Management 360 - Management and Organizational Behavior » 2019 » Reviewer 2
Need help with your exam preparation?
Get Answers to this exam for $6 USD.
Get Answers to all exams in [ Management 360 - Management and Organizational Behavior ] course for $25 USD.
Existing Quiz Clients Login here
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.
biodata methods
B.
workplace rage
C.
stock options
D.
attribution
Question #3
It refers to non-monetary forms of compensation such as health insurance and retirement plans
A.
assessment center
B.
cognitive dissonance
C.
fundamental attribution error
D.
employee benefits
Question #4
It refers to programs that allow employees to choose from a range of benefit options
A.
flexible benefits
B.
self-serving bias
C.
work sampling
D.
job satisfaction
Question #5
It refers to benefits helping employees achieve better work-life balance
A.
employee engagement
B.
stereotype
C.
onboarding/orientation
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.
organizational commitment
B.
projection
C.
training
D.
early retirement incentive programs
Question #8
It refers to the involuntary dismissal of an employee
A.
job rotation
B.
organizational citizenship behavior
C.
termination
D.
selective perception
Question #9
It means that employees can be terminated at any time for any reason
A.
coaching
B.
employment-at-will
C.
emotions
D.
impression management
Question #10
It refers to the doctrine giving workers legal protections against discriminatory firings
A.
emotional intelligence
B.
wrongful discharge
C.
mentoring
D.
personality
Question #11
It refers to an organization that deals with employers on the workers' collective behalf
A.
reverse mentoring
B.
moods
C.
technology personality
D.
labor union
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.
collective bargaining
B.
authoritarianism
C.
work sampling
D.
stress
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.
machiavellianism
D.
onboarding/orientation
Question #15
It refers to the set of individual expectations about the employment relationship
A.
self-monitoring
B.
socialization
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.
training
B.
traditional recruitment
C.
employee value proposition
D.
graphic rating scale
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.
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.
critical-incident technique
B.
mentoring
C.
reliability
D.
self-serving bias
Question #20
It occurs when attributes commonly associated with a group are assigned to an individual
A.
reverse mentoring
B.
stereotype
C.
validity
D.
leniency
Question #21
It occurs when one attribute is used to develop an overall impression of a person or situation
A.
management development
B.
unstructured interviews
C.
multiperson comparison
D.
halo effect
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.
base compensation
B.
selective perception
C.
leadership style
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.
leadership double bind
B.
personality
C.
human relations leader
D.
assessment center
Question #26
It reflects levels of social media use and how media are used to connect to others
A.
laissez-faire leader
B.
interactive leaders
C.
technology personality
D.
workplace rage
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.
personal wellness
D.
locus of control
Question #28
It refers to the degree to which a person tends to defer to authority
A.
authoritarianism
B.
integrity
C.
leadership
D.
democratic leader
Question #29
It refers to the extent to which someone is emotionally detached and manipulative
A.
substitutes for leadership
B.
moral overconfidence
C.
power
D.
machiavellianism
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.
self-monitoring
D.
moral overconfidence
Question #31
It refers to a person oriented toward extreme achievement, impatience, and perfectionism
A.
technological competency
B.
consultative decision
C.
coercive power
D.
Type A personality
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.
expert power
B.
analytical competency
C.
cognitive dissonance
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.
human capital
C.
data
D.
emotional intelligence
Question #35
It refers to a strong positive feeling about one's job and the organization
A.
gender similarities hypothesis
B.
information
C.
information and networking power
D.
employee engagement
Question #36
It refers to the extent to which an individual feels dedicated to a job
A.
management information systems
B.
leadership double bind
C.
job involvement
D.
social capital
Question #37
It refers to the loyalty an individual feels toward the organization
A.
data mining
B.
organizational commitment
C.
referent power
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.
organizational citizenship behavior
B.
moral leadership
C.
big data
D.
vision
Question #39
It refers to strong feelings directed toward someone or something
A.
business intelligence
B.
emotions
C.
autocratic leader
D.
integrity
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.
moral overconfidence
B.
moods
C.
laissez-faire leader
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.
information competency
B.
stress
C.
non-programmed decision
D.
democratic leader
Question #44
It refers to anything that causes tension
A.
substitutes for leadership
B.
stressor
C.
analytical competency
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.
data
C.
constructive stress or eustress
D.
authority decision
Question #46
It refers to negative stress outcome that impairs the performance and well-being of an individual
A.
consultative decision
B.
information
C.
destructive stress or strain
D.
risk environment
Question #47
It refers to the feeling of physical and mental exhaustion from work stress
A.
charismatic leader
B.
job burnout
C.
uncertain environment
D.
management information systems
Question #48
It refers to showing aggressive behavior toward co-workers or the work setting
A.
decision-making process
B.
workplace rage
C.
data mining
D.
transformational leadership
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.
gender similarities hypothesis
B.
leadership
C.
selective perception
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.
emotions
B.
power
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.
reward power
B.
optimizing decision
C.
emotional intelligence
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.
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.
stress
B.
expert power
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.
stressor
C.
machiavellianism
D.
team diversity
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.
norm
B.
Type A personality
C.
social capital
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.
attitude
B.
team virtuousness
C.
referent power
D.
job burnout
Question #60
It refers to a clear sense of the future
A.
cohesiveness
B.
workplace rage
C.
vision
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.
job satisfaction
B.
visionary leadership
C.
task activity
D.
personal wellness
Question #62
Follower-centered and committed to helping others in their work
A.
distributed leadership
B.
leadership
C.
employee engagement
D.
servant leadership
Question #63
It enables others to gain and use decision-making power
A.
power
B.
disruptive activities
C.
empowerment
D.
job involvement
Question #64
It refers to the act of joining with a leader to accomplish tasks and goals
A.
reward power
B.
decentralized communication network
C.
organizational commitment
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.
human relations leader
B.
decision making
C.
flexible benefits
D.
expert power
Question #68
It has a "do the best you can and don't bother me" attitude
A.
laissez-faire leader
B.
family-friendly benefits
C.
human capital
D.
job satisfaction
Question #69
It is used in Fiedler's contingency model to measure leadership style
A.
employee engagement
B.
information and networking power
C.
least-preferred co-worker scale
D.
employee assistance programs
Question #70
It emphasizes both tasks and people
A.
democratic leader
B.
job involvement
C.
social capital
D.
early retirement incentive programs
Question #71
It seeks to factor in the work setting that direct work efforts without the involvement of a leader
A.
termination
B.
organizational commitment
C.
referent power
D.
substitutes for leadership
Question #72
It is made by the leader and then communicated to the group
A.
employment-at-will
B.
authority decision
C.
problem avoiders
D.
organizational citizenship behavior
Question #73
It is made by a leader after receiving information, advice, or opinions from group members
A.
consultative decision
B.
emotions
C.
wrongful discharge
D.
problem solvers
Question #74
It inspires followers in extraordinary ways
A.
problem seekers
B.
emotional intelligence
C.
labor union
D.
charismatic leader
Question #75
It refers to leadership that is inspirational and arouses extraordinary effort and performance
A.
labor contract
B.
transformational leadership
C.
systematic thinking
D.
moods
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.
perception
C.
stress
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.
psychological contract
B.
strategic opportunism
C.
leadership double bind
D.
stressor
Need help with your exam preparation?
Get Answers to this exam for $6 USD.
Get Answers to all exams in [ Management 360 - Management and Organizational Behavior ] course for $25 USD.
Existing Quiz Clients Login here