MGMT 301 EXAM QUESTIONS WITH ANSWERS TESTED AND VERIFIED SOLUTIONS WITH A DETAILED EXPLANA, Exams of Management Fundamentals

Download MGMT 301 EXAM QUESTIONS WITH ANSWERS TESTED AND VERIFIED SOLUTIONS WITH A DETAILED EXPLANA and more Exams Management Fundamentals in PDF only on Docsity! Points: 1 / 1 Close Explanation Explanation: Organizational behavior is the study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself. Points : 1 / 1 Close Explanation Explanation: Organizational behavior is the study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself. Close Explanation Explanation: Appropriately applying organizational behavior principles positively influences bottom line results including the firm’s stock price by improving employee motivation and trust, reducing negative conflict, and reducing turnover. MGMT 301 EXAM QUESTIONS WITH ANSWERS TESTED AND VERIFIED SOLUTIONS WITH A DETAILED EXPLANATIONS 2023/2024 UPDATES RATED A+ 1.1 The effects of OB on personal and organizational success (Connect) Use your knowledge of organizational behavior to select the correct answer for the following question. Organizational behavior is the study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself. Organizational behavior is the study of human behavior in organizational settings, the interface between human behavior and the organization , and the organization itself. Which of the following are ways that organizational behavior impacts organizational success? Check all that apply. Appropriately applying organizational behavior principles positively influences a firm’s stock price. Appropriately applying organizational behavior principles positively influences a firm’s retention of valued employees. Appropriately applying organizational behavior principles improves employee motivation. Appropriately applying organizational behavior principles decreases employees’ trust in the company. Appropriately applying organizational behavior principles decreases destructive conflict. Points : 0.8 / ¥ Organizational behavior can help people be better managers. Close Explanation Explanation: Points : 1 / 1 Close Explanation Explanation: Planning involves determining the firm’s desired future position and deciding how best to get there. In the face of environmental changes, studying and analyzing the new environment is a planning function. Organizing is the process of designing jobs, grouping jobs into units, and establishing patterns of authority between jobs and units. Leading is the process of getting employees to stay motivated and to work together toward the organization’s goals. Controlling involves monitoring and correcting the actions of the Organizing is the process of designing jobs, grouping jobs into units, and establishing patterns of authority between jobs and units. Redesigning jobs and creating patterns of authority are elements of organizing. Planning involves determining the firm’s desired future position and deciding how best to get there. Leading is the process of getting employees to stay motivated and to work together toward the organization’s goals. Controlling involves monitoring and correcting the actions of the organization and its employees to keep them As you sit at your desk on your first day back after a rejuvenating vacation to the Caribbean, you bring your mind back to your work as the head of a beverage bottling plant. You have a lot of work to catch up on, and need to prioritize what is most important to address today. Because recent environmental changes have led to new competitors entering your industry you analyze the new environment and identify new strategies and goals to present to your boss. Which of the following basic management functions did you just engage in? Leading Planning Controllin g Organizin g For each example presented in the following table, identify the managerial function being illustrated. Example of Managerial Conceptual Diagnostic Interpersonal Technical Work Skills Skills Skills Skills Coming up with a new product idea for Apple Close Explanation Explanation: Example of Managerial Work Conceptual Skills Diagnostic Skills Interpersonal Skills Technical Skills Checking an accounting report for compliance with company standards at Tesla Persuading an employee to take on additional work during a busy shift at McDonald’s Example Managerial Function Explanation Checking an accounting report for compliance with company standards at Tesla Persuading an employee to take on additional work during a busy shift at McDonald’s Coming up with a new product idea for Apple Technical Skills Interpersonal Skills Conceptual Skills Technical skills are the skills necessary to accomplish specific tasks. Interpersonal skills are the ability to effectively communicate with, understand, and motivate individuals and groups. Conceptual skills refer to the ability think in the abstract. Points: 0.67 / 1 Example Managerial Function Explanation Identifying a new business area that GE can successfully pursue Figuring out why the number and quality of job applicants is falling at IBM and figuring out what to do about it Motivating a new hire to perform well in the training program at Marriott Conceptual Skills Diagnostic Skills Interpersonal Skills Conceptual skills refer to the ability think in the abstract. Diagnostic skills are the ability to understand cause-and-effect relationships and to recognize the optimal solutions to problems. Interpersonal skills are the ability to effectively communicate with, understand, and motivate individuals and groups. For each example presented in the following table, identify the managerial function being illustrated. Example Controlling Organizing Leading Planning Bill Owen’s team at Lamar Advertising recently lost a big account and team morale has fallen. Bill decides to treat his employees to lunch and give them a pep talk to show his appreciation and to let them know that he believes in the team. As Facebook grew, Mark Zuckerberg had to redefine employees’ areas of responsibility and increase the number of hierarchical layers in the organization to maximize efficiency and performance during the company’s rapid growth. Close Explanation Explanation: Example Controlling Organizing Leading Planning Marco Armen is a production manager at The Iowa Metal Stamping Company. To reduce the amount of non-recyclable waste the company produces, Marco creates a feedback and reward system for employees to reduce their amount of non-recyclable scrap resulting from the company’s stamping process. Example Bill Owen’s team at Lamar Advertising recently lost a big account and team morale has fallen. Bill decides to treat his employees to lunch and give them a pep talk to show his appreciation and to let them know that he believes in the team. As Facebook grew, Mark Zuckerberg had to redefine employees’ areas of responsibility and increase the number of hierarchical layers in the organization to maximize efficiency and performance during the company’s rapid growth. Marco Armen is a production manager at The Iowa Metal Stamping Company. To reduce the amount of non- recyclable Managerial Function Explanation Leading Leading is the process of getting employees to stay motivated and to work together toward the organization’s goals. Organizing Organizing is the process of designing jobs, grouping jobs into units, and establishing patterns of authority between jobs and units. Controlling Controlling involves monitoring and correcting the actions of the organization and its employees to Points : 1 / 1 Example waste the company produces, Marco creates a feedback and reward system for employees to reduce their amount of non-recyclable scrap resulting from the company’s stamping process. Managerial Function Explanation keep them directed toward their goals. Reviewing metrics to lower costs is an example of monitoring and correcting what employees do. For each example presented in the following table, identify the managerial function being illustrated. Example Planning Controlling Organizing Leading As Facebook grew, Mark Zuckerberg had to redefine employees’ areas of responsibility and increase the number of hierarchical layers in the organization to maximize efficiency and performance during the company’s rapid growth. Bill Owen’s team at Lamar Advertising recently lost a big account and team morale has fallen. Bill decides to treat his employees to lunch and give them a pep talk to show his appreciation and to let them know that he believes in the team. Consumer tastes in snack foods have been changing. Yun Zhang, a marketing manager at Frito-Lay, recognizes a new business Points : 1 / 1 Close Explanation Explanation: Because it is an organization’s people who are responsible for gaining and keeping any competitive advantage, effective management is critical to business success. Points : 1 / 1 Close Explanation Explanation: The success of a growth strategy depends on the firm’s ability to find and retain the right number and types of employees to sustain its intended growth. Term Sentence Explanation company to pursue the idea, he relied most heavily on his conceptual skills. Diagnostic When Marissa Mayer became CEO of Yahoo and tried to identify how to turn around the ailing company she relied heavily on her diagnostic skills. is done when coming up with new ideas. Diagnostic skills are the ability to understand cause- and-effect relationships and to recognize the optimal solutions to problems. 