Management 360 - Management and Organizational Behavior » 2019 » Reviewer 2
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Question #1
It refers to helping employees purchase stock in their employing companies
A.
job burnout
B.
graphic rating scale
C.
employee stock ownership plans
D.
situational interviews
Question #2
It refers to giving the right to purchase shares at a fixed price in the future
A.
workplace rage
B.
biodata methods
C.
stock options
D.
attribution
Question #3
It refers to non-monetary forms of compensation such as health insurance and retirement plans
A.
fundamental attribution error
B.
employee benefits
C.
assessment center
D.
cognitive dissonance
Question #4
It refers to programs that allow employees to choose from a range of benefit options
A.
flexible benefits
B.
job satisfaction
C.
work sampling
D.
self-serving bias
Question #5
It refers to benefits helping employees achieve better work-life balance
A.
stereotype
B.
employee engagement
C.
family-friendly benefits
D.
onboarding/orientation
Question #6
It refers to helping employees cope with personal stresses and problems
A.
job involvement
B.
socialization
C.
employee assistance programs
D.
halo effect
Question #7
It refers to offering workers financial incentives to retire early
A.
training
B.
early retirement incentive programs
C.
projection
D.
organizational commitment
Question #8
It refers to the involuntary dismissal of an employee
A.
termination
B.
selective perception
C.
job rotation
D.
organizational citizenship behavior
Question #9
It means that employees can be terminated at any time for any reason
A.
employment-at-will
B.
coaching
C.
impression management
D.
emotions
Question #10
It refers to the doctrine giving workers legal protections against discriminatory firings
A.
emotional intelligence
B.
mentoring
C.
wrongful discharge
D.
personality
Question #11
It refers to an organization that deals with employers on the workers' collective behalf
A.
reverse mentoring
B.
labor union
C.
moods
D.
technology personality
Question #12
It refers to a formal agreement between a union and an employer about the terms of work for union members
A.
labor contract
B.
management development
C.
locus of control
D.
mood contagion
Question #13
It refers to the process of negotiating, administering, and interpreting a labor contract
A.
collective bargaining
B.
stress
C.
work sampling
D.
authoritarianism
Question #14
It refers to the process through which people receive, organize, and interpret information from the environment
A.
performance assessment/performance review
B.
perception
C.
onboarding/orientation
D.
machiavellianism
Question #15
It refers to the set of individual expectations about the employment relationship
A.
socialization
B.
performance coaching
C.
psychological contract
D.
self-monitoring
Question #16
It refers to the organization's intentions for creating value for both the employee and employer sides of the psychological contract
A.
training
B.
graphic rating scale
C.
traditional recruitment
D.
employee value proposition
Question #17
It refers to the process of explaining events
A.
attribution
B.
job rotation
C.
behaviorally anchored rating scale
D.
selection
Question #18
When you overestimate internal factors and underestimate external factors driving individual behavior
A.
fundamental attribution error
B.
coaching
C.
realistic job previews
D.
recency bias
Question #19
It refers to explaining personal success by internal causes and personal failures by external causes
A.
mentoring
B.
reliability
C.
critical-incident technique
D.
self-serving bias
Question #20
It occurs when attributes commonly associated with a group are assigned to an individual
A.
leniency
B.
validity
C.
reverse mentoring
D.
stereotype
Question #21
It occurs when one attribute is used to develop an overall impression of a person or situation
A.
unstructured interviews
B.
management development
C.
multiperson comparison
D.
halo effect
Question #22
It refers to the assignment of personal attributes to other individuals
A.
behavioral interviews
B.
performance management system
C.
projection
D.
