Skill-based pay programs in business industry

51. Profit-sharing programs differ from skill-based pay programs in that the former share company profits with employees, while the latter are based on the number and level of job-related skills that an employee has learned.

ANS: T  Motivation Concepts


52. Profit-sharing programs are very popular in Japan.

ANS: T


53. Profit-sharing programs are seldom used in Japan.


ANS: F

Profit-sharing programs are very popular in Japan.


54. According to the Change Competency: Nucor’s Profit-Sharing Program, The average

Nucor steelworker earns more than $70,000 per year, but only one-third of that amount is guaranteed.


ANS: T


55. According to the Change Competency: Nucor’s Profit-Sharing Program, Nucor’s profit-sharing plan is also based on employees’ ability to keep the mills running and discover new ways to improve the quality and amount of steel produced.


ANS: T


56. Skill-based pay programs are based on the number and level of job-related skills that an employee has learned.

ANS: T

Profit-sharing program is to set clear goals for the program

45. The advantage of informal reward programs is that they are easy to implement and cost effective.



ANS: T


46. At Blanchard Training and Development in San Diego, California, leaders have established the Eagle Award to recognize legendary service to customers—one of the organization’s goal. This is a skill based pay program.


ANS: F

This is an informal reward.


47. Profit-sharing programs are useful because individuals and teams have an important role in overall organizational performance.


ANS: F

Profit-sharing programs are limited because individuals and teams are not likely to have an impact on overall organizational performance.



48. More than one-third of the companies that use profit sharing do not track the results of such programs.



ANS: T 

 49. One of the way to reduce failure in a profit-sharing program is to set clear goals for the program.


ANS: T


50. One of the way to reduce failure in a profit-sharing program is to track performance right away, and stop the program if it does not work in the first year.



ANS: F

It is better to give the program time to succeed. It takes two or three years for a program to change overall company performance.

Maslow's needs hierarchy model of Motivation

27. According to Maslow's needs hierarchy model, self-actualization needs involve a person's realizing their full potential and becoming all that they can become.


ANS: T


28. Michael Scott motivates his employees with public rewards and recognition. This helps to meet his employees’ esteem needs.


ANS: T


29. According to Maslow's needs hierarchy model, self-actualization needs are the top of the needs hierarchy pyramid.



ANS: T


30. According to Maslow's hierarchy of needs, people who strive for self-actualization seek to decrease their problems, thereby reducing problem solving.



ANS: F

People who strive for self-actualization seek to increase their problem-solving abilities.


31. The five levels of needs identified in Maslow's hierarchy can also be divided into deficiency needs and growth needs.



ANS: T

A goal is a specific result that an individual wants to achieve

10. Ability is a person's natural talent and learned competencies for performing goal-related tasks.

ANS:  T                   

   11.   Motivation is a person's natural talent and learned competencies for performing goal-related tasks.

ANS:  F

This describes ability, not motivation.

   12.   A goal is a what an individual is competent at performing.

ANS:  F

A goal is a specific result that an individual wants to achieve.

   13.   Regardless of a manager's competencies, motives cannot be seen; they can only be inferred.

ANS:  T                   

   14.   Needs are deficiencies that a person experiences at a particular time.

These deficiencies may be psychological, physiological, or social

ANS:  T                   

   15.   The challenges of motivating employees conclude that motives can only be inferred from behavior, never directly observed; employee motivational patterns may change over time; and there are individual differences in employee motivational patterns.

ANS:  T                     Motivation Concepts  

Difference between Race and Ehtnicity

55. Ehtnicity refers to the biological groupings within humankind, representing superficial physical differences.

ANS: F

Race refers to the biological groupings within humankind, representing superficial physical differences.

 Individual Dynamics
56. Race refers to the biological groupings within humankind, representing superficial physical differences.

ANS: T  Individual Dynamics

57. Cultural background refers to identification with a cultural group that has shared traditions and heritage, including national origin, language, religion, food, and customs.

ANS: F

Ethnicity refers to identification with a cultural group that has shared traditions and heritage, including national origin, language, religion, food, and customs.


58. Ethnicity refers to identification with a cultural group that has shared traditions and heritage, including national origin, language, religion, food, and customs.


ANS: T
59. Individuals have relatively little influence over their primary categories of diversity.

ANS: T


60. Behavioral style, which is the tendency of the individual to think, feel, or act in a particular way, is an example of a primary category of diversity.


ANS: F

This is an example of a secondary category of diversity.

 Diversity

55. Ehtnicity refers to the biological groupings within humankind, representing superficial physical differences.


ANS: F

Race refers to the biological groupings within humankind, representing superficial physical differences.

