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