360-degree appraisals
Question #23
It refers to the tendency to define problems from one's own point of view
A.
selective perception
B.
base compensation
C.
leadership style
D.
situational interviews
Question #24
It refers to the systematic attempt to influence how others perceive us
A.
work-life balance
B.
impression management
C.
autocratic leader
D.
biodata methods
Question #25
It refers to the profile of characteristics making a person unique from others
A.
personality
B.
assessment center
C.
leadership double bind
D.
human relations leader
Question #26
It reflects levels of social media use and how media are used to connect to others
A.
workplace rage
B.
interactive leaders
C.
technology personality
D.
laissez-faire leader
Question #27
It refers to the extent to which one believes that what happens is within one's control
A.
moral leadership
B.
personal wellness
C.
locus of control
D.
least-preferred co-worker scale
Question #28
It refers to the degree to which a person tends to defer to authority
A.
leadership
B.
democratic leader
C.
authoritarianism
D.
integrity
Question #29
It refers to the extent to which someone is emotionally detached and manipulative
A.
machiavellianism
B.
substitutes for leadership
C.
moral overconfidence
D.
power
Question #30
It refers to the degree to which someone is able to adjust behavior in response to external factors
A.
moral overconfidence
B.
self-monitoring
C.
authority decision
D.
reward power
Question #31
It refers to a person oriented toward extreme achievement, impatience, and perfectionism
A.
consultative decision
B.
Type A personality
C.
coercive power
D.
technological competency
Question #32
It refers to a predisposition to act in a certain way
A.
legitimate power
B.
charismatic leader
C.
attitude
D.
information competency
Question #33
It refers to the discomfort felt when attitude and behavior are inconsistent
A.
expert power
B.
analytical competency
C.
transformational leadership
D.
cognitive dissonance
Question #34
It refers to the degree to which an individual feels positive or negative about a job
A.
emotional intelligence
B.
data
C.
job satisfaction
D.
human capital
Question #35
It refers to a strong positive feeling about one's job and the organization
A.
information and networking power
B.
gender similarities hypothesis
C.
employee engagement
D.
information
Question #36
It refers to the extent to which an individual feels dedicated to a job
A.
social capital
B.
job involvement
C.
leadership double bind
D.
management information systems
Question #37
It refers to the loyalty an individual feels toward the organization
A.
interactive leaders
B.
data mining
C.
organizational commitment
D.
referent power
Question #38
It refers to a willingness to "go beyond the call of duty" or "go the extra mile" in one's work
A.
big data
B.
vision
C.
organizational citizenship behavior
D.
moral leadership
Question #39
It refers to strong feelings directed toward someone or something
A.
integrity
B.
emotions
C.
business intelligence
D.
autocratic leader
Question #40
It refers to the ability to understand emotions and manage relationships effectively
A.
human relations leader
B.
moral overconfidence
C.
emotional intelligence
D.
structured problems
Question #41
It refers to the generalized positive and negative feelings or states of mind
A.
programmed decision
B.
laissez-faire leader
C.
moral overconfidence
D.
moods
Question #42
It refers to the spillover of one's positive or negative moods to others
A.
unstructured problems
B.
mood contagion
C.
technological competency
D.
least-preferred co-worker scale
Question #43
a state of tension caused by extraordinary demands, constraints, or opportunities
A.
stress
B.
information competency
C.
non-programmed decision
D.
democratic leader
Question #44
It refers to anything that causes tension
A.
crisis decision
B.
substitutes for leadership
C.
analytical competency
D.
stressor
Question #45
It refers to the positive stress outcome that can increase effort, stimulate creativity, and encourage diligence in one's work
A.
authority decision
B.
constructive stress or eustress
C.
data
D.
certain environment
Question #46
It refers to negative stress outcome that impairs the performance and well-being of an individual
A.
consultative decision
B.
risk environment
C.
information
D.
destructive stress or strain
Question #47
It refers to the feeling of physical and mental exhaustion from work stress
A.
job burnout
B.
management information systems
C.
charismatic leader
D.
uncertain environment
Question #48
It refers to showing aggressive behavior toward co-workers or the work setting
A.
workplace rage
B.
decision-making process
C.
transformational leadership
D.
data mining
Question #49
It refers to the pursuit of one's full potential through a personal health-promotion program
A.
projection
B.
personal wellness
C.
unintended consequences
D.
emotional intelligence
Question #50
It refers to the process of inspiring others to work hard to accomplish important tasks
A.
leadership
B.
cost-benefit analysis
C.
gender similarities hypothesis
D.
selective perception
Question #51
It refers to the ability to get others to do something you want done or to make things happen the way you want
A.
power
B.
emotions
C.
classical decision model
D.
impression management
Question #52
It refers to the capacity to offer something of value as a means of influencing other people
A.