 Diversity

56. Race refers to the biological groupings within humankind, representing superficial physical differences.


ANS: T 

Diversity
57. Cultural background refers to identification with a cultural group that has shared traditions and heritage, including national origin, language, religion, food, and customs.



ANS: F

Ethnicity refers to identification with a cultural group that has shared traditions and heritage, including national origin, language, religion, food, and customs.



PTS: 1 DIF: Easy REF: p. 14-17 OBJ: 1-5

NAT: AACSB Diversity | Individual Dynamics MSC: Recall



58. Ethnicity refers to identification with a cultural group that has shared traditions and heritage, including national origin, language, religion, food, and customs.



ANS: T PTS: 1 DIF: Moderate REF: p. 14-17

OBJ: 1-5 NAT: AACSB Diversity | Individual Dynamics

MSC: Recall


59. Individuals have relatively little influence over their primary categories of diversity.


ANS: T

 Diversity

60. Behavioral style, which is the tendency of the individual to think, feel, or act in a particular way, is an example of a primary category of diversity.


ANS: F

This is an example of a secondary category of diversity.

 Diversity

Key attributes of diversity is communicating and personally practicing a commitment

49. Age, race, and education are examples of primary categories of diversity.


ANS: F

Age and race are, but education is an example of the secondary category.


50. One of the key attributes of diversity is communicating and personally practicing a commitment to work with individuals and team members because of their talents and contributions, regardless of their personal attributes.


ANS: T 

Individual Dynamics


51. As a category of diversity, age includes the number of years a person has been alive and the generation into which the individual was born.


ANS: T  Individual Dynamics


52. The employment and volunteer positions the person has held and the variety of organizations for which the person has worked is an example of a primary category of diversity.


ANS: F

This is an example of a secondary category (work experience).


Individual Dynamics

53. Ethnicity is identification with a cultural group that has shared traditions and heritage, including national origin, language, religion, food, and customs.


ANS: T 

 Diversity | Individual Dynamics


54. Race accounts for 10 percent of the difference in a person's genetic heredity.


ANS: F

Race accounts for less than 1 percent of the difference in a person's genetic heredity.

Diversity | Individual Dynamics

What is supplier diversity?

67. In the Diversity Competency, Verizon Workplace Diversity: A three component strategy to promote diversity is used. The three components are inclusion index, diversity performance incentive and supplier diversity.


ANS: T Strategy

68. In the Diversity Competency, Verizon Workplace Diversity: The inclusion index is defined as a measure derived from the procurement of opportunities and developing and advocating a diversified supplier base.

ANS: F

That is the definition of supplier diversity.

69. In the Diversity Competency, Verizon Workplace Diversity: The inclusion index is defined as a something that measures employees’ sense of belonging through an index developed by our research team based on responses to employee surveys.

ANS: T Strategy

70. Stakeholders are individuals or groups that have interests, rights, or ownership in an organization and it’s activities.


ANS: T

71. Stakeholder groups can be harmed by an organization’s mistakes.


ANS: T

72. All stakeholder groups have the same expectations of a given organization.


ANS: F

All stakeholder groups have different expectations of a given organization.

Leadership Principles

The two fundamentals of organizing are differentiation and integration

97. In Communication Competency “Dreamworks Animation SKG,” the company is known for having produced movies, television shows and albums for pop artists.

ANS: T 

98. An advantage of the network organization design is that it brings together the special knowledge and skill of others to create value rather than hiring full-time employees to perform this task.

ANS: T  Strategy

99. The functional organization design enables managers to focus on one set of activities and rely on others to contribute.

ANS: F

The network organization design enables managers to focus on one set of activities and rely on others to contribute.

 Strategy
100. In the network organization design, managers do not need to monitor the quality of work provided by those in other organizations.

ANS: F

In the network organization design, managers must constantly monitor the quality of work provided by those in other organizations.

 Strategy

101. According to Communication Competency “Dreamworks Animation SKG” after a serious environmental protests, construction delays and cost overruns, Dreamworks was sold for $1.6 billion.

ANS: T Analytic | Strategy

102. The two fundamentals of organizing are differentiation and integration.

ANS: T Analytic | Strategy

103. In the Change Competency “KFC in China,” Su tried to overcome challenges related to differentiating between KFC and other analogous businesses in China by practices that highlight traditional Chinese values.


ANS: T  Strategy

Span of control refers to the number of people directly reporting to a person.

55. Clear rules and operating procedures reduce the need for improvisation and positively influence span of control.

ANS: T
56. Span of control refers to the number of people directly reporting to a person.

ANS: T  Strategy
57. Authority is the right to make decisions.

ANS: T  Strategy
58. Decentralization is delegating authority to a lower level departments and employees of an organization.

