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Questions in this quiz (134)
1Which of the following defines motivation?
- AIt is the abundance or shortage of critical organizational resources in an organization's external environment.
- BIt is the attractiveness or desirability of a reward or outcome.
- CIt is the set of forces that initiates, directs, and makes people persist in their efforts to accomplish a goal.
- DIt is the examination of one's own conscious thoughts and feelings.
2In the context of motivation, which of the following is a difference between initiation of effort and direction of effort?
- AInitiation of effort is concerned with the choices that people make about how much effort to put forth in their jobs, whereas direction of effort is concerned with the choices that people make in deciding where to put forth effort in their jobs.
- BInitiation of effort is concerned with the choices that people make about how long they will put forth effort in their jobs before reducing or eliminating those efforts, whereas direction of effort is concerned with the choices that people make about how much effort to put forth in their jobs.
- CInitiation of effort is concerned with the amount of expectation a manager holds on the efforts that he or she can expect from an employee, whereas direction of effort is concerned with the accountability of each action taken by an employee toward the achievement of set goals.
- DInitiation of effort is concerned with how much effort an employee puts in when comparing his or her current job prospects with the other available opportunities, whereas direction of effort is concerned with the number of job offers an employee rejects before choosing the one that appears the most appropriate to him or her.
3In the context of motivation, _____ is concerned with the choices that people make about how long they will put forth effort in their jobs before reducing or eliminating those efforts.
- Ainitiation of effort
- Bpersistence of effort
- Cdirection of effort
- Dtermination of effort
4In industrial psychology, which of the following equations best represents job performance?
- AJob Performance = (Instrumentality × Situational Constraints)/(Expectancy × Valence)
- BJob Performance = Motivation/(Ability × Effort)
- CJob Performance = Instrumentality × Expectancy × Valence
- DJob Performance = Motivation × Ability × Situational Constraints
5According to Maslow, which of the following is on the top of the hierarchy of needs?
- ASelf-actualization needs
- BPhysiological needs
- CSelf-esteem needs
- DSafety needs
6McClelland stated in his theory that:
- Apeople are motivated by their highest unsatisfied need.
- Bpeople can only be motivated by one need at a time.
- Cneeds are learned, not innate.
- Drewards are tangible, not intangible.
7In the context of motivation, identify a difference between lower-order needs and higher-order needs.
- ALower-order needs are concerned with belongingness, relatedness, and affiliation, whereas higher-order needs are concerned with safety.
- BUnlike higher-order needs, lower-order needs are concerned with influence.
- CLower-order needs are concerned with physiological and existence requirements, whereas higher-order needs are concerned with esteem, self-actualization, and growth.
- DUnlike higher-order needs, lower-order needs are concerned with challenges and accomplishments.
8Which of the following is an example of an extrinsic reward?
- AA sense of accomplishment
- BA feeling of responsibility
- CA chance to learn something new
- DA promotion to a higher position
9Which of the following exemplifies an intrinsic reward?
- ARichard enjoys his job and sees it as a chance to learn something new.
- BSamantha receives a cash reward for good job performance.
- CDorothy gets promoted at work.
- DRani receives an annual bonus.
10Which of the following is a difference between extrinsic rewards and intrinsic rewards?
- AExamples of extrinsic rewards include a sense of accomplishment and a sense of responsibility, whereas examples of intrinsic rewards include pay and promotions.
- BExtrinsic rewards are not visible to others in a company, whereas intrinsic rewards are visible to everyone working in a company.
- CUnlike intrinsic rewards, extrinsic rewards are offered to employees by the management for doing something well.
- DUnlike intrinsic rewards, extrinsic rewards are intangible.
11_____ says that people will be motivated at work when they perceive that they are being treated fairly.
- AContingency theory
- BGoal-setting theory
- CEquity theory
- DReinforcement theory
12Which of the following is a basic component of equity theory?
- AValences
- BReferents
- CSituational constraints
- DGoal specificity
13In the context of equity theory, _____ are the contributions employees make to their organization.
- Aoutcomes
- Binputs
- Creferents
- Dvalences
14In the context of equity theory, pay, fringe benefits, status symbols, and job titles and assignments are examples of _____.
- Aoutcomes
- Breferents
- Cinputs
- Dvalences
15According to equity theory, employees compare the rewards they receive from their organization with the contributions they make toward their organization. This comparison is known as the _____.
- Areceivables turnover ratio
- Boutcome/input ratio
- Cinterest coverage ratio
- Ddebt/asset ratio
16In the context of equity theory, _____ occurs when a referent's outcome/input (O/I) ratio is better than one's own O/I ratio.
- Adistributive justice
- Boverreward
- Cunderreward
- Dprocedural justice
17When people perceive that they have been underrewarded, they tend to:
- Aexperience anger or frustration.
- Bexperience guilt.
- Cfocus on integrating deep-level diversity differences.
- Dexhibit high tolerance.