1.3 Strategic context of OB (Connect) Select the correct answer for the following question. Because it is an organization’s people who are responsible for gaining and keeping any competitive advantage, effective management is critical to business success. Select the correct answer for the following question. The success of a growth strategy depends on the firm’s ability to find and retain the right number and types of employees necessary to sustain its intended growth. For each example presented in the following table, identify the business strategy illustrated. Close Explanation Explanation: Example of Business Strategy Growth Cost Leadership Customer Intimacy Specialization Netflix uses complicated mathematical techniques to allow it to make accurate movie recommendations to its customers. Dunkin’ Donuts decided to focus on selling donuts rather than a wide variety of baked goods. Chipotle Mexican Grill opened about 200 new restaurants in a year to maintain its strong financial performance. Example Business Strategy Explanation Netflix uses complicated mathematical techniques to allow it to make accurate movie recommendations to its customers. Customer Intamacy A customer intimacy strategy tries to deliver unique and customizable products and services to customers to meet their unique needs and increase their loyalty. Chipotle Mexican Grill opened about 200 new restaurants in a year to maintain its strong Growth A growth strategy expands the firm organically or through acquisitions. Points : 1 / 1 Business Strategy Organization Behavior Concept Points: 1 / 1 Example financial performance. Dunkin’ Donuts decided to focus on selling donuts rather than a wide variety of baked goods. Business Strategy Explanation Specialization A specialization strategy focuses on a narrow market segment or niche and pursuing either a differentiation or cost leadership strategy within that market segment. Match each business strategy description with the corresponding organizational behavior concept. What would the organization’s focus need to be to execute each strategy? A firm decides to specialize in designing new and innovative apps for the iPhone and to outsource their production. Focus on problem solving and teamwork Old Navy relies on a cost leadership strategy and needs to keep all of its expenses as low as possible. Automate as many jobs as possible Jeweler Tiffany & Co. is following a differentiation strategy and wants to charge a high price for high quality jewelry. Support a customer service culture Starbucks is primarily following a specialization strategy and focuses on a narrow set of beverage and food products. Increase operational flexibility and employees’ customer knowledge Points : 1 / 1 Close Explanation Explanation: Although scientific management improved productivity, it also increased the monotony of work. Scientific management left no room for individual preferences or initiative, and was not always accepted by workers. At one point, complaints that it was dehumanizing led to a congressional investigation. Close Explanation Explanation: An organizational system receives four kinds of inputs from its environment: material, human, financial, and informational. The organization’s managers then combine and transform these inputs and return them to the environment in the form of products or Was readily accepted by workers Increased the monotony of work Check the box under the aspect of the systems perspective to OB illustrated by the situation being described. Example Inputs Outputs Process Pete invests $1 million in new robots to improve the efficiency of Mattel’s toy manufacturing process. Hershey has large manufacturing facilities that turn cocoa beans, sugar, and milk into a wide variety of delicious chocolate products. After offshoring many employees’ jobs and reducing pay for those who remain, the surviving employees of Acme go on strike. Points: 1 / 1 Close Explanation Explanation: B: A system An interrelated set of elements that function as a whole. Explanation A system is an interrelated set of elements that function as a whole. According to the situational perspective, in most organizations, situations and outcomes are influenced by other variables. E: Situational Perspective In most organizations, situations and outcomes are influenced by other variables. Explanation According to the situational perspective, in most organizations, situations and outcomes are influenced by other variables. losses, and additional information. Then the system receives feedback from the environment regarding these outputs. Match each term with its definition. Answe r Key Terms Descriptions B A system A. Organizations are cooperative systems and workers’ orientations, values, and feelings are important parts of organizational dynamics and performance. E Situational B. An interrelated set of elements that function perspective as a whole. D Interactionalism C. Productivity is maximized when organizations are rationalized with precise sets of instructions based on time-and- motion studies. C Scientific D. Individuals and situations interact management continuously to determine individuals’ behavior. A Human relations E. In most organizations, situations and movement outcomes are influenced by other variables. Points : 1 / 1 Points : 1 / 1 Close Explanation Explanation: Productivity has to do with the products or services created per unit of input.Performance is a somewhat broader concept and is made up of all work-related behaviors. Although Kyongji is more productive than Bernadette, she is a lower performer because of her broader poor work-related behaviors. Points : 1 / 1 Close Explanation Explanation: A person’s productivity is a relatively narrow indicator of his or her efficiency and is measured in terms of the products or services created per unit of input. Performance, another important individual-level outcome variable, is a somewhat broader concept and is D: Interactionalism Individuals and situations interact continuously to determine individuals’ behavior. Explanation Interactionalism proposes that individuals and situations continuously interact to determine individuals’ behavior. C: Scientific management Productivity is maximized when organizations are rationalized with precise sets of instructions based on time-and-motion studies. Explanation Scientific management proposes that productivity is maximized when organizations are rationalized with precise sets of instructions based on time-and-motion studies. A: Human relations movement Organizations are cooperative systems and workers’ orientations, values, and feelings are important parts of organizational dynamics and performance. Explanation According to the human relations movement, organizations are cooperative systems and workers’ orientations, values, and feelings are important parts of organization dynamics and 1.5 Managing for effectiveness and research (Connect, Perform) Select the correct answer for the following question. Kyongji is slightly more productive than Bernadette but she refuses to work overtime, often expresses negative opinions about the organization, and is often late. Bernadette is often willing to work overtimeand seldom misses work.Kyongji is probably a lower performer than Bernadette. Pedro assembles 15 iPhones per hour compared to Alisa’s 12. Pedro is more productive than Alisa. Points : 1 / 1 Points : 0 / 1 Close Explanation Explanation: Performance has to do with all work-related behaviors, including but not limited to productivity which refers solely to the products or services created per unit of input. Calling in sick is not part of productivity, but it is part of overall job performance. Commitment involves referring to the organization in personal terms like “We make high-quality products”, overlooking minor sources of dissatisfaction with the organization, and intending to remain with the organization. Sabotage is a dysfunctional behavior involving damaging Close Explanation Explanation: Commitment involves referring to the organization in personal terms like “We make high- quality products”, overlooking minor sources of dissatisfaction with the organization, and intending to remain with the organization. Andy and Laura were talking during their break from their jobs at a retail store. ANDY: I really wanted to go to the concert Saturday night but I just got scheduled to work late. LAURA: Why don’t you just call in sick so that you can go? Which organizational behavior concept does their conversation best illustrate? Commitment Sabotage Productivity Performance Andy and Laura were talking during their break from their jobs at a retail store. ANDY: I just hit my sales target and earned the monthly bonus! LAURA: Way to go! I’m almost there myself. Which organizational behavior concept does their conversation best illustrate? Performance Productivity Commitment Sabotage Points : 1 / 1 Close Explanation Explanation: Theft is a dysfunctional behavior that directly costs the organization. Absenteeism is a measure of attendance. Turnover occurs when someone leaves the organization, and can have indirect financial costs. Incivility or rudeness can create conflict and damage the Points : 1 / 1 Close Explanation Explanation: Absenteeism is a measure of attendance. Turnover occurs when someone leaves the organization, and can have indirect financial costs. Incivility or rudeness can create conflict and damage the organization’s culture. Politicized behavior can benefit the organization but Points : 1 / 1 Close Explanation Explanation: Turnover occurs when someone leaves the organization, and can have indirect financial costs. Absenteeism is a measure of attendance. Politicized behavior or “playing politics” can benefit organizations but can also spread rumors and increase conflict. Theft is a dysfunctional behavior that directly costs the organization. Productivity refers solely to the products or services created per unit of input, in this case sales per month. Performance has to do with all work-related behaviors. Commitment involves referring to the organization in personal terms like “We make high-quality products”, overlooking minor sources of dissatisfaction with the organization, and intending to remain with the organization. Sabotage is a dysfunctional behavior involving damaging or destroying company property so that it does not work properly. Select the correct answer for the following question. Theft results in direct financial costs for an organization. Absenteeism is a measure of attendance. Turnover occurs when a person leaves the organization. Use each of these key terms to best complete the following sentences. Use each term no more than once. Intuition Intuition is relying on an understanding of many of the norms, Relies on systematic studies that identify and replicate a result using a variety of methods, samples, and settings Scientific method Meta-analysis A statistical technique used to combine the results of many different research studies done in a variety of organizations and for a variety of jobs Explanation: Close Explanation Points: 1 / 1 The size and strength of the statistical relationship between two variablesCorrelation Dependent variable A dependent variable is the variable predicted to be affected by something else. Theory A theory is a collection of verbal and symbolic assertions that specify how and why variables are related, and the conditions under which they should