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.
employee stock ownership plans
B.
situational interviews
C.
graphic rating scale
D.
job burnout
Question #2
It refers to giving the right to purchase shares at a fixed price in the future
A.
attribution
B.
stock options
C.
biodata methods
D.
workplace rage
Question #3
It refers to non-monetary forms of compensation such as health insurance and retirement plans
A.
employee benefits
B.
cognitive dissonance
C.
fundamental attribution error
D.
assessment center
Question #4
It refers to programs that allow employees to choose from a range of benefit options
A.
self-serving bias
B.
flexible benefits
C.
work sampling
D.
job satisfaction
Question #5
It refers to benefits helping employees achieve better work-life balance
A.
employee engagement
B.
onboarding/orientation
C.
stereotype
D.
family-friendly benefits
Question #6
It refers to helping employees cope with personal stresses and problems
A.
halo effect
B.
employee assistance programs
C.
socialization
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.
organizational citizenship behavior
B.
termination
C.
selective perception
D.
job rotation
Question #9
It means that employees can be terminated at any time for any reason
A.
employment-at-will
B.
emotions
C.
impression management
D.
coaching
Question #10
It refers to the doctrine giving workers legal protections against discriminatory firings
A.
mentoring
B.
wrongful discharge
C.
personality
D.
emotional intelligence
Question #11
It refers to an organization that deals with employers on the workers' collective behalf
A.
moods
B.
reverse mentoring
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.
mood contagion
B.
management development
C.
locus of control
D.
labor contract
Question #13
It refers to the process of negotiating, administering, and interpreting a labor contract
A.
authoritarianism
B.
work sampling
C.
stress
D.
collective bargaining
Question #14
It refers to the process through which people receive, organize, and interpret information from the environment
A.
machiavellianism
B.
performance assessment/performance review
C.
onboarding/orientation
D.
perception
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.
traditional recruitment
C.
training
D.
graphic rating scale
Question #17
It refers to the process of explaining events
A.
selection
B.
job rotation
C.
attribution
D.
behaviorally anchored rating scale
Question #18
When you overestimate internal factors and underestimate external factors driving individual behavior
A.
realistic job previews
B.
fundamental attribution error
C.
coaching
D.
recency bias
Question #19
It refers to explaining personal success by internal causes and personal failures by external causes
A.
reliability
B.
self-serving bias
C.
critical-incident technique
D.
mentoring
Question #20
It occurs when attributes commonly associated with a group are assigned to an individual
A.
reverse mentoring
B.
validity
C.
leniency
D.
stereotype
Question #21
It occurs when one attribute is used to develop an overall impression of a person or situation
A.
multiperson comparison
B.
unstructured interviews
C.
halo effect
D.
management development
Question #22
It refers to the assignment of personal attributes to other individuals
A.
performance management system
B.
behavioral interviews
C.
projection
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.
work-life balance
B.
autocratic leader
C.
biodata methods
D.
impression management
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.
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.
locus of control
D.
moral leadership
Question #28
It refers to the degree to which a person tends to defer to authority
A.
democratic leader
B.
authoritarianism
C.
leadership
D.
integrity
Question #29
It refers to the extent to which someone is emotionally detached and manipulative
A.
machiavellianism
B.
power
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.
authority decision
B.
self-monitoring
C.
reward power
D.
moral overconfidence
Question #31
It refers to a person oriented toward extreme achievement, impatience, and perfectionism
A.
Type A personality
B.
technological competency
C.
coercive power
D.
consultative decision
Question #32
It refers to a predisposition to act in a certain way
A.
legitimate power
B.
attitude
C.
charismatic leader
D.
information competency
Question #33
It refers to the discomfort felt when attitude and behavior are inconsistent
A.
cognitive dissonance
B.
analytical competency
C.
expert power
D.
transformational leadership
Question #34
It refers to the degree to which an individual feels positive or negative about a job
A.
human capital
B.
data
C.
emotional intelligence
D.
job satisfaction
Question #35
It refers to a strong positive feeling about one's job and the organization
A.
gender similarities hypothesis
B.
employee engagement
C.
information and networking power
D.
information
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.
referent power
B.
data mining
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.
moral leadership
B.