18In the context of equity theory, when people perceive that they have been underrewarded, they may try to restore equity by:
- Akeeping inputs and outcomes constant.
- Bfixing a referent as constant.
- Cdecreasing outcomes.
- Dwithholding their inputs.
19In the context of equity theory, which of the following is a difference between underreward and overreward?
- AUnlike overreward, in underreward, one gets more outcomes relative to his or her inputs than the referent being considered for comparison.
- BPeople experience guilt when they perceive that they have been underrewarded, whereas people experience frustration when they perceive that they have been overrewarded.
- CPeople have a very high tolerance for underreward, whereas people have a very low tolerance for overreward.
- DUnlike overreward, underreward occurs when a referent's outcome/input ratio is better than one's own outcome/input ratio.
20Which of the following steps can managers take to use equity theory to motivate employees?
- AKeeping inputs and outcomes constant
- BReducing outcomes
- CReducing employees' inputs
- DFixing a referent as constant
21When the employees of a company feel that rewards are fairly allocated, it illustrates _____.
- Adistributive justice
- Bprocedural justice
- Crestorative justice
- Dretributive justice
22_____ says that people will be motivated to the extent to which they believe that their efforts will lead to good performance, that good performance will be rewarded, and that they will be offered attractive rewards.
- AExpectancy theory
- BTemporal motivation theory
- CHerzberg's two-factor theory
- DMaslow's hierarchy of needs theory
23According to expectancy theory, one of the factors that affects the conscious choices people make about their motivation is _____.
- Aequity
- Bvalence
- Caffiliation
- Dgoal specificity
24In the context of expectancy theory, which of the following is a difference between expectancy and instrumentality?
- AUnlike instrumentality, when expectancies are strong, employees figure that no matter what they do or how hard they work, they will not be able to perform their jobs successfully, so they do not work harder.
- BUnlike expectancy, when instrumentality is weak, employees believe that improved performance will lead to better and more rewards, so they choose to work harder.
- CExpectancy is the perceived relationship between effort and performance, whereas instrumentality is the perceived relationship between performance and rewards.
- DExpectancy is the attractiveness or desirability of various rewards or outcomes, whereas instrumentality is the perceived relationship between effort and rewards.
25In the context of expectancy theory, _____ is the perceived relationship between performance and rewards.
- Avalence
- Binstrumentality
- Creinforcement
- Defficacy
26Identify a step that managers can take to motivate employees using the expectancy theory.
- AReduce employees' inputs
- BOverreward employees
- CAvoid publicizing the way in which pay decisions are made
- DEmpower employees to make decisions
27Which of the following statements is true of reinforcement theory?
- AIt says that a behavior is a function of the efforts that go into performing that behavior.
- BNegative reinforcement strengthens behavior by following behaviors with desirable consequences.
- CPositive reinforcement strengthens behavior by withholding an unpleasant consequence when a specific behavior is performed.
- DIt says that behaviors followed by negative consequences will occur less frequently.
28In the context of motivation theories, _____ is defined as the process of changing behavior by changing the consequences that follow behavior.
- Ajob enrichment
- Bcronyism
- Creinforcement
- Dself-actualization
29Which of the following statements describes positive reinforcement?
- AIt strengthens behavior by withholding an unpleasant consequence of a specific behavior.
- BIt weakens behavior by following behaviors with undesirable consequences.
- CIt strengthens behavior by following behaviors with desirable consequences.
- DIt weakens a behavior by making it less likely to occur in future.
30In the context of reinforcement contingencies, which of the following is a difference between positive reinforcement and negative reinforcement?
- APositive reinforcement strengthens behavior, whereas negative reinforcement weakens behavior.
- BUnlike negative reinforcement, positive reinforcement is also referred to as avoidance learning.
- CUnlike positive reinforcement, negative reinforcement withholds an unpleasant consequence when employees perform a specific behavior.
- DExtinction is a type of positive reinforcement, whereas punishment is a type of negative reinforcement.
31In the context of reinforcement contingencies, which of the following is a difference between negative reinforcement and punishment?
- ANegative reinforcement weakens behavior, whereas punishment strengthens behavior.
- BNegative reinforcement is also referred to as extinction, whereas punishment is also referred to as avoidance learning.
- CUnlike punishment, negative reinforcement withholds an unpleasant consequence when employees perform a specific behavior.
- DUnlike punishment, negative reinforcement weakens behavior by following behaviors with undesirable consequences.
32In the context of reinforcement contingencies, which of the following is a similarity between punishment and extinction?
- ABoth are forms of reinforcement that weaken behavior.
- BBoth follow behaviors with desirable consequences.
- CBoth are types of negative reinforcement.
- DBoth involve withholding negative consequences.
33In the context of reinforcement contingencies, which of the following statements is true of extinction?
- AIt weakens behavior by removing a positive consequence.
- BIt is also known as avoidance learning.
- CIt strengthens behavior by withholding an unpleasant consequence.
