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MGMT 311 Exam 2 > MGMT 311 Final > Flashcards

MGMT 311 Final Flashcards

1
Q

What is an example of a Behavioral strain?
(A) Alcohol and drug use
(B) Back pain
(C) Depression
(D) Headaches

A

(A) Alcohol and drug use

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2
Q

What emotion describes a feeling of great pleasure?
(A) Joy
(B) Pride
(C) Envy
(D) Hope

A

(A) Joy

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3
Q

Which of the following is not the correct answer? The Expectancy Theory believes
motivation is fostered when the employee believes three things:
(A) Effort will result in performance
(B) Performance will result in outcomes
(C) Those outcomes will be valuable
(D) Outcomes are solely determined by luck

A

(D) Outcomes are solely determined by luck

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4
Q

Which of the following believes Motivation is fostered when employees are given specific
and difficult goals rather than no goals, easy goals, or “do your best” goals?
(A) Goal Setting Theory
(B) Expectancy Theory
(C) Equity Theory
(D) Psychological empowerment

A

(A) Goal Setting Theory

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5
Q

________ is a field of study devoted to understanding, explaining, and ultimately improving
the attitudes and behaviors of individuals and groups in organizations.
(A) Organizational behavior
(B) Strategic management
(C) Economic research
(D) Resource management
(E) Financial management

A

(A) Organizational behavior

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6
Q

Which of the following is an example of meta-analysis?
(A) Yeeun used one study, which used a consistent measuring method, to determine the cause of employee stress.
(B) Sosuke used one study, which combined different samples, to determine why customers buy a certain product.
(C) Gail used two studies, each using the same samples and measures, to determine why sales of a product have declined.
(D) Sergio combined several studies, each using the same measuring method, to determine why profitability has increased.
(E) Fionn combined several studies, each using different kinds of samples and measures, to determine the cause of employee turnover.

A

(E) Fionn combined several studies, each using different kinds of samples and measures, to determine the cause of employee turnover.

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7
Q

________ summarize the statistical relationships between variables.
(A) Hypotheses
(B) Correlations
(C) Observations
(D)Collections
(E) Theories

A

(B) Correlations

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8
Q

The scientific method begins with:
(A) Theory.
(B) Auditing.
(C) Paradigm.
(D) Hypotheses.
(E) Verification.

A

(A) Theory

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9
Q

According to the Rule of One-Eight, which of the following scenarios is the most common?
(A) The CEO of Starbridge, Inc., read books about how putting people first build profits, but did not believe them.
(B) The CEO of Energize, Inc., implemented comprehensive changes to put employees first, but ended this plan prematurely.
(C) The CEO of LongRun, Inc., increased the benefits of employees, which was one of many suggested changes to put people first.
(D)The CEO of ShoreIsland, Inc., made long-lasting changes that put employees first and, as a result, the company’s profits soared.
(E) The CEO of UpGrade, Inc., gave employees more responsibility over their work, but stopped this approach after only two months.

A

(A) The CEO of Starbridge, Inc., read books about how putting people first build profits, but did not believe them.

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10
Q

The explicit obligations that an employee must fulfill to receive compensation and continued
employment are referred to as:
(A)Job performance.
(B) Citizenship behavior.
(C) Knowledge work.
(D) Task performance.
(E) Civic virtue.

A

(D) Task performance.

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11
Q

Well-known responses to normal job demands that occur in a predictable way are a part of
(A) Job performance.
(B) Adaptive task performance.
(C) Knowledge work.
(D) Routine task performance.
(E) Citizenship behavior.

A

(D) Routine task performance.

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12
Q

Employee responses to job demands that are novel, unusual, or unpredictable are a part of
(A) Job performance.
(B) Adaptive task performance.
(C) Creative task performance.
(D) Routine task performance.
(E) Citizenship behavior.

A

(B) Adaptive task performance.

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13
Q

The process by which an organization determines the requirements associated with a specific
job is referred to as a
(A) Job analysis.
(B) Forced ranking.
(C) Job evaluation.
(D) Ranking analysis.
(E) Forced analysis.

A

(A) Job analysis.

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14
Q

The two main categories of citizenship behavior are
(A) Social and organizational.
(B) Social and intrapersonal.
(C) Social and political.
(D) Interpersonal and political.
(E) Interpersonal and organizational.

A

E) Interpersonal and organizational.

