Q&A Hero

Q: In Fiedler's model, favorable situations are those that have: a. poor leader-member relations, highly structured tasks, and strong leader position-power. b. good leader-member relations, highly structured tasks, and strong leader position-power. c. good leader-member relations, unstructured tasks, and weak leader position-power. d. poor leader-member relations, unstructuredtasks, and weak leader position-power. e. good leader-member relations, unstructured tasks, and strong leader position-power.

Q: In Fiedler's model, a high least-preferred coworker score is said to reflect a _____ orientation. a. relationship b. task c. structure d. communication e. schedule

Q: According to Fiedler, a task is structured when it is: a. routine, difficult to understand, and unambiguous. b. routine, easy to understand, and ambiguous. c. irregular, difficult to understand, and ambiguous. d. routine, easy to understand, and unambiguous. e. irregular, difficult to understand, and unambiguous.

Q: How did Fiedler measure leadership styles? a. By using the managerial grid b. By using the initiating structure behavior c. By using the consideration behavior d. By means of a questionnaire called the least-preferred coworker measure e. By means of a questionnaire called the leader"member exchange measure

Q: Which of the following is a situational leadership model? a. Trait approach b. Michigan studies c. Ohio State studies d. Leadership Grid e. Path-goal theory

Q: What is the basic assumption of situational approaches to leadership? a. Increasing worker job satisfaction through considerate leadership will get the best results. b. Initiating structure for employees so they know exactly what needs to be done will be most effective. c. The appropriate leader style will vary from one set of circumstances to another. d. Effective leaders can be identified by certain traits. e. The 1,1 manager exhibits minimal concern for both production and people.

Q: Which of the following is a generic approach to leadership? a. The least-preferred coworker model b. The path-goal model c. Vroom's decision tree approach d. The Ohio state studies e. The leader-member exchange approach

Q: The Managerial Grid shows that Paul is a 1,1 leader. Which of the following is true about Paul's leadership? a. Paul has little concern for people or for work performance. b. Paul is an effective leader with much concern for people. c. Paul has a lot of concern for people and for work performance. d. Paul has little concern for people, but a lot of concern for work performance. e. Paul has a lot of concern for people, but little concern for work performance.

Q: In the Managerial Grid, the ideal manager behavior is represented by a 9,9 "team" manager, who has high concern for both: a. structure and people. b. people and production. c. leadership and production. d. finances and operations. e. resources and products.

Q: In the context of the Ohio state studies of leadership, a leader showing consideration behavior: a. attempts to establish a warm, friendly, and supportive climate at the workplace. b. clearly defines the leader"subordinate role so that everyone knows what is expected of them. c. establishes formal lines of communication, and determines how tasks will be performed. d. is primarily interested in the performance of the employees. e. dictates the work of the subordinates.

Q: The CEO at Green Inc. has established that employees at the workplace should adhere to the vertical communication system. She has established fixed work flow systems and strictly monitors these processes. The steps taken by the CEO at Green Inc. reflect the _____ behavior of leaders suggested by the Ohio State studies. a. consideration b. initiating structure c. employee-centered d. job-centered e. authoritative

Q: At the opposite ends of the single continuum used by the Michigan studies are the leader's: a. initiating-structure behavior and consideration behavior. b. job-centered leader behavior and employee-centered leader behavior. c. concern for production and concern for people. d. task-oriented behavior and relationship-oriented behavior. e. traits reflecting the hierarchical theory x and traits reflecting the innovative theory y.

Q: In the Ohio State studies, employees of supervisors who ranked high on initiating structure: a. reflected low absence rates. b. were high performers. c. expressed high levels of satisfaction. d. had low productivity. e. were confused about the leader"subordinate role.

