Reference no: EM131160258

1. Reports from the U.S. Census Bureau are a good source of information to assess internal candidates for promotion.

True

False

2. Which of the following is a typical off-the-job training method?

coaching

planned work activities

job rotation

computer-assisted instruction

role-playing

3. Structured interviews involve asking each applicant different questions and comparing their responses to a standardized set of answers.

True

False

4. Which of the following is not a type of compensation?

incentives

salaries

benefits

wages

promotions

5. To protect their own reputations, employees are fairly careful about whom they recommend and provide a good source of employee referrals.

True

False

6. If a firm gives all international assignments to people without disabilities, assuming they will therefore not require special accommodations, which type of workplace discrimination has occurred?

wage gap

disparate treatment

adverse impact

reverse discrimination

harassment

7. In a behavioral-description interview, the interviewer explores how applicants might respond to situations in the future.

True

False

8. The ____________ is a law that requires an extension of health insurance benefits after termination.

Occupational Safety and Health Act

Civil Rights Act

Health Insurance Portability and Accountability Act (HIPAA)

Social Security Act

Consolidated Omnibus Budget Reconciliation Act (COBRA)

9. The sole purpose of the human resource management process is to recruit and select people.True

False

10. A behaviorally anchored rating scale (BARS) rates employee gradations in performance according to scales of specific behaviors.

True

False

11. The point of the performance appraisal is to __________.

avoid legal problems, especially discrimination complaints

stimulate better job performance

provide a paper trail of manager-employee interactions

demonstrate correct methods for work procedures

make sure that the subordinate's behavior is tightly controlled

12. The ______________ enforce(s) procedures so employees may vote to have an union and for collective bargaining.

Occupational Safety and Health Department

Civil Rights Acts

Fair Labor Standards Act

National Labor Relations Board

Equal Employment Opportunity Commission

13. Which of the following is not a leading reason that employees resist change?

climate of mistrust

fear of failure

individual predisposition toward change

nonreinforcing reward systems

lack of personal ethics

14. Conflict is inherent in most organizations.

True

False

15. When radically different changes are introduced without warning, without any official announcements, the office rumor mill will go into high gear, and affected employees will become fearful of the implications of the changes.

True

False

16. _____________ is the set of techniques used for implementing planned change to make people and organizations more effective.

Revitalization

Incremental innovation

Corporate transformation

Continuous improvement

Organizational development

17. BP handled the 2010 oil spill crisis in the Gulf of Mexico in a reactive manner.

True

False

18. An example of transformational innovation is when Keurig created a new category of coffee/tea preparation by offering cup-at-a-time pod-style brewing.

True

False

19. An OD intervention that worked in the United States may not work well in another country.

True

False

20. In OD, single interventions have been found to work better than multiple interventions.

True

False

21. Internal forces for change include demographic characteristics among U.S. workers, social and political pressures, and technological advancements.

True

False

22. Which of the following is not a way to encourage innovation?

creating a culture that celebrates failure

withholding raises and promotions when innovation attempts don't work out

implementing effective reward systems

reinforcing experimentation

supporting innovation with investments of time and money

23. The increasing diversity of the American workforce is an example of a(n) ______ force for change.

social and political

market

economic

political

demographic

24. Corporate restructurings threaten to eliminate jobs and generally trigger strong resistance.

True

False

25. Brad supervises several employees who seem to have low self-efficacy. To improve this, he should do all the following except _____.

role model and mentor them

avoid rewarding small successes

give positive feedback and constructive pointers

provide guided experiences

nurture their self-efficacy

26. The last step of the perception process is selective attention in which you ask, "Did I notice something?"

True

False

27. According to Festinger, how people deal with cognitive dissonance depends on three factors. Which are the correct three factors?

situation, self-awareness, and control

personality, decision making, and judgment

importance, control, and rewards

control, bias, and personality

decision making, situation, and bias

28. Cognitive dissonance, according to Leon Festinger, describes the psychological discomfort a person experiences between his or her cognitive attitude and incompatible behavior.

