Management 360 - Management and Organizational Behavior » 2019 » Reviewer 1
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Question #1
A disagreement over issues of substance and/or an emotional antagonism is called a(n) _____.
A.
conflict resolution
B.
mediation
C.
conflict
D.
avoidance
E.
feedback
Question #2
A mixed message occurs when _____.
A.
a person gives the original message in written form and receives the feedback orally.
B.
the person sending the message uses two languages.
C.
the person sending the message is from a different culture than the person receiving the message.
D.
a person uses both written and oral communication channels at the same time.
E.
a person's words communicate one message while actions, body language, or appearance communicate something else
Question #3
A _____results when words communicate one message while actions, body language, or appearance communicate something else.
A.
filter
B.
mixed message
C.
status effect
D.
space design
E.
richness of channel selection
Question #4
Giving feedback directly and with real feeling, based on trust between you and the receiver is an example of _____.
A.
active listening
B.
destructive feedback
C.
substantive conflict
D.
constructive feedback
E.
space design
Question #5
Having trust, respect, and integrity in the eyes of others is known as:
A.
credibility
B.
nonverbal communication.
C.
filtering.
D.
persuasion.
E.
communication
Question #6
In a _____ conflict, no one achieves his or her true desires, and the underlying reasons for conflict remain unaffected.
A.
win-win
B.
lose-lose
C.
win-lose
D.
competitive
E.
collaborative
Question #7
Presenting a message in a manner that causes the other person to support it is called:
A.
communication.
B.
persuasion.
C.
credibility.
D.
filtering.
E.
nonverbal communication.
Question #8
The pathway through which a message moves from a sender to receiver is called:
A.
an ear.
B.
a communication channel.
C.
an email.
D.
a memo.
E.
delivery vehicle.
Question #9
_____ listening helps the source of a message say what he or she really means.
A.
Active
B.
Collaborative
C.
Passive
D.
Accommodative
E.
Assertive
Question #10
_____is the intentional distortion of information to make appear most favorable to the recipient.
A.
A mixed message
B.
Noise
C.
Dysfunctional communication
D.
Information filtering
E.
Disruptive communication
Question #11
A clear sense of mission helps managers act in ways so that the organization inspires the support and respect of _____, the individuals and groups directly affected by the organization and its strategic accomplishments.
A.
employees
B.
stakeholders
C.
special interest groups
D.
stockholders
E.
focal groups
Question #12
A _____ offers a unique product to a special market segment.
A.
focused cost leadership
B.
globalization
C.
differentiation
D.
cost leadership
E.
focused differentiation
Question #13
A _____is the ability to outperform rivals in ways that are difficult or costly to imitate.
A.
strategy
B.
strategic intent
C.
competitive analysis
D.
sustainable competitive advantage
E.
SWOT analysis
Question #14
Acquiring or investing in new and different businesses is which type of growth strategy?
A.
Divestiture
B.
Concentration
C.
Retrenchment
D.
Restructuring
E.
Diversification
Question #15
Adopting standardized products and advertising for use worldwide is called a(n):
A.
downsizing strategy.
B.
globalization strategy.
C.
turnaround strategy.
D.
transnational strategy.
E.
multi-domestic strategy.
Question #16
Decreasing the size of operations is called:
A.
vertical integration.
B.
downsizing.
C.
globalization.
D.
diversification.
E.
co-opetition.
Question #17
Organizational culture is the predominant value system for the organization as a whole.
A.
TRUE
B.
FALSE
Question #18
The essence of _____ is formulating and implementing strategies.
A.
a functional strategy
B.
a mission
C.
strategic management
D.
a vision
E.
strategy analysis
Question #19
Typical sources of competitive advantage are technology, cost and quality, knowledge and speed, barriers to entry, and _____.
A.
a transnational strategy
B.
creativity
C.
financial resources
D.
a multi domestic strategy
E.
empowerment of employees
Question #20
Pershing General Hospital is a 125-bed, primary-care facility located in a rural area. As there are no other hospitals within 50 miles, it provides the one and only, high-quality emergency, primary care, and retail pharmacy within its service area. This is considered Pershing General Hospital's:
A.
Competitive advantage
B.
Strategy
C.
Mission
D.
