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.
feedback
B.
avoidance
C.
mediation
D.
conflict resolution
E.
conflict
Question #2
A mixed message occurs when _____.
A.
a person gives the original message in written form and receives the feedback orally.
B.
a person's words communicate one message while actions, body language, or appearance communicate something else
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.
the person sending the message uses two languages.
Question #3
A _____results when words communicate one message while actions, body language, or appearance communicate something else.
A.
richness of channel selection
B.
filter
C.
mixed message
D.
space design
E.
status effect
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.
space design
D.
constructive feedback
E.
substantive conflict
Question #5
Having trust, respect, and integrity in the eyes of others is known as:
A.
persuasion.
B.
credibility
C.
communication
D.
filtering.
E.
nonverbal communication.
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.
collaborative
C.
win-lose
D.
competitive
E.
win-win
Question #7
Presenting a message in a manner that causes the other person to support it is called:
A.
persuasion.
B.
credibility.
C.
nonverbal communication.
D.
communication.
E.
filtering.
Question #8
The pathway through which a message moves from a sender to receiver is called:
A.
a memo.
B.
an email.
C.
delivery vehicle.
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.
Collaborative
C.
Accommodative
D.
Active
E.
Assertive
Question #10
_____is the intentional distortion of information to make appear most favorable to the recipient.
A.
A mixed message
B.
Disruptive communication
C.
Information filtering
D.
Noise
E.
Dysfunctional 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.
special interest groups
B.
employees
C.
stakeholders
D.
stockholders
E.
focal groups
Question #12
A _____ offers a unique product to a special market segment.
A.
focused cost leadership
B.
globalization
C.
cost leadership
D.
differentiation
E.
focused differentiation
Question #13
A _____is the ability to outperform rivals in ways that are difficult or costly to imitate.
A.
SWOT analysis
B.
strategic intent
C.
competitive analysis
D.
sustainable competitive advantage
E.
strategy
Question #14
Acquiring or investing in new and different businesses is which type of growth strategy?
A.
Diversification
B.
Concentration
C.
Restructuring
D.
Retrenchment
E.
Divestiture
Question #15
Adopting standardized products and advertising for use worldwide is called a(n):
A.
transnational strategy.
B.
turnaround strategy.
C.
globalization strategy.
D.
multi-domestic strategy.
E.
downsizing strategy.
Question #16
Decreasing the size of operations is called:
A.
downsizing.
B.
globalization.
C.
co-opetition.
D.
vertical integration.
E.
diversification.
Question #17
Organizational culture is the predominant value system for the organization as a whole.
A.
FALSE
B.
TRUE
Question #18
The essence of _____ is formulating and implementing strategies.
A.
strategy analysis
B.
a functional strategy
C.
strategic management
D.
a mission
E.
a vision
Question #19
Typical sources of competitive advantage are technology, cost and quality, knowledge and speed, barriers to entry, and _____.
A.
a transnational strategy
B.
financial resources
C.
a multi domestic strategy
D.
empowerment of employees
E.
creativity
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.
Mission
B.
Competitive advantage
C.
Strategy
D.
Vision
Question #21
It refers to the process of attracting, developing, and maintaining a talented workforce
A.
human resource management
B.
human capital
C.
affirmative action
D.
job description
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.
recruitment
B.
person-organization fit
C.
person-job fit
D.
sexual harassment
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.
person-organization fit
C.
comparable worth
D.
external recruitment
Question #25
It refers to the mobilization of human capital to implement organizational strategies
A.
social recruiting
B.
employee value propositions
C.
independent contractors
D.
strategic human resource management
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.
permatemps
C.
employee value propositions
D.
internal recruitment
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.
job discrimination
C.
traditional recruitment
D.
workplace privacy
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.
selection
C.
equal employment opportunities
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.
job analysis
C.
realistic job previews
D.
social recruiting
Question #30
It refers to the employment criteria justified by the capacity to perform a job
A.
bona fide occupational qualifications
B.
reliability
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.
validity
B.
sexual harassment
C.
job specifications
D.
traditional recruitment
Question #32
It holds that persons performing jobs of similar importance should be paid at comparable levels
A.
comparable worth
B.
strategic management
C.
employee value propositions
D.
selection
Question #33
It refers to those who are hired as needed and are not part of the organization's permanent workforce
A.
job discrimination
B.
realistic job previews
C.
financial resources
D.
independent contractors
Question #34
It refers to workers that are employed in a temporary status for an extended period of time
A.
equal employment opportunities
B.
reliability
C.
permatemps
D.
