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