- DIt is a type of negative reinforcement.
34With continuous reinforcement schedules, a consequence:
- Ais delivered following a specific number of behaviors.
- Bis delivered following a different number of behaviors.
- Cfollows a behavior only after a fixed time has elapsed.
- Dfollows every instance of a behavior.
35In the context of reinforcement theory, with _____, consequences follow a behavior after different times, some shorter and some longer, that vary around a specified average time.
- Afixed ratio reinforcement schedules
- Bvariable ratio reinforcement schedules
- Cvariable interval reinforcement schedules
- Dfixed interval reinforcement schedules
36Which of the following is a difference between fixed interval reinforcement schedules and variable interval reinforcement schedules?
- AFixed interval reinforcement schedules are a type of continuous reinforcement schedules, whereas variable interval reinforcement schedules are a type of intermittent reinforcement schedules.
- BFixed interval reinforcement schedules are intermittent reinforcement schedules that are based on time, whereas variable interval reinforcement schedules are intermittent reinforcement schedules that are based on behaviors.
- CUnlike fixed interval reinforcement schedules, with variable interval reinforcement schedules, consequences are delivered following a specific number of behaviors.
- DUnlike fixed interval reinforcement schedules, with variable interval reinforcement schedules, the time between a behavior and the following consequences varies around a specified average.
37Which of the following is a difference between fixed interval reinforcement schedules and fixed ratio reinforcement schedules?
- AFixed interval reinforcement schedules are a type of continuous reinforcement schedules, whereas fixed ratio reinforcement schedules are a type of intermittent reinforcement schedules.
- BWith fixed interval reinforcement schedules, a consequence follows every instance of a behavior, whereas with fixed ratio reinforcement schedules, consequences are delivered following a specific number of behaviors.
- CUnlike fixed interval reinforcement schedules, fixed ratio reinforcement schedules are based on behaviors.
- DUnlike fixed interval reinforcement schedules, with fixed ratio reinforcement schedules, consequences are delivered after a specified time has elapsed.
38Which of the following is a difference between fixed ratio reinforcement schedules and variable ratio reinforcement schedules?
- AFixed ratio reinforcement schedules are a type of continuous reinforcement schedules, whereas variable ratio reinforcement schedules are a type of intermittent reinforcement schedules.
- BFixed ratio reinforcement schedules are based on time, whereas variable ratio reinforcement schedules are based on behaviors.
- CUnlike fixed ratio reinforcement schedules, with variable ratio reinforcement schedules, consequences follow a behavior after different times, some shorter and some longer, that vary around a specified average time.
- DUnlike fixed ratio reinforcement schedules, with variable ratio reinforcement schedules, consequences are delivered following a different number of behaviors that vary around a specified average number of behaviors.
39Which of the following scenarios exemplifies fixed ratio reinforcement schedules?
- AA car salesperson gets a paycheck on the first Wednesday of every month.
- BA software engineer gets an incentive after completing a test case in 10 hours.
- CA lab technician gets an incentive of $5 every time he analyzes 50 blood samples.
- DA design engineer who completes a design in 20 days gets a five percent extra pay bonus for the next 10 days.
40In the context of reinforcement theory, with _____, consequences are delivered following a different number of behaviors, sometimes more and sometimes less, that vary around a specified average number of behaviors.
- Afixed ratio reinforcement schedules
- Bvariable ratio reinforcement schedules
- Cvariable interval reinforcement schedules
- Dfixed interval reinforcement schedules
41Which of the following is a difference between variable interval reinforcement schedules and variable ratio reinforcement schedules?
- AVariable interval reinforcement schedules are a type of continuous reinforcement schedules, whereas variable ratio reinforcement schedules are a type of intermittent reinforcement schedules.
- BVariable interval reinforcement schedules are intermittent reinforcement schedules that are based on time, whereas variable ratio reinforcement schedules are intermittent reinforcement schedules that are based on behaviors.
- CUnlike variable interval reinforcement schedules, with variable ratio reinforcement schedules, consequences are delivered following a specific number of behaviors.
- DUnlike variable interval reinforcement schedules, with variable ratio reinforcement schedules, consequences follow a behavior only after a fixed time has elapsed.
42According to goal-setting theory, _____ is the extent to which goals are detailed, exact, and unambiguous.
- Agoal valence
- Bgoal difficulty
- Cgoal instrumentality
- Dgoal specificity
43According to goal-setting theory, _____ is the extent to which a goal is hard or challenging to accomplish.
- Agoal valence
- Bgoal difficulty
- Cgoal instrumentality
- Dgoal specificity
44In the context of goal-setting theory, _____ is information about the quality or quantity of past performance and indicates whether progress is being made toward the accomplishment of a goal.
- Aperformance recovery
- Binstrumentality
- Cperformance feedback
- Dvalence
45According to _____, goals energize behavior and also create tension between the goal, which is the desired future state of affairs, and where the employee or company is now, meaning the current state of affairs.