emotional intelligence
B.
personality
C.
optimizing decision
D.
reward power
Question #53
It refers to the capacity to punish or withhold positive outcomes as a means of influencing other people
A.
technology personality
B.
moods
C.
bounded rationality
D.
coercive power
Question #54
It refers to the capacity to influence others by virtue of formal authority, or the rights of office
A.
team building
B.
locus of control
C.
mood contagion
D.
legitimate power
Question #55
It refers to the capacity to influence others' because of specialized knowledge
A.
authoritarianism
B.
stress
C.
effective team
D.
expert power
Question #56
It refers to the ability to get things done based on what we know and can do
A.
human capital
B.
team diversity
C.
stressor
D.
machiavellianism
Question #57
It refers to the ability to influence others through access to information and contacts with other people
A.
team process
B.
information and networking power
C.
constructive stress or eustress
D.
self-monitoring
Question #58
It refers to the ability to get things done because of who you know
A.
norm
B.
destructive stress or strain
C.
social capital
D.
Type A personality
Question #59
It refers to the capacity to influence other people because of their desire to identify personally with you
A.
team virtuousness
B.
attitude
C.
referent power
D.
job burnout
Question #60
It refers to a clear sense of the future
A.
cognitive dissonance
B.
cohesiveness
C.
vision
D.
workplace rage
Question #61
When someone brings to the situation a clear sense of the future and an understanding of how to get there
A.
task activity
B.
personal wellness
C.
job satisfaction
D.
visionary leadership
Question #62
Follower-centered and committed to helping others in their work
A.
distributed leadership
B.
servant leadership
C.
leadership
D.
employee engagement
Question #63
It enables others to gain and use decision-making power
A.
empowerment
B.
power
C.
job involvement
D.
disruptive activities
Question #64
It refers to the act of joining with a leader to accomplish tasks and goals
A.
followership
B.
decentralized communication network
C.
organizational commitment
D.
reward power
Question #65
It refers to a recurring pattern of behaviors exhibited by a leader
A.
centralized communication network
B.
coercive power
C.
leadership style
D.
organizational citizenship behavior
Question #66
When someone acts in a command-and-control fashion
A.
restricted communication network
B.
autocratic leader
C.
legitimate power
Question #67
When a person emphasizes people over task
A.
expert power
B.
flexible benefits
C.
human relations leader
D.
decision making
Question #68
It has a "do the best you can and don't bother me" attitude
A.
job satisfaction
B.
laissez-faire leader
C.
family-friendly benefits
D.
human capital
Question #69
It is used in Fiedler's contingency model to measure leadership style
A.
least-preferred co-worker scale
B.
information and networking power
C.
employee engagement
D.
employee assistance programs
Question #70
It emphasizes both tasks and people
A.
democratic leader
B.
job involvement
C.
early retirement incentive programs
D.
social capital
Question #71
It seeks to factor in the work setting that direct work efforts without the involvement of a leader
A.
referent power
B.
substitutes for leadership
C.
termination
D.
organizational commitment
Question #72
It is made by the leader and then communicated to the group
A.
employment-at-will
B.
authority decision
C.
organizational citizenship behavior
D.
problem avoiders
Question #73
It is made by a leader after receiving information, advice, or opinions from group members
A.
emotions
B.
problem solvers
C.
wrongful discharge
D.
consultative decision
Question #74
It inspires followers in extraordinary ways
A.
charismatic leader
B.
emotional intelligence
C.
labor union
D.
problem seekers
Question #75
It refers to leadership that is inspirational and arouses extraordinary effort and performance
A.
systematic thinking
B.
labor contract
C.
transformational leadership
D.
moods
Question #76
It refers to the ability to manage our emotions in social relationships
A.
mood contagion
B.
emotional intelligence
C.
intuitive thinking
D.
collective bargaining
Question #77
It holds that males and females have similar psychological properties
A.
gender similarities hypothesis
B.
multidimensional thinking
C.
perception
D.
stress
Question #78
When women get criticized for displaying stereotypical male leadership characteristics and also for displaying stereotypical female leadership characteristics
A.
strategic opportunism
B.
stressor
C.
leadership double bind
D.
psychological contract
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