and should not relate. Intuition Scientific method Hypothesis Theory Independent variable Dependent variable Correlation Meta-analysis Global replication Theory A collection of verbal and symbolic assertions that specify how and why variables are related, and the conditions under which they should and should not relate Depende nt variable The variable predicted to be affected by something else Intuition Relying on an understanding of many of the norms, expectations, and behaviors of others learned from living and working with them Term Definition Meta-analysis Meta-analysis is a statistical technique used to combine the results of many different research studies done in a variety of organizations and for a variety of jobs. Correlation A correlation is the size and strength of the statistical relationship between two variables. Scientific method The scientific method relies on systematic studies that identify and replicate a result using a variety of methods, samples, and settings. Points : 1 / 1 Points : 1 / 1 Close Explanation Explanation: A. Why do individuals do what they do? B. What makes managers and organizations effective? Points : 1 / 1 Close Explanation Explanation: Deep-level diversity refers to individual differences that cannot be seen directly, including goals, values, personalities, decision-making styles, knowledge, skills, abilities, and attitudes. Surface-level diversity refers to observable differences in people, including race, age, ethnicity, physical abilities, physical characteristics, and gender. Something that is Organizations and the behaviors of the people who comprise them function within an environment context. Several important factors in the middle of the figure determine whether or not managers and organizations are effective. Operating between the environmental context and the indicators of effectiveness are four sets of factors. One set relates to individuals and include individual characteristics, individual values, perceptions, and reactions, motivation concepts and models, and the role of work and reward in tapping those motivation concepts and models. The four chapters in part 2 of the book discuss these factors in detail. A second set of factors that determine effectiveness involves groups and teams, including the role of groups and how organizations use teams, decision making and problem solving processes, communication, and diversity. Part 3 includes 4 chapters that explore these factors. Leadership is also of great importance in determining organizational effectiveness. Traditional leadership models, modern leadership approaches, power, influence, and politics, and conflict and negotiation are all important aspects of leadership and are covered in detail in part 4. Finally, several factors associated with the organization itself also impact effectiveness. 2.1 Nature of diversity in organizations (Engage) Select the form of diversity that is best described by the following example. Cesar wants to focus on making high quality products but Carla wants to focus on making as many mediocre quality products as possible. Personality diversity Surface- level diversity Objective diversity Deep-level diversity Points : 1 / 1 Close Explanation Explanation: personal feelings, tastes, or opinions. Something that is objective unbiased and not influenced by personal feelings or opinions. Select the correct label to complete the following diagram. A. Diversity Example Managerial Function Explanation The manufacturing team at Chanel responsible for making and packaging the perfume is comprised of people of a variety of ages, races, and nationalities. The finance team has five members, but only Alex is able to make binding decisions for the team. Surface-level diversity Disparity diversity Surface-level diversity refers to observable and known differences in people, including race, age, ethnicity, physical abilities, physical characteristics, and gender. Disparity diversity reflects differences in the concentration of valuable social assets or resources- dissimilarity in rank, pay, decision- making authority, or status, for instance. Example of Diversity Surface- level Diversity Disparity Diversity Variety Diversity Deep-level Diversity The new product development team at Nestle is made up of people at three different hierarchical levels, and the team leader has the authority to veto any idea introduced by the team that she or he feels does not have potential. The New York Yankees baseball team is made up of players with a variety of values and personalities. Close Explanation Explanation: Surface- level Disparity Variety Deep-level Example of Diversity Diversity Diversity Diversity Diversity The people who volunteer for the local food bank have a wide variety of expertise that they use to help fundraise for the organization. Example Managerial Function Explanation The new product development team at Nestle is made up of people at three different hierarchical levels, and the team leader has the authority to veto any idea introduced by the team that she or he feels does not have potential. The New York Yankees baseball team is made up of players with a variety of values and personalities. The people who volunteer for the local food bank have a wide variety of expertise that they use to help fundraise for the organization. Disparity diversity Deep-level diversity Variety diversity Disparity diversity reflects differences in the concentration of valuable social assets or resources-dissimilarity in rank, pay, decision-making authority, or status, for instance. Deep-level diversity refers to individual differences that cannot be seen directly, including goals, values, personalities, decision- making styles, knowledge, skills, abilities, and attitudes. Variety diversity exists when there are meaningful differences in a certain type or category, including group members' expertise, knowledge, or functional background. Use your knowledge of diversity to select the correct answer to the following question. Points : 1 / 1 Points : 1 / 1 Close Explanation Explanation: Variety diversity exists when there are meaningful differences in a certain type or category, including group members' expertise, knowledge, or functional background. Surface-level diversity refers to observable and known differences in people, including race, age, ethnicity, physical abilities, physical characteristics, and gender. Deep-level diversity refers to individual differences that cannot be seen directly, including goals, values, personalities, decision-making styles, knowledge, skills, abilities, and attitudes. Disparity diversity reflects Points : 1 / 1 Close Explanation Explanation: Disparity diversity reflects differences in the concentration of valuable social assets or resources- dissimilarity in rank, pay, decision-making authority, or status, for instance. Variety diversity exists when there are meaningful differences in a certain type or category, including group members' expertise, knowledge, or functional background. Surface-level diversity refers to observable and known differences in people, including race, age, ethnicity, physical abilities, physical characteristics, and gender. Deep-level diversity refers to individual differences that cannot be seen directly, including goals, values, personalities, decision-making styles, knowledge, skills, abilities, and attitudes. Variety diversity exists when there are meaningful differences in a certain type or category, including group When assigning employees to an important new advertising client account, you make sure that the team has members with many types of expertise that will help them to generate some creative ideas. This is an example of variety diversity . When creating a pharmaceutical research team you intentionally staff the team with members who vary in their rank in the organization. One member of the team is a senior research scientist, two are mid-level scientist, and three are post-doc employees. Your team is high in disparity diversity . Match each example with the barrier to inclusion that best describes it. Answe r Key Terms Descriptions C The "like me" bias A. Susan talks down to a new staff member because he is from a country she believes is Points : 1 / 1 B Ethnocentrism D. A restaurant manager will only hire men as busboys because she believes that they are able to carry more weight and are therefore more efficient. Answe r Key Terms Descriptions the current employees believe that these new hires would likely get promoted before them due to the diversity initiative, no referrals are made. C Perceived threat of loss E. When reflecting on the job interviews he just finished for his assistant manager opening, John decided that he wanted to hire Amy because she reminded him a lot of himself at the same career stage. Close Explanation Explanation: E: The "like me" bias When reflecting on the job interviews he just finished for his assistant manager opening, John decided that he wanted to hire Amy because she reminded him a lot of himself at the same career stage. Explanation Consciously or unconsciously, we tend to associate with others who we perceive to be like ourselves. This is the "like me" bias. D: Stereotype A restaurant manager will only hire men as busboys because she believes that they are able to carry more weight and are therefore more efficient. Explanation A stereotype is a belief about an individual or a group based on the idea that everyone in that particular group will behave the same way. For example, "all men are strong," "all women are nurturing," and "people who look a certain way are dangerous" are all examples of stereotypes. A: Prejudice Bernie believes that the best salespeople are men with families to support and therefore he Close Explanation Outright bigotry on the part of an employer or its management for or against a targeted group. B: Ethnocentrism When Maja was assigned to work in Russia she expected her employees to be less professional and less fluent in English than she was. She was very surprised to learn that her Russian counterparts were just as competent as her. Explanation Ethnocentrism reflects the belief that one's own language, native country, and cultural rules and norms are superior to all others. C: Perceived threat of loss An organization previously dominated by white males begins a diversity recruiting effort by asking employees to refer diverse people whom they know for jobs in the company. Because