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.
mediation
B.
conflict
C.
avoidance
D.
feedback
E.
conflict resolution
Question #2
A mixed message occurs when _____.
A.
a person uses both written and oral communication channels at the same time.
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 gives the original message in written form and receives the feedback orally.
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.
space design
B.
richness of channel selection
C.
status effect
D.
filter
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.
active listening
B.
space design
C.
substantive conflict
D.
constructive feedback
E.
destructive feedback
Question #5
Having trust, respect, and integrity in the eyes of others is known as:
A.
persuasion.
B.
filtering.
C.
credibility
D.
communication
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.
win-lose
B.
collaborative
C.
lose-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.
credibility.
B.
persuasion.
C.
nonverbal communication.
D.
filtering.
E.
communication.
Question #8
The pathway through which a message moves from a sender to receiver is called:
A.
delivery vehicle.
B.
an ear.
C.
a communication channel.
D.
a memo.
E.
an email.
Question #9
_____ listening helps the source of a message say what he or she really means.
A.
Active
B.
Passive
C.
Accommodative
D.
Collaborative
E.
Assertive
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.
Noise
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.
stockholders
B.
stakeholders
C.
special interest groups
D.
employees
E.
focal groups
Question #12
A _____ offers a unique product to a special market segment.
A.
focused differentiation
B.
focused cost leadership
C.
cost leadership
D.
differentiation
E.
globalization
Question #13
A _____is the ability to outperform rivals in ways that are difficult or costly to imitate.
A.
competitive analysis
B.
sustainable competitive advantage
C.
strategy
D.
strategic intent
E.
SWOT analysis
Question #14
Acquiring or investing in new and different businesses is which type of growth strategy?
A.
Divestiture
B.
Concentration
C.
Diversification
D.
Restructuring
E.
Retrenchment
Question #15
Adopting standardized products and advertising for use worldwide is called a(n):
A.
turnaround strategy.
B.
globalization strategy.
C.
transnational strategy.
D.
downsizing strategy.
E.
multi-domestic strategy.
Question #16
Decreasing the size of operations is called:
A.
diversification.
B.
downsizing.
C.
co-opetition.
D.
globalization.
E.
vertical integration.
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.
a functional strategy
B.
a mission
C.
strategy analysis
D.
a vision
E.
strategic management
Question #19
Typical sources of competitive advantage are technology, cost and quality, knowledge and speed, barriers to entry, and _____.
A.
empowerment of employees
B.
creativity
C.
financial resources
D.
a transnational strategy
E.
a multi domestic 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.
Competitive advantage
B.
Mission
C.
Strategy
D.
Vision
Question #21
It refers to the process of attracting, developing, and maintaining a talented workforce
A.
job description
B.
human resource management
C.
affirmative action
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.
person-job fit
B.
sexual harassment
C.
person-organization fit
D.
recruitment
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.
person-organization fit
D.
comparable worth
Question #25
It refers to the mobilization of human capital to implement organizational strategies
A.
employee value propositions
B.
strategic human resource management
C.
social recruiting
D.
independent contractors
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.
permatemps
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.
workplace privacy
C.
job discrimination
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.
equal employment opportunities
B.
selection
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.
social recruiting
C.
job analysis
D.
realistic job previews
Question #30
It refers to the employment criteria justified by the capacity to perform a job
A.
job description
B.
reliability
C.
bona fide occupational qualifications
D.
internal recruitment
Question #31
It refers to the behavior of a sexual nature that affects a person's employment situation
A.
traditional recruitment
B.
validity
C.
job specifications
D.
sexual harassment
Question #32
It holds that persons performing jobs of similar importance should be paid at comparable levels
A.
employee value propositions
B.
comparable worth
C.
selection
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.
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.
equal employment opportunities
B.
Competitive advantage
C.
permatemps
D.
reliability
Question #35
It refers to the right to privacy while at work
A.
workplace privacy
B.
affirmative action
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 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.
person-job fit
B.
sexual harassment
C.
behavioral interviews
D.
job analysis
Question #38
It details the duties and responsibilities of a job holder
A.
comparable worth
B.
job description
C.
person-organization fit
D.
situational interviews
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.
profit-sharing
C.
assessment center
D.
behaviorally anchored rating scale
Question #41
It refers to seeking job applicants from outside the organization
A.
recency bias
B.
work sampling
C.
gain-sharing
D.
external recruitment
Question #42
When employers browse social media sites looking for prospective job candidates
A.
critical-incident technique
B.
social recruiting
C.
employee stock ownership plans
D.
strategic management
Question #43
When you seek job applicants from inside the organization
A.
stock options
B.
leniency
C.
financial resources
D.
internal recruitment
Question #44
It seeks to focus on selling the job and organization to applicants
A.
multiperson comparison
B.
employee benefits
C.
