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Q:
Companies that engage in civility training are most likely concerned about ______ justice.
A. interpersonal
B. procedural
C. ethical
D. legal
E. perceived
Q:
(p. 210) The _____ rule reflects whether authorities refrain from making improper or offensive remarks.
A. propriety
B. justification
C. truthfulness
D. accuracy
E. voice
Q:
Which of the following is an individual situational factor?A. Job knowledgeB. Job satisfactionC. Job designD. Quality of supervisionE. Organizational culture
Q:
Which of the following is a situational factor that influences the performance improvement cycle?A. LearningB. Persistent effortC. Personal growthD. Organizational cultureE. Job satisfaction
Q:
(p. 210) Which of the following represent the two interpersonal justice rules?
A. Voice and accuracy
B. Justification and truthfulness
C. Equity and equality
D. Consistency and accuracy
E. Respect and propriety
Q:
_____ is an organization wide system whereby managers integrate the activities of goal setting, monitoring and evaluating, providing feedback and coaching, and rewarding employees on a continuous basis.
A. Performance management
B. Recruitment process
C. Staffing
D. Selection process
E. Annual performance appraisal
Q:
(p. 210) Bryan McPhelps, a first-line supervisor at Little Toys, regularly uses abusive and derogatory words when dealing with his subordinates. Many employees have also heard Bryan refer to specific employees with inappropriate labels ridiculing their ethnicity, names, or weaknesses. From the scenario, it can be concluded that workers at Little Toys lack _____.
A. distributive justice
B. informational justice
C. procedural justice
D. interpersonal justice
E. restorative justice
Q:
Superior performance does not deteriorate if left unrewarded.
Q:
(p. 210) Which of the following is an interpersonal justice rule?
A. Truthfulness
B. Consistency
C. Equity
D. Accuracy
E. Propriety
Q:
To shape behavior, a manager should reinforce the desired behavior as quickly as possible.
Q:
(p. 210) _____ justice reflects the perceived fairness of the treatment received by employees from authorities.
A. Procedural
B. Interpersonal
C. Informational
D. Distributive
E. Utilitarian
Q:
Shaping is defined as the process of reinforcing closer and closer approximations to a target behavior.
Q:
(p. 209) Which of the following is a procedural justice rule?
A. Voice
B. Justification
C. Equality
D. Respect
E. Propriety
Q:
Reinforcement in ratio schedules is contingent on the number of responses observed.
Q:
(p. 208-209) Safe Heaven Laboratories has a very liberal atmosphere where all employees are welcome to participate in the decision-making process. The company values the feedback and suggestions given by the employees who in turn are pleased that they are able to express their opinions freely. Which of the following dimensions of justice is the company promoting by giving its employees voice? A. Informational justice B. Procedural justice C. Distributive justice D. Interpersonal justice E. Retributive justice
Q:
Every instance of a target behavior is reinforced when an intermittent reinforcement schedule is in effect.
Q:
(p. 208) _____ is defined as a dimension of justice that reflects the perceived fairness of decision-making processes.
A. Procedural justice
B. Interpersonal justice
C. Informational justice
D. Distributive justice
E. Utilitarian justice
Q:
According to operant theory, extinction is the weakening of a behavior by ignoring it or making sure it is not reinforced.
Q:
(p. 208) Which of the following is a rule under the dimension of distributive justice?
A. Justification
B. Bias suppression
C. Equity
D. Respect
E. Voice
Q:
Punishment is the process of strengthening a behavior by contingently withdrawing something displeasing.
Q:
(p. 208) Leo Motors has an HR policy that does not allow its newly hired employees to work on committee projects or get involved in the union meetings. This is done to ensure that the new employees can concentrate on their work and do not get distracted with other minor issues. Which of the following allocation norms has Leo Motors adopted?
A. Standard norm
B. Equity norm
C. Reciprocity norm
D. Need norm
E. Equality norm
Q:
A person who takes aspirin when he has a head ache is negatively reinforcing the act of taking aspirin.
