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
B.
feedback
C.
mediation
D.
avoidance
E.
conflict resolution
Question #2
A mixed message occurs when _____.
A.
the person sending the message is from a different culture than the person receiving the message.
B.
a person's words communicate one message while actions, body language, or appearance communicate something else
C.
the person sending the message uses two languages.
D.
a person gives the original message in written form and receives the feedback orally.
E.
a person uses both written and oral communication channels at the same time.
Question #3
A _____results when words communicate one message while actions, body language, or appearance communicate something else.
A.
mixed message
B.
space design
C.
status effect
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.
destructive feedback
B.
substantive conflict
C.
constructive feedback
D.
active listening
E.
space design
Question #5
Having trust, respect, and integrity in the eyes of others is known as:
A.
credibility
B.
nonverbal communication.
C.
communication
D.
persuasion.
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.
win-win
C.
lose-lose
D.
collaborative
E.
win-lose
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.
filtering.
E.
communication.
Question #8
The pathway through which a message moves from a sender to receiver is called:
A.
an ear.
B.
a communication channel.
C.
a memo.
D.
an email.
E.
delivery vehicle.
Question #9
_____ listening helps the source of a message say what he or she really means.
A.
Accommodative
B.
Collaborative
C.
Active
D.
Assertive
E.
Passive
Question #10
_____is the intentional distortion of information to make appear most favorable to the recipient.
A.
Information filtering
B.
Disruptive communication
C.
A mixed message
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.
stockholders
B.
focal groups
C.
special interest groups
D.
employees
E.
stakeholders
Question #12
A _____ offers a unique product to a special market segment.
A.
differentiation
B.
focused differentiation
C.
focused cost leadership
D.
cost leadership
E.
globalization
Question #13
A _____is the ability to outperform rivals in ways that are difficult or costly to imitate.
A.
sustainable competitive advantage
B.
competitive analysis
C.
strategy
D.
SWOT analysis
E.
strategic intent
Question #14
Acquiring or investing in new and different businesses is which type of growth strategy?
A.
Concentration
B.
Diversification
C.
Retrenchment
D.
Divestiture
E.
Restructuring
Question #15
Adopting standardized products and advertising for use worldwide is called a(n):
A.
transnational strategy.
B.
downsizing strategy.
C.
globalization strategy.
D.
turnaround strategy.
E.
multi-domestic strategy.
Question #16
Decreasing the size of operations is called:
A.
globalization.
B.
co-opetition.
C.
vertical integration.
D.
downsizing.
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.
a vision
B.
a mission
C.
strategic management
D.
a functional strategy
E.
strategy analysis
Question #19
Typical sources of competitive advantage are technology, cost and quality, knowledge and speed, barriers to entry, and _____.
A.
financial resources
B.
a multi domestic strategy
C.
creativity
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.
Vision
B.
Mission
C.
Competitive advantage
D.
Strategy
Question #21
It refers to the process of attracting, developing, and maintaining a talented workforce
A.
human resource management
B.
human capital
C.
job description
D.
affirmative action
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.
person-organization fit
B.
person-job fit
C.
recruitment
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.
comparable worth
C.
person-organization fit
D.
external recruitment
Question #25
It refers to the mobilization of human capital to implement organizational strategies
A.
independent contractors
B.
employee value propositions
C.
social recruiting
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.
internal recruitment
B.
employee value propositions
C.
job discrimination
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.
realistic job previews
C.
job analysis
D.
social recruiting
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.
sexual harassment
B.
job specifications
C.
validity
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.
employee value propositions
D.
comparable worth
Question #33
It refers to those who are hired as needed and are not part of the organization's permanent workforce
A.
financial resources
B.
independent contractors
C.
realistic job previews
D.
job discrimination
Question #34
It refers to workers that are employed in a temporary status for an extended period of time
A.
equal employment opportunities
B.
permatemps
C.
reliability
D.