the current employees believe that these new hires would likely get promoted before them due to the diversity initiative, no referrals are made. Explanation As voluntary efforts are made by companies to promote inclusion, members of groups who traditionally have been the predominant employees of a particular workforce or occupation may grow anxious or angry. If they perceive a direct threat to their own career opportunities, they may feel that they need to protect their own prospects by impeding the prospects of others. This can influence employees' willingness to help minority employees, recruit diverse 2.3 Globalization and cross-cultural differences and similarities(Connect) Answe r Key Terms B Uncertainty avoidance Descriptions A. The extent to which people accept as normal an unequal distribution of power A Power B. The extent to which people feel threatened by distance unknown situations and prefer to be in clear and unambiguous situations D Collectivism C. The extent to which the dominant values in a society emphasize aggressiveness and the acquisition of money and other possessions as opposed to concern for people, relationships among people, and overall quality of life C Masculinity D. Characterized by tight social frameworks in which people tend to base their identities on the group or organization to which they belong Points: 1 / 1 Explanation: B: Uncertainty avoidance The extent to which people feel threatened by unknown situations and prefer to be in clear and unambiguous situations Explanation Uncertainty avoidance is the extent to which people feel threatened by unknown situations and prefer to be in clear and unambiguous situations A: Power distance The extent to which people accept as normal an unequal distribution of power Explanation Power distance is the extent to which people accept as normal an unequal distribution of power D: Collectivism Characterized by tight social frameworks in which people tend to base their identities on the group or organization to which they belong Explanation Collectivism is characterized by tight social frameworks in which people tend to base their identities on the group or organization to which they belong C: Masculinity The extent to which the dominant values in a society emphasize aggressiveness and the acquisition of money and other possessions as opposed to concern for people, relationships among people, and overall quality of life Explanation Masculinity refers to the extent to which the dominant values in a society emphasize aggressiveness and the acquisition of money and other possessions as opposed to concern for people, relationships among people, and overall quality of life Answe r Key Terms C Cross-cultural competence Descriptions A. The internationalization of business activities and the shift toward an integrated global economy A Globalization B. The set of shared values that help people in a group, organization, or society understand which actions are considered acceptable and which are deemed unacceptable B Culture C. The ability to interact effectively with people of different cultures D Global D. A willingness to be open to and learn from the Points : 1 / 1 Close Explanation Explanation: Power distance is the extent to which people accept as normal an unequal distribution of power. Uncertainty avoidance is the extent to which people feel threatened by unknown situations and prefer to be in clear and unambiguous situations. Collectivism is characterized by tight social frameworks in which people tend to base their identities on the group or organization to which they belong. Masculinity refers to the extent to which the dominant values in a society emphasize aggressiveness and the acquisition of money and other possessions as opposed to concern for people, relationships Culture is the set of shared values, often taken for granted, that help people in a group, organization, or society understand which actions are considered acceptable and which are deemed unacceptable. Cultural etiquette is successfully managing or conducting business across cultures. It involves knowing what to say, when to arrive for meetings, what to wear, what gifts are acceptable, and what greeting to give, among many other things. Internationalization is similar to globalization. A culturally competent person has a respectful awareness and understanding of cultural differences Globalization is the internationalization In some countries, supervisors are given great authority and are expected to make all of the decisions on behalf of their employees. This caught Mike by surprise when he started his assignment in Egypt and was never asked for his opinion. Power distance Masculinity Collectivism Uncertainty avoidance 2.4 Changing Nature of Technology (Engage) Use your knowledge of technology and organizations to answer the following questions. The shift toward a service based economy and the growing use of technology for competitive advantage are two areas of technology that affect businesses today. What is the third? Shifting desires for technological devices Increasing costs for technological advances Close Explanation Explanation: Three primary areas of technology that affect businesses today are: (a) the shift toward a service- based economy, (b) the growing use of technology for competitive advantage, and (c) mushrooming change in information technology. Points : 1 / 1 Close Explanation Explanation: A manufacturing company combines and transforms resources into tangible outcomes that are then sold to others. A service organization transforms resources into an intangible output and creates time or place utility for its customers. Points : 1 / 1 Close Explanation Explanation: Breakthroughs ininformation technology have resulted in leaner organizations, more flexible operations, increased collaboration among employees, more flexible work sites, and improved management processes and systems. Mushrooming change in information technology Points : 1 / 1 The Goodyear Tire and Rubber Company is a manufacturing company because it combines rubber and chemical compounds and uses blending equipment and molding machines to create tires. Breakthroughs in information technology have resulted in leaner organizations, more flexible operations, increased collaboration among employees, more flexible work sites, and improved management processes and systems. 2.5 Emerging perspectives on ethics and corporate governance (Engage) Choose the correct term for each of the missing labels in this diagram. Points : 1 / 1 Points : 1 / 1 Close Explanation Explanation: A. Employees B. Economic Agents Points : 1 / 1 Points : 1 / 1 Close Explanation Explanation: The essential nature of a psychological contract is that the individual makes a variety of contributions to the organization (including effort, skills, ability, time, and loyalty) and in return for these contributions the organization provides inducements to the individual. Some inducements, such as pay and career opportunities, are tangible rewards. Others, such as job security and status, are more intangible. Select the correct term for each of the missing labels in this diagram. A. Skills B. Pay Use your knowledge of technology and organizations to answer the following questions. Bill Walters was hired by Amazon.com five years ago. He has received three promotions and five consecutive pay raises. He expects another promotion and raise this year due to his continued effort and performance. Of what is this an example? Knowledge worker contract Psychological contract Points : 1 / 1 Close Explanation Explanation: Bill’s set of expectations regarding what he will contribute to Amazon.com and what Amazon.com, in return, will provide to him is a psychological contract. A contingent worker is a person who works for an organization on something other than a permanent or full-time basis. Knowledge workers add value in an organization simply because of what they know. A tiered workforce exists when one group of an organization’s workforce has a contractual arrangement with the organization objectively different from that of another group Points : 1 / 1 Close Explanation Explanation: Offshoring is outsourcing to workers in another country. Outsourcing is hiring other firms to do work previously performed by the organization itself. Diversifying is not a term used to refer to relocating a facility or work process. Contingent worker contract Tiered workforce BEN: “Rick, I just ran some numbers and think that we could realize substantial cost savings if we moved some of our production facilities to India.” RICK: “I’ve been wondering for a while if we should consider offshoring some of our production. Let’s look into this further.” 3.1 Individual differences, ‘fit,’ and the role of realistic jobpreviews. (Engage) Match each description with the corresponding type of fit. Answe r Key Terms Descriptions A Person-job fit A. Manuel is one of the top salespeople at Bloomingdale’s menswear department. Although Manuel doesn’t like the fact that some of the clothes in Bloomingdales come from overseas, Close Explanation Explanation: A: Person-job fit Manuel is one of the top salespeople at Bloomingdale’s menswear department. Although Manuel doesn’t like the fact that some of the clothes in Bloomingdales come from overseas, he is good at his job, and is also very motivated by the opportunity to sell high quality merchandise. Explanation Person-job fit is the fit between a person’s abilities and the demands of the job, and the fit between a person’s desires and motivations and the attributes and rewards of a job. Answe r Key Terms Descriptions he is good at his job, and is also very motivated by the opportunity to sell high quality merchandise. D Person-group B. Peter has always been a social person and enjoys fit working with people. He recently got an Associate’s degree in computer programming and spends his work day alone in a small cubicle. Peter is regretting his decision to go into programming as a career because he has very little social contact. C Person- C. 3M has a strong culture of innovation, which organization Pam really likes. Pam previously feels that she is fit happier in a less bureaucratic, more innovative environment like the one at 3M that supports autonomy and smart risk taking. B Person- D. Amara is very happy with her work team. vocation fit Everyone supports each other and is responsible about meeting both individual and team goals, making Rachel want to work hard to live up to their expectations of her. Points : 1 / 1 Points : 1 / 1 Close Explanation Explanation: Realistic Job Previews, or RJPs, involve the presentation of both positive and potentially negative information to job candidates. Points : 1 / 1 Close Explanation Explanation: Nurture concerns the extent to which personality attributes are shaped by our environment. Nature concerns the extent to which personality attributes are inherited from our parents. Perception and person-job fit are not relevant to personality traits being Explanation: Realistic Job Previews, or RJPs, involve the presentation of both positive and potentially negative information to job candidates. When he is interviewed for a delivery driver job at Pepsi, Tony is told that although most of the customers are very nice, some can be a little rude. When she is interviewed for a sales associate role at Verizon, Tina is told only positive things about the company. When he is recruited to be a tax accountant at Deloitte, Hans is told that it is a great job and company with a lot of career opportunities but also warned that during March and April it is common to have to work some evenings and weekends to get all of the tax filing work done. When Mary has her first interview for a job as a police officer, she is shown a video that tells her how rewarding policework can be, but it also outlines how difficult it can be to work night shifts. 