Q:
(p. 208) When organizations protect new employees from committee assignments and other extra activities, so that they can get their careers off to a productive start, they are using the _____ type of allocation norms.
A. propensity norm
B. need norm
C. reciprocity norm
D. equity norm
E. equality norm
Q:
A student who works hard on a project because of praise and recognition from the instructor is responding to positive reinforcement.
Q:
(p. 208) Which of the following is an allocation norm under which all group members receive exactly the same grade on a project regardless of their individual productivity levels?
A. Propensity norm
B. Need norm
C. Equity norm
D. Reciprocity norm
E. Equality norm
Q:
(p. 208) The managers at Pulse, an HR firm, have noticed that the employees are not team players; they are focused on achieving individual goals and the management seeks to change this attitude of its employees. The company wants to create a reward system in which all group members would receive exactly the same grade regardless of their individual productivity levels to promote their ability to work effectively in groups. Which of the following allocation norms would you recommend for this purpose?
A. Standard norm
B. Consensus norm
C. Equity norm
D. Equality norm
E. Propensity norm
Q:
Positive reinforcement is the process of strengthening a behavior by contingently withdrawing something displeasing.
Q:
Skinner used the term operant behavior to describe unlearned reflexes or stimulus-response connections.
Q:
(p. 208) The _____ norm is typically judged to be the fairest choice in situations in which the goal is to maximize the productivity of individual employees.
A. equity
B. equality
C. need
D. standard
E. prescriptive
Q:
Thorndike's law of effect states that behavior with favorable consequences tends to disappear, while behavior with unfavorable consequences tends to be repeated.
Q:
(p. 208) Danny Locker recently put down his papers after his managers failed to give him a pay rise that he felt would rightly compensate for his increasing work load. Danny, who had faced this kind of pay discrimination in the company earlier, finally decided to quit and has begun looking for another job. Danny's resentment related to his pay reflects the specific lack of _____ in the company that he worked for.
A. informational justice
B. distributive justice
C. retributive justice
D. procedural justice
E. interpersonal justice
Q:
Pay for performance refers to linking at least some portion of the paycheck directly to results or accomplishments.
Q:
(p. 208) When employees evaluate outcomes such as pay, rewards, and promotions to determine whether they are allocated using proper norms, they are applying the _____ type of justice
A. informational
B. procedural
C. distributive
D. interpersonal
E. retributive
Q:
(p. 208) _____ is defined as the dimension of justice that reflects the perceived fairness of decision-making outcomes.
A. Procedural justice
B. Interpersonal justice
C. Informational justice
D. Distributive justice
E. Restorative justice
Q:
Extrinsic rewards often fail to motivate because one-shot rewards have a short-lived motivational impact.
Q:
(p. 206) Which of the following is true with regard to affect-based trust?
A. Affect-based trust depends completely on the trustor's propensity to trust.
B. Affect-based trust is more rational than emotional.
C. Affect-based trust is independent of any features of the trustee.
D. Affect-based trust is rooted in reason and analysis.
E. Affect-based trust is the most commonly seen type of trust.
Q:
Extrinsic rewards often fail to motivate because there is too long a delay between performance and rewards.
Q:
(p. 206) Affect-based trust is driven by the _____.
A. authority's track record
B. authority's strengths and weakness
C. trustor's disposition
D. trustor's feelings for the trustee
E. trustor's rational assessment of the trustee
Q:
Managers can accomplish leading for progress by monitoring and rewarding their employees.
Q:
(p. 206) In the case of _____ trust, our trust arises mostly from the emotional feelings we have for the authority.
A. cognition-based
B. mentor-based
C. affect-based
D. character-based
E. disposition-based
Q:
Managers can accomplish leading for choice by supporting and coaching their employees.
Q:
(p. 205) In the case of _____ trust, we rationally evaluate the strengths and weaknesses of an authority along the dimensions of ability, integrity, and benevolence.