Q: Abbott, a shoe manufacturing company, strives to keep its workers satisfied. As many of them are working mothers, the company allows flexible time shifts. CEO Miles White says, "One of the most important things we can do for working families today is to help them lead healthier lives." According to the Michigan studies, White is demonstrating _____ behavior. a. initiating-structure b. consideration c. authoritative d. employee-centered leader e. job-centered leader

Q: The behavior that is called "job-centered leader behavior" in the Michigan studies is similar to the behavior called _____ behavior in the Ohio State studies. a. initiating-structure b. consideration c. concern for production d. concern for people e. employee-centered leader

Q: Which of the following approaches to identifying a leader is a person using if he votes for a politician based on his communication skills, intelligence, appearance, and assertiveness? a. LPC theory b. Vroom's decision tree approach c. Path-goal theory d. Trait approach e. Fiedler's contingency theory

Q: The first organized approach to studying leadership focused on: a. leadership behavior b. leadership traits. c. rewards expected. d. situational favorableness. e. leader-member relations.

Q: Bill Lennox is a good man. He demonstrates high moral standards with every decision he takes and inspires others to follow suit. From the given information, we can say that he has _____ power. a. legitimate b. technological c. expert d. referent e. coercive

Q: A news producer has the authority to choose which reporter will get to cover important news items and which reporter will cover trivial news items. The news producer uses this authority to recognize the hard work of reporters. Which of the following types of power is the producer using in this case? a. Referent b. Expert c. Reward d. Coercive e. Informal

Q: When an organization promotes someone, it sends a signal to everyone that the person is competent. This gives the person _____ power. a. legitimate b. technological c. reward d. referent e. coercive

Q: One of the reasons Steve Jobs was very successful at Apple was his charisma. From this observation, we can infer that he had _____ power. a. referent b. reward c. legitimate d. coercive e. expert

Q: A supervisor's frequent use of coercion involves the: a. use of distortion. b. use of extinction. c. use of positive reinforcement. d. loss of leadership. e. loss of persuasion.

Q: The more a manager uses coercive power, the more likely he is to encourage _____. a. sympathy b. good will c. resentment d. cordiality e. tolerance

Q: Which of the following is NOT a possible reward for a manager to use who wants to exercise effective reward power with his or her subordinates? a. A cash bonus b. A recommendation for promotion c. An interesting job task d. A salary increase e. A standard reward for everyone

Q: Bullies in the workplace use sarcasm, humiliation, and fear to influence others. This is a form of _____ power. a. expert b. legitimate c. referent d. reward e. coercive

Q: Karl is fond of saying, "Remember, half the doctors you see graduated in the bottom of their class." Karl is attempting to limit the _____ power of physicians. a. expert b. legitimate c. referent d. reward e. coercive

Q: Punishment involves the use of _____ power. a. legitimate b. reward c. referent d. expert e. coercive

Q: When leaders decide to either give salary increases to their employees or withhold any salary increases, which of the following types of power do they exercise? a. Coercive b. Reward c. Informal d. Expert e. Referent

Q: Christine is in charge of managing the marketing team at her office. To be an efficient leader, she should: a. affect the behavior of others only through coercion. b. use her power only in ways that are ethical. c. defy all forms of authority. d. engage in freeriding. e. encourage instances of groupthink.

Q: Which of the following is an example of a good leader in the context of business? a. A person who relies on force to lead people b. A person who disobeys authority c. A person who is a dictator d. A person who can influence others e. A person who is efficient and does not delegate his or her duties

Q: As a property, leadership can be best defined as: a. the practice of empowering employees to participate in organizational decision making. b. a set of belief that supports the practice of interpersonal risk taking in teams. c. the ability to shape employee behavior without using force. d. the ability to adjust to and understand changes in the workplace. e. a set of characteristics found in people who can influence the behavior of others.

Q: As a process, leadership can be defined as: a. the practice of empowering employees to participate in organizational decision making. b. the set of characteristics attributed to individuals who are perceived to be leaders. c. the use of noncoercive influence to shape an organization's goals. d. the ability to assess business process performance. e. the ability to adjust to and understand the changes in a workplace.