3.2 Personality and personality frameworks and attributes (Engage) Use your knowledge of general personality frameworks and attributes to correctly answer the following questions. Nurture concerns the extent to which personality attributes are shaped by our environment. The Myers-Briggs is based upon Carl Jung’s work on psychological types. Points : 1 / 1 Close Explanation Explanation: The Myers-Briggs is based upon Psychologist Carl Jung’s work on psychological types. The possible combinations of the four preferences result in sixteen personality types, which are identified by the four letters that represent one’s tendencies on the four scales. For example, ENTJ reflects extraversion, intuition, thinking, and judging. It can be a fun team-building tool for illustrating some of the ways that people differ, but it should not be used in making organizational decisions including hiring and promotions. More Machiavellian individuals tend to be rational and nonemotional, may be willing to lie to attain their personal goals, put little emphasis on loyalty and friendship, and enjoy manipulating others’ behavior. People who believe that individuals are in control of their lives are said to have an internal locus of control. Other people think that fate, chance, luck, or other people’s behavior determines Close Explanation Explanation: The Myers-Briggs instrument should not be used in making organizational decisions including hiring and promotions because it was not developed or intended for this use and Points : 1 / 1 When should the Myers-Briggs be used in making organizational decisions including hiring and promotions? Sometim es Never Always Use each of these key terms to best complete the following sentences. Use each term no more than once. Agreeableness Neuroticism Extraversion Conscientiousnes s Authoritarianism Openness Machiavellianism Neuroticism Eduardo tends to be insecure and often has mood swings at work that make his coworkers uncomfortable. Eduardo is likely to be high in this personality trait. Conscientiousnes Less conscientious people may be prone to missing deadlines, being s unorganized, and being generally less dependable. In general, research suggests that higher conscientiousness is often a good predictor of performance for many jobs. Openness Ted is willing to listen to new ideas and to change his beliefs and attitudes in response to new information. Ted is likely high in this personality trait. Explanation: Close Explanation Points: 1 / 1 Aidan is often late with projects and seems disorganized. He is likely low in this personality trait. Conscientiousness Extroversion Extroverts are sociable, talkative, assertive, and open to establishing new relationships. They are also more likely to be attracted to jobs based on personal relationships. Extraversion Betty is sociable, talkative, and one of the first employees to welcome a new hire and offer to show him or her around. Betty is likely high in this personality trait. Term Definition Openness Openness reflects a person’s rigidity of beliefs and range of interests. People with high levels of openness are willing to listen to new ideas and to change their own ideas, beliefs, and attitudes in response to new information. Neuroticism People who are more neurotic are more excitable, insecure, and subject to extreme mood swings. People with less neuroticism might be expected to better handle job stress, pressure, and tension. 3.3 Personality traits that affect behavior in organizations (Engage) Match each description with the personality trait that it best describes. Answe r Key Terms Descriptions A Internal locus of control A. Pete often volunteers for extra assignments and developmental opportunities to improve Points : 0 / 1 Close Explanation Explanation: People who believe that individuals are in control of their lives are said to have an internal locus of control. People with an external locus of control think that fate, chance, luck, or other people’s behavior determines what happens to them. For example, an employee like Mia who fails to get a promotion may attribute that failure to a politically motivated boss or Points : 1 / 1 Close Explanation Explanation: Strong organizational cultures might decrease the influence of personality on employee behaviors by creating clear guidelines for employee behavior. Weaker organizational cultures might allow greater individual employee expression, resulting in a wider variety of employee behaviors. Business strategies and competitive advantages are not related to how personality influences employee behavior. Learning styles refer to individual differences and preferences in how we process information when problem solving, learning, or engaging in Points : 1 / 1 Close Explanation Explanation: When situational pressures are weak, we are better able to be ourselves and let our personalities guide our behaviors. Locus of control is the extent to which people believe that their behavior has a real effect on what happens to them. Risk propensity is the degree to which a person is comfortable accepting risk, willing to take chances and to make risky When Mia didn’t get promoted, she told her friend that it was because her boss was just playing favorites. Mia’s explanation indicates that she is likely high in external locus of control . Strong organizational cultures might decrease the influence of personality on employee behaviors by creating clear guidelines for employee behavior. When situational pressures are weak, we are better able to be ourselves and let our personalities guide our behaviors. 3.4 Different kinds of intelligence that affect behavior in organizations(Engage/Perform) Points : 1 / 1 Close Explanation Explanation: Spatial-visual intelligence refers to images and spatial judgment. Logical-mathematical intelligence refers to the use of logic and numbers. Bodily-kinesthetic intelligence refers to body movement and control. General mental ability is the capacity to rapidly and fluidly acquire, process, and apply information. It involves reasoning, remembering, understanding, Close Explanation Explanation: Bodily-kinesthetic intelligence involves good hand-eye coordination (important when working with sharp tools) and body control (important when moving around a busy kitchen). Linguistic intelligence involves skill with verbal or written language and explaining and interpreting ideas and information. Spatial-visual intelligence refers to the creation and interpretation of visual images and spatial perception. Logical-mathematical intelligence Use your knowledge of intelligence to correctly answer the following questions. You were recently promoted to a management position at a large department store. One of your new responsibilities is recruiting and hiring people for various positions in the store. You decide to take a close look at some of the jobs that you will be hiring for in the next month to identify what types of people to recruit and hire. Because the Maintenance Manager position requires someone with good spatial skills and a strong understanding of how mechanical systems work, what type of intelligence will you be looking for to fill this position? Bodily-kinesthetic intelligence General mental ability Spatial-visual intelligence Logical-mathematical intelligence Points : 1 / 1 If you wanted to hire a chef, what type of intelligence would you be most likely to focus on in assessing job candidates? Linguistic intelligence Logical-mathematical intelligence Bodily-kinesthetic intelligence Spatial-visual intelligence Points : 1 / 1 Close Explanation Explanation: C: Self-awareness Understanding what you are feeling Explanation Self-awareness is being aware of what you are feeling. A: Self- motivation Trying again if you fail Explanation Self-motivation is persisting in the face of obstacles, setbacks, and failures. B: Self-management Controlling your impulses Explanation Self-management is managing your own emotions and impulses. E: Empathy Interpreting others’ feelings Explanation logical-mathematical intelligence tend to excel at math, problem solving, and logic and pattern detection. Match each emotional intelligence dimension with its definition. Answe r Key Terms C Self-awareness Descriptions A. Trying again if you fail A Self-motivation B. Controlling your impulses B Self-management C. Understanding what you are feeling E Empathy D. Helping someone else become less upset D Social skills E. Interpreting others’ feelings Close Explanation Explanation: B: Self-Discovery learning Tim prefers interactional activities and exercises during training. Explanation Discovery learning is an inclination for exploration during learning. A: Self-Experiential learning Cathy prefers role plays and acting out scenarios when learning. Explanation Experiential learning is a desire for hands-on approaches to instruction. D: Self-Observational learning Vlad prefers looking at diagrams and watching demonstrations when learning. Explanation Observational learning is a preference for external stimuli such as demonstrations and diagrams to help facilitate learning. C: Structured learning Harry prefers taking notes and writing down instructions when learning. Explanation Structured learning is a preference for processing strategies such as taking notes, writing down task steps, and so forth. E: Group learning Pat likes working with others rather than learning individually. Explanation Group learning is a preference to work with others while learning. 