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.
job burnout
C.
graphic rating scale
D.
situational interviews
Question #2
It refers to giving the right to purchase shares at a fixed price in the future
A.
biodata methods
B.
attribution
C.
workplace rage
D.
stock options
Question #3
It refers to non-monetary forms of compensation such as health insurance and retirement plans
A.
cognitive dissonance
B.
employee benefits
C.
assessment center
D.
fundamental attribution error
Question #4
It refers to programs that allow employees to choose from a range of benefit options
A.
flexible benefits
B.
work sampling
C.
self-serving bias
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.
socialization
C.
job involvement
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.
organizational citizenship behavior
B.
selective perception
C.
job rotation
D.
termination
Question #9
It means that employees can be terminated at any time for any reason
A.
employment-at-will
B.
emotions
C.
coaching
D.
impression management
Question #10
It refers to the doctrine giving workers legal protections against discriminatory firings
A.
mentoring
B.
personality
C.
emotional intelligence
D.
wrongful discharge
Question #11
It refers to an organization that deals with employers on the workers' collective behalf
A.
moods
B.
labor union
C.
technology personality
D.
reverse mentoring
Question #12
It refers to a formal agreement between a union and an employer about the terms of work for union members
A.
management development
B.
labor contract
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.
authoritarianism
C.
stress
D.
work sampling
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.
psychological contract
B.
socialization
C.
self-monitoring
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.
training
C.
traditional recruitment
D.
graphic rating scale
Question #17
It refers to the process of explaining events
A.
behaviorally anchored rating scale
B.
selection
C.
job rotation
D.
attribution
Question #18
When you overestimate internal factors and underestimate external factors driving individual behavior
A.
coaching
B.
fundamental attribution error
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.
critical-incident technique
C.
self-serving bias
D.
reliability
Question #20
It occurs when attributes commonly associated with a group are assigned to an individual
A.
validity
B.
reverse mentoring
C.
leniency
D.
stereotype
Question #21
It occurs when one attribute is used to develop an overall impression of a person or situation
A.
halo effect
B.
multiperson comparison
C.
unstructured interviews
D.
management development
Question #22
It refers to the assignment of personal attributes to other individuals
A.
projection
B.
360-degree appraisals
C.
behavioral interviews
D.
performance management system
Question #23
It refers to the tendency to define problems from one's own point of view
A.
base compensation
B.
leadership style
C.
selective perception
D.
situational interviews
Question #24
It refers to the systematic attempt to influence how others perceive us
A.
impression management
B.
autocratic leader
C.
biodata methods
D.
work-life balance
Question #25
It refers to the profile of characteristics making a person unique from others
A.
human relations leader
B.
assessment center
C.
personality
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.
laissez-faire leader
C.
interactive leaders
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.
locus of control
C.
least-preferred co-worker scale
D.
moral leadership
Question #28
It refers to the degree to which a person tends to defer to authority
A.
authoritarianism
B.
democratic leader
C.
integrity
D.
leadership
Question #29
It refers to the extent to which someone is emotionally detached and manipulative
A.
power
B.
moral overconfidence
C.
substitutes for leadership
D.
machiavellianism
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.
coercive power
C.
technological competency
D.
Type A personality
Question #32
It refers to a predisposition to act in a certain way
A.
attitude
B.
information competency
C.
legitimate power
D.
charismatic leader
Question #33
It refers to the discomfort felt when attitude and behavior are inconsistent
A.
analytical competency
B.
cognitive dissonance
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.
job satisfaction
B.
data
C.
human capital
D.
emotional intelligence
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
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.
job involvement
C.
leadership double bind
D.
management information systems
Question #37
It refers to the loyalty an individual feels toward the organization
A.
data mining
B.
interactive leaders
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.
moral leadership
B.
vision
C.
organizational citizenship behavior
D.
big data
Question #39
It refers to strong feelings directed toward someone or something
A.
autocratic leader
B.
business intelligence
C.
emotions
D.
integrity
Question #40
It refers to the ability to understand emotions and manage relationships effectively
A.
human relations leader
B.
structured problems
C.
emotional intelligence
D.
moral overconfidence
Question #41
It refers to the generalized positive and negative feelings or states of mind
A.
moral overconfidence
B.
moods
C.
programmed decision
D.
laissez-faire leader
Question #42
It refers to the spillover of one's positive or negative moods to others
A.
mood contagion
B.
least-preferred co-worker scale
C.
unstructured problems
D.
technological competency
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.
stressor
B.
crisis decision
C.
analytical competency
D.
substitutes for leadership
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.
certain environment
D.
data
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.
charismatic leader
C.
management information systems
D.
uncertain environment
Question #48
It refers to showing aggressive behavior toward co-workers or the work setting
A.
workplace rage
B.
transformational leadership
C.
data mining
D.
decision-making process
Question #49
It refers to the pursuit of one's full potential through a personal health-promotion program
A.
unintended consequences
B.
personal wellness
C.
emotional intelligence
D.
projection
Question #50
It refers to the process of inspiring others to work hard to accomplish important tasks
A.
gender similarities hypothesis
B.
cost-benefit analysis
C.
leadership
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.
impression management
C.
classical decision model
D.
emotions
Question #52
It refers to the capacity to offer something of value as a means of influencing other people
A.
emotional intelligence
B.
reward power
C.
personality
D.
optimizing decision
Question #53
It refers to the capacity to punish or withhold positive outcomes as a means of influencing other people
A.
moods
B.
coercive power
C.
technology personality
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.
stress
C.
expert power
D.
effective team
Question #56
It refers to the ability to get things done based on what we know and can do
A.
team diversity
B.
human capital
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.
team process
D.
constructive stress or eustress
Question #58
It refers to the ability to get things done because of who you know
A.
norm
B.
social capital
C.
Type A personality
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.
job burnout
B.
referent power
C.
team virtuousness
D.
attitude
Question #60
It refers to a clear sense of the future
A.
vision
B.
workplace rage
C.
cognitive dissonance
D.
cohesiveness
Question #61
When someone brings to the situation a clear sense of the future and an understanding of how to get there
A.
visionary leadership
B.
job satisfaction
C.
personal wellness
D.
task activity
Question #62
Follower-centered and committed to helping others in their work
A.
leadership
B.
employee engagement
C.
distributed leadership
D.
servant leadership
Question #63
It enables others to gain and use decision-making power
A.
job involvement
B.
disruptive activities
C.
empowerment
D.
power
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.
leadership style
B.
coercive power
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.
decision making
B.
human relations leader
C.
expert power
D.
flexible benefits
Question #68
It has a "do the best you can and don't bother me" attitude
A.
human capital
B.
job satisfaction
C.
laissez-faire leader
D.
family-friendly benefits
Question #69
It is used in Fiedler's contingency model to measure leadership style
A.
employee assistance programs
B.
least-preferred co-worker scale
C.
employee engagement
D.
information and networking power
Question #70
It emphasizes both tasks and people
A.
early retirement incentive programs
B.
democratic leader
C.
job involvement
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.
organizational commitment
D.
substitutes for leadership
Question #72
It is made by the leader and then communicated to the group
A.
organizational citizenship behavior
B.
employment-at-will
C.
problem avoiders
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.
labor contract
B.
systematic thinking
C.
moods
D.
transformational leadership
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.
multidimensional thinking
B.
gender similarities hypothesis
C.
stress
D.
perception
Question #78
When women get criticized for displaying stereotypical male leadership characteristics and also for displaying stereotypical female leadership characteristics
A.
stressor
B.
psychological contract
C.
leadership double bind
D.
strategic opportunism
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