ANS: T  Strategy

59. Hierarchical arrangement means that all functions contribute to a product are organized under one leader.

ANS: F

Product design means that all functions contribute to a product are organized under one leader.
Strategy

60. Mechanistic management is most effective if the needs of the customer are well known and unchanging.

ANS: T Strategy

Understand how their behaviors support the organizations strategy.

1. In Learning from Experience: “Lowe’s Companies, Inc.,” the organization plans to open many stores in both rural and urban markets.

ANS: T Environmental Influence

2. In Learning from Experience: “Lowe’s Companies, Inc.,” the organization generates revenues of more than $48 billion.

ANS: T  Environmental Influence 

 

 3. Selecting a structure for tasks, responsibilities, and authority relationships within organizations is referred to as environmental factors.

ANS: F

Selecting a structure for tasks, responsibilities, and authority relationships within organizations is referred to as organization design.

Strategy

4. Decisions about task delegating often involve the diagnosis of an organization's culture, power and political behaviors, and jobs design.

ANS: F

Decisions about organization design often involve the diagnosis of an organization's culture, power and political behaviors, and jobs design.

 Strategy

5. The design for a successful organization is for people to work together and understand how their behaviors support the organizations strategy.

ANS: T | Strategy
6. The term division often identifies a specialized function within an organization, such as human resources, production, accounting, and purchasing.

ANS: F

The term department often identifies a specialized function within an organization, such as human resources, production, accounting, and purchasing.

 Analytic | Strategy

What is Group Dynamics?

109. Part of social differentiation is identifying with common values that allow employees to justify personal sacrifices caused by their membership in the organization.

ANS: F

Part of socialization is identifying with common values that allow employees to justify personal sacrifices caused by their membership in the organization.

Group Dynamics
110. The steps and ways by which organizations socialize new members does not vary much between organizations.

ANS: F

All organizations and groups socialize new members in some way, but the steps can vary greatly in terms of how explicit, comprehensive and lengthy they are.

 Group Dynamics

111. In Communications Competency “Texas Nameplate Company,” a problem encountered in this company is that leaders were unappreciative of the employees contributions to satisfying customer needs.

ANS: F

In Communications Competency “Texas Nameplate Company,” leaders respect everyone’s contribution as equally desirable and work with employees together to satisfy the customer.

Analytic | Group Dynamics

112. In Communications Competency “Texas Nameplate Company,” the company implements individual and team-based reward systems that focus on guaranteeing the customer that TNC products are free from defects.

ANS: T | Group Dynamics

Description of disciplinary measures for harassment

61. It is very easy to answer to the challenges of fostering a culturally diverse work force.

ANS: F

There are no easy answers the challenges of fostering a culturally diverse work force.

62. Small number bias refers to the tendency to view a few incidents, cases or experiences with individuals as representative of a larger population.

ANS: T

63. Stakeholder responsibility results when an employee is subjected to comments of a sexual nature, offensive sexual material, or unwelcome physical contact as a regular part of the work environment.

ANS: F

A hostile work environment results when an employee is subjected to comments of a sexual nature, offensive sexual material, or unwelcome physical contact as a regular part of the work environment,

64. Clique type behavior refers to the verbal or physical conduct that denigrates or shows hostility or averson toward an individual because of race, skin color, religion, gender, national origin, age or disibility.

ANS: F

Harassment refers to the verbal or physical conduct that denigrates or shows hostility or averson toward an individual because of race, skin color, religion, gender, national origin, age or disibility.

65. A harassment policy need not include a description of disciplinary measures for harassment because each situation will be different..

ANS: F

A harassment policy needs include a description of disciplinary measures for harassment.


66. In the Diversity Competency, Verizon Workplace Diversity: Diversity is viewed as an integral part of Verizon’s business.

ANS: T

Definition of interactional justice

55. Merrill Lynch’s financial crisis and losses tied to massive bonuses given to executives in times of recession are an example of the CEO implementing the hedonistic principle.

ANS: T
56. Procedural justice refers to the perceived fairness of the rules guidelines and processes for making decisions.

ANS: T

57. Procedural justice refers to the quality of interpersonal treatment individuals receive during the use of organizational procedures.


ANS: F

This is the definition of interactional justice.

58. In the Change Competency, James McNerny, CEO of Boeing: McNerny states that Boeing was involved in some significant ethical lapses in past years.


ANS: T

59. In the Change Competency, James McNerny, CEO of Boeing: McNerny created a plan to strength the ethics of the organization.


ANS: T


60. Organizational culture reflects the shared and learned values, beliefs and attitudes of it’s members.

ANS: T

Concentration of effect is the inverse function of the number of people affected by a decision

49. Greenpeace and others claim that managers in U.S. organizations should enhance their use of utilitarianism for short-term gain.