A. cognition-based
B. mentor-based
C. affect-based
D. emotion-based
E. disposition-based
Q:
Managers can accomplish leading for meaningfulness by helping employees identify their passions at work and creating an exciting organizational vision employees feel connected to.
Q:
(p. 205) _____ is defined as the perception that the authority adheres to a set of values and principles that the trustor finds acceptable.
A. Abusive supervision
B. Competence
C. Ability
D. Integrity
E. Benevolence
Q:
(p. 205) When authorities are perceived as benevolent, it means that:
A. they care for employees, are concerned about their well-being, and feel a sense of loyalty to them.
B. they display hostile verbal and nonverbal behaviors, excluding physical contact.
C. they reward employees for exposing illegal or immoral actions by their organization.
D. they lack a general expectation that the words and promises of employees can be relied upon.
E. they hinder the employees' ability to focus which reflects the degree to which employees can devote their attention to work.
Q:
When an organization uses nonperformance considerations reward distribution criterion, rewards are distributed based on tenure and equity.
Q:
(p. 205) Which of the following dimensions of trustworthiness is defined as the belief that the authority wants to do good for the trustor, apart from any selfish or profit-centered motives?
A. Affect
B. Competence
C. Benevolence
D. Trust propensity
E. Ability
Q:
When an organization uses the performance: results criterion, rewards are distributed based on customary or contractual considerations.
Q:
The three general criteria for the distribution of rewards are: performance: results, performance: actions and behaviors, and nonperformance considerations.
Q:
(p. 205) _____ is a dimension of trustworthiness, that is defined as the skills, competencies, and areas of expertise that enable an authority to be successful in some specific context.
A. Character
B. Benevolence
C. Personality
D. Ability
E. Affect
Q:
(p. 205) Cognition-based trust is driven by the:
A. authority's track record.
B. trustor's trust propensity.
C. trustor's intuitive feelings.
D. trustor's affect-based trust.
E. trustor's disposition.
Q:
Feeling competent after completing a difficult task is an example of an intrinsic reward.
Q:
(p. 204) The characteristics or attributes of a trustee that inspire trust are defined as his _____.
A. moral intensity
B. trust propensity
C. propriety
D. trustworthiness
E. ability
Q:
Psychic rewards qualify as extrinsic rewards.
Q:
(p. 205) One week into the job at the marketing and advertising division of a company, Alex, Neil, and John were given the task of creating an advertisement campaign for the company's new product. Alex and Neil had much trouble with the task and when John volunteered to take it up on their behalf, they readily agreed. Though they had no idea of John's skills in this area, they felt that John could be trusted to do a good job. John, who had done a paper on marketing while in college, reviewed numerous articles, studied the new product thoroughly, and came up with a campaign that received good reviews from his team leaders. John's success in creating a good campaign for the new product completely on his own reflects his _____.
A. social consensus
B. ability
C. proximity
D. trust propensity
E. morality
Q:
Extrinsic rewards come from the environment.
Q:
(p. 203) Just a week into the job at the marketing and advertising division of a company, Alex, Neil, and John were given the task of creating an advertisement campaign for the company's new product. Alex and Neil had much trouble with the task and when John volunteered to take it up on their behalf, they readily agreed. Though they had no idea of John's skills in this area, they felt that John could be trusted to do a good job. John, who had done a paper on marketing while in college, reviewed numerous articles, studied the new product thoroughly, and came up with a campaign that received good reviews from his team leaders.
Which of the following is true with regard to Alex and Neil?
A. Alex and Neil had a high degree of trustworthiness to execute the job they were given.
B. Alex and Neil had high degree of disposition-based trust.
C. Alex and Neil had used a rational assessment to arrive at the conclusion that John would do a good job with their assignment.
D. Alex and Neil had a high degree of the abilities required for their job at present.
E. Alex and Neil share a mentor-protg relationship with John at present.
Q:
Managers should remember to give plenty of feedback when the final results are accomplished, but not for the incremental improvement steps along the way.
