Exam 1 Review with Answers PDF

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Dr. Tomlinson...

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Spring 2019 MGT 321 Exam 1 Review Format: The exam is in two parts. About 40 multiplke-choice questions, and a 5-6-part short answer/fillin-the blank section. MOST/ALL of the multiple-choice questions had close “relatives” on the quizzes. The 6, short answer/fill-in-the-blank questions will be chosen from the following subjects: Ch 1 • Define the principal-agent problem o The agency problem (or the principal-agent problem) is a conflict of interest inherent in any relationship where one party is expected to act in another's best interests. • What gets a potential employee hired? What gets employees promoted? o Hired- hard skills. Promoted – soft skills • Human capital vs social capital o HC- Productive potential of an individual’s knowledge, skills, experiences. o SC- Productive potential resulting from relationships, trust, goodwill, cooperate effort. (How people work together) Ch 2 • Values vs attitudes o V- Abstract ideals that guide one’s thinking and behavior across all situations. Values are relatively stable (when we become adults) Cognitive guidelines; how we think generally. (not specific) o A- Important because they impact behavior. Ranges from positive to negative. Feelings or opinions about people, places, and objects. (specific) Three components of AttitudesAffective “I feel”, cognitive “I believe”, Behavioral “I intend”. o Values impact Attitudes and Attitudes impact intention to act • Cognitive dissonance o (Attitudes and reality collide) Psychological discomfort experienced when simultaneously holding two or more conflicting cognitions (ideas, values, or emotions) (ethical dilemmas) “who do you dislike least in last years election ?” (two inconsistent beliefs) • 5 models of job satisfaction Model How Management Can Boost Job Satisfaction Need fulfillment

Understand and meet employees’ needs

Met expectations

Meet expectations of employees about what they will receive from job

Value attainment

Structure the job and its rewards to match employee values

Equity

Monitor employees’ perceptions of fairness and interact with them so they feel fairly treated

Disposition

Hire employees with an appropriate disposition

Ch 3 • Multiple intelligences o Linguistic – Language(s) o Logical-Mathematical – Lots of Components to These! o Musical

o o o o o o

Bodily-Kinesthetic Spatial – 2/3 Dimensional Thinking Interpersonal – Understanding Relationship with/between Others Intrapersonal – Understanding / Control of Self • Naturalist • Better definition: Naturalist intelligence is a person's ability to identify and classify patterns in nature. Also – Situational Awareness

Learning an instrument means you can learn a language quicker and Visa Versa. A person can be high in one area and low in another. • Big 5 personality dimensions (in order of importance) o Agreeableness (1) o Conscientiousness- has the strongest effect on job performance and job satisfaction (1) o Extraversion- is a stronger predictor of job performance than agreeableness (2) o Emotional Stability (3) o Openness to Experience (3) • CSE o

People with high core self-evaluations see themselves as capable and effective. o Generalized Self Efficacy = a person’s belief about his chances of successfully accomplishing a task; can be developed o Self Esteem = general belief about self-worth; how much you value yourself o Locus of Control = how much responsibility someone takes for their behavior and its consequences o Emotional stability = people who have high levels of this tend to be relaxed, secure, unworried, less likely to experience negative emotions under pressure

Ch 4 • Define workplace discrimination o Occurs when employment decisions about an individual are due to reasons not associated with performance or are not related to the job. o Usual protected categories considered are race, color, religion, national origin, sex, sexual preference, age, physical and mental disabilities, and pregnancy. • Define affirmative action o An artificial intervention aimed at giving management a chance to correct an imbalance, injustice, mistake, or outright discrimination that occurred in the past. (controversial) Videos/Podcasts/Online Reading • Brian Little: Who are you, really? The puzzle of personality o Please understand "pigeonholes" and "free traits." o Pigeonholes: categorizing someone based on features that we assign to them in a rigid way. No one can be put in those holes because of our complexities o Free traits: you may act disagreeable even when you are normally agreeable due to your child going to the hospital and they can’t figure out what’s wrong; enacting a script to advance a core project in our lives; example: acting

