CHAPTER 4  "I work here because I’m afraid to quit.

"
1. Which of the following is a basic cause of stress  "I work here because it would be wrong of
in organizations? me to quit."
 Life change
 Physical demands 8. As a manager, if you want to increase your
 Intrinsic demands subordinates’ job satisfaction, focus first on
 Life trauma  Locating an office in a nice place
 Improving their after-work activities
2. Which of the following is an example of  Locating the break room in a nice place
distress?  Improving the nature of the work itself
 Getting married
9. __________ commitment is defined as positive
 Giving a speech
emotional attachment to the organization and
 Getting a promotion
strong identification with its values and goals.
 Excessive pressure to perform
 Normative
3. Work-life relationships that are separate from  Affective
work include all of the following EXCEPT.  Continuance
 Career goals.  Dysfunctional
 Friendship networks
 A person’s spouse 10. Our job satisfaction tends to __________ over
 Personal life interest time, __________ when we change jobs or
employers.
4. Which of the following is NOT one of the  Stay constant, except
factors that have the greatest influence on job  Stay constant, even
satisfaction?  Decrease, especially
 Attitude  Increase, especially
 None
 Personality 11. In which stage of the general adaptation
 Values syndrome do people give up because they can
no longer cope with the stressor?
5. A moderate degree of workload-related stress  Exhaustion
can  Realization
 Overload the nervous system  Alarm
 Weaken the physical system  Resistance
 Increase anxiety
 Stimulate energy and motivation 12. Which of the following is NOT a relaxation
technique for coping with work stress?
6. Which of the following is NOT a healthy
 Taking a rest break
coping strategy for stress?
 Making a "to-do" list
 Managing your time  Sitting quietly with eyes closed
 Meditation  Taking a nap
 Social support
 Overeating 13. Stressors are defined as
 Anything that induce stress
7. Which of the following statements most clearly  Stress that accompanies negative events
embodies continuance commitment?  The result of mismanagement
 "I work here because I don't have a choice."  Stress on the job
 "I work here because I want to."
14. Which of the following is NOT one of the 20. Usually, high work stress results in
suggested task in managing work-related __________ job performance.
stress?  Equal or better
 Change the stress perception  Decreased
 Focus on stress  Increased
 Remove the stressor  No effect on
 Receive social support
CHAPTER 5
15. Which of the following is NOT one of the
1. Which of the following is NOT a way to restore
suggested steps for time management?
feelings of equity?
 Make a list every morning
 Try to convince the comparison-other to
 Identify critical activities
reduce her inputs.
 Impression management
 Reduce our own inputs
 Work on task in order of importance
 Increase our own outcomes
16. Ms. Maniago is highly committed and has an  Choose a different comparison-other who
attachment to the organization where she gives better ratio
works. She feels she is a true member of the  Leave a situation
company. Ms. Maniago is demonstrating
 Organizational commitment. 2. The challenge facing organizational leaders
 Organization citizenship today is that: (Choose best answer)
 Job satisfaction  Employers have difficulty understanding the
 Job involvement different needs and expectations that
younger generation employees bring to the
17. Smoking and alcohol abuse are workplace.
__________ consequences of too much stress  There are more layers of management today,
at work. which makes it more difficult to motivate
 Medical everyone in management positions.
 Psychological  Corporate downsizing and reduced job
 Behavioral security have damaged the levels of trust
 Cognitive employees need to work beyond minimum
levels.
18. Which of the following is a way to resolve  Employees aren’t very engaged
cognitive dissonance?  All of the answers are correct.
 Change your behavior
 Reason about the situation 3. Commonly mentioned influences on employee
 All of these are correct engagement include:
 Change your attitude  Rate of pay
 Appealing company mission statement
19. __________ commitment is defined as staying  Organization justice
with an organization because of perceived high  Work/life balance
economic and/or social costs involved with  All of the above
leaving.
 Normative 4. All of the following are reasons given for why
 Continuance some employees are “disengaged” EXCEPT:
 None of these are correct  Companies have not strived for employee
 Affective involvement.
 Appealing company mission statement
  Communication about the business is  Status : Competence
lacking  Motivation : Ability
 Employee development opportunities are
lacking 10. Gabor tries to always be on time for work
 Basic needs of employees have not been because he once saw his boss give someone
provided or satisfied. award for good attendance. Gabor is exhibiting
learning through:
5. Which of these is the most widely known theory  Avoidance
of human motivation?  Positive reinforcement
 Maslow’s needs hierarchy theory  Punishment
 Expectancy theory  Extinction
 Goal setting theory  A stimulus-response mechanism
 Equity theory
 Learned needs theory 11. According to equity theory, people
 Have a motivation to improve their standard
6. A performance bonus is an example of of living.
 Positive reinforcement  Have the motivation to develop satisfying
 Negative reinforcement relationships.
 Punishment  Want to be treated fairly.
 Extinction  Want everything to be equal.
 Classical conditioning  Compare what they get from a job with what
they want from a job.
7. Ms. Maniago has been performing successfully
at work for several months. She believes that she 12. According to learned need theory, the desire for
will get a pay raise if she maintains this high level human companionship is called a need for
of performance. This belief is an example of the  Empowerment
__________ expectancy.  Affiliation
 Effort-to-performance  Power
 Performance-to-benefit  Achievement
 Performance-to-outcome  Status
 Effort-to-outcome
13. Motivated behavior begins with one or more
8. In its simplest form, reinforcement theory  Motives
suggests that behavior is a function of  People
 Equity perceptions  Wants
 Emotional states  Needs
 Attitudes  Behaviors
 Subconscious perceptions
 Consequences 14. Removal of current or future unpleasant
consequences to increase the likelihood that
9. According to equity theory, which of the someone will repeat a behavior is called
following ratios do people consider when  Positive reinforcement
deciding whether they are treated equitably?  Negative reinforcement
 Inputs : Outcomes  Punishment
 Performance : Rewards  Extinction
 Effort : Probability of success  Classical conditioning
15. Based on Maslow’s hierarchy, ________ needs 20. In Maslow’s hierarchy, getting a promotion to a
are the most basic requirements that people higher level job would most likely satisfy
possess _______ needs.
 Growth  Growth
 Security  Security
 Physiological  Physiological
 Self-actualization  Self-actualization
 Esteem  Esteem

