Management 360 - Management and Organizational Behavior » 2019 » Reviewer 1
Need help with your exam preparation?
Get Answers to this exam for $6 USD.
Get Answers to all exams in [ Management 360 - Management and Organizational Behavior ] course for $25 USD.
Existing Quiz Clients Login here
Question #1
A disagreement over issues of substance and/or an emotional antagonism is called a(n) _____.
A.
conflict
B.
feedback
C.
avoidance
D.
conflict resolution
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 uses both written and oral communication channels at the same time.
D.
the person sending the message is from a different culture than the person receiving the message.
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.
status effect
B.
filter
C.
richness of channel selection
D.
space design
E.
mixed message
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.
active listening
C.
space design
D.
destructive feedback
E.
constructive feedback
Question #5
Having trust, respect, and integrity in the eyes of others is known as:
A.
nonverbal communication.
B.
credibility
C.
persuasion.
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.
competitive
B.
lose-lose
C.
win-win
D.
collaborative
E.
win-lose
Question #7
Presenting a message in a manner that causes the other person to support it is called:
A.
credibility.
B.
communication.
C.
filtering.
D.
nonverbal communication.
E.
persuasion.
Question #8
The pathway through which a message moves from a sender to receiver is called:
A.
delivery vehicle.
B.
an ear.
C.
an email.
D.
a memo.
E.
a communication channel.
Question #9
_____ listening helps the source of a message say what he or she really means.
A.
Assertive
B.
Passive
C.
Collaborative
D.
Active
E.
Accommodative
Question #10
_____is the intentional distortion of information to make appear most favorable to the recipient.
A.
Dysfunctional communication
B.
A mixed message
C.
Disruptive communication
D.
Noise
E.
Information filtering
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.
stockholders
C.
employees
D.
special interest groups
E.
stakeholders
Question #12
A _____ offers a unique product to a special market segment.
A.
focused cost leadership
B.
focused differentiation
C.
globalization
D.
cost leadership
E.
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.
SWOT analysis
D.
sustainable competitive advantage
E.
competitive analysis
Question #14
Acquiring or investing in new and different businesses is which type of growth strategy?
A.
Retrenchment
B.
Restructuring
C.
Divestiture
D.
Diversification
E.
Concentration
Question #15
Adopting standardized products and advertising for use worldwide is called a(n):
A.
multi-domestic strategy.
B.
transnational strategy.
C.
globalization strategy.
D.
downsizing strategy.
E.
turnaround strategy.
Question #16
Decreasing the size of operations is called:
A.
vertical integration.
B.
downsizing.
C.
diversification.
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.
a mission
B.
strategic management
C.
strategy analysis
D.
a vision
E.
a functional strategy
Question #19
Typical sources of competitive advantage are technology, cost and quality, knowledge and speed, barriers to entry, and _____.
A.
a multi domestic strategy
B.
empowerment of employees
C.
a transnational strategy
D.
financial resources
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.
Strategy
B.
Vision
C.
Mission
D.
Competitive advantage
Question #21
It refers to the process of attracting, developing, and maintaining a talented workforce
A.
job description
B.
affirmative action
C.
human resource management
D.
human capital
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.
bona fide occupational qualifications
C.
human capital
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-organization fit
D.
person-job 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.
comparable worth
B.
person-organization fit
C.
external recruitment
D.
strategic human resource management
Question #25
It refers to the mobilization of human capital to implement organizational strategies
A.
strategic human resource management
B.
employee value propositions
C.
independent contractors
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.
employee value propositions
B.
permatemps
C.
job discrimination
D.
internal recruitment
Question #27
It occurs when someone is denied a job or work assignment for reasons that are not job relevant
A.
traditional recruitment
B.
equal employment opportunities
C.
job discrimination
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.
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.
affirmative action
B.
realistic job previews
C.
social recruiting
D.
job analysis
Question #30
It refers to the employment criteria justified by the capacity to perform a job
A.
job description
B.
bona fide occupational qualifications
C.
reliability
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.
sexual harassment
C.
validity
D.
traditional recruitment
Question #32
It holds that persons performing jobs of similar importance should be paid at comparable levels
A.
comparable worth
B.
selection
C.
employee value propositions
D.
strategic management
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.
financial resources
C.
realistic job previews
D.
independent contractors
Question #34
It refers to workers that are employed in a temporary status for an extended period of time
A.
reliability
B.