extroverted because you have a passion for teaching when otherwise, you’re an introvert • Amy Cuddy: Your body language shapes who you are o Understand the relationship between body language and testosterone/cortisol as presented. o Testosterone = power (dominance) o Cortisol = weak (how you react to stress) o High Power Poses = ↑T, ↓C o Low Power Poses = ↓T, ↑C o Understand “fake it until you make it” and “fake it until you become it” o By ‘faking it,’ you are practicing and training yourself to become it (example with getting into n Ivy and speaking in class) • Chimamanda Ngozi Adichie: The danger of a single story o What is meant by the danger of a single story? o A single story is biased and perpetuates stereotypes; the woman was surprised about American’s perspectives of African’s, but it developed because they had only heard one story • GreenGarage Pro/Con Affirmative Action o Provide your estimate of the best arguments for and against affirmative action from the article. This means that you will simply name a couple of the arguments for/against. FOR 1. It helps disadvantaged individuals with advancing 2. It promotes equality for all races AGAINST 1. It has a flaw with regards to diversity. (not all have same opinion or culture) 2. It can be condescending to minorities.

CHAPTER 1 Which of the following statements is false? The contingency approach is just common sense. Common sense excels in well-known scenarios with predictable outcomes. Common sense requires less effort than finding the real problem. Common sense can be overly subjective. Common sense is weak in unexpected situations. Which of the following is not a soft skill? Active listening Financial analysis Problem solving Decision making Critical thinking In being hired for a job, the most important factor is likely to be _____, but to be promoted, a person needs _______. hard skills; soft skills soft skills; hard skills hard skills; technical skills soft skills; team skills team skills; technical skills Soft skills are: less valuable than hard skills. needed to interact with, influence, and perform with others. not relevant to jobs above first-level supervision. not portable, that is, they can't be carried from one job to the next. useful only in the middle and late stages of a career. Research shows that, in general: social capital decreases organizational performance. social capital can improve operations. social capital decreases work group integration. social capital increases group conflict. social capital can decrease job satisfaction. A person can build his/her social capital by: being trained in new skills. getting a mentor. shadowing a higher-level manager. learning a new language. identifying new career opportunities outside the organization. Which of the following statements is true?

Human capital is more important than social capital. Social capital is more important than human capital. Human and social capital are both extremely important. Neither human nor social capital are very important. Research has not studied this topic, so no one knows how important either form of capital is. When we set goals and incentives to promote a desired behavior, but they encourage a negative one, the cause of the resulting unethical behavior is called: ill-conceived goals. motivated blindness. indirect blindness. the slippery slope. overvaluing outcomes. Pascal is a customer service representative who handles phone inquiries. He has a goal of handling 12 calls per hour. When he gets a customer with a complex situation, he tends to become short with that person to keep the call short. This is an example of: ill-conceived goals. motivated blindness. indirect blindness. the slippery slope. overvaluing outcomes. When we overlook an unethical behavior of another when it's in our interest to remain ignorant, this is called: ill-conceived goals. motivated blindness. indirect blindness. the slippery slope. overvaluing outcomes. Harriet saw Josephine cheating on a test in their OB class. However, she did not report this because Josephine is on her team in the class and she feared that Josephine might be kicked out of the class and that this would hurt her team's chances of doing well on their project. Harriet is experiencing: ill-conceived goals. motivated blindness. indirect blindness. the slippery slope. overvaluing outcomes. When we hold others less accountable for unethical behavior when it's carried out through third parties, this is called: ill-conceived goals. motivated blindness. indirect blindness. the slippery slope.