16. People with high need for power can be

successful managers if they CHAPTER 6
 Curb their desires when they might interfere
1. Which of the following is the PRIMARY
with organizational relationships
problem associated with the specialization of
 Lessen alienation with other employees
jobs?
 Have a high need for affiliation
 Involvement of too much of the production
 Seek power to increase their standing in the cycle
organization  Boredom
 Strive to get along with others  Slow pace of work
 Frequent social interaction with others.
17. In the expectancy model of motivation, which
term refers to the perceived value of a given 2. All of the following statements are true about
reward or outcome? the traditional work schedule, EXCEPT
 Perception  Long days that start 8/9 in the morning.
 Expectancy  People can take off work when they need
 Valence to.
 Strength  Managers work many additional hours.
 Generality  People can take off work when they need
to.
18. Cutting the work hours of low performing
employees is an example of 3. The degree to which the job activities give a
person information about the effectiveness of
 Positive reinforcement
performance is called
 Negative reinforcement
 Skill variety
 Punishment
 Task identity
 Extinction
 Feedback.
 Classical conditioning
 Skill identity
19. The highest need in Maslow’s hierarchy is the
4. The degree of self-leadership to which the job
need for
allows an individual substantial freedom and
 Growth
independence is called
 Security
 Task significance
 Physiological
 Job integration
 Self-actualization
 Job autonomy.
 Esteem
 Job description
5. Empowerment will enhance organizational  It increases in worker’s interest are short-
effectiveness under all the following conditions lived
EXCEPT  It is ineffective for training purposes.
 Sincere efforts to spread power and  It reduces efficiency.
autonomy to lower levels.  It maintains narrowly defined and routine
 Commitment to maintain participation and work.
empowerment.
 Renewed concentration of authority in the 11. People who believe that money is evil and
hands of top managers. should be squandered:
 Increased commitment to training.  Have a weak money ethic.
 Have a strong preference for gain sharing
6. Job enlargement involves the process of plans.
horizontal job loading, meaning that  Have a strong need for status
 The employee is assigned more tasks to  Have a strong preference for competency-
perform. based rewards
 The jobs are broken into small, component
parts. 12. Which of the following is most likely to be a
 Each employee is given a specialized task to type of membership or seniority-based reward?
perform.  Pay increase resulting from a promotion
 The employee is assigned less monotonous  Employee benefits
and routine tasks.  Employee share ownership plan
 Royalties
7. Which of the following is an example of a job
design technique? 13. Which of the following is a competency-based
 Job realization reward?
 Job creation  Gainsharing
 Job equity  Pay increase resulting from a promotion
 Job enlargement  Skill-based pay plan
 Merit increase based on performance
8. The first widespread model of how individual appraisal result.
work should be designed was
 Job enrichment 14. Membership-based pay practices:
 Job specialization  Pay surveys
 Job enlargement  Internal equity
 Job rotation  Competencies
 Performance-based rewards
9. Which theory serves as the basis for job
enrichment? 15. Which of these rewards is consistent with the
 Need theory emerging view that people are hired into
 Expectancy theory organizations, not specific jobs?
 Maslow’s hierarchy of needs  Competency-based
 None of these  Seniority-based
 Job-status based
10. The problems encountered when implementing  Membership-based
job rotation in the workplace include all of the
following EXCEPT 16. Which of these is not typically an individual
performance-based reward?
  Gainsharing  Involves visualizing successful completion
 Merit pay of the task
 Commissions  Occurs after self-reinforcement in the self-
 Piece rate leadership model.
 Is the first step in the rotation.
17. Which of these is a team reward that motivates
team members to reduce costs and increase 23. Research on self-leadership has concluded that:
labor efficiency in their work process?  Employees rarely apply any component of
 Profit-sharing the model.
 ESOP  People with a high level of degree of
 Share options conscientiousness are less likely to use self-
 Gainsharing leadership.
 These practices generally improve self-
18. Scientific management is most closely related to efficacy and motivation.
the process of:  All are true.
 Job specialization
 Self-leadership 24. Elements of self-leadership EXCEPT
 Job evaluation  Personal Goal Setting
 Job enrichment  Employee-monitoring
 Constructive Thought Patterns
19. Skill variety, task identity, and task significance:  Designing Natural Rewards
 Are the main outcomes of job enlargement
25. Men valued money as
 Represent the first three steps in self-
 As a symbol of power
leadership
 Symbol of masculinity
 Mainly affect the experienced  Symbol of sexuality
meaningfulness of work.  Symbol of importance
 Are the main outcomes of scientific
management

20. In job design, autonomy is increased mainly

through: _______ needs.
 Job rotation
 Empowerment.
 Job specialization
 Job feedback

21. Which of the following practices relies on

constructive thought patterns?
 Scientific management
 Job status-based rewards
 Job enrichment
 Self-leadership

22. Mental imagery

 Is a core job characteristics that leads to job
specialization.