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MGT 605 NEWEST EXAM WITH
DETAILED QUESTIONS AND
ANSWERS
Question-controlling - answer-the process of monitoring and correcting the actions of the organization and its members to keep them directed toward their goals Question-tactical skills - answer-skills necessary to accomplish specific tasks Question-interpersonal skills - answer-the ability to effectively communicate with, understand, and motivate individuals and groups Question-conceptual skills - answer-the ability to think abstract Question-diagnostic skills - answer-The ability to understand cause-and-effect relationships and to recognize the optimal solutions to problems Organizational behavior - answer-The study of human behavior in organizational settings, the interface between human behavior and the organization, and the organization itself Question-planning - answer-the process of determining an organizations desired future and the best means to obtain that Question-Organizing - answer-the process of designing jobs, grouping jobs into units, and establishing patterns of authority between jobs and units Question-leading - answer-the process of getting the organization's members to work together toward the organization's goals Question-Human Resource Management - answer-set of organizational activities directed at attracting, developing, and maintaining an effective workforce
Question-competitive advantage - answer-anything that gives a firm an edge over rivals in attracting customers and defending itself against competition Question-cost leadership strategy - answer-striving to be the lowest cost producer for a particular level of product quality Question-operational excellence - answer-Maximizing the efficiency of the manufacturing/product development process to minimize costs Question-differentiation strategy - answer-developing a product or service that has unique characteristics valued by customers Question-product innovation - answer-developing new products or services Question-specialization strategy - answer-focusing on a narrow market segment or niche and pursing either a differentiation or cost leadership strategy within that market segment Question-customer intimacy - answer-delivering unique and customizable products or services to meet customers' needs and increase customer loyalty Question-growth strategy - answer-company expansion organically or through acquisitions Question-Scientific Method - answer-based on the belief that productivity is maximized when organizational are rational with the precise sets of instructions based on time and motion studies Question-Hawthorne Effect - answer-when people improve some aspect of their behavior or performance simply because they are being assessed Question-human relations movement - answer-views organizations as cooperative systems and treats workers orientations, values, and feelings as important parts of organizational dynamics and performance
Question-surface-level diversity - answer-Observable differences in people, including race, age, ethnicity, physical abilities, physical characteristics, and gender Question-deep-level diversity - answer-individual differences that cannot be seen directly, including goals, values, personalities, decision-making styles, knowledge, skills, abilities, and attitudes Question-separation diversity - answer-Differences in position or opinion among group members reflecting disagreement or opposition—dissimilarity in an attitude or value, for example, especially with regard to group goals or processes Question-variety diversity - answer-differences in a certain type or category, including group members' expertise, knowledge, or functional background Question-disparity diversity - answer-differences in the concentration of valuable social assets or resources - dissimilarity in rank, pay, decision-making authority, or status, for example Question-Globalization - answer-the internationalization of business activities and the shift toward an integrated global economy Question-cultural competence - answer-the ability to interact effectively with people of different cultures Question-culture - answer-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 Question-Individualism - answer-exists to the extent that people in a culture define themselves primarily as individuals rather than as part one or more groups or organizations Question-collectivism - answer-characterized by tight social frameworks in which people tend to base their identities on the group or organization to which they belong
Question-power distance - answer-extent to which authority and privileges are divided among different groups within society and the extent to which these facts of life are accepted by the people within the society Question-uncertainty avoidance - answer-the extent to which people feel threatened by unknown situations and prefer to be in clear and unambiguous situations Question-Masculinity - answer-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 and overall quality of life Question-long term values - answer-include focusing on the future, working on projects that have a distant payoff, persistence, and thrift Question-short-term values - answer-more oriented toward the past and the present and include respect for traditions and social obligations Question-global perspective - answer-a willingness to be open to and learn from the alternative systems and meanings of other people and cultures, and a capacity to avoid assuming that people from everywhere are the same Question-Technology - answer-refers to the methods used to create products, including both physical goods and intangible services Question-manufacturing - answer-A form of business that combines and transforms resource inputs into tangible outcomes Question-service organization - answer-An organization that transforms resources into an intangible output and creates time or place utility for its customers Question-ethics - answer-a person's beliefs regarding what is right or wrong in a given situation