- Apath-goal theory
- Breinforcement theory
- Cexpectancy theory
- Dgoal-setting theory
46Which of the following steps is a manager most likely to take if he or she is using goal-setting theory as a motivational tool for his or her employees?
- AMaking sure workers truly accept organizational goals
- BRefraining from reinforcing wrong behaviors
- CRefraining from providing frequent, performance-specific feedback
- DReducing employees' inputs
47Which of the following is true of managers?
- AThey are critical to inspiring employees and setting long-term goals.
- BThey see themselves as promoters of change and challengers of the status quo.
- CThey are concerned with control and limiting the choices of others.
- DThey focus on vision, mission, goals, and objectives.
48Which of the following is a function of leaders?
- ALeaders solve the problems that employees face.
- BLeaders inspire people and take a long-term view.
- CLeaders try to control and limit choices of others.
- DLeaders focus on the means of getting things done.
49Which of the following is true of leaders?
- AThey focus on vision, mission, goals, and organizational objectives.
- BThey focus on productivity and efficiency.
- CThey see themselves as preservers of the status quo.
- DThey solve problems so that others can do their work.
50Unlike leaders, managers:
- Ainspire and motivate others to find their own solutions.
- Bare concerned with control and limiting the choices of others.
- Care more concerned with what work gets done.
- Dfocus on vision, mission, goals, and objectives.
51inspire and motivate others to find their own solutions.
- Aleaders have a short-term perspective.
- Bleaders are concerned with means, not ends.
- Cleaders are preservers of the status quo.
- Dleaders are born, not made.
52Which of the following is a trait difference between leaders and nonleaders?
- ALeaders focus on productivity, while nonleaders focus on vision and goals.
- BLeaders display more honesty and integrity than nonleaders.
- CLeaders are more extroverted than nonleaders.
- DLeaders are more concerned with means, while nonleaders are concerned more with ends.
53In terms of leadership behavior, _____ is the degree to which a leader organizes the roles of followers by setting goals, giving directions, setting deadlines, and assigning tasks.
- Aemotional stability
- Bautonomy
- Cinitiating structure
- Dconsideration
54In the context of leadership behaviors, which of the following is a difference between initiating structure and consideration?
- AAt the University of Texas, initiating structuring is referred to as concern for people, whereas consideration is referred to as concern for production.
- BA leader's ability to initiate structure primarily affects subordinates' job performance, whereas consideration primarily affects subordinates' job satisfaction.
- CAt the University of Michigan, consideration is referred to as job-centered leadership, whereas initiating structure is referred to as employee-centered leadership.
- DLeaders who initiate structure exhibit supportive leadership, whereas leaders who show consideration exhibit directive leadership.
55In the context of the Blake/Mouton leadership grid, which of the following is a similarity between leaders using the team management leadership style and leaders using the authority-compliance leadership style?
- ABoth have a low concern for production.
- BBoth have a high concern for production.
- CBoth have a high concern for people.
- DBoth have a low concern for people.
56In the context of the Blake/Mouton leadership grid, which of the following is a similarity between leaders using the team management leadership style and leaders using the authority-compliance leadership style?
- ABoth have a low concern for production.
- BBoth have a high concern for production.
- CBoth have a high concern for people.
- DBoth have a low concern for people.
57How does Fiedler's contingency theory differ from other situational theories?
- AIt assumes that effective leaders possess a similar set of traits or characteristics.
- BIt states that leaders are capable of changing their leadership styles to fit the demands of different situations.
- CIt states that the effectiveness of leaders can only be judged by what they do and who they are.
- DIt assumes that leadership styles are consistent and difficult to change.
58Which of the following statements describes Fiedler's contingency theory?
- ALeaders are judged as effective based on what they do and who they are.
- BLeaders must be matched to a situation that fits their leadership style.
- CLeaders are capable of adapting their leadership styles to fit the demands of different situations.
- DLeaders can increase subordinate satisfaction and performance by clarifying the paths to goals.
59Which of the following statements exemplifies Fiedler's contingency theory?
- AAssigning a manager to lead a team of employees whose performances have been below average and expecting him to influence the team
- BExpecting a person who does not have commendable teaching skills to acquire the skills and become a good teacher
- CAssigning a customer service manager position to a person who has exceptional skills in interacting with customers
- DExpecting a person who leads a software firm and has excellent technical skills to lead a non-technical firm with equal effectiveness
60Fiedler uses a questionnaire called the _____ scale to measure leadership style.
- ALocus of Control
- BLeadership Judgement
- CMultifactor Leadership
- DLeast Preferred Coworker
61In the context of Fiedler's contingency theory, the term _____ refers to the degree to which a particular condition either permits or denies a leader the chance to influence the behavior of group members.
- Asituational favorableness
- Bindividualized consideration
- Cinitiating structure
- Dtask structure
62In the context of leadership styles, relationship-oriented leaders with high Least Preferred Coworker (LPC) scores are better leaders:
- Ain situations where they have no position power.