overvaluing outcomes. Auditors at XYZ Company accept a client firm's questionable financial statements when the infractions have occurred over time. This is an example of: ill-conceived goals. motivated blindness. indirect blindness. the slippery slope. overvaluing outcomes. When we give a pass to unethical behavior if the outcome is good, this is called: ill-conceived goals. motivated blindness. indirect blindness. the slippery slope. overvaluing outcomes. The remedy for ill-conceived goals is: root out conflicts of interest. when handing off work, ask if the assignment might invite unethical behavior. reward solid decision processes, not just good outcomes. be alert for even trivial ethical infractions and address them immediately. brainstorm unintended consequences The remedy for motivated blindness is: root out conflicts of interest. when handing off work, ask if the assignment might invite unethical behavior. reward solid decision processes, not just good outcomes. be alert for even trivial ethical infractions and address them immediately. brainstorm unintended consequences. The remedy for indirect blindness is: root out conflicts of interest. when handing off work, ask if the assignment might invite unethical behavior. reward solid decision processes, not just good outcomes. be alert for even trivial ethical infractions and address them immediately. brainstorm unintended consequences. The remedy for the slippery slope is: root out conflicts of interest. when handing off work, ask if the assignment might invite unethical behavior. reward solid decision processes, not just good outcomes. be alert for even trivial ethical infractions and address them immediately. brainstorm unintended consequences.

The remedy for overvaluing outcomes is: root out conflicts of interest. when handing off work, ask if the assignment might invite unethical behavior. reward solid decision processes, not just good outcomes. be alert for even trivial ethical infractions and address them immediately. brainstorm unintended consequences.

CHAPTER 2 Personal attitudes affect _______ via ______. behavior; values behavior; intentions values; behavior values; intentions values; cognitions Values represent beliefs that influence behaviors _____________; attitudes relate to behavior __________. across all situations; toward specific targets toward specific targets; across all situations across all situations; toward people toward specific objects; toward specific people toward specific people; toward specific objects You are unlikely to say anything to someone using a cell phone in a restaurant if you believe cell phone use helps people manage their busy lives. Your belief reflects the __________ component of your attitude toward people using cell phones in restaurants. behavioral objective cognitive normative affective You are unlikely to say anything to someone smoking in the nonsmoking section of a restaurant unless you are irritated by this behavior. A lack of irritation implies that the __________ component of your attitude toward people smoking in restaurants is neutral. behavioral intellectual cognitive normative affective The President of American Systems announced the employees would be going on a trip to San Francisco. A few employees liked the idea and a few of them disliked the idea. According to the nature of attitudes, these evaluations reflect the __________ component of the employees.

behavioral affective cognitive normative intellectual The head of ABC Company announced that the company was going to start a project on weekends that would teach self-defense techniques to underprivileged kids in the neighborhood. Thomas decided to register himself for the project, as he was a trained kick-boxer. This action of Thomas reflects the __________ component of his attitude. behavioral affective cognitive normative intellectual As a senior serving as the student representative on the Ethics Advisory Board of your university, you feel strongly that cheating on college examinations is unethical. You have never cheated on any exam in your academic career. However, this semester your best friend was desperate for your help, and you allowed him to take a quick "peek" on your answer sheet. Since then, you feel uncomfortable every time you think of the situation. Which of the following concepts best explains your psychological discomfort? Job detachment Cognitive dissonance Emotional labor Emotional dissonance Affective detachment Jane hated the idea of child labor. She believed that children should not be employed in any type of job. She worked in a factory that claimed that it did not employ children. However, news reports accused the company of employing young children. The psychological discomfort that Jane experienced when she heard this news is known as: emotional dissonance. emotional labor. cognitive dissonance. behavioral intention. affective detachment. Which of the following is not a key workplace attitude that managers should track? Job satisfaction Employee engagement Perceived organizational support Organizational commitment Turnover Which of the following statements about key workplace attitudes is false? Key workplace attitudes serve a dual purpose; they are both significant outcomes in and of themselves, and they are linked to other significant outcomes.

