MGT 331 GVSU Final Exam

The Hofstede model, introduced in Chapter 2, is a model to show managers which countries have better cultures to do business in that country.

True
False

False

The Hofstede Model of National Culture, as presented in class, has 6 dimensions. Which of the following are NOT a dimension considered in his model?

-Profit Motivation
-Verbal Communications

Personality traits that enhance managerial effectiveness in one situation....

may actually impair it in another (any strength overused becomes a weakness)

Motivation is the set of forces that causes people to engage in one behavior over another. From the manager's perspective, the objective is to motivate people to behave in ways that are in the organization's best interest.

True
False

True

There are four basic managerial functions for every manager. Which of these is NOT one of those functions?
A.Controlling
B.Organizing
C.Leading
D.Planning
E.Personnel

E.
Personnel

During a meeting you notice someone texting their friend and someone else using their computer to check a news feed while your boss is delivering instructions for this months marketing campaign. Unofficially Professor Hillman calls this "backgrounding" and it is considered rude and unprofessional, but in a technical sense, it is considered what in the communication process?
1.Noise - Noise can block or distort messages. Managers should try to eliminate any noise in the environment before they deliver a message.
2.Feedback - The staff are providing the manager feedback on the message they are receiving. The manager should recognize that their message got through because the staff are able to start doing other things.
3.Channel - Texting and using your computer are just different ways to deliver the message. In this case, the manager should use alternative channels
4.Message - The message being delivered by the manager is being enhanced with information from outside resources.

1.

Noise - Noise can block or distort messages. Managers should try to eliminate any noise in the environment before they deliver a message.

The population in the USA is growing more diverse and older. Therefore, in the future, it is less and less likely that older workers will report to younger bosses.

True
False

False

Which of the following statements is FALSE as it relates to the Hawthorne Studies?

Researchers at Hawthorne, who were following the work of Adam Smith, found that paying the workers more for higher production levels, significantly improved the output of those workers

Match these names of important figures in management with the theory or process they are best known for.
F. W. Taylor
Adam Smith
Henry Ford
Frank & Lillian Gilbreath
Max Weber
Henri Foyal
Mary Parker Follett
Douglas McGregor


A.Theory X & Theory Y
B.Division of Labor / Job Specialization
C.Scientific Management
D.Advancing Scientific Management
E.14 Principles of Management
F.Theory of Bureaucracy
G.Behavioral Management
H.Assembly Line

F. W. Taylor -- C (Scientific management)

Adam Smith -- B (Division of Labor / Job Specialization)

Henry Ford -- H (Assembly line)

Frank & Lillian Gilbreath -- D (Advancing Scientific Management)

Max Weber -- F (Theory of Bureaucracy)

Henri Foyal -- E (14 Principles of Management)

Mary Parker Follett -- G (Behavioral Management)

Douglas McGregor -- A (Theory X & Theory Y)

Managers get paid to manage and improve the performance of their staff. From the following five statements, which three are true about a manager's ability to improve performance?

A.If someone lacks the ability to do the job, normally we can send them to training to acquire the skills. Getting training, while sometimes costly, can typically be effective for most employees.

B.Of the formula, P = M + A + E, the "M" or the motivation component is the most difficult to manage.

C.Managers know that money is always a motivator, but they also have to contain costs. However, when necessary, they can always increase the pay of the employee to motivate them to work harder.

D.Providing a great environment (E) with a lot of supporting training to increase the employee's ability (A) will always motivate (M) the employee to be as productive as they can possibly be.

E.If motivation is deficient, the good manager is faced with the difficult task of trying to figure out what will motivate their employee. Because it can be different for everyone, the manager must work with the employee to determine what motivates the person and then structure the task to utilize that motivation.

A.If someone lacks the ability to do the job, normally we can send them to training to acquire the skills. Getting training, while sometimes costly, can typically be effective for most employees.

B.Of the formula, P = M + A + E, the "M" or the motivation component is the most difficult to manage.

E.If motivation is deficient, the good manager is faced with the difficult task of trying to figure out what will motivate their employee. Because it can be different for everyone, the manager must work with the employee to determine what motivates the person and then structure the task to utilize that motivation.

We watched a video from Simon Sinek discussing how some people and companies are leaders by naturally employing what he calls the "Golden Circle". Place items in order as to the importance from Sinek's point of view

WHY - Why do you do what you do?

HOW - How do you do what you do?

What - What do you do?

Jimmy page, a brand new manager for the accounts receivable department in the city's largest law firm, Scruem, Goode & Hardt, has conducted a survey...

Bob has been with the department nearly as long as Fred was a manager.

John is a brand new employee to the firm.

