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