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15
Q

The desire to remain a member of an organization due to emotional attachment to, and
involvement with, that organization is called ________ commitment.
(A) Continuance
(B) Affective
(C) Evaluative
(D) Normative
(E) Associative

A

(B) Affective

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16
Q

________ commitment is defined as a desire to remain a member of an organization because
of an awareness of the costs associated with leaving it.
(A) Continuance
(B) Affective
(C) Associative
(D) Normative
(E) Situational

A

(A) Continuance

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17
Q

A desire to remain a member of an organization due to a feeling of obligation is called
________ commitment.
(A) Continuance
(B) Affective
(C) Associative
(D) Normative
(E) Evaluative

A

(D) Normative

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18
Q

Which of the following answer options is one of the four primary responses to negative
events at work?
(A) Looking busy
(B) Loyalty
(C) Volunteering
(D) Anxiety
(E) Commitment

A

(B) Loyalty

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19
Q

Which of the following terms refers to a passive, destructive response to negative work
events in which interest and effort in the job decline?
(A) Exit
(B) Loyalty
(C) Voice
(D) Ignorance
(E) Neglect

A

(E) Neglect

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20
Q

________ is a pleasurable emotional state resulting from the appraisal of one’s job or job
experiences.
(A) Job development
(B) Life satisfaction
(C) Emotional labor
(D) Job satisfaction
(E) Organizational growth

A

(D) Job satisfaction

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21
Q

Values are defined as:
(A) Those things that people consciously or subconsciously want to seek or attain.
(B) Pleasurable emotional states resulting from the appraisal of one’s job or job experiences.
(C) A set of shared attitudes, goals, and practices that characterizes an institution, organization, or group.
(D) Processes that elicit, control, and sustain certain behaviors.
(E) The particular combination of emotional, attitudinal, and behavioral response patterns of an individual.

A

(C) A set of shared attitudes, goals, and practices that characterizes an institution

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22
Q

Which of the following theories argues that job satisfaction depends on whether an employee
perceives that his or her job supplies the things that he or she values
(A) Maslow’s theory
(B) Job characteristics theory
(C) Value-percept theory
(D) Job withdrawal theory
(E) Emotional contagion theory

A

(C) Value-percept theory

23
Q

When it comes to pay satisfaction, most employees base their desired pay on job duties and
(A) The potential for promotions.
(B) Their basic needs.
(C) Their status.
(D) The pay received by their superiors.
(E) The pay received by comparable colleagues.

A

(E) The pay received by comparable colleagues.

24
Q

According to the job characteristics theory, the degree to which the job provides freedom,
independence, and discretion to the individual performing the work is known as
(A) Feedback.
(B) Significance.
(C) Meaningfulness of work.
(D) Autonomy.

A

(D) Autonomy.

25
Q

Which of the following is defined as a psychological response to demands for which there is
something at stake and coping with those demands taxes or exceeds a person’s capacity or
resources?
(A) Stressors
(B) Type A behavior
(C) Strains
(D) Stress
(E) Type B behavior

A

D) Stress

26
Q

Which of the following statements concerning stress is not true?
(A) Different people experience the same levels of stress when confronted with the exact same situation.
(B) Stress is a psychological response to demands that tax or exceed the person’s capacity or resources.
(C) Negative consequences that occur when demands tax or exceed a person’s capacity or resources are called strains.
(D) A “stressed out” feeling might be accompanied by headaches, stomach upsets, backaches, or sleeping difficulties.
(E) Demands that cause people to experience stress are called stressors.

A

(A) Different people experience the same levels of stress when confronted with the exact same situation

27
Q

________________ are the negative consequences that occur when demands tax or exceed
one’s capacity or resources.
(A) Strains
(B) Daily hassles
(C) Time pressures
(D) Type A behavior
(E) Cognitive pressures

A

(A) Strains

28
Q

The transactional theory of stress
(A) Instructs people how to categorize and cope with stressors.
(B) Explains how stressors are perceived and appraised, as well as how people respond to
those perceptions and appraisals.
(C) Includes a primary appraisal (How can I cope?) and a secondary appraisal (Is this
stressful?).
(D) Differentiates between benign job duties and stressors.
(E) Lists common stressors by occupation.

A

(B) Explains how stressors are perceived and appraised, as well as how people respond to

29
Q

________ refers to the nature of the obligations that a person has toward others.
(A) Job capability
(B) Time pressure
(C) Work complexity
(D) Role conflict
(E) Work responsibility

A

(E) Work responsibility

30
Q

________ is the set of energetic forces that originates both within and outside an employee;
initiates work-related effort; and determines its direction, intensity, and persistence.
(A) Organizational commitment
(B) Job satisfaction
(C) Job performance
(D) Motivation
(E) Leadership

A

(D) Motivation

31
Q

Effective job performance is most often a function of
(A) Motivation and emotions.
(B) Emotions and ability.
(C) Ability and expectations.
(D) Motivation and ability.
(E) Expectations and emotions.

A

(D) Motivation and ability.