The "Why" that Martin Luther King understood and was trying to explain during the 60's and the civil rights movement was this:

A.Until the Laws of Man are in alignment with the Laws of God, there will be injustice and it must be changed.

B.Bringing black Americans to Washington DC is the only way to get the attention of the government and to have laws changed.

C.The only way to make changes in the world is via non-violent passive resistenace.

D.The "why" of the civil rights movement was to bring justice in America because of deep seated racism of white people against former slaves.

A.

Until the Laws of Man are in alignment with the Laws of God, there will be injustice and it must be changed.

"Accessibility is being able to get in the building. Diversity is getting invited to the table. Inclusion is having a voice at the table. Belonging is..."

Having your voice heard at the table

Google completed project Aristotle in 2012 and found out that who is on a team was less important to it success than how the team members treated each other. The project identified five elements of team success, with the most important being psychological safety. The video went on to explain psychological safety. Which of the following are a part of psychological safety as defined by project Aristotle?

A.
Conversational Turn-Taking.

Each member is encouraged and expected to talk equal amounts of time when the team comes together. No one person dominates and no one is silent.

E.
Ostentatious listening.

Being fully present when another team member talks, not in your head, reflecting back what they said.

When we studied all the various traits to assess a person to promote them to manager, we reviewed many different personality traits. Which of the following three statements are true?

B. Emotional intelligence is something that can either be innate or learned, but it is important for managers to develop this talent.

C. A strong internal locus of control, meaning the person believes they are in control of their own fate, is a good personality trait for a manager to possess.

E. Positive organizational citizenship behavior like working extra hours when needed, helping out others, and coming up with creative ideas to help the company are strong attributes for a manager to have.

In the video by Daniel pink discussing his theory of motivation, he introduces the "Candle Problem". What is the candle problem and what is the issue that it points out?

C. We have a problem when we see the box that we need to overcome. This problem is called "functional fixedness". We believe the box can only have one purpose which is to hold the tax, but when creativity is applied, it can also be used to hold the candle to the wall.

Henry Fayol is an important person in the history of management, what is he most famous for?

C. As CEO of FourChambault Mining, he developed 14 principles of management that are the bedrock upon which much of management is built today.

According to equity theory, when someone perceives an inequity, particularly underpayment inequity, they will seek to restore equity. They might do this by reducing their hours worked, taking more vacation, reducing their output (not working as hard), or using a positive approach, simply asking for a pay raise.

True or false

True

Emotional intelligence (EI) is one of the most important skills a manager can develop. Which of the following statements are true about EI?

A. Daniel Goldman defines five components of emotional intelligence, self-awareness, self-regulation, motivation, empathy, and social skills.

D. EI is defined as the capacity recognizing one's own feelings, and those of others, for motivating ourselves, and managing emotions in ourselves and in our relationships.

Professor Hillman pointed out two personality tests that you are likely to take when you enter business. One was the Myers-Briggs Type Indicator (MBTI), the other was:

DiSC

Abraham Maslow was a psychologist that developed a well-known "hierarchy of needs". He basically said that the lowest level of need must be met before a person will strive for the next need. This has been studied and debated for years, but we continue to reference his hierarchy. Place the needs in the proper order that Maslow offered with A. being the highest ordered need (top of the pyramid), and E. being the lowest ordered need (bottom of the pyramid).

A. Self-actualization
B. Esteem
C. Social
D. Safety
E. Survival (food and shelter)

Managers look to see if their staff has a fit. The textbook talks about four different types of fit for the employee. Which of these is the type of fit discussed in the book?

-Person-Group Fit

-Person-Vocation Fit

-Person-Organization Fit

-Person-Job Fit

A powerful way for managers to monitor their staff is to utilize MBWA. During class lecture, we talked about Monitoring By Working Around (MBWA) which is an effective way to ensure everyone is active and engaged in the workplace.

True or False

False

The key finding of the Hawthorne studies is that a manager's behavior and leadership approach can affect a worker's level of performance.

True or False

True

There are five types of diversity listed in the textbook. Which of the following does the book say can have stronger effects on group and organizational performance than the other types of diversity listed?

Deep-level

In class, Professor Hillman discussed four ways to help reduce the likelihood of social loafing, of the following, which two did he mention in class?

C. Demand accountability

D. Make each person's contribution identifiable.

Good managers realize the impact the size of the group or team can have on the performance. Membership can be too many or too few. Which of the following statements are true about group size?

A. The larger the group, the more formal communications will be required. Very large groups with meeting minutes, agendas, and frequent status communications.

D. A group with many members has more resources available and might be able to complete a large number of independent tasks.

E. Large groups may allow some members to be more comfortable with absenteeism or they may stop trying to make meaningful contributions.

F. When placed into a larger group, some members might participate in social loafing, an attitude where they wouldn't put as much effort as they would if they were working alone.

