MG116 Midterm

The framework of “Givers,” “Takers,” and “Matchers” discussed in the teammate activity from our Psychological Safety, Leadership & Teamwork class comes from:

Adam Grant

Self-Determination Theory, referenced in our Psychological Safety, Leadership & Teamwork class, was developed by ______.

Ryan and Deci

According to Amy Edmondson, what is described as the number one driver of team effectiveness?

Psychological safety

Which of the following is one of the three ways leaders “set the stage” for psychological safety (Amy Edmondson), according to our Psychological Safety, Leadership & Teamwork class?

Inviting participation

In the great-teammate framework from our Psychological Safety, Leadership & Teamwork class, a teammate who listens well, gives clear updates, and raises problems early instead of hiding them shows the trait labeled:

Coordination (communication)

After a product launch fails, a team leader opens the debrief by saying, "No one is in trouble. Let's figure out what we learned." Which of Amy Edmondson’s ways of setting the stage for psychological safety does this BEST show?

Responding productively

“Objective Knowledge,” as defined in our OB & Opportunity class, refers to ______.

Knowledge that results from research and scientific activities

The metaphor that describes organizations as full of daily conflict, distress, and struggle is known as (from our OB & Opportunity class):

The snake pit

According to our OB & Opportunity class, which of the following is one of the four things a person shows to respond positively to change?

Ask questions

In the open-systems model, competitors, unions, and regulatory agencies make up the organization's:

Task environment

An employee says "great idea" in every change meeting but never follows through, and quietly spreads rumors about the plan. According to our OB & Opportunity class, this is which type of resistance?

Verbal- covert

______ is one of the “six rites” in organizations discussed in our Organizational Culture class.

Rite of Passage

Which of the following is one of the four functions of organizational culture?

Identity and commitment

The three stages of organizational socialization (Feldman), in order, are:

Anticipatory socialization, encounter, change and acquisition

Which of the following is one of the five types of artifacts discussed in our Organizational Culture class?

Stories

In Schein’s levels of culture, values that members say they hold are called ______.

Espoused Values

In the culture change model in the ORGB7 textbook (Figure 16.3), adding newcomers who fit the new culture and removing members who reject it (steps 4–5) represents which approach to changing culture?

Reshaping the workforce

Centralization, one of the six basic design dimensions from our Organizational Design & Structure class, refers to:

The extent to which decision-making authority is delegated to lower levels

Which of the following best describes organizational structure, as distinguished from organizational design?

Structure is the formal result of the design process at a point in time

Which of the following best describes organizational structure, as distinguished from organizational design?

Liaison role

A company assigns one employee whose job is to coordinate between the marketing and engineering departments. This horizontal mechanism is a:

Adhocracy

According to the ORGB7 textbook (Table 15.2), which of Mintzberg’s structural configurations offers high engagement and innovation but risks unpredictable performance and burnout from constant ambiguity?

Conscientiousness

The Dark Triad consists of Machiavellianism, Psychopathy, and:

Narcissism

Interactional Psychology (Kurt Lewin) is the approach to understanding behavior that involves knowing something about ______.

Both the person and the situation

Emotional labor, as defined in our Personality, Attitudes & Ethics class, refers to:

The effort of managing and displaying emotions the job requires, even when they don’t match bow you feel

Jamal would like to leave his job, but he would lose his pension and have to repay a signing bonus. His commitment is best described as:

Continuance

"I want to transfer to another department" represents which ABC component, and how is it measured?

Behavioral intent; measured by observed behavior and verbal statements about intentions

A manager is charming and agreeable with senior executives but bullies and belittles his own team. This Dark Triad pattern is called:

“Kiss up, kick down” management

After doing well on an exam, Omar says, "That test really wasn't that hard at all." This is an example of:

An external attribution

A manager decides an employee's missed deadlines are due to laziness, while the employee is actually overloaded with work. The manager has made:

The fundamental attribution error

After the gallery walk in our Self-Mapping (Big Five, MBTI & DISC) class, a team found the Big Five most ACCURATE but DISC most USEFUL for team discussions. What does this suggest?

The most accurate model is not always the most useful one

Which of the following is a GOOD use of personality tools at work, according to our Self-Mapping (Big Five, MBTI & DISC) class?

Giving a team shared language for how people work

Distress is also referred to as:

Strain

The stress response begins with the release of chemical messengers, primarily:

Adrenaline

A stressor that BLOCKS goal achievement, rather than posing immediate personal harm, is a:

Hindrance stressor

You have a major presentation Monday morning, and your child is sick at home Sunday night. You are experiencing:

Interrole conflict

A finance analyst worries that AI tools will soon make her job obsolete. This type of task-demand stress is called:

Technostress

According to the chapter, why does job insecurity often lead to costly behaviors like workplace deviance and intentions to quit?

