienced dramatic changes in recent decades |
| Companies that ____________ experience the greatest benefits of workforce diversity. | have learned to employ people because of their differences |
| The experience in which simply having various diversity groups makes that group category salient in people’s minds is an example of ____________. | social identity theory |
| Perception is the process by which people ____________ and interpret information. | retrieve |
| When an individual attends to only a small portion of the vast information available in the environment, this tendency in the perception process is called ____________. | selective screening |
| Self-serving bias is a form of attribution error that involves ____________. | blaming the environment for problems you caused |
| In fundamental attribution error, the influence of ____________ as causes of a problem are ___________. | personal factors, overestimated |
| If a new team leader changes tasks for persons on his or her work team mainly “because I would prefer to work the new way rather than the old,” she may be committing a perceptual error known as ____________. | projection |
| Use of special dress, manners, gestures, and vocabulary words when meeting a prospective employer in a job interview are all examples of how people use ____________. | impression management |
| The perceptual tendency known as a/an ____________ is associated with the “Pygmalion effect” and refers to finding or creating in a situation that which was originally expected | self-fulfilling prophecy |
| If a manager allows one characteristic of a person, say a pleasant personality, to bias performance ratings of that individual overall, the manager is falling prey to a perceptual distortion known as ____________. | halo effect |
| The underlying premise of reinforcement theory is that ____________. | behavior is a function of environment |
| The law of ____________ states that behavior followed by a positive consequence is likely to be repeated, whereas behavior followed by an undesirable consequence is not likely to be repeated | Reinforcement |
| ____________ is a positive reinforcement strategy that rewards successive approximations to a desirable behavior. | Shaping |
| B. F.Skinner would argue that “getting a paycheck on Friday” reinforces a person for coming to work on Friday but would not reinforce the person for doing an extraordinary job on tuesday. This is because the Friday paycheck fails the law of reinforcement. | immediate |
| The purpose of negative reinforcement as an operant conditioning technique is to | encourage desirable behavior |
| Punishment _ | may be offset by positive reinforcement from another source |
| A defining characteristic of social learning theory is that it ____________. | recognizes the existence of vicarious learning |
| A/an ____________ is a rather intense but short-lived feeling about a person or a situation, whereas a/an ____________ is a more generalized positive or negative state of mind. | emotion, mood |
| When someone is feeling anger about something a co-worker did, she is experiencing a/an ____________, but when just having a bad day overall she is experiencing a/an ____________. | emotion, mood |
| Emotions and moods as personal affects are known to influence ___________ | attitudes |
| If a person shows empathy and understanding of the emotions of others and uses this to better relate to them, she is displaying the emotional intelligence competency of ____________. | social awareness |
| The ____________ component of an attitude indicates a person’s belief about something, whereas the ____________ component indicates positive or negative feeling about it. | cognitive, effective |
| ____________ describes the discomfort someone feels when his or her behavior is inconsistent with an expressed attitude. | Cognitive dissonance |
| Effective events theory shows how one’s emotional reactions to work events, environment, and personal predispositions can influence ____________. | job satisfaction and performance |
| The tendency of people at work to display feelings consistent with the moods of their co-workers and bosses is known as ____________. | mood contagion |
| When an airline flight attendant displays organizationally desired emotions when interacting with passengers, this is an example of ____________. | emotional labor |
| A person who always volunteers for extra work or helps someone else with their work is said to be high in ____________. | organizational commitment |
| The main difference between job involvement and ____________ is that the former shows a positive attitude toward the job and the latter shows a positive attitude toward the organization. | organizational commitment |
| Job satisfaction is known to be a good predictor of ____________. | Absenteeism |
| The best conclusion about job satisfaction in today’s workforce is probably that ____________. | trends show declining job |
| Which statement about the job satisfaction–job performance relationship is most consistent with research? | A well-rewarded productive worker will be happy. |
| What does “performance contingent” mean when rewards are discussed as possible influences on satisfaction and performance? | Rewards are in proportion to performance |
Created by:
zuzelbarrera