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Org behavior final
test questions from review site for chapter 4, 14-18
| Question | Answer |
|---|---|
| Affect | _____ is a generic term that covers a broad range of feelings that people experience. |
| Emotions | Six universal _____ are anger, fear, sadness, happiness, disgust, and surprise. |
| Emotions | _____ are action-oriented in nature. |
| Negative affect | _____ is a mood dimension consisting of nervousness, stress, and anxiety at the high end, and relaxation, tranquility, and poise on the low end. |
| Illusory correlation | _____ occurs when people associate two events, when there is no real connection. |
| Emotional labor | _____ refers to an employee's expression of organizationally desired emotions during interpersonal transactions at work. |
| Emotional dissonance | Jane is concerned that her company is selling products of very poor quality. However, when meeting with customers, Jane feels obligated to be positive and express confidence about the quality of the product. Jane is likely experiencing _____. |
| Emotional intelligence | People who exhibit _____ know their own emotions and are good at reading others' emotions may be more effective in their jobs |
| Self-awareness | ___, one of the dimensions of emotional intelligence, is awareness of one's feelings. |
| Heuristics | People in good moods use _____, or rules of thumb, to make decisions |
| False | (T/F) Advocates for emotional intelligence argue that it is NOT biologically based. |
| False | (T/F) Many experts believe that moods are more fleeting than emotions. |
| True | (T/F) Rene Descartes identified six "simple and primitive passions". |
| True | (T/F) When nothing in particular is going on, people tend to experience a mildly positive mood. |
| True | (T/F)Emotions are essential to rational thinking. |
| False | (T/F) Positive events are more likely to affect the positive mood and positive emotions of introverts |
| True | (T/F) Negative emotions appear to occur less often as people get older |
| True | (T/F) Women show greater emotional expression than men; they experience emotions more intensely and they display more frequent expressions of both positive and negative emotions, except anger |
| False | (T/F) While different cultures may value different emotions, there are near universal norms for the expression of emotions. |
| True | (T/F) Emotional intelligence theory is biologically based. |
| Perceived | Conflict must be _____ by the parties to it. |
| indicates a malfunctioning within the group | The traditional view of conflict argues that conflict _____. |
| Interactionist | The _____ view of conflict argues that some conflict is absolutely necessary for a group to perform effectively. |
| Relationship | _______ conflicts are almost always dysfunctional. |
| Potenti l opposition or incompatibility | During the _____ stage of the conflict process, conditions are present that create opportunities for conflict to arise. |
| the degree to which one party attempts to satisfy his/her own concerns | Assertiveness is _____. |
| Distributive | Labor-management negotiations over wages exemplifies _____ bargaining. |
| Integrative | _____ bargaining builds long-term relationships and facilitates working together in the future. |
| Definition of ground rules | During which phase of the negotiation process do the parties exchange their initial proposals or demands? |
| In negotiations, Brazilians are likely to use physical contact. | Which of the following is correct about cultural differences in negotiation? |
| True | (T/F) Conflict covers the full range from overt and violent acts to subtle forms of disagreement. |
| False | (T/F) The interactionist view proposes that all conflicts are good. |
| True | (T/F) For process conflict to be productive, it must be kept low. |
| True | (T/F) An example of accommodating is supporting someone else's opinion despite your reservations about it. |
| False | (T/F) In terms of assertiveness and cooperativeness, the conflict-handling intention that is the opposite of competing is avoiding. |
| False | (T/F) If you place your opponent's interest above your own, you are engaging in collaborating. |
| True | (T/F) Hewlett-Packard rewards dissenters - those who stay with ideas they believe in even when those ideas are rejected by management |
| True | (T/F) In terms of intra-organizational behavior, integrative bargaining is preferable to distributive bargaining. |
| True | (T/F) Your BATNA determines the lowest value acceptable to you for a negotiated agreement. |
| False | (T/F) The cultural background of negotiators has no significant effect on negotiations. |
| Division of labor | Work specialization is also referred to as _____. |
| Process | At an Alcoa aluminum tubing plant in upstate New York, production is organized into five departments: casting; press; tubing; finishing and inspecting, packing, and shipping. This is an example of _____ departmentalization. |
| Bureaucracy | The ____ is characterized by highly routine operating tasks achieved through specialization. |
| Matrix structure | The ____ violates the unity-of-command concept. |
| Virtual organization | The ____ is also called the network or modular organization. |
| Flexibility | Which of the following is NOT an effective strategy for downsizing? |
| Mechanistic model | The _____ is a structure characterized by extensive departmentalization, high formalization, a limited information network, and centralization. |
| Industry | Which of the following is NOT a determinant of an organization's structure? |
| Narrow spans of control | Which of the following is NOT a characteristic of the organic model? |
| There is no evidence that supports a relationship between span of control and employee performance. | Which of the following generalizations about organizational structures and employee performance and satisfaction is MOST true? |
| True | (T/F) The unbroken line of authority that extends from the top of the organization to the lowest echelon is termed the chain of command. |