Q: Aside from motivational strategies such as the content perspective, process perspectives, and reinforcement perspectives, an organization's_____ is its most basic tool for managing employee motivation. a. strategic plan b. vision statement c. objective d. reward system e. goal

Q: Rewards tied specifically to _____ have the greatest impact on enhancing motivation. a. outcome b. performance c. effort d. ability e. skill

Q: Jessica is required to follow a forty-hour work schedule from 9:00 in the morning and ends at 5:00 each day, every week. However, she has the freedom to take a day off by working two extra hours each day. This reflects a _____. a. variable work schedule b. flexible work schedule c. telecommuting arrangement d. job sharing arrangement e. traditional work schedule

Q: Cheri and Aaron both wanted to work part-time, and they found a lawyer who was willing to split one full-time paralegal job between the two of them so that Cheri works mornings and Aaron works afternoons. This arrangement is known as _____. a. flextime b. participation c. OB Mod d. job sharing e. reinforcement

Q: Windmere allows its administrative employees to arrive any time between 7:00 a.m. and 9:00 a.m., and to leave any time between 4:00 p.m. and 6:00 p.m., as long as they work an eight-hour day. This arrangement is known as _____. a. empowerment b. compressed work schedule c. a nine-eighty schedule d. flextime e. traditional schedule

Q: _____ represents an important method that managers can use to enhance employee motivation. a. Punishment b. Extinction c. Absenteeism d. Turnover e. Empowerment

Q: Which of the following programs applies the concepts of reinforcement theory? a. Modified workweek b. Work redesign c. Organizational behavior modification d. Attribution theory e. Two-factor theory

Q: A manager who provides reinforcement on the basis of a particular number of behaviors, rather than on the basis of time is using a(n) _____ schedule. a. fixed-ratio b. fixed-interval c. variable-interval d. variable-ratio e. interval-ratio

Q: If one wants to maintain an employee's behavior at a high level with variations in the level of behavior irrespective of the time interval, which of the following schedules of reinforcement would be most successful? a. Fixed-interval b. Fixed-ratio c. Variable-interval d. Variable-ratio e. Continuous

Q: A manager who provides reinforcement on a periodic basis, regardless of behavior, is using a _____ schedule. a. variable-interval b. variable-fixed c. fixed-ratio d. fixed-interval e. variable-ratio

Q: Every alternate day, quality control inspectors at McHeinz Inc. randomly select items from an assembly line for inspection, and compliment the workers for every product that meets their expectations on quality. However, they vary the number of items they inspect each time.This motivates the employees to put in more effort to ensure that all the items are of the required quality. What reinforcement schedule are the quality control inspectors using? a. Variable-interval b. Variable-fixed c. Fixed-ratio d. Fixed-interval e. Variable-ratio

Q: When a subordinate has outstanding performance and his or her supervisor publicly praises it, the supervisor is using: a. positive reinforcement. b. punishment. c. avoidance. d. extinction. e. an intrinsic reward.

Q: A popular retail outlet provides its salespersons a small bonus for every sale that exceeds a $50 bill amount. The type of reinforcement used here is _____. a. Fixed-ratio b. Fixed-interval c. Variable-interval d. Variable-ratio e. Fixed-variable

Q: Alberto complimented Daniel on his project updates two weeks in a row. Then he waited a month to compliment him again. Not knowing when Alberto will drop by for inspection, Daniel keeps his projects updated regularly. What reinforcement schedule is he using? a. Fixed-interval b. Fixed-ratio c. Variable-interval d. Variable-ratio e. Fixed-variable

Q: Clara plays offensive pranks at her workplace, which were so far encouraged by her colleagues. To make sure that she does not repeat such behaviors, managers at the organization instruct her colleagues to ignore her actions. The reinforcement method adopted by the organization is _____. a. Recognition b. Punishment c. Avoidance d. Extinction e. Pay raises

