MGMT 311 FINAL EXAM QUESTIONS WITH
ANSWERS AND EXPLANATIONS
| American Public University
1. An employee is dissatisfied but constructively proposes process changes and raises concerns through
appropriate channels. Which response is this?
A. Continuance commitment.
B. Voice.
C. Exit.
D. Neglect.
Correct Answer: B. Voice.
Explanation: Voice is an active, constructive response in which an employee attempts to improve conditions rather than
simply withdrawing.
2. A team has a specific target but members rarely know whether they are on track. Which missing condition most
weakens the goal system?
A. Performance feedback.
B. High power distance.
C. Emotional labor.
D. Surface-level diversity.
Correct Answer: A. Performance feedback.
Explanation: Feedback helps people compare actual progress with the goal and adjust effort, strategy, or priorities
accordingly.
3. A manager rewards every correct use of a new process during the first week of training. Which schedule is being
used?
A. Fixed-interval reinforcement.
B. Variable-ratio reinforcement.
C. Continuous reinforcement.
D. Extinction.
Correct Answer: C. Continuous reinforcement.
Explanation: Continuous reinforcement provides a consequence after every occurrence of the desired behavior, which
can help establish a new behavior quickly.
4. A supervisor assumes an older employee will resist new technology solely because of age. What perceptual
error is most directly involved?
A. Job enrichment.
B. Referent power.
C. Deep acting.
D. Stereotyping.
Correct Answer: D. Stereotyping.
Explanation: Stereotyping attributes presumed group characteristics to an individual without adequate evidence about
that person.
, 5. A multinational team member accurately notices cultural assumptions, questions an initial interpretation, and
adapts behavior in a new setting. What capability is this?
A. Task identity.
B. Continuance commitment.
C. Coercive power.
D. Cultural intelligence.
Correct Answer: D. Cultural intelligence.
Explanation: Cultural intelligence involves understanding, interpreting, and adapting effectively across culturally
diverse situations.
6. A team becomes more confident in a risky proposal after discussion because members mostly hear arguments
supporting the group's initial preference. What may be occurring?
A. Job rotation.
B. Group polarization.
C. Extinction.
D. Normative commitment.
Correct Answer: B. Group polarization.
Explanation: Group polarization is the tendency for group discussion to strengthen members' initial leanings,
sometimes producing more extreme collective choices.
7. A designer can immediately see from user tests whether a new interface works. Which job characteristic is
strongest?
A. Feedback from the job.
B. Surface-level diversity.
C. Centralization.
D. Role ambiguity.
Correct Answer: A. Feedback from the job.
Explanation: Feedback refers to clear information from the work itself about the effectiveness of performance.
8. Two employees value achievement, but one defines success as personal advancement while the other defines it
as team impact. What does this illustrate about values?
A. Values never influence workplace choices.
B. Values are identical to personality traits.
C. People can endorse broad values yet differ in how they prioritize and express them.
D. Values are fixed by job title.
Correct Answer: C. People can endorse broad values yet differ in how they prioritize and express them.
Explanation: Values guide judgments about what is desirable, but individuals differ in priorities and in how values are
translated into workplace decisions.
ANSWERS AND EXPLANATIONS
| American Public University
1. An employee is dissatisfied but constructively proposes process changes and raises concerns through
appropriate channels. Which response is this?
A. Continuance commitment.
B. Voice.
C. Exit.
D. Neglect.
Correct Answer: B. Voice.
Explanation: Voice is an active, constructive response in which an employee attempts to improve conditions rather than
simply withdrawing.
2. A team has a specific target but members rarely know whether they are on track. Which missing condition most
weakens the goal system?
A. Performance feedback.
B. High power distance.
C. Emotional labor.
D. Surface-level diversity.
Correct Answer: A. Performance feedback.
Explanation: Feedback helps people compare actual progress with the goal and adjust effort, strategy, or priorities
accordingly.
3. A manager rewards every correct use of a new process during the first week of training. Which schedule is being
used?
A. Fixed-interval reinforcement.
B. Variable-ratio reinforcement.
C. Continuous reinforcement.
D. Extinction.
Correct Answer: C. Continuous reinforcement.
Explanation: Continuous reinforcement provides a consequence after every occurrence of the desired behavior, which
can help establish a new behavior quickly.
4. A supervisor assumes an older employee will resist new technology solely because of age. What perceptual
error is most directly involved?
A. Job enrichment.
B. Referent power.
C. Deep acting.
D. Stereotyping.
Correct Answer: D. Stereotyping.
Explanation: Stereotyping attributes presumed group characteristics to an individual without adequate evidence about
that person.
, 5. A multinational team member accurately notices cultural assumptions, questions an initial interpretation, and
adapts behavior in a new setting. What capability is this?
A. Task identity.
B. Continuance commitment.
C. Coercive power.
D. Cultural intelligence.
Correct Answer: D. Cultural intelligence.
Explanation: Cultural intelligence involves understanding, interpreting, and adapting effectively across culturally
diverse situations.
6. A team becomes more confident in a risky proposal after discussion because members mostly hear arguments
supporting the group's initial preference. What may be occurring?
A. Job rotation.
B. Group polarization.
C. Extinction.
D. Normative commitment.
Correct Answer: B. Group polarization.
Explanation: Group polarization is the tendency for group discussion to strengthen members' initial leanings,
sometimes producing more extreme collective choices.
7. A designer can immediately see from user tests whether a new interface works. Which job characteristic is
strongest?
A. Feedback from the job.
B. Surface-level diversity.
C. Centralization.
D. Role ambiguity.
Correct Answer: A. Feedback from the job.
Explanation: Feedback refers to clear information from the work itself about the effectiveness of performance.
8. Two employees value achievement, but one defines success as personal advancement while the other defines it
as team impact. What does this illustrate about values?
A. Values never influence workplace choices.
B. Values are identical to personality traits.
C. People can endorse broad values yet differ in how they prioritize and express them.
D. Values are fixed by job title.
Correct Answer: C. People can endorse broad values yet differ in how they prioritize and express them.
Explanation: Values guide judgments about what is desirable, but individuals differ in priorities and in how values are
translated into workplace decisions.