It is not possible for the formal leader of a group to also function in the role of the informal leader of the group.

True or False.

False

Daniel Pink talks about working at a job you love versus a job you hate. When you feel like your work doesn't matter and you are not making an impact in the job, Pink would say what?

That you are in a job you hate because it isn't addressing one of his three core motivators, which in this case is purpose.

Daniel Pink offered a theory of motivation in the early 2000's that borrows from several other prior theorists. He indicated that while direct extrinsic rewards will still work for some 20th century tasks, in order to motivate for creativity and innovative thinking, managers should use these items exclusively.

A.Improvement - People what to continually increase their skills

B.Autonomy - People need to feel in control of their job.

C.Direction - People need to know that their work is going somewhere important

D.Purpose - People need to feel like their work matters and makes an impact

E.Mastery - People need to feel like they are using their full potentialF.Self-Determination - People need to feel they are directing themselves to a worthy goal

B.Autonomy - People need to feel in control of their job.

D.Purpose - People need to feel like their work matters and makes an impact

E.Mastery - People need to feel like they are using their full potentialF.Self-Determination - People need to feel they are directing themselves to a worthy goal

Organizational behavior principles when properly applied can significantly help a company increase its turnover rate and subtly lower its retention ratio.

True or False

False

There are three ways Managers have to convey information to their staff. A well-trained manager will know how to balance the use of these three methods to be most effective in delivering the messages they want their staff to have.What are these types and what percentage of the total message do they deliver when a manager is able to have a one-on-one, face-to-face meeting with a staff person?

Non-verbal 55%, vocal intonation 38%, words 7%

With texting, video conferences, instant messaging, Twitter and dozens of other ways for managers to communicate, it is surprising that email is still the primary way most businesses communicate and how staff should expect to communicate formally with their manager.

True or False

True

According to Herzberg's motivator-hygiene theory, for a worker to like their job and be motivated to do well, not only does the job need motivators, but there are certain hygiene issues that must be addressed. If these hygiene issues are not corrected, no amount of motivators will make the worker happy in their position. Of all the issues listed below, which four are hygiene issues according to Herzberg?

B. The amount they are paid, their salary or hourly wage.

C. The relationship they have with their coworkers.

D. Job security

F. Pleasant and comfortable working conditions.

Which three of the following five reasons why diversity in a company makes business sense?

A. Diversity allows for a variety of points of view and approaches to problems and opportunities can improve managerial decision making.

B. McKinsey and Company say that if a company is diverse, it has a 35% greater likelihood of outperforming its competitors than if it isn't diverse.

D. Diversity can increase the recruitment and retention of valued organizational members.

In class, Professor Hillman showed a slide showing the relationship between the three components of expectancy theory. He explained that when working with expectancy theory, a persons perceptions about the extent to how well they perform at work will lead to a promotion or raise, is called:

A. Instrumentality

Which three of the following statements are true about expectancy theory?

B. For the theory to work well, all three of the items (expectancy, instrumentality, and valence) must be high.

D. Motivation will be high woodworkers believe that high levels of effort lead to high performance and high performance leads to the attainment of desired outcomes.

F. Effort leads to performance which leads to outcomes, the essence of the theory.

When using the expectancy theory of motivation, increasing the pay for a high performing employee is non-productive if that employee has a low valence for income.

True or False

True

This theory of motivation focuses on peoples perceptions of the fairness of their work outcomes, particularly as when it is compared to their inputs and inputs of others. What is this theory called?

Equity Theory

Professor Hillman shared his "Managers Communication Matrix" where he listed over a dozen types of communication methods a manager might use to talk to their staff. Place those listed below into order from the highest level of information richness to the lowest level of information richness.

A. Face-to-face, One on One

B. MBWA

C. Video conference via Zoom - Many to Many

D. Phone call One to One

E. Voicemail

F. Email

G. Newsletter

The professor believes that you are basically born with the level of emotional intelligence you possess and it won't change much over time, which is pretty much true for locus of control as well.

True or False

False

In class, we did a deep dive into the Hofstede Index. Which one of the following statements is correct?

Cultures that have a high tolerance for power distance are more comfortable with large gaps in wealth, excepting that socioeconomic disparities persist.

In the video from Daniel pink describes a study done by four economists using MIT students. They gave these students a bunch of games requiring creativity, motor skills, and concentration. Which of the following statements are true about what the economist learned from their study with MIT students?

B. If the game or task required even a basic or rudimentary thinking (cognitive) skill, larger bonuses and rewards lead to poor performance.

C. As long as the task required only motor skills, bonuses worked as expected. The higher the bonus the greater the performance.

F. In India, where the experiment was replicated, the people offered medium and low rewards performed about the same, but those given the highest rewards had the lowest performance.