Q: Which of the following reinforcement methods can be used to weaken behaviors? a. Recognition b. Avoidance c. Extinction d. Participation e. Pay raises

Q: Which of the following reinforcement schedules offers a worker the least incentive to do good work? a. Fixed-interval b. Fixed-ratio c. Variable-interval d. Variable-ratio e. Continuous

Q: Monthly paychecks are examples of reinforcements provided at a _____ schedule. a. Random b. Fixed-interval c. Fixed-ratio d. Variable-ratio e. Variable-interval

Q: Employees at GreenTech Inc. complete their schedules on time as every hour they take in excess may lead to a corresponding loss of pay. Their behaviors are strengthened through _____. a. Avoidance b. Extinction c. Positive reinforcement d. Punishment e. Incentives

Q: Justin is rewarded a significant pay raise for his contributions to the organization. This motivates him to put in more hard work and better performances. The organization has used _____ to strengthen his behavior. a. Avoidance b. Extinction c. Positive reinforcement d. Punishment e. Distortion

Q: Jaime, who works at Minlog Inc., maintains punctuality to avoid a loss of pay. Jaime's behavior is strengthened through _____. a. avoidance b. extinction c. positive reinforcement d. punishment e. distortion

Q: Leo showed up late for a meeting. His boss ignored it. She was using _____ as reinforcement. a. avoidance b. extinction c. positive reinforcement d. punishment e. distortion

Q: Workers at Windlock Works Inc. were instructed by their supervisor to increase productivity to 350 percent in the next three months. The workers are most likely to be challenged by goal _____. a. specificity b. acceptance c. conformity d. congruity e. difficulty

Q: Tyler is the marketing manager at MarketAds Inc., and Emily is an account manager reporting to him. Tyler instructs Emily to improve public opinion. The goal that Emily was given lacks goal _____. a. specificity b. acceptance c. conformity d. congruity e. difficulty

Q: Brianna's employer has announced a goal of getting workers to live a healthier lifestyle. Because of this, Brianna has improved the foods she eats and is getting more physical activity. Which attribute of the expanded goal-setting theory best portrays this example? a. goal specificity b. goal acceptance c. goal satisfaction d. goal congruity e. goal difficulty

Q: Ana is a police detective. She believes that she is just as good a detective as her male counterparts. Because she is female, many of her counterparts assume that she will type up their reports as well as her own. She has been doing this typing for a while and is increasingly feeling underrewarded for her efforts. In terms of _____, she will decrease her inputs by refusing to do additional work and try to reduce the gap between work and rewards. a. expectancy theory b. reinforcement theory c. equity theory d. hierarchy of needs theory e. two-factor theory

Q: What is the most important idea for managers to remember from equity theory? a. People who feel underrewarded may try to decrease the inequity by increasing their inputs. b. Employees must receive equal rewards irrespective of their overall performance. c. For rewards to motivate employees, employees must perceive them as being fair. d. Employees must consider their inputs equal to the inputs of their colleagues. e. Employees must consider their outcomes equal to the outcomes of their colleagues.

Q: Which of the following is a process perspective on motivation? a. Maslow's need hierarchy b. McClelland's work on need for power c. McClelland's work on need for achievement d. Two-factor theory e. Equity theory

Q: Which of the following motivational theories is based on the idea that employees compare the treatment they receive relative to others' treatment in order to determine if they are being treated fairly? a. Expectancy theory b. Reinforcement theory c. Equity theory d. Hierarchy of needs theory e. Two-factor theory

Q: A manager expends extra effort because she has been told that she will get a $50,000 bonus if her team meets their quota. She also feels stress because she has been informed that she will be put on probation if she does not get her team to perform above last year's total. Which of the following does this scenario illustrate? a. Equity theory b. Maslow's esteem needs c. Two-factor theory d. Performance-to-outcome expectancy e. The Porter-Lawler extension

Q: Neal works for the state of Vermont. He perceives that his union will protect him from getting fired, but the only way he will get promoted is if the person above him retires or dies. He has a. low effort-to-performance expectancy, and low performance-to-outcome expectancy. b. low effort-to-performance expectancy, and high performance-to-outcome expectancy. c. high effort-to-performance expectancy, and low performance-to-outcome expectancy. d. high effort-to-performance expectancy, and high performance-to-outcome expectancy. e. zero valence.