Question-person-group fit - answer-The extent to which an individual fits with the workgroup's and supervisor's work styles, skills, and goals Question-person-organization fit - answer-the degree to which a person's personality and values match the culture of an organization Question-person-vocation fit - answer-the fit between a person's interests, abilities, values, and personality and a profession Question-realistic job previews - answer-Involve the presentation of both positive and potentially negative information to job candidates Question-Personality - answer-the relatively stable set of psychological attributes that distinguish one person from another Question-Big Five Personality Traits - answer-openness, conscientiousness, extraversion, agreeableness, neuroticism Question-Agreeableness - answer-The tendency to get along well with other people. Question-conscientiousness - answer-refers to an individual being dependable and organized Question-neuroticism - answer-characterized by a person's tendency to experience unpleasant emotions such as anger, anxiety, depression, and feelings of vulnerability Question-extraversion - answer-the quality of being comfortable with relationships Question-introversion - answer-the tendency to be less comfortable in relationships and social situations
Question-openess - answer-the capacity to entertain new ideas and to change as a result of new information Question-the myers-briggs framework - answer-personality framework based on carl jung's work on psychological types and measured by the MBTI Question-locus of control - answer-the extent to which one believes ones circumstance are a function of either one's actions or an external factor beyond ones control Question-authoritarianism - answer-the belief that power and status differences are appropriate within hierarchical social systems such as organizations Question-machiavellianism - answer-A trait causing a person to behave in ways to gain power and control the behavior of others Question-tolerance for risk - answer-the degree to which a person is comfortable with risk and is willing to take chances and make risky decisions Question-tolerance for ambiguity - answer-reflects the tendency to view ambiguous situations as either threatening or desirable Question-Type A personality - answer-impatient, competitive, ambitious, and uptight Question-type b personality - answer-more relaxed and go with the flow Question-workplace bullying - answer-a repeated mistreatment of another employee through verbal abuse; conduct that is threatening, humiliating, or intimidating; or sabotage that interferes with the other person's work Everything starts and ends with Strategy - answer-True Question-Congruency and alignment are the same - answer-True
Question-I'm driven to complete my MBA in order to advance in my career in hopes of a promotion. This is an example of ... - answer-Extrinsic Motivation Question-Pay is the strongest motivator. - answer-False Question-Celebrating small wins is an important motivator. - answer-True Question-Specifically, a boring and monotonous job stifles motivation to perform well, whereas a challenging job enhances motivation... This is what model? - answer-Job Charchteristics model Question-Which theory calls for comparison to others and a balance of inputs to outputs? - answer-Equity Theory Question-Which is better, to "Check In" on your employees or "Check Up" on them? - answer- Check In Question-A Drill Sargent in the Army has 1 main type of power. - answer-False Question-Social and Normative Conformity can lead to Groupthink. - answer-True Question-Groupthink always leads to bad outcomes. - answer-False Question-Managers can increase their power by... - answer-Being an expert, being a central point, creating resources, creating alliances Question-Managers should use task-based conflict with the team as a tool to reach a common agreement. - answer-True Question-The best managers create teams where people follow the... - answer-The team as a whole
Question-To create constructive conflict and avoid groupthink, team members should focus on their differences or their similarities? - answer-Differences Question-Most teams experience more than 1 of "The Five Dysfunctions of a Team". - answer- True Question-Coercive power has the most negative consequences. - answer-True Question-Brainstorming, humor, vulnerability, and alliances are tools to help teams function more collaboratively. - answer-True Question-There is no good or bad culture - only those that support or detract from organizational strategy. - answer-True Question-A strong culture is determined by high levels of agreement and low intensity. - answer- False Question-Innovation is necessary for companies to remain successful - answer-True Question-Cultures are more effective if people are committed. - answer-True Question-Strong cultures can often be more effective than formal rules in shaping employee behavior. - answer-True Question-When thinking of culture, it's better to hire for skill or hire for fit and train for skill? - answer-Hire for fit Question-In strong cultures, your co-workers' feedback is often more important than your manager's. - answer-True
Question-It's more important for Individual and Task to be congruent than Formal and Informal. T or F? - answer-False Question-Good leaders are always experts. T or F? - answer-False Question-Leaders are always in a formal position of power. T or F? - answer-False Question-Leaders build relationships through...