You are a middle manager for a West Michigan manufacturing company.

The staff will hold you in esteem and refer to you as Mr. or Ms. as their "boss" even though you can ask them to call you by your first name and treat you as a friend.

Theory X and Theory Y is a management concept developed by Douglas McGregor. Which three of these items are true about McGregor and Theory X & Y?

A. Theory Y managers assume employees will inherently work in the best interest of the company. Managers must create a work setting that allows employees to be self-directed and decentralizes authority.

C. Hewlett Packard was founded on the practice of Theory Y, which became incorporated as the "HP way". It is applied at Google, Apple, 3M and of course HP as their primary management style.

D. Theory X managers assume employees are inherently lazy and unproductive and dislike their work. Managers should create strict work rules to control the behavior of their employees.

Locus of control is a key attribute that managers look for in their staff. Which of the following statements are true about locus of control?

A. A person who believes fate, luck, chance, or other people's behavior determines what happens to them is said to have an external locus of control.

D. Someone with an internal locus of control believes that they, themselves, are the primary reason they succeed or fail in business.

Which of the following statements are true about Theory X and Theory Y?

C. Theory X is a set of negative assumptions about workers that leads to the conclusion that a managers task is to supervise workers closely and control their behavior

D. Theory Y says managers should create a work environment that provides employees an opportunity to show initiative and self-direction

E. Theory Y is a set of positive assumptions about workers that leads to the conclusion that manager's task is to create a work setting that encourages commitment to organizational goals and provides opportunities for workers to be imaginative and to exercise initiative in self-direction.

G. Generally, it would be easier to work for a manager who follows Theory Y than one who follows Theory X.H. Theory Y says manager should create a work environment that provides employees an opportunity to show initiative and self- direction.

In class, we studied several examples of correlation and causation. As managers, we look for a statistically significant correlation and rely on that over the concept of causation.

True or False

False

Surface-level diversity are things that we can see in people such as their gender, race, age, and physical abilities.

True or False

True

Group norms are rules developed by the team that determine the tasks, roles, and compensation for each member of the group.

True or False

False

When managers and employees collaborate to set the goals the employee is expected to achieve, it is often referred to as MBO. What does MBO stand for?

Management by objective

Managers can distribute merit pay to people two ways, by increasing their salary or by providing a bonus on top of their existing salary. Bonuses tend to be more motivating for three reasons. What are those three reasons as identified in the text?

A. Salary increases often include cost-of-living adjustments and/or market adjustments. Including performance increase as part of this confuses the message as to why the increase was provided.

C. Salaries are rarely adjusted down and can cause significant employee morale issues when they are. Salaries tend to be stable over time so using one-time bonuses are easier to move higher or lower to reward top performance without negatively impacting morale.

D. The level of salaries is dictated more by market conditions and competition for labor, factors outside the control of the employee, and much less on the performance of the individual

F.W. Taylor, long considered the "Father of Management" is credited with the theory, Scientific Management. In it, he studied the movements of employees, in order to optimize their efforts, and standardize them across all employees doing the same task. This is referred to as job specialization.

True or False

True

Before modifying the reward system for its employees, what are some of the important issues that smart thinking managers must evaluate? Select all that are mentioned in the textbook.

-When a company has a broad range of offerings, it is sometimes called a "cafeteria-style" plan. Should a company employ a flexible reward system?

-What if the company has a financial downturn while some of the employees hit or exceed their goals and earn a bonus? Can or should the company still pay the bonus? A skilled manager must carefully examine the company's ability to pay the reward in all financial conditions.

-Should employee pay be public or private? The issue of pay secrecy is incredibly important to consider.

we used tki to understand our own conflict styles and the styles of others. Which common phrases might you hear in discussions with others which would be a tip-off to the conflict style they are using?

Might makes right- Competing

Two heads are better than one- Collaborating

Split the difference- Compromise

Leave well enough alone- Avoiding

Kill your enemies with kindness- Accommodating

you were given some tips on how to improve your career as a manager. There were some "Do's" and "Don'ts" for managers to use with their staff, with their bosses and with other managers. Sort these into "good" or "Poor" behaviors for managers to pursue

Try to put yourself in the other person's position and understand that person's point of view. Change your perspective.
---Good Manager behavior

Arguing Vigorously---Poor manager behavior

Meeting separately with people involved with the conflict. -- Poor manager behavior

Document areas of agreement and disagreement to ensure common understanding. -- Good manager behavior

Focusing on interests rather than positions. -- Good manager behavior

Talk openly and freely with the other person and express your thoughts and feelings. -- Good manager behavior

Ignore the conflict created by your staff, believing it will likely "blow over" -- Poor manager behavior