Job satisfaction is the least studied of the key workplace attitudes. Organizational commitment depends on the quality of the employee's psychological contract. If you value achievement and your employer rewards people for accomplishing goals, you are more likely to be committed to the company. One of the components of employee engagement is enthusiasm. Organizational commitment exists to the degree that a person's _______ match the __________. personal values; organizational culture personal values; job characteristics personal values; organizational structure behavioral intentions; organizational strategy behavioral intentions; organizational values The components of employee engagement are: urgency, being focused, intensity, enthusiasm. affective, behavioral, cognitive. interpersonal, intrapersonal. values, attitudes, behaviors. intrinsic, extrinsic. Which of the following is not a factor in contributing to employee engagement? High levels of conscientiousness High levels of stress Charismatic managers Recognition Motivating jobs When Daniel's daughter got seriously ill, his boss Kyle and fellow employees went to the HR department and arranged to donate some of their sick leave to him so he could spend more time with his family. Daniel is most likely to be experiencing: job satisfaction. OCB POS engagement. value attainment. Which of the following is not one of the predominant models of the causes of job satisfaction? Value attainment Dispositional factors Cognitive dissonance Equity Met expectations The _________ model suggests that managers should structure the work environment and rewards to match employees. met expectations

need fulfillment equity value attainment dispositional components Luis has just learned that Brian, who has less experience and who does less work, receives a higher salary. Since learning this, Luis has been very unhappy and has started to look for another job. What model of job satisfaction best explains Luis's reactions? Dispositional components Value attainment Met expectations Need fulfillment Equity An individual's overall thoughts and feelings about quitting are called: withdrawal attitudes. withdrawal cognitions. withdrawal values. cognitive dissonance. psychological dissonance. Kim lives and works in a small town, even though she prefers life in a bigger city. She is quite dissatisfied with her current job and is thinking of leaving the organization. She is worried, however, about her ability to find other employment that pays as well as her current job. Additionally, she is concerned about finding another organization that offers college tuition reimbursement. Based on this information, Kim is experiencing _________. inequity withdrawal cognitions emotional detachment affective dissonance unmet expectations Job satisfaction has a positive relationship with _________, and a negative relationship to _______. job performance; turnover OCB; job performance job performance; OCB CWB; OCB CWB; turnover According to research, the relationship between job performance and job satisfaction is best summarized by which of the following statements? Higher levels of job satisfaction lead to higher job performance. Higher levels of job performance lead to higher job satisfaction. Both variables indirectly influence each other. These variables are both caused by personality factors. There is no relationship between job performance and job satisfaction.

Juliet often takes office supplies home for her personal use. This is an example of: OCB COW CWB POS EEG Research has demonstrated that organizational citizenship behavior is positively related to: higher performance ratings and lower organizational costs. higher performance ratings and higher turnover. lower customer satisfaction and lower turnover. higher absenteeism and turnover. lower efficiency and higher customer satisfaction. Which of the following is not a suggestion for managers who want to reduce voluntary turnover? Foster employee engagement Create effective orientation programs Reward all employees equally Hire people who "fit" the organization's culture Provide clear expectations of the job CHAPTER 3 The potential to learn and use spoken and written languages is: spatial intelligence. naturalist intelligence. intrapersonal intelligence. bodily-kinesthetic intelligence. linguistic intelligence. Star athletes are likely to be high in: spatial intelligence. linguistic intelligence. bodily-kinesthetic intelligence. naturalist intelligence. musical intelligence. Josephine scored very high on the Scholastic Aptitude Test (SAT) on all three parts. She is likely to possess high ________ intelligence. naturalist practical logical-mathematical musical bodily-kinesthetic Jonathan speaks four languages fluently. He is likely to have a high level of _______ intelligence.

naturalist linguistic multiple emotional interpersonal Keyshawn is a player on a professional football team. Because of this, his play every week is scrutinized by fans and media, as well as his own coaches. Sometimes, their comments are very negative and even personal. Keyshawn will handle this better if he has a high level of _________ intelligence. naturalist bodily-kinesthetic spatial interpersonal intrapersonal People who are dependable, responsible, and achievement-oriented are likely to score high on: openness to experience. introversion. conscientiousness. internal locus of control. agreeableness. Klaus works in a very stressful job but maintains his "cool" even in the worst times. He is likely to score high on...