Competitive advantage
D.
traditional recruitment
Question #45
It refers to choosing individuals to hire from a pool of qualified job applicants
A.
selection
B.
360-degree appraisals
C.
human resource management
D.
flexible benefits
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.
human capital
C.
base compensation
D.
realistic job previews
Question #47
It means that a selection device repeatedly gives consistent results
A.
person-job fit
B.
employee assistance programs
C.
work-life balance
D.
reliability
Question #48
It means that scores on a selection device have a demonstrated correlation with future job performance
A.
person-organization fit
B.
merit pay
C.
early retirement incentive programs
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.
unstructured interviews
B.
termination
C.
strategic human resource management
D.
bonus pay
Question #50
When the intervewer ask job applicants about past behaviors
A.
affirmative action
B.
social recruiting
C.
employment-at-will
D.
behavioral interviews
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.
sexual harassment
B.
biodata methods
C.
early retirement incentive programs
D.
traditional recruitment
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.
employment-at-will
B.
independent contractors
C.
realistic job previews
D.
work sampling
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.
validity
B.
workplace privacy
C.
socialization
D.
labor union
Question #57
It provides learning opportunities to acquire and improve job-related skills
A.
social recruiting
B.
training
C.
labor contract
D.
human resource planning
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.
job description
B.
traditional recruitment
C.
perception
D.
coaching
Question #60
It assigns new hires and early-career employees as proteges to more senior employees
A.
psychological contract
B.
mentoring
C.
job specifications
D.
selection
Question #61
When younger employees mentor seniors to improve their technology skills
A.
employee value proposition
B.
realistic job previews
C.
reverse mentoring
D.
recruitment
Question #62
It refers to the training to improve knowledge and skills in the management process
A.
reliability
B.
external recruitment
C.
management development
D.
attribution
Question #63
It sets standards, assesses results, and plans for performance improvements
A.
performance management system
B.
validity
C.
fundamental attribution error
Question #64
It refers to the process of formally evaluating performance and providing feedback to a job holder
A.
self-serving bias
B.
performance assessment/performance review
C.
unstructured interviews
Question #65
It provides frequent and developmental feedback for how a worker can improve job performance
A.
behavioral interviews
B.
cognitive dissonance
C.
performance coaching
D.
stereotype
Question #66
It refers to the use of a checklist of traits or characteristics to evaluate performance
A.
situational interviews
B.
graphic rating scale
C.
halo effect
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.
biodata methods
D.
employee engagement
Question #68
When there is overemphasis on the most recent behaviors when evaluating individuals' performance
A.
financial resources
B.
recency bias
C.
job involvement
D.
assessment center
Question #69
When you keep a log of employees' effective and ineffective job behaviors
A.
Competitive advantage
B.
critical-incident technique
C.
socialization
D.
organizational commitment
Question #70
It refers to the tendency to give employees a higher performance rating than they deserve
A.
human resource management
B.
training
C.
leniency
D.
organizational citizenship behavior
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.
360-degree appraisals
B.
coaching
C.
emotional intelligence
D.
person-job fit
Question #73
It refers to the salary or hourly wage paid to an individual
A.
person-organization fit
B.
moods
C.
base compensation
D.
mentoring
Question #74
It refers to balancing of career demands with personal and family needs
A.
mood contagion
B.
strategic human resource management
C.
work-life balance
D.
reverse mentoring
Question #75
It refers to the awarding of pay increases in proportion to performance contributions
A.
stress
B.
merit pay
C.
management development
D.
employee value propositions
Question #76
It refers to the provision of one-time payments based on performance accomplishments
A.
stressor
B.
performance management system
C.
bonus pay
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.
constructive stress or eustress
C.
profit-sharing
D.
unstructured interviews
Question #78
It refers to plans to allow employees to share in cost savings or productivity gains realized by their efforts
A.
gain-sharing
B.
performance coaching
C.
behavioral interviews
D.
destructive stress or strain
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