4.1 Attitudes and cognitive dissonance (Connect) Match each description with the corresponding term. Answer Key Terms Descriptions B Cognition A. You plan to come in early tomorrow to help your boss take inventory. Unfortunately, you do not make it because you decide to sleep in. C Affect B. You took your current job because it has a better Close Explanation Explanation: B: Cognition You took your current job because it has a better commute, higher pay, and more interesting work than any of your other job options. Explanation Cognition is the knowledge a person presumes to have about something and is based on perceptions of truth and reality. C: Affect Billy likes his boss Tony because he is supportive and gives him the confidence to succeed. Explanation Affect is similar to emotion and is a person’s feeling toward something. A: Intention You plan to come in early tomorrow to help your boss take inventory. Unfortunately, you do not make it because you decide to sleep in. Explanation An intention is a component of an attitude that guides a person’s behavior. Intentions don’t guarantee that the planned behavior will actually happen. You may intend to do one thing Answer Key Terms Descriptions commute, higher pay, and more interesting work than any of your other job options. A Intention C. Billy likes his boss Tony because he is supportive and gives him the confidence to succeed. D Cognitive D. You believe that workers around the world are entitled to dissonance minimum standards of workplace safety, pay, and working conditions. You learn that your new employer is inconsistent in how it treats workers in other countries, and that to raise the company’s standards in some of the countries would be so expensive that the company would have to close those facilities and fire those workers. Points: 1 / 1 Points: 1 / 1 Close Explanation Explanation: Attitudes are usually viewed as stable dispositions to behave toward objects in a certain way. Intentions are components of an attitude that guide a person’s behavior. Cognition is the knowledge a person presumes to have about something. Points: 1 / 1 Close Explanation Explanation: Job satisfaction reflects our attitudes and feelings about our job. Challenging work, autonomy, variety, and job scope increase job satisfaction. Organizational commitment reflects the degree to which an employee identifies with the organization and its goals and wants to stay with the organization. but later alter your intentions because of a more significant and central attitude (fondness for sleeping late). D: Cognitive dissonance You believe that workers around the world are entitled to minimum standards of workplace safety, pay, and working conditions. You learn that your new employer is inconsistent in how it treats workers in other countries, and that to raise the company’s standards in some of the countries would be so expensive that the company would have to close those facilities and fire those workers. Explanation Cognitive dissonance is an incompatibility or conflict between behavior and an attitude or If we value honesty and integrity, we may form especially favorable attitudes toward a manager whom we believe to be very honest. On what do the work itself, attitudes, values, and personality have the greatest influence? Job satisfaction Employee engagement Organizational commitment Points: 1 / 1 Close Explanation Explanation: Instrumental values are our preferred means of achieving our terminal values or our preferred ways of behaving. Extrinsic work values relate to the outcomes of doing the work. Terminal values reflect our long-term life goals, and may include prosperity, happiness, a secure family, and a sense of accomplishment. Intrinsic work values relate to the work itself. Traditional values These values reflect the importance of religion in a society. If being happy pulls us to spend quality time with our family or pursuing a hobby we love, but personal ambition pulls us to work longer hours and pursue promotions. Explanation Intrapersonal value conflict is conflict between the instrumental value of ambition and the terminal value of happiness. Terminal values influence what we want to accomplish. What influences how we get there? Terminal values Extrinsic work values Intrinsic work values Instrumental values Write the term from the following list that is best defined by each of these phrases. Use each term no more than once. Terminal values Extrinsic work values Survival values Instrumental values Interpersonal value conflict Self-expression values Intrinsic work values Intrapersonal value conflict Traditional values Secular-rational values Self-expression values These values emphasize quality of life and environmental protection. Close Explanation Explanation: When you are torn between letting a product of marginal quality go to the customer because if you don’t you won’t get your monthly productivity bonus, what are you experiencing? Intrapersonal value conflict Traditional values More traditional societies emphasize the importance of parent-child ties and deference to authority, which is reflected in high levels of national pride and a nationalistic outlook. Cultures that have more traditional values also tend to put a higher emphasis on religion. Societies with secular-rational values have the opposite characteristics. Extrinsic work values When deciding what job to take, you weigh pay, benefits, and the company’s contribution to your retirement account the highest when comparing companies. Terminal values It is important to identify these values because if you don’t know what your long-term life goals are it is difficult to make the right personal and career decisions and to do the right things to achieve them. Points: 1 / 1 Term Description Self-expression values Self-expression values emphasize subjective well-being, self-expression, and quality of life, giving high priority to environmental protection, diversity tolerance, and participation in decision making. Societies that rank high on self- expression values also tend have higher interpersonal trust and tolerance and value individual freedom and self-expression. Extrinsic work values Extrinsic work values, including pay and benefits, relate to the outcomes of doing the work. Intrapersonal value conflict Intrapersonal value conflict is conflict between the instrumental value of ambition (meeting goals and being rewarded for achieving them) and the terminal value of happiness (accomplishments such as spending time with family or working on a hobby that do not necessarily lead to prestige.) Close Explanation Explanation: B: Selective perception Peter thinks that Sam is his best salesperson. When Sam’s sales start to fall, Peter thinks, “It must just be a run of bad luck” and continues to give Sam high performance ratings. Explanation Selective perception is the process of screening out information that we are uncomfortable with or that contradicts our beliefs. Stereotyping Attribution Projection Term Description Terminal values Terminal values reflect our long-term life goals, and may include prosperity, happiness, a secure family, and a sense of accomplishment. 4.3 Perceptions and their impact on work (Connect) Match each description with the term that best describes it. Answe r Key Terms Descriptions B Selective A. When your colleague Mia does well on a perception promotion test, she comments that it was because she studied hard for it. When you do well on the same test, Mia comments that you got lucky. C Stereotyping B. Peter thinks that Sam is his best salesperson. When Sam’s sales start to fall, Peter thinks, “It must just be a run of bad luck” and continues to give Sam high performance ratings. A Attribution C. Because Ben believes that men are better at physical work than women he only hires men for his cleaning business. D Projection D. As you are interviewing Paul, you learn that he went to the same college that you did. You give Paul high ratings for company fit and abilities as a result. Points : 1 / 1 Selective perception Close Explanation Explanation: C: Selective perception Peter thinks that Sam is his best salesperson. When Sam’s sales start to fall, Peter thinks, “It must just be a run of bad luck” and continues to give Sam high performance ratings. Explanation Selective perception is the process of screening out information that we are uncomfortable with or that contradicts our beliefs. D: Stereotyping Because Ben believes that men are better at physical work than women he only hires men for his cleaning business. Explanation Stereotyping is the process of categorizing or labeling people on the basis of a single attribute. Answer Key Terms C Selective perception Descriptions A. As you are interviewing Paul, you learn that he went to the same college that you did. You give Paul high ratings for company fit and abilities as a result. D Stereotyping B. When your colleague Mia does well on a promotion test, she comments that it was because she studied hard for it. When you do well on the same test, Mia comments that you got lucky. B Attribution C. Peter thinks that Sam is his best salesperson. When Sam’s sales start to fall, Peter thinks, “It must just be a run of bad luck” and continues to give Sam high performance ratings. A Projection D. Because Ben believes that men are better at physical work than women he only hires men for his cleaning business. Points: 1 / 1 When your colleague Mia does well on a promotion test, she comments that it was because she studied hard for it. When you do well on the same test, Mia comments that you got lucky. Explanation Attribution is the way we explain the causes of our own as well as other people’s behaviors and achievements, and understand why people do what they do. The strongest attribution people tend to make is whether their own or others’ behaviors or outcomes are due to the individual (internal factors) because of things like effort or ability or to the environment (external