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.
avoidance
B.
mediation
C.
feedback
D.
conflict
E.
conflict resolution
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.
mixed message
B.
status effect
C.
space design
D.
filter
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.
constructive feedback
B.
space design
C.
substantive conflict
D.
active listening
E.
destructive feedback
Question #5
Having trust, respect, and integrity in the eyes of others is known as:
A.
nonverbal communication.
B.
credibility
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.
competitive
B.
collaborative
C.
win-lose
D.
win-win
E.
lose-lose
Question #7
Presenting a message in a manner that causes the other person to support it is called:
A.
communication.
B.
persuasion.
C.
nonverbal communication.
D.
filtering.
E.
credibility.
Question #8
The pathway through which a message moves from a sender to receiver is called:
A.
an email.
B.
a communication channel.
C.
an ear.
D.
a memo.
E.
delivery vehicle.
Question #9
_____ listening helps the source of a message say what he or she really means.
A.
Collaborative
B.
Assertive
C.
Accommodative
D.
Passive
E.
Active
Question #10
_____is the intentional distortion of information to make appear most favorable to the recipient.
A.
A mixed message
B.
Information filtering
C.
Noise
D.
Disruptive communication
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.
stakeholders
C.
stockholders
D.
focal groups
E.
employees
Question #12
A _____ offers a unique product to a special market segment.
A.
globalization
B.
focused cost leadership
C.
differentiation
D.
focused differentiation
E.
cost leadership
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.
strategy
E.
sustainable competitive advantage
Question #14
Acquiring or investing in new and different businesses is which type of growth strategy?
A.
Diversification
B.
Divestiture
C.
Restructuring
D.
Concentration
E.
Retrenchment
Question #15
Adopting standardized products and advertising for use worldwide is called a(n):
A.
downsizing strategy.
B.
turnaround strategy.
C.
transnational strategy.
D.
globalization 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.
FALSE
B.
TRUE
Question #18
The essence of _____ is formulating and implementing strategies.
A.
strategy analysis
B.
strategic management
C.
a mission
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.
a transnational strategy
B.
creativity
C.
empowerment of employees
D.
a multi domestic strategy
E.
financial resources
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.
Strategy
C.
Vision
D.
Competitive advantage
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.
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.
comparable worth
B.
strategic human resource management
C.
person-organization fit
D.
external recruitment
Question #25
It refers to the mobilization of human capital to implement organizational strategies
A.
social recruiting
B.
strategic human resource management
C.
employee value propositions
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.
internal recruitment
B.
employee value propositions
C.
permatemps
D.
job discrimination
Question #27
It occurs when someone is denied a job or work assignment for reasons that are not job relevant
A.
workplace privacy
B.
traditional recruitment
C.
equal employment opportunities
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.
equal employment opportunities
B.
human resource planning
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.
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.
bona fide occupational qualifications
B.
job description
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.
validity
C.
sexual harassment
D.
traditional recruitment
Question #32
It holds that persons performing jobs of similar importance should be paid at comparable levels
A.
selection
B.
strategic management
C.
comparable worth
D.
employee value propositions
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.
job discrimination
C.
financial resources
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.
equal employment opportunities
C.
reliability
D.
Competitive advantage
Question #35
It refers to the right to privacy while at work
A.
affirmative action
B.
validity
C.
workplace privacy
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.
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.
behavioral interviews
D.
sexual harassment
Question #38
It details the duties and responsibilities of a job holder
A.
situational interviews
B.
job description
C.
person-organization fit
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.
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.
work sampling
B.
gain-sharing
C.
external recruitment
D.
recency bias
Question #42
When employers browse social media sites looking for prospective job candidates
A.
social recruiting
B.
strategic management
C.
employee stock ownership plans
D.
critical-incident technique
Question #43
When you seek job applicants from inside the organization
A.
stock options
B.
financial resources
C.
leniency
D.
internal recruitment
Question #44
It seeks to focus on selling the job and organization to applicants
A.
Competitive advantage
B.
multiperson comparison
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.
360-degree appraisals
D.
selection
Question #46
It provides job candidates with all pertinent information about a job and an organization, both positive and negative
A.
human capital
B.
realistic job previews
C.
base compensation
D.
family-friendly benefits
Question #47
It means that a selection device repeatedly gives consistent results
A.
employee assistance programs
B.
reliability
C.
person-job fit
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.
early retirement incentive programs
C.
merit pay
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.
strategic human resource management
B.
unstructured interviews
C.
bonus pay
D.
termination
Question #50
When the intervewer ask job applicants about past behaviors
A.
behavioral interviews
B.
employment-at-will
C.
affirmative action
D.
social recruiting
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.
early retirement incentive programs
B.
sexual harassment
C.
biodata methods
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.
independent contractors
B.
realistic job previews
C.
employment-at-will
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.
reliability
C.
wrongful discharge
D.
permatemps
Question #56
It is a process of learning and adapting to the organizational culture
A.
workplace privacy
B.
labor union
C.
socialization
D.
validity
Question #57
It provides learning opportunities to acquire and improve job-related skills
A.
social recruiting
B.
human resource planning
C.
labor contract
D.
training
Question #58
When people switch tasks to learn multiple jobs
A.
job analysis
B.
internal recruitment
C.
collective bargaining
D.
job rotation
Question #59
It occurs when an experienced employee offers performance advice to a less experienced co-worker
A.
job description
B.
traditional recruitment
C.
coaching
D.
perception
Question #60
It assigns new hires and early-career employees as proteges to more senior employees
A.
job specifications
B.
selection
C.
mentoring
D.
psychological contract
Question #61
When younger employees mentor seniors to improve their technology skills
A.
reverse mentoring
B.
realistic job previews
C.
recruitment
D.
employee value proposition
Question #62
It refers to the training to improve knowledge and skills in the management process
A.
attribution
B.
reliability
C.
external recruitment
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.
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.
behavioral interviews
C.
cognitive dissonance
D.
performance coaching
Question #66
It refers to the use of a checklist of traits or characteristics to evaluate performance
A.
graphic rating scale
B.
halo effect
C.
situational interviews
D.
job satisfaction
Question #67
It refers to the use of specific descriptions of actual behaviors to rate various levels of performance
A.
employee engagement
B.
strategic management
C.
biodata methods
D.
behaviorally anchored rating scale
Question #68
When there is overemphasis on the most recent behaviors when evaluating individuals' performance
A.
job involvement
B.
financial resources
C.
recency bias
D.
assessment center
Question #69
When you keep a log of employees' effective and ineffective job behaviors
A.
critical-incident technique
B.
socialization
C.
Competitive advantage
D.
organizational commitment
Question #70
It refers to the tendency to give employees a higher performance rating than they deserve
A.
training
B.
organizational citizenship behavior
C.
leniency
D.
human resource management
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.
360-degree appraisals
B.
emotional intelligence
C.
coaching
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.
mentoring
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.
work-life balance
D.
mood contagion
Question #75
It refers to the awarding of pay increases in proportion to performance contributions
A.
management development
B.
employee value propositions
C.
stress
D.
merit pay
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.
constructive stress or eustress
C.
profit-sharing
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.
destructive stress or strain
B.
gain-sharing
C.
performance coaching
D.
behavioral interviews
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