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NEW QUESTION # 40
Which method should be used to maximize team member participation in global meetings?
Select one.
- A. Electronic technology to tie team members together during meetings
- B. Change of global meeting membership frequently to maintain interest in meetings
- C. Parallel voice messaging contacts to tie members together
- D. A Delphi-like sequence of notes via carrier mail to share ideas and encourage dialog between members
Answer: A
Explanation:
Using electronic technology, such as video conferencing, collaborative software, and other digital communication tools, can maximize team member participation in global meetings. These technologies enable real-time interaction, sharing of information, and collaboration among team members regardless of geographical locations, thus enhancing participation and engagement.
NEW QUESTION # 41
Which contingency theory of leadership proposes that early in the interaction between a leader and a given follower the leader implicitly categorizes the follower as an "in" or an "out"?
Choose 1 answer
- A. Situational leadership theory
- B. Path-goal theory
- C. Leader-member exchange theory
- D. Leader-participation model
Answer: B
NEW QUESTION # 42
An employee is motivated by prosperity, economic success, well-being, world peace, and autonomy and self-reliance in the workplace.
Which of the employee's motives is an instrumental value?
- A. Prosperity
- B. World peace
- C. Economic success
- D. Autonomy and self-reliance
Answer: D
Explanation:
Instrumental values are the preferred modes of behavior or means of achieving the terminal values (the end goals). Autonomy and self-reliance are modes of behavior that individuals value to achieve their desired end goals, such as prosperity, economic success, well-being, and world peace. These behaviors guide how individuals conduct themselves to attain their objectives. In contrast, prosperity, economic success, well-being, and world peace are terminal values, representing the end states or goals individuals strive to achieve.
Reference: Robbins, S.P. & Judge, T.A. (2019). Organizational Behavior, 18th Edition. Pearson.
NEW QUESTION # 43
Employees A and B work together on the same project team. When the team faces a complex and difficult problem, the team leader usually asks Employee A to generate alternative solutions for the team to consider.
Experience has shown that Employee A actively searches for additional information and is more likely to take initiative and to feel that the team can effectively influence the outcomes of its actions. Employee B tends to do well on jobs that are well structured and routine and tends to feel that the outcomes of the team's actions are determined by luck or chance.
Which statement is correct?
Select one.
- A. Employee A exhibits an indeterminate locus of control, and Employee B exhibits a determinate locus of control.
- B. Employee A exhibits an internal locus of control, and Employee B exhibits an external locus of control.
- C. Employee A exhibits an external locus of control, and Employee B exhibits an internal locus of control.
- D. Employee A exhibits a determinate locus of control, and Employee B exhibits an indeterminate locus of control.
Answer: B
Explanation:
Employee A exhibits an internal locus of control because they believe that their actions and decisions significantly influence the outcomes of the team's actions. This is evident from the fact that Employee A actively searches for additional information and takes the initiative, suggesting a belief in their ability to control events and outcomes.
Employee B, on the other hand, exhibits an external locus of control. They tend to perform better in structured, routine jobs and believe that outcomes are determined by luck or chance, indicating a belief that external factors control their fate rather than their own actions.
NEW QUESTION # 44
A person wants a comfortable life, a sense of accomplishment, and happiness.
Which type of values arethese?
Select one.
- A. Instrumental values
- B. Intermediate values
- C. Terminal values
- D. Determinate values
Answer: C
Explanation:
Terminal values are the end goals that people strive to achieve in their lives. These include a comfortable life, a sense of accomplishment, and happiness. Terminal values represent the desired states or life goals that individuals aim to fulfill.
In contrast, instrumental values are the means or behaviors used to achieve these end goals, such as honesty, hard work, and responsibility.
NEW QUESTION # 45
A company is changing their work organization from employees working individually to the use of teams.
What will likely help the company develop team effectiveness?
Select one.
- A. Ensuring there is zero conflict among team members
- B. Quickly developing team efficacy by assigning only complex and difficult tasks from the beginning
- C. Utilizing both individual rewards and team rewards
- D. Avoiding social loafing by making sure all accountability is joint accountability.
Answer: C
Explanation:
To develop team effectiveness, it is important to balance individual and team rewards. This approach ensures that individual contributions are recognized and rewarded, while also encouraging collaboration and collective effort towards team goals. This dual focus helps maintain motivation at both the individual and team levels, promoting overall team effectiveness.
NEW QUESTION # 46
What are primary factors that differentiate virtual
teams from face-to-face teams?
Choose 1 answer
- A. Reduce telecommunications costs and increase paraverbal cues
- B. Improve employee satisfaction and create more frequent social context
- C. Overcome time and space constraints and create limited social context
- D. Reduce paraverbal cues and create more frequent social context
Answer: C
NEW QUESTION # 47
Which conflict-resolution techniques might a manager use to control the level of conflict that has become dysfunctional?
Select one.
- A. Altering the human variables and roughing
- B. Altering the human variables and confrontation
- C. Altering the structural variables and smoothing
- D. Altering the structural variables and confrontation
Answer: C
NEW QUESTION # 48
Which dimension of the Fiedler contingency model is associated with the degrees of influence a leader has over variables such as hiring, firing, discipline, promotions, and salary increases?
- A. Task structure
- B. Leader-member relations
- C. Leader-member exchange
- D. Position power
Answer: D
NEW QUESTION # 49
A company has restructured around teams but performance has not met expectations.
What should be the main evaluation criterion in an appropriate performance evaluation for supporting and improving the performance of teams?
Choose 1 answer
- A. Team cooperativeness
- B. Team results being tied to important goals
- C. Team members' attitudes
- D. Team activities
Answer: B
Explanation:
When evaluating the performance of teams, particularly in a company that has restructured around teams, the main evaluation criterion should be team results being tied to important goals. This criterion focuses on the actual outcomes and achievements of the team, ensuring that their performance is aligned with the strategic objectives of the organization. Evaluating team results helps in identifying whether the team is effective in meeting itsgoals, fostering accountability, and encouraging a results-oriented culture. This approach is supported by research on team performance and effectiveness, which underscores the importance of linking performance evaluations to goal attainment and organizational priorities (Katzenbach & Smith, 1993).
NEW QUESTION # 50
A company switched from assembly lines to self-managed work teams.
What can team members do to improve the synergy and success of their teams?
Select one.
- A. Share information but not engage in collective performance goals
- B. Evaluate each other's performance
- C. Assign individual roles rather than mutual team roles
- D. Change work group roles at random
Answer: B
Explanation:
In self-managed work teams, members take on greater responsibility for their work and each other's performance. Evaluating each other's performance can enhance accountability, provide constructive feedback, and help identify areas for improvement. This approachencourages team members to support each other's development and fosters a culture of continuous improvement, thereby improving synergy and overall team success.
NEW QUESTION # 51
What is a disadvantage of group decision making?
Select one.
- A. Felt conflict
- B. Groupthink
- C. Role disintegration
- D. Norm disintegration
Answer: B
Explanation:
Groupthink is a disadvantage of group decision-making where the desire for harmony and conformity in the group leads to irrational or dysfunctional decision-making outcomes. Members suppress dissenting opinions, leading to a lack of critical evaluation of alternatives and potentially poor decisions.
NEW QUESTION # 52
Fulfilling a social desire such as affection, acceptance, friendship, or a sense of belonging is an example of which theory?
Select one.
- A. Three-factor hierarchy
- B. Two-factor theory
- C. Maslow's hierarchy of needs
- D. Bigelow's theory of X and Y
Answer: C
Explanation:
Maslow's hierarchy of needs is a theory in psychology that categorizes human needs into five levels, with social needs being one of them. These needs include affection, acceptance, friendship, and a sense of belonging. According to Maslow, fulfilling these social needs is essential for individuals to move on to higher levels of the hierarchy, such as esteem and self-actualization.
NEW QUESTION # 53
What is an advantage of a cohesive group?
Select one.
- A. When organized by department, task subgroups compete within the group.
- B. When performance-related goals are high, a cohesive group is more productive.
- C. When organized by department, task subgroups do not form and command groups emerge.
- D. When performance-related goals are low, a cohesive group is more productive.
Answer: B
Explanation:
Cohesive groups, where members share strong bonds and work together effectively, tend to be more productive when they have high performance-related goals. The group's unity helps members stay motivated and work collaboratively towards achieving the set objectives.
References:
* Robbins, S. P., & Judge, T. A. (2018). Organizational Behavior. Pearson.
* Forsyth, D. R. (2018). Group Dynamics. Cengage Learning.
NEW QUESTION # 54
What is a characteristic employed by transformational leaders?
Select one.
- A. Watches for deviations from rules
- B. Promotes intelligence, rationality, and careful problem solving
- C. Contracts exchange of rewards for effort
- D. Intervenes only if performance standards do not meet expectations
Answer: B
NEW QUESTION # 55
Which option defines organizational culture?
Choose 1 answer
- A. An organizational segmentation according to cultural background
- B. A shared system of meanings that is unique to the organization
- C. A diverse cultural subset working together to strengthen impact
- D. A human resources department program for recognizing diversity
Answer: B
NEW QUESTION # 56
What is one of the forces that plays a particularly important role in sustaining an organization's culture?
Choose 1 answer
- A. Educational level achieved by key employees
- B. Individualized interaction
- C. Socialization process
Answer: C
Explanation:
The socialization process plays a particularly important role in sustaining an organization's culture. This process involves the methods by which new employees learn the values, expected behaviors, and social knowledge necessary to assume their roles within the organization. Through orientation programs, mentorship, and continuous reinforcement, the socialization process helps embed the cultural norms and values into new employees, ensuring the culture is maintained over time. This is supported by literature in organizational behavior, which emphasizes the critical role of socialization in cultural perpetuation (Robbins & Judge, 2019).
NEW QUESTION # 57
What is one of the six primary characteristics that define an organization's culture?
- A. People orientation
- B. Aggressiveness
- C. Political orientation
- D. Forecasting
Answer: A
NEW QUESTION # 58
What is a positive effect of a cohesive group?
Select one.
- A. Promoting value flexibility
- B. Bringing heterogeneity to the process
- C. Reducing group norm effect
- D. Improving group productivity
Answer: D
NEW QUESTION # 59
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