Competitive advantage
C.
equal employment opportunities
D.
permatemps
Question #35
It refers to the right to privacy while at work
A.
validity
B.
affirmative action
C.
human resource management
D.
workplace privacy
Question #36
It refers to the analysis of staffing needs and identifies actions to fill those needs
A.
human capital
B.
unstructured interviews
C.
human resource planning
D.
bona fide occupational qualifications
Question #37
It refers t o the study of what exactly is done in a job, and why
A.
behavioral interviews
B.
job analysis
C.
person-job fit
D.
sexual harassment
Question #38
It details the duties and responsibilities of a job holder
A.
situational interviews
B.
comparable worth
C.
job description
D.
person-organization fit
Question #39
It lists the qualifications required of a job holder
A.
job specifications
B.
strategic human resource management
C.
biodata methods
Question #40
It refers to the set of activities designed to attract a talented pool of job applicants
A.
recruitment
B.
profit-sharing
C.
behaviorally anchored rating scale
D.
assessment center
Question #41
It refers to seeking job applicants from outside the organization
A.
external recruitment
B.
work sampling
C.
gain-sharing
D.
recency bias
Question #42
When employers browse social media sites looking for prospective job candidates
A.
strategic management
B.
social recruiting
C.
critical-incident technique
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.
selection
B.
human resource management
C.
flexible benefits
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.
base compensation
B.
realistic job previews
C.
human capital
D.
family-friendly benefits
Question #47
It means that a selection device repeatedly gives consistent results
A.
reliability
B.
person-job fit
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.
merit pay
B.
early retirement incentive programs
C.
person-organization fit
D.
validity
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.
unstructured interviews
D.
strategic human resource management
Question #50
When the intervewer ask job applicants about past behaviors
A.
behavioral interviews
B.
employment-at-will
C.
social recruiting
D.
affirmative action
Question #51
When the interviewer asks job applicants how they would react in specific situations
A.
internal recruitment
B.
bona fide occupational qualifications
C.
situational interviews
Question #52
When you collect certain biographical information that has been proven to correlate with good job performance
A.
early retirement incentive programs
B.
sexual harassment
C.
traditional recruitment
D.
biodata methods
Question #53
It examines how job candidates handle simulated work situations
A.
termination
B.
comparable worth
C.
selection
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.
reliability
D.
permatemps
Question #56
It is a process of learning and adapting to the organizational culture
A.
validity
B.
labor union
C.
workplace privacy
D.
socialization
Question #57
It provides learning opportunities to acquire and improve job-related skills
A.
social recruiting
B.
labor contract
C.
training
D.
human resource planning
Question #58
When people switch tasks to learn multiple jobs
A.
internal recruitment
B.
job rotation
C.
collective bargaining
D.
job analysis
Question #59
It occurs when an experienced employee offers performance advice to a less experienced co-worker
A.
traditional recruitment
B.
job description
C.
perception
D.
coaching
Question #60
It assigns new hires and early-career employees as proteges to more senior employees
A.
mentoring
B.
selection
C.
psychological contract
D.
job specifications
Question #61
When younger employees mentor seniors to improve their technology skills
A.
employee value proposition
B.
reverse mentoring
C.
recruitment
D.
realistic job previews
Question #62
It refers to the training to improve knowledge and skills in the management process
A.
management development
B.
reliability
C.
attribution
D.
external recruitment
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.
self-serving bias
B.
unstructured interviews
C.
performance assessment/performance review
Question #65
It provides frequent and developmental feedback for how a worker can improve job performance
A.
stereotype
B.
cognitive dissonance
C.
performance coaching
D.
behavioral interviews
Question #66
It refers to the use of a checklist of traits or characteristics to evaluate performance
A.
situational interviews
B.
job satisfaction
C.
halo effect
D.
graphic rating scale
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.
employee engagement
C.
biodata methods
D.
strategic management
Question #68
When there is overemphasis on the most recent behaviors when evaluating individuals' performance
A.
job involvement
B.
financial resources
C.
assessment center
D.
recency bias
Question #69
When you keep a log of employees' effective and ineffective job behaviors
A.
Competitive advantage
B.
critical-incident technique
C.
organizational commitment
D.
socialization
Question #70
It refers to the tendency to give employees a higher performance rating than they deserve
A.
human resource management
B.
leniency
C.
organizational citizenship behavior
D.
training
Question #71
It refers to the comparison of one person's performance with that of others
A.
multiperson comparison
B.
human capital
C.
job rotation
D.
emotions
Question #72
It refers to the inclusio of superiors, subordinates, peers, and even customers in the appraisal process
A.
coaching
B.
emotional intelligence
C.
person-job fit
D.
360-degree appraisals
Question #73
It refers to the salary or hourly wage paid to an individual
A.
mentoring
B.
person-organization fit
C.
base compensation
D.
moods
Question #74
It refers to balancing of career demands with personal and family needs
A.
mood contagion
B.
reverse mentoring
C.
strategic human resource management
D.
work-life balance
Question #75
It refers to the awarding of pay increases in proportion to performance contributions
A.
management development
B.
merit pay
C.
employee value propositions
D.
stress
Question #76
It refers to the provision of one-time payments based on performance accomplishments
A.
job discrimination
B.
performance management system
C.
stressor
D.
bonus pay
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.
constructive stress or eustress
D.
performance assessment/performance review
Question #78
It refers to plans to allow employees to share in cost savings or productivity gains realized by their efforts
A.
performance coaching
B.
gain-sharing
C.
behavioral interviews
D.
destructive stress or strain
Need help with your exam preparation?
Get Answers to this exam for $6 USD.
Get Answers to all exams in [ Management 360 - Management and Organizational Behavior ] course for $25 USD.
Existing Quiz Clients Login here