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Question 1

Explain perception:
Situation, target, and perceiver
Problem, criteria, and alternatives
Heredity, environment

Answer 1

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Question 2

Explain the value types:

Terminal values

Transitory values

Determinate values

Instrumental values

Answer 2

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Terminal values

Transitory values

Determinate values

Instrumental values - broadminded, courageous, and forgiving

Question 3

Explain the motivation/reward types:

Intrinsic reward

Extrinsic reward

Affiliation reward

Compensatory reward

Answer 3

Intrinsic reward - enjoys having a large span of responsibility and is motivated to do well because of personal feelings.

Extrinsic reward

Affiliation reward

Compensatory reward

Question 4

McGregor’s Theory X and Theory Y

McClelland’s Theory of Needs

Maslow’s Hierarchy of Needs Theory

Two-Factor Theory

Answer 4

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Question 5

Maslow’s Hierarchy of Needs Theory

Answer 5

theory of motivation focuses on 5 levels of needs, and further separates those needs by lower-order needs and higher-order needs

Question 6

Equity theory

Inequity theory

Perception theory

Perceptual fairness theory

Answer 6

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Question 7

Challenge and direction

Feedback and reflection

Specificity and feedback

Challenge and power

Answer 7

.

Question 8

Define:

Group role

Group norm

Group status

Group conformity

Answer 8

Group role - a set of expected behavior patterns attributed to a person occupying a given position in a social unit.

Group norm

Group status

Group conformity

Question 9

Define these group types:

Unified group

Formal group

Informal group

Designated group

Answer 9

Unified group

Formal group - defined by the organization’s structure.

Informal group

Designated group

Question 10

Define conflict resolution types and their most appropriate scenarios:

Problem solving

Authoritative command

Altering the human variable

Altering the structural variables

Answer 10

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Question 11

Define:
Social loafing

Independent effort

Selective perception

Employee disengagement

Answer 11

Social loafing - the tendency for individuals to expend less effort when working collectively than when working individually.

Independent effort

Selective perception

Employee disengagement

Question 12

What results in each of the following:

Power of groupthink

Increased diversity of views

Conformity pressures in groups

Reduced time for making decisions

Answer 12

Power of groupthink

Increased diversity of views - group decision making

Conformity pressures in groups

Reduced time for making decisions

Question 13

Define these team types:

Virtual team

Diverse team

Divergent team

Cross-functional team

Problem-solving team

Quality teams

Self-managed teams

Answer 13

Virtual team

Diverse team

Divergent team

Cross-functional team - formed when employees from about the same hierarchical level but from different work areas come together to accomplish a task.

Problem-solving teams - Problem-solving team members come from the same work unit.

Quality teams

Self-managed teams

Question 14

What are primary factors that differentiate virtual teams from face-to-face teams

Answer 14

Overcome time and space constraints and create limited social context

Question 15

Define personality types:
A
B
C
D

Answer 15

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Question 16

Characteristics of effective teams?

Answer 16

A manageable level of conflict, members who are conscientious, and effective leadership.

Question 17

Define:

Path-goal theory

Leader-participation model

Situational leadership theory

Leader-member exchange theory

Answer 17

Path-goal theory

Leader-participation model

Situational leadership theory

Leader-member exchange theory - contingency theory of leadership proposes that early in the interaction between a leader and a given follower the leader implicitly categorizes the follower as an “in” or an “out”.

Question 18

transformational vs charismatic leader differences?

Answer 18

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Question 19

define the following conflict resolution tendencies:

Roughing

compromise

Authoritative command

Expansion of resources

confrontation

Superordinate goals

altering the structural variables

Answer 19

Roughing

compromise

Authoritative command

Expansion of resources

confrontation

Superordinate goals

altering the structural variables

Question 20

Recognize how workplace politics influence behavior within an organization.
What causes each of the following behavior responses:

defensive behaviors

proactive behaviors

high performance pressures

organizational investment

Answer 20

defensive behaviors - employees often respond when feeling threatened by organizational politics

proactive behaviors

high performance pressures

organizational investment

Question 21

Which tools can do the following and how can it affect motivation:

To provide feedback and determine reward allocations

To determine who is best tuned to organizational politics

To serve as a screening device for selecting new employees

To measure the physiological symptoms of organizational dysfunctionality

Answer 21

To provide feedback and determine reward allocations - employee performance evaluations, Employees must have confidence that the effort they exert will lead to a favorable performance evaluation.

To determine who is best tuned to organizational politics

To serve as a screening device for selecting new employees

To measure the physiological symptoms of organizational dysfunctionality

Question 22

What are the types of performance evaluation and their use?

Answer 22

360-degree performance evaluations - When both internal and external customer feedback is helpful.

Question 23

Define the following performance evaluation types and what they measure:

Team activities

Team cooperativeness

Team members’ attitudes

Team results being tied to important goals -

Answer 23

Team activities

Team cooperativeness

Team members’ attitudes

Team results being tied to important goals - main evaluation criterion in an appropriate performance evaluation for supporting and improving the performance of teams.