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Q:
A _____ schedule of reinforcement consists of providing reinforcement after a constant, specific time period has elapsed.
A. continuous
B. fixed ratio
C. variable ratio
D. fixed interval
E. variable interval
Q:
(p. 256) Learning is moderately correlated with task performance.
Q:
Barbara is training her new puppy to sit on command. Every time the puppy responds correctly, it receives a treat. Barbara is using a _____ reinforcement schedule.
A. fixed reward
B. variable ratio
C. fixed interval
D. variable interval
E. continuous
Q:
Every instance of a target behavior is reinforced when a _____ reinforcement schedule is in effect.
A. fixed reward
B. continuous
C. variable interval
D. fixed interval
E. variable ratio
Q:
(p. 255) Escalation of commitment refers to the decision to continue to follow a failing course of action.
Q:
Polly worked as a bartender. A few people used to wave money toward her so that she would serve them first. She used to find this to be rude and hence, either ignored them or always served them last. People realized that she serves only the people who wait politely, and then their rude behavior stopped. This implies that Polly used the model of _____.
A. positive reinforcement
B. negative reinforcement
C. variable ratio reinforcement
D. extinction
E. shaping
Q:
(p. 254) The self-serving bias occurs when we attribute our own failures to external factors and our own successes to internal factors.
Q:
Tiffany is now a division manager but was previously the sales manager for 10 years at Acme Sports Equipment. She tends to view all organizational problems based on the effect they will have on the sales department. her decisions may be flawed due to selective attribution.
Q:
Barney was late to work one morning. So he drove over the speed limit through a school zone. As a result, he got pulled over by a police officer and received a ticket. This scenario is an instance of _____.
A. positive reinforcement
B. negative reinforcement
C. punishment
D. extinction
E. shaping
Q:
(p. 254) The fundamental attribution error argues that people have a tendency to judge others' behaviors as due to internal factors.
Q:
_____ is the process of weakening behavior through the contingent presentation of something displeasing.
A. Positive reinforcement
B. Negative reinforcement
C. Punishment
D. Extinction
E. Shaping
Q:
Joshua used to run into heavy traffic every day while driving to work. One morning, he left his home earlier than usual and did not run into heavy traffic. Again the next morning, he left earlier and avoided heavy traffic. His behavior of leaving earlier enabled him to avoid heavy traffic and reach office on time. Which of the following processes did Joshua engage in?
A. Positive reinforcement
B. Extinction
C. Punishment
D. Negative reinforcement
E. Intermittent reinforcement
Q:
(p. 253) Framing is the tendency to judge things erroneously based on a reference that is near to them.
Q:
_____ is the process of strengthening a behavior by contingently withdrawing something displeasing.
A. Positive reinforcement
B. Negative reinforcement
C. Punishment
D. Extinction
E. Intermittent reinforcement
Q:
(p. 252) Social identity theory holds that people identify themselves by the groups to which they belong and perceive and judge others by their group memberships.
Q:
Matt completed his assignments on time as his teacher had said that she would allow extra play time to children who submit their assignments on or before time. Which of the following made Matt complete his assignments on time?
A. Positive reinforcement
B. Negative reinforcement
C. Respondent behavior
D. Unlearned reflexes
E. Intermittent reinforcement
Q:
(p. 252) Projection bias causes problems in decision making because it limits our ability to develop appropriate criteria for a decision and evaluate decisions carefully.
Q:
Anna blinks her eyes whenever she looks up at the sun. This is an example of _____.
A. respondent behavior
B. a learned reaction
C. behavioral contingency
D. operant behavior
E. law of effect
Q:
(p. 252) A stereotype occurs when assumptions are made about others on the basis of their membership in a social group.
Q:
(p. 251) Perception is the process of selecting, organizing, storing, and retrieving information about the environment.
Q:
_____ is Skinner's term for unlearned stimulus-response reflexes.
A. Operant behavior
B. Respondent behavior
C. Response to stimuli
D. Punishment
E. Behavioral contingency
Q:
According to Thorndike's law of effect, behavior with unfavorable consequences tends to _____.