Competitive advantage
Question #35
It refers to the right to privacy while at work
A.
affirmative action
B.
human resource management
C.
validity
D.
workplace privacy
Question #36
It refers to the analysis of staffing needs and identifies actions to fill those needs
A.
human resource planning
B.
human capital
C.
unstructured interviews
D.
bona fide occupational qualifications
Question #37
It refers t o the study of what exactly is done in a job, and why
A.
job analysis
B.
behavioral interviews
C.
person-job fit
D.
sexual harassment
Question #38
It details the duties and responsibilities of a job holder
A.
job description
B.
person-organization fit
C.
situational interviews
D.
comparable worth
Question #39
It lists the qualifications required of a job holder
A.
strategic human resource management
B.
biodata methods
C.
job specifications
Question #40
It refers to the set of activities designed to attract a talented pool of job applicants
A.
behaviorally anchored rating scale
B.
recruitment
C.
assessment center
D.
profit-sharing
Question #41
It refers to seeking job applicants from outside the organization
A.
gain-sharing
B.
external recruitment
C.
recency bias
D.
work sampling
Question #42
When employers browse social media sites looking for prospective job candidates
A.
social recruiting
B.
critical-incident technique
C.
strategic management
D.
employee stock ownership plans
Question #43
When you seek job applicants from inside the organization
A.
leniency
B.
financial resources
C.
internal recruitment
D.
stock options
Question #44
It seeks to focus on selling the job and organization to applicants
A.
traditional recruitment
B.
Competitive advantage
C.
multiperson comparison
D.
employee benefits
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.
selection
D.
flexible benefits
Question #46
It provides job candidates with all pertinent information about a job and an organization, both positive and negative
A.
base compensation
B.
family-friendly benefits
C.
realistic job previews
D.
human capital
Question #47
It means that a selection device repeatedly gives consistent results
A.
reliability
B.
work-life balance
C.
person-job fit
D.
employee assistance programs
Question #48
It means that scores on a selection device have a demonstrated correlation with future job performance
A.
early retirement incentive programs
B.
person-organization fit
C.
validity
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.
termination
B.
bonus pay
C.
strategic human resource management
D.
unstructured interviews
Question #50
When the intervewer ask job applicants about past behaviors
A.
employment-at-will
B.
social recruiting
C.
behavioral interviews
D.
affirmative action
Question #51
When the interviewer asks job applicants how they would react in specific situations
A.
situational interviews
B.
bona fide occupational qualifications
C.
internal recruitment
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.
selection
B.
termination
C.
comparable worth
D.
assessment center
Question #54
When applicants are evaluated while performing actual work tasks
A.
realistic job previews
B.
independent contractors
C.
work sampling
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.
onboarding/orientation
B.
wrongful discharge
C.
permatemps
D.
reliability
Question #56
It is a process of learning and adapting to the organizational culture
A.
workplace privacy
B.
socialization
C.
validity
D.
labor union
Question #57
It provides learning opportunities to acquire and improve job-related skills
A.
labor contract
B.
training
C.
social recruiting
D.
human resource planning
Question #58
When people switch tasks to learn multiple jobs
A.
internal recruitment
B.
job analysis
C.
job rotation
D.
collective bargaining
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.
selection
B.
psychological contract
C.
mentoring
D.
job specifications
Question #61
When younger employees mentor seniors to improve their technology skills
A.
employee value proposition
B.
reverse mentoring
C.
realistic job previews
D.
recruitment
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.
fundamental attribution error
B.
validity
C.
performance management system
Question #64
It refers to the process of formally evaluating performance and providing feedback to a job holder
A.
performance assessment/performance review
B.
unstructured interviews
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.
behavioral interviews
D.
cognitive dissonance
Question #66
It refers to the use of a checklist of traits or characteristics to evaluate performance
A.
halo effect
B.
situational interviews
C.
graphic rating scale
D.
job satisfaction
Question #67
It refers to the use of specific descriptions of actual behaviors to rate various levels of performance
A.
behaviorally anchored rating scale
B.
strategic management
C.
employee engagement
D.
biodata methods
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.
critical-incident technique
B.
Competitive advantage
C.
organizational commitment
D.
socialization
Question #70
It refers to the tendency to give employees a higher performance rating than they deserve
A.
training
B.
human resource management
C.
organizational citizenship behavior
D.
leniency
Question #71
It refers to the comparison of one person's performance with that of others
A.
job rotation
B.
multiperson comparison
C.
emotions
D.
human capital
Question #72
It refers to the inclusio of superiors, subordinates, peers, and even customers in the appraisal process
A.
360-degree appraisals
B.
emotional intelligence
C.
person-job fit
D.
coaching
Question #73
It refers to the salary or hourly wage paid to an individual
A.
base compensation
B.
person-organization fit
C.
moods
D.
mentoring
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.
employee value propositions
B.
management development
C.
merit pay
D.
stress
Question #76
It refers to the provision of one-time payments based on performance accomplishments
A.
job discrimination
B.
stressor
C.
bonus pay
D.
performance management system
Question #77
It refers to plans to distribute to employees a proportion of net profits earned by the organization
A.
profit-sharing
B.
unstructured interviews
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.
destructive stress or strain
B.
gain-sharing
C.
performance coaching
D.
behavioral interviews
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