True

False

29. Employee assistance programs (EAPs) are aimed at helping employees cope with stress, burnout, substance abuse, health-related problems, family and marital issues, and any general problem that negatively influences job performance.

True

False

30. ________ are abstract ideals that guide one's thinking and behavior across all situations.

Attitudes

Perceptions

Cultures

Ethics

Values

31. Which of the following is not a distortion in perception?

recency effect

causal attribution

stereotyping

halo effect

cognitive dissonance

32. Julie really enjoys mingling at work functions, both to network for new contacts and simply to share stories with other interesting people. Julie probably scores high in _____.

extroversion

agreeableness

conscientiousness

openness to experience

emotional stability

33. The Americans with Disabilities Act requires employers to _____.

actively solicit job applications from persons with disabilities

hire persons with disabilities to qualify for tax breaks

hire quotas of qualified persons with disabilities

reasonably accommodate an individual's disability

hire all qualified persons with disabilities who apply

34. Status is not a common value held in the workplace.

True

False

35. High-paid workers are particularly apt to suffer stress more than lower-level workers.

True

False

36. As an emotional intelligence trait, relationship management refers to the ability to communicate clearly, disarm conflicts, and build strong personal bonds.

True

False

37. Personality is defined as the stable psychological traits and behavioral attributes that give a person his or her identity.

True

False

38. Need-based perspectives try to explain why employees have different needs, what behaviors they select to satisfy them, and how they decide if their choices were successful.

True

False

39. Self-determination theory focuses primarily on intrinsic motivation and rewards rather than on extrinsic motivation and rewards.

True

False

40. According to equity theory, employees who feel they are being underrewarded might respond by doing less work, calling in sick, or leaving early.

True

False

41. In Herzberg's theory, the lower-level needs are known as hygiene factors, and the higher-level needs are called motivating factors.

True

False

42. Sharon has excelled as an auditor for a large financial consulting firm. She loves building mutually beneficial relationships and is extremely well liked by her clients. Sharon likely has a _____.

high need for affiliation

high need for achievement

low need for power

low need for affiliation

low need for achievement

43. Because the production division at Heavenly Gates Inc. is $10,000 below budget due to process improvements, this year 30% of the savings will be returned to the division to spend as desired, as a form of _____.

profit sharing

gainsharing

pay for knowledge

stock options

pay for performance

44. At his review last year, Bryan was promised a 20% raise if he met his production goals. Raises were included in today's paychecks, and although Bryan has met all of his goals, he only received a cost-of-living raise. In the future, Bryan's ______ will probably be ______.

expectancy; low

instrumentality; high

instrumentality; low

expectancy; high

valence; low

45. New research shows that the cubicle is not a motivational environment, stifling creativity and morale for many workers.

True

False

46. A supervisor told a salesperson who had not made any calls to clients and therefore did not make quota, "Well, if this continues in the next 30 days, you'll probably be let go." By presenting something negative, the supervisor provides an example of _____.

extinction

intrinsic motivation

positive reinforcement

negative reinforcement

punishment

47. Content perspectives, also known as need-based perspectives, include all except which one of the following theories?

Herzberg's two-factor theory

McClelland's acquired needs theory

Equity theory

Maslow's hierarchy of needs theory

Deci and Ryan's self-determination theory

48. Sue is very aggressive at her job, and her coworkers complain that she often manipulates them and her boss in order to get ahead. She attempts to direct everything and everyone, regardless of the consequences to others or even the organization itself. Sue is expressing what type of need for power?

legitimate

autonomous

organizational

institutional

personal

49. The five core job characteristics are skill variety, task identity, task significance, autonomy, and feedback.

True

False

50. According to McClelland's theory, people learn their needs for power, achievement, and affiliation from their culture, and from life experiences; they are not born with them.

True

False