- Bunder moderately favorable situations.
- Cwhen tasks are completely unstructured.
- Din highly unfavorable situations.
63Which of the following is true of the Situational Leadership Model?
- AIt is a powerful, rigid tool that is based on the relationship between different types of followers.
- BIt allows leaders to approach coaching and influence opportunities through the lens of task-specificity.
- CIt fails to provide leaders with an understanding of the relationship between an effective style of leadership and the level of readiness that followers exhibit for a specific task.
- DIt requires leaders to make generalizations about a follower's overall level of ability and motivation.
64Which of the following is a similarity between Hersey and Blanchard's Situational Leadership theory and path goal theory?
- ABoth assume that leadership styles are consistent and difficult to change.
- BBoth assume that leaders are capable of adapting and adjusting their leadership styles to fit the demands of different situations.
- CBoth highlight the necessity of leaders to use power to dominate or manipulate others for personal gain.
- DBoth assume that leaders are insensitive and unresponsive to followers' needs and aspirations.
65_____ states that leaders can increase subordinate satisfaction and performance by clarifying and clearing the routes to objectives and by increasing the number and kinds of rewards available for the attainment of objectives.
- AContingency theory
- BPath-goal theory
- CNormative decision theory
- DTrait theory
66According to path-goal theory, which of the following is true?
- ALeaders must be matched to the right leadership situation.
- BLeader behavior must be a source of immediate or future satisfaction for followers.
- CLeader behavior must duplicate the characteristics of followers' work environments.
- DLeaders are effective when the work groups they lead perform well.
67Which of the following statements is true of directive leadership?
- AIt involves letting employees know precisely what is expected of them.
- BIt involves being approachable and friendly to employees.
- CIt involves consulting employees for their suggestions before making decisions.
- DIt involves setting challenging goals and having high expectations of employees.
68Which of the following is true of supportive leadership?
- AIt involves consulting employees for their suggestions and input before making decisions.
- BIt involves setting challenging goals and having confidence that employees will achieve them.
- CIt involves letting employees know precisely what is expected of them.
- DIt involves being approachable to employees and treating them as equals.
69Unlike directive leadership, supportive leadership is used when _____.
- Athe formal authority system is clear
- Btask structure is low
- Cworkers have an external locus of control
- Dtasks are relaxing and varied
70Unlike supportive leadership, participative leadership is used when _____.
- Athe formal authority system is clear
- Bworkers have an external locus of control
- Ctasks are complex
- Dworkers lack experience
71According to path-goal theory, the subordinate contingency of _____ refers to how capable subordinates believe they are in doing their jobs well.
- Atask structure
- Blocus of control
- Cperceived ability
- Dposition power
72In the context of locus of control as a subordinate contingency, which of the following is true of externals?
- AThey believe that what happens to them is largely a result of their choices and actions.
- BThey like to have a say in what goes on at work.
- CThey greatly prefer a participative leadership style.
- DThey believe that what happens to them is caused by forces outside their control.
73In the context of environmental contingencies, which of the following describes the formal authority system?
- AIt is the amount of emotional support that is provided by an employee's immediate work group.
- BIt is an organization's set of procedures, rules, and policies.
- CIt is the degree to which the requirements of a subordinate's tasks are clearly specified.
- DIt is a subordinate's ability to perform his or her job well.
74According to the normative decision theory, which of the following is true of the CI decision-making style?
- AA leader shares a problem with employees as a group, obtains their ideas and suggestions, and then makes a decision, which may or may not reflect their input.
- BA leader uses information available at the time and solves the problem or makes a decision.
- CA leader shares a problem and gets suggestions from relevant employees on an individual basis.
- DA leader shares a problem with employees as a group, and they, together, generate and evaluate alternatives and try to reach an agreement on a solution.
75According to the normative decision theory, leaders who share problems with their subordinates and then have them make decisions use a _____ style.
- Arepressive decision
- Bautocratic decision
- Cconsultative decision
- Dgroup decision
76According to the normative decision theory, in which of the following situations should a group decision style be used?
- AWhen subordinates' goals are different from the organization's goals
- BWhen subordinates do not have enough information to make a decision
- CWhen subordinates are likely to disagree or end up in conflict over a decision
- DWhen subordinates' acceptance of a decision is not important
77In the context of the decision rules that the normative decision theory uses, which of the following is a similarity between autocratic and consultative decision styles?
- ANeither should be used when subordinates' goals are different from the organization's goals.
- BNeither should be used when subordinates lack enough information to make a decision.
- CNeither should be used when subordinates' acceptance of a decision is important and critical to successful implementation and subordinates are likely to disagree over the decision.
- DNeither should be used when the quality of a decision is important and the leader does not have enough information to make the decision on his or her own.
78_____ is the ability to anticipate, envision, maintain flexibility, and work with others to initiate changes that will create a positive future for an organization.