Q: Amelia believes that if she tries hard to eliminate distractions and concentrate on her work, she will learn to do her job more efficiently. Amelia has: a. low effort-to-performance expectancy. b. moderate performance-to-outcome expectancy. c. low performance-to-outcome expectancy. d. high effort-to-performance expectancy. e. moderate effort-to-performance expectancy.

Q: In expectancy theory, raises, promotions, stress and resentment are all _____ of an individual's behaviors. a. factors b. motivations c. reinforcements d. outcomes e. valences

Q: A construction worker injured on the job is on convalescent time-off for five weeks. She has a desire to get back to work and achieve her goals more effectively than she has done in the past. This portrays her need for _____. a. esteem b. power c. affiliation d. security e. achievement

Q: Brenda, a senior engineer at Machineworks Inc., sets herself difficult goals and assumes personal responsibility for the performance of her subordinates. Brenda most likely has a high need for _____. a. achievement b. affiliation c. esteem d. security e. potential

Q: _____ needs in Maslow's hierarchy involve realizing one's potential for continued growth and individual development. a. Esteem b. Social c. Self-actualization d. Security e. Physiological

Q: According to Maslow's hierarchy, _____ needs include the need that people have for respect and recognition. a. achievement b. security c. self-actualization d. belongingness e. esteem

Q: Martha is given a new cabin and a new job title as recognition for her accomplishment over her years of service to the organization. She is satisfied with the recognition and respect from her colleagues. This portrays that the organization is addressing her _____ needs. a. esteem b. psychological c. security d. physiology e. self-actualization

Q: According to Maslow's hierarchy, when a satisfaction of security needs is achieved an individual is typically concerned with a need for _____. a. self-actualization b. recognition c. physiology d. belongingness e. positive self-image

Q: When a manager tries to encourage social interaction among his subordinates, he is trying to address their need for _____. a. belongingness b. esteem c. security d. physiological e. self-actualization

Q: According to Maslow's hierarchy, the need to have a safe physical and emotional environment is a(n) _____ need. a. esteem b. physiological c. psychological d. security e. social

Q: Organizations provide adequate wages, comfortable temperatures, restrooms, ventilation, etc. as a means to address the _____ needs of its employees. a. esteem b. belongingness c. self-actualization d. security e. physiological

Q: According to Maslow's hierarchy of needs, once an individual has satisfied his physiological needs, he turns his focus towards _____ needs. a. survival needs b. esteem c. belongingness d. security e. self-actualization

Q: Which of the following factors would be included in Maslow's physiological needs category? a. Air b. Job stability c. Safety d. Recognition e. Self-image

Q: Which of the following perspectives on motivation concerns "what" motivates people rather than "how" they are motivated? a. Reinforcement b. Process c. Content d. Equity e. Expectancy

Q: Under which of the following circumstances will an employee feel a need deficiency? a. When she feels that her tasks are challenging b. When she receives recognition for a job well done c. When she feels she is underpaid d. When she is motivated to perform a job e. When she attains self-actualization

Q: According to the motivation framework, after a worker notices an unfilled need, the next step is: a. choosing a behavior that satisfies the need. b. determining future needs. c. searching for ways to satisfy the need. d. evaluating need satisfaction. e. identifying a need deficiency.

Q: Madeline works at a local retail store. She feels that she is being underpaid in spite of her job performance. She motivates herself to improve her performance to get the due recognition she deserves. Madeline's motivation is due to a _____. a. need deficiency b. negative reinforcement c. low performance-to-outcome expectancy d. dissatisfaction of physiological needs e. need for belongingness