Competitive advantage
Question #35
It refers to the right to privacy while at work
A.
validity
B.
human resource management
C.
affirmative action
D.
workplace privacy
Question #36
It refers to the analysis of staffing needs and identifies actions to fill those needs
A.
unstructured interviews
B.
human capital
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.
sexual harassment
B.
person-job fit
C.
behavioral interviews
D.
job analysis
Question #38
It details the duties and responsibilities of a job holder
A.
situational interviews
B.
comparable worth
C.
person-organization fit
D.
job description
Question #39
It lists the qualifications required of a job holder
A.
biodata methods
B.
strategic human resource management
C.
job specifications
Question #40
It refers to the set of activities designed to attract a talented pool of job applicants
A.
profit-sharing
B.
recruitment
C.
assessment center
D.
behaviorally anchored rating scale
Question #41
It refers to seeking job applicants from outside the organization
A.
work sampling
B.
external recruitment
C.
gain-sharing
D.
recency bias
Question #42
When employers browse social media sites looking for prospective job candidates
A.
social recruiting
B.
employee stock ownership plans
C.
strategic management
D.
critical-incident technique
Question #43
When you seek job applicants from inside the organization
A.
internal recruitment
B.
financial resources
C.
stock options
D.
leniency
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.
360-degree appraisals
B.
selection
C.
flexible benefits
D.
human resource management
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.
work-life balance
B.
employee assistance programs
C.
person-job fit
D.
reliability
Question #48
It means that scores on a selection device have a demonstrated correlation with future job performance
A.
merit pay
B.
person-organization fit
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.
strategic human resource management
B.
bonus pay
C.
termination
D.
unstructured interviews
Question #50
When the intervewer ask job applicants about past behaviors
A.
employment-at-will
B.
behavioral interviews
C.
social recruiting
D.
affirmative action
Question #51
When the interviewer asks job applicants how they would react in specific situations
A.
bona fide occupational qualifications
B.
internal recruitment
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.
early retirement incentive programs
C.
biodata methods
D.
traditional recruitment
Question #53
It examines how job candidates handle simulated work situations
A.
comparable worth
B.
assessment center
C.
termination
D.
selection
Question #54
When applicants are evaluated while performing actual work tasks
A.
work sampling
B.
employment-at-will
C.
realistic job previews
D.
independent contractors
Question #55
It familiarizes new hires with the organization's mission and culture, their jobs and co-workers, and performance expectations
A.
permatemps
B.
reliability
C.
onboarding/orientation
D.
wrongful discharge
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.
labor contract
B.
human resource planning
C.
social recruiting
D.
training
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.
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.
mentoring
C.
psychological contract
D.
selection
Question #61
When younger employees mentor seniors to improve their technology skills
A.
realistic job previews
B.
recruitment
C.
reverse mentoring
D.
employee value proposition
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.
fundamental attribution error
B.
performance management system
C.
validity
Question #64
It refers to the process of formally evaluating performance and providing feedback to a job holder
A.
unstructured interviews
B.
self-serving bias
C.
performance assessment/performance review
Question #65
It provides frequent and developmental feedback for how a worker can improve job performance
A.
performance coaching
B.
behavioral interviews
C.
cognitive dissonance
D.
stereotype
Question #66
It refers to the use of a checklist of traits or characteristics to evaluate performance
A.
job satisfaction
B.
halo effect
C.
situational interviews
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.
biodata methods
C.
employee engagement
D.
behaviorally anchored rating scale
Question #68
When there is overemphasis on the most recent behaviors when evaluating individuals' performance
A.
assessment center
B.
recency bias
C.
job involvement
D.
financial resources
Question #69
When you keep a log of employees' effective and ineffective job behaviors
A.
organizational commitment
B.
Competitive advantage
C.
socialization
D.
critical-incident technique
Question #70
It refers to the tendency to give employees a higher performance rating than they deserve
A.
training
B.
organizational citizenship behavior
C.
human resource management
D.
leniency
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.
emotional intelligence
B.
person-job fit
C.
360-degree appraisals
D.
coaching
Question #73
It refers to the salary or hourly wage paid to an individual
A.
moods
B.
base compensation
C.
mentoring
D.
person-organization fit
Question #74
It refers to balancing of career demands with personal and family needs
A.
work-life balance
B.
reverse mentoring
C.
mood contagion
D.
strategic human resource management
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.
job discrimination
C.
stressor
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.
gain-sharing
B.
destructive stress or strain
C.
behavioral interviews
D.
performance coaching
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