32
Q

Expectancy theory focuses on describing
(A) How goals are the primary drivers of the intensity and persistence of effort.
(B) The type of rewards people get from outside forces, such as wages and vacations.
(C) Form of intrinsic motivation in which merely performing the work tasks serves as its own reward.
(D) How employees create a “mental ledger” of the outcomes (or rewards) they get from their job duties.
(E) The cognitive process that employees go through to make choices among different voluntary responses

A

(E) The cognitive process that employees go through to make choices among different voluntary responses

33
Q

________ is the anticipated value of the outcomes associated with performance.
(A)Instrumentality
(B) Valence
(C) Equity
(D)Expectancy
(E) Self-efficacy

A

(B) Valence

34
Q

Motivation that is controlled by some contingency that depends on task performance is
________ motivation.
(A) Control
(B) Extrinsic
(C) Intrinsic
(D) Expectant
(E) Efficacious

A

(B) Extrinsic

35
Q

Which of the following is NOT considered organizational citizenship behavior?
(A) Voice
(B) Courtesy
(C) Civic Virtue
(D) Boosterism

A

(B) Courtesy

36
Q

Which of the following about organizational commitment is true?
(A) Organizational commitment and withdrawal behavior do not appear on a continuum
(B) If withdrawal behavior is high, then organizational commitment is moderate
(C) If withdrawal behavior is low, then organizational commitment is moderate.
(D) If withdrawal behavior is low, then organizational commitment is high.

A

(D) If withdrawal behavior is low, then organizational commitment is high.

37
Q

Which of the following is NOT one of the key factors that factor high motivation?
(A) Goal setting theory
(B) Expectancy theory
(C) Taxonomic theory
(D) Psychological empowerment

A

(C) Taxonomic theory

38
Q

Which among the following is an example of emission focused coping strategies (behavioral
methods)?
(A) Working harder
(B) Venting anger
(C) Acquiring additional resources
(D) Seeking assistance

A

(B) Venting anger

39
Q

Proving causation requires the following except:
(A) Integrative model
(B) Correlation
(C) Temporal precedence
(D) Elimination of alternative

A

(A) Integrative model

40
Q

How do we collect knowledge about organizational behavior?
(A) We observe the coworkers around us
(B) We require an understanding of how we know things in general
(C) We follow directions from leaders
(D) A and C

A

(B) We require an understanding of how we know things in general

41
Q

What does it take to be a good performer?
(A) Counterproductive behavior
(B) Task performance
(C) Citizenship behavior
(D) All of the above

A

(B) Task performance

42
Q

What is a trend that affects commitment?
(A) Not putting effort into it
(B) Becoming older
(C) Growing more racially
(D) B and C

A

(D) B and C

43
Q

What emotion describes the feeling of failing to live up to your ideal self?
(A) Sadness
(B) Anxiety
(C) Shame
(D) Fear

A

(C) Shame

44
Q

What is an example of a challenge stressor?
(A) Work complexity
(B) Role overload
(C) Mental health
(D) Daily issues

A

(A) Work complexity

45
Q

Relatively permanent changes in an employee’s knowledge or skill that result from experience are reflected in that person’s

learning
intuition
expertise
heuristics
consistency

A

learning

46
Q

_______ refers to a general expectation that the words, promises, and statements of individuals and groups can be relied upon

trust propensity
moral judgement
moral awareness
moral intensity
propriety

A

trust propensity

47
Q

_________ refers to the degree to which the behaviors of an authority are in accordance with generally accepted moral norms

ethics
justice
competence
trust
morality

A

ethics

48
Q

_________ is the process of generating and choosing from a set of alternatives to solve a problem

decision making
knowledge transfer
selective perception
escalation of commitment
continuous reinforcement

A

decision making

49
Q

The knowledge and skills that distinguish specialists from novices is referred to as

learning
training
intuition
expertise
distinctiveness

A

expertise

50
Q

Trust in authorities like the management in a firm depends on which two factors?

justice and perception of power
competence and legitimacy
ethics and responsibility
commitment and ethics
justice and ethics

A

justice and ethics

51
Q

Justice reflects the perceived fairness of an authority’s

corporate social responsibility
ethical orientations
decision making
benign power
morality

A

decision making

52
Q

__________ knowledge is typically learning by employees only through expertise

tacit
explicit
heuristic
intuitive
non programmed

A

tacit

53
Q

_____________ knowledge is information that is relatively easily communicated and a large part of what companies teach during training sessions

tacit
implied
inferred
inherent
explicit

A

explicit

54
Q

________ is the willingness to be vulnerable to an authority based on positive expectations about the authority’s actions and intentions

trust
justice
consensus
ethics
proximity

A

trust

MGMT 311 Exam 2 (2 decks)

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