Employees morally disengage

A manager demands that her team's work be both very fast AND flawless. Employees are experiencing:

Intrarole conflict

In Karasek’s job strain model (ORGB7 textbook, Figure 7.3), a job with HIGH workload and HIGH self-determination is called a(n):

Active Job

According to Edgar Schein, to understand any culture you must:

Dig below the visible artifacts to uncover the basic underlying assumptions at its core

According to the Business Guide to Cultural Differences table (ORGB7 textbook, Table 2.1), how do people in Mexico tend to handle negotiations?

The avoid saying no directly, saying “maybe” or “we will see”

A culture high in uncertainty avoidance values:

security, consensus, and avoiding conflict

In the management by objectives (MBO) process developed by Peter Drucker (ORGB7 textbook, section 6-3d), which step comes immediately after “Monitor performance”?

evaluate performance

According to the ORGB7 textbook, managers who use goal setting should ensure employee participation, supervisory commitment and:

useful performace feedback

Introverts learn best ________________, whereas extraverts learn best by exchanging ideas with others.

alone

Which of the following is NOT one of the three functions of goal setting?

eliminating the need for performace feedback

Organizational behavior modification (OBM) uses three types of consequences: financial, nonfinancial and ________________ reinforcement.

social

Which of the following is NOT one of the reasons the ORGB7 textbook gives for the limited use of classical conditioning in organizations?

organizations cannot afford to reward employees

Thorndike’s law of effect states that:

behaviors followed by positive consequences are more likely to recur, and behaviors followed by negative consequences are less likely to recur

Mentoring is defined as:

A WORK RELATIONSHIP THAT ENCOURAGEWS DEVELOPMENT AND CAREER ENHANCEMENT FOR PEOPLE MOVING THROUGH THE CAREER CYCLE please

In Kelley’s attribution theory, consensus is a cue indicating:

The extent to which peers in the same situation behave in the similar fashion

According to the Attribution Model (ORGB7 textbook, Figure 6.5), supervisors who attribute poor performance to an internal cause will respond:

more harsley than supervisions who blame the work sitation

Total Rewards include extrinsic rewards and intrinsic rewards. Which of the following is an intrinsic reward?

career-development opportunities

Sanjay performs poorly on collections. The whole team struggles with collections, Sanjay struggles only with this task, and he usually handles it well. Using Kelley’s attribution theory, high consensus, high distinctiveness and low consistency suggest:

an external attribution

When diagnosing the cause of poor performance, which factor does the ORGB7 textbook say should be considered first?

work systems

Accurate appraisals help supervisors fulfill their dual roles as evaluators and ________________.

coaches

According to the five key characteristics of an effective performance appraisal system (ORGB7 textbook, section 6-5c), validity means:

capturing multiple dimensions of a person’s job performance

In Pavlov’s research, a dog learned to salivate at the sound of a bell even when no meat was presented. In this example, the bell is the:

conditioned stimulus

An evaluator in a bad mood rates an employee lower than usual. According to the Actual and Measured Performance model (ORGB7 textbook, Figure 6.3), this is an example of which performance measurement problem?

unrealiability

According to the ORGB7 textbook, motivation is the process of arousing and sustaining ________ behavior

goal-directed

In the Human Needs, Theory X, and Theory Y model (ORGB7 textbook, Figure 5.1), Douglas McGregor’s Theory X assumptions apply to employees motivated by which needs?

physiological and safety security

In Herzberg’s Motivation-Hygiene Theory of Motivation (ORGB7 textbook, Table 5.2), which factor appears as BOTH a motivation factor and a hygiene factor?

salary

According to Herzberg in the ORGB7 textbook, when motivation factors are absent, employees experience

feelings of neutrality

According to McClelland’s research in the ORGB7 textbook, the best managers have a very high need for:

socialized power

According to the ORGB7 textbook, which of the following is the definition of a job?

a set of specialized work and task activities that engage an individual in an organization

According to the ORGB7 textbook, jobs that stimulate learning and growth and serve as building blocks for a person’s career are called:

smart jobs

An employee at a small bank takes new accounts one day, serves as a cashier another day and processes loan applications on a third day. This is an example of

job rotation

Job enlargement increases the number of job activities through horizontal loading, while job enrichment increases the amount of job responsibility through __________ loading.

Answer: ______________________________

vertial

. Why is Hackman and Oldham’s job characteristics theory a significant departure from scientific management, job enlargement/job rotation and job enrichment?

it is a person-job fit model rather than a universal job design

In Hackman and Oldham’s Job Characteristics Model (ORGB7 textbook, Figure 14.1), autonomy leads to which critical psychological state?

Experienced responsibility for outcomes of the work

In Hackman and Oldham’s Job Characteristics Model (ORGB7 textbook, Figure 14.1), which three core job dimensions combine to produce experienced meaningfulness of the work?

skill variety, task identity, and task significance

Which of the following is NOT an element of Frederick Taylor’s scientific management?

job enrichment

A high-control job redesign strategy in which the person in the job proactively manages the tasks, relationships and personal perceptions of the work is called:

job crafting

Who is Professor De Lollis’s favorite organizational development scientist?

Edgar Schein