| False | (T/F) A major weakness of the bureaucracy is lack of attention to rules. |
| True | (T/F) The major disadvantages of the matrix structure lie in the confusion it creates, its propensity to foster power struggles, and the stress it places on individuals. |
| True | (T/F) The major advantage to the virtual organization is its flexibility. |
| True | (T/F) Status and rank are minimized in the boundaryless organization. |
| False | (T/F) The organic structure is characterized by extensive departmentalization, high formalization, a limited information network, and centralization. |
| False | (T/F) Organizations that employ less than 2,000 employees tend to have more specialization. |
| True | (T/F) The more scarce, dynamic, and complex the environment, the more organic a structure should be. |
| False | (T/F) Research supports the notion that employees prefer an organic structure. |
| Organizational culture | _____ refers to a system of shared meaning held by members that distinguishes the organization from other organizations. |
| Formalization | Which of the following is NOT a characteristic of organizational culture? |
| a weak community between members | A strong culture builds all of the following EXCEPT ____. |
| Core values | _____ are the primary values that are accepted throughout the organization. |
| Founders poll early employees to determine the appropriate cultural values. | Which of the following is NOT a way that culture is created? |
| Formalization | All of the following serve to sustain a culture EXCEPT _____. |
| Socialization | _____ is the process that adapts employees to the organization's culture. |
| Selection | Which of the following is NOT a common form by which culture is transmitted to employees? |
| Set aggressive performance goals. | Which of the following is NOT identified that managers can create a more ethical culture? |
| Censorship of employee expression | Which of the following is NOT a characteristic of a spiritual organization? |
| True | (T/F) One reason for the growing interest in workplace spirituality is that job demands have made the workplace dominate in many people's lives, yet they continue to question the meaning of work. |
| False | (T/F) The degree to which management decisions take into consideration the effect of outcomes on people within the organization is termed outcome orientation. |
| True | (T/F) Strong cultures are made up of values that are intensely held and widely shared. |
| False | (T/F) Consistency of behavior is an asset to an organization when it faces a dynamic environment. |
| False | (T/F) The founders of an organization generally have little impact on the organization's culture since they are so far removed from the employees. |
| True | (T/F) Three forces play a particularly important part in sustaining culture: selection practices, promotion policies, and socialization methods. |
| True | (T/F) Language can serve to unite members of a given culture as new employees learn the acronyms and jargon specific to the organization. |
| True | (T/F) A strong organizational culture will exert more influence on employees than a weak one. |
| True | (T/F) A positive organizational culture is defined as a culture that emphasizes building on employee strengths, rewards more than it punishes, and emphasizes individual vitality and growth. |
| False | (T/F) Workplace spirituality involves opportunities for organized religious practices within the context of the workplace. |
| Change agents | _____ are responsible for initiating and managing change within an organization. |
| Cooptation | a new organizational structure at his company. A group of key employees is resisting the change. to "buy off" the leaders, Stan is giving them a key role in the change decision. He wants their endorsement. Stan is using the change strategy of _____. |
| Making a new change permanent | Refreezing involves _____. |
| 8-step plan | John Kotter's _____ for implementing change builds on Lewin's three-step model. |
| A change process based on the systematic collection of data and then selection of a change action based on what the analyzed data indicate | What of the following best describe action research? |
| Participation | The more engaged in the decisions they are, the more people affected by a change will be committed to implementing them. This refers to the _____ value in organizational development efforts. |
| Team building | _____ uses high-interaction group activities to increase trust and openness among team members. |
| Appreciative inquiry | _____ seeks to identify the unique qualities and special strengths of an organization and build on these to improve performance. |
| Single-loop learning | When errors are detected in _____, the correction process relies on past routines and present policies. |
| W. L. Gore | _____ has developed a reputation as one of America's most innovative companies by developing a stream of diverse products, including guitar strings, dental floss, medical devices, and fuel cells. |
| True | (T/F) A change agent can be a manager or non-manager or even an outside consultant. |
| True | (T/F) Resistance to change can be reduced by communication. |
| True | (T/F) Research suggests that the ability to easily accept and adapt to change is related to personality. |
| False | (T/F) In action research, the analysis stage involves gathering information about problems, concerns, and needed changes from members of the organization. |
| False | (T/F) Team building seeks to change the attitudes, stereotypes, and perceptions that groups have of each other. |
| True | (T/F) Social support refers to collegial relationships with co-workers and supervisors. |
| False | (T/F) Psychological symptoms of stress include heart attacks and increased blood pressure. |
| True | (T/F) Individual approaches to stress management include relaxation training. |
| True | (T/F) Biofeedback is a relaxation technique. |
| False | (T/F) Stress is not an additive phenomenon. |
Created by:
romoore245
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