factors) because of things like luck, a lack of resources, or other people. A: Projection As you are interviewing Paul, you learn that he went to the same college that you did. You give Paul high ratings for company fit and abilities as a result. Explanation Projection occurs when we project our own characteristics onto other people. If a hiring manager is interviewing someone who reminds him of himself when he was just starting out, For each example presented in the following table, identify the managerial skill being illustrated. Example Procedural Fairness Interactional Fairness Distributive Fairness Trust You are unhappy after leaving a job interview because the interviewer ate his lunch and took two calls while you were being interviewed for the job. Lisa agreed to take Dani’s Saturday night shift at the restaurant even though she didn’t really want to because she believed that Dani wouldn’t have asked if it wasn’t really important that she have the night off. Close Explanation Explanation: Procedural Interactional Distributive Example Fairness Fairness Fairness Trust You are unhappy when you leave a job interview because the interviewer asked a bunch of questions that didn’t seem at all related to the job. Example Managerial Function Explanation You are unhappy after leaving a job interview because the interviewer ate his lunch and took two calls while you were being interviewed for the job. Interactional fairness Interactional fairness is whether the amount of information about the decision and the process was adequate, and the perceived fairness of the interpersonal treatment and explanations received during the decision-making process. Lisa agreed to take Dani’s Saturday night shift at the restaurant even though she didn’t really want to because she believed that Dani wouldn’t have asked if it wasn’t really important that she have the night off. Trust Trust is the expectation that another person will not act to take advantage of us regardless of our ability to monitor or control them. You are unhappy when you leave a job interview because the interviewer asked a bunch of questions that didn’t seem at all related to the job. Procedural fairness Procedural fairness addresses the fairness of the procedures used to generate the outcome (e.g., what rules were followed, whether people had the opportunity to express opinions and Points : 1 / 1 Close Explanation Explanation: Example Trust Procedural Fairness Interactional Fairness Distributive Fairness You are unhappy after leaving a job interview because the interviewer ate his lunch and took two calls while you were being interviewed for the job. Your coworker was hired six months after you but is promoted before you are. Example Managerial Function Explanation Charles didn’t get much done today because he wasted a lot of time worrying that his coworker was going to gossip about him to their supervisor. Trust Trust is the expectation that another person will not act to take advantage of us regardless of our ability to monitor or control them. You are unhappy after leaving a job interview because the interviewer ate his lunch and took two calls while you were being interviewed for the job. Interactional fairness Interactional fairness is whether the amount of information about the decision and the process was adequate, and it is the perceived fairness of the interpersonal treatment and explanations received during the decision- making process. Your coworker was hired six months after you but is promoted before you are. Distributive fairness Distributive fairness refers to the perceived fairness of the outcome received, including resource distributions, promotions, hiring and Points: 0.67 / 1 Points: 1 / 1 Close Explanation Explanation: First impression bias occurs when we avoid people after we have had a negative reaction to them. Also, negative impressions are harder to change than positive ones. The contrast effect occurs when we evaluate our own or another person’s characteristics through comparisons with other people we have recently encountered who rank higher or lower on the same characteristics. Selective perception is the process of screening out information that we are uncomfortable with or that contradicts our beliefs. The halo effect is when we form a general impression about something or someone based on a single (typically good) characteristic. Projection occurs when we project our own characteristics onto other people. Points: 1 / 1 Close Explanation Explanation: Example Managerial Function Explanation layoff decisions, and raises. A job candidate you are interviewing acts nervous, gives a weak handshake, and fails to talk with confidence. Although the rest of the interview goes well and the candidate seems to have the characteristics you are looking for you give mediocre ratings because of the poor start to the interview. The contrast effect The halo effect Selective perception First impression bias Attributing success to internal causes builds self-efficacy and increases the motivation to try hard and persist in the face of failure. Points : 1 / 1 Points : 1 / 1 Close Explanation Explanation: Selective perception is the process of screening out information that we are uncomfortable with or that contradicts our beliefs. The halo effect is when we form a general impression about something or someone based on a single (typically good) characteristic. The contrast effect occurs when we evaluate our own or another person’s characteristics through comparisons with other people we have recently encountered who rank higher or lower on Points : 1 / 1 Close Explanation Explanation: One of the most important outcomes of consistently treating others fairly is trust, or the expectation that another person will not act to take advantage of us regardless of our ability to monitor or control them. Interactional fairness is whether the amount of information about the decision and the process was adequate, and the perceived fairness of the interpersonal treatment and explanations received during the decision-making process. Procedural fairness addresses the fairness of the procedures used to generate the outcome (e.g., what Close Explanation Explanation: Attributing success to internal causes builds self-efficacy and increases the motivation to try hard and persist in the face of failure. Procedural fairness addresses the fairness of the procedures used to generate the outcome (e.g., what rules were followed, whether people had the opportunity to express opinions and influence the outcome, etc.). Pedro is the fastest package handler in your company. When you give him his annual performance review, you discount his misplacing of a few packages as a fluke. Of what is this is an example? The halo effect Projection Selective perception The contrast effect One of the most important outcomes of consistently treating others fairly is trust . Because Pedro is always well groomed and dressed nicely you assume that he is also a skilled salesperson because you associate looking professional with good sales skills. First impression bias The halo effect Selective perception The contrast effect Points: 1 / 1 Close Explanation Explanation: C: Time management Emily makes a list every morning of the tasks she must get done that day in the order of importance to help her manage her daily work stress. Explanation Time management is often recommended for managing stress. The idea is that many daily pressures can be eased or eliminated if a person does a better job of managing time. One popular approach to time management is to make a list every morning of the things to be done that day. Then you group the items on the list into three categories: critical activities that must be performed, important activities that should be performed, and optional or trivial things that can be delegated or postponed. Then, of course, you do the Answer Key Terms Descriptions manage a difficult client, she asked her boss. E Relaxation B. Many organizations provide workout facilities or discounted health club memberships to employees to help them combat stress. B Exercise C. Emily makes a list every morning of the tasks she must get done that day in the order of importance to help her manage her daily work stress. A Role D. When Morrie found out that he didn’t get the management promotion he wanted he asked some of his friends to go out to dinner with him to help relieve the stress he felt. D Support E. Evernote removed limits on employees’ vacation time to group encourage them to take time off to help manage stress. It also offered to pay each employee $1,000 to get away and disconnect from work for at least a week to show employees that it was serious. get more of the important things done every day. It also encourages delegation of less important activities to others. E: Relaxation Evernote removed limits on employees’ vacation time to encourage them to take time off to help manage stress. It also offered to pay each employee $1,000 to get away and disconnect from work for at least a week to show employees that it was serious. Explanation Coping with stress requires adaptation. Proper relaxation is an effective way to adapt. Relaxation can take many forms. One way to relax is to take regular vacations. B: Exercise Many organizations provide workout facilities or discounted health club memberships to employees to help them combat stress. Explanation Exercise is one method of managing stress. People who exercise regularly are less likely to have heart attacks than inactive people. More directly, research has suggested that people who exercise regularly feel less tension and stress, are more self-confident, and show greater optimism. A: Role management When Marie realized that she was feeling stressed because she wasn’t sure how her boss wanted her to manage a difficult client, she asked her boss. Explanation In role management the individual actively works to avoid overload, ambiguity, and conflict. For example, if you do not know what is expected of you, you should not sit and worry about it. Instead, ask for clarification from your boss. D: Support group When Morrie found out that he didn’t get the promotion he wanted he asked some of his friends to go out to dinner with him to help relieve the stress he felt. Explanation A support group is simply a group of family members or friends with whom a person can spend time. Going out after work with a couple of coworkers to a basketball