Vision
Question #21
It refers to the process of attracting, developing, and maintaining a talented workforce
A.
human capital
B.
affirmative action
C.
job description
D.
human resource management
Question #22
It refers to the economic value of people with job-relevant knowledge, skills, abilities, ideas, energies, and commitments
A.
person-job fit
B.
human capital
C.
bona fide occupational qualifications
Question #23
It refers to the extent to which an individual's knowledge, skills, experiences and personal characteristics are consistent with the requirements of their work
A.
person-job fit
B.
sexual harassment
C.
recruitment
D.
person-organization fit
Question #24
It refers to the extent to which an individual's values, interests, and behavior are consistent with the culture of the organization
A.
strategic human resource management
B.
external recruitment
C.
comparable worth
D.
person-organization fit
Question #25
It refers to the mobilization of human capital to implement organizational strategies
A.
independent contractors
B.
employee value propositions
C.
strategic human resource management
D.
social recruiting
Question #26
It refers to the packages of opportunities and rewards that make diverse and talented people want to belong to and work hard for the organization
A.
job discrimination
B.
employee value propositions
C.
internal recruitment
D.
permatemps
Question #27
It occurs when someone is denied a job or work assignment for reasons that are not job relevant
A.
equal employment opportunities
B.
workplace privacy
C.
traditional recruitment
D.
job discrimination
Question #28
It refers to the requirement that employment decisions be made without regard to sex, race, color, ethnicity, national origin, able-bodiedness, or religion
A.
selection
B.
equal employment opportunities
C.
human resource planning
Question #29
It refers to the effort to give preference in employment to women and minority group members who have traditionally been underrepresented
A.
social recruiting
B.
affirmative action
C.
job analysis
D.
realistic job previews
Question #30
It refers to the employment criteria justified by the capacity to perform a job
A.
internal recruitment
B.
bona fide occupational qualifications
C.
reliability
D.
job description
Question #31
It refers to the behavior of a sexual nature that affects a person's employment situation
A.
sexual harassment
B.
validity
C.
traditional recruitment
D.
job specifications
Question #32
It holds that persons performing jobs of similar importance should be paid at comparable levels
A.
comparable worth
B.
employee value propositions
C.
strategic management
D.
selection
Question #33
It refers to those who are hired as needed and are not part of the organization's permanent workforce
A.
independent contractors
B.
financial resources
C.
job discrimination
D.
realistic job previews
Question #34
It refers to workers that are employed in a temporary status for an extended period of time
A.
permatemps
B.
reliability
C.
Competitive advantage
D.
equal employment opportunities
Question #35
It refers to the right to privacy while at work
A.
affirmative action
B.
workplace privacy
C.
validity
D.
human resource management
Question #36
It refers to the analysis of staffing needs and identifies actions to fill those needs
A.
human resource planning
B.
unstructured interviews
C.
bona fide occupational qualifications
D.
human capital
Question #37
It refers t o the study of what exactly is done in a job, and why
A.
job analysis
B.
sexual harassment
C.
person-job fit
D.
behavioral interviews
Question #38
It details the duties and responsibilities of a job holder
A.
person-organization fit
B.
situational interviews
C.
comparable worth
D.
job description
Question #39
It lists the qualifications required of a job holder
A.
job specifications
B.
biodata methods
C.
strategic human resource management
Question #40
It refers to the set of activities designed to attract a talented pool of job applicants
A.
recruitment
B.
behaviorally anchored rating scale
C.
assessment center
D.
profit-sharing
Question #41
It refers to seeking job applicants from outside the organization
A.
gain-sharing
B.
work sampling
C.
recency bias
D.
external recruitment
Question #42
When employers browse social media sites looking for prospective job candidates
A.
critical-incident technique
B.
employee stock ownership plans
C.
strategic management
D.
social recruiting
Question #43
When you seek job applicants from inside the organization
A.
financial resources
B.
internal recruitment
C.
leniency
D.
stock options
Question #44
It seeks to focus on selling the job and organization to applicants
A.
multiperson comparison
B.
Competitive advantage
C.
employee benefits
D.
traditional recruitment
Question #45
It refers to choosing individuals to hire from a pool of qualified job applicants
A.
flexible benefits
B.
human resource management
C.
selection
D.
360-degree appraisals
Question #46
It provides job candidates with all pertinent information about a job and an organization, both positive and negative
A.
family-friendly benefits
B.
realistic job previews
C.
base compensation
D.
human capital
Question #47
It means that a selection device repeatedly gives consistent results
A.
work-life balance
B.
employee assistance programs
C.
person-job fit
D.
reliability
Question #48
It means that scores on a selection device have a demonstrated correlation with future job performance
A.
merit pay
B.
early retirement incentive programs
C.
validity
D.
person-organization fit
Question #49
When the interviewer does not work from a formal and pre-established list of questions that is asked of all interviewees
A.
bonus pay
B.
termination
C.
unstructured interviews
D.
strategic human resource management
Question #50
When the intervewer ask job applicants about past behaviors
A.
employment-at-will
B.