- AAutocratic leadership
- BPaternalistic leadership
- CAuthoritative leadership
- DStrategic leadership
79Which of the following is a characteristic of charismatic leaders?
- AThey articulate a clear vision for the future that is based on strongly held values or morals.
- BThey seldom have a strong bond with and influence over their followers.
- CThey communicate low performance expectations to followers.
- DThey rarely display confidence in their followers' abilities to achieve the organizational vision.
80In the context of visionary leadership, _____ control and manipulate followers, do what is best for themselves instead of their organizations, want to hear only positive feedback, share information that is only beneficial to themselves, and have moral standards that put their interests before everyone else's.
- Aethical charismatics
- Bdemocratic leaders
- Ctransformational leaders
- Dunethical charismatics
81In the context of the kinds of charismatic leaders, ethical charismatics differ from unethical charismatics in that ethical charismatics _____.
- Aseek out viewpoints on critical issues
- Bavoid candid feedback
- Care the sole source of vision
- Dwant uncritical acceptance of their ideas
82Which of the following is true of transformational leaders?
- AThey make sure that employees do not have to make any sacrifices for their organization.
- BThey are able to make their followers feel that they are a vital part of their organization.
- CThey do what is best for themselves instead of for their organizations.
- DThey reward followers for good performance and punish them for poor performance.
83In the context of the components of transformational leadership, _____ means that transformational leaders encourage followers by providing meaning and challenge to their work.
- Aindividualized consideration
- Binspirational motivation
- Cintellectual stimulation
- Didealized influence
84In the context of the components of transformational leadership, _____ means that transformational leaders encourage followers to be creative and innovative, to question assumptions, and to look at problems and situations in new ways even if their ideas are different from those of leaders.
- Aindividualized consideration
- Bidealized influence
- Cintellectual stimulation
- Dinspirational motivation
85Which of the following is a drawback of transactional leadership?
- ATransactional leaders never reward followers for good performance.
- BTransactional leaders often rely too heavily on discipline or threats to bring performance up to standards.
- CTransactional leaders have standards and principles that put their interests before everyone else's.
- DTransactional leaders never punish followers for poor performance.
86_____ is defined as a regulatory process of establishing standards to achieve organizational goals, comparing actual performance to the standards, and taking corrective action when necessary to restore performance to those standards.
- AOrganizing
- BCoordination
- CControl
- DPlanning
87Which of the following statements is true of control?
- APreventive measures are a form of control.
- BCorrective actions are not part of the control process.
- CThe control process begins when work procedures conform to established standards.
- DControl is the process of measuring employee performance using scientific performance scales.
88_____ are a basis of comparison for measuring the extent to which organizational performance is satisfactory or unsatisfactory.
- AStandards
- BInventories
- CProcess maps
- DInnovation streams
89Which of the following statements is true of a standard?
- AA standard may have to be changed if it does not help in achieving company goals.
- BA company's standard must always be the same as its competitors'.
- CA standard should not align with employees' actual performance.
- DA standard can be determined only by benchmarking other companies.
90_____ is the process of identifying outstanding practices, processes, and standards in other companies and adapting them to your company.
- ABranding
- BRegulating
- CProfiling
- DBenchmarking
91When setting standards by benchmarking, the first step is to determine _____.
- Awhen to benchmark
- Bwhat to benchmark
- Chow to benchmark
- Dwhich companies to benchmark
92The final step in setting standards by benchmarking is to _____.
- Aimplement functional departmentalization across a company
- Bidentify the companies against which to benchmark one's standards
- Ccollect data to determine other companies' performance standards
- Ddetermine the effects of benchmarking on the company's performance
93Once a company compares its actual performance to performance standards, the next step it should take in the control process is to:
- Aset its goals.
- Bidentify performance deviations.
- Cbenchmark performance standards.
- Densure suboptimization.
94When the control process is described as cybernetic, it means that:
- Aconstant attention to the feedback loop is required to keep the company's activity on course.
- Bthe behaviors and actions of workers in online work communities are regulated.
- Cthe control process is used for gathering information about performance deficiencies before they occur.
- Dthe control process encourages managers to look beyond financial standards for performance measurement.
95_____ is a mechanism for gathering information about performance deficiencies after they occur.
- AFeedforward control
- BConcurrent control
- CFeedback control
- DAdaptive control
96A disadvantage of feedback is that:
- Ait is too general to apply to most situations.
- Bit has no effect on organizational performance.
- Cit always comes after the fact.
- Dit monitors inputs rather than outputs.
97Unlike feedback control, concurrent control _____.
- Agathers information about performance deficiencies after they occur
- Bprovides information about performance deficiencies by monitoring inputs rather than outputs
- Cshortens the delay between performance and feedback about the performance
- Dis a mechanism for gathering information and providing feedback about performance deficiencies before they occur
98_____ is a mechanism for gathering information about performance deficiencies before they occur.