ANS: F

Greenpeace and other critics claim that managers in U.S. organizations misuse utilitarianism for short-term gain.

50. The notion of rights is complex and continually changing.

ANS: T 

 

 51. According to the UN Global Compact, the responsibility for human rights rests with government or nation-states as well as with individuals and the organizations they create.

ANS: T 

52. Adverse selection is the harm or benefit accruing to individuals affected as a result of a particular decision or behavior.

ANS: F

This describes the magnitude of consequences.

53. Social consensus is the amount of public agreement that a decision is bad or good.

ANS: T

54. Concentration of effect is the inverse function of the number of people affected by a decision.

ANS: T

Motivation and Self-motivation

76. Self esteem refers to recognizing one's emotions, strengths and limitations, and capabilities an how these affect others.

ANS: F

Self-awareness refers to recognizing one's emotions, strengths and limitations, and capabilities an how these affect others.


77. Self-awareness refers to recognizing one's emotions, strengths and limitations, and capabilities an how these affect others.

ANS: T
78. Social empathy refers to recognizing one's emotions, strengths and limitations, and capabilities an how these affect others.

ANS: F

Social empathy refers to sensing what others need in order for them to develop.

79. Social empathy refers to sensing what others need in order for them to develop.

ANS: T
80. Self-motivation refers to the ability of a person to influence others.

ANS: F

Self-motivation refers to being results oriented and pursuing goals beyond what is required.

81. Self-motivation refers to recognizing one's emotions, strengths and limitations, and capabilities an how these affect others.

ANS: F

Self-motivation refers to being results oriented and pursuing goals beyond what is required.

The primary vehicle for socializing an individual into a particular culture

38. A short-term orientation ranking indicates fostering respect for tradition, preservation of "face," concern with status and social obligations.

ANS: F

This is true of a long-term orientation ranking society.

39. In a low uncertainty avoidance culture, the main work values include freedom, individual rights, achievement, and thinking for oneself.

ANS: T

40. The primary vehicle for socializing an individual into a particular culture is the person's immediate family.

ANS: T 

41. The person's extended family is the primary vehicle for socializing an individual into a particular culture.


ANS: F

The person's immediate family is the primary vehicle for socializing an individual into a particular culture.

42. The extended family generally does not have as much influence as the immediate family.

ANS: T 

43. Playmates and school groups early in life have no effect on personality development.

ANS: F

Concept of organizational commitment

117.   In the Across Cultures Competency, Mercedes Benz, George Jones, a 38-year-old who inspects raw materials at the plant says job satisfaction is

a.	praise from your superiors
b.	the willingness to sacrifice for the good of the company
c.	having a voice in what goes on
d.	all of these

ANS:  C                  

118.   The strength of an employee's involvement in and identification with the organization is referred to as:

a.	organizational commitment
b.	work satisfaction
c.	employment commitment
d.	work commitment

ANS:  A                   

119.   Strong organizational commitment is characterized by all of the following except:

a.	a cooperative effort to meet individual and personal goals
b.	a willingness to exert considerable effort on behalf of the organization
c.	a desire to remain with the organization
d.	a support of and acceptance of the organization's goals and values

ANS:  A                   

120.   All of the following statements are true about the concept of organizational commitment, except:

a.	it includes an acceptance of the organization's goals and values
b.	it includes a willingness to consider job opportunities at other organizations
c.	it tends to be associated with higher productivity
d.	it includes a willingness to work hard for the organization

ANS:    B

What is Emotional intelligence?

   88.   Social skills refers to:

a.	recognizing one's emotions, strengths and limitations, and capabilities an how these affect others
b.	sensing what others need in order for them to develop
c.	the ability of a person to influence others
d.	how likeable a person is

ANS:  C                   

   89.   Emotional intelligence refers to:

a.	how intelligent an individual is
b.	how smart an individual is
c.	how capable an individual is in terms of technical skills
d.	how well an individual handles themselves and others

ANS:  D                     

   90.   In the Teams Competency: Why Personality is Important at Starbucks, the organization looks to hire people who do not show anxiousness or hostility to others even under stressful conditions. Therefore, they are looking to hire people with high:

a.	agreeableness
b.	emotional stability
c.	conscientiousness
d.	likeability

ANS:  B                  

   91.   In the Teams Competency: Why Personality is Important at Starbucks, many applicants say they apply to Starbucks for the opportunity to work in a place where “I feel I have value.” This would indicate that many of Starbucks’ applicants are high on:

a.	conscientiousness
b.	extroversion
c.	agreeableness
d.	emotional stability

ANS:    C