Q:
Abigail was abandoned as an infant and later went to school in a district with a great deal of gang activity wheree she seldom felt safe. Abigail is least likely to demonstrate ______ trust.
A. disposition-based
B. cognitive-based
C. affect-based
D. organizationally-based
E. justice-based
Q:
Using 360-degree feedback to trigger pay and personnel decisions builds trust.
Q:
(p. 203-204) Which of the following is true with regard to trust propensity?
A. The importance of trust propensity is seen interactions with family and friends.
B. Trust propensity is most likely to be seen in people who display cognition-based trust.
C. Trust propensity is a product of both nature and nurture.
D. Trust propensity refers to the use of track records and rational assessments in making decisions.
E. Low trust propensity is ideal as it prevents us from trusting others who are not trustworthy.
Q:
Possible sources of 360-degree feedback include managers, subordinates, and peers.
Q:
(p. 203) Ron recently moved into a flat in the Oak Wood apartments. As Ron is at work all day, he has requested his neighbor to collect his mail. He receives confidential letters and documents regarding work and his finances. When the mail is given to him, Ron believes that he is the first one to open them. Ron has a high degree of _____.
A. power-based trust
B. informational justice
C. cognition-based trust
D. moral awareness
E. trust propensity
Q:
Recipients of feedback perceive it to be more accurate when they passively receive feedback.
Q:
(p. 203) It is argued that _____ represents a sort of "faith in human nature."
A. cognition-based trust
B. trust propensity
C. competence
D. ability
E. rational assessment
Q:
The acceptance of feedback should be treated as a given.
Q:
(p. 203) _____ refers to a general expectation that the words, promises, and statements of individuals and groups can be relied upon.
A. Trust propensity
B. Moral judgment
C. Moral awareness
D. Moral intensity
E. Propriety
Q:
Managers who have proven untrustworthy and not credible have a hard time improving job performance through feedback.
Q:
(p. 202) When trust is rooted in a rational assessment of the authority's trustworthiness, it is called:
A. disposition-based trust.
B. affect-based trust.
C. cognition-based trust.
D. power-based trust.
E. feeling-based trust.
Q:
(p. 201) Which of the following statements is true with regard to trust, justice, and ethics?
A. Justice reflects the actual degree of fairness of an authority's decision making.
B. Reputation of a company is independent of how trustworthy and ethical its practices are.
C. Trust in authorities like the management in a firm depends on two factors: justice and ethics.
D. Ethics reflects the degree to which the behaviors of an authority are in accordance with generally mandated legal requirements; morals and norms are not a part of ethics.
E. Relationships based on trust are completely free from risks and uncertainties.
Q:
Feedback with a negative sign always has a negative impact on motivation.
Q:
(p. 201) _____ reflects the degree to which the behaviors of an authority are in accordance with generally accepted moral norms.
A. Ethics
B. Justice
C. Competence
D. Trust
E. Morality
Q:
People tend to perceive and recall negative feedback more accurately than they do positive feedback.
Q:
(p. 201) When employees perceive high levels of _____, they believe that decision outcomes are fair and that decision-making processes are designed and implemented in a fair manner.
A. risk
B. profit-centered motives
C. social responsibility
D. justice
E. economic exchange
Q:
People with low self-esteem tend to seek feedback more so than those with high self-esteem.
Q:
Feedback serves a motivational role when it serves as a reward or promises a reward.
Q:
(p. 201) Which of the following reflects the perceived fairness of an authority's decision making?
A. Ethics
B. Justice
C. Morality
D. Corporate social responsibility
E. Trust
Q:
Feedback serves two functions for those who receive it: instructional and motivational.
Q:
(p. 200) The willingness to be vulnerable to an authority based on positive expectations about the authority's actions and intentions is called _____.
A. trust
B. morality
C. consensus
D. justice
E. proximity
Q:
(p. 224) Efforts to improve the quality of life in the communities in which organizations work is typically an effort that comes under the citizenship component of corporate social responsibility.