- AAdaptive control
- BConcurrent control
- CFeedback control
- DFeedforward control
99Which of the following is a similarity between feedback control and concurrent control?
- ABoth are based on beliefs that are shaped and negotiated by work groups.
- BBoth provide information about performance deficiencies by monitoring inputs rather than outputs.
- CBoth seek to prevent performance deficiencies before they occur.
- DBoth provide criticism on the basis of outcomes and results.
100Which of the following statements is true of feedforward control?
- AIt is also known as concurrent control.
- BIt is a mechanism for gathering information about performance deficiencies after they occur.
- CIt represents the extent to which it is possible to implement each step in the control process.
- DIt provides information about performance deficiencies by monitoring inputs rather than outputs.
101Identify a difference between feedforward control and feedback control?
- AUnlike feedforward control, feedback control attempts to eliminate the delay between performance and feedback about the performance.
- BUnlike feedforward control, feedback control involves gathering information about performance deficiencies before they occur.
- CFeedforward control is a bottom-up process, while feedback control is a top-down process.
- DFeedforward control monitors inputs, while feedback control monitors outputs.
102_____ occurs when behavior and work procedures do not conform to standards.
- AAffective commitment
- BJob embeddedness
- CControl loss
- DCustomer defection
103_____ are the costs associated with implementing or maintaining control.
- AValue costs
- BConversion costs
- CSunk costs
- DRegulation costs
104To determine whether control is worthwhile, a company must consider its _____.
- Adynamic costs
- Bfeasibility costs
- Cregulation costs
- Doperational costs
105_____ is the extent to which it is possible to implement each step in the control process.
- ASynergy
- BCybernetic feasibility
- CFeedforward control
- DCentralization
106_____ is the use of hierarchical authority to influence employee behavior by rewarding or punishing employees for compliance or noncompliance with organizational policies, rules, and procedures.
- ANormative control
- BBureaucratic control
- CConcertive control
- DObjective control
107Managers who use bureaucratic control are known to:
- Aplace little emphasis on policies and procedures.
- Bemphasize following the rules above all else.
- Cbelieve that the shared values and beliefs of the company guide workers' behavior.
- Drely on group norms rather than on formalized rules and regulations.
108Which of the following statements is true of bureaucratically controlled companies?
- AThey place little emphasis on policies and procedures.
- BThey are highly resistant to change.
- CThey are highly responsive to their customers' needs.
- DThey rely on group norms rather than on formalized rules and regulations.
109_____ is the use of observable measures of worker behavior or outputs to assess performance and influence behavior.
- ABureaucratic control
- BObjective control
- CNormative control
- DConcertive control
110Which of the following is a difference between bureaucratic control and objective control?
- AUnlike bureaucratically controlled companies, objectively controlled companies are highly resistant to change.
- BBureaucratic control focuses on whether policies and rules are followed, whereas objective control focuses on observing and measuring worker behavior or output.
- CUnlike bureaucratic control, objective control is top-down control.
- DMost workers only have to worry about pleasing the boss under objective control, whereas with bureaucratic control, the behavior of workers has to satisfy the rest of their team members.
111A local plumbing company installed global positioning satellite (GPS) tracking devices in all its trucks to ensure that employees were going on service calls and not running personal errands. This is an example of _____.
- Anormative control
- Badaptive control
- Cconcertive control
- Dobjective control
112Unlike output control, behavior control _____.
- Ais a type of normative control
- Bis often coupled with rewards and incentives
- Cgives managers and workers the freedom to behave as they see fit as long as they accomplish prespecified, measurable results
- Dregulates, guides, and measures how workers behave on the job
113_____ is the regulation of workers' behavior and decisions through widely shared organizational values and beliefs.
- AObjective control
- BConcertive control
- CBureaucratic control
- DNormative control
114Which of the following is essential for normative control to work?
- AManagers must select and hire the right people.
- BManagers must set up automated methods of performance evaluation.
- CManagers must limit all the outsourcing work in the company.
- DManagers must allow all employees to control their own behavior.
115Concertive controls are based on:
- Aa company's corporate culture.
- Bthe code of ethics of a company.
- Ca company's widely shared values and beliefs.
- Dbeliefs that are shaped and negotiated by work groups.
116_____ usually arise when companies give work groups complete autonomy and responsibility for task completion.
- ABureaucratic controls
- BObjective controls
- COutput controls
- DConcertive controls
117The second phase in the development of concertive control involves:
- Athe formalization of objective rules to guide and regulate behavior.
- Bthe validation of procedures that allow group members to self-manage.
- Cthe ousting of group members who are deemed to be unfit for the group.
- Dthe evaluation of a group's performance to determine its continuance or discontinuance.
118Which of the following is true of concertive control?
- AA team member's behavior has to satisfy the rest of his or her team members.
- BWorkers in an organization only have to worry about pleasing the boss.
- CCompanies using concertive control only hire individuals who share the company's beliefs and values.
- DAll the workers in a company are free to do whatever they want.
119Which of the following is a difference between normative control and concertive control?
- ANormative controls are driven by strong organizational cultures, whereas concertive controls usually arise when companies give work groups complete autonomy and responsibility for task completion.
- BConcertive controls are based on beliefs that are strongly held and widely shared throughout a company, whereas normative controls are based on beliefs that are shaped and negotiated by work groups.
- CUnder concertive control, most workers only have to worry about pleasing the boss, whereas under normative control, the behavior of workers has to satisfy the rest of their team members.
- DNormative control monitors rules, whereas concertive control monitors outputs.
120Identify a difference between bureaucratic control and concertive control.
- AUnder bureaucratic control, most workers only have to worry about pleasing the boss, whereas with concertive control, their behavior has to satisfy the rest of their team members.
- BConcertive control is driven by strong organizational cultures, whereas bureaucratic control usually arises when companies give work groups complete autonomy and responsibility for task completion.
- CUnlike bureaucratic control, concertive control is based on beliefs that are shaped and negotiated by work groups.
- DUnlike bureaucratically controlled companies, concertively controlled companies are highly resistant to change.
121The design team at Lance Inc. follows its own set of norms. The team decides its membership, and all the team members are expected to make their own schedules and carry out the work according to the planned schedule. In this scenario, the design team is using _____.
- Aobjective control
- Bconcertive control
- Cbureaucratic control
- Dnormative control
122The editorial team at Levine Corp. enjoys full autonomy. There are no managers in the team. The members make hiring and budgeting decisions, and they work in close coordination with each other. In this scenario, the editorial team is using _____.
- Aself-control
- Bconcertive control
- Cbehavior control
- Dnormative control
123Identify a true statement about a self-control system.
- AIt allows an employee to do whatever he or she wants.
- BIt does not result in anarchy.
- CIt does not restrict workers with boundaries.
- DIt allows managers to control the goals and behaviors of workers.
124As long as the associate editors at Zeal Publishing accurately proofread at least 100 pages of manuscript each day, they are free to create their own schedules and work styles to achieve their daily target. Zeal Publishing appears to be following a _____ system.
- Aself-control
- Bconcertive control
- Cbehavior control
- Dnormative control
125As long as the graphic designers at Spiral Animation deliver five designs every week, they are allowed to make their own schedules and take as many breaks during work hours as they want. This scenario illustrates that Spiral Animation uses _____.
- Aself-control
- Bconcertive control
- Cbureaucratic control
- Dnormative control
126All the copy editors at Edit Lab can work at their own pace provided they make their submissions on time. This is a convenient setup for the employees at Edit Lab because it uses _____.
- Aself-control
- Bconcertive control
- Cbehavior control
- Dnormative control
127_____ occurs when performance improvement is attained in one part of an organization but only at the expense of decreased performance in another part.
- ASuboptimization
- BProcess gain
- COrganizational balance
- DOptimization
128_____ predict how changes in businesses will affect their ability to take in more money than they pay out.
- ACash flow analyses
- BBalance sheets
- CFinancial ratios
- DIncome statements
129_____ are accounting statements that show what has happened to an organization's revenue, expenses, and net profit over a period of time.
- AStatements of financial position
- BBalance sheets
- CStatements of stakeholders' equity
- DIncome statements
130Which of the following is a difference between balance sheets and income statements?
- ABalance sheets provide a snapshot of a company's financial position at a particular time, whereas income statements show what has happened to an organization's income, expenses, and net profit over a period of time.
- BBalance sheets are also known as profit and loss statements, whereas income statements are also known as statements of financial position.
- CBalance sheets are used to track a business's liquidity, efficiency, and profitability over time compared to other businesses in its industry, whereas income statements are quantitative plans through which managers decide how to allocate available money to best accomplish company goals.
- DBalance sheets require managers to justify every expenditure every year, whereas income statements do not require any such justifications.
131_____ are calculations typically used to track a business's liquidity, efficiency, and profitability over time compared to other businesses in its industry.
- AMarket basket analyses
- BCash flow analyses
- CFinancial ratios
- DBalance sheets
132Unlike cash flow analysis, zero-based budgeting _____.
- Arequires managers to outline a budget from scratch each year
- Bhelps to track a business's liquidity, efficiency, and profitability over time
- Cpredicts how changes in a business will affect its ability to take in more cash than it pays out
- Dprovides a snapshot of a company's financial position at a particular time
133The _____ part of the balanced scorecard consists of the processes, decisions, and actions that managers and workers make within their organization.
- Afinancial perspective
- Bcustomer perspective
- Cinternal perspective
- Dlearning perspective
134Which of the following is a strategy for waste prevention and reduction?
- AGood housekeeping
- BSuboptimization
- CReduced production
- DWorkforce reduction
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- Quiz on Quiz Mgmt, created by J H on 05/12/2019.
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- J H
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