game, for example, can help relieve the stress that builds up during the day. 5.1 Motivation and self efficacy (Connect) Use your knowledge of motivation theory to answer the following question. In the job performance formula Performance=M+A+E, what does M stand for? Motivation In the job performance formula Performance=M+A+E, what does E stand for? Environment Points: 1 / 1 Close Explanation Explanation: Performance = Motivation + Ability+ Environment. To reach high levels of performance, an employee must want to do the job well (motivation); must be able to do the job effectively (ability); and must have the materials, resources, equipment, and information required to do the job (environment). A deficiency in any one of these areas hurts performance. A manager should thus strive to ensure that all three conditions are met. Close Explanation Explanation: In the job performance formula Performance=M+A+E, what does A stand for? Ability For each example presented in the following table, identify the self-efficacy dimension being illustrated. Example Magnitude Strength Generality You are extremely confident about your ability to reach your goal of an A in this class. Because you have always met your sales quotas in the past, you believe that you can meet them in your new job as well. You believe that you will be able to earn a B on the next exam, but definitely not an A. Points: 0.33 / 1 Points : 1 / 1 Close Explanation Explanation: The human resource approach assumes that people want to contribute and are able to make genuine contributions. Management’s task is to encourage participation and to create a work environment that makes full use of the human resources available. Close Explanation Explanation: Scientific management is an approach to motivation that assumes that employees are motivated by money. Incentive pay is a key motivator according to scientific If, as a manager, you believe that your job is to encourage participation and to create a work environment that makes full use of the human resources available, what approach to motivation are you using? The human resource approach Maslow’s hierarchy of needs Scientific management Expectancy theory If your manager assumed that you are motivated by money and offered incentive pay so that you would earn more money if you did more work, what approach to motivation is being illustrated? The human relations approach Maslow’s hierarchy of needs Expectancy theory Scientific management Points : 1 / 1 5.2 Need-based motivation (Connect) Identify the need-based motivation construct that best explains the described situations. Denny always wants to improve on his last month’s sales performance by at least 10%. Hygiene factor Need for achievement Existence need Need for affiliation Points : 1 / 1 Points : 1 / 1 Close Explanation Explanation: Need for power is the desire to control one’s environment, including financial, material, informational, and human resources. Dave’s political behaviors and quest for control and authority reflects this need. Relatedness needs—those involving the need to relate to others—are similar to Maslow’s belongingness and esteem needs. Growth needs are analogous to Maslow’s needs for self-esteem and self-actualization and involve pursuing Close Explanation Explanation: Need for achievement is the desire to accomplish a task or goal more effectively than was done in the past, which is what Denny is doing. Existence needs—those necessary for basic human survival— roughly correspond to the physiological and security needs of Maslow’s hierarchy and include food and shelter. According to the two-factor theory, inadequate hygiene factors including pay, job security, and working conditions can lead to feelings of dissatisfaction. Need for affiliation reflects the need for human companionship. Dave is very political at work and always tries to find a way to increase his authority and have more control over others. Growth need Need for power Relatedness need For each example presented in the following table, identify the need being illustrated. Need Need for Need for for Example Achievement Affiliation Power Sara just accepted a job in a remote forest fire monitoring station that will require her to be alone for long periods of time with little interaction with coworkers. She is looking forward to being fairly isolated for a little Close Explanation Explanation: Need Need for Need for for Example Achievement Affiliation Power while. Jorge is happy with his job as a medical researcher and does not want to advance into a management role. Your subordinate, Meagen, wants specific, immediate feedback on her performance. Points : 1 / 1 Example Need Explanation Sara just accepted a job in a remote forest fire monitoring station that will require her to be alone for long periods of time with little interaction with coworkers. She is looking forward to being fairly isolated for a little while. Jorge is happy with his job as a medical researcher and does not want to advance into a management role. Need for affiliation Need for power Individuals with a low need for affiliation do not rely on assurance or approval from others and are comfortable working alone or in jobs with little interpersonal contact. The need for power reflects a desire to control one’s environment, including financial, material, informational, and human resources. Some people spend much time and energy seeking power; others avoid power if at all possible. Jorge has a low need for power. Answe r Key Terms Descriptions learn this stuff—I don’t think I’m cut out for this line of work.” A Expectancy theory C The two- factor theory D The Porter- Lawler model B. You are about to meet with Marty to discuss his request for a pay raise. Marty learned that his coworker, Annie, was recently hired to do the same job as him but is being paid 20% more. C. You want to better motivate your workers. Because your employees perform well and are generally satisfied with their pay and benefits, supervisors, and working conditions you decide to start recognizing employees who are doing an exemplary job and giving employees more control over how they get their work done. D. You decide to start offering a greater variety of performance-based rewards (including money, days off, trips, and TVs) for employees to choose from to make sure that the rewards they receive are those most valuable to them. Answe r Key Terms Descriptions C Equity theory D Expectancy theory B The two- factor theory A. You decide to start offering a greater variety of performance-based rewards (including money, days off, trips, and TVs) for employees to choose from to make sure that the rewards they are striving for are valuable to them. B. You want to better motivate your workers. You start by identifying things that are causing dissatisfaction among your employees and fixing them. C. When Mia realized that Jason was getting paid more than her despite her greater qualifications for the job, she started claiming inappropriate Points : 1 / 1 Answe r Key Terms Descriptions travel reimbursements from the company to increase her monetary rewards. A The Porter- Lawler model D. The company is offering a trip to Bora Bora to the highest performing customer service representative. Although Ben would love to win the trip he isn’t motivated to put in his best effort because he doesn’t think that he can outperform his colleagues. Close Explanation Explanation: C: Equity theory When Mia realized that Jason was getting paid more than her despite her greater qualifications for the job, she started claiming inappropriate travel reimbursements from the company to increase her monetary rewards. Explanation Equity theory focuses on people’s desire to be treated with what they perceive as equity and to avoid perceived inequity. It is based on the relatively simple premise that people in organizations want to be treated fairly. Some response to a perceived inequity are to demand a pay raise, seek additional avenues for growth and development, or even resort to stealing as a way to “get more” from the organization. D: Expectancy theory You fear that your new employee, Scott, is about to quit because he isn’t performing well in the training program. You heard him say, “I’ll never learn this stuff—I don’t think I’m cut out for this line of work.” Explanation Expectancy theory suggests that people are motivated by how much they want something and their perceived likelihood of getting it. B: The two-factor theory Close Explanation Explanation: You want to better motivate your workers. Because your employees perform well and are generally satisfied with their pay and benefits, supervisors, and working conditions you decide to start recognizing employees who are doing an exemplary job and giving employees more control over how they get their work done. Explanation The two-factor theory identifies motivation factors, which affect satisfaction, and hygiene factors, which determine dissatisfaction. Motivation factors including achievement, recognition, and the opportunity to plan and control their own work were often cited by people as primary causes of satisfaction and motivation. When present in a job, these factors can cause satisfaction and motivation; when absent, the result is feelings of no satisfaction rather than dissatisfaction. A: The Porter-Lawler model You decide to start offering a greater variety of performance-based rewards (including money, days off, trips, and TVs) for employees to choose from to make sure that the rewards they receive are those most valuable to them. Explanation Porter and Lawler used expectancy theory to develop a novel view of the relationship between employee satisfaction and performance. Although the conventional wisdom was that satisfaction leads to performance, Porter and Lawler argued the reverse: If rewards are adequate, high levels of performance may lead to satisfaction. To ensure high employee motivation, managers should give rewards and remunerations most desired by employees in return for their performing the job well. Offering a variety of rewards helps employees find something that they value. Perceiving equity means which of the following? Your inputs are less than those of your comparison person. Your rewards are the same as those of your comparison person. Your rewards are greater than those of your comparison person. The ratios of inputs and outcomes of you and the comparison person are the same. Points : 1 / 1