big data
C.
organizational citizenship behavior
D.
vision
Question #39
It refers to strong feelings directed toward someone or something
A.
autocratic leader
B.
business intelligence
C.
integrity
D.
emotions
Question #40
It refers to the ability to understand emotions and manage relationships effectively
A.
moral overconfidence
B.
structured problems
C.
emotional intelligence
D.
human relations leader
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.
least-preferred co-worker scale
B.
mood contagion
C.
technological competency
D.
unstructured problems
Question #43
a state of tension caused by extraordinary demands, constraints, or opportunities
A.
democratic leader
B.
stress
C.
information competency
D.
non-programmed decision
Question #44
It refers to anything that causes tension
A.
crisis decision
B.
substitutes for leadership
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.
certain environment
D.
data
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.
destructive stress or strain
D.
information
Question #47
It refers to the feeling of physical and mental exhaustion from work stress
A.
uncertain environment
B.
management information systems
C.
job burnout
D.
charismatic leader
Question #48
It refers to showing aggressive behavior toward co-workers or the work setting
A.
decision-making process
B.
workplace rage
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.
unintended consequences
B.
projection
C.
personal wellness
D.
emotional intelligence
Question #50
It refers to the process of inspiring others to work hard to accomplish important tasks
A.
selective perception
B.
gender similarities hypothesis
C.
leadership
D.
cost-benefit analysis
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.
emotions
C.
classical decision model
D.
power
Question #52
It refers to the capacity to offer something of value as a means of influencing other people
A.
emotional intelligence
B.
optimizing decision
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.
moods
B.
technology personality
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.
legitimate power
B.
locus of control
C.
mood contagion
D.
team building
Question #55
It refers to the capacity to influence others' because of specialized knowledge
A.
authoritarianism
B.
effective team
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.
team diversity
B.
machiavellianism
C.
human capital
D.
stressor
Question #57
It refers to the ability to influence others through access to information and contacts with other people
A.
constructive stress or eustress
B.
self-monitoring
C.
information and networking power
D.
team process
Question #58
It refers to the ability to get things done because of who you know
A.
social capital
B.
Type A personality
C.
norm
D.
destructive stress or strain
Question #59
It refers to the capacity to influence other people because of their desire to identify personally with you
A.
team virtuousness
B.
referent power
C.
job burnout
D.
attitude
Question #60
It refers to a clear sense of the future
A.
cohesiveness
B.
vision
C.
workplace rage
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.
personal wellness
B.
job satisfaction
C.
task activity
D.
visionary leadership
Question #62
Follower-centered and committed to helping others in their work
A.
servant leadership
B.
leadership
C.
employee engagement
D.
distributed leadership
Question #63
It enables others to gain and use decision-making power
A.
disruptive activities
B.
empowerment
C.
power
D.
job involvement
Question #64
It refers to the act of joining with a leader to accomplish tasks and goals
A.
decentralized communication network
B.
reward power
C.
organizational commitment
D.
followership
Question #65
It refers to a recurring pattern of behaviors exhibited by a leader
A.
coercive power
B.
leadership style
C.
centralized communication network
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.
flexible benefits
B.
expert power
C.
human relations leader
D.
decision making
Question #68
It has a "do the best you can and don't bother me" attitude
A.
human capital
B.
laissez-faire leader
C.
job satisfaction
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.
social capital
C.
job involvement
D.
democratic leader
Question #71
It seeks to factor in the work setting that direct work efforts without the involvement of a leader
A.
substitutes for leadership
B.
organizational commitment
C.
referent power
D.
termination
Question #72
It is made by the leader and then communicated to the group
A.
organizational citizenship behavior
B.
employment-at-will
C.
authority decision
D.
problem avoiders
Question #73
It is made by a leader after receiving information, advice, or opinions from group members
A.
problem solvers
B.
emotions
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.
labor contract
B.
systematic thinking
C.
transformational leadership
D.
moods
Question #76
It refers to the ability to manage our emotions in social relationships
A.
emotional intelligence
B.
collective bargaining
C.
intuitive thinking
D.
mood contagion
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.
leadership double bind
B.
stressor
C.
psychological contract
D.
strategic opportunism
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