MGMT 311 STUDY GUIDE QUESTIONS WITH
ANSWERS AND EXPLANATIONS
| American Public University
1. A supervisor gradually rewards closer and closer approximations to a complex new reporting behavior rather
than waiting for perfect performance. What technique is this?
A. Shaping.
B. Centralization.
C. Social comparison.
D. Job rotation.
Correct Answer: A. Shaping.
Explanation: Shaping reinforces successive approximations toward a desired behavior, making it useful when the final
behavior is complex or initially unlikely.
2. Which action is most useful for reducing groupthink in a high-stakes decision?
A. Discourage outside information.
B. Invite independent analysis and structured dissent before final commitment.
C. Reward agreement regardless of evidence.
D. Have the senior leader announce a preferred answer first.
Correct Answer: B. Invite independent analysis and structured dissent before final commitment.
Explanation: Independent input, devil's advocacy, outside expertise, and leader neutrality can reduce premature
consensus and improve evaluation.
3. Employees in the engineering unit share norms that differ from the broader company while still accepting many
company-wide values. What is this an example of?
A. A complete absence of culture.
B. A reinforcement schedule.
C. Only person-job fit.
D. An organizational subculture.
Correct Answer: D. An organizational subculture.
Explanation: Subcultures are distinct patterns of values or norms within parts of an organization that coexist with
broader organizational culture.
4. A mediator helps two employees clarify interests and communicate but does not impose a binding decision.
What third-party role is this?
A. Arbitration.
B. Coercive power.
C. Mediation.
D. Job enrichment.
Correct Answer: C. Mediation.
Explanation: Mediators facilitate communication and problem solving, while arbitrators typically have authority to
impose or determine an outcome.
, 5. An organization encourages employees to disconnect from work communication during time off. What recovery
process is this policy most directly supporting?
A. Centralization.
B. Surface acting.
C. Escalation of commitment.
D. Psychological detachment from work.
Correct Answer: D. Psychological detachment from work.
Explanation: Detachment allows cognitive and emotional systems to recover from job demands. Persistent after-hours
connection can interfere with recovery.
6. A manager wants employees to adopt a new process but also knows frontline employees possess important
practical knowledge. Which implementation approach is strongest?
A. Delay until every person agrees on every detail.
B. Involve knowledgeable employees in design and testing while maintaining clear goals and decision rights.
C. Provide no change rationale.
D. Exclude employees from all planning.
Correct Answer: B. Involve knowledgeable employees in design and testing while maintaining clear goals and
decision rights.
Explanation: Participation can improve solution quality and commitment when employees hold relevant knowledge,
while clear scope and authority preserve progress.
7. A manager adds planning responsibility, decision authority, and direct client ownership to a previously narrow
role. What is this?
A. Job enrichment.
B. Job simplification.
C. Role overload by definition.
D. Extinction.
Correct Answer: A. Job enrichment.
Explanation: Job enrichment increases the depth of a job by adding responsibility, autonomy, and meaningful control
rather than simply adding more similar tasks.
8. An employee consistently seeks opportunities to improve procedures, takes initiative without being asked, and
persists until changes are implemented. Which trait best fits?
A. Low openness.
B. External locus of control.
C. Proactive personality.
D. Passive conformity.
Correct Answer: C. Proactive personality.
Explanation: A proactive personality involves identifying opportunities, taking initiative, and persisting to create
constructive change in the environment.
ANSWERS AND EXPLANATIONS
| American Public University
1. A supervisor gradually rewards closer and closer approximations to a complex new reporting behavior rather
than waiting for perfect performance. What technique is this?
A. Shaping.
B. Centralization.
C. Social comparison.
D. Job rotation.
Correct Answer: A. Shaping.
Explanation: Shaping reinforces successive approximations toward a desired behavior, making it useful when the final
behavior is complex or initially unlikely.
2. Which action is most useful for reducing groupthink in a high-stakes decision?
A. Discourage outside information.
B. Invite independent analysis and structured dissent before final commitment.
C. Reward agreement regardless of evidence.
D. Have the senior leader announce a preferred answer first.
Correct Answer: B. Invite independent analysis and structured dissent before final commitment.
Explanation: Independent input, devil's advocacy, outside expertise, and leader neutrality can reduce premature
consensus and improve evaluation.
3. Employees in the engineering unit share norms that differ from the broader company while still accepting many
company-wide values. What is this an example of?
A. A complete absence of culture.
B. A reinforcement schedule.
C. Only person-job fit.
D. An organizational subculture.
Correct Answer: D. An organizational subculture.
Explanation: Subcultures are distinct patterns of values or norms within parts of an organization that coexist with
broader organizational culture.
4. A mediator helps two employees clarify interests and communicate but does not impose a binding decision.
What third-party role is this?
A. Arbitration.
B. Coercive power.
C. Mediation.
D. Job enrichment.
Correct Answer: C. Mediation.
Explanation: Mediators facilitate communication and problem solving, while arbitrators typically have authority to
impose or determine an outcome.
, 5. An organization encourages employees to disconnect from work communication during time off. What recovery
process is this policy most directly supporting?
A. Centralization.
B. Surface acting.
C. Escalation of commitment.
D. Psychological detachment from work.
Correct Answer: D. Psychological detachment from work.
Explanation: Detachment allows cognitive and emotional systems to recover from job demands. Persistent after-hours
connection can interfere with recovery.
6. A manager wants employees to adopt a new process but also knows frontline employees possess important
practical knowledge. Which implementation approach is strongest?
A. Delay until every person agrees on every detail.
B. Involve knowledgeable employees in design and testing while maintaining clear goals and decision rights.
C. Provide no change rationale.
D. Exclude employees from all planning.
Correct Answer: B. Involve knowledgeable employees in design and testing while maintaining clear goals and
decision rights.
Explanation: Participation can improve solution quality and commitment when employees hold relevant knowledge,
while clear scope and authority preserve progress.
7. A manager adds planning responsibility, decision authority, and direct client ownership to a previously narrow
role. What is this?
A. Job enrichment.
B. Job simplification.
C. Role overload by definition.
D. Extinction.
Correct Answer: A. Job enrichment.
Explanation: Job enrichment increases the depth of a job by adding responsibility, autonomy, and meaningful control
rather than simply adding more similar tasks.
8. An employee consistently seeks opportunities to improve procedures, takes initiative without being asked, and
persists until changes are implemented. Which trait best fits?
A. Low openness.
B. External locus of control.
C. Proactive personality.
D. Passive conformity.
Correct Answer: C. Proactive personality.
Explanation: A proactive personality involves identifying opportunities, taking initiative, and persisting to create
constructive change in the environment.