A. be repeated
B. remain constant
C. disappear
D. be neutral
E. dominate
Q:
(p. 250) To be rational decision makers, we should evaluate each alternative as soon as we think of it.
Q:
Andrew is under a lot of time pressure to make a decision. As a result, he chooses the first acceptable solution without considering any more possibilities. Andrew has engaged in satisficing behavior.
Q:
_____ is an example of a pay for performance system.A. Hourly wageB. Signing bonusC. Vacation payD. Sick payE. Piece-rate pay
Q:
(p. 249) The rational decision-making model assumes that people are very rarely perfectly rational.
Q:
Papa Bill's, a local pizza chain, instituted a new compensation policy to increase the on-time delivery of its pizzas. Drivers were paid an extra $1.00 for each on-time delivery, payable on the next pay period. However, a review of the policy showed that traffic tickets for reckless driving among delivery drivers had increased by 50% since the new policy was introduced. Which of the following best explains why this reward system did not perform as expected?
A. The organization was unintentionally rewarding counterproductive behavior.
B. Employees viewed the $1.00 incentive as an entitlement.
C. The delay was too long between the performance and the reward.
D. The organization placed too much emphasis on monetary rewards.
E. The reward lacked an "appreciation effect."
Q:
(p. 249) The rational decision-making model offers a step-by-step approach to making decisions that maximize outcomes by examining all available alternatives.
Q:
According to the concept of building blocks, leading for progress involves:A. inspiring employees and modeling desired behaviors.B. empowering employees and delegating meaningful assignments and tasks.C. supporting and coaching employees.D. carefully selecting employees with the right attitude.E. monitoring and rewarding employees.
Q:
(p. 248) Because of their tacit knowledge, experts sometimes cannot put into words why they know that a problem exists, why a solution will work, or how they accomplished a task.
Q:
According to the concept of building blocks, leading for competence involves:A. inspiring employees and modeling desired behaviors.B. empowering employees and delegating meaningful assignments and tasks.C. supporting and coaching employees.D. carefully selecting employees with the right attitude.E. monitoring and rewarding employees.
Q:
(p. 246) Those with a performance-prove orientation focus on demonstrating their competence so that others will not think poorly of them.
Q:
According to the concept of building blocks, leading for choice involves:A. inspiring employees and modeling desired behaviors.B. empowering employees and delegating meaningful assignments and tasks.C. supporting and coaching employees.D. carefully selecting employees with the right attitude.E. monitoring and rewarding employees.
Q:
(p. 246) Performance-oriented individuals enjoy working on new kinds of tasks, even if they fail during their early experiences.
Q:
According to the concept of building blocks, leading for meaningfulness involves:A. inspiring employees and modeling desired behaviors.B. empowering employees and delegating meaningful assignments and tasks.C. supporting and coaching employees.D. carefully selecting employees with the right attitude.E. monitoring and rewarding employees.
Q:
(p. 243) When employees observe the actions of others, learn from what they observe, and then repeat the observed behavior, they are engaging in cognitive modeling.
Q:
Jill is a sales representative for a large pharmaceutical corporation. According to the current compensation system, if Jill meets her target for the quarterly sales projections, she will receive a bonus equivalent to 7% of her annual salary. Jill is working hard to meet the sales goal so that she can use the bonus money as a down payment on a new car for herself. Which of the following is true regarding Jill's motivation?
A. It comes from a sense of competence.
B. It comes from a sense of progress.
C. It is a consequence of job redesign.
D. It is intrinsically motivated.
E. It is extrinsically motivated.
Q:
(p. 243) Research shows that desired behaviors tend to disappear much more quickly when reinforcement is discontinued under variable plans.
Q:
The _____ criterion for reward distribution focuses on tenure or level in the organizational hierarchy.
A. performance: results
B. performance: traits
C. performance: actions and behaviors
D. nonperformance considerations
E. customary considerations
Q:
(p. 243) Research has consistently shown that fixed reinforcement schedules lead to higher levels of performance than variable schedules.
Q:
The _____ criterion for reward distribution focuses on factors such as teamwork, risk-taking, and creativity.