- Monologue
- Dialogue - answer-Dialogue Question-Congruent organizations always perform well. T or F? - answer-False Question-Asking for help when needed is an effective leadership behavior. T or F? - answer-True Question-Andrew is upset that he finds that Chris gets the same raise as him even though Chris doesn't work as hard. This is an example of....
- Expectancy Theory
- Equity Theory
- Job Characteristics Model - answer-Equity Theory Question-Our team leader decided everyone who worked overtime would be invited to a weekend team dinner. Only half the employees decided to work cine some didn't want to/or weren't able to go to dinner. This is an example of...
- Valence
- Equity
- Motiviation
- Expectancy - answer-Valence Question-I worked during the holiday weekend to finish a project ahead of schedule. For my extra work and effort, I thought I would get a bonus but didn't get one. This is an example of...
- Job Characteristics Model
- Equity Theory
- Expectancy Theory
- Progress Principle - answer-Expectancy Theory Question-My manager rewards us for coming in early, however, she if often late. This is an example of a Folly. T or F? - answer-False Question-I'm driven to complete my MBA in order to advance in my career in hopes of a promotion. This is an example of...
- Intrinsic motivation
Question-Social and Normative Conformity can lead to Groupthink. T or F? - answer-True Question-Groupthink always leads to bad outcomes. T or F? - answer-False Question-Managers can increase their power by...
- Creating alliances
- Being a central point
- Being an expert
- Creating resources
- All listed here - answer-All listed here Question-Managers should use task-based conflict with the team as a tool to reach common agreement. T or F? - answer-True Question-The best managers create teams where people follow the...
- The team leader
- A personality on the team
- The team as a whole - answer-The team as a whole Question-To create constructive conflict and avoid groupthink, team members should focus on their differences or their similarities?
- Differences
- Similarities - answer-Differences Question-A Drill Sargent in the Army has 1 main type of power. T or F? - answer-False Question-Most teams experience more than 1 of "The Five Dysfunctions of a team". T or F? - answer-True Question-Coercive power has the most negative consequences. T or F? - answer-True Question-Brainstorming, humor, vulnerability and alliances are tools to help teams function more collaboratively. T or F? - answer-True Question-Incentives should....
- Start change
- Reinforce change
- Drive change - answer-Reinforce change Question-How you propose change is often more important than the change you're suggesting.
Question-For employees to implement change successfully, they must be empowered and managers must remove...
- Obstacles
- Schedules
- Communication
- Plans - answer-Obstacles Question-_______ is key in any change management plan.
- Urgency
- Commitment
- Communication
- All listed here - answer-All listed here Question-Resistors to change can be a resource to change leaders. T or F? - answer-True Question-There is no good or bad culture - only those that support or detract form organizational strategy. T or F? - answer-True Question-A strong culture is determined by high levels of agreement and low intensity. T or F? - answer-False
Question-The first step in the Innovation Loop is...
- Define
- Ideate
- Test
- Prototype
- Empathize - answer-Empathize Question-Cultures are more effective if people are committed. T or F? - answer-True Question-Strong cultures can often be more effective than formal rules in shaping employee behavior. T or F? - answer-True Question-When thinking of culture, is it better to high for skill or hire for hit and train for skill?
- Hire for fit
- Hire for skill - answer-Hire for fit Question-In strong cultures, your co-workers' feedback is often more important than your manager's. T or F? - answer-True Question-Expected ways of behavior are also known as...