affirmative action
C.
behavioral interviews
D.
social recruiting
Question #51
When the interviewer asks job applicants how they would react in specific situations
A.
internal recruitment
B.
situational interviews
C.
bona fide occupational qualifications
Question #52
When you collect certain biographical information that has been proven to correlate with good job performance
A.
biodata methods
B.
traditional recruitment
C.
sexual harassment
D.
early retirement incentive programs
Question #53
It examines how job candidates handle simulated work situations
A.
termination
B.
assessment center
C.
selection
D.
comparable worth
Question #54
When applicants are evaluated while performing actual work tasks
A.
work sampling
B.
realistic job previews
C.
employment-at-will
D.
independent contractors
Question #55
It familiarizes new hires with the organization's mission and culture, their jobs and co-workers, and performance expectations
A.
reliability
B.
onboarding/orientation
C.
wrongful discharge
D.
permatemps
Question #56
It is a process of learning and adapting to the organizational culture
A.
socialization
B.
workplace privacy
C.
labor union
D.
validity
Question #57
It provides learning opportunities to acquire and improve job-related skills
A.
labor contract
B.
social recruiting
C.
training
D.
human resource planning
Question #58
When people switch tasks to learn multiple jobs
A.
job analysis
B.
job rotation
C.
internal recruitment
D.
collective bargaining
Question #59
It occurs when an experienced employee offers performance advice to a less experienced co-worker
A.
perception
B.
job description
C.
traditional recruitment
D.
coaching
Question #60
It assigns new hires and early-career employees as proteges to more senior employees
A.
psychological contract
B.
selection
C.
job specifications
D.
mentoring
Question #61
When younger employees mentor seniors to improve their technology skills
A.
realistic job previews
B.
recruitment
C.
employee value proposition
D.
reverse mentoring
Question #62
It refers to the training to improve knowledge and skills in the management process
A.
attribution
B.
external recruitment
C.
reliability
D.
management development
Question #63
It sets standards, assesses results, and plans for performance improvements
A.
validity
B.
performance management system
C.
fundamental attribution error
Question #64
It refers to the process of formally evaluating performance and providing feedback to a job holder
A.
unstructured interviews
B.
performance assessment/performance review
C.
self-serving bias
Question #65
It provides frequent and developmental feedback for how a worker can improve job performance
A.
stereotype
B.
performance coaching
C.
cognitive dissonance
D.
behavioral interviews
Question #66
It refers to the use of a checklist of traits or characteristics to evaluate performance
A.
situational interviews
B.
halo effect
C.
job satisfaction
D.
graphic rating scale
Question #67
It refers to the use of specific descriptions of actual behaviors to rate various levels of performance
A.
strategic management
B.
biodata methods
C.
employee engagement
D.
behaviorally anchored rating scale
Question #68
When there is overemphasis on the most recent behaviors when evaluating individuals' performance
A.
job involvement
B.
recency bias
C.
financial resources
D.
assessment center
Question #69
When you keep a log of employees' effective and ineffective job behaviors
A.
Competitive advantage
B.
organizational commitment
C.
critical-incident technique
D.
socialization
Question #70
It refers to the tendency to give employees a higher performance rating than they deserve
A.
organizational citizenship behavior
B.
leniency
C.
human resource management
D.
training
Question #71
It refers to the comparison of one person's performance with that of others
A.
job rotation
B.
human capital
C.
emotions
D.
multiperson comparison
Question #72
It refers to the inclusio of superiors, subordinates, peers, and even customers in the appraisal process
A.
person-job fit
B.
360-degree appraisals
C.
coaching
D.
emotional intelligence
Question #73
It refers to the salary or hourly wage paid to an individual
A.
mentoring
B.
person-organization fit
C.
moods
D.
base compensation
Question #74
It refers to balancing of career demands with personal and family needs
A.
mood contagion
B.
work-life balance
C.
reverse mentoring
D.
strategic human resource management
Question #75
It refers to the awarding of pay increases in proportion to performance contributions
A.
merit pay
B.
employee value propositions
C.
stress
D.
management development
Question #76
It refers to the provision of one-time payments based on performance accomplishments
A.
performance management system
B.
bonus pay
C.
stressor
D.
job discrimination
Question #77
It refers to plans to distribute to employees a proportion of net profits earned by the organization
A.
performance assessment/performance review
B.
profit-sharing
C.
unstructured interviews
D.
constructive stress or eustress
Question #78
It refers to plans to allow employees to share in cost savings or productivity gains realized by their efforts
A.
behavioral interviews
B.
gain-sharing
C.
performance coaching
D.
destructive stress or strain
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