A. performance: results
B. performance: traits
C. performance: actions and behaviors
D. nonperformance considerations
E. customary considerations
Q:
(p. 242) Variable interval schedule is the simplest schedule of reinforcement and happens when a specific consequence follows each and every occurrence of a desired behavior.
Q:
The _____ criterion for reward distribution focuses on tangible outcomes such as individual, group, or organization performance, or quantity and quality of performance.
A. performance: results
B. performance: traits
C. performance: actions and behaviors
D. nonperformance considerations
E. customary considerations
Q:
(p. 241) Positive reinforcement should necessarily be in the form of material rewards to be effective.
Q:
Kelly is a successful attorney specializing in corporate law. While it has nothing to do with her field of employment, Kelly has always been interested in the history of religion. Using what little free time she has, she decided to take a course in comparative religion at the local university. She thinks that the course would be interesting and enjoyable. Kelly is not pursuing a degree in the subject, nor is she taking the class for a grade. What can you say about Kelly's motivation for taking the class?
A. She has a high need for power.
B. She is intrinsically motivated.
C. She has a high need for affiliation.
D. She is not serious about her career.
E. She sees the potential that a degree in religion studies can help her advance in her job.
Q:
Edgar has a habit of telling jokes during meetings. Others laugh, but it really does slow down the meetings. Josh, Edgar's manager, has asked other meeting members to refrain from laughing when Edgar tells a joke in future meetings. Josh is hoping Edgar will stop wasting time with the jokes. Jonh is using extinction to change Edgar's behavior.
Q:
Social rewards are a type of _____ reward.A. intrinsicB. self-grantedC. extrinsicD. psychicE. integral
Q:
(p. 241) For positive reinforcement to be successful, an employee needs to see a direct link between his or her behavior and the desired outcome.
Q:
Psychic rewards are a type of _____ reward.
A. intrinsic
B. social
C. extrinsic
D. financial
E. environmental
Q:
(p. 241) The entire process of reinforcement is a continuous cycle, and the repetition of behaviors is strengthened to the degree that reinforcement continues to occur.
Q:
Personal feelings of self-satisfaction and accomplishment are examples of _____ rewards.
A. extrinsic
B. social
C. intrinsic
D. material
E. financial
Q:
(p. 239) Tacit knowledge is the kind of information that can be easily communicated during training sessions or using written manuals.
Q:
Which of the following should managers keep in mind while giving feedback?
A. Give feedback only for final results.
B. Give general feedback in order to cover all situations.
C. Base feedback on accurate and credible information.
D. Provide feedback only at the annual performance review session.
E. Focus on personalities, not performance.
Q:
(p. 239) Explicit knowledge is what employees can typically learn only through experience.
Q:
_____ feedback involves letting individuals compare their own perceived performance with behaviorally specific performance information from their manager, subordinates, and peers.
A. Bottom-up
B. 360-degree
C. Upward
D. Instructional
E. Top-down
Q:
(p. 239) Research shows that the difference between experts and novices is almost always a function of intelligence as opposed to the more popular view that learning makes the difference.
Q:
Which of the following statements about feedback is usually true?
A. Computer-based performance feedback is more effective when it is received via the immediate supervisor than when it comes directly from the computer system.
B. Passive participation in the feedback session leads to perceptions of greater feedback accuracy.
C. Destructive criticism increases motivation levels.
D. The same feedback needs should be applied to all employees.
E. The acceptance of feedback should not be treated as a given.
Q:
Learning is important because it has a significant impact on decision making.
Q:
Feedback serves two functions for those who receive it: to instruct and to ____.
A. assess
B. evaluate
C. motivate
D. clarify
E. punish
Q:
(p. 238) Decision making reflects relatively permanent changes in an employee's knowledge or skills that result from experience.
Q:
Which of the following is an example of objective feedback?A. "You saved the company $2,000 by altering that delivery schedule."B. "You're doing a great job. Keep it up."C. "You've really been an asset to the company this year."D. "You're going to have to shape up and become more dependable."E. "Your work has been poor lately."
Q:
(p. 238) Learning refers to the process of generating and choosing from a set of alternatives to solve a problem.
Q:
The final step in establishing a goal-setting program is to:
A. foster goal commitment.
B. set goals.
C. promote goal commitment.
D. assign goals.
E. provide employees with support and feedback.
Q:
(p. 213) Paul McEnroe became a household name after he reported the rampant use of sweatshop labor by a famous clothes and accessories company that he worked for. Following his allegations, the company had to pay several million dollars as penalty along with funding rehabilitation programs for the same group of laborers it was exploiting a few months back. This scenario reflects McEnroe's act of _____.
A. preconventional moral reasoning
B. whistle-blowing
C. bias suppression
D. trust propensity
E. abusive supervision
Q:
Which step in the goal-setting program involves paying attention to employees' effort→performance expectations?
A. Setting goals
B. Promoting goal commitment
C. Providing support and feedback
D. Assigning goals
E. Setting SMART goals
Q:
(p. 213) _____ is defined as the process by which employees expose illegal or immoral actions by their employer.
A. Social exchange
B. Whistle-blowing
C. Abusive supervision
D. Distributive justice
E. Economic exchange
Q:
Which step in the goal-setting program lets employees participate in setting their own goals, creating their own action plans, and building goal ladders?
A. Setting goals
B. Promoting goal commitment
C. Providing support
D. Assigning goals
E. Providing feedback
Q:
(p. 213) Which of the following is an example of especially ethical behaviors?
A. Moral awareness
B. Economic exchange
C. Abusive supervision
D. Legal compliance
E. Whistle-blowing
Q:
_____ is a management system that incorporates participation into decision making, goal setting, and objective feedback, and focuses on getting individual employees to "own" a piece of a collective effort.
A. Management by objectives
B. Management buyout
C. Scientific management
D. 360-degree feedback
E. Annual performance appraisal system
Q:
(p. 211) The _____ rule requires that the decision-making procedures and outcomes that the authorities explain to employees are honest and candid.
A. propriety
B. respect
C. consistency
D. equity
E. truthfulness
Q:
A chief chef of a restaurant always encouraged his subordinates to be creative in the culinary art. He did not believe in using prescribed recipes while cooking. He allowed them to create unique recipes and use different ingredients to prepare dishes. This implies that the chief chef made _____ goals.
A. learning
B. procedural
C. justice
D. equity
E. performance outcome
Q:
(p. 211) Informational justice is fostered when authorities adhere to the rules of:
A. voice and accuracy.
B. justification and truthfulness.
C. equity and equality.
D. consistency and accuracy.
E. respect and propriety.
Q:
The sales department of a mutual fund firm set a few goals for the New Year. The firm set targets to sell a certain number of mutual funds within each month. The firm was only bothered about meeting the target and not about how to meet the target. This implies that the firm had made a(n) _____ goal.
A. procedural
B. learning
C. justice
D. equity
E. performance outcome
Q:
(p. 211) Which of the following is an informational justice rule?
A. Truthfulness
B. Consistency
C. Equity
D. Bias suppression
E. Propriety
Q:
A(n) _____ goal strives to improve creativity and develop skills.
A. procedural
B. learning
C. justice
D. performance outcome
E. equity
Q:
(p. 211) _____ justice reflects the perceived fairness of the communications provided to employees from the authorities.
A. Interpersonal
B. Informational
C. Procedural
D. Distributive
E. Redistributive
Q:
A(n) _____ goal targets specific end result.
A. procedural
B. learning
C. justice
D. performance outcome
E. equity
Q:
(p. 210) _____ is defined as the sustained display of hostile verbal and nonverbal behaviors, excluding physical contact.
A. Trust propensity
B. Bias suppression
C. Justification
D. Whistle-blowing
E. Abusive supervision
Q:
Employees with a clear _____ understand the organization's strategic goals and know what actions they need to take, both individually and as team members.
A. performance appraisal system
B. job satisfaction
C. line of sight
D. job description
E. regulation
Q:
Which of the following is a desired outcome of the performance improvement cycle?A. MotivationB. Persistent